You know, where, what's the future for recruiters? Where does human judgment sit in? What are we, what are humans doing? What, what, where's the automation sit? What's your perspective on where human judgment should sit in that process, where it's essential? Uh, and how might that be different from the way people might be thinking about it at the moment?

One very important thing is that, um, you know, this is not about removing people from hiring.

It is absolutely not about that.

Uh, I think, uh, when you think about it from a legal perspective, but also from a candidate experience, having people is quite central, uh, in the entire process, right? What we wanna do on the other hand, is help people operate at a level they could not consistently reached on their own for many reasons, right? W- we're asking recruiters and hiring managers to make complex judgments, uh, often under time pressure, uh, with incomplete information, right? And so this is why intelligence should be there to support them.

And, and honestly, even with super seasoned and experienced people, the, um, output can be inconsistent.

And we see that, uh, uh, first thing from our science, uh, studies, which is, you know, whenever we release, um, uh, a scale model, um, we compare that with human reviewers and sometimes certified human reviewers.

You would not believe the type of, um, uh, uh, differences we see in reviewing exactly the same candidate input from two different people, right? Even though they're seasoned, even though they're experienced.

What does this kind of approach, what does it give to the candidate on the other side of the process?

Tell us, tell us what it is, what it does, and why you launched it.

Sure.

So if you look at, uh, the way hiring works, right, it's a sequence of activities and decisions, and for the last few years we've been focusing on, um, you know, tackling that sequence one stage at a time.

And so we started with assessments.

Um, we then moved into skill screening to create immersive job previews and filter out candidates at the very top of the funnel.

We, uh, launched, uh, Mochi, which is our AI interview, uh, last year, so we're amongst the first ones to actually, uh, have an AI interviewer on the market.

Uh, and obviously we also removed, uh, friction when it comes to scheduling with a, a workflow that we called Kumi.

What, what were the standout parts for, for, for you, Ben?