Podcasts about phenom people

Morgan Onopa, Director of Client Services at Phenom People, joined the show to talk about her journey as a lesbian woman from the time she was a teenager. Today, Morgan is leader in her local LGBTQ+ community, spending her free time educating people and advocating for others.We understand some conversations can be tough and many are politically charged, but that doesn't mean we shouldn't have them, and have them in a respectful manner. As our show's motto says, we strive to be better, know better, and DO better!Support the show

In this episode of the Happy at Work Podcast, we spoke with Mahe Bayireddi about transforming the candidate experience, and helping a billion people find the perfect job.Mahe Bayireddi is the CEO and Co-Founder of Phenom People. A passionate entrepreneur, Mahe has co-founded several successful technology companies, drawing on his extensive knowledge in predictive intelligence and machine learning.Phenom is a global HR technology company with a mission to help a billion people find the right job. Phenom accomplishes this task through an AI-based SaaS platform called TXM, which redefines the entire talent experience through a single platform approach. This provides companies with a unified solution built on AI that drives personalization, automation, and accuracy for candidates, recruiters, employees, and management. Learn more about Phenom People here: www.phenom.comEnjoy this episode? Subscribe and stay connected with Happy at Work!To stay connected and continue the conversation, be sure to follow us on LinkedIn.And don't forget to check out our previous episodes for more tips and strategies to boost your workplace happiness. You can find them on your favorite podcast platform or on our website.If you have any questions, comments, or topic suggestions for future episodes, please reach out to us. We'd love to hear from you!Stay inspired, stay motivated, and stay happy at work!

In this episode of the Happy at Work Podcast, we spoke with Mahe Bayireddi about transforming the candidate experience, and helping a billion people find the perfect job. Mahe Bayireddi is the CEO and Co-Founder of Phenom People. A passionate entrepreneur, Mahe has co-founded several successful technology companies, drawing on his extensive knowledge in predictive intelligence and machine learning. Phenom is a global HR technology company with a mission to help a billion people find the right job. Phenom accomplishes this task through an AI-based SaaS platform called TXM, which redefines the entire talent experience through a single platform approach. This provides companies with a unified solution built on AI that drives personalization, automation, and accuracy for candidates, recruiters, employees, and management.   Learn more about Phenom People here: www.phenom.com Enjoy this episode? Subscribe and stay connected with Happy at Work!

If we've learned something in the last 18 months, it's the power of technology to connect people, not divide them. It doesn't replace human relationship, but it can help form community, create interaction, drive conversation, fuel experiences. If we do it right. We talk a whole lot about Artificial Intelligence in terms of automation, but is it playing the right role in driving connection and creating cohesive relationship? Or getting in the way? Phenom People is phenomenal at thinking about the power of AI and technology in forging one of our most significant relationships: WORK. In fact, they're on a mission to hire and retain 1 BILLION PEOPLE. Can they do it? Will you be part of it? Get ready for this pretty REAL CONVERSATION TODAY with Cliff Jurkiewicz, Phenom's VP of Strategy -- including his big, deep, very personal WHY.

Interview with Benoit Hardy-Vallee – Benoit is the Associate VP of Talent Experience Strategy at Phenom People. He has more than 10 years of experience as an HR leader and Academia. Benoit is deeply passionate to create the changes needed in the workplace to make it more valuable and better.

The working and employment landscape has drastically changed in this new, modern world.But, it's not too late to find your dream job; the job that perfectly utilizes your unique skills and abilities.In a world full of uncertainty and change, how can you find the job that is right for you, and most importantly, how can you EXCEL at it?We are joined by Oscar Armas-Luy, the Director of Sales Operations at Phenom People, whose mission is to help a billion people find the right job - working with clients such as Southwest Airlines, Hilton, and Kohl's to help them recruit and retain top talent.Let's find you the right job so that you can enjoy purpose-driven work and utilize your personal strengths!Find & Follow Oscar On LinkedIn!https://www.linkedin.com/in/oscararmasluy/

Based in Silicon Valley, Rashmi Gopinath is General Partner at B Capital Group, the global VC firm that specializes in equity investing in growth-stage companies that have achieved traction with customers. With a focus in horizontal enterprise software (cloud infrastructure, cybersecurity, devops, database SaaS for F500), she’s invested in and/or served on the Boards of: Synack, Yalo, Labelbox, Clari, Phenom People. Prior, Rashmi served at Intel Capital and M12, Microsoft’s venture fund. And now she invests in the growth stage (Series B thru D), writing checks between $30-60M. After more than a decade of VC investing, Rashmi says “The team is the #1 factor” In this 20-minute conversation, she reveals why & how to build a Rockstar team every time.

Mahe Bayireddi, CEO and Co-founder of Talent Experience Management (TXM) platform Phenom People was a guest is this episode; to share a few thoughts on the emerging trends in HR Tech and to take us through Phenom's journey… Key topics covered Biggest HR Tech trends today Using AI to create less hiring bias AI and the employee experience

What's life been like marketing jobs in the age of coronavirus? Seeing any uptick in applications? Great point about the 10 years ago thing…remote tech was not as good...what would we do? Session to focus on Employer Branding and Recruiting Technology. Some talking points:   Recruitment marketing Tech Stack We leverage: Phenom People for: our careers website, Content Management System (CMS), Candidate Relationship Management (CRM), Chatbot, and Talent Analytics  For our blog, we utilize it as a gateway for storytelling on LinkedIn - we keep our copy/stories short on LinkedIn, and usually provide a link to a blog post on our careers site to tell the full story, which gets users in our "ecosystem" - i.e. closer to applying. We also feature blog content in certain places across our careers site. For example, we have a Sales Development Associate program - we uploaded an "FAQ" blog for the role, and link to the article on the Sales Development Associate job posting page. LinkedIn for: employer brand awareness, as well as analytics and competitive insights into our performance against competitors Adobe Spark for: easy graphic design for employer branding content Phenom stats...     Empl experience...Employer Branding in times of COVID-19 Keeping new hires engaged whilst we’re not in the office is a challenge many organizations are facing. We were particularly concerned about our interns – who were all coming into our internship program entirely remote. This summer was the inaugural launch of our formalized internship program, so it was critical that we not only educate about our business, but also embody our ‘at your side’ philosophy wherever possible. So leading up to the interns’ first day, we sent them a series of emails. Each email introduced the intern to a new person: the head of recruiting, the hiring manager, two generalists, and our company President. Each email had the person’s headshot, a personal message, information about our business and culture, and a personal, favorite “Brother” moment from the sender. Example: Finding ways to make your brand more human can help your company stand out in the competitive talent space. We have a chatbot on our careers site named Ays (short for At your side), and depending on the questions you ask, you may get a cheeky response. If you ask “Are you a human?” the chatbot will say it doesn’t like labels except if they are coming from a Brother P-Touch labelmaker, or if you ask a question it does not understand it will say “I seem to have run out of ink on this one – try rephrasing your question” Optimizing social media content to get important messages across Example: Our Black Lives Matter post, which took advantage of LinkedIn’s new swiping graphic capabilities with PDF documents. The post generated a 23% engagement rate, and received special recognition. How often do you post on social media? The value of Job Board Programmatic Advertising In the past, we would drop a lump sum of money to sponsor on a per job, per job board basis. Now, we strategically sponsor our jobs across a variety of job board networks, boosting spend to jobs that are performing well, and reducing spend to jobs that are performing poorly. Within just under a month of launch, the paid traffic from programmatic was 69% vs. 31% for organic. Years ago, we abolished Ziprecruiter as a job board channel, and now it is our #1 job board channel. Leveraging employee networks to amplify your talent brand and encourage referrals Example: Most promotions at Brother happen in July, and for the past 3 years we have provided custom graphics to people managers with promoted employees, encouraging them to share with their LinkedIn networks. This year, nearly half of eligible people managers participated, driving a 400+% increase in reactions and a 1,000+% increase in comments. July became our 2nd best month in the rolling calendar year for LinkedIn home page views, and our best month for unique visitors to our About and People pages as a result. Example: We all know referrals are great sources of hire for various reasons (low cost, and usually high performers) and user time on social platforms, particularly LinkedIn, has increased significantly amidst the pandemic. In competing for eyeballs, you want to stand out as much as you can. We recently created a social graphic and messaging that hiring managers and other employees can use to promote open roles to their networks. The image can be set as the OG image on our job posting pages, so that the link preview on social platforms will be hyper-customized. We also took advantage of utilizing emojis and Unicode text to further emphasize and stand-out. What’s in the pipeline/what are you working on that you are excited for? An article from our VP of HR about Brother’s incredible transformation over the years and support of employees, customers, and communities (both pre and post-pandemic) A corporate video highlighting all our products and services and brand philosophy   Where can people go to see your career site? careers.brother-usa.com

Joyce welcomes Cliff Jurkiewicz, vice president of Strategy at Phenom and Parker Bettis, product manager, specializing in accessibility at. Phenom to the show. Phenom is a global HR technology company with a purpose to help a billion people find the right job. This is accomplished through an AI-based SaaS platform called Talent Experience Management (TXM). Each guest will provide an in-depth explanation of the Phenom TXM platform, the importance of career site accessibility, and the recent launch of HelpOneBillion—a site with a curated network of jobs and employers to help recently laid-off and furloughed individuals get back to work.

This special AI edition of the CandEs Shop Talk Podcast welcomes Mahe Bayireddi, Chief Executive Officer & Co-Founder of Phenom People, The Talent Experience Management Platform built to attract, identify, and build relationships with the right talent at the right time — and a proud Candidate Experience Awards sponsor. Listen in on how improving candidate experience impacts recruiting and the business bottom line. Our 100th episode!

Mahe Bayireddi is the Co-Founder and CEO of Phenom People, a global HR technology company with a mission to help 1 billion people find the right job. With over 200 million people using the product in 140 countries, including 50 of the Fortune 500 companies, Mahe is well on his way to achieving his goal of revolutionizing the talent life cycle through technologies, specifically AI. Mahe shares more about his entrepreneurial journey, the inefficiencies he is trying to solve in the global hiring and recruiting market, and how his company is impacting millions of people globally. He also has insights about creating a strong company culture, how to export that culture around the world, and what it takes to be a leader.  Key Takeaways: [3:25] Kevin does a speed round with Mahe. [5:45] Mahe has started other companies in the past. What were some of the big successes and losses in those? [10:03] Kevin lays out the structure of this podcast. [11:52] How did Mahe's journey begin? [14:58] What is the problem that Mahe is solving? Who are the stakeholders in Mahe's business? [18:24] There are many inefficiencies in the global hiring market that Mahe is trying to reduce with his company. [24:36] Mahe describes his company as providing "talent experience management". What are some of those attributes they are using to drive those experiences? [29:24] Kevin and Mahe discuss "customer" acquisition from an eCommerce, sales and marketing perspective vs. a recruiting and HR perspective. [32:18] How does Phenom work with recruiters and employees? [38:26] How does Mahe use AI to learn more about candidates beyond just their resumes? [41:32] Mahe shares more about validated psychometric testing — what does that mean? How widespread is the adoption and what are some of the strengths and pitfalls? [45:58] What are some elements of Phenom People that certain customers have rejected? [48:05] What is the culture of Mahe's company? [55:33] What are the five values at Phenom? [58:47] Every candidate interviewed has to resonate with the company values to be a good fit. Mahe explains the hiring process at Phenom. [1:00:42] How does Mahe ensure a positive onboarding process? [1:05:02] Why has James Harvey Gravell become a part of the company ethos?  [1:08:05] How has Mahe exported the company culture and ethos abroad? [1:11:52] Mahe shares more about the company expansions into Europe. [1:13:47] What is Mahe's leadership style? What are some of his leadership principles? [1:17:47] How difficult has it been to export the company culture? [1:19:54] How does Phenom's revenue model work? [1:21:43] What is retention like at the company? [1:23:23] Mahe share's more about the different rounds of fundraising he did. [1:25:40] What are Mahe's feelings towards a potential IPO? [1:26:36] What are some obstacles Mahe foresees in reaching his goal of serving 1 billion people? Links: Mahe Bayireddi Phenom People SnipSnap DreamIt Ventures Delivering Happiness, Tony Hsieh James Harvey Gravell, Ambler Yards Brad Goldoor, Chief People Officer Phenom People

Exclusively Sponsored by Phenom People - the Talent Experience Management Platform. Recorded live at TA Week in San Fransisco this panel is moderated by Craig Fisher, featuring Sourcing experts David Nicola (DGK Search), Amy Miller (Amazon Labs) and Salifu Abdulai (Github). They'll discuss how to engage passive candidates and personalize your efforts.

Special thanks to Phenom People for their travel sponsorship. In this audio you will hear Sarah Erickson from Minnesota based Ecolabs. She details their new employer brand makeover with the help of Symphony Talent. Recorded live at TA Week in San Francisco.

Happy new year everyone this is the first episode of the new year and I have a special opinion episode to start us off. But let me start with some housekeeping items namely events I need to tell you about. I’ve got some discounts for you. Talent Acquisition Week is coming up at the end of January 28-30 in san francisco and you can use the code RECTECH to save 15% off a ticket...its 3 conferences in one week SOCIAL RECRUITING STRATEGIES CONFERENCE, EMPLOYER BRANDING STRATEGIES CONFERENCE and TALENT SOURCING STRATEGIES SUMMIT - learn more at talentacquisitionweek.com IAMPHENOM - the Phenom People conference will be held in Philadelphia on March 3-5 so if you want to save 25% use code RUSSELL - register at iamphenom.com I will be attending both events and conducting a number of interviews while attending RecTech Live Webinars Jan 16th at 1pm come see a demo of CandidateID a talent nurturing tool that also offers a free recruitment crm. CEO Adam Gordon will give us a preview of their software suite Jan 23rdt at 1pm come see a demo of Talenya - sourcing chatbot...very cool tool for employers...CEO Gal Amog will demo, they are targeting corporate TA professionals so if that you then tune in Register at rectechlive.com Cool tool alert - Tiny Scanner Plus is a 5 dollar app that will make your life easier if you do a lot of scanning. Your smartphone is an extension of your office. One of the most useful apps we found recently is Tiny Scanner Plus. Take a picture os a document and convert an image to a PDF that you can email or export. Contracts, agendas, letters, mark-ups, articles, receipts, kids' schedules or tournament brackets—scan it and send it in a snap. Name, organize and search your scans on the go from your phone. The app costs $4.99 in the app stores. Apple | Google Before we get started let me mention my other sponsor...WorkHere, the hyperlocal candidate delivery tool. Through their geofencing ad platform ….They help employers reach people through online ads with pinpoint precision where they live, work, and shop. Workhere will advertise your jobs on the screens candidates use the most: their mobile phone. That messaging is then delivered into the social and mobile apps they use the most often. From there, a human chat team will then qualify and engage those folks and send them back to your ATS via sms, email or redirect. So, head over to workhere.com and tell them you heard it on the RecTech podcast ------------------------------------------ ONE ATS APPLY TO RULE THEM ALL Now that 2020 is here and the candidate experience is top of mind for many talent acquisition teams, lets talk about the ATS experience for job seekers. To get more specific, lets focus on the apply experience. For too long, the average job seeker has had to navigate a myriad of logins from disparate systems of record, forced to create and remember passwords and usernames in order to apply. But jumping through these hoops has made job search a painful one for candidates. It's time to start reversing that trend. The 'login to apply' feature prominent on most applicant tracking software is an element of days gone by. It is a relic of software past, and if I had a choice I would ban this barrier to apply. The modern job seeker has zero interest in creating another user account to apply to your company. They simply want to upload their resume quickly and move on. Appcast, the programmatic ad platform says that only about 6.6% of candidate traffic converts into an actual apply on desktop. And its even lower on mobile at 4.7%. Though there are a variety of factors as to why someone doesn't apply, making them login is certainly a big reason they don't. There is a use case for having to create a login. But only if its a seamless process. The ideal solution would require adopting an industry wide single sign-on process shared by all recruiting software vendors. Indeed has their apply button, so does LinkedIn. Why don't ATS vendors band together and create one of their own? Imagine a world where each ATS could have their own version of Easy Apply! Two things would happen in my opinion. Job seekers would rejoice. Applications would rise. There are hundreds of ATS platforms in the market so this idea presents quite a challenge. For it to gain traction it would have to start with the bigger players like WorkDay, Brassring and Taleo's of the world to lead the way. The rest of the industry would be sure to follow if they saw the major recruiting software companies sponsor such an open source initiative. If I were the CEO of companies like iCIMS, Greenhouse and others, I would take this suggestion seriously. Job seekers have the RIGHT to an efficient and speedy apply process. A single shared apply account could make that a reality. Pipe dream? Probably. But its worth throwing the idea out there for the powers that be to contemplate. Recruiting software companies must adapt to the times or risk becoming extinct in this new world of experienced based software. That will do it for this edition of the RecTech podcast.....Thanks again to our sponsors Workhere and Emissary. Subscribe to the show wherever you get your podcasts…….if you are an iTunes subscriber leave a review and I’ll thank you on air. Thanks for listening….and remember, always be recruiting.

In our final interviews from HR Tech Las Vegas I chatted with Jonathan Dale and Parker Bettis of Phenom People about their web site accessibility initiatives, got an update from our sponsor WorkHere and met a new blue collar recruiting app called AppyHere. Sponsored by WorkHere and Emissary.ai the text recruitment platform.

In this episode of the Executive Innovation Show Podcast, Carrie Chitsey speaks with John Reaves Whitaker, VP of Talent Acquisition & Retention at Dental One Partners and Brad Goldoor, Chief People Officer of Phenom People. Brad Goldoor is co-founder and Chief People Officer for Phenom People, where he oversees Phenom’s signature “not normal” hiring, onboarding, and employee engagement initiatives. He specializes in startups and has over 25 years of experience in channel sales, digital advertising, and People operations.John Reeves Whitaker is the SVP & Chief People Officer for Sage Dental Management. He is a featured contributor on FistfulOfTalent and The HR Exchange Network & actively working on his next book, “We’re All Millennials.”Listen as we discuss the following topics: We talk with Brad Goldoor about talent experience management and what it means to Phenom People to solve the candidate experience problem. How is Phenom People’s talent experience software much more than an ATS (applicant tracking system)?To prioritize retention and attrition, what does Phenom People do that is extremely special for new employees on their first day?What are the key factors that are driving high attrition rates within organizations? Carrie and Brad breakdown what they believe contribute to high attrition rates among employees. Hear why it starts with the recruitment process. How do you make sure your recruiters are looking past the fill rate? Phenom People measures their recruiters on employee engagement rather than fill rate. What are some of the 20 data points he uses? Listen to find out. For HR leaders, how do you get buy-in from the C-level to change the way your current Human Resources department operates?Listen to what problems and demands that are keeping Brad up at night. One of those issues is upskill training. He states “Are we providing an environment to help nurture people's skills and careers so that they have a path toward the future?”. Fill rate vs retention, which one should be the most important to your recruiters? We talk with John Reaves Whitaker about how he has abandoned fill rate metrics and looks to incentivize recruiters based on retention. He explains how the retention rate helped his HR department take ownership that helped the recruiting team recruit differently.In areas like healthcare where the unemployment rate is less than 1%, John talks about what moves you must make to find the right talent for the job. He suggests that by only targeting jobs boards and job ads, you aren’t doing enough. In today’s candidate-driven market, you have to be smarter.Is the role of the recruiter more digital marketing to reach a passive talent pool? As we continue to look past fill rate and build effective relationships to increase employee retention and attrition, John discusses some of the practices that he uses with his recruitment team to enhance the relationship with new employees. John gives his advice to other HR leaders on how not to make retention and attrition an afterthought with this awesome Texas expression, “You can’t cool down the room if the windows are still open”.Keep up with Brad Goldoor at PhenomPeople.com and their journey in talent management experience. With his new book coming soon, “We’re All Millennials”, John gives us a prelude of what to expect. Download the White Paper mentioned in the podcast, "Reach & Recruit a Passive Front-Line Talent Pool"Support the show (http://www.helpinghumans.care)

Max Rocha is the Executive Director for Global Talent Attraction and Employment Branding at CSG, where he leads global recruiting initiatives for the company. With over 15 years of experience, Max brings a wealth of knowledge in human resources principles, policies, and best in class practices to his recruiting function. On today’s show we’ll get a sense of how Max and his team recruit and talk about his recent case study in conjunction with Phenom People on how they used the Phenom Talent Experience Management (TXM) platform to convert more candidates.

I met today’s guest while attending the Phenom People user conference in Philadelphia recently. She runs HR for Kansas based, Garmin International. You probably know Garmin as the company that produces activity trackers and sports watches, and GPS devices. In this interview we'll discuss her HR tech stack, recruiting channels and more. What have you been up to you since you got back from the conference? Can you describe your current hiring needs for 2019? How many open reqs, how many hires will be made in 2019? How big is your recruiting team? Which HR technologies are currently part of your HR tech stack? Taleo, oracle/fusion/kronos/learn.com/handshake/simplicity Any sourcing tools? What tech is on your radar? Sourcing stories? What’s your pitch to potential candidates about coming to work for Garmin? Fav Garmin device?

Recorded at the recent IAMPHENOM event in Philadelphia...in this particular audio the Director of talent acquisition at Southwest airlines (Greg Muccio) talks about how they implemented the Phenom People platform and other aspects of how he runs his team and how they use HR tech. I found his talk full of little details that really gave a good glimpse at how they approach recruiting.

BROUGHT TO YOU BY HIRETUAL! Phenom People has a released a major enhancement to it product suite this week; Theyre calling it the Talent Experience Management (TXM) ...a methodology and platform that unifies technology and experience design to enhance the talent journey, turning interested candidates to thriving employees to enthusiastic brand advocates, while helping recruiters and management boost productivity and communicate seamlessly. Talent Experience Management connects the four key experiences of Candidates, Recruiters, Employees, and Management. TXM helps:  Candidates find the right job, where they will succeed for a long time Recruiters be more productive, finding more quality candidates Employees evolve into the best talent, enabling their careers to flourish Management get the insights they need, allowing them to make smarter business decisions I attended their analyst day and user conference in Philly this week and will be publishing some news and podcasts very soon. -------- Eightfold.ai, the creator of the first Talent Intelligence Platform, announced it has added IVP to its growing list of investors in raising $28 million in a Series C financing. The round, joined by Foundation Capital and Lightspeed Ventures who led previous funding rounds, brings Eightfold.ai’s total funding to $55 million, making it one of the most well-capitalized AI solutions for talent management. Built by co-founders Ashutosh Garg and Varun Kacholia, distinguished engineers out of Google and Facebook, Eightfold.ai’s Talent Intelligence Platform empowers enterprises to solve the number one challenge facing chief executives and chief human resource officers today – hiring and retaining top talent. This new funding follows significant interest in Eightfold.ai’s patented artificial intelligence–based platform which has secured numerous new customers in four continents around the world since emerging from stealth mode one year ago. From Fortune 500 companies to fast-growing technology companies, current customers include Conagra, AdRoll Group, Tata Communications and DigitalOcean. The Talent Intelligence Platform from Eightfold.ai is also available via a growing set of channel partners, including the SAP App Center, and integrates with major human resource information systems (HRIS) and applicant tracking systems (ATS). https://recruitingheadlines.com/eightfold-ai-secures-28-million-in-series-c-funding-for-its-talent-intelligence-platform/ Last week a relatively unknown recruitment technology player called Zippia announced a significant round of funding that will help it continue to build a tool for job seekers in their quest for the ideal career pathway. The San Mateo based company raised a Series A investment of $8.5 million led by e.ventures, with participation from existing shareholders including MHS Capital, NextView Ventures, and Correlation Ventures. This brings the startup’s total capital raised to $12 million since its founding in early 2015. Zippia, uses machine learning and data aggregation to create its ‘career map’, which helps job seekers understand career pathways like never before. Zippia’s tools provide job seekers unique resources, creating a more complete understanding of job titles and career options. Read my Q&a with them on the Recruiting Headlines blog. https://recruitingheadlines.com/zippia-gets-8-million-to-help-people-plan-their-careers/ MINNEAPOLIS –CATS Software, a leading provider of recruiting software, has released the fifth major update to their applicant tracking system. This release focuses on improving recruiter productivity and enhancing communication with candidates and clients. The CATS 5.0 rollout includes numerous features, like a meeting scheduler, SMS texting capabilities, and a new version of the sourcing browser extension, but the anchor point for CATS 5.0 is the complete UI overhaul. “This is a major change in the UI. Most of our past updates have been a continuation of the same thematic elements. This is the first time in a decade where we are fundamentally reshaping, rebranding and recreating CATS from the ground up. That work and passion has culminated in this update—codenamed ‘Nala’—which is the leading edge of user interaction design.” – CATS President Tony Sternberg Key Highlights: Connect with candidates through SMS/marketing text messages Seamlessly schedule meetings by sharing your calendar with candidates Enable candidates to apply faster with a more efficient career portal Increase your productivity in CATS with the sleek, modern UI   https://recruitingheadlines.com/cats-recruiting-software-releases-new-version/ announcing new partnerships with enterprise HR companies such as SAP SuccessFactors which will combine the ease and convenience of hiring tools with the expansive reach of Jobs on Facebook. Now, employers can easily create job posts and manage applications through these applicant tracking systems. This lets businesses continue using the hiring tools they already use, and also access the expansive talent pool on Facebook. And applications from job seekers on Facebook will be sent directly to a partner's tool for a seamless review experience. https://www.facebook.com/business/news/helping-businesses-hire-through-jobs-on-facebook

Sponsored by Hiretual.com Rainmakers.co, the leading technology-specific sales talent marketplace, is announcing that it is now available to employers and salespeople in the greater New York City area. Rainmakers will be introducing the platform to more than 200 sales and recruiting executives at the Modern Sales Pros Leadership event on February 20th at WeWork, Hudson Square. AllyO, the technology company renowned for its end-to-end AI recruiting solution, today announced the general availability of its Talent Pool Engagement module, designed to improve recruiting efficiency and enhance the candidate experience. Beamery, a leading talent engagement platform, today announced it has received a strategic investment from Workday Ventures and it will join the Workday Software Partner Program. In addition, Beamery also announced that the Workday Talent Acquisition team has selected Beamery products that help further its efforts to identify early-stage, passive candidates and are complementary to Workday Human Capital Management (HCM), including Beamery Talent Customer Relationship Management (CRM), Beamery Talent Marketing, and Beamery Pages. Digi-Me, a digital technology company that is revolutionizing the way employers of all sizes and across all industries are recruiting today’s top talent with 60-second compelling and engaging video job ads, has partnered with Phenom People to offer easy to implement video content recruitment tactics. Betterworks®, the leading enterprise HR software for Continuous Performance Management®, today announced the deployment of Program Insights, a suite of people analytics innovations for its award-winning solution. This expanded functionality allows forward-thinking HR leaders to rapidly access actionable insights from the mountain of rich data generated by their organization’s Continuous Performance program.  

This episode sponsored by Hiretual.com BOSTON FirmPlay (firmplay.com) is launching a new employee referrals solution that instantly sources top talent from 100% of your employees’ networks, instead of the 3% that your employees can remember when making a referral. As a result, cut time-to-hire in half and grow referrals to over 50% of hires, all while boosting diversity and retention. How does it work? In just a few minutes, your employees upload their contacts to FirmPlay, which then does the heavy lifting of sourcing referrals by matching those contacts to your open jobs. FirmPlay even gets your recruiters a warm intro to matches from the employees who know them the best. FirmPlay is currently in beta and working with forward-thinking TA teams – to inquire about joining their beta, send a note to jason.rivas@firmplay.com SAN FRAN Jyve, the leading platform for in-store flexible and skilled labor, today announces it has raised $35 million in aggregate funding from SignalFire, Crosscut Ventures, Ridge Ventures, and New Enterprise Associates. By offering a Skills-as-a-Service platform, Jyve intelligently matches the needs of enterprises with the right skilled labor at scale, at the right time. After three years in stealth, the company has reached $400 million in bookings from top grocers, brands and retailers; to meet growing demand the company is welcoming Anu Gupta, formerly Target’s Senior Vice President of Strategy Execution and Operational Excellence, as Chief Operating Officer and Ralph Leung, a former Morgan Stanley senior investment banker, as Chief Financial Officer. Jyve’s proprietary Skills-as-a-Service platform uses machine learning to source and identify certified, skilled talent (Jyvers) based on the merchandising and digital shopping needs of retailers and brands. By offering enterprises quality talent, Jyvers accomplish a variety of in-store jobs (Jyves) including merchandising, stocking, ordering, display building, e-commerce fulfillment, brand ambassadorship, shelf auditing, and more. As Jyves are completed, companies, for the first time, gain real-time insight into on-the-ground demand and performance. HOUSTON GoCo the easiest to use all-in-one HR and benefits platform, announced a $7 million Series A funding round led by ATX Seed Ventures alongside the investment arm of UpCurve, Inc. (“UpCurve”), the small and medium-sized business (SMB) solutions provider, among other strategic investors. The new capital will be allocated to hiring across all departments, further platform development to extend the breadth of offerings and to broadly expand the company’s customer base. Over the past two years, GoCo has grown its customer base of employers into the thousands, increasing the number of individual GoCo users by 10x. Customers of all sizes and verticals have adopted the platform, including retail and gym franchises, school districts, technology companies, real estate brokerages, healthcare hospitality organizations and more. To support this rapid growth, GoCo plans to quadruple its number of employees in 2019. This Series A round brings GoCo’s total funding to $12.5 million. GoCo is backed by additional investments from Salesforce Ventures, Corp Strategics, GIS Strategic Ventures, the venture arm of Guardian Life Insurance, and Digital Insurance, the largest employee benefits-only company in the US. ATX Seed Ventures is investing for the second time. PENNSYLVANNIA AMBLER, Pa., Jan. 30, 2019 — Phenom People, the global leader in Talent Relationship Marketing (TRM), today announced Phenom Bot and Phenom Bot Plus, enabling real-time candidate messaging to engage with active and passive job seekers. Powered by conversational AI and available on Phenom Career Sites, talent acquisition teams can now use bot technology to provide increased personalization, while automating the qualification process, interview scheduling and answering candidates’ most frequently asked questions. This automation enables TA teams to spend quality time with candidates and less time in the crux of administrative tasks. Phenom Bot and Phenom Bot Plus are available now. “Conversational bots are leaving their mark on all aspects of life — talent acquisition and talent management are no exceptions,” said Mahe Bayireddi, CEO and co-founder of Phenom People. “For our industry, conversational bots are having the highest impact by enabling recruiters to automate the most time-consuming tasks. This allows for more meaningful, personal connections that candidates desire. The byproduct is stronger candidate experiences with personalization and immediate job search and apply functionality.” Phhenom Bot includes: Sourcing to fuel the talent funnel with quality candidates. Phenom Bot greets candidates on the career site with automated messages, asks candidate questions to learn more about their needs and personalizes the entire conversation based on the responses. Also included screening, scheduling and candidate FAQ   https://recruitingheadlines.com/firmplay-seeking-beta-testers-for-new-employee-referral-platform/ https://recruitingheadlines.com/jyve-raises-35m-to-offer-grocers-and-retailers-a-better-way-to-staff-up/   https://recruitingheadlines.com/hr-benefits-platform-goco-raises-7-million-in-funding/   https://recruitingheadlines.com/phenom-people-launches-bot-for-automating-the-recruitment-process/   https://recruitingheadlines.com/mya-automates-recruitment-for-60-retailers-during-2018-holiday-season/  

Recognized as one of the top places to work in the region, Phenom People is a business focused on people first.  Brad sat down with Matt Cabrey, Executive Director of Select Greater Philadelphia, a council of the Chamber of Commerce for Greater Philadelphia, about their recruiting software platform that optimizes the process of matching job seekers with companies out of Ambler Yards. Brad also explained what characteristics made him a successful entrepreneur starting out.

Derek Murphy Johnson popped up in my LinkedIn feed the other day I figured he might make a good guest. Little did i know he is also a frequent listener of the RecTech podcast. By day he is the Corporate Talent Acquisition Manager for Portland Oregon based Kinder care education and he is also a board member of the newly formed Talent Brand Alliance. TOPICS Describe the recruiting team at Kindercare.  Biggest challenge right now? Lets talk tech---what’s your ATS? Taleo What other tools are part of your HR tech stack? Phenom People, The Muse Plans for Employer Branding Creative Sourcing Stories RecTech Sponsored by Workhere.com and Hiretual.com

The Shred is brought to you by The Judge Group… Judge has over 50 years of experience and success in recruiting all kinds of talent – say you need fill an IT position or maybe even a Healthcare position. Then go to Judge.com – they have the talent you need — and tell them Chad & Cheese sent you.   On to the News!   The Chad and Cheese – HR's Most Dangerous Podcast is now The Award Winning Chad & Cheese after bringing home a Recruiting Service Innovation Award – better known as ReSI – for Innovators of the Year in Blogging and Podcasting —   Here are the most “Most Innovative” TAtech category winners Cloud-based Solution LinkedIn   Mobile Solution TextRecruit   Recruitment Advertising Solution Facebook Marketplace   Enterprise Solution & AI/ML both went to… Crowded Refresh   SMB Solution & Small Employment site both went to… Resume-Library   Large Employment Site Google for Jobs   Employment site partner Phenom People   ATS iCIMS   Mid-Sized Employment site Neuvoo   Recruitment Ad Agency Symphony Talent   Big Data Solution Linkedin Talent Insights   Social Media Solution Facebook Jobs Marketplace   Business Leader Sean Quigley down under   — I personally believe Mona was robbed   If you feel like you're more innovative – why the hell aren't you attending TAtech conferences?   Next New Topic…   Here at Chad & Cheese Global HQ we know you're looking for more opportunity in 2019 to better understand AI, Machine Learning, Recruitment Marketing, Programmatic ad buying and Hell maybe even take a little jaunt to Europe.   That's why today The Chad & Cheese is unveiling TAtech's 2019 conference schedule…   The TAtech Leadership Summit on AI & Machine Learning in Talent Acquisition Tempe, AZ March 5-6, 2019   The TAtech Leadership Summit on Recruitment Marketing Chicago, IL April 18-19   TAtechEurope Lisbon, Portugal May 9-10   The TAtech Leadership Summit on Programmatic Ad Buying Boston, MA June 4-5   TAtechNorthAmerica Austin, TX September 24-26   If you're not familiar with TAtech – think HR Tech, but more intimate with time to collaborate and genuinely engage with vendor CEOs, Founders and the people who actually shape Talent Acquisition technology and get shit done. Check 'em out at TAtech.org.     Big thanks to Judge for supporting The Shred – The Judge Group over 50 years of experience and 5M professionals strong! If you have a need they have the right match whether it is contract, contract-to-hire, or direct placement. Check 'em out at Judge.com – that's J-U-D-G-E – DOT COM (nailed it!) or email them at chadcheese@judge.com   SOWASH OUT!

Brad Goldoor: This is Brad Goldoor, co-founder and chief people officer at Phenom People, and I'm next on the Rec Tech podcast. Announcer: Welcome to Rec Tech, the podcast where recruiting and technology intersect. Each month, you'll hear from vendors shaping the recruiting world, along with recruiters who'll tell you how they use technology to hire talent. Now here's your host, the mad scientist of online recruiting, Chris Russell. Chris Russell: That's right. It's time for Rec Tech, the only podcast that helps employers and recruiters connect with more candidates through technology inspired conversations. Today's show is a vendor edition, but first, the Rec Tech podcast is sponsored as always by our friends at Hiretual, the recruiter's best friend. Hiretual's AI engine is a personal sourcing assistant that works for you 24/7. You can conduct email marketing campaigns, source candidates automatically much more through the new version three interface, so if you want to source more candidates, check out Hiretual, find them on the web at hiretual.com.  CONNECT WITH CHRIS: https://www.linkedin.com/in/cmrussell/ Chris Russell: As the chief people officer at Pennsylvania-based Phenom People, Brad Goldoor manages the talent acquisition team and talent development functions, including interviewing, onboarding and employee engagement. Before that, he spent several years as their VP of business development. Phenom has recently secured $22 million series B funding from investors such as Axa Venture Partners, but today he's on Rec Tech. Brad, welcome to the show, it's great to have you. Brad Goldoor: Thank you. Chris Russell: I'm curious, I want to start the conversation by asking you about your transition from biz dev into talent acquisition, not a typical career path, but what's that been like so far for you? Brad Goldoor: Absolutely. You know, everybody in an organization, in my opinion, is always selling, they're always selling something, whether that's internally or externally. I took the skillset of selling our product to our customers, and started using that skillset to sell the company to potential candidates, and selling all the benefits and our growth trajectory and our innovation, and everything that's unique about our company and our culture, and putting those sales skills to the test on, again, selling the opportunity and selling the company to those potential candidates. Chris Russell: Yeah. Like recruiting is sales and marketing, as they say. What did you learn from working in biz dev that really serves you well in your recruiting role now, would you say? Brad Goldoor: Sure. It's all about people, as I had said earlier, and it's being able to read those people, and being that chameleon in changing as necessary to the different personalities, and making sure you're catering to those different personality types and changing your pitch accordingly. That's been a natural transition, to move that over to recruiting. Chris Russell: Gotcha. Just to set the stage for us, how big is Phenom People terms of employee base and what's the size of your GA team there? Brad Goldoor: Yeah, we're 350 global employees, and we have a global team of seven. Chris Russell: Seven, okay. This wasn't on my original list, but besides your own software, Brad, for what tools do you guys have in house for sourcing or using other parts of the recruiting process? Can you name a few for us? Brad Goldoor: Sure. We do use Glass door, we use Comparably, we of course use LinkedIn as a sourcing tool, and as you had mentioned, of course our own tool. Chris Russell: Do you guys do a lot of sourcing internally overall, is that a big function? Brad Goldoor: Yeah, we do do a decent amount of sourcing, we've been able to leverage a lot of our news and press, and use that as a tool to attract talent. By promoting a lot of the awards we win, we find that's a very effective sourcing tool as well. Chris Russell: Yeah, I do see a lot of your press releases out there in the ecosystem, so that's interesting. Press releases could work, I guess, right? Brad Goldoor: Absolutely. We have a very large depth of content for a company of our size and stage, and we've been able to use and leverage that working closely with marketing. Recruitment is marketing, in my opinion, and so leveraging all those marketing efforts and all those awards that our marketing team that has helped us win at this point has been a really effective tool and draw, in that people are attracted right to good news and growth and big things happening, and so we've been able to leverage that very nicely. Chris Russell: Yeah. Just curious, do you use one platform for the press releases, in terms of publishing them, or what do you use for that? Brad Goldoor: As far as the press releases, we do use a PR firm to push them out, and so we rely on them to get that out into the appropriate media outlet. Chris Russell: Gotcha. I was reading some of your site and some releases before the call, you guys describe yourselves as talent relationship management, TRM. Is that a way to kind of differentiate yourself in the market from your competitors, who are just going to call themselves, you know everyone's using the term CRM these days, or candidate relationship marketing. Tell me more about that, that phrase, that acronym that you're trying to define for yourself. Brad Goldoor: Sure. Yes, you know we're bringing a unique and differentiated innovative product to market, and we are also choosing a different name along those lines, and it is actually talent relationship marketing. We believe that this function is being disrupted, and a behavior change is in place to start looking at analytics and campaigns and conversions, similar to marketing. It's a broad category for recruitment marketing, but we're pointing it as talent relationship marketing and taking our tool to market in that way. Chris Russell: Okay. Tell me more about how the Phenom platform helps employers become better marketers at their jobs. I know you've got about five different products in this suite there, but let's go a little bit deeper for me, and tell me more about how it actually works and what it does. Brad Goldoor: Sure. We start by attracting candidates in a personalized career site, giving them that Amazon-like experience on the front end, and as a result, we find the candidates are willing to stay longer, share more data, and have a more engaging experience. As a result of that, we're able to collect more data and make that data meaningful on the back end for recruiters and hiring managers. Then we leverage that into an analytics tool so they can start to look at source attribution, you know time of stay, digging into those analytics and making some data-driven decisions based off of what they're seeing in those analytics. We then move over to the CRM module of it, which allows you to push out proactive nurturing campaigns and target passive talent, somebody who may have come and visited the site, used their LinkedIn profile for some personalized recommendations. Brad Goldoor: Though they didn't apply to a job, we can now take that audience and segment it and market specifically to those people who came and showed some intent but didn't necessarily apply, and nurture them through the process, and again, look at more analytics on what's converting, what's not, and how those results end up. Then the last piece to the platform, we take that internally to an internal mobility module where we're hosting an internal-only career site, and enabling and allowing employee referrals to be done from that part of the platform. Chris Russell: Going back to the career site for a second and the Amazon experience around the apply process, do you kind of have more of a one-click apply or an easy way to apply to job these days? It's kind of a big candidate experience a problem out there, but how do you guys handle it? Brad Goldoor: Microsoft is actually one of our customers and they actually offer, I think, six easy ways to apply, from using your Microsoft login, your LinkedIn profile, various other social feeds and anything that you might have set up for a Microsoft account at any time. Those are one way that we enable the easier apply, but it's really personalizing the content to the person's experience, just like we use machine learning, so every visit and every click, every piece of content that you consume, we further personalize that experience so that it's the most relevant to them. Chris Russell: Give me an example of that personalization, if you could. Brad Goldoor: Sure, Yep. Great question. If you're clicking on and looking at sales or biz dev jobs, I should see a video of a day in the life, I should see a message from the chief sales officer, I should see other jobs that are related to sales or biz dev that I might want to also look at, any blog posts, employee testimonials, all of that content that's relevant to what I'm actually searching for and looking at at that time is served up in that personalized format. Chris Russell: Right. Okay. On the pipeline side, you talked about nurturing a bit. Tell me more about how that works. It sounds like you really need kind of a marketing person to really run this thing on the back end, in terms of the administration of all this. I wondered if you could touch on that briefly too. Brad Goldoor: Sure. You're starting to see new job titles pop up in recruiting departments, whether it's employer branding or recruitment marketing, and so those types of people, and they are coming from marketing backgrounds. Our tool is very user friendly, and we can train and enable and teach a new skillset to existing recruiters and talent acquisition leaders with a very simple user interface on the backend. Setting up campaigns is really, you know we make it very turnkey and simple for them to execute, but we are seeing a mix, like I said, of people with marketing backgrounds getting into those roles with new titles, as well as existing people, and we're training them and giving them, again, new skillsets to stay relevant in the market. That's some of the benefits of the nurturing tool on the backend. Chris Russell: I know there's a piece in there for AI, everyone's got that, but tell me more about what's involved with that, is it true AI? Brad Goldoor: Yeah. Artificial intelligence, we have live examples of that on some of our customer sites today. One good visual example to illustrate that is our job recommendations. If you're looking at one job, and we're going to suggest five or seven other jobs that are relevant to that, most people do that either key word or location-based, and while those are two of the data points that we'll use in our analysis, we're actually recreating the human behavior. We know that every thousand job seekers looking at this job are most inclined to look at these five or seven jobs on the right hand side, and because of that, we get a higher pull through and click through rate on those jobs, because it's based off of that artificial intelligence or recreating that human behavior, and so it becomes even more personalized and relevant. That's the best illustrative example I have of our AI, where you can actually see it in action. Chris Russell: You mentioned the conversion rate there, a typical employer website today I think is around, I don't know, between seven and 10% depending on who you ask. What are you guys seeing as far as conversion rates go on some of your job listings with some of your clients? Brad Goldoor: We're almost double those numbers. Chris Russell: Double, excellent. That's good to hear. Brad, what's the basic price point of the Phenom product, can you give us some idea of what it costs? Brad Goldoor: Yeah, so on the low end, it starts at about $50,000, and it can go up into the hundreds of thousands, even to more fingers than that, depending on the size of the company and the customer, but starts at $50,000 on the low and goes into the high-to-mid six figures. Chris Russell: All right, let me take a quick break, listeners, so I can tell you about our other sponsor today, which is Robo Recruiter, and they're a recruiting chatbot technology. Robo Recruiter's job vet campaigns help recruiters vet and select candidates for particular roles, and make it easy to quickly build conversations that are both personalized and engaging. Start prioritizing your candidates within minutes, go to roborecruiter.ai and tell them you heard it on Rec Tech. You mentioned Microsoft before, Brad, what are some other examples of career sites you power today that listeners could go to? Could you rattle off a couple of maybe URLs for us? Brad Goldoor: Sure, gladly. Whole Foods southwest, Deloitte General Motors, those are some of the good ones that are out there for people that you could take a look at it and see the Phenom experience that we're deploying on career sites. Chris Russell: Awesome, definitely check that out. Did you guys just do Proctor and Gamble's site too, or is that someone else? Brad Goldoor: No, that was not us. Chris Russell: Sorry. I've seen a few releases about career sites in the news, and I know you guys have done some of those, it must have been a different vendor. All right, Brad, thoughts about the onboarding and employee experience at Phenom, I mean tell me more about your philosophy there in terms of onboarding. Are you guys doing anything to kind of make the employee experience better even after they start? Brad Goldoor: We sure are, this is definitely a hot topic for me right now personally. One of our internal mantras at Phenom People is "not normal", and we tend to do things that are in line with that. On people's first day, we set them up with a buddy and agenda, their computer is up and running and ready to go with their email already entered in. We have a day one agenda, a week one agenda, we have a buddy for them when they come in, and we have their backpack and other swag items ready to go. They've already completed their paperwork online, we use Zenefits as an onboarding tool, so a lot of companies I know use that first day to actually do that paperwork, that's already done. We take them into a room for about an hour and a half and go through a deck to explain the company's history. Brad Goldoor: I do that myself, I'm one of the co-founders and I'm our chief people officer, so having time with me and talking about how we originally started the company and the history people tend to find very engaging, it's interactive, they ask questions and get a good amount of time sitting there with me. Then really the most unique thing that we do in the onboarding experience is before they start, we actually reach out to one of their loved ones or friends, and ask them to submit a video wishing them good luck on their first day, and we play that video for them individually. The response has been from tears of joy, to smiles, you know that their cheeks hurt. We've had dogs, we've had neighbors, we've had kids, and we actually had one employee, it was a two and a half minute video with 12 people from around the world, he had in-laws in India, he had friends in different countries, and literally they went through, you know his wife played music to the background. Brad Goldoor: It's been such, it's literally the favorite part of my job right now, is getting to play those videos on the first day. People are blown away when they see the effort that we did, and from a company standpoint, it doesn't cost us anything. The next natural question that I get asked with this is, "Well, how do you get that individual's friend or family member's contact information?" In the onboarding in Zenefits, they actually have to put an emergency contact in, and so you know they put an emergency contact in usually with a cell phone number, and I text them. Then the spouse or the friend, whoever it is, they're so impressed by what we're doing for the employee, and so sometimes they ask actually about working here by going through that experience. It's been really a unique and rewarding, and a really a fun thing to do, and again, the response has been just off the charts on it. Chris Russell: That's amazing. I love great onboarding stories, and you're right, it doesn't cost much to onboarding right. Brad Goldoor: Absolutely. Chris Russell: I'm glad to hear that companies are changing their tune around that stuff. All right Brad, just a couple more questions for you before we end here. Lots of HR tech startups out there today, you know to me it seems like we're in the golden age of HR tech funding, because everything's getting funded from, whether it's here in the US or overseas. What advice would you give a today's HR tech startups just starting out? You've been in the business for awhile, what's one piece of advice you learned over the years to help you grow your company? Brad Goldoor: Sure. I would say trial and error, fail and fail fast, and get your product out to market even though you know it's not going to be perfect. Your first version of your product should be a junker. If you go back and look at Amazon's first site in 1999 or whatever it was, you know you can see, right? I would say get your product out there, let people bang on it, iterate it based off of that feedback, and don't aim for perfection, and really operate with complete agility and just learn from those mistakes, is some of the best advice that I've gotten and that I could give forward. Chris Russell: Nice. All right, last question. Are you hiring? Tell us where and how to apply, give us some highlights there. Brad Goldoor: Absolutely, yes, of course we're hiring. We've got, you can go to phenompeople.com/careers and see all the open positions. I think we've got about a dozen open there on the site right now in the US, and so we're looking for sales and account management specifically, entry level sales, enterprise sales, account management are some of the ones off the top of my head. I know that we're aggressively in product also putting some of that series B money to use and filling those roles. Again, you can see all the open positions on our career site, which of course we deploy on our own platform and product as well. Chris Russell: Awesome. Well Brad, appreciate you joining me today, learned a lot in a short time, and appreciate the stories. Brad Goldoor: Thanks for having me. Chris Russell: Yep. All right, that'll do it for this edition of the Rec Tech podcast, thanks again to our sponsors, remember Hiretual and Robo Recruiter. Don't forget, you can subscribe to the show via iTunes, Google Play, SoundCloud and Stitcher radio. Thanks for listening everyone, and remember, always be recruiting. Announcer: Another episode of Rec Tech is in the books. Follow Chris on Twitter @ChrisRussell, or visit rectechmedia.com, where you can find the audio and links for this show on our blog. Rec Tech media helps both HR tech firms and employers to get more clients or candidates through our consulting practice and online tools, so be sure to check out our sites, like recruiting headlines, job fairing, and more to stay up to date on what's happening in recruiting. Thanks for listening, and we'll see you soon on the next episode of Rec Tech, the recruiting technology podcast.

If you thought an upcoming holiday weekend would mean a slow week in the recruiting industry, then you're gravely mistaken, kiddies. Chad & Cheese bring da noise and da funk on a episode featuring Phenom People, Vervoe, Job.com, Indeed, and Millennials getting smacked around by their Boomer parents. Enjoy, and visit our sponsors: America's Job Exchange, JobAdX and Sovren.