Name: Paradox AI for Recruiting - With deployment partner Everforth TopBloc
Uploaded: 2026-06-17T18:17:21.080Z
Duration: 57 min 4 s
Description: Paradox AI for Recruiting - With deployment partner Everforth TopBloc

Transcript for "Paradox AI for Recruiting - With deployment partner Everforth TopBloc": Hi, everybody. Welcome. It looks like attendees are slowly coming in and will be starting very shortly. Okay. We're about a minute, past the hour, so let's go ahead and get started. Welcome to the next, series in our Workday live webinar for, Paradox AI for recruiting. This is a special edition Workday live where we've invited our friends, from our Workday partner, Everforth Top Lock. So we will we're excited to have them speak at the second half of this webinar. Nice to meet you all. I'm Sarah Lead. I'm a solution consultant with Workday. I'll be your host today. I'll be walking us through the agenda, and sharing, what Peridot's AI is for recruiting, how it fits into our talent acquisition suite. I'm joined by my teammate, Jared, who will be walking us through the demonstration, and our friends at Toplox, Steve and Justin, will speak to deployment, opportunities that you have, as well. Just one housekeeping item before we get started. What we're showing today is live functionality. If we do talk about anything on the road map, we'll be sure to point that out, and any purchasing decisions should be made based on current functionality. Okay. So this webinar, this session is being recorded. So if you would like to, watch that recording, look out for a link in your inbox about twenty four hours after we wrap today's session. You can also go to the registration page that you used to register for this, webinar, and you can look at all past Workday live recordings there. And you can always reach out to your account executive to get access to the recording of today's session or also any other content you would like to see. A few high housekeeping items. We'll, again, we'll be emailing you a link of the recording. If you have any questions, you can use the q and a button on the right hand side of your screen. We'll also leave some time at the end to answer any q and a live as well. So we really encourage your participation. I know this is, this is a one to many, webinar, but we we encourage your questions, and we have a whole team here from Workday and Toplack to get your questions answered. Also, if you are having any audio issues, please refresh your screen or leverage the, light mode in the Goldcast platform and, let us know if you have any trouble. So for today's agenda, we'll demonstrate or we'll talk about how Paradox's conversational AI helps our customers move beyond the manual processes and become a leader in the talent acquisition space. I will show you we'll we'll talk about how our customers are able to achieve measurable outcomes, such as reducing time to hire and boosting candidate conversion rates to over 70%. So we'll start with a brief introduction into Paradox and how it's transforming that candidate experience. Then we'll move on to a live demonstration where Jared will walk us through the product, and we'll share examples of, customer success, what our customers are doing, what are their what are they experiencing, and we'll hand it over to our friends at Toplok to discuss deployment options with them as well. Alright. So as the role of talent acquisition continues to evolve into that of of strategic advisors, it's really crucial to take a life cycle view that leans into integrated hiring programs. So our platform allows for TA leaders to execute on that strategy by having recruiting being part of the HCM platform. Through this, we're able to provide a unique and differentiated solution for many teams so we can capitalize on that Workday suite. So as you see on this slide, we're able to leverage workforce planning to automatically create requisitions from approved plans. And that helps you streamline your workflows and help your hiring team start that hiring process faster. Compensation data, that's prefilling those job profiles. It's prefilling those job reqs, allowing for your teams to support greater pay equity. Recruiting is, part of HCM core. Right? Recruiting is part of Workday, and it's that data that's going to prefill those worker profiles so that your candidates and their transition from candidates to workers have a more seamless and efficient new hire onboarding process. Skills data is captured throughout the hiring process, so we're automatically making that available in talent management when you think about fostering internal mobility and how that helps your TA strategy. Candidate engagement helps you quickly build and nurture talent pipeline so you can hire that top talent. And, SkillsCloud is just another rich data point for our HiredScore AI agents to use as well. So So we're pulling all of that data across the platform across what you own today and what you're leveraging, and we're able to provide life cycle insights and really taking that, holistic approach to talent acquisition. So what makes our TA suite different is that it is not products bolted together. It's three AI agents orchestrated on top of a unified hiring platform, all built on Workday single data model. So you all as Workday customers, if you're joining our Workday live sessions, you are leveraging Workday HCM as your core single data model, your core system of truth. And if we look at this from the bottom up, at the core is Workday recruiting. This is your system of record. It's your foundation. It's your workflow engine for hiring. It's that foundational data that, our talent agents run on. So if you think about requisitions, business processes, compliance, reporting, that is the spine. Alongside of it, Workday candidate engagement, again, helps you build those pipelines. And what we're really going to focus on today, is the candidate experience agent, powered by Paradox. So that is that twenty four hour AI powered conversational search, apply, screening, and scheduling. We have another Workday live session completely focused on our recruiting and mobility agents. But think of this as three agents, two foundational systems, one data model, and that's the suite. And that is what Workday offers, and it's really difficult for a point solution to stack against that match. Okay. So, the advantage of the Workday talent acquisition suite is, again, there there's that one source of truth. Every product is built on that single data model with Workday. There's no question of which system is right. There's not no multiple records of candidates. What we can see in the outcomes our customers have experienced is that with our talent acquisition suite, they're able to achieve up to a 70% reduction in time to hire. And the AI agents, as we'll see in the demonstration, they're embedded in the Workday business process. They inherit Workday security and permissions, and they're all built with responsible AI practices. So we're able to provide, the increased recruiter capacity and at scale as well. And we have over 200 mutually supported customers globally across multiple industries, and and our customers are able to, really address for address different types of hiring. So we'll be sharing a few stories, towards the end of the demonstration, but just wanted to call out that, collectively, we see, an increasing recruiter capacity in the application conversion. And, one customer example, Ace Hardware, is a customer with a lot of frontline hiring. And with Paradox, they were able to, increase their conversion rate by 86%, with those automated reminders that we'll see in the demonstration, decreased their the amount of interview no shows. And just in their first year of leveraging Paradox, they were able to, engage with a 133,000 candidates in that first year. And we understand that different types of hiring, requires different levels of automation based on the unique challenges each each persona can face. So for frontline candidates and managers, these are folks that might, really benefit from a easier application. We we meet them where they are. No logins, no multiple passwords. They have to remember the ability to apply for a job via conversation and via SMS. And then for frontline managers, we understand that hiring is just one of many responsibilities on their plate, and we want to, make this as easy as possible for your frontline managers to take care of their recruiting tasks when, they have to come in for those high touch points, but also make sure that they have the the time to do what they do best, and that is spending time with, your customers, on the floor with with those frontline workers. And we see a lot of our customers leverage, Paradox for a lot of the automation, as especially when as it relates to screening and scheduling. When we when we think about candidates such as corporate candidates or corporate recruiters, these are unique challenges as well. These candidates might have more complicated or complex interview scheduling needs. They might, require, more, automation or more, help with scheduling reminders. Your folks can see that, what we can do is we can have different levels of automation for different needs. So we'll see that in the demonstration, but we just wanted to reiterate that we understand this, and it's not a one size fits all. When we we talk about deployment options, Toplack will also talk about how to identify which use cases will bring the most value to you all and how to, prioritize those during deployment. So as I hand it off to Jared, we'll see a few key, value value, value realized that our customers see in the demonstration. So, twenty four hour mobile first engagement, meeting candidates where they are, understanding that a lot of candidates are looking for jobs on their mobile devices today. A really easy conversational apply. We'll see this, in a matter of minutes, not not hours for an application or seconds. And then automated screening and scheduling. So really qualifying candidates and moving those candidates through the pipeline. Messaging candid messaging managers, making sure that, we're able to schedule those interviews as quickly as possible, playing phone tag for for your hiring teams, hopefully saving them some time. And with that, I'll hand it over to Jared to walk us through the demonstration. Alright. Sounds good. Thanks so much, Sarah. Let me start sharing my screen here. Alright. And we will actually kick off, the demonstration. As Sarah mentioned, there's gonna be three pieces that make up the candidate experience, agent or SKU within Workday. And, the first one we'll actually talk about is going to be the custom career site offering. Just a a little backstory. The Paradox solution that was acquired by Workday also, was recruiting.com in its early days. So we've been building custom career sites for, many, many years now, and one of the, pieces that we do really well with is build very beautiful, intentional career sites, and this is an example of what you see here. If I just quickly page over to two live customers today, we'll talk about Nike and Essentia Health. But as a part of the career site offering, this is gonna be a complete bespoke process with some very intentional design. So we'd work with you, your recruiting teams, your marketing teams, and, really, any stakeholders that are gonna be paramount in, providing a a view a vision for what the future career site would look like. But this is gonna be things like accordion images. We can do, videos in here. If you take a look at Accenture, if you wanna have some, like, embedded background, videos that play along the way, certainly all things that we can do. And as we just scroll through this career site, just like to make it mention that, most of the teams that we work with like to provide, like, day in the life or realistic job previews so we can actually walk, future candidates, or employees with the organization and give them really an understanding of what it's like to to be a good fit or what it's like to work a day in the life of a certain position. But I think you'll notice as we scroll to the bottom of this career site and many of the ones that are live today, through the Paradox offering is that they all lead to a chat with the recruiting assistant. And you'll hear Olivia a lot in today's conversation, but Olivia is gonna be the personal career guide, for most of our clients today. Certainly, you can always adjust the the name, the image, or the avatar. But what's nice is candidates can actually begin having that interaction or that first, point of understanding what the organization's like or learning a little bit more about, the company as well before they go through the application. But this is gonna be that natural process of scrolling through the site, getting an understanding of what it's like to work at the organization, and then be naturally led in the conversation to, again, maybe get some additional information, do that fact finding, but, ultimately, find a job and apply to that job. So that's gonna be what you'll see today, but we certainly like to level set with not only are we doing applying schedule with our candidate experience SKU, but that also opens the door to designing some of the most beautiful career sites, that you'll see out in the market today. Now to, kinda dive a little bit deeper into the career site offering and just talking through what that conversational appliance scheduling process looks like, back into another one of the custom career sites that we've designed for demonstration purposes. And what I'll do is hit the recruiting assistant widget that you'll see on the bottom right hand side. What this is doing is having me review terms prior to, proceeding with interaction with the recruiting assistant. So just know that the terms that you're seeing here are configurable. We can actually also make these configurable by region. So for some of our, customers or prospective customers on the webinar today, if you do have a global presence, just know that we can, target the terms and conditions to, a specific region. And if you do have some folks that maybe decline and prefer to go through the traditional Workday job application, they certainly can do that as well. So, again, encouraging the acceptance and moving through the, recruiting assistant to complete and have that conversation, but there is still a a lot of great capability to complete the traditional Workday application. Now it's also gonna be helpful for, again, those with an international presence, or those that are maybe supporting, multilingual or multilanguage. Olivia does speak over a 100 languages on the fly. So so if we do have, any job seekers that are looking to speak to Olivia in their native language, again, she can, translate on the fly for them at any point in time. What's also nice is if they do have their browser settings, set to a specific language, Olivia can actually pick that up and then just speak to them in their native language without the need to mention that. So that's just one other area to mention. Again, can do a lot of great translations on the fly, but can also, target and understand a candidate's, current language preferences based on their browser default settings, and it can certainly just default to that as well. Now, of course, most of the candidates will peruse the site, get an understanding of some of the basic questions that they wanna get answered. But, Olivia is also trained to help answer over 550 of the most common questions that candidates ask today, and she's twenty four seven. So if someone wants to come on the site, after a late night shift and start kind of asking some questions to Olivia, again, an understanding of maybe the culture as an example, they can do that and be fed responses, not just text, but also media. So we'll show that here. And what's also gonna be helpful is if there are some questions that maybe candidates are asking that there maybe isn't a response for today, we can do two things. So not only will we start tracking some of these responses and then help optimize some of the custom questions that Olivia needs to answer in the future, but we can also set up smart alerts. So if someone needs to speak with somebody directly, again, we can notify your recruiting team and let them, be aware of that. So not only is this just communication directly with the assistant and the knowledge base that we train, but we can also set up smart alerts on the back end just to alert a team member in case there's any more in-depth questions or specific, keywords that you'd like us to alert you on. But the power here is that not only does the candidate get their questions answered, but we can also serve up some really great media to them. You'll notice that it'll actually save, this kind of learning bite, if you will, up in the upper left hand side of the chat window. So if they need to come back to it at any point in time, they certainly can, and we'll just reference, some of the content that they've asked, for during the conversation. Now as the candidate starts getting most of their questions answered, naturally, will lead into, helping find a job for this specific candidate. So they could say, I'm looking for a marketing job. And, we could do two things in this, response. We could, of course, serve up, where they're looking to work. So in this case, from the candidate's lens, I'll say I'm looking to work anywhere. But we could also read a candidate's IP address and then maybe just serve up some, available positions based on a a targeted radius. So that could give your team just the, the awareness to know that as a candidate that's applying to this, they may be within x radius or mileage. So that could be a nice way for us to kinda dwindle that down. But for anyone that's maybe open to relocating or just seeing a a full breadth of offering just based on a keyword that's available today inside of Workday, we'll serve that up to them, give them an understanding of the job description, which is pulled directly from the requisition that you built inside of Workday, and give them, again, the flexibility of scrolling through and seeing what those qualifications are before they ultimately apply. Now as Sarah called out in her slides, we're removing the friction from maybe what a candidate experiences today with logins and the need to maybe verify that and, a lot of just some hoops to jump through in order to complete the application. You'll see that as I click apply now, we're removing that barrier and then just allowing the candidate just to have natural conversation to complete the application. So in this case, what Travis is doing is just having a natural conversation back and forth with Olivia. She's getting Travis's basic, contact information. And what's gonna be helpful with gathering their basic information is that if, in this case, maybe Travis's power went out, he clicked x out of, this URL here or maybe stepped away for quite a bit, we now have the basic information to then do a reengagement with Travis. So at your preference, there may be two or three days that go by, and what we wanna do is just remind him or gently nudge Travis to come back in and complete the application. So as Sarah also called out, not only are we removing the friction, but we're having, candidates actually complete their applications in a much larger scale because we can do that nudge or reminder to come in and complete the application. And as you can see here, as I make my preference for communication moving forward, we can do that in a multitude of different mediums, and that could again be email, text, SMS, WhatsApp. So a lot of different, capabilities there, but, again, we'll nudge them at scale based on that communication preference. Now as we showed you as we received the, job feed, based on the keywords that the candidate, typed in, what we did once we selected marketing coordinator as an example is we're then serving up the req based questionnaire that's been designed for this job specifically so that the candidate can actually answer the necessary questions, and we'll feed that back directly into Workday through your team's visibility along with the entire conversation that we're completing here. So gonna be a great way once we show you that recruiter back end on how to kinda build that report even before you have that first conversation with Travis, but also an excellent way for us to confirm that all of the questions that Travis are answering are applicable to the requisition in itself. And, what we'll see in today's, scheduling is that we're gonna use step and status status movement inside of, the Workday job app BP in order to initiate the scheduling. But for some of our high volume teams out there, if the answers that Travis has completed based on the requisition that you've designed are sufficient enough to move him into, the first round interview, and that may be he meets all of your minimum qualifications. We can use auto stage routing with Workday, coupled with this apply process to then drive Travis into a first round interview with maybe that recruiter or hiring manager on the requisition. So just know we can automate the scheduling, or we can tone it down based on, maybe some corporate roles, which we'll show you in this regard. But just know we can design these journeys based on the type of requisition a candidate's applying to. So doesn't have to be one size fits all. We can actually separate recs and just target, their journey solely based on your team's, expected behavior for for the scheduling practice. Now before we jump into the back end of Workday and show you how we can utilize the disposition movement to, be the catalyst for scheduling. Just wanted to page back real quick and just talk about what we saw just a moment ago. So we're going to be utilizing conversational apply, and, again, this is a nice call out that it doesn't just have to be through the widget on the website. We can do QR codes for those that maybe wanna put an advertisement out there or maybe use, like, a vehicle as an example to, portray a QR code for someone to scan. Could also do, some short codes or long codes as well for them to text the jobs to an associated number. But the big call out here is there's no logins, no passwords. It's just utilizing the candidate's basic information to help create, that record inside of Workday. So a very easy seamless process from the candidate's experience perspective. And, of course, we've touched on, translation on the fly, so we can do over a 100, language translations, and, of course, candidate q and a. So answering over 550 of the most common questions that we see them, being asked today. What we'll touch on a little bit later is gonna be candidate surveys. So if you do want a a candidate to provide a little bit of feedback, that can be done after, an associated event, if you will. So maybe once we complete the first round interview as an example, but we can also do candidate surveys in case you like to get some of that good feedback and maybe you wanna amend or change how you're doing your interviewing process today. Where we'll jump into the next part of the conversation is actually gonna be inside of Workday itself. So let's head back into, Workday on the requisition, and we'll talk about how we can do scheduling now that, we had Travis complete his application. What I'm gonna do from here is jump over into the Canon's tab, and then, Travis is now gonna land into the review stage. So I'll click on review here. What you'll probably also notice, and I'm just gonna adjust this to descending, is Travis's profile has now shown up for me, and you're also gonna notice a Paradox logo is now next to Travis's name. This Paradox logo is actually gonna show you the entire conversation history that Travis had with the recruiting assistant just a moment ago. So as as I was mentioning a little bit earlier, if we need to build a rapport with Travis, maybe get to understand some of those questions he was asking, around the company itself. Maybe he's asking about tuition reimbursement. Maybe he has some questions about, you know, paternity leave or PTO policies. These are all things that, while, of course, the recruiting assistant's gonna do amazing job answering that, we can just come prepared to the interview understanding a little bit more about Travis and what he wants to learn, with the organization. So a great way for us to, build that rapport with him. And we can also use this as a communication vehicle to do one to one communication back and forth with Travis. So if I need to send him a quick text message if I'm running late to the interview, which we'll show you how to schedule in just a moment, or maybe if things have changed because a room got booked or a facility is now tied up, I can send that message to him directly, and he'll receive that via SMS or email solely based on the communication preference that he defaulted in that chat. Now let's talk a little bit about what came over with the, conversational apply process and what you can view in Travis's profile, and then we'll actually do, a quick scheduling for him. Now in the questionnaire results tab, all of the, questions that we've designed based on the requisition here, are now being populated and shown in Travis's profile, so your team has full visibility, there. And, of course, the resume that we uploaded in the conversation is now attached to Travis's profile. So everything that we'll need to review and confirm if Travis is gonna be a good fit for the organization has now flown in. What we'll do from here is we'll actually decide to action Travis after reviewing his profile and determining that he's a good fit, and I'm gonna move him to the first stage of the process, which is gonna be a phone screen. So I'll click okay. Now our solution can do a couple things to determine who is going to be the necessary team members to pull into this conversation and how we can actually propose, some good times over to the candidate Travis. I'm gonna head over into the detail section, and we'll talk about the interview team piece. So two ways in which we can do our scheduling, and then I'll show a third option that would be available for the team. But through the automated, process, we could either leverage the interview team section, on the requisition. And what this will do is detail out not only the necessary rounds of interview scheduling for this requisition specifically, but it'll also let us know the interviewers, the duration of how long, of course, that interview is going to be, and which type of interview, this process is going to be as we move the candidate into the first round. Now we can also leverage the hiring manager or the recruiter on the requisition, and that may be a simple phone screen like we just, made a a choice for just a moment ago. So as we were moving, Travis into the first round, phone screen, what's happening on the back end is Olivia is reading Carmen's calendar. She's integrated with Outlook or Gmail, and she's reading the first three available times that are open on Carmen's calendar and then sending that availability over to Travis. So if we page back into Travis's view, he's now been greeted with a message based on the movement or that status update, and he's been presented with three available times from Carmen's calendar, that he can make a choice for. If none of these three options work for Travis, he could view additional times, which would just pull up Carmen's calendar for him to pick and choose a time that would work best. Now a couple things that we can do on a global setting just to make sure that times are being appropriately, shown to the candidate is you could set up, a window of time for where we would like to to show the candidate. So Olivia doesn't show him something maybe two or three weeks out. We could say as quick as maybe twelve hours as an example, but no farther than two weeks are gonna be the options that are, shown for the candidate. So she'll find the first three available options there and allow them to select their time. So in this case, we'll say Monday works great. Now what Olivia will do is confirm that what Travis is saying is Monday, June 22 at 12:30PM is the, time that would work well. So she'll confirm that, and in the back end, we're actually sending out calendar invitations either to Outlook or Gmail with the necessary confirmation to the candidate as well as the recruiter, and we can even include some prep items as well. So if your recruiting teams just need some general information, we can serve up, like, a PDF or a Word doc to them. Same thing for the candidate. If you want them to have, like, a PDF of where to park, things to bring, maybe what to wear, while we can serve these up as questions that they can ask to Olivia to get responses to, we can also include this in the email invitation so that they have a a PDF, bundled and and attached for them so they have one resource in in every spot. So really up to you and your team as what the preference would be, but this is how, we can, not only perform the scheduling and give the candidates the autonomy to make the times and and make those selections, but also give the flexibility, for the prep materials and all the calendar invitations to go out as soon as they confirm. Now, of course, like you most are probably experiencing today, candidates are reaching out to do reschedules, and that may, cause some back and forth coordination with you and your teams. What's nice with Olivia, of course, is at any point, whether it's via SMS or through the widget here, the candidate can confirm that they actually need to reschedule their interview. Something may can't, schedule their interview. Something may can't, has come up, and they need to determine that, you know, I actually need to make a change. So then they can determine that actually Friday, the June 1 at 04:15PM would be a better fit for me. So then she'll actually do the, rescheduling. She'll send out the new invitations to not only your team, but to Travis, and all that would be updated without any intervention from your team. So a really nice seamless process to have the candidate do their rescheduling. If we actually page back into Workday, I'll open that browser extension again. Just give me one second here as I log back in. But what we'll actually showcase in this scenario is that if at any point in time a recruiter actually needs to make a change, they have the flexibility of doing that themselves. So from the recruiter's perspective, we'll give you that same ease of use to jump into, this UI and then make an update and change, and I'll show you that. We can either reschedule, edit the invite, or cancel it in its entirety right, directly through the browser extension. And, again, just, the overall idea here is just keeping your team inside of the solution without needing to to make any, jump back into the Paradox solution. So let's just jump into this Carmen profile, and we'll we'll show you exactly how that works. And while you're doing that oh, yeah. Go ahead. you're I there is a question in the q and a about, for folks that don't do the conversation to apply, there was a question, do do they still get the browser extension pop up on the candidate grid? And the answer is yes because we understand that, even if somebody doesn't use a conversation to apply, Olivia can still be leveraged for complex interview scheduling or the communication of step and status changes. So we understand that, again, for different candidates, you can have different use cases, and we can meet you meet you there for those those needs. Excellent. Thanks so much, Sarah. Appreciate that. Wanted to just, quickly show the team, as we wrap up, this side of the demonstration is now that we have Travis scheduled, as we showed you, he did a reschedule on his side, but just know that this is the most updated reschedule, based on his conversation. So what the recruiter, that team member will see is the most updated information. If we need to maybe make a change to it, whether it's a reschedule, a cancellation, or edit the interview, I have the flexibility of doing that just like the candidate did. And, again, I'm doing this inside of Workday without needing to go to a separate UI to complete this process. If I need to tap in an additional team member, I can certainly do that. It'll pull up the scheduling drawer and just allow me to add, again, Aaron as an example because he can actually tap in for me. So I'll save those changes and just know that Aaron can actually facilitate the interview on my behalf. But if, again, something came up in its entirety and you need to, actually cancel the full interview, you can do that directly through here. You can actually just delete the calendar invite directly through Outlook as an example as well. So whatever would be easiest for you and your teams. Just a really nice way for, again, you to do that inside of Workday if that's your preference, or you can actually do, that cancel or reschedule directly through Outlook in case maybe you spend most of your time there. I think the last portion, that will show in the conversation today is that at any point in time, if your teams just need maybe a little bit more flexibility as it relates to the scheduling piece, Maybe we don't always know the team member that's gonna be on the requisition, or it just needs a little bit more fluidity as it comes time for us to determine who's actually gonna be, chosen to do the interview. We do give you a semi automated scheduling perspective, also done inside the browser extension. You can also set up some templates in case you know that you need this, you know, kind of specific bespoke configuration. More than just once, you can actually set this as a template and use it over and over again. But if you are maybe holding, an in person interview, again, we can do, location selection directly through here as well as room booking through Outlook. We'll just say this one's gonna be a phone interview for today. But if I do need to have maybe two or three team members on, this interview, I can pick and select those team members since we'll be receiving a user feed directly from Workday today. If you do sequential interviews, maybe two or three on on a a specific day and wanna build a break in there, you absolutely can do that through the browser extension. And a newly released, you know, piece of product that we just, rolled out is actually interview debriefs. So at the end of the interview period, if you wanna tack on time for your team to have that, internal debrief, we can actually do that, now directly through the browser extension as well. And the last couple settings that we'll mention before we talk about how the scheduling will perform compared to the automated piece is, again, that interview prep, whether it's for the candidate or for the interviewer, can be directly added in this point. So we'll send that out to the candidate as well as the interview team, and then any final instructions that you wanna let them know about, again, maybe parking in the specific area. And, again, for some folks that need a little bit more specific scheduling, settings, we can, set this up so that you can customize the scheduling timeline like I mentioned. So how quick does Olivia reach out as well as what is that maximum unit of time that we'll look, for in the future. And then, if you need some rescheduling settings, if in case you have some candidates that reschedule quite a bit, we certainly can make sure that there's a limitation on that. And then, a private calendar invite in case you're doing maybe any confidential recruiting, we can actually mark the calendar invitation private in case some of your your, calendars are open, for visibility today. And I think the big point to mention as we wrap up the scheduling, portion of the candidate experience agent is we do allow you to either choose times for which we'd like to populate out to the candidate to self select from. So if your teams are working internally and like to converse about a time, we can then just pick and click times to send over to the candidate for their scheduling. Or, again, if you have your calendar blocked because you know, Sarah's actually gonna be needing a specific time, you can actually schedule over that block time as well. So it just gives, again, as much flexibility as you need as it relates to the scheduling piece. Or, again, if you wanna be hands off and just allow Olivia to do the scheduling as she would with the automated functionality, Again, you can let Olivia schedule. She'll read all the team members, calendars and that open, available time, and then just choose the first three options to send to the candidate. So, again, giving you a little bit more flexibility if you need that. That's the intention behind, the browser extension. Alright. Now as we, wrap up the demonstration here, just wanted to kinda go back to what we saw just a moment ago. We talked about the automated scheduling, how that can be a part of the recruiting process. We showed the step and status piece today so you can see, how we can leverage the job application BP that's built inside of Workday to be the catalyst for scheduling to happen. But just know again, if you would like candidates to answer minimum qualifications, we can leverage auto stage routing with Workday recruiting and then, guide the candidate through scheduling their, first round interview. Rescheduling and reminders are gonna be available for not only the candidate, but, of course, our interview team, which we showed today. And then just a mention on the, the reminders piece, we can send out automated reminders. So, typically, we see is, like, two days before, the day before, and, like, an hour before the, the interview, and that would be sent via email and text. So that way, we can, get some confirmation to, to the candidate. And then, of course, we talked about interview prep and making sure that, not only the candidate, but your interview team can also have the necessary information that they need to be fully prepared for the, the upcoming interview. Now how this all ties together, of course, this is gonna be a one unified platform. So everything that's happening inside of Workday is now seamlessly pushing over into HCM. And, of course, the benefit for that is we can then kick start the employee's journey for onboarding once we hire them. So we are going from, that hello to hire and all that's happening inside of this new unified, Talent AI suite that we provide with candidate experience agent tied into Workday recruiting. And, of course, what this is all, bringing in a full picture here is saving time for that candidate experience, eliminating the friction for them needing to do logins, and, having to create maybe, different profiles over and over again. The screening, the scheduling, the communication is all done in a conversational experience that we're used to today, through SMS and email. We're improving this experience as, again, as I mentioned through SMS, but those prescreening questions, those reminders, it's just simplifying the application its entirety, and we're, of course, increasing that conversion. As I mentioned and what Sarah was talking about with, ACE hardware is they're seeing so much conversion because not only is this a conversational process that has zero friction, but, again, we can gently nudge and remind those that have fallen off the application to come back and complete it, and all that's happening in a very quick and easy process. Alright. Hope you saw a a lot of benefit to that. And, again, as Sarah mentioned, if there's any additional questions on candidate experience agent or how the paradox process works, please do get in touch with your, your sales representative or your internal teams. We'd love to have an additional deep dive. But at this time, I'll turn it over to the top black team to go through deployment. Great. Thank you, Sarah and and Jared. That was a fantastic, presentation. So, I am joined here with, my colleague, Justin, recruiting architect extraordinaire, who has I will introduce himself in a moment, but, let's, let's dive in. So we're with Everforth Topblock. New name, but same Topblock. We are expanding our offerings through our, sister companies that we're now a part of, but we are still the the 100% Workday focused business that Top Lock has always been. We are a 100% Workday focused, full platform support. Our our services, span, all aspects of your Workday journey from, initial implementation, phase x projects, help desk support. We do manage services and staff aug. And and as the as the industry has changed, as the ecosystem has evolved and Workday services, has, the needs for services has evolved, we've evolved as well, bringing in built on Workday services and AI transformation support as well, which we're very, very excited for. We're one of the first partners, to support Paradox in the ecosystem. We're unique in that our services are all fixed fee, with flexible contracts and technology forward solutions, that are highly customer centric. We're headquartered and focused here in North America, but we still have a strong global reach having deployed Workday solutions in over 50 countries. Next slide. So, what what, I I love I love the presentation that Sarah and Jared did, and we've done a few presentations around Paradox now. But it and it's every time, it's exciting to be able to to to talk about it and and and support it in the in the industry. What you saw here is real live solutions in the market. Come HR departments, talent acquisition teams have been struggling to figure out what the right AI solutions are for their business, trying you know, CEOs are demanding change and transformation and new innovations, and the solutions aren't always keeping up with, with with the needs. But Paradox from day one has been a fantastic industry leading solution for HR teams to lead, and it is it is the real deal as we say. And so, deploying Paradox is is a is a very viable strategy for your team. You know, thinking for you to think about, you know, one, is your foundation there? Is your tenant ready for it? You is it built for your reality? And then thinking about from an AI perspective, will your team trust it? And that's where a partner like Topblock, Everforth comes in, to be able to support you in that AI journey, building the support for AI solutions, making sure that your tenant's ready, and then driving the implementation with high confidence and trust. Next slide. So with that, I wanna introduce Justin and hand it over to him as our as our, Paradox Architect expert and and he can take the take it from here. Yeah. Thanks, Steve. Hi, everyone. My name is Justin Gothals. As Steve said, I, am a recruiting architect here at Topgolf as well and starting to be involved with these paradox implementations that we're working on. So excited to talk through kind of that implementation process from the consultant's perspective. So identifying, you know, really for everyone who's watching today, you're probably starting from one of these two positions. I think the majority likely have Workday, have Workday recruiting and are ready to add Paradox into your flow. Whereas the second option might be, okay. You don't have Workday recruiting yet, but you're looking to add in both. So I'll start just emphasizing more of the first one here, and saying, okay. We have Workday recruiting. We're ready to implement our paradox setup. The paradox setup is really gonna run through your existing Workday data. At Toplok, one of our consultants can really audit your foundation setup and and look and see, alright, where are you at now and how can Paradox kind of fit its way into what you've already set up. You know, maybe there might be some tweaks in order to accommodate, but, generally, Paradox is gonna fit into what you already have configured. So, when we think of the second option in terms of, we k. We don't have Workday recruiting yet, but we are looking to implement both. You know, what we can offer is really the same unified strategy of of using the same process from beginning to start, using consultants who are very comfortable with with the Workday configuration, but also have that experience with Paradox to, okay, now we're asking less questions about understanding your your previous build because, again, we were a part of that build from the start. So, using one unified strategy and and ideally, potentially even a faster, faster go live experience because, again, we're we're factoring in, and we already have that experience in developing your your previous Workday recruiting setup. So, again, whether it's the first option in terms of you already have Workday or you don't have Workday, Workday recruiting and you're looking to add both, we're gonna be ready to evaluate and just, make sure Paradox is fitting into your current process, and not, hopefully, not really push you to change whatever you already have set up and what works for you today. We can go to the next slide. So, looking at, you know, some of the aspects that Paradox is gonna offer, I'm not gonna dwell too much here as, Jared already kinda showed off some of that aspect, but, we see the conversational apply, where the candidates are able to actually just apply whether it's through the chat, potentially maybe finding a link through SMS. The candidate search where Olivia is resurfacing resur services the right candidates for your pipeline. We have our interview scheduling, you know, the, multi party scheduling feature, which I'll talk through the, you know, the different, you know, maybe use cases for using that automated versus semi automated in our next slide here. And really a benefit too is, like, 8085% of the scheduling, scheduling being confirmed in within under an hour, which is just all gonna come back to reducing those metrics that you as recruiting, being part of the recruiting module, I really care about. You know, reducing the time to hire, reducing friction, adding more return on your investment in as into a, into a recruiting, applicant tracking system, you know, as a whole. So continuing on, we have our screening and q and a. So, you know, before the actual application takes place, you know, what prescreening questions are we asking? What are those q and a things that, that candidates might be asking the agent? Like Jerry said previously, through the implementation, we might be, you know, either setting up predefined answers to over, you know, around fifth 500 questions or giving the agent, some flexibility to provide some context, again, based off of a a knowledge base provided by your team. Eventually too, thinking of pre preboarding and automation. Within Paradox, you can even track, the status updates that go through, Workday, to track and chase any sort of prewarning tasks, you know, additional way to send notifications, maybe via WhatsApp or text. Again, all helping reducing that potential no show or drop off that may happen in between the the process of turning a candidate into an employee. So, like, kind of a review, you know, an interview schedule scheduling is probably gonna be the fastest win especially in terms of, quick implementations for those that already have, Workday recruiting. Probably requires the least amount of foundational work, and a quick deliverable to to, you know, really raise that, return on investment. Let's go to the next slide. So within this slide here, we're kinda splitting up to frontline and corporate, you know, processes. I wanna emphasize more of the general high volume maybe versus skilled. The point that I'm gonna get during the slide is that, you know, really whatever target jury that you have for an applicant, you know, we can cater to. If you're using potentially even multiple job application processes because you're so split up between, you know, different types of recruiting. Again, maybe it's a frontline versus corporate. Just using that as example. You know, that's gonna be our goal during implementation is to identify those journeys and, and accommodate you. So, you know, the big ones for high volume type of roles is speed to screen is everything. We see a lot of, like, retail, maybe restaurant type of roles where or type of, companies where, you know, the automation in terms of getting a candidate to quickly apply or quickly apply, but then also potentially screen and, you know, automate the scheduling of an interview is gonna be really, really beneficial for these types of roles. Obviously, the communication through text is a huge win. And but then also internally, like, allowing managers to not be as hands on in the system and the ability to have that automation just okay. Now you have on your calendar, there is a interview coming up for a screen, fifteen to thirty minutes, and they didn't really have to touch very much. So a big one for those high volume type of roles. Transferring into the skilled hiring, the candidate quality and experience is gonna probably matter a little bit more here. As Jared showed, using that browser extension to maybe tweak some certain some sort of scheduling. Maybe it's not gonna be completely automated because you want to change maybe the amount of time or who's involved. Maybe you wanna change the documentation that you're sending with an interview. But overall, the goal is to, you know, create the quality experience, a higher quality and experience better for the candidate. So, maybe we're adding more visibility during the skilled hiring, but at the end of the day, you know, like I said, for both paths, you know, we're able to differentiate that journey that we're that we're setting up based off of the job requisition. So let's go to the next slide. So, generally, let's talk through the process that we take to go from, you know, foundation configuration into adoption. It's not just a plug and play SKU. You know, we're going to understand understand how your system is set up or, again, if we're setting it up with you as if you're implementing Workday recruiting. So at the start, you know, recruit we're going to, you know, audit your current foundation system, assess Workday as a whole against maybe the paradox, you know, requirements, look at some of those job user location feeds and what we're attaching those to in your current system. We'll go through a business process alignment, you know, identifying details for the actual setup. Then we hit configuration, actually setting up the environment in in preparation for testing. Eventually, there's a recruiter enablement where where adoption is actually being built into deployment and not bolted on at the end. So we're setting up that tenant for you to test. And once we go live, there's opportunity for us to monitor what we've done, and, ensure that everything is working appropriately. I'm sure the big question is, you know, what's our typical timeline? For now, it's around twenty to twenty four weeks depending on the size and complexity of the paradox deployment. For workday, for workday recruiting implementations, this will be longer. So I'm only referring to the paradox only, deployments, for that twenty to twenty four week timeline. But, yeah. And, potentially, too, if it's only one part of the SKU, maybe it's even less. But, generally, that's the times where we're seeing at this point. Yeah. I think that's it. I'll pass it back over to you, Steve, and, close off the rest of this. Thanks, Justin. That's great. So, you know, as a former HR practitioner, a CHRO myself, you know, I always I always push recruiting as a competitive advantage for my organizations. You know, the faster and the better we are at recruiting, the more likely we're gonna win in the market. And I think that's a Paradox is an important tool in driving that strategy forward in your organizations. You know, now is the is the early mover window. You know, companies that are deploying Paradox, we we've seen this with Workday's customers. They're having significant, you know, advantages in the marketplace of hiring faster, more effectively, than their competition. There are we are, early adopter partner. We as Eberforce Top Lock, we've been working with, Paradox and their technology even before Workday acquired them, and we're one of the first partners now to to be able to deploy the the native integration. And so our team is ready to go. And and we have we have the recruiting track record to support you not just in implementing Paradox, but also in understanding how it fits into your broader recruiting ecosystem, how it fits into your transition from recruiting to onboarding to make sure that you've got, you know, one good set of data, one good set of business processes that are driving real value for inefficiency for your organization. So we're we're excited to to be supporting, Workday and the Paradox team in bringing this great solution to market. Next slide. And just to further support, you in your Paradox journeys, we have a couple different offerings that we're we're providing right now. If you're trying to figure out if Paradox is for you, or if your recruiting platform is ready for it, we're doing free advisory sessions so you can talk with, our office of customer experience and our recruiting team to really understand, am I ready for Paradox? Do I have an environment that's gonna support it? And then if you do, choose to move forward, we're providing, supplemental help desk services free of charge for one month. If you deploy recruiting and candidate engagement or paradox with us, you'll get one month free for each SKU. Our our our help desk AMS service is a fantastic way, to bolster your own Workday teams with our broad based expertise in the entire Workday HR and financial, solution set, and so we would encourage you to, to check us out. Next slide. If you are interested in one of those AI advisory sessions, here's the QR code, grab a scan of it quick, schedule your AI advisory sessions with our teams unless we can map out that paradox plan and get you going with, getting the value out of Workday paradox and Workday recruiting. And with that, I think I'm gonna hand it back to the Workday team with Sarah and Jared. Thanks so much, Steve. Alright. So now that you've seen a demo, what's next? If you have more questions about the SKU, email or call your sales account executive to get your questions answered. I I think we answered almost all of the q and a questions in the chat, but some of them, I think, required a deeper dive if you wanted to learn more or if you wanted to spend more time on certain areas of of the product. If, again, if you want access to the recording, look out for that email with, the recorded, link in about twenty four hours. You can also always go to the registration page you used to register for this webinar to to watch all past Workday live recordings. And, for those of you who aren't who haven't registered yet, we encourage you to join us at Workday Elevate. We are hosting this event in, I guess I guess today. Our friends in San Francisco are having fun, but New York, Chicago, and we have a digital elevate as well where we'll be, sharing product updates, exciting, exciting things in our road map. You can come and collaborate with with, Workday product leads and also, other customers. I understand our partners at Topblock will be there as well. So, we encourage you to join us if you're in these cities or if you want to join us for the digital experience. And, of course, this was just one of many Workday live sessions where we cover, various topics, specific to either products or industries, and we encourage you to join us for other Workday lives or even our next, Paradox Workday live next month. So feel free to register for others, and we look forward to seeing you there. And on behalf of the Workday team, thank you to our customers for your engagement today. Thank you for our partners at Top Lock for joining us for this special edition webinar. Thanks, Jared, for the great demo, and thanks for your the Workday team for answering all of those questions on the q and a. So we hope to see you again soon. Thank you. Thanks, everyone.