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Description
In this session, we will host Eightfold. AI team who will share information about their product and how it can help you in your people strategy.
If you are like anyone I have spoken to in the past few months, you are struggling with increasing attrition coupled with the difficulty of finding and hiring the right talent for your organisation.
Eightfold has a platform that allows complete talent management and they will showcase the same.
A
Good
morning,
good
afternoon,
good
evening,
everyone
thanks
for
for
your
time
and
if
you
are
joining
us,
live
welcome
to
the
session
if
you're
watching
this
on
demand.
Welcome
to
you
as
well,
if
you've
been
following
what
we
are
doing
for
the
past
couple
of
months,
we've
been
trying
to
put
together
a
series
of
content
which,
which
showcases
the
innovation
that
is
happening
around
in
and
around
sap
ecosystem.
A
We've
had
customers
talk
about
how
they
are
leveraging
sap
products
and
sap
technologies
in
interesting
ways,
we've
had
startups
talk
about
how
they
are
leveraging
sap
technology
to
solve
specific
problems
for
customers.
We've
had
partners
talk
about
how
their
products
are
solving
critical
pain
points
that
customers
have
and
how
they
kind
of
you
know
integrate
in
the
seamlessly,
with
the
sap
solutions
completely
all
of
this
in
order
to
answer
the
one
question
as
to
what
what
all
innovation
is
happening
in
and
around
sap.
A
So
in
the
same
way,
today
we
have
the
team
from
eightfold
ai.
I
know
that
we've
already
hosted
them
as
part
of
the
hr
special
interest
group.
I
think
if
I'm
not
wrong
a
year
and
a
half
back,
but
I'm
pretty
sure
that
there's
some
interesting
content
to
share
today,
which
is
much
more
than
what
we
did
last
time
around
so
with
that
I'd
like
to
hand
it
over
to
yadi
from
eightfold,
please
take
it
away.
B
B
So
what
we
really
wanted
to
do
was
give
you
a
high
level
overview
of
our
company
talk
a
little
bit
about
our
product
and
what
we
are
solving
for
in
the
marketplace
and
then
I'll
pass
it
over
to
my
colleague
jack.
Who
will
take
you
through
a
quick
demo
visualization
of
the
platform
itself,
our
founders.
I
I
just
wanted
to
talk
a
little
bit
about
where
we
are
coming
from
and
and
what
our
ethos
of
of
the
company
is
our
founders.
B
They
come
from
the
likes
of
google
and
facebook.
They
were
responsible
for
some
of
the
market,
leading
programs
in
these
organizations,
be
it
youtube
recommendation
engine
facebook
news
feeds,
I'm
I'm
pretty
sure.
Most
of
us
are
avid
users
of
these.
Also,
some
of
the
other
very
engineering
oriented
ai,
led
programs
across
these
organizations
between
them.
B
They
have
somewhere
around
85
plus
patents
in
the
space
of
ai
and
machine
learning,
and
that's
where
you
know
our
genesis
and
most
of
our
product
group
and
engineering
folks
come
from
as
well
as
an
organization
our
mission
to
provide
the
right
career
for
everyone
in
the
world.
We
are
super
excited
about
the
opportunity
that
we
bring
to
the
marketplace.
B
More
importantly,
for
us,
if
there
is
one
reason
to
get
out
of
bed,
this
is
the
one
we
feel
this
is
achievable,
even
though
it
sounds
quite
obvious.
I
and
the
number
one
reason
is
with
the
right
technology
platform
that
we
have
built
invented
and
we
continue
to
deploy
in
partnership
with
sap
our
vision,
of
course,
a
talent,
intelligence
platform
that
leverages
ai
to
transform
how
enterprise
hire
develop
and
retain
a
diverse
workforce.
B
B
It
is
essentially
a
single
ai
platform
for
all
talent,
irrespective
of
industry,
region
and,
and
you
know,
the
type
of
work
that
has
been
carried
out
by
the
employee.
We
are
growing
quite
rapidly.
We've
essentially
been
out
of
stealth
mode
just
over
five
years
ago.
Now
our
global
footprint
is
hundred
and
plus
100,
sorry
150,
plus
customers
across
110
countries.
B
We
are
headquartered
in
california,
500
plus
employees.
I
think
that's
that's
gone
up
rapidly.
Since
I've
joined
the
company,
I've
been
with
eightfold
getting
close
to
three
years
now
and
at
that
point
we
were
around
150
employees.
So
it's
a
a
huge
gratitude
to
our
partners
and
customers,
obviously
helping
us
achieve
what
we,
what
we've
set
out
to
solve
for
in
the
marketplace,
everything
that
you
expect
from
an
enterprise
class
sas
provider
from
a
risk
and
compliance
perspective.
B
We
bring
that
and
a
lot
more
whether
it
is
around
iso
27001,
stock2
type,
2,
fedramp
and
gdpr,
and
and
much
much
more
right
now
the
challenges
that
we've
been
seeing
in
the
marketplace.
You
know
which
we
which
we
set
out
to
solve
for
first
and
foremost,
we
see
a
lot
of
organizations,
invest
in
point
solutions
and
which
is
you
know,
which
is
a
great
way
of
tactically
solving,
for
whatever
pain
points
they
have
currently
in
in
in
the
ecosystem
over
a
period
of
time.
B
Clearly,
we
all
are
aware:
post
pandemic
work
force
requires
a
different
way
of
approach
in
the
market,
and
that
might
be
around
cross-skilling
upskilling
that
could
be
about
remote
working
and
many
of
those
criteria
that
come
in
we
see
again,
a
lot
of
employers
are
are
still
playing
catch
up
with
this
and
that's
something
again.
Our
platform
is
geared
up
to
work
for,
and
you
know
we'll
get
into
some
amount
of
detail
in
our
subsequent
slides
and
also
as
part
of
the
demonstration.
B
However,
there
are
very
few
who
can
actually
operationalize
it,
so
eightfold
again
is
is
coming
to
market,
not
just
you
know
getting
you
on
stage
and
and
talking
about
how
you're
offering
dni
programs,
but
let's
talk
about
how
you're
operationalizing
it
and
what
are
the
outcomes
you're
achieving
out
of
that
right?
That's
what
we
are
building
for
again
from
a
workforce
alignment
perspective.
B
B
How
do
you
align
your
your
workforce
in
terms
of
upskilling
and
cross-skilling
and
ensuring
that
you
have
the
right
talent
available
for
the
for
the
right
opportunity
in
the
marketplace
right
so
from
from
a
platform
perspective?
What
we
have
done,
as
I
mentioned
earlier,
we
invented
the
world's
first
talent
intelligence
platform
and
the
platform
is
built
on
deep
learning
ai.
B
B
Somewhere
around
1.5
million
skills,
job
roles,
job
trajectories,
nuances
of
specific
skills.
So
what
does
a
head
of
finance
in
a
retail
bank?
Look
like
versus
head
of
finance
and
manufacturing,
so
those
nuances
and
understanding
of
job
roles
and
and
job
trajectories,
and
how
do
you
break
down
skills
in
a
particular
industry
for
specific
roles?
So
all
of
that
learning
comes
out
of
the
box
in
in
our
platform.
A
B
That's
the
primary
requirement
that
we
have
now
once
we
integrate.
We
consume
all
of
that
data.
We
refresh
that
data
when
we
are
looking
at
privately
around
talent
acquisition
piece
and
then
we
are
stack
ranking
all
of
that
information
to
be
utilized
by
recruiters
hiring
managers
and
and
hr
leaders
within
the
organization.
B
We
also
provide
talent
management,
which
is
based
primarily
around
internal
mobility,
workforce
planning,
but
more
and
more,
we
are
seeing
a
lot
of
use.
Cases
emerge
from
upskilling
and
reskilling
perspective
right
more
recently,
we've
also
offered,
or
we
are
offering
in
the
marketplace
talonflex
which
is
based
around
you
know.
How
do
you
leverage
all
the
skills
and
potential
that
you
have
in
your
contractor
workforce,
essentially
building
up
a
single
talent
marketplace
for
all
of
your?
You
know:
candidates,
employees,
referrals
and
and
contractor
base
right.
B
I
it's
a
it's
a
it's
quite
a
crowded
slide,
but
I
just
want
to
highlight
a
few
things
over
here
from
a
talent
acquisition
perspective.
What
we
are
doing
in
the
marketplace
is
essentially
driving
talent
right
from
attraction
all
the
way
to
selection
right
and
how
are
we
doing
this?
Well,
if,
if
you
were
to
look
at
a
typical
enterprise
organization,
what
we've
seen
is
you
know
they
from
from
a
candidate
conversion
perspective
they
have
somewhere
between
one
to
five
percent
of
candidate
conversion
on
their
career
side.
B
In
our
case,
you
know,
working
alongside
sap
success
factors
rmk.
We
can
take
that
number
to
anywhere
between
15
to
30
of
conversion
rates
right,
and
how
do
we
do
that?
Well,
we
have
a
very
robust
ai
powered
personalized
career
side
and
you
know,
which
is
supported
by
a
ai
powered
chatbot
from
from
engagement
perspective.
B
B
B
Look
I
just
again,
you
know
wanted
to
highlight
some
of
the
universal
differentiators
that
we
bring
in
this
space,
first
and
foremost,
a
single
ai
platform
for
all
talent.
I
think
it's
important
why?
Because
it
is
helping
organizations
with
some
substantial
outcomes,
around
productivity
gains
around
time
to
market
around
improving
their
volume
of
fire,
velocity
of
higher
and
so
on.
Right,
so
so
people
are
not
switching
between
between
different
systems
and
that's
where
the
whole
integration
comes
in
with
sap
success
factors
as
well.
B
The
second
one
is
around
ai
insights,
and
you
know
insights.
If
you
have
the
insights
that
you
need,
then
you
can
build
and
activate
a
global
skills
framework.
What
do
we
mean
by
that?
Well,
how
do
you
identify
that?
If,
if
there's
a,
if
there's
a
role
within
an
organization
that
role
you're
hiring
for
similar
skills
and
and
potential
and
you're,
not,
you
know
kind
of
constantly
changing
the
the
profile
of
that
role
and
hiring
different
individuals
against
against
a
similar
role
right.
B
B
Essentially,
what
we
have
done-
we've
built
equal
opportunity,
algorithm
and
our
ai
does
not
take
into
consideration
any
personal
identifier
like
race,
gender,
ethnicity,
sexual
orientation
and
so
on
and
so
forth.
It's
merely
looking
at
your
skills
and
potential
when
identifying
talent
or
matching
talent
against
every
single
job
rank.
B
We
are
all
about
outcomes
right
from
from
a
results
perspective,
that's
what
drives
adoption
of
eightfold
in
the
marketplace,
and
this
is
a
very
small
representation
of
the
kind
of
outcomes
that
we
are
achieving
working
with
our
sap
partners,
but
also,
more
importantly,
our
customers
and
again
you
know.
I
I
don't
want
to
get
into
too
much
of
details
here,
but
you
know
happy
to
take
this
post
our
demo,
so
we
have
enough
time
to
kind
of
discuss
or
dive
into
any
of
these
specific
opportunities.
B
Right
I
mentioned
there
are
multiple
use
cases
that
we
are
coming
across.
So
we
are,
you
know,
working
with
organizations
who
are
looking
at
or
going
through
mergers
and
acquisitions.
How
do
they
identify?
Who
are
the
who
are
the
people
that
they
should
be
investing
in?
How
do
they
identify
individuals
who
need
to
be
reskilled
or
upscaled,
or
you
know
what
what
a
lot
of
our
customers
call
reallocation
of
human
capital?
B
How
do
you
identify
talent
which
needs
to
be
deployed
in
a
specific
line
of
business
given
osco
with
you
know
how
things
have
changed
and
how
consumer
behaviors
have
changed
as
well,
so
so
multiple
use
cases
being
being
looked
at
in
the
marketplace,
and
it's
just
phenomenal
how
our
ai
is
able
to
achieve
those
use
cases,
because
it's
no
longer
just
about
acquiring
talent
or
managing
talent.
It's
also
about
agility
in
the
marketplace
and
being
able
to
redeploy
your
talent
as
and
when
the
market
changes.
B
Now
this
is
you
know,
this
is
a
golden
slide
for
us.
Of
course,
we
have
a
very
strong
partnership
with
eight
sap
success
factors.
I
think
it's.
It
was
ex
and
a
proud
moment
for
us,
as
we
achieved
the
sap
2021
pinnacle
award
partner
of
the
year.
Of
course,
we
have
the
top
endos
app
partner
in
2021.
We
do
a
lot
of
work
with
sap
across
the
globe.
B
We
have
multiple
api
integrations,
so
you
know
helping
our
customers
jointly,
where
we
have
these
integrations
out
of
the
box,
not
just
for
success,
factor,
employee
central
learning
management
system,
but
also
field
glass
and
a
lot
more
coming
down
the
pipe.
We
work
with
partners
as
similar
to
sap,
and
these
are
implementation
partners
from
a
worldwide
scalability
perspective.
I
did
mention
110
plus
countries.
I
think
that
number
of
languages
have
has
gone
up.
B
B
We
are
enhancing
the
value
of
investment
that
customers
have
made
in
sap
success
factors.
Some
of
the
brand
names
listed
on
the
right
hand
side
that
we
we
continue
to
work
with
in
this
space
I've.
I
think
I've
spoken
about
the
number
of
countries
we
are
in
and
the
industries
we
are
serving
again.
That
number
is
slightly
dated.
I
I
believe
we
are
somewhere
around
just
under
25
industries
now
and
those
are
some
of
the
key
languages
that
we
support.
B
C
C
So,
ultimately,
what
we're
going
to
do
is
utilize
our
artificial
intelligence
to
be
able
to
enhance
this
this
process
for
our
candidates
right.
So
when
I
come
to
this
site
and
I'm
looking
for
a
job
for
your
organization,
ultimately,
what
I
can
do
is
find
jobs,
and
at
this
point
what
I'm
doing
is
uploading
a
copy
of
my
cv
or
my
resume
to
the
profile
to
the
to
the
site
itself
and
then
signing
your
company's
data
privacy
agreement.
C
And
it's
at
this
point
that
our
artificial
intelligence
will
take
over
if
I
yeah
the
artificial
intelligence
will
take
over
now.
Ultimately,
what
we're
doing
there
is
matching
this
person
to
an
online
profile
that
we've
been
able
to
to
expand
for
them
to
try
and
understand
their
skills,
their
experiences,
what
these
people
are
capable
of
all
the
things
that
potentially
aren't
on
people's
cvs,
because,
let's
be
honest,
we're
not
all
professional
cb
and
resume
writers,
and
what
this
will
do
is
then
match
me
as
a
candidate
to
jobs
available
within
this
organization.
C
So,
as
I
scroll
down,
I
can
start
to
see
here.
Well,
actually,
I've
been
linked
to
all
of
these
jobs,
I'm
a
strong
match
to
these
roles,
and
we
can
come
on
to
how
we
the
match
scoring,
is
then
then
relevant
for
this
process
and
ultimately
then
I,
on
the
right
hand,
side.
I
can
see
why.
Why
have
I
been
matched
to
this
job?
Well,
actually,
it's
because
I
have
relevant
experience.
I've
worked
in
the
same
industry.
C
C
If
I
need
to
again,
you
can
make
these
mandatory
make
them
not,
but
ultimately
we're
just
trying
to
keep
this
process
as
simple
as
possible
to
get
your
candidates
through,
and
I
think
that
process
is
really
really
quite
powerful
and
simple,
because
ultimately,
in
that
sort
of
one
minute
demonstration
there,
I've
been
able
to
go
to
a
career
site,
get
matched
to
jobs
that
are
relevant
to
me
and
make
the
application,
and
I
haven't,
had
to
click
my
keyboard.
Once
I
haven't
had
to
create
a
profile
answer
loaded
questions.
C
I've
been
able
to
go
through
that
entire
process
and
be
adequately
match
to
jobs
and
make
that
application
just
giving
that
much
better
candidate
experience
now,
obviously
recruiting
that's
only
one
part
of
the
recruiting
and
telling
acquisition
side
of
things
right.
So
ultimately
we
have
the
underlying
eightfold
platform.
So
this
is
where
I
can
start
to
see
and
manage
my
positions,
my
communities,
my
my
events
and
campaigns
and
analytics
and
information.
C
But
ultimately
this
is
where
I've
got
my
jobs,
the
jobs.
I
was
just
looking
at
online
there
and,
if
I
go
and
have
a
look
at
one
of
these,
let's
look
at
a
data
scientist
that
I'm
hiring
for
ultimately
what
we
do
before
we
publish
a
job
before
we
make
it
available.
We
go
through
a
period
of
calibration
and
we'll
touch
on
that.
C
But
the
first
thing
I
wanted
to
know
is
that
you'll
notice
that
we
are
synced
with
success
factors
in
this
instance,
where
customers
are
an
sap
customer
as
well-
and
this
is
ultimately
where
we
have
those
apis
integrating
the
two
pieces
of
software.
So
as
soon
as
job
requisitions
are
created
within
sap,
we
instantly
see
them
come
into
the
solution
here
and
backwards
and
forwards
right
as
candidates
come
into
the
a4
platform
they
are
replicated.
We
have
a
bi-directional
sink,
so
whenever
I'm
looking
at
either
system,
I'm
looking
at
one
true
source
of
data.
C
C
You
notice,
I
already
have
a
list
of
candidates,
and
these
are
candidates
within
my
talent
pool.
Okay,
these
are
people
that
are
already
with
current
employees.
Already
part
of
my
ats
and
the
talent
pools
that
people
have
within
there.
Anyone
that's
previously
been
declined
for
a
job
using
our
artificial
intelligence.
C
C
Again,
I
may
not
be
hiring
these
people,
they
may
already
work
for
me
they
may
work
on
the
other
side
of
the
world,
and
this
is
just
a
link
to
their
linkedin
profile.
For
example,
okay,
but
this
is
us
telling
the
ai.
This
is
the
type
of
person
with
the
type
of
skills
and
experiences
that
we
would
like
to
hire
for
this
particular
role.
C
We
can
also,
then
start
to
reiterate,
look
we're
looking
for
particular
sets
of
skills
or
particular
job
titles.
Whenever
I
put
a
skill
into
any
of
this,
the
artificial
intelligence
will
also
then
start
to
recommend
skills
that
are
related
to
this.
So
we
can
start
to
see
skills,
adjacencies
people
that
are
proficient
in
python,
quite
possibly
have
some
c,
plus,
plus
or
java,
or
algorithm
knowledge
as
well.
We're
able
to
see
those
trends
on
a
global
scale.
C
We
can
also
start
to
look
at
particular
levels
of
experience
or
industries
or
educational
requirements,
if
that's
something
that
your
customers,
using
and
potentially
looking
at
any
whether
I
want
to
look
at
location
or
diversity
criteria,
whatever
these
are
going
to
be,
and
ultimately,
though,
this
is
just
getting
down
to
this
number
right.
These
are
the
candidates
that
I
have
for
this
particular
role.
So
let's
go
and
have
a
look.
These
are
people
already
within
my
talent
network
for
this
particular
job.
These
people
may
have
been
past
referrals.
They
may
be
current
employees.
C
They
may
have
been
imported
by
recruiters
and
you're,
able
to
filter
and
or
manage
all
of
this
information.
But
when
I
have
a
look
at
my
candidates,
I'm
able
to
really
start
to
get
some
information.
This
is
why
these
people
have
been
matched
and
ranked
to
these
particular
jobs.
This
is
why
they're
the
top
of
the
list
we
can
also
using
our
ai
and
we're
losing
this
global
data,
set
that
we're
looking
at
really
start
to
gather
career
insights
around
individuals
as
well.
C
When
I
have
a
look
at
someone
like
noel
here,
I
can
see
that
this
says
that
actually
she's
in
the
top
10
of
data
scientists
for
her
company.
Well,
what
does
that
actually
mean?
So
when
I
have
a
look
at
her
profile
within
here
and
her
profile
is
going
to
contain
every
piece
of
information
that
we
have
for
that,
I
can
look
at
her
career
highlights
to
understand.
C
Well,
actually,
it
takes
about
14
years
to
be
doing
that
job
in
that
her
company
based
on
her
experiences,
and
we
can
see
that
she's
been
able
to
do
it
in
just
over
eight.
So
we
can
start
to
gather
not
just
direct
information
and
what
someone's
put
on
a
cv,
really
global
career
insights,
about
your
individuals
that
are
you
that
you're
recruiting
for
match
them
to
relevant
roles.
C
Additionally,
we
have
we've
talked
about
a
couple
of
different
ways
of
of
recruiting
people,
which
is
people
applying
using
our
own
talent
network.
But
all
of
your
customers
are
all
going
to
have
a
team
of
recruiters
going
out
and
hiring
trying
to
find
the
right
individuals
and
that's
not
going
to
change.
So
we
have
some
tools
to
help
with
that
as
well.
C
Well,
actually,
here's
yeti's
information,
I
can
see,
he's
actually
a
really
good
match
to
this
sales
manager,
job
that
I'm
hiring
for
this
is
why
he's
got
matching
skills
and
matching
mobility,
and
I
can
now
save
him
directly
to
the
pipeline.
I
can
start
to
contact
him
directly
through
here
from
eightfold.
I
could
potentially
save
him
to
a
talent
community,
which
is
essentially
our
version
of
talent,
pools,
utilizing
those
artificial
intelligence
as
well.
C
But
if
I
just
go
back
to
my
data
scientist
role
that
we
were
having
a
look
at
as
you
can
see,
we
can
start
to
move
people
through
and
advance
them
to
different
stages.
These
stages
again
will
all
be
synced
to
the
customers
versions
of
success
factors
and,
ultimately,
we're
going
to
take
people
through
that
entire
recruitment
stage.
C
Right,
whether
or
not
it's
going
to
be
the
arranging
interviews,
would
we
want
to
do
some
screening,
potentially
some
assessment
information
and
we
essentially
sit
over
the
top
of
success
factors
at
this
point
all
the
way
until
the
offer
stage?
Okay,
well,
which
point
we
don't
do
anything
around
that
and
part
of
the
eightfold
platform.
C
So
let's
do
that
now,
so
I'm
just
going
to
bring
over
a
different
screen,
ultimately
from
a
talent
management
perspective.
All
of
your
all
of
the
employees
for
your
customers
will
have
a
profile
created
within
the
eightfold
platform
and
within
here
we
integrate
directly
to
successfactors,
but
also
as
you've
seen
to
publicly
available
data,
and
this
is
why
we
refer
to
this
as
a
self-updating
profile.
Employees
don't
need
to
come
in
here
to
update
personal
information
and
job
histories
and
what
skills
they
have
because
we're
going
to
update
it.
C
They,
of
course,
can
update
it
if
that
information
is
not
publicly
available,
but
we're
going
to
take
it
from
all
of
the
available
sources
that
we
have.
Employees
will
then
be
able
to
see
a
number
of
different
things
about
themselves.
Whether
or
not
this
person's
available
to
potential
mentoring.
I
can
see
where
I
sit
in
the
organization.
C
I
can
see
a
skills
assessment
of
all
of
my
skills,
exactly
where
I
sit
and
have
been
ranked
against
certain
skills,
and
I
can
also
do
a
self-assessment
that
my
manager
can
view
as
how
I
think
my
skills
are
for
my
particular
role.
I
can
also
see
where
I
sit
in
my
organization.
You
will
also
notice
that
I
we're
able
to
integrate
to
external
sites
as
well.
C
Okay,
if
we
want
to
get
salesforce
asana,
github
information
in
here
we
integrate
to
sort
of
20
or
30
different
other
platforms
to
bring
in
certain
information
about
about
your
customers.
Employees
right,
I
can
see
what
projects
I'm
working
on,
what
courses
I'm
working
on,
essentially
a
full
employee
overview
of
what
I'm
doing
as
a
in
my
current
role.
C
Now.
Ultimately,
though,
this
is
about
talent
management.
We
want
to
be
able
to
nurture
our
employees
and
give
them
the
best
experience,
while
they're
working
for
us
as
an
organization
right,
which
means
that
we
can
start
to
give
them
opportunities.
So,
first
of
all,
I
can
start
to
define
my
career
goals.
What
is
it
I
want
to
achieve
as
an
employee,
whether
it's
around
my
career
aspirations,
right?
What
skills
do
I
have
that?
I'm
not
utilizing
that
I'd
like
to
what
skills
do
I
want
to
develop?
Do
I
want
to
learn
a
new
language?
C
Do
I
want
to
learn
about
public
speaking?
Whatever
that's
going
to
be?
Do
I
have
any
career
aspirations?
Are
there
certain
jobs?
I'm
looking
towards
doing
whether
it's
potentially
linear
moves
this
person's
a
product,
a
development
manager,
so
you
can
see
there's
some
development
roles
she's
specified
here,
but
it
may
be
a
completely
sideways
move.
We
may
want
to
look
at
how
we
can
help
this
person
move
into
marketing
or
sales
or
finance
or
whatever
that's
going
to
be,
as
we
know,
there's
obviously,
roles
within
the
organization.
C
I
can
also
take
this
further
and
start
to
look
at
potentially
different
locations
that
I
want
to
work.
Do
I
have
availability
to
work
on
projects
that
are
going
to
be
available
in
my
organization,
because
we
have
a
complete
project
marketplace
as
part
of
part
of
the
eightfold
talent
management
platform.
So
we
can
see
some
availability
here
and
then,
following
this
once
these
are
created,
the
artificial
intelligence
is
gonna
start
to
recommend
projects,
courses,
learning
mentoring,
that's
going
to
help
me
develop
those
skills
that
I've
required
and
I'll
show
you
that
in
a
moment.
C
C
And
if
I
don't
know
how
to
do
it,
what
I'm
going
to
do
is
work
out
or
go
and
find
job
offerings
for
that
job,
title
online
and
start
to
apply
for
them,
because
that's
a
clear
path
to
get
how
I
want
to
get
to
where
I
want.
So
we
have
a
career
planner,
that's
going
to
give
your
employees
that
path
right,
so
I
can
see
roles
that
I've
specified
that
I'm
interested
in
taking
or,
alternatively,
I
can
start
to
look
at
roles.
C
The
artificial
intelligence
is
going
to
suggest
for
me,
based
on
my
skills,
based
on
my
experiences
based
on
my
career
trajectory
so
far,
I
said
we're
not
stopping
those
sideways
moves,
but
the
ai
is
suggesting
that
these
are
potential
roles
that
you
might
want
to
look
at.
So,
let's
have
a
look
at
one
of
these,
if
I
say
well
actually
right,
I'm
really
interested
in
becoming
the
director
of
engineering
for
this
particular
organization,
the
ai
can
say
well
actually
you're
pretty
good.
You
have
these
skills
that
are
required
for
that
job.
C
Ultimately,
though,
you
don't
have
these,
we
haven't
been
able
to
validate
that
you
have
these
skills
they're,
not
on
your
profile.
These
are
required
skills
that
you
need
to
be
able
to
do
that
particular
job,
brilliant
and
a
lot
of
talent
management
systems
will
sort
of
stop
here
and
not
really
recommend
anything.
But
ultimately
we
can
plan
this
out,
so
I
can
now
just
well
actually,
let's
continue
this
process
and
the
ai
and
the
system
itself
can
start
to
recommend
to
me
courses
that
are
going
to
be
available
to
teach
me
those
skills.
C
Now.
All
of
this
then,
is
available.
All
of
my
career
planning
and
skills
planning
and
the
skills
that
I
wanted
to
develop
are
all
available
to
me
on
the
home
page
of
my
my
eightfold
talent
management
profile,
and
one
of
the
first
things
I
will
point
out
at
this
point
is
that
as
this
loads,
this
is
readily
available
through
a
mobile
application
as
well
as
a
desktop.
So
people
don't
need
to
be
at
a
computer
to
be
able
to
do
this.
C
I
can
work
on
my
mobile
application
as
well,
and,
as
I
scroll
through
this
I'll,
be
able
to
see
some
company
updates.
We
can
see
other
functionality
here,
whether
it's
about
referring
friends
for
jobs
or
updating
my
career
preferences
or
what
it's
going
to
be,
but
I
can
now
start
to
see
all
of
that
information.
C
You've
said
that
these
are
your
skills
and
interests.
This
is
how
you
can
start
to
achieve
them.
Courses
and
projects
that
are
available.
You
said
you're
interested
in
these
jobs.
These
are
projects
and
courses
to
help
you
do
those
perfect
now,
additionally,
within
the
talent
management
space
as
well,
everything
that's
available
to
employees
is
fully
available
through
a
marketplace
where
I
can
see
all
of
the
courses
all
of
the
jobs,
all
of
the
projects
that
are
readily
available
to
my
employees.
I
can
also
see
a
complete
people
database.
C
As
you
can
see,
I
have
a
significant
number
here,
so
one
of
some
of
the
ones
I
wanted
to
point
out,
though,
is
when
we've
been
talking
quite
heavily
around
skills
right.
So
this
is,
we
are
able
to
analyze
skills
on
an
individual
and
a
company-wide
basis,
so
that
we
can
start
to
understand.
Well,
actually,
look
you've
got
these
skills
that
are
growing
in
your
organization,
or
these
particular
skills
are
quite
high
or
quite
low
won't
run
through
all
of
these,
but
one
I
want
to
point
out
in
particular.
C
This
is
probably
quite
a
problem
for
me,
depending
on
what
I
do
as
an
organization
or
depending
on
those
skills,
and
again
it's
just
making
sure
that
the
artificial
intelligence
is
giving
your
customers
the
most
informed,
up-to-date
data
and,
looking
at
the
clock,
I
think
I've
been
talking
for
about
24
minutes
there,
so
I
think
I'll
probably
stop
there.
Mukesh
I'll,
probably
hand
it
back
to
you
and
potentially
any
questions
at
all.
A
Thanks
thanks
for
taking
us
through
the
demo,
jack
and
thanks
for
talking
about
the
product
and
the
functionality,
a
few
questions
that
pop
up
for
me,
the
first
one
being
there
is
a
lot
of
talk
around
inbuilt
biases
when
it
comes
to
artificial
intelligence.
And
how
do
you
remove
those
biases
from
artificial
intelligence
applications
as
well?
So
any
thoughts
comments
on
how
your
application
actually
ensures
that
none
of
those
biases
actually
enter
into
your
artificial
intelligence.
Algorithms.
B
B
We
also
run
you
know
rigorous
testing
processes
to
ensure
that
the
algorithms
are
still
you
know
whatever.
When
we
created
in
terms
of
their
behavior
and
and
the
way
they
are
performing
so
so
there
are
multiple
checks
and
balances
we
have
in
place.
We
have
a
patent
in
the
space
as
well
around
diversity
and
inclusion.
B
A
Cool
thanks
thanks
for
sharing
that,
so
you
mentioned
the
partnership
with
successfactors
right.
So
can
you
elaborate
a
little
bit
more
on
what
exactly
do
you
integrate
with
and
as
a
subsequent
thing,
you
know
how
how
how
long
does
it
take
for
someone
once
they
decide
to
go
ahead
with
eightfold
to
kind
of
go,
live
and
start
seeing
benefits.
B
Sure
so
look
I
from
an
from
an
integration
standpoint:
it's
across
the
sap
success
factor
stack
right,
so
integrating
into
the
talent
ta
part
inc,
integrating
into
rmk
into
ec
from
and
also
around,
you
know,
lms
integration
we've
done
recently
and
and
integration,
I
think,
with
our
talent
flex
capability.
We
also
have
with
field
glass.
B
So
it's
across
the
board
of,
of
course,
there's
a
lot
more.
That
can
be
done
from
from
a
you
know,
integration
and
usage
perspective,
but
I
think
there's
enough
out
there
that
we
can,
you
know,
go
to
market
confidently
and
say:
look
you
know,
mr
customer
there's
a
there's
a
lot
more.
We
offer
jointly
and
from
a
value
standpoint.
Look
you
know.
B
We
have
no
doubt
that,
given
what
sap
provides
in
the
marketplace,
which
is
you
know,
which
is
essentially
market
leading
from
from
a
talent
perspective
and
then
eightfold
sitting
on
top
the
value.
Realization
is
very
much
focused
towards
outcomes
right.
So
so
we
we,
we
essentially
enhance
the
investments
that
they
have
or
your
customers
have
already
made
in
in
sap
success
factors
right.
I
also
wanted
to
highlight
for
us.
B
B
B
B
Right
now
we
are
not
kind
of
you
know,
drawing
lines
between
if
it's
a
mobile
device
or
it's
a
it's
a
you
know,
laptop
or
whatever,
that
might
be.
We
are
not
drawing
lines
between
the
the
type
of
users,
whether
they
are
power,
users
or
hr
users
or
managers,
or
whatever.
We
want
every
single
individual
in
that
organization
to
utilize
the
platform
and
that's
where
we
believe
that
you
know
we
will
be
closer
to
achieving
our
mission
that
we
signed
up
to.
A
A
What
kind
of
customers
you
can
talk
about
it
from
an
industry
perspective
from
a
vice
perspective,
from
a
organizational
philosophy
or
culture
perspective?
Whatever
you
want
to
take,
what
kind
of
companies
do
find
the
fastest
roi
or
them,
or
the
yeah
from
investing
in
your
product?
So
in
a
in
a
you
have
to
reword
it?
Who
is
an
ideal
customer.
B
That's
an
interesting
question.
I
I
think
all
customers
have
their
own
strengths
and
and
challenges.
Look
from
customer
perspective.
I
think
you
know
there
are
a
couple
of
things
that
they
they
need
to
be.
They
need
to
realize
number
one
if
they
are
looking
to
transform
talent
within
the
organization
and
and
or
talent
externally,
which
is
coming
into
the
organization.
B
This
should
be
a
corporate-wide
driven
initiative
number
one
right.
You
cannot
achieve
that
if
you
are
regionally
focused
or
if
you're
focused
on
a
line
of
business
and
number
two,
you
need
to
have
the
support
from
your
management
we've
seen
organizations
who
don't
have
that
sponsorship
struggle
as
they
go
through
this
right
number.
Three.
It's
all
about.
You
know
finding
the
right
partners-
and
I
think
you
know,
from
a
sap
eightfold
partnership
perspective.
A
Interesting
so
another
typical
question
that
usually
comes
up
in
all
of
these
sessions,
is
you
know
how
long
does
it
take
for
a
customer
to
kind
of
you
know,
go
live
from
the
time
they
procure
the
licenses
and
do
you
implement
it
yourself
or
do
you
have
partners
who
can
actually
implement
it?
For
you.
B
Yeah,
so
look
we
we
work
with
multiple
partners.
I
think
some
of
which
I
listed
out
from
a
go
live
perspective.
You
know
it
can
be
again.
It
varies
on
what
we
are
trying
to
achieve
here
right,
but
typically,
what
we've
seen
is
somewhere
between
12
to
18
weeks
is,
is
what
we're
talking
about
and
we're
talking
about
global
organizations
here,
right,
global
rollouts
across
regions,
multi-country
multi-language,
all
of
that
good
stuff.
So
it's
it's
fairly,
quick
from
from
an
implementation
perspective.
A
A
A
So
if
you
can
probably
help
us
understand
a
little
bit
of
with
an
example,
you
know
of
how
you
help-
or
this
was
kind
of
you
know,
implemented
and
was
successfully
held
organizations
to
fill
more
positions
from
internal
higher,
rather
than
actually
having
to
go
outside
and
hire
from
outside,
because
everyone
knows
you
know:
internal
transfers
are
much
cheaper,
much
easier,
much
longer
lasting
in
terms
of
the
employee.
Staying
in
that
role
for
a
longer
duration
and
cheaper.
B
B
I
think
I
can
we
we
work
with
data
communications
limited
as
as
an
organization
as
a
client
of
ours.
In
fact,
one
of
the
first
clients
that
we
started
working
with
sort
of
there's
a
there's,
a
much
longer
term
relationship.
We
have
with
them,
and
you
know,
from
an
organization
perspective,
we
have
promoted
a
lot
of
the
candidates
that
are
coming
through.
B
The
pipe
and
kind
of
you
know
getting
matched
to
jobs,
but
what
we've
realized
with
organizations
like
tcl
is
identification
of
talent
within
their
own
ecosystem
right
so
I.e
their
employees,
and
that
has
led
to
you
know
a
gradual
increase
in
the
number
of
internal
hires
and-
and
you
know,
we
started
off
with
a
much
sort
of
lower
number
which
I
am
not
going
to
quote.
But
currently
we
are
sitting
somewhere
around
81
from
an
internal
hiring
perspective.
B
Substantial
increase
from
from
a
you
know,
sort
of
a
lower
double-digit
number
that
they
were
working
on,
but
it's
not
just
specific
to
them.
We
see
this
across
organizations
that
that
we
are
working
with
and
the
number
one
reason
is
because
you
know
it's:
it's
almost
like
a
leaky
bucket
that
you
have
all
your
good
talent
leaving
the
organization
at
the
same
time.
B
You
know
you
can't
hire
fast
enough
from
external
sources,
so
you
know
providing
an
ability
to
identify
and
match
talent,
not
just
externally,
but
also
internally,
in
the
same
view
that
every
recruiter
is
looking
at.
I
think
that's
the
powerful
capability
that
we
provide
here
right,
so
don't
treat
your
employees
as
as
something
of
the
past,
but
actually
expose
them
to
every
single
new
opportunity.
The
last
statement
I
just
wanted
to
make
was-
and
this
was
actually
a
statement
made
by
one
of
our
customers.
B
They
said
there
used
to
be
this
challenge
where
every
employee
is
chasing
a
job
within
the
company
and
with
eightfold.
Now
the
roles
are
chasing
employees
as
as
they
progress
to
the
next
stage
in
their
career
right.
So
that's
that's!
A
pretty
powerful
statement-
and
you
know
we-
we
appreciate
that
and
and
thanks
to
the
technology
we
have
built
working
with
the
product
team,
but
also
working
with
partners
such
as
sap
making
it
a
success
in
the
marketplace.
A
So
thank
you
so
much
for
taking
time
and
sharing
your
perspectives
and
a
demo
of
your
solution.
I'm
pretty
sure
that
this
is
it's
going
to
be
of
interest
for
for
the
hr
community
within
the
indus
or
the
india
youtube
group
and
yeah.
Thank
you
so
much
for
being
part
of
this
london
lunch
and
learn
series.