Brainfood Live On Air - Ep415 - How to Use Claude for TA (Talent Acquisition)

Speaker A: Uh,

Speaker B: there's a button

Speaker A: close to the

Speaker B: microphone. Ah,

Speaker A: yeah, okay. All right.

Speaker C: Um, okay folks, you caught a bit of a behind the scenes there, a bit of a bts, um, because you know, it's all chaos when it, when Brain Food Live is there. But um, chaos is what we're signing in for, isn't it folks? This is what you're here for. Nothing scripted. Just throw people on screen, see what it's out. Someone actually asked me the other day, they wanted to come on to Brain Food and say, uh, isn't there a briefing call? I said no man, no. Um, uh, this initially the reason why is because Brain Food Live was started as an open mic show. Uh, so the entire idea was that I would just get on screen. If you want to come on, just come on. It's like literally that was it. Um, and that was pre Covid. So pre remote. No one had the gumption or the interest to come on camera then, but it might come back in some format. So I'm kind of tempted in 2027 to run more of an open mic session. Say, you know what, I just kind of want to get a, ah, a kind of a chat roulette type of thing going on. Um, and then just hope everyone's gonna, you know, play it safe for work and so on. But um, but yeah, it'll be a good way to get more people on screen and sharing dialogue and so forth. Anyway folks, welcome to Brain Food Live on air. I'm bringing it to you every Friday, no fail. We've got a brilliant show for you today. We are talking about artificial intelligence. We're talking about ta. How those two things interact and particularly how we're going to use Claude for ah, talent acquisition. Um, uh, it's, it's, it's a massively oversubscribed show. I think today we're probably going to get uh, more people watching this than we have all year. Uh, I can already see with something like 880 odd people sort of subscribe to this, um, probably 2, 300 live already and we're multi streaming in this, hopefully in different places. So very important that I establish firstly that you can hear and see me. Okay, so um, audio folks, can you hear and see me on that little monologue? You should see Alla Pavlova and Adrian Herdman on screen as well. Um, if you're watching this on LinkedIn, let me know if the audio and video is okay as well. Um, we should be live streaming of LinkedIns, definitely. Um, my LinkedIn should be going live so Let me know with the audio and visual is for fine there. Um, and we should be good to go. Uh, okay Tracy, thank you mn. Appreciate it. Let me just check my phone, uh, because that's how I check my uh, my LinkedIn, to be honest. Um, am I on? I, I really hope I am. Oh God. Why am I on on live there? All right, maybe I screwed up. It's possible these things can happen, you know. Anyway, um, I'm live on Twitter at least. Um, uh, and I think we're, we're live from different places. All good. Um, all right, brilliant. Let's uh, get on with the show. Um, folks, um, let's introduce our wonderful panelists. Firstly, um, Allah, let's go with you first. Quickly, who are you? What it is you do?

Speaker B: Hey everyone, my name is Alla Pavlova, I'm based in Amsterdam. I am um, hands on recruiter but at the same time I do train TA teams on how to um, use technologies. AI uh is one of them of course. And also other tricks and tips that um, can ah, make your life more productive and easier and more fun. So uh, that's. And I'm excited about this show uh, because I'm a huge fan of Adriano as well.

Speaker C: Yeah, fantastic. Great to have you on the show here Ala, as always. Um, Adriano, great to see you back on the show as well. Why don't you quickly introduce yourself who you. What it is you do.

Speaker A: Yeah, thanks Ala. Thanks Hoen for m having me on. Um, Adriano. I'm co founder of move. We're an embedded talent uh, consultancy that supports technology businesses um, in hiring. But uh, you may know me of my content on LinkedIn. So I'm big advocate of uh, AI in TA and obviously Claude as well. We use it a lot across our business. So looking forward to sharing what we're learning and also understanding a bit about how people are using it themselves. So

Speaker C: fantastic stuff. Um, let's get into it. Um, straight away guys, I've just shared the LinkedIns to both Allah and Adriano. I do recommend you follow them immediately. Just connect with them. I think they're probably going to be uh, okay to connect with you, uh, but if not then just follow their content because it's really interesting stuff. Always producing ah, high value contributions um, uh, to the community there. So good stuff. Um, folks, as you're watching this I want you to direct your attention to a poll I have set up on the right hand side of your screen. Um, there should be a bunch of icons there. Click on the poll Please. Um, and can you sort of just let us know where you want, um, or where you feel, um, you know, you want to see a bit more action on Claude. Like, where. What do you want Claude to do for you in ta? Um, for the folks who are watching this, um, on my audio, I'll read out the options. Uh, we have sourcing as one option, assessing is another option, scheduling, coordinating report, stroke, intelligence, admin, and then other. Please comment. So, obviously, if there's another thing, do let us know. Um, but let us know in the votes, like, where is the weight of work? You want to have Claude support you? Um, interesting for us to just have a view on that. Okay, so whilst these votes are coming in, that's good stuff. Um, let's kick off firstly with, um, just a quick basics, guys. Uh, Claude. Why is it Claude these days? Um, is there. You know, how come we're not using open AI in the same way? Why are we so enthusiastic about Claude? Uh, can you give us a bit of a sort of your own take, uh, as to why you've gone this route rather than any other model? Uh, Adriana, you first.

Speaker A: So, yeah, it's funny. Um, full disclosure, I have recently started using Chat GPT quite a bit again, but I haven't let go of Claude completely. Um, Claude's amazing for lots of things. It's just we can talk about how maybe some of the guardrails you need to. Or stuff you need to be careful of when using Claude, uh, to produce stuff, because it's not perfect. Um, but yes, uh, I started using it a few months ago and was blown away by its capability. And things have evolved even since then in a crazy manner. So it used to be like, okay, I'm a bit nervous about using anything other than Chat, um, and you have, like, cowork, and then you've got Claude, um, code. Now it's so sophisticated that it doesn't matter what route in you do. The idea is not the limitation anymore, it's the theory that goes into it. But anyway, Claude's phenomenal for, I guess, like, the infrastructure behind the scenes that connects all your tools. Now, ChatGPT does that, but it doesn't do in a way that I think Claude does. It's also phenomenal at producing visual assets that ChatGPT doesn't quite get right as well. So those are the key differentiators. I think it's like, in terms of copywriting, it's not the best. It's. It's like really verbose, sounds robotic. I think it's because maybe loads of engineers are using it perhaps and it's just starting to talk like an engineer. Um, they're correcting that a bit now but um, the capability behind the scenes in terms of like connecting top of funnel to what happens in pipeline is just. It's just crazy. Like we can unpack that later but it's, it's mad what it can do and you don't need to like honestly you don't need to be technically savvy at all, which wasn't the case six months ago.

Speaker C: Yeah, yeah, fantastic stuff. Um, how about you Ala? What's your take? Uh, why Claude specifically compared to other tools? Or is it simply the case that you've, you know, you've made a. I wouldn't say arbitrary choice but you know we do kind of pick one or the other. Right? I mean not one is better than the other. Microsoft Android, it's like uh, you know back in the day it was MySpace versus Facebook. It's like okay, how do you choose? I mean maybe this. They're pretty samey. What's your take? Why Claude?

Speaker B: Yeah, so I think uh, I do like a B test and Claude uh just showed uh working with text, um much uh more effective. I've tried to build my um, uh tone of voice with ChatGPT and my tone of voice with Claude and the one that um uh had the latest model built um was really uh sounding like me, uh sounding like I wanted to sound. So um. It's a long known um reputation of cloth models to be really good with text. Um and uh. Yeah I think uh. I see that companies are having uh enterprise versions of ChatGPT but people at home um really using a lot of cloth because one of the reasons I think as well is you have projects there so you build skills. There's like a lot of connectors and it's. When I talked to people that are trained they say that uh. It's. It's a little bit easier to get uh acquainted with uh clothes uh rather than probably um when um they start with ChatGPT. And in addition Cloud has amazing feature that I would like everybody to try co design. It's doing crazy great things like websites like 1pagers, motion, um, um CVs that are really great. So I think yeah but I'm not saying the ChatGPT is better worse. I do think their model to create pictures was one of the ones that still stays one of the you know, uh, good ones. Um, but I do see personal usage and a lot of people just go for work.

Speaker C: Yeah, really good. And both you mentioned the design aspect, so maybe it's a good place to start. Um, and, and perhaps, uh, Adriana, this is a good time to, to, to present an aspect of design. Um, because you, I wouldn't say patented the idea because it's obviously just, you know, it's, you can close down, but your one pages that you publish on LinkedIn always viralize. I don't know how sort of many impressions you've had using this technique. Probably into the millions. Definitely into the millions

Speaker A: for sure.

Speaker C: Um, and deservedly so because the one pages are so impactful that everyone just wants a copy of it and it in fact stimulated this conversation. So I wonder whether you could just flash that up on screen for us. It'd be good for a look at this and see what, see sort uh, of firstly an example of the design, but secondly let's use it as a guideline. Yeah, yeah. How we're going to talk about this. So

Speaker A: for sure it was made in Claude design as well, so that would make sense if it was. I'm glad it was used in the tool that it's talking about. Um, let me share my screen. Here we go. So my LinkedIn. So see the impressions pop up? Actually uh, no, that's just the engagement, not the total impressions. Can, can everyone see that? Okay,

Speaker C: it looks okay. Let me just see if I can boost it.

Speaker A: Should I

Speaker B: zoom a bit bigger? Yeah,

Speaker A: is that bigger? Let me make it full screen. Is that better? Ah,

Speaker C: yeah. And that's what people, people who are watching this can also go full screen themselves. I think so. Uh, yeah, they should be able to see it. So

Speaker A: yeah.

Speaker C: What are we looking at here? Um,

Speaker A: so before I dive in, I just want everyone to know that this is um, a plugin on that you can download. Uh, you can add to your Claude. Right now if you go to my profile, there's a, there's a link there and it' set you can set up in a couple of minutes. It's a marketplace, it's got all these skills already in it and it's. And it will be updated live every week as um, myself and the team evolve what these do. Um, we're testing them live on a bunch of different environments across different clients. Um, so if you use it, you'll get the most up to date version every week because we're going to be, keep updating it. So that's just a quick like how to. And it's on the, my Featured section on LinkedIn. Um, so these are a selection of skills. And on the left, on the spoke are the categories within which those skills operate. So we kind of COVID it from, let's say like intake through to, you know, closing a role. So top left is before the role kicks off and then all the stages until you close off a role and then you want to do a wash up and report back. So that's the, that's the structure. And then on the right, outside of each spoke are the individual skills that make up up the, the categories. I don't know if there's anything, uh, that the community wants to focus on. I can't see the chat right now, but, um, these were built up over a few months and they enable you to go maybe a little bit faster or produce something that's a little bit more valuable to the stakeholders you're working with. Um, quick caveat. One thing that's I think needs more evolving more broadly. Just in, in ta, we've got amazing. We've become phenomenal at like improving our workflows. But ultimately, and this. I was chatting to Luke Eaton the other day and he made me think of this. What the candidate sees hasn't changed much in the last 24 months. They still get an email, then they still get a call from a recruiter and they still get an email to close off stuff. Right. So I think there's a bit of an unlock there. There's some good ideas maybe or potential openings for how to improve that side of things. But this is much more like what the recruiter and the hiring manager sees. Just, uh, just as a heads up, is there anything that we'd like to kind of narrow down on, perhaps?

Speaker C: Yeah, I want to talk firstly, I want to make sure everyone's on the right level. Uh, does everyone understand, uh, what a skill is? Um, if you don't, just let us know. Um, because, you know, uh, there's no bad question here, Alfair, so I'm a little bit confused. I understand the skill to be essentially a prop, a prompt that you basically store and then invoke, uh, as you go forward. Is that right, Adriano?

Speaker A: That's, that's, that's, that's, that's correct. It's a, it's a, it's a, it's a skill, is a. You have a repetitive task and it captures the process of doing that repetitive task once. So, yeah, it's just, it's if, let's say for example, post intake, uh, with a hiring manager, you have a kickoff call, you upload a transcript, typically you do that on Chat, GPT or Claude. I imagine many people do that, right. They upload the transit and go. Please capture the ideal, the essential requirements from this role. Now you do that all the time. A skill could be as soon as you upload transcript, backslash, uh, intake skill and it would give you that um, that codified requirement straight away without you having to prompt it. So that's. It's basically um, automating the repetitive.

Speaker C: Yeah. Ah, and I can feel that this is pretty similar to how, I mean the work of a recruiter here is actually moving a lot closer to how software development traditionally is. I mean um, back in the day, I mean they still do. It's a case of having uh, libraries you can pull in sort of um, essentially pre, uh written pieces of code and it plugs in rather than hand typing stuff. Uh, essentially uh, skills is that um, it's basically something that you have stored, um, and can then invoke in future or have Claude to invoke and presumably you can then string skills along into a sequence. Is that right?

Speaker A: Yeah, that's right. So yeah, I simplified it a bit too much in terms of skill. A skill could have. It could be multiple prompts in one. So for example we've got a skill that again using the intake because it's the kind of the core pillars where a lot of these skills are really useful. It encapsulates three or four prompts that normally you'd have to do sequentially and it does them all for you in one, in one shot. So it just saves a lot of time. So that's a skill. And then obviously the other. The other levels to that are ah, plugging skills. Together they become um. Yeah, you can get plugins as well, which is when they do multiple tasks for you back to back.

Speaker C: Yeah, excellent. Um, okay. Some people are saying in there, in the chat, the presentation is stalled. Um, it may just be lagging folks because there's basically zillions of people on, on. On the live stream. Uh, but it is just one page so they, it

Speaker A: hasn't moved.

Speaker C: Yeah, the, the value of uh, of. Of Adriano's output is, Is principally because it's not a paginated experience. It's like you can glance at this, um, and potentially just print it off and, and have uh, uh, and have that as a thing to review. Um, okay, so what happened to all of this? To create this, um. Adriana, you've basically I guess created these skills. Um, and, and how does that help your customers? Like uh, what do they want? They want.

Speaker A: So they, so I think it's, it's primarily so we're thinking about what the, what, what a recruiter does day to day in their role. Um, and how can we improve that in some way. So that's the, that's the obviously the guiding principle that will improve the customer's outcomes. Um, so this started over the last few months on what do they do that's currently very manual, that takes a lot of time but the output is largely like, I don't know, it's the difference between superb and good isn't going to change the game massively. Right. So for example, um, let's say after you take a, do a kickoff call and before you start ah, a search, you need to align on what good looks like with the hiring manager from a profile standpoint. Um, we call that calibration. Most people call it calibration. Uh, like I think that's probably the technical, the industry term. So what it involves is, all right, I know what you want. I think I know what a perfect looks like. I'm not just going to go away and find you like two slam dunks because that's obvious. Like I know you want someone from, if it's a fintech client, I want someone from a fintech that's experienced a lot of growth with the right stack and also uh, been promoted a couple of times in the last three years. And you know, whatever they say, that's usually quite common. I can show you that person in two seconds. We're not going to learn anything. But let's say for example, I find you someone in an adjacent industry, et cetera, et cetera. So we want to both expand the talent pool, challenge the brief a little bit and make sure we actually know what the ideal candidate profile is. That used to be a recruiter going away, finding six profiles, thinking about it quite a bit, thinking, okay, what am I testing here with this hypothesis? Is this definitely a tier one candidate? That would take a couple of hours, right? Hiring manager M by that point, done something else, you send the profiles back to them. You can sometimes do it live, but there's a bit of a risk to that. Uh, it really takes a senior operator to bring up profiles live on call quite well if they're going off the cuff. So that would take a couple of hours. Hiring manager maybe go away, forget about it, come back, look at the profile, forget what they're doing. Maybe 24 hours later say, yep, we're aligned, let's go and do a search that Normally takes like 24 hours with Claude and the skill we've built. You can upload the transcript, upload the job spec. Now this is, um, not everyone will have this, but with Clay, which is a data provider, you can get a free account, plug it into your Claude, you get like 200 credits a month and it will be able to, um, based on the spec and the intake meeting transcript, pull together six profiles across three tiers in two minutes. Um, so, and you're not breaking any rules. This is all for internal use. You're not, you're not doing outreach for them, but it will give you why it's picked them based on the criteria that the hiring manager is interested and you can share that back within 10 minutes. So what we call time to alignment is aligning on what good looks like and can we go, go, go has become like, depending on the hiring manager's feedback, can be 10 minutes. It used to be 24 hours. So that's like a really like key example of where we've had a massive unlock, but the quality actually has gone up as well because talent partners often don't have time to say, I've picked, I've picked this profile because of X, Y and Z. What do you think? Hiring manager? Whereas if you prompt it properly and give it guardrails, it can say, I've chosen this archetype and I want to test your risk factor for domain adjacency, for example, and then you can really get alignment on what they actually want to see in their search. So yeah, that's just a short example of how we've gone about building it. So we did that and then we plugged that into the, into the marketplace.

Speaker C: Yeah, I mean I can, as a person who's been in recruitment sort of uh, 25, 26 years now, like literally, uh, an old man in the industry. I mean I can see some of this, um, early work which would have consumed a huge amount of time, massively compressed. Um, and there's two outcomes to this folks. Uh, firstly, um, you might be able to manage more jobs, which by the way, I don't think is great for internal ta, but it is great for an external agency. Right. So, um, I'm hearing a lot of positive feedback from third party recruiters, agencies that can now run many, many more jobs and then increase the amount of um, um, revenue generating opportunities because they can absorb that work, um, and convert it into revenue ta. For us, we have a different dynamic. Um, do we want to increase the numbers of jobs that we're running per recruiter? Arguably, we know, um, we want to try and like, increase the depth of work, the quality of work, maybe per vacancy per candidate. Uh, but that's an internal debate we need to be having, um, uh, um, with. With the business. But this is an example of how technology is going to just basically change, um, ah, people's sort of, um. Whether it's good or bad, it really depends on what position you are in the ecosystem. Okay, cool. Okay, uh, Adriana, we can stop the screen share now. Appreciate, um, it. This one pager and in fact all of your one pagers. Where do you sort of, um, store them? Uh, are they uh, freely available or do you want people. Do you send them, uh, to people as a DM M? Do they need to sign up to something?

Speaker A: Yeah, they need to. They need to put the one page. The one page is visible for everyone. It's on my feed, but the asset behind it is, um, on my feature posts. And pop your email in and you'll get an email with the marketplace and the instructions to download it onto your Claude. Um, okay, so it's got the 24 skills bank and then you can use it in your environment and also share it with your team straight away. It doesn't come with the connectors obviously, but, um, most of them are ready to go just as they are. Um, and you'll see which ones you can play around with. I'd love your feedback as well. Um, if, uh, you get a chance to. To play around with them.

Speaker C: The link specifically in the chat there. Adriano.

Speaker A: Yeah, sure.

Speaker C: Around for it. Um, and then. And then people can take a look, um, click uh, through and see where you're at when you click on the link. By the way, folks, um, make sure you open a new window, new tab, don't leave the show, uh, to see Adriano's uh, stuff. Um, but yeah, if you got a chance to take a look, um, and give feedback live to Adriana, go ahead and boy, uh, he can take, uh, he can take the uh, slings and arrows of recruiters to just, uh, scrutinizing the work. Um, okay. Alla Pavlova. Great, uh, to see, uh, you very

Speaker B: busy in the chat here.

Speaker C: No, you keep doing. I love how you do that. Um, uh, you know, let's firstly look at the poll. By the way, folks. Alan, Adriana, take a look at this. Um, I'm gonna. I hope everyone can see the poll. It should be pub. It should be visible in terms of results. Right. Um, again, for the people who are not watching this on Crowdcast or otherwise, just listening, I'll um, read it out. Um, what do you want Claude to do for you in TA? Um, 38.7%. Oh, we have late runners making votes. I really lock the poll. All right, we've got about 40% of people who voted saying sourcing is number one. And number two, very interesting reports and intelligence. So 30% of people, uh, want claw to do a lot of data analysis. I wonder whether that is on market intelligence or even, uh, sort of performance stuff, because I, I think I'm interested in both. Admin, we have, ah, about 8%, um, and, uh, assessing about 13 scheduling. Interesting enough. It doesn't seem that we want Claude, um, to do that. Maybe we think that we have an alternative solution, a vending solution to it. Same with coordination. Um, and then. Although, of course we have, uh, we have a bunch of comments I think, coming through, but really interesting. Sourcing is still number one. Like recruiters inherently just want more. More candidates. It's always the case. Um, okay, Good stuff. Okay. Adriana shared his thing. He's also like. He's going to leave, is he? Uh, no, no.

Speaker A: Sorry. His tongue's coming in. It's burning me.

Speaker C: That's all right. I thought, I thought your mic dropped. The mic dropped your way out there. He's done.

Speaker A: Thanks.

Speaker C: You've been, you've been chatting with people here and you. I think one of the questions. Well, look, do you want to see how a skill is sort of, uh, built from scratch? We have 15 people thumbing it up, so let's see a skill built from scratch. I've never seen this.

Speaker A: Cool.

Speaker B: Yeah, yeah. So, um, it should be easy. So let me share my screen. Uh, and also, like, sourcing is number one. I'm happy to, to comment on this one and show how you can do it, but there's some caveats to that as well. So let me do the entire screen and, uh, go to my clothes soil. Um, do you see my screen? Right, so I

Speaker C: can see it. Yep.

Speaker B: Okay, sorry. Um, you can go to the skills in different ways. So you can start from the plus and, uh, you, you click skills, and from here you either select something that you already have, um, or you can browse for skills, meaning that there are different skills that already developed for you and you can type whatever you. You want to do. Sourcing, maybe, but sources, you have to be careful. It could be, um. Yeah, I have my own skill, but there are, um, tools that suggest that they can do sourcing. Um, like, what are

Speaker C: these? Are these, Are these third party, like, software companies have said they've produced this

Speaker B: or

Speaker C: just random people have submitted stuff and it's like,

Speaker B: it's not really random. It's uh, uh, approved to be, let's say, part of the skill library. And there are not that many of them. And so you see it's like official. The companies that are somehow, uh, connected. Um, but yeah, so you can switch between, um, the skills that are yours and the skills that you found in the, in the library. So for example, I really recommend to check out the skills for marketing because they're really, really applicable for us in recruitment. Um, because they have like, uh, email campaigns skills. You see, skills are here. You can read them, uh, what's inside the skill. And you can, let's say copy and ask your cloth. Hey, I like the skill, but I want to modify it because I want to do it differently. We don't use notion, let's say use something else and you can really adopt it and then save as a skill. Um, and it will be yours. But it's already kind of big library of um, skills that you can try. But if you are like, okay, I really want to build my stuff, um, like myself, uh, different, uh, ways how you can do it. Um, so let me go to yours. So you can, if you click on the add button, uh, let's say somebody like me or Adriana is giving you, uh, the skill. You can upload it and immediately use it. There are marketplaces for skills. But I want to comment something beyond. Please be careful because, um, there are really strange things that can be put in there. It's like, uh, you have to trust the source. It could be things like, you know, mining something in your laptop or sending some information. So just be careful. Um, you can create the skill from scratch, uh, like just um, explaining the problem and one important thing, one skill, one job. So your skills should be very like, you know, uh, simple in terms of this skill only does, uh, read the intake and brush it up. This skill is only for scheduling. It finds the time in my calendar and schedules. So that. That's very important. You can write the prompt that will have multiple skills on it. That's how I did for my uh, for example, um, tone of voice. It has Alice on a voice. My um, imperfect English, of course. Because if you see my um, my LinkedIn post is perfect English. So no, it's not me. Even not my AI. So but I use multiple skills inside. Like for example, uh, delete AI Words are inside my voice skill as well. Yeah. So because it's um, uh,

Speaker C: stop, press a second There. So multiple skills within a single skill. So this is like a nested prompt, isn't it? So basically, um, I can set up uh, your example, eliminate AI speech, um, in any copy I produce. And that's the skill in my library. And then I can basically invoke that skill within a new skill I create, um, and then basically pull it in. Okay, good. Is that clear for everyone by the way? I think so, yeah.

Speaker B: It does make sense. Sorry, I will get back. So uh, you can enter from here as well. Um, it really makes sense um, because you sometimes don't remember there's complex things. For example, first you read the intake but then uh, wake up the skill that is going to create the sourcing strategy. So it makes sense. It's like a small little automations within each other. Um, another way you of course can create this cloth. But one of my favorite ways, I don't know. Adrienne, have you tried this or not? And uh, have you tried it?

Speaker A: I haven't tried it, but I really want to do it. I wanted to like track something by doing that today on LinkedIn. Is it good?

Speaker B: It's good. So basically um, recording uh, your screen, um, um, be careful of course because it gives access to all your computer and um. Uh, yeah. So what you do, like let's say you completing the regular task that you do, let's say it's going to be sourcing. Like you open one website, you take this, you put this or you work with your invoices or you work with Excel files, something repetitive, especially with reports. So you record uh, your screen and then cloud building the skill out of it and test it, what it was good at it completely repeating what you're doing, this clicking. So if there is something that you have to click many times, um, take things from one place to another one. This is a perfect way to do it.

Speaker C: Okay, so let's say I've. I've got a spreadsheet. Um, I manually check for data entry on that. Um, I need to update it and just correct. You know, let's say I need to remove uh, all the caps, lock on the, on all the text forms in the. In. In the spreadsheet. The way you can do it with this is record your screen, do it once, do that action once. Claude will read that and then think, all right, this dude basically wants lowercase and all of this the text. And then in future you invoke the skill. Um, and I guess you want, you then got to point it to the spreadsheet. How does that Work.

Speaker B: Yeah. So um, this is a, ah, next step that I really uh, would recommend people before you start with anything like ChatGPT or Claude, uh, create a folder on your computer that will have um, uh, the necessary documents. Let's say this Excel file will be in special folder and uh, I don't know, maybe you download some CSV or anything, um, and you give access to cloth to that folder so that the skill can be executed. Does it make sense?

Speaker C: Yeah. So you basically almost create. It's not a true sandbox, but you basically create a kind of a pseudo sandbox and say look on this folder, this file, this is the place where you've got to just look at stuff. Please don't use scrutinize those other spreadsheets I have uh, that might contain information I don't need you to see.

Speaker B: Uh, or you can create a project and I will. Yeah, you see some of m. My private project like anti aging. Yes, I do that too. So

Speaker C: I've had a collapse in the last 12 months. I look terrible

Speaker B: like my bookshelf and stuff. So yeah, sorry uh, for like showcasing the things as well. But um, project uh, uh, it's like your friend that remembers everything, uh, you told your friend. Uh, but it's powered with uh. It has access to any skill. So basically you can um, uh, get the skill in any chat, in any project and um, uh yeah, it's just um, uh, uh, like a folder with all the context and you talk to this folder and uh, yeah, this is how you can also eliminate repetitive tasks. And I think I um, don't want to like talk. Talk a lot. A lot. But um, sourcing is one of the uh, most uh, popular requests. So let me probably just showcase it quickly, should I?

Speaker C: Yep.

Speaker B: Okay. So um, sourcing always um, be careful because yeah, anything LinkedIn related you have to be careful. And I would not like recommend to use LLMs for sourcing in general, um for the purposes of, of uh, you know, in countries like uh, Europe with GDPR and et cetera. So you, you still get some, some data that probably you're not supposed to get. Right. So always be mindful about that and when you reach out to candidates, always mention how to find their profiles. It's like a hygiene um, that uh, we have to follow. But if you're curious to do maybe like some like um, a quick search, uh, and quick sourcing, um, for very niche and like difficult roles, something like this. Um, there is an easy way, a nice way to do it, um, using connectors and people Were mentioning EXA in the chat. Um, and it is, it has a free uh, tier. But um, if you use it extensively, uh, you can just run out of the credits. Uh, also like if you do a lot of sources, so it's not completely free. Um, there are free sourcing, um, um, uh, web searching tools. Like I think parallel search is free. It's part of the cloth library. But yeah, if you need something like a little bit like uh, more deep. EXA is the one. Um, Exa, um, uh, AI is um, the connector that you need to uh, give access to, uh, at your cloth. So you go to connectors, uh, you find exa and then you connect uh, to cloud. It will ask you to create an account with exa and you choose the free plan just to give an idea. A free plan is enough to source. Maybe um, let's say up to fifty, uh, hundred profiles a day, something like this. So I think with a free tier it's okay, but if you do more. So yeah, be mindful. And it also depends what information you're asking for. So you get the connector and then you go to uh, the uh, the search. And here you can just uh, say, hey, use exit to source. Uh, um, uh, if you can do this. So I can do the live demo. That's, that's. Everyone wants to because I don't see the screen. So how. Tell me if I should do the live demo?

Speaker C: I don't know folks, are you interested in seeing a live demo from Allah? Let me know in the comments. Let her know in the comments. Good. Damn it. Um, and by the way folks, um, I really appreciate everyone getting active, engaged in this. Um, if you're watching us on LinkedIn, um, I'll also contribute. We've got people monitoring the comments on there. Everyone's. Yes, of course, that's a rhetorical question, folks.

Speaker B: Yeah, yeah, I'm ready to show because I already run the search. So

Speaker C: I just to want, want to prove there's like hundreds of people watching this because you can always. Ah, I don't trust the numbers, but I do trust people's comments. I mean that's definitely happening. Right? So, um, okay, what are we looking at here, Ala?

Speaker B: Yeah, so I already did the uh, research on the role that's uh, like just random. Somebody asked me to make it as an example. So um, this, this just a copy from the job description online. Um, and uh, what I'm asking is like use exa, AI, um, uh, find candidates only in uh, the Netherlands and add their titles, add their location and uh also um, uh, like explain why you think it's a fit and also give me some you know, gaps on the job description versus the uh, profile information, the uh, source you're getting it from. And it's also if you ask, you can also ask to draft the reach out as well. So and that's basically the file you get um, after you source. And uh, you can do. Yeah, it's already did the outreach. You can also do the shortlist of candidates that you would like to start with. Um, yeah and uh, they're the long list um, with candidates. So basically that was all done from just asking AI, hey, this is the job description. Uh, use EXA to find let's say 20 profiles. Add the reach out, add the wider fit and um. Yeah so and you, you can do uh, some other things M. Uh from there. So I will stop sharing. But that's the sourcing, the easiest source in how everybody is doing it right now.

Speaker C: Okay, fantastic stuff. And tell me what the difference here between APIs and MCP. So basically APIs I think we understand right? Basically it's, it's a way in which different software uh, systems. It's a protocol that basically communicates with different software systems. Um, so what is MCP and why do we need an MCP instead of an API? Ah,

Speaker B: um, because you're basically connecting uh, the tools between each other and you allowing the tools to talk to each other. So let's say you have your applicant tracking system. You um, can have API basically um, to try to write maybe some customized things. Something that is only internal, internal available like uh, some, some kind of um, uh only for internal usage. But with mcp, let's say you get um, you get your ATS connected to um, I don't know, like Greenhouse, um, allowing Metaview to, to use the mcp. So that's uh, both tools can use the benefits of each other. I don't know if you have a different um. Ah,

Speaker A: chatgpt what the difference between API and MCP is because it's, it's nuanced. Um, yeah, they both allow them to talk to each other. That was my understanding. I thought MCP was, was it discovers it can connect more and have them talking to each other where API would be like unidirectional. But I'm not 100% sure on that.

Speaker C: Yeah folks, API specific Jonathan Duarte, he's coming in with some great chat there by the way. Follow Jonathan. Uh, he's always, always hilarious online as well. I mean the do it for the comedy as well as for the value guys. Um, okay, you mentioned Greenhouse, by the way. And, and I should actually do a quick stop check because we have to thank our sponsors because

Speaker B: I'm your co host here.

Speaker C: Without our sponsors, basically Brain Food Live cannot come, uh, and do this every week. Um, and Greenhouse have been one of the amazing companies that have always sponsored, um, uh, and supported this newsletter and uh, basically these webinars, they are of course one of the leading ATSs out there on the market have been for the last 10 years or more. And they're constantly pumping out some really interesting innovations. I think, um, they've got something really exciting under the pipe. In fact, I'm, I'm not sure whether I'm even able to say it, uh, so I can't really say too much right now. Uh, but I do recommend you keep an eye on their announcements. Um, because, um, they're going to do some, I think very significant moves in terms of their product development and their wider product vision. Follow Daniel Chait, their CEO. He's um, a person that talks very publicly. He's pretty much like founder led marketing style person, um, that if you want to know where recruitment tech is going, someone, uh, you should follow. In the meantime, um, I'm sharing a link with you. They published a really interesting guidebook on what questions you need to ask your vendors when you're looking at making big decisions in terms of software purchases. Um, so do check that out. Uh, it's going to give you a bench, sort of a bunch of things you need to keep in mind, um, before you get sort of bedazzled by uh, uh, brilliant demos and so on. Okay, cool. Right. Um, what else we thought about, we talked about projects, we've talked about connectors, we've talked about skills. Um, how do we sort of actually go to you on this, Adriano, because you're speaking to companies and functions. Um, and um, I want us to, basically I want you to give us a little bit of a view as to where you feel the, the median company is right now. And I'm assuming people who reach out to you, uh, are probably a, uh, little bit sensitive to the idea. Hey, we need to move forward. So they're kind of maybe a little bit, I wouldn't say ahead, but they're above the, the median line, I guess. But where are they usually with. With the AI enablement in ta.

Speaker A: Yeah, it's, um, it's funny, I, I had it prepared just in case, but you've asked me, so it's awesome. Um, we Did a, like a survey on, on LinkedIn a few weeks ago. We've had 162 self reported filled in. Most of them were heads off, um, some somewhat ICs all in house, um, across various stages of business. And we um. This is a self, we created this leveling. It's not a codified leveling that anyone agrees with apart from what we've done with learning and speaking to people. So we did like four levels. So the first level was um, ad hoc. So it's individual use. You've got one super user, uh other people don't use it. There is a tool available to the team. Uh level two would be experimenting. So there's been some tools tested. Uh methods vary but they seem there's some level of like sharing of knowledge. And then the three and four are uh, when you get to like okay things are starting to kind of be connected a bit. So level three we defined as operationalized which is shared workflows and manual handovers. And then level four would be orchestrated which is connected workflows um, talking to each other with human oversight. So that's like the you know, the north star nirvana. Um, yeah. 162, 89 were at level one or two so ad hoc or experimenting. Um and 69% were. This was, this was when we ran, we did them initially on call and then we just did a self serve survey and what was interesting was some were, had an amazing stack, everyone had Claude, everybody had like lots of tokens uh given to them. But there was no unified way of using AI and or shared way of uh, shared knowledge. Never uh mind the legal uh blockers for some of the larger businesses. The main thing was there was no like codified best practice of, of AI tools are there. People don't know how to use it, they don't know how to share that knowledge. So that was the main thing. And also when you ask them what do you want to achieve with AI in the next 12 months? Not many have thought about how to measure its impact. Um, so it's yeah it's quite far. Let's say we're very early stages based on so the

Speaker C: message I'm hearing from you by the way again Adriano, you if, if that report, I

Speaker A: can share

Speaker C: that. Yeah,

Speaker A: I posted the findings earlier in the week but I'll share it, I'll share it again. It's on, it's on my feed. There's no, it's uh, not hidden, there's no guard, there's no, what's the word? I Don't even know the word. It's not gated.

Speaker C: Gate. Yeah, share it in. Share it in the chat, mate, because people love to see that. And the reason why that's important, folks, is because I don't feel as if you're behind, ahead or whatever. You know, the

Speaker A: worst

Speaker C: thing you can do is feel this way, understand that this is all a journey. We're all on the journey. Uh, and we're going to be, you know, uh, up and down, forward and back. There'll be a breakthrough and then, you know, the. The method of progress is really this jagged line that we're all going to get towards. So no panic. Although let's understand the urgency because we have the opportunity to get significantly better and faster. We should. We should grab it. Um,

Speaker A: yeah, yeah, okay. Everyone's. Everyone's feeling the same home. You're right. They're all like, oh, my God, I'm losing out to m my peers. But you're right, that's not the case.

Speaker C: Okay. I love the progression. I want to get your take on this as well. Um, and here's where I put this on a slide deck recently. Um, and this again was from the dialogues I've been having with different types of companies. Um, and I think they map quite accurately to Adriano's four level tier. So number one is basically individual experimentation. So we've got individuals that are using Claude. You're doing stuff like we've just seen. So maybe you individually might be quite advanced, but you're not coordinating with anybody else necessarily. And we might all independently be doing different things. Um, so that's a natural state of phase one of AI adoption. Uh, phase two is when you are starting to share stuff. So maybe there's an internal marketplace, perhaps you. You kind of all share a bunch of things that you've done and you have a weekly, hey, what's working this week, folks? And you start selecting certain things. We've seen, uh, a library of skills. It seems that those can be shared internally within team. Right. So that you can imagine a scenario where, oh, actually, Adriano's got a better way of doing this than I did. I'm going to delete mine. I'm going to adopt Adriano. So stage two is that coordination. Uh, stage three is when maybe you start to say, right, there is like a single winner sort of say on this thing, but we're going to roll it out across, um, the entire function. And this is like codified as to how you use it. You don't actually do more vibe coding. This is the way it is. Maybe it even gets rebuilt by technical people, um, that can look at all of the issues that you're doing, make sure the guardrails are there and then advance it and scale it out and then sort of tier 4 I guess is along those lines. I'm not sure whether in my framework it fits into the tier four, but um, uh, maybe, maybe it goes external at that point. Who knows? Um, you know, you contribute something that is a little bit more open source to say this is, this is how it works. Um, but yeah, anyway, Ala Pavlova, your take on things and when you're training companies and training people, um, what's the sort of uh, level we're at right now and, and where do you think, like where do you think we're going to be in 12 months time? Um, if we progress the way that we've been doing so far.

Speaker B: Yeah, um, thanks so much. I think shareable um, resources internally is really, really powerful. Especially um, the onboarding part or um, I know that some companies they use um, uh, Gemini Notebook, uh, for um, like a library. So anyone external can just um, join and read a lot of files. But you know why it's so powerful? Because you can uh, talk to the documentation. So you remember the times when you joined the company and they have like um, like five books for you to read. Uh, but like you can't talk to the books until you read them. So I think that technologies are super helpful. Let's say you create a project in cloud, you upload all the context. This is how we interview. This is how we um, decide what is good. Looks like this is our outreaches. And then I as a newcomer can just, just ask ChatGPT instead of being like you know, flashing like with red cheeks, coming to somebody like asking can I ask you stupid question and this kind of things. So I think that's reduces. No, it's um. Yeah it was Notebook alum. Now it's called the Gemini uh, notebook. So um, but similar works with projects. Although one thing, if you're a personal user and you create something that you share, please be careful because there are a lot of things in like you know that you share goes to the Internet. So I don't know if you know, but if you like the chat, um, let's say if you give thumbs up, thumbs down, um, uh, in clothes, the uh, whole chat is sent to um, the customer service team. So to check it out. So, so whenever you share something. Yeah Adriana, I'm happy so you learn it from Me. So please, um, whenever you

Speaker A: start deleting chat, do they, do they. If I delete them, does it delete on their side as well? I don't want them knowing about.

Speaker B: Yeah,

Speaker C: I don't think it does. I don't think it's even possible to do so. This is a really important point that's worth like underlining. I think Shruni mentioned it in the chat as well. Uh, we in recruitment, I think we're quite sort of uh, new to all of this, but we need to start learning about what it is to have local AI on premise AI, maybe even air gapped AI at some point. Um, because we are using intelligence that's not owned by us. Um, it's actually owned by a company that's a profit making business, um, that in fact may turn it into, into a duopoly at some point. Um, at which point um, do we want to have that? And secondly, we've already seen evidence and Adriana, you intimated ah, about this in guardrails, we've already had evidence of things like um, sort of refusal to do work, um, because of guardrails that may be right or wrong. But who set those guardrails and who appointed you as the paternal sort of overseer of what's good or bad? Ah, number two, there's also model rerouting, often undisclosed. So you might be a paying customer to a model that you think is the best. But you know what, there's evidence that they reroute you to something that's cheaper and they've given you like a poorer service. Okay, what's our take on this? Thirdly, do you want to put all of your IP into a service, um, that presumably will be providing that intelligence to your competitors as well? You know, if you are saying, hey, I'm a recruitment company, I want to do, I want to open a market in this territory, here's all of my sort of strategies to do that. You put it all into a cloud based vended uh, solution, uh, online Claude, whatever it is, open, uh, AI Claude, OpenAI, whoever it is, is going to learn how to all that information. It's going to provide you with the best answer. However, competitor number two might ask the same question. What it's going to do, it's not going to withhold the information I've put up there. Um, it's learned, it's developed, the intelligence has improved, I have trained it and it's going to give value to your competitor. Uh, so at some point folks, we need to move to open source on Premise AI. I hope that's the future we are going to go toward. But we need to support it whenever we see that argument. This is one of the reasons why we need to endorse it. Okay, um, run over folks to

Speaker B: finish the thoughts. Yeah, I'm sorry, um, I think I got you very excited about the compliance, the, the, the chart, uh, privacy things when you share but uh, to finish the thought when I see us. So one important thing that I would encourage everybody to click on all the buttons like uh, know what's the artifact, you know what is, you know why, what's the difference between connect and plugin? And that's gonna something that I think we need to all um, you know, attest the tools, uh, uh, no matter what. But also I would like everybody to encourage to use code code. Please do not think it's only for developers. Just try it. I might. I make such a funny nice dashboards like M. I created Attention Dashboard for myself because I have, I have really a lot of um, emails, subscriptions, newsletters. I just can't get my attention focused. So I think if I didn't have ADHD before so I made nice having it now with all the things that come in my way with information. So Attention Board helps me to focus on the things. So um, and it's very easy to build with cloud code. Go to code code, explain what you want to build and it's going to wipe code for you and you can ask questions. So please don't be afraid to click on that button.

Speaker C: Yeah. And folks, would Claude code be a very good sort of episode two for this. Let us know in the comments whether that would be a good exercise because I immediately feel a bit terrified. But then I kind of am aware of a few people that I don't think are any more complicated than uh, I am and uh, they dive into claw code, they're producing apps, they're producing bits of software and this is the vibe coding sort of journey we're in. And I think vibe coding does have a role to play particularly when it comes to personal productivity. Uh, definitely when it comes to personal sort of uh, marketing and content generation. Um, but also I think again we tie it back to um, eventually to on premise and localized AI and then suddenly maybe you can vibe code with a lot more confidence because basically it's stuff that doesn't leave your computer. Okay. Uh, lots of people saying yes to this, which is great. Yeah.

Speaker B: We have to

Speaker C: do before, before we go to the M. Coming immediately to the end of the show which is super fast. Um, but we've got to talk about sort of, uh, AI agents here. Um, so all of the things we've talked about so far, um, it's still very much a human being making operations. Um, and I'm like clicking the buttons and saying, I want you to do this, that and the other. Um, where do AI agents come in? Um, and, and, you know, how do I, how do I, you know? Uh, let's say there's a process. There's a, uh, there's a, there's that sequence that. On the Adriana's one pager. How do I set like a digital. Hung on to do that.

Speaker A: Shall I go on on that? Okay. Um, I think agents, I think we can get wrapped up in the meta language of skill, uh, agent workflow. Like it, an agent is just a collection of tasks, uh, where it can make some element of judgment across those tasks to finish that task. There are multiple stages, right? So skill would be like multiple prompts. And it's, it's fixed. An agent will have some kind of decision tree, but you've got, you've coded that in already. But ultimately it's just a more complex task you're trying to get it to do. And you can literally, like Allah was saying, it's, it's go to. Go to Claude code or even, even co work. It still does wipe coding for you, um, and tell it what you want to achieve, no matter how ambitious it is. And it will build the agent for you. And then you built an agent. So like, it's, it's, it's really like the meta language is almost irrelevant now. It's like, okay, what's your task? What's your objective? Give it the theory behind which to achieve that objective properly. So, like, a lot of the tools that I've seen are excellent at finding. Let's for example, sourcing, because a lot of people are talking about it. Um, they're excellent at finding those 20 profiles that are really high signal that keywords are really updated. Right? I'm like, I'm in fintech. I use react. I'm, uh, a senior principal. Um, or if it's sales, like I'm in president's club, whatever it may be. They're easy to find against the spec. And sourcing tools are good to find that, but they're getting pounded by everyone because they match a proof. And so, yes, you want to find them quickly, but they're going to be hard to convert. A good recruiter knows, all right, they work with another 10 people in that business, they haven't updated their profile ever. I'm going to also ping their colleagues who don't mention anything on their profile. So I think like teaching the agent this knowledge is where you're going to get the biggest unlock because the build is no longer the barrier so that you like. So that that's my, that's my takeaway on agents. It's like go there, I want to achieve this. There's multiple steps. Walk me through it. Great. Technically it's possible but what's the theory that underpins that? Quality output.

Speaker C: Yeah really interesting. Um from. From my side though like I'm an ignoramus right. So I've actually deliberately kept myself ignorant um uh the purely suck and ask them questions with authenticity. Um this is the sacrifice I make to the community. So where do I

Speaker A: find this? I'm it's good framing. I love the framing.

Speaker C: Where do I find this AI agent? Like I'm on Claude. Allah. I um want to create an agent that does all this. Like how do I do that?

Speaker B: Yeah let me unmute myself. So when people uh like talk about uh agents so I also would like to see what they mean by that because automations that CLAUDE allows you to do immediately it's a ah scheduled task and I'm curious if anyone tried to do scheduled tasks because this is something that's like I think to build like real agents I will need some time so I think I can't be put on spot like this because I have to think of the what's problem it is solved what access I need to give it because if you want things fully automated um so um, uh for example you want like a scheduling agent. So this, this agent needs to have access to your um calendar and your uh probably Gmail and maybe you also want to give access to um something else where it's taking the information. So um, I would love to hear in the comments what type of agent you want to have because again agents um like um. Let's say like charge GPT they have um dots. If anyone tried dots I don't know Adriana, have you tried dots because you just came back to ChatGPT.

Speaker A: Uh no, I don't have the enterprise plan apparently it's just for those but yeah it's annoying

Speaker B: so yeah scheduling uh agent I see people wants to. So um, uh the uh. I think CLAUDE is soon going to have their own agent so I don't know for which plan so we will see that as well. But if you're looking for um agents immediately to try and to test it I would suggest maybe people can play with Crocbot. Although I know that's like always controversial everything related to uh, uh, Elon and everything so. But I would definitely. I saw a lot of uh agents uh automations built a strong bot. But if you go to cloud and you go to schedule tasks, um, I can show a very quick example of one of the two uh tasks that I have. It's related to creating content. Um, uh, just a quick uh share of the screen. Uh, I see people asking for agent built live. So we can do it. I uh, mean if you allow. But it, it's, it's ah yeah. So we, we can really. I

Speaker C: wonder whether you can live stream it properly though. Um, but

Speaker B: it's a bit time. Yeah. So you have

Speaker C: to.

Speaker B: Yeah so yeah. So one of the, one of the things like I use my tone of voice as a skill and I have the schedule task I will show you. You go to schedule, you click on a new task and you create it and then it runs automatically. Like I'm looking for um, to see what, who is hiring ah, like daily ah market ideas. But for example one for content. Let's say I want to create content um, like regularly post on LinkedIn but I want it to be already like written in my style and this is, this is doing for me every day it generates three posts like uh, it's using exa to scrape um information uh from the Internet to find what's, what's good, what's not. And so then it's suggesting me and then I have every day some ideas to post. It's automated and what my next step could be that I just go and connect it with my um, uh like social media and get it uh, get it out. So without um, probably me checking. But I will not do it. I will check still because I'm control freak.

Speaker C: No, I think there's a couple of things that I mean we don't have the time to do it all here today but definitely let's do how to build an agent or how to use an agent. As you mentioned, Grockbots out there, Muse is out there, Dots is out there. Um, the way some agents have vended to us. So we may be able to, to crack through and use some of those. Um, and uh, and yeah, how do we use claw code? Maybe there's another fork in the trees. Another episode. Folks, um, uh, before we leave you, there's a couple of things that we shouldn't forget. Ah, firstly bring food. Live of course has to come off air. Ah, it's very frustrating. So sometimes when we have such a great conversation but uh, we are over time already. Um, so um, what. One thing that I think is really important though is to make sure that a uh, brain food not only starts conversations but makes them continue or enables them to continue. Um, and there's no better way to learn than to connect with other people who are on this show. Make sure that you know, you can extend this conversation when we do have to go off air. Uh, so the way in which to do that is very straightforward. Just grab your LinkedIn URL, uh, share it in the chat stream. If you're watching this on crowdcast, if you're watching this on any of the linkedins, just do the same. Uh, ah, from there put it in your uh, LinkedIn URL as a comment and then just connect with everyone who's just done the same. Um, uh, basically you can take as read, um, that there's permission for you to connect with those people once they've publicly shared this thing. Um, and of course one thing you'll know is that everyone who, who's done that basically is into this idea. So go ahead and break out and have a separate conversation. Create your own group talk about it. Hopefully it'll accelerate your learning as you go through. Uh, there's no point in trying to, well there's point in trying to do it yourself, of course there is. But uh, there's also value in just going faster with other people. Okay, that's it. Um, Adriana Herdman, Alla Pavlova, thank you so much for your time. Brilliant. Learned. Uh, I've learned tons on this. So uh, fantastic for you to share your knowledge for us. Really do appreciate it. It's uh, also given me a few ideas to what to do for, for early, early next year. We're already looking into how that looks. Um, the uh, brief food live of course we're in the final sprint. Uh, we've got another, I think six more episodes to go. If you're interested in any of those, please take a look at the channel. They're all up there now. Most of it is going to be look back review of the uh, year. Um, so we're at the point now where we want to just say okay, what the heck has happened in recruitment in 2026? Um, and the last five shows is going to be focused on that. So we're going to talk about sourcing, sourcing agents. We're going to talk about talent acquisition, talent attraction. We're going to be Talking about talent ops and workflow automation. So a lot of this stuff will come back in and then we're going to have a big overview at the very end where we're going to get some, uh, thought leaders, quote unquote, uh, to say, okay, what is the verdict on recruitment in 2026? Uh, and that's the last show of the year, so make sure you join that. You can sign up to any of these shows. Now, uh, next week is going to be Geo. What do we know? Um, so how do you show up on artificial generated summaries? Um, I don't know whether you know folks, but basically there's been a massive spike of the, uh, sort of amount of times in which your, your, your, your, in your inquiry on Google is triggering an AI summary. I think previously six months ago, it's something like 30 of your inquiries would produce it. Now it's up to 80%. And you can imagine in the future it's going to be 100. So people are going to search, uh, put a search in there. Who is the best company to work for in this sector. Bang, you're going to be an AI summary up there. And how do you get your brand in there? How do you get your job in there? Uh, how do you make sure the words that are being commented on you, uh, what you want, uh, the AI to say? Um, that is something we're going to talk about next week on Friday, so make sure you tune in for that. Okay? That's it folks. Enough for me. Thanks to Allah. Thanks to Adriano. Thanks everybody. We'll see you next week.

Speaker B: Thanks so much.

Speaker A: Thanks, Bye.

Speaker B: Bye.

Speaker C: Cool. All right, guys, that's it. Well done. Um, so many

Speaker B: questions.

Speaker C: No, so many people watching it. It's legit. There's tons of people. This is why you can see on the comments. Um, so hundreds of people watching this, which is fantastic, shout out to people like Joe Atkinson, by the way. And, uh, uh, Andrea Lungulescu, I think, also pumped this, um, to help, uh, get people signing up, which is fantastic. Um, and, and yeah, thanks to you too for coming in and sharing the knowledge. It's been brilliant,

Speaker B: of course. Thanks so much. Um,

Speaker C: all right, I'm gonna end

Speaker A: so much.

Speaker C: All right, you have a good weekend. I'll see you soon.

Speaker A: Thank you. Good weekend, guys. See you later. Bye.

Speaker B: Thanks so much. Bye. Bye. I think you're still recording.