Name: Entering a New Era for Contingent Labor Sourcing with Workday VNDLY
Uploaded: 2026-10-22T18:15:49.007Z
Duration: 43 min 32 s
Description: Entering a New Era for Contingent Labor Sourcing with Workday VNDLY

Transcript for "Entering a New Era for Contingent Labor Sourcing with Workday VNDLY": Hello, everyone, and welcome to entering a new era for contingent labor sourcing with Workday Ben Lee. Thank you so much for taking the time to join us today. I've been eager to share this session today as we get to explore the evolution of contingent sourcing and show you how Workday VNDLY is building a unified system of action. But don't let me spoil any of the details now. Let's get started with just a couple of housekeeping items. Please note our product statement here that forward looking statements and unreleased capabilities are subject to change. A reminder that purchasing decisions should be made based on what is currently available. As well, for your information, this webinar today is being recorded and will be emailed all... To all of you within twenty four hours. Next, if you have any questions, please use the q and a over on the right hand side of the screen. We have a great team of experts today backstage who can help you answer these questions. And we'll also try to keep a bit of time at the end of the session to answer some q and a live. And then lastly, when the webinar ends, a brief survey will pop up on the screen. We appreciate and we hear your feedback as it helps us shape future sessions. So please take a moment to complete this. To start us off today, I'm Cari French, a specialized account executive for Workday VNDLY and a twenty three year industry veteran. Today, I'm excited to be chatting with Hannah Atkins, principal product manager for Workday VNDLY, and she's joined by Stephen Middleton, our lead Workday VNDLY solutions consultant, who will help guide us through the demonstrations today. Here's what we will cover as we tackle this topic of a new era for contingent labor sourcing. First, we'll start with an overview of AI strategy, where we see the industry going as a whole. Then we'll take a deep dive into two key initiatives that have been innovating at VNDLY to bring speed into the non employee sourcing process. These innovations are just the beginning. We'll conclude by giving you a window into how things evolve from here as part of our vision of the future of non employee management. So where are we right now? For over thirty years, the vendor management system or VMS has been a reliable accountant for the non employee world. Great for interacting with vendors, onboarding workers, tracking compliance, and logging data, but not optimized for speed. But in today's market of high demand skill sets and candidates with multiple opportunities, speed is your competitive advantage to onboard top talent and streamlined end user engagement. And AI offers the opportunity to bring speed into your contingent labor operations for both your internal users and your engaged talent and vendors. And the value of this is only becoming more apparent as organizations are continuing to leverage non employee talent with the long predicted Forbes metric of 50% of the workforce being indirect labor and 65% of companies increasing that nonemployee utilization. Thanks, Cari. Completely agree that the market has definitely been demanding efficiency. Over the past several years, we've been innovating at Workday, Venli, to provide that more modern and efficient VMS for organizations. So quickly, for those of you who may be new to VNDLY, our platform is designed to help organizations manage and optimize their contingent labor operations. What that means is think about sourcing, onboarding, management, invoicing for anyone who's a non employee at your organization. And many of the customers that we work with integrate VNDLY with Workday HCM HCM to unlock that full workforce visibility in HCM. So having their contractors and their and their full time employees, but they want that separate operational practice for a contingent versus their full time hiring. Thank you, Hannah. And that integration, that total workforce is where the system of record conversation leads us within that Workday ecosystem. Across these three VMS modules, you can capture every type of indirect labor an organization may engage with while capturing all the data and interfacing with your supply base. Within the Workday ecosystem, your nonemployee data in VNDLY can natively integrate with HCM via the Workday day connectors, bringing you a complete view of your entire workforce. These two foundational datasets, the full time in HCM and the nonemployees in VNDLY, you have a unified data foundation on which you can then build your technology and data strategy. And therein lies the opportunity that we came to discuss today where AI can support workflow efficiencies to enhance your total program operations. Hannah, how is this involving within Workday VIN. Ly as a system of record? Great question. So first, I wanna take a step back. I think to understand where we're going, we need to look at how the workforce ecosystem itself is shifting. We've moved past the world of just tracking traditional employees and contingent workers that the VMS was originally designed to do. Today's landscape includes independent contractors, interns, volunteers, statement of work vendors, and more and more digital workers and AI agents are coming into the picture. They all have different skills and different provisioning. Most organizations that we're talking with are at the beginning stages of really trying to figure out how AI fits into their workforce. Now, continuing what we were talking about earlier, historically, that VMS served one primary purpose to be that reliable compliance system of record. It was a great place to log data and track compliance, but this isn't enough to handle the speed of a modern business. Users are seeking automation and insights to help them make more informed decisions more quickly, and organizations are looking for agile software that allows them to evolve with ease. In other words, the data is there and organizations are looking for ways to access it to drive towards action. That's why the core of our AI strategy is to transform what they've been linked into an intelligent system of action. Okay, Hannah. System of record, system of action. This is a lot of AI talk. We were a system of record with VMS functionality historically. What's so different about a system of action? Yeah. So when we talk about system of action, we're really talking about a framework that we've developed and it's broken into three core concepts. First, we have embedded intelligence. This is smart insights delivered directly in the flow of work to proactively nudge users towards decisions, or even actions. And we're gonna show you two great examples of this today. Second, we have Copilot mode. This is AI drives you supervise. So the AI handles the administrative lifting of multi step workflows while the humans maintain decision making control. And then we have our North Star. This is agentic orchestration. This is when VNDLY becomes more and more autonomous, and we have a background engine that can predict, plan, and orchestrate pretty much the whole contingent labor life cycle with minimal manual intervention. And we'll talk more about that later on as well. So together, these three concepts really represent what we mean by that system of action term. Got it. So three different types of action, embedded intelligence, Copilot mode, then agentic orchestration, all graduating in AI functionalities. But now, Hannah, are the robots starting to take over here? I certainly hope not. That's definitely not our intent for the future of VNDLY. I think given the nature of contingent labor management, we strongly believe that humans are still needed and will always be needed to make decisions. But we do think that AI can help them make more informed decisions more quickly. Responsible AI is really core to how we're developing solutions at Workday. And this means that explainability, transparency are engineered into the core of our solutions. You may have heard the term human in the loop, and you'll see with the initiatives we're gonna demonstrate today that AI operates under a strict human in the loop framework. So what this means is VNDLY is not going to autonomously hire a contractor. It's not going to choose vendors or suppliers without oversight. What it is going to do is handle the time consuming data collection, analysis, extraction in the background, and then surface recommendations or insights directly into user workflows, ultimately helping your team be more efficient at the work they're doing to engage with the contingent labor program. It's really all about empowering, not replacing. Okay. So ethical, responsible, human in the loop. It looks like all of these are designed to support our human functionalities and increase overall efficiency. K. For that, I'm all in. But we all need some more efficiency. How do these look in the latest VNDLY developments? Yeah. So let's talk about our latest projects. First, we'll begin at the start of the sourcing process with job distribution. Where you distribute a job req impacts your speed, your quality, and your market costs. Unfortunately, what we found is vendor selection today remains a massive operational blind spot. Only 23% of the programs we work with operate with configured distribution rules and instead rely on manual user selection. What this means is when a hiring manager or an MSP or your program team sit down to publish a role, their choices are being guided by personal memory, offline spreadsheets, or legacy knowledge. But what if you could harness the years of vendor performance metrics inside your BMS in real time as you publish a new job? We're currently developing a solution to do just this. We're putting a predictive AI recommendation engine directly into the publishing experience. So by calculating things like historical fill rates, submittal to higher rate, VNDLY can present you with curated vendor recommendations. Ultimately, this will improve your sourcing diversity, and it will complement any configured distribution roles as well. And again, this is programmatic data that you have access to, and we're using AI to bring those dynamic analytics to help optimize your program performance. This experience is currently in development and we're targeting early adopter release before the end of this year. But don't just take my word for it. I'm gonna pass you over to Steven who's gonna show you this experience in action. Excellent. Okay. So I know we're here to talk about that advanced vendor insight aspect, but there could definitely be people here right now that don't know a lot about VNDLY, maybe haven't even seen it before. So let's just start on the homepage first where, yes, that system of action is kind of becoming here a system of visibility too, where it's giving you this great visibility into just how many jobs do we have posted out there right now or even something as simple as how many assignments do we have. A lot of clients can't answer that. And what's great too is here, it's even telling you how many are ending soon. So when you think about that compliance aspect of making sure your contingent workers have their access or their badge or whatever it is cut off on their actual end date, we are keeping track of that and can help that be accomplished. On top of those things, we also have right here the capability to help support you with more of that project based SOW style of work. And on top of all that, we're still helping you with things like notifications around tasks that need to be done or keeping you updated around things like maybe timesheets that need to be approved or, hey, somebody accepted an offer. And down here at the bottom, you even have some great graphical reporting around spend and headcount by vendor. So right off the bat on the home page, a big increase in visibility for a lot of our clients. But let's just think about day to day and going into that idea of looking at the jobs that we currently have posted. Well, now you're gonna have another level of that increased visibility where I can see things like a start date, the rates, how many positions does this job have, what job category is it, where is it at. And then on top of that over here on the left side, and we'll talk a little bit more about this in a sec, but just the status of that requisition and how many applicants we have. All of this data and information right here at a glance, easy to find and easy to see. Now have several jobs already open, but in this case, I need to open one of those jobs. So I can actually just go right up here to this easy publish job button and now have this brand new job form. And I went ahead and prefilled out some of these items, which can easily happen if you're doing something like using a job template or even duplicating existing jobs. But let's talk to some of the things that we're capturing here. I mean, right off the bat, we can see we're capturing things like the hiring manager. Yes. But also program team users, whether those are internal or maybe through an MSP partner. Even things like separate users that might be helping with timekeeping and approving some of that timekeeping. Now as we scroll down, we'll also be able to capture things like, is this job gonna be on-site or maybe remote? Along with things like your charge codes or cost centers, which, yes, we can use those certified APIs from VNDLY to reach over into your HCM tenant and synchronize and pull over those charge codes so that all these active charge codes are right here when you're building out these jobs. Now the next big call out, I would say, is oftentimes where we think clients are finding their quickest ROI. And that is right here when we talk about this compensation area and your rate card management. So we can see here our preferred bill rate and our standard or maybe max bill rate are already populated, and that's because we do have a rate card management system built into the back end of VNDLY here. So if it sees that this job in this location has a rate card, it automatically populates it like you see right here, and we can even lock that so that your hiring managers have those guardrails and they aren't overspending on a worker just because they like their resume. So, again, that quick ROI that we can then combine with something like the hours per week to give you even a simple understanding of what the budget for this project is currently looking like. So, again, ROI right there, keep those managers from overspending. And then as we scroll down a bit further to the bottom of this, we can also see things like capturing what's the experience, your must have, nice to have skills, along with that job summary and that description and qualification list. And you see here, I didn't have to type all this out and do the formatting. Again, using job templates and duplicating existing jobs, easy to do, saves time, and keeps things consistent and compliant. Alright. Made you wait long enough. Let's think about how we have this job built. Let's get it out to the right vendors. And that's where when I hit this submit button, now we're seeing this pop up utilizing those advanced vendor insights. But I think the first call out is we're not changing your existing distribution rules. These rules can already exist in your VNDLY. The tenant where maybe it's saying all your IT jobs in North America or the West Coast or whatever you want that criteria to be, that's already here. And as we can actually see on the bottom, it has already called out the two vendors that we would typically use for this job. Now this is where those advanced vendor insights come into play here. So based on this role skill requirements, past performance data, etcetera, it can now suggest and recommend vendors for this senior systems engineer job. But you might say, well, why is it recommending these? Well, that's the beauty of this little tool tip that right here. I can click on that, and now it's actually telling me, well, RightStaff has a 92% fill rate on some of the roles in the past year, eight day time to submit, consistently high candidate quality scores, and they really specialize in senior technical talent because they filled 14 comparable roles in this area here. So really nice visibility, and I think we call out that concept human in the loop. Yes. It's not automatically adding these vendors. It's showing you why it thinks RightStaff Inc. Is a great addition to your existing rule and giving you the exact data behind that. And then let's say you really like this. You can actually help us out by being in that feedback loop here and say, yes. That's very helpful rationale or that's a very clear explanation, even providing additional feedback if you'd like to. But either way, we love this idea of getting this feedback to help us improve the advanced vendor insights. So I'll go ahead and hit submit that. And I'd say RightStaff Inc, they sound great. This data makes a ton of sense. I love the transparency of why it's calling outright staff. Let's go ahead, add them, and now we can see they are automatically put into our distribution list here along with the other two. So we now have our original two that we typically use. Now we're adding in RightStaff Inc. Remember that name. Thanks to those advanced vendor insights. Really excited to see this come into play. I think it's gonna make a huge difference in time to fill and our clients getting the right types of talent quickly. No. Thank you, Steven. That's exciting how much growth is going on within the tool than what AI is enabling us to do. I've always been capturing... It's it's always been interesting seeing what data is captured in the VMS, but now being able to use the AI and analytics to help shape the future of our strategies via the human approval. I can see how this functionality is alone is going to help organizations optimize their vendor selection, which ultimately will help drive improved time to fill and overall vendor participation. This is a great first step in the recruitment process, the vendor engagement, but the recruitment process doesn't stop there. What's next, Hannah? So next, we're gonna move along the sourcing cycle. Once a job is published, it's all around finding the right candidate. So let's think about the day to day pressures recruitment teams or hiring managers face. While specialized roles may only get a handful of candidates, if you think about the entry level and mid tier roles in particular, they can receive tens to hundreds of candidates per job. And this can result in hours opening individual resumes, manually trying to pass context, match keywords, and verify skills against job requisitions. Additionally, many organizations already have a gold mine of candidate leads. Think about the years of historical talent data inside your system, such as former star contractors or high quality silver medalist candidates. Yet because that information is buried in systems, your program winds up spending weeks and paying premium rates to source new talent from scratch. To solve this manual friction, we built the contingent sourcing agent. This agent acts as an intelligent digital partner working in the background of your active job workflows. It leverages advanced language models to evaluate how strong of a match a candidate is and gives you full transparency as to why. Simultaneously, it's proactively surfaces matches from your existing pool of past applicants and alumni contractors. So while the talent pool today is limited to your VNDLY tenant, our plan is to expand this to additional talent pools as part of our road map as well. The contingent sourcing agent is available today. It's part of general availability, and it utilizes the consolidated Workday flex credit model. Again, I'm gonna pass back to Steven to show you exactly what this looks like. Awesome. Thanks so much. So earlier, I showed you how the advanced vendor insights could make sure your jobs are getting to the right vendors. But now what happens when the vendors are getting back to you with those jobs? Right? So this is where the contingent sourcing agent really comes into play. And we're gonna start right here where we were before on the jobs dashboard. And earlier, yeah, we talked about how this can increase your visibility around the jobs, giving you details like what's the rates, the dates, the location, all those good things. But the big call out now is when you're thinking about which job should I look at. Well, the product manager doesn't have any applicants yet. The senior systems engineer job, on the other hand, 10 applicants. That's a lot. So let's see how the contingent sourcing agent can make sure we have the best applicants, but also is helping us save time by understanding which ones to look at first. So go ahead and click into the job here, and I'm actually gonna start on the recommendations tab. Yes. It does have that lovely little AI twinkle, as I like to call it, because it is using AI through that contingent sourcing agent to actually actually recommend candidates that the vendor hasn't sent over and that you as the manager haven't thought about either. It is actually going through your VNDLY tenant and looking at maybe contractors you previously worked with or silver medalists that maybe were great candidates for the job. You just didn't have the head count or the budget. So these are a list of candidates that the vendor hasn't sent over yet and that you did not find. That's the contingent sourcing agent using talent rediscovery to surface candidates it thinks would be great for this position based around things like their experience, their skills, their education, all those good things. And if you're curious, well, why Drew? You could actually click on this tool tip here, and it tells you exactly why. Again, this is human in the loop. It didn't automatically submit these candidates to the job or anything like that. It's simply presenting them to you to review and see here that Drew has ten years of experience in this exact same type of job, strong customer service skills, etcetera. So Drew sounds great. Maybe somebody you've worked with before that you had a great interview with. And now what you can do is not just keep it in the loop, but also help us with that feedback loop just like we saw in those advanced vendor insights. So you can say, yep. Love Drew. Maybe, great rationale, clear explanation, relevant skills match. Yeah. Makes sense. And leave comments if you want. But in the end, providing this feedback only helps us develop the contingent sourcing agent that much more, make it better, make it stronger. So thank you ahead of time for that feedback. And now what we can do is simply click on this actions button and hit send email to vendor because we love Drew. We wanna get him applied to this job, and this really does two things at once. First, it creates this, you know, automated email, this message to the vendor basically saying, we think Drew's a great candidate. Please submit him for this job. But now let's say Drew was not with a vendor that this rec was already submitted to. No problem. You can actually see here, we have the ability to distribute that job to the vendor as we're sending that message to them. So kind of a two birds, one stone situation. Now in this case, remember, we use that advanced vendor insights tool to say RightStaff was a great vendor for this job. So they're actually already on it. That works out great. Let's go ahead and hit send. And now we can see that status has changed to vendor contacted, and we'll hope that right staff gets Drew onto the rec here pretty quickly. Now let's jump over to applicants that have already been submitted to this job. And right away, you might notice... It might feel like you're back in grade school here. Yes. It is doing the other part of the contingent sourcing agent, and that's candidate grading. So we can see here candidates getting a, a b, a c. So helping you maybe better understand which applicants should I look at first. You know, in this case, 10 candidates. That's... Could be a lot of time. So this can help speed things up. And not only that, it's gonna give you, again, that human in the loop transparency here. It didn't send an offer to Allison yet. It simply gave you the grade, and then look at all this rationale it's providing for you. It's letting you know what makes them a good fit, their skills, their experience, their role alignment, even something like their engagement and work history, which you can actually also see right up here in their profile simply by clicking work history. So easy to understand maybe things they've done for you previously, which vendors they came through, even the work order ID. So if I wanted to jump in and see who the manager is they reported to, because I'd like to reach out and understand more about how Allison was on her previous assignments, I can do that very easily. So giving you that work history, but also giving you that transparency and that rationale around why Allison got that a grade. Now let's say, yep. Allison looks great, but I'd love to do a little bit more of a side by side comparison. Well, we give you that opportunity as well. Simply check a few boxes there, hit the compare button, and now you get this really nicely laid out side by side comparison of Allison Marshall, Rita here. You can see the different grades, the different rationale behind that. For example, Marshall has a b, four and a half years of experience. Allison has a a, ten plus years of experience. And you can see that work experience absolutely played in to the grading rationale here. So easy to understand the differences between these two... Candidates here just by using this side by side comparison. And then we love Allison. Let's go ahead and move forward. We can even go from right here to extending that offer, reviewing our dates, our rates, our budget, all those good things, hitting release. And now that offer is out to Allison, and all because we were able to easily not only find workers to that talent rediscovery, but easily see through the grading here which candidate we may wanna look at. First, Allison was a great fit. We saw her work history, offers out, and now we are ready to review more candidates. So the contingent sourcing agent there helping you with not only finding candidates you might not have thought about, but helping you speed up your time to review those candidates thanks to candidate grading. But that's not all. We can also fully report on that contingent sourcing agent grading and rationale, as you can see here. So pulling in things like the candidate's name, the job title, the job ID, along with the grade, and the part I probably love the most here is that contingent sourcing agent rationale explaining, you know, how... Why they were the optimal fit, what skills they had, years of experience. All those good things can now be shown, not just in the job itself, but after the fact in this full CSA grading and rationale report like you see here. So not only using that talent rediscovery to show you candidates you might not have been thinking about, also grading the ones that are there and then giving you that full visibility and reporting after the fact like you see here. That's the power of the contingent sourcing agent. Thanks so much. I'll hand it back over. That's great. Thank you, Steven. Making talent review recommendations. So regular recruiters and hiring manager time is allocated towards the highest likelihood of a skills fit, fundamentally providing an opportunity to work smarter, not harder. So, Hannah, we've looked at how to optimize vendor engagement. We've looked at efficiencies and candidate identification with ROI seen in sourcing rates, talent utilization, and improved onboarding timelines. All of these steps keeping humans in the loop while expediting time to talent in the seat. I see programs operating with lower time to fill SLAs and vendors having more opportunities based on performance. I can only imagine how AI will continue to evolve in this space, utilizing VMS data to drive more efficiencies and even more ROI, not just AI for AI sake. Yeah. And, honestly, early feedback has been really positive, and I think it's because we're really focused on business outcomes and driving value. It would be easy just to throw AI into a VMS to say we have AI, but that's not how we believe we will really transform workflows and improve outcomes for our customers. So in this final section, I wanna share more on our path forward from here and our vision for the future. So first, I know we've talked a lot about AI and its potential, but I do wanna make it really clear that we will continue to strengthen VNDLY as that foundational system of record and continue to add non AI features and improvements to give customers continued flexibility and deeper configuration controls. But with this new era of technology, we are also gonna execute on improvements that drive us towards this system of action vision as well. But even with this vision in mind, our development focus remains on solving the core real world problems faced every single day by those managing an extended workforce. How do you accelerate time to value? How do you achieve true total workforce management? How do you optimize a complex global operation? Our commitment to solving these critical business hurdles has a weaver. We just have a new toolkit that we can leverage to do so. So what has uniquely differentiated Workday VNDLY as a true technology company has stayed the same, driving efficiency and value realization and total workforce management globally. But just the way we are able to do it now has evolved with the use of AI. Yeah. Exactly right. We're still customer oriented. We're still focused on solving core business problems. We just have a new toolkit to help us solve them. And I think the outcomes of leveraging AI have the potential to really transform how you operate your program, let's take a moment just to think about the two projects we highlighted today. By applying advanced vendor insights at the point of job creation, you optimize your supplier network, ensuring your open position targets the top vendors. Then as the job opens up for applicants, the contingent sourcing agent steps in to shorten screening cycles via that automated grading while mining your internal database for talent rediscovery. This is how we are gonna begin to compress your enterprise time to fill, improving hiring outcomes and putting time and therefore money back in your pocket to spend on the more strategic activities. We wanna allow your people to focus more on people than they do process. And this is just the start. This is just with contingent sourcing agent and advanced vendor insights added in the sourcing workflow. Imagine the impact as we bring in rate intelligence, automated interview management. We bring in those third party talent pool integrations, all of which are things we're researching as part of our future roadmap. That's exciting. And, yes, our three highlighted areas here, the advanced vendor insights, the contingent sourcing agent, and the optimizing hiring outcomes are all driving time back into our pocket throughout our day with support of AI. So from here, we can continue to see the AI road map unfold and build towards the system of action vision. Where does this road map start? What does that look like, Hannah? Yeah. So first, the foundation is data and insights. What insights do customers need, and how do we organize the data to provide those insights? You've seen two examples of this today, both the contingent sourcing agent and advanced vendor insights. They surface insights in the flow of work so you can make more informed decisions more quickly. Additionally, we're then gonna look at how how do we enhance our API suite to ensure data can flow in the way it needs to to power agentic capabilities. So you can see an expansion of our API suite as part of that. Next is all around the interface. How do users engage with AI? This is where conversational AI comes into the picture and users start to express their intent through natural language versus having to go through every step of a workflow in the VMS. And then finally, as we add more specialized agents and capabilities and we have our orchestration model in place, the system will become more and more autonomous. But we always envision, just like we talked about earlier with the the human in the loop framework, we always envision there'll be these configurable checkpoints that you can define as the customer to ensure that humans are in the loop at the key decision points based on your organization's practices. So human in the loop, not the robots. As a human, personally, my favorite way to engage with AI is through conversational AI, using real language to prompt AI to deliver exactly what I'm looking for, not needing to come up with text speak. I use that daily in planning my work week, coming up with new family friendly recipes, or researching the next vacation. How will that conversational AI take place into this development? Yeah. Let's spend a little bit more time talking about conversational AI. It's rapidly become the center of the user experience. And just like you, Cari, I'm sure many of the audience members are using AI in their personal and work lives through one of the many ALMs out there in the market. We're going to bring conversational AI into VNDLY next year. So instead of trying to remember where the latest resumes are for a new job or how to extend an existing contractor's assignment, you'll be able to start asking those types of questions in your own words. We'll be incrementally delivering and expanding on this experience. But first, the assistant will help users with those general VNDLY queries, as well as being able to answer questions around our latest releases and administrator content that lives in the Workday community platform. Then we're gonna build on this. We're gonna start to embed workflow actions into the assistant experience. So what this means is instead of just q and a receiving an informational answer, you'll actually be able to start to take workflow steps while remaining in that conversational interface. And, ultimately, we do recognize that there are a lot of options out there when it comes to your front door interface for your organization. So we do aim to allow users to query Venli from Asana and other third party services to meet you where you like to work on. That's great. So this development here is not just a q and a tool. It's not a chatbot, but that conversational AI that can actually take the user's prompts and then put them into action. Bringing to your point earlier, this Workday VNDLY being able to be a system of action. So we're really looking for the opportunity to meet end users where they're at and making it easier to function without additional complex processes after that initial query. Yeah. Exactly. So we'll start off as that kind of q and a tool, and then we'll add more and more capabilities into the assistant experience. So you will be able to then complete tasks, activities, workflow steps without leaving the interface. But like you said, it's all around ultimately meeting people where they're at and making it easier to get stuff done. Well, that's exciting. We've got quite a road map ahead of us, and I really do love that mantra, meeting people where they're at and making it easier to get this stuff done. I got a lot from this session today and a lot of great content. So thank you, Hannah. Thank you, Steven. Hannah, great insights on the AI and the vision at VNDLY, and it's exciting to see where we're going. So today's session has left me with three key takeaways and the conversation that I'm having with many of our clients today. First, the landscape has shifted, and digital agents are here to stay. Clients are talking about adoption across their organization. How are they incorporating agents specifically into their workforce strategy and into the contingent labor processes outside of what organizationally is being done with AI? Second, our strategy is designed to transform VNDLY from that system of record, what we've had historically, into the evolution of a system of action. So clients are discussing with us what can be done today to prepare contingent labor operations for these automation opportunities that are coming with AI. So understanding full scale the current state of this and how the evolution fits in with other corporate initiatives are top of mind in really bringing this to an executive and IT level conversation. And third, the innovation is exciting. The contingent sourcing agent is available today, and advanced vendor insights are scheduled for release by the end of twenty twenty six and that conversational AI in 2027. We're seeing clients that are looking at their technology and AI strategy as a whole and seeing how this fits not only into their organization's AI goals, but also into their programmatic SLAs and building that road map for the evolution of work and the management of those workers. So thank you again for the time today, Hannah, Steven. I appreciate all of this great insight into our functionality, supporting the future of work, and the impacts it has organizationally. I see an opportunity for potential and sizable impact on non employee management and strategy and overall the time spent within the tool to get the talent to work. I'm excited as we continue to see the ROI from these developments. As a reminder from our time together today, this session will be sent out in twenty four hours, and we appreciate the survey feedback if you're able to leave that in the pop up that will come up at the end of today's session. That does help us as we're planning future engagement. We've attached the supporting documentation for this content in this demo, and it'll also be available in the recorded experience that will be sent out. K. There's been some great questions that have been popping up in the tool. Let's start here. We have about six, seven minutes to get through some of these questions, and let's look at what what the audience has for us. And feel free to keep adding those as we're going through. Hannah, Alright. do you want. to start us off? Yeah. I see a couple that I can answer. First, there was one around the conversational experience and just clarification that, will this experience exist in VNDLY only, or will it be integrated with what they HCM or other systems? So initially, yes. It will be a stand alone conversational experience in VNDLY, and this is intentional. We We wanna get user feedback. We wanna make sure we have really high quality and accurate responses. And then as part of the road map, our plan is to allow programs to engage with the Venly agenda capabilities via their own conversational experiences too. So whatever that front door interface that you're using, as part of your organizations, whether it's Asana, Copilot, or you built your own tool, you will be able to start to query VNDLY via an MCP server as well. That's great. And that feeds into another question we received as well. Clarification of... Is what we're showing today Workday Finley, does it live inside of Workday HCM, or is it its own platform? Yeah. So Workday Family is its own platform. Many of the organizations that we work with prefer that. They have concerns around coemployment. They wanna keep their operation to manage their contractors separate, from their full time employment system. There's also the added benefit that a lot of the organizations we work with will have, like, an MSP or a program team that maybe sits in a different part of the organization or is a third party. So having them being able to engage directly in the tool, also having their vendors or suppliers engage directly in the tool and keeping that separate from their full time operation. The added benefit with VNDLY is we do have the built in connector though. So if you do want to still have the visibility of the total workforce over in HCM, you can still do that, but you can keep the operational practice separate. I think that's a great call out too because the workflows that are required for nonemployees and the data fields that are captured for nonemployees are different and unique for what's captured in full... For full time employees in HCM. So where there is an integration step that is logical, legal, and makes sense, that functions, integrated between Workday VNDLY and Workday HCM through those native integrations. But we're still meeting global coemployment and labor standards by having those separate systems of record. So I think that's a great call out and identification. Kind of down the same road as well, Hannah or maybe Steven, you can help us with. The grading and rating technology that we're using does look similar to HiredScore, another Workday product. Can we talk a little bit about where the differentiation is there? Is VNDLY using HiredScore? No. This is our own kind of talent matching service, and the intention behind that is there are differences when you're hiring for contingent labor versus full time employees. And we wanted to make sure we could really fine tune the models that we're using to use the indicators from the VMS, versus a more kind of full time employee or hiring model and and the tuning there. So we have different, data points, different metrics that we can leverage within the tool like contract assignments coming to an end so that we wanted to make sure we're included in that upgrading functionality. That's great. So we took some best practices from HiredScore but developed it uniquely within VNDLY. So it's not a separate deployment. It's rather a configuration setting that can be turned on or off and utilize those unique factors that apply to the indirect nonemployee labor to support those functionalities. That's great. Well... And as we're wrapping up our time here, another question, how can we stay informed about these new road map updates and what else is coming out? And so to lead us here on this, we do do these looking forward with Workday webinars over the year. But for existing customers, our product team publishes a new road map every six months into community and host webinars for our customers to attend, see what's new, ask questions, get a little preview into what's going on. For any prospective customers, you can look out for webinars like this and also engage with your different VNDLY representatives. There's a team of VNDLY go to market representatives that are supported by solution consultants and enterprise executives like Steven and being able to support exactly what conversation you need within your specific use case, talent stack, data stack, technology stack, and what it looks like for real utilization within your organization. We've covered a lot of great information today. Thank you, team. I really appreciate it. As I mentioned before, as we wrap up this session, there will be a survey that will pop up on the screen where we do appreciate your feedback. This will be emailed out within twenty four hours, and the VNDLY team is also here to support you further should you have further questions or wanna see what this would look like for your organization. Thank you again, Hannah, Steven. Appreciate the time and prep that went into this. Answered a lot of my questions, which I'm sure applicable to the industry as a whole, and we look forward to talking more in our next looking forward with Workday. Thank you, team.