The Breakthrough Hiring Show: Recruiting and Talent Acquisition Conversations
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The Breakthrough Hiring Show: Recruiting and Talent Acquisition Conversations
EP 166: The Future of recruitment technology and automation for the Staffing and Recruiting industry with Sean Mallapurkar, CEO of Recruit CRM
Sean Mallapurkar joins host James Mackey to discuss the pivotal role technology is playing in shaping the future of staffing. Sean shares his remarkable journey from launching Recruit CRM to growing it into a global organization. Sean and James explore how recruitment professionals can benefit from integrating various technological solutions to streamline their processes and enhance their overall efficiency.
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Hello, welcome to the Breakthrough Hiring Show. I'm your host, James Mackey. Today, we're joined by Sean Malapukar. Sean, welcome to the show. Thanks, james, and we're very excited to host you today.
Speaker 1:We're gonna have a lot of fun talking, I think, just about recruiting technology and how it's impacting the staffing and recruiting industry and other industries as well, and hopefully this will be a very informative episode for our audience If you're looking for the latest trends and technologies out there in the way that leaders are thinking about the evolution of tech and product within the space. So anyways, sean, to kick us off, we'd love to learn more about you. Maybe we could start with your background and you could get into telling us a little bit about the founding of CRM afterward and you could get into telling us a little bit about the founding of Recruit CRM afterward?
Speaker 2:Absolutely, and, james, it's an absolute pleasure to be here, just for the audience to know. Like fun story, I pitched James Recruit CRM when we just launched a year into us launching in like 2019. We launched in 2018. And I send them like personal videos and messages and stuff. So it's awesome to finally get to be in front of him face to face Obviously not selling our product anymore and just talk about the journey from that point to now as well is incredible.
Speaker 2:So just a few quick stats on Recruit CRM and who we are. Recruit CRM is an ATS and CRM plus everything system for recruiting and staffing firms. We do everything from helping recruiting and staffing firms run their customer relationships, their candidate relationships, pipeline management, generating executive search reports, publishing jobs on their website, publishing jobs on over 2000 job boards across the world, setting up advanced analytics and customer reporting, managing their website if I didn't mention that already. Setting up Zapier-like workflow automation so we can help you integrate all the tools you use to each other. And also helping you message people on LinkedIn view messages that your colleagues are sending to people on LinkedIn right on one platform in one CRM. So the idea is we help you do everything that a recruitment firm needs in one place.
Speaker 2:The reason I got into this is not by choice, so I didn't choose to be a recruitment entrepreneur, I was forced so when I was five years old. From the time I was five years old, my dad worked for a recruiting and staffing firm. My dad used to be the CEO of Runstud's India business. If you're not on video, I'm Indian. I look very Indian and growing up, dad was part of Runstud. As they grew from 80, 90 consultants to a couple thousand consultants. They paid him well for doing that job. He used that money to pay for my ripoff American college education.
Speaker 2:And as I graduated from college and ran a failed startup in the Bay Area right after graduating, my dad called me and he basically said I'm starting a tech company and since I paid for college, you're my slave. And so I and dad started Recruit CRM together because he had subject matter expertise and he needed someone who understood tech to come in and help him build that product. Since then, the two of us have bootstrapped Recruit CRM from the two of us to just under 200 people on our team. We serve just under 2000 recruiting and staffing businesses and a few corporations and private equity firms across the world, and they're spread across 103 countries, and that's who we are. The one thing we're most proud of is, in the whole journey from zero to like circa 10 million in subscriptions, we have never raised a dollar of debt or equity. It's a completely family-owned software business producing a few million in profit every year, which is probably rare for software businesses, and I'm based out of Dubai.
Speaker 1:That's incredible. It's a huge success story. It's really impressive and I'm looking forward to learning more about what you've built. And you've certainly developed quite the brand and reputation, and I know a lot of folks in the staffing and recruiting industry have certainly either worked with you or heard of you or currently considering you, and it sounds like your team just continues to pick up momentum, which is pretty cool.
Speaker 2:Yeah, we're outside of maybe one or two products that are in the market. We have the most engineers on our team as well. So of the 200 people we have on our team, over 90 are software engineers, and if you add product managers and UI developers on top of that, it's like 55 to 60% of our team. So we're constantly churning out features. We literally launch or make between 50 to 20 releases a month, so there's always a new update. That's what helps us stay on top of our game.
Speaker 1:Okay, well, I'm excited to learn more about those and I have been going through your website and I did before this recording as well just to try to get a feel for what you do and the company has grown so much. You have a pretty significant product suite. It looks like I love it. I don't know if you would consider it more of an all-in-one play, but it seems that, yeah, I'm seeing a lot of the most successful companies in recruiting technology whether it's in-house corporate teams or staffing start to go in that direction, and the level of sophistication with these all-in-one products are much better than the all-in-one solutions we were seeing on the market five, 10 years ago. So it's a very compelling use case for sure. I wanted to get an overview on your primary product offerings. I know it's applicant tracking system, crm, but maybe could you break down the different products and the high level workflow of what your product does.
Speaker 2:Absolutely so. The core of the platform, which is probably, if we have five or six products, the flagship, ats and CRM is, let's say, 70% of the feature set right, and the ATS and CRM is essentially the full forms are applicant tracking system. Crm is customer relationship management system, but basically what it does is it helps you manage candidates, clients, client contacts, jobs and deals in one place, along with all of your tasks, meetings, emails, linkedin messages, outbound sequences so you don't need a separate tool like outreach and voice over IP. So you can actually buy phone numbers from us, that you can register those phone numbers to different users on your team and then they can make phone calls using our mobile app or the computer to candidates or clients or receive phone calls that are all recorded, transcripted and AI summarized. So it's not just an ATS or CRM system, it is everything. So people use our system to go to LinkedIn, source candidates or source clients, put them in the system, format resumes and CVs, so we reformat documents for people. You can put candidates or client into email sequences. You can message people on LinkedIn from within Recruit CRM. You can then call them and record and transcribe those calls with candidates or clients, whether it's picking up a job description from a client or having a conversation with a candidate about what they're looking for, and so you're able to understand that without having to listen to the entire call recording, because it's summarized. We give you Kanban boards so you can look at a Kanban board of revenue opportunities or deals or leads you're talking to, or candidates within different stages within a specific job, within all jobs a consultant is working on, or all jobs with a client. You can then send the client candidates, either via email with attachments or via a portal where the client can log in and actually look at candidates and give you feedback and even send you new requisitions or jobs to work on. So there's the two-way communication there.
Speaker 2:Then you commission calculations, reports, analytics on that data, and then a lot of our product or add-on suite is built through partnerships. So we've partnered with a lot of companies. Like for analytics, we've partnered with a company called Metabase, where you're able to actually get Metabase analytics within Recruit CRM. So when you get a lot of CRM products, what happens is most of the times you have to run analytics separately on an advanced analytics platform like a Power BI or a Tableau or a Looker, and you have to take all the data from your CRM and you need to figure out some way usually through APIs if you need it to be live, to put it in a data warehouse and then run an analytics tool on top of it.
Speaker 2:What we've done is we've licensed an analytics tool, put it into Recruit CRM, into a window inside Recruit CRM, gotten BI analysts, trained them on staffing and recruiting use cases and then told our customers we've already taken your data, it's already in a world-class analytics platform. And then here are people who are going to help you build whatever reports you want. You can put them on a TV, do gamification, like anything and everything Same with workflow automation. So we've worked with a company called Workato, which is similar to Zapier but more enterprise, and we basically embedded it within Recruit CRM and we go to our customers and we say, hey, instead of going buying Zapier, get this through us at a very similar price.
Speaker 2:But we will give you experts on our team who have set up automations for recruitment agencies who will help you set up best practices, everything from if you submit a candidate to a client, if they don't react within two days, send the recruiter a notification to follow up with them, or send the client a notification If a candidate is stuck in a specific hiring stage for more than a certain amount of days. Give the recruiter a notification Every time you make a placement. Once the person joins, send them a survey. If they respond to the survey as being super happy, send them another form to give you, like a Google review. Create a DocuSign contract, stuff that can help you basically run your business better, plus just pushing data into other tools you need. So this is stuff we do on top of the traditional ATS and CRM. And then we work with a company called Wong for multi-posting, where you can buy ads or even place ads on over 2000 job boards across the world and stuff like that.
Speaker 1:So, with these different partnerships, are they signing agreements with your partners or does all the contract run through you?
Speaker 2:Everything runs through us.
Speaker 2:So you have one customer success manager, you have one contract, which is with Recruit CRM, and you basically just take an add-ons into your subscription with us, like when you buy the product. Even there, in a couple of months we're introducing an all-in-one plan That'll be a little more expensive but include everything. So you don't have to separately choose and pick and get your procurement team to approve different add-ons six months later. And yeah, and the only thing is depending on which product you're using, specifically the technical products, let's say, advanced analytics or workflow automation we have different people within our team who are trained to implement those who also get who the CSM also brings in to help you implement those parts of the product.
Speaker 2:But you're never talking to like. If there's a problem in any of these products, you talk to us. You don't have to talk to each sub-vendor. So you as a 10% agency or 20% agency doesn't have to buy analytics separately and then set up your own Zaps and Zapier and then set up Recruit CRM and then figure out the API link to your website and then, if something breaks, continuously reach out to four different people to figure out what works and what doesn't.
Speaker 1:We just do everything and then are you targeting the entire different customer sizes within staffing and recruiting, so SMB to enterprise, or do you have a sweet spot?
Speaker 2:So it's largely I'd say mostly SMB to mid markets where customers range from one user to like 250, 300 users.
Speaker 2:We don't have the 5,000 user Like. When I say, when you say enterprise, I think of Hayes and Michael Page. Sure, hayes is a customer, though, actually, while I say that. But we're an approved vendor for Hayes RPOs, which means that is specifically in the European Union, in the EU. So if Hayes is an RPO with, let say, klm, the airline they bring us in and then we deploy it for one project, for one of their offices or something. But it's not like a massive partnership. Or Volkswagen is one of our customers who has 50 consultants using us to recruit for Porsche, audi, lamborghini and so on, but even it's not like a. It's like a corporate recruitment team recruiting for their brand.
Speaker 1:Yeah, it's almost set up in a different, like an agency perspective. Yes, exactly.
Speaker 2:It's like they charge them fees too, cause like they, they, the core, the, the, the subsidiary that does this charges and invoice to each brand separately, because they all have their own PNLs and they want to make sure that there's ROI on this, so they even build them, so it's literally like an agency. It's just the money flows back to the same pocket. Like it's interesting, it's all within the same shareholding group, but yeah, yeah, let's.
Speaker 1:And then are you saying it sounds like you mentioned that you have a fair amount of executive search firms yeah about I'd say 30.
Speaker 2:So 30 of our customers, 25 to 30 of our customers are pure retained executive search firms, so so they're like they only work on retainers, only exclusive that type. Other 40 to 50% do some exec search, but they're mostly not retained.
Speaker 2:So they're either doing it on a contingent or they're taking a tiny upfront like exclusivity fee type thing, but it's not retained Because we think of retained, we're thinking of at least, like you're taking 25 to 35% of the fee up front and then the rest of it could be one third, one third, one third, or it could be one third, two thirds right, depending on Sure.
Speaker 2:More recently it's more one third, two thirds. The fee on presentation is not as common, especially in this market. But Presentation is not as common, especially in this market. But on the middle end of it, which is exclusive contingent recruitment, you call it no cure, no pay, recruitment in Europe or direct hire recruitment. That's like a big chunk. And then a few of our customers also do like contract staffing and temping and stuff.
Speaker 1:Yeah, okay, so it's a pretty big spread then. Yeah, as I was wondering, I was like are you going to see this more on the temp staffing side? I honestly it surprised me a little bit that this would be primarily used by exec search or a big customer segment, because I would have thought, because it's low volume, there would be more manual motions just in, more like an old school relationship based approach versus a higher volume kind of staff augmentation where automation and efficiency gains. It's cool to see that.
Speaker 2:Search is very inefficient Executive search.
Speaker 2:So an average executive search firm when you pick up a search and you take a retainer, you're doing a weekly or bi-weekly presentation PDF where you're presenting candidates that you've done research on and talked to and stuff. Yeah, most of these firms have like research assistants or associates, or whatever they call them, who spend usually the entire Friday or the Thursday before the Friday spending four or five hours formatting this pretty looking PDF right To present. We generate that in about 20 seconds, and so a lot of search firms literally like outside of everything an executive was like hey, I'll buy you just for this one feature, because right now sometimes I have to ask someone to generate the report because the partner doesn't even know how to do it Because they've not been formatting PDFs for decades. If the person who's supposed to format it is on holiday or is someone offshore doing it for them and they don't do it on time, it's a problem, and now they can do it with a click and so that is super valuable. Also, search firms really care about retaining conversations from many years ago.
Speaker 2:So if they've been with us for four years and they've had a conversation, or a colleague has had a conversation with a candidate and it's recorded and transcribed. That's very valuable to them versus someone doing high volume.
Speaker 1:Oh, absolutely, that makes a lot of sense. And there's in a little while too. We can talk about June, which is my recruiting tech company and where we are one of the customer segments we think is going to be our primary ICP is staffing and recruiting, and we've had simple. We also made a bit of assumptions about the types of roles and staffing firms that we think would want to leverage the tech, that were essentially broken right and we're like, oh wow, the application is across the board to different types of agencies, not just this initial kind of segment that we thought it would be. So we'll talk more about that in a little bit too, and I'd be curious to get your thoughts and go back and forth on some of that stuff too. I think I'm curious when you're talking with your customers and beginning of 2025, q4 2024, what are they asking for right now? What are the feature sets and the products that they really want over the next 12 to 18 months?
Speaker 2:It's actually the same theme. It's been since, like I'd say, probably about the last 12 months, give or take Within three to four months, of ChatGPT coming out and getting big, everyone's wanted the same thing. They were like how can this be implemented in work? Everyone asks about AI, but when we talk to them, what we realize is they actually need two things. Most firms have a lot of stupid repetitive tasks that need to be automated, that don't necessarily have to be AI. They say I want generative AI, but what they basically want is I want an automated message to go out to this client if they don't pay an invoice after seven days, and then another one after 12 days. And then I want a task for a human to pick up the phone and call them, and that doesn't require generative AI. That requires a defined process that you map and then a system that just automatically executes it like a robot over and over again. So they want automation, right? So one we sit with them and educate them on the differences between the two. And then they also want generative AI for stuff.
Speaker 2:Hey, I want to write an email, but I don't want to have to type the entire email. I just want to write a little prompt and in fact you know what screw that. I want to write a prompt and I want you to create a 12-step sequence for what the first message should be. And if they don't respond, should I get a reminder as a task or an SMS or another email? And how do you create that sequence with a prompt? And then I can just edit it and save it and then use that very basic how can I use ai for job description generation? And then how can I use ai to take someone's resume and reformat it into a completely different? I want to tell you I please do a write-up on james and focus on how he would be a great fit as a head of talent at a software company and you take his resume and you basically have GPT rewrite it with what GPT assumes would be a great formation of knowledge. That's smart. I like that.
Speaker 1:I like that a lot.
Speaker 2:So that's where AI is useful, but in recruitment, actually, I believe automation is actually more important than AI and it's also super useful.
Speaker 2:You take a call transcription and you like convert it into like really actionable text and stuff. But with most recruitment businesses, what you need more than AI is automation, because AI, okay, it's not very difficult. You just plug into an existing model, you plug into OpenAI 4.0 or something, and you're completely fine and most products will be at parity there. Where you're not at parity is setting up workflows that are repetitive, that are consuming an hour, two hours, three hours every single day. Yeah, human effort. That are not things that you can just do with generative AI. It's just a process that you need to implement.
Speaker 1:So, just to give you some context, I started a company called June and officially launched in December, which is there's definitely an AI component. We don't consider ourselves an AI company exactly. We, of course, from a branding perspective it's, you have to say, ai powered essentially. But for me, the way it's like every company is going to have AI, so like this idea of it, like being an AI Every company is an AI company, like the car company is an AI company.
Speaker 2:now, yeah, exactly.
Speaker 1:It's just how companies are going to be built. But anyways, we essentially our product, which I think there's AI components, there's certainly automation workflow components to it, but essentially our mission is to optimize inbound recruitment, to create essentially a larger contribution and ROI to hiring, and the initial product is an AI agent where, essentially, when candidates apply inbound to a job, june will immediately SMS or call the candidate and conduct the pre-screen interview, so typically asking knockout questions, the types of questions which the first five minutes of a screening interview a recruiter would know the candidate's disqualified. So those types of questions, essentially the inefficiencies, that's, all the times in an hour a day or whatever it might be, where recruiters are reviewing resumes, scheduling calls and then speaking with candidates that they disqualify quickly. June essentially eliminates all of that and the productivity gains are quite significant as well in terms of hours of productivity back to recruiters, decreasing time to fill for inbound applications and a decrease in talent acquisition costs.
Speaker 2:James, is this basically like you send the candidate a link, they click on it and there's like a video prompt asking them questions and they answer it and then June just processes that and doesn't?
Speaker 1:It's essentially so. It's not. There is a link, but essentially when candidates apply to a job, when candidates apply, june is triggered to automatically reach out to them, assuming that they opt in.
Speaker 2:June automatically reaches out and conducts the pre-screening and then essentially evaluates what is the pre-screening a video interview or is it just like a bunch of questions? No, not video not video now.
Speaker 1:Right now SMS and we're rolling out and so essentially June's taking large applicant pools and turning them into candidates shortlists for hiring teams. So a hiring team could just say okay, yeah, it's like who are the top three candidates that applied today or this week or something like that.
Speaker 2:And how does it do the ranking? Because I'll give you an example right. So we have one customer they do very successful company, almost 200 people on the team and they do a lot of offshore recruitment. They help businesses in the US find talent in Latin America, south Africa and the Philippines. They got acquired for 50 million bucks six, seven months ago somewherecom, and so what they do is we do something very similar for them.
Speaker 2:We don't rank, but what we do is we have a workflow automation setup using our workflow automation system where they're receiving anywhere from 50 to 100,000 applications every month. It's just they get lots of applications in those countries and they have rules. They say for this job, we need them to be based in the Philippines for time zone reasons, or in Colombia, and they need to Spanish, and then whatever the flags are, and they set that on the job and whenever someone applies to that job, the application form automatically includes those questions. So, right on, the application form is customized by job based on what they fill in those answers, people get auto rejected. So, like most people get auto rejected, right so not to share their exact stats and stuff, but like most people get auto rejected and that just saves the actual recruiter many hours. But what we don't have, like what you said, is which of these now remaining candidates are the top three. Don't know.
Speaker 1:It's the evaluation. It's also just like the aspect of being an intelligent form, like being able to ask follow up clarification. You could say something at a job, could be like do you work on weekends? And a candidate might say every weekend, every once in a while, or there might just be like nuance, right when there's a, so it's. It manages that aspect as well. But yeah, this is the initial functionality is essentially creating candidates shortlist stack, ranking, evaluation, essentially like an intelligent form, of course integrating with the applicant tracking systems to push that back into an existing workflow, and I think it would work very well, even with an automation system like ours that I'm sure a lot of other folks have too, because what happens is most people want to use a cheaper way of doing bulk qualification.
Speaker 2:So, for example, when a company uses what I just talked about to process 50,000 applications because we have batch processing, that can cost like 100 bucks or 200 bucks to process 50,000 people and get to the top let's say 10,000. At that point you can trigger a more specialized tool like yours. That's probably going to be more expensive than like 0.000 per person and it can do a higher quality engagement. So people are still able to control cost by not freaking out and saying, oh, you're going to send this expensive AI questionnaire to 3,000 people. No, you just focus on the top and then you have, let's say, 500 people or 1,000 people across jobs.
Speaker 1:Yeah, I think that really that is one of the use cases, right, and I think this is also it's like why we're dialing in on staffing and recruiting. Is we feel like they're going to be early adopters for technology like this as well? And I think, yeah, our right now we are, our strategy is to be a fantastic point solution and we do see opportunities to grow through partnerships where we're looking for all-in-one product suites and different applicant tracking systems and different strategic partners to partner with and integrate into workflows for a more holistic solution for customers. But, yeah, I think the evaluation piece is certainly really valuable for a lot of agencies and all that time that you get back is, with your automation, ours too. It's like that those are hours that can be used on more strategic motions, yeah, so anything that's automated and repetitive.
Speaker 2:That's like a standard set of questions with a standard response which results in a standard yes or no. A human shouldn't be doing that. If there's no creativity to like the task, a robot robot should do it.
Speaker 1:Yeah, 100%. So in terms of the future like just to get a little bit more big picture and to zoom out a little bit where do you think recruiting tech for staffing and recruiting is agencies is really going? Do you have any thoughts on what the technology is going to look like on the market 12 to 18 months from now, or what do you think?
Speaker 2:12 to 18 months is, like, fairly easier.
Speaker 2:If you ask me, like, five years from now, I don't know, 12 to 18 months.
Speaker 2:I think more and more platforms will become full stack, doing more things rather than just being point solutions. Because it's just, I think people, customers have vendor fatigue, which means like we within Recruit CRM pay for like about 140 different tools, because we have 200 people and they're different departments and functions and each department has multiple tools and we use some. We buy some tools that sit within the Recruit CRM product suite and it's just ridiculous because I can't even name 30 if I just name them but we're paying for 140 tools. Like for some of them, sure we're paying 50 or a hundred bucks, but for some of them we're paying five grand a month. So it's, it's a range, and some a little bit more than that as well, and so I think more and more companies will realize that customers that are happy with them want to buy everything from them. So they should just build everything out or partner or integrate and have a one-stop shop to a certain extent, or more stop shops, right.
Speaker 2:Like at least cover a larger percentage of the use case. So that'll happen more for sure. I believe AI tools will be a little more embedded into the recruitment workflow. So the last probably six months everyone rushed into like just plugging AI into their product. So these are not products. So when you say AI product, that's a company that's building their own foundational model. These are AI powered products which are using someone.
Speaker 2:It's just the application layer versus the foundational layer, right? Yeah, exactly. So we're not an AI company. We just happen to use AI that's now available to make our stats better, right, which is what most people are doing, irrespective of what they wrap it. And I believe the implementation of that AI is going to be significantly better because now companies have figured out okay, customers like this, they don't like this, let's optimize or fine tune it, versus basically just having a window into base chat, gpt, into your products right.
Speaker 2:That's basically what it is when you use it. Instead of just doing that, having, based on learning from how people are using your product, have preset prompts like optimize how you're training your own versions of those models. So that's going to change. What we're doing within Recruit CRM to go even more full stack is building products for the larger contract staffing market as well, because there's significantly more people working at the contract staffing layer in both blue and white collar jobs, than there are VPs and CXOs.
Speaker 2:And for this technology to truly get the degree of impact it can get and produce the financial outcome or the business outcome as a company, we need to be serving that market wider and better. So we already have contract staffing customers, but they don't do timesheets on us. So we usually integrate with a timesheet vendor to help them do timesheets and timekeeping and stuff. So we're building our own sheets platform and eventually the goal is for us to handle timesheets and then eventually not just integrate with payroll systems like an ADP, but also run our own payroll in select countries let's say the United States, the UK and so on where we have large numbers of customers. So we can be a full stop shop from helping you manage your website ATS, crm automation, and then back office and then actual reconciliation and then also collecting payments and dispersing payments.
Speaker 2:And basically be all in and all.
Speaker 1:That's awesome. How long do you think it's going to take to build that up the contract?
Speaker 2:capping piece we will build out this year, so we're already working on it. So we should be live in six months, or less than that. We should have timesheets available. We won't be doing payroll yet. We'll just be plugging into local payroll systems via API, which makes the most sense. Doing payroll ourselves is probably two or three years away. We'll probably also be doing payments by the end of the year, so people can collect payments to pay out their contract staff or even firm recruitment payments through us with essentially no processing fees or super low regular ACH transfer processing fees.
Speaker 2:The reason why I believe people will choose to use that versus just raising an invoice manually or using a Stripe is because it'll cost the same, but because it's linked into your ATS and CRM system. When you collect that payment we're automatically able to mark that invoice is paid, update the status of a deal, the commission calculations and a lot of stuff that revolves around collecting the cash in a business. So that's what we're really excited for over the next 12 months and then how we'll execute on that or go to market on that over 2026, 2027, 2028. And then, oh, that's really cool. Personally at Recruit CRM, our vision or goal is to build a billion-dollar business, a publicly traded billion-dollar business, and so hopefully our Series A is an IPO. That'd be pretty cool and that'd be great, great financial outcome for my family and for the team, since we've never raised venture capital.
Speaker 1:That's really exciting. We got all sorts of things going on and I think the roadmap in terms of taking on payments and everything in terms of automating that entire process is there's a ton of efficiency gains across and it's also just collaborating in between departments and finance and the revenue organization delivery team recruiters. It's just going to make it a lot less manual back and forth, right Everything is in one place.
Speaker 2:Everyone's accessing one system with different degrees of access control to view different parts. But now you don't have to be like, hey, it's updated on our billing system, but it's not updated on our CRM system, which then needs to plug into our commission system.
Speaker 1:Yeah, it creates bloated costs on the finance team and then it also does, of course, like it dilutes focus from the recruiting teams where they like it's, even if it doesn't take them a ton of time. It's all the context switching and it's just an additional workflow and something that they really should be, yeah, it's a total pain, massive inefficiency.
Speaker 1:So that's really smart and recruiting will reduce that pain. Yeah, that's why your teams are growing so fast and you're doing so well, and I'm definitely going to be talking to people about what you're building and talking to the folks I know in staffing and recruiting Awesome, you should and for people listening too, we have an affiliate program, guys.
Speaker 2:So, like James and everyone else listening should join. Just go to our website, go to partner with us. You get 20% of whatever someone you refer to us brings us in the first year. But you have to register first. You can't register. It doesn't work. Sorry, James.
Speaker 1:Gotcha. Yeah, no, that's great. That's great, sean, we're coming up on time here, but this has been a great episode. It's been great getting to know you a little bit and what you're building, and clearly you all know what you're doing and I think you're going to continue to grow at a rapid pace and I think you've made the right bets in terms of becoming an all-in-one solution. You've read the market very well over the past few years. You've built in the right direction and you're continuing to do that, and it all makes a ton of sense to me. I'm a big fan of what you're building already, so I appreciate you sharing your insights with our audience today and joining me.
Speaker 2:Thanks, james. I appreciate it. Thanks for bringing me here, thanks for saying all the nice things you've said in the last couple of minutes, and best of luck with June. I'm sure you'll kill it.
Speaker 1:Thank you. Thank you and for everybody joining us today, thanks so much and make sure to tune in next week as well. Talk to you later, bye.
