So I think a lot of people leaders and HR leaders these days are thinking about AI in Maybe more basic ways are like, how can I use AI to screen candidates? How can I use AI to, you know, give me scorecards based on, you know, the interview process based on what we want to look for in that? How have you guys seen it? Like, how are you using it? Are you using in those ways? Or is it going beyond that?

I mean, way beyond that.

That to me is like table stakes now, if I'm being honest.

And a lot of it, it's like you get into the build versus buy conversations.

There are great tools out there depending on like what ATS you're using.

Like a lot of that at this point, from my perspective, has been solved.

So it's just like figuring, deciding that you want to do that and then doing the research and going and doing it.

And

And then all of a sudden it was like an unlock

and we were able to

How much of yours is human versus you're relying on the tech to weed people out?

So right now, it's a combination, I would say, We had Covey at Engine, and again, I'm two weeks into my new role, so I don't have that inbound functionality today because we started with outbound.

And so now I'm feeling the real pain of like, oh, God, I felt like I had solved this problem because we were catching so much through Covey at that top of funnel, which was amazing.

We were still relying on like the team that had the sophistication to know like something feels off about this interview.

So they're going to go just double check on it.

And then we relay that information back to our partners so that that happens.

Laura, go ahead.

Yeah.

The pain and the problem is very real across every organization, different size and scale.

So I'm newer to my role at Foley and two months in.

But the first week that was brought up to me by recruiting of like, hey, we accidentally hired a person that was not who they said they were and they had no way of solving this.

And this is like a business where at Engine we had seen this problem and we had come up with some solutions.

So we had started to get our arms around it.

Are they automating applications with custom resumes based on the job? Give us a sense of how sophisticated these attacks and applications are.