How to Evaluate Your Tech Stack with Dee Pitts
Dee Pitts is currently going through evaluating her entire talent acquisition technology stack. I found her approach enlightening and invited her to give you an overview of how she's going about it.
Find more from Dee here: https://www.linkedin.com/in/deidrapitts/
Episode disclaimer - we had some audio issues but I felt the content was good enough to still publish the episode.
transcript below auto-generated from video above
00:07.56
Brad Owens
What's up everybody welcome to the next episode of transform recruiting I Appreciate you coming by and listening in I've got an interesting guest for you to hear from today. Um I was in the day to day role of my day job. Not this job. Ah, meeting with lots of different people and every once in while I have those conversations where I'm like oh this person totally gets it. Ah so wanted to introduce this person to you and let you hear a little bit of perspective from her So D. Thank you so much for me in part of the car. The podcast I was going to say concert. But um, you know.
00:25.21
Dee Pitts
Well thanks for having me on I was gonna say concert. But.
00:44.61
Brad Owens
Maybe so give everyone a little bit of background on yourself. So they at least understand where you're coming from and what got you here in the first place.
00:44.85
Dee Pitts
Sure. So I've been in the recruitment industry for half my life. Ah. Over 15 years working for various companies at different sizes from startups to some fortune 500 s my journey kind of began as a recruiter and I've held multiple leadership roles and positions overseeing various teams and strategies. Most recently I kind of consider myself a little bit of a disrupter an early adopter of technology and just an all around ta a tech nerd I love tech nerds tech nerd I think that's great speaking of tech. How do we get? you.
01:31.10
Brad Owens
I Love Tech nerds as a fellow tech nerd I Think that's great. Um, speaking a tech nerd. How do we get you closer to the microphone. It seems like it's a little soft. Want everyone to be able to hear you. Yeah now that'd be great. Okay, so we'll go for that. Ah so tech nerd.
01:37.34
Dee Pitts
Sort of the microphone like it's a little soft.
01:40.75
Dee Pitts
Want is that a little better. Yeah, now that'd be great. Okay, so for that So tech nerd. Let's talk about the stuff that you're seeing as being disruptive out there. What sort of things are you seeing in the recruiting text space just to get your team.
01:47.96
Brad Owens
Let's talk about the stuff that you're seeing as being disruptive out there. What sort of things are you seeing in the recruiting tech space curious to get your opinion.
01:56.80
Dee Pitts
Lots of stuff going on out there right now I think um ai is becoming a little a little bit of a front-runner at the moment. Um, there is just a ton of tech out there that does a lot of things. Not all things. Um, currently I'm revamping the tech stack. My current company So I'm doing a lot of demos and and learning about kind of what the older tech companies are bringing to the market and then of course some new ones that are kind of emerging. Um, it's It's kind of overwhelming. There's a lot out there.
02:33.80
Brad Owens
So what are tell me a little bit about the use cases that you see for for Ai right now because I've heard I've heard the game it and I feel like there while there are many things that it could do I'm not so sure there's many things that it should do.
02:35.37
Dee Pitts
So what are tell me a little bit about the use cases that you see for for Ai right now because I've heard I've heard the game and I feel like there while there are many things that it could do I'm not so sure there's many things that it should do so in your point of view.
02:52.59
Brad Owens
So in your point of view. What do you see ai actually bringing to the table for recruitment.
02:55.23
Dee Pitts
You see ai actually bring into the table for well we're looking at using Ai for a couple of different things. We have both onshore offshore teams. Um and just sort of in in the. Forward looking future I think that you know recruitment recruiters in general are going to have to become more of a marketer than they ever were in the past more like a content creator. Um, so as we're sort of looking at our current ecosystem and some of the challenges that we face which would be language barriers um sort of brand knowledge. Ah so we're kind of using. Ai and some different ways to help break the communication barriers and I kind of want to I want to get to a point where we take it even further and maybe using ai for um, for voiceover and things of that nature. Um in our. Industry a lot of the healthcare professionals that we work with or the types of clients that we work with. They're not They're not too keen on talking to people overseas so the language barrier the accents themselves kind of.
04:17.00
Dee Pitts
Ah, did I lose you so perfect. The language barriers themselves kind of create a little bit of ah, a challenge when it comes to building out the brand because we're doing business in the Us. Um, so I think that Ai audio.
04:18.70
Brad Owens
Nope I Still got you.
04:35.13
Dee Pitts
Um, as well as chat as well as you know, just using it to write and create emails and just different content to engage with with the candidate pool is kind of what we're looking to use it for right now. That's really interesting because what.
04:52.42
Brad Owens
That's really interesting because one of the things that when Ai started popping up gosh like years and years ago. There's always been this conversation of we're going to replace the recruiter like the recruiter is no longer going to be needed but we've always.
04:54.37
Dee Pitts
The things that when Ai started popping up years years ago. There's always been that conversation of going to replace the recruiter and like the recruiters no longer going to be needed but we've always leaned into as an industry. Yeah, but Ai can't.
05:07.73
Brad Owens
Leaned into as an industry. Yeah, but Ai can't create relationships so I'm interested to hear your take because starting from the Ai perspective of let's make it create content which is almost like the the outward facing.
05:12.86
Dee Pitts
Create relationships. So I'm interested to hear your take because starting from the Ai perspective of let's make it create content which is almost like the the outward facing recruiter right? It's the outward facing content creator where do you see ai role in.
05:25.93
Brad Owens
Recruiter right? It's the outward facing content creator where do you see Ai's role in the funnel and where do recruiters still bring value even if there is Ai in that funnel.
05:32.49
Dee Pitts
Funnel and where do recruiters still bring value even if there is Ai in that funnel. So I think that it helps a recruiter I think some of the most time consuming parts of recruitment are are. Creating your communication pieces right? because your audience you don't know what your audience is looking for and so in our industry right now? What we are what what they tried to do was remove the recruiter from the environment. We had a couple of competitor companies out there that did it. You know through the pandemic and it didn't take off as as well as they they had thought. Um so I think that you still absolutely need the human component in there. Um, our candidate pools they you know they don't want to talk to a recruiter until they do.
06:25.97
Brad Owens
O.
06:27.88
Dee Pitts
So in using ai to to not only communicate with um with candidates but also sort of to bridge the gap between the Us and our offshore team. So it's it's kind of.
06:46.48
Dee Pitts
I I believe that recruitment will benefit from Ai by doing those small mundane tasks I mean we've all sat and tried to kind of put together. Ah a text message or an email to a specific type of candidate. It's time consuming. Um. Recruiters tend to move relatively fast. They want to spend their time engaging with the candidate. Um, but right now in the market. What I'm sort of seeing is a ah fight between candidates and recruiters you have candidates who want so much more engagement and recruiters who don't have enough time to get to it. So I think that using ai to kind of automate those mundane tasks in between you know, um, the initial conversation with the the candidate all the way up till placement because in our world it can kind of be ah, a 30 to a sixty day um cycle
07:40.95
Brad Owens
Um, yeah, long process.
07:43.17
Dee Pitts
And so when we talk about Ai and the ways that we use it now like to stay in touch to do check-ins to do follow-ups just to let them know hey I'm still engaging with you while we're kind of in this waiting waiting pattern. So I think we're going to see a ton of ai mixed up in all of those things. Um, we're using it internally with you know tools like automation tools similar to sense and and things of that nature so that. Your recruitment cycle is kind of managed by the automation ai but not to a point where it's replacing the recruiter. It's really working as an assistant just to step in. Yeah and I like that because the.
08:24.45
Brad Owens
Yeah, and I like that because the main pain point from the candidates perspective that you're looking to address is one that I've always had a bugaboo around and it's like the application black hole. Ah you either apply and hear nothing or you have your first interview and then hear nothing.
08:27.80
Dee Pitts
Main pain point from the candidate's perspective that you're looking to address is one that I've always had a bugaboo around and it's like the application black hole you either apply and hear nothing where you have your first interview and then hear nothing so using your ai to almost plug or fill that.
08:41.53
Brad Owens
So using your ai to almost plug or fill that recruitment black hole or application black hole I think is that's an awesome use case because that really is to your point. That's just content creation like it doesn't have to be fancy. They.
08:48.53
Dee Pitts
Recruitment black hole or application black hole I think is that's an awesome use case because that really is to your point. That's just content creation. It doesn't have to be fancy right? They to get above your competitors. You literally just have to do better than 0
08:59.75
Brad Owens
To get above your competitors. You literally just have to do better than zero like that's that's what it will take to do better. Um, so I love it I think that that'll be a fantastic use case and it's almost like a it's a better way of doing.
09:05.90
Dee Pitts
Will take to do better. So I love it I think that that'll be a fantastic use case and it's almost like a it's a better way of doing almost like drip you know campaigns but much more targeted because a I know how to do that? Yeah and it.
09:18.36
Brad Owens
Almost like drip email campaigns but much more targeted because Ai knows how to do that.
09:25.61
Dee Pitts
I Think that we're we're kind of using it. It's um, you're going. Youre the way in which you craft those messages are going to be very different for each type of ah profession that you're recruiting for.
09:38.21
Brad Owens
Um, yeah, sure.
09:41.91
Dee Pitts
Um, we have various levels of Healthcare people that we recruit for So the way I would engage with a nurse is going to be completely different than the way I might engage with a physician and the way that that looks and feels is going to be very different and so we're kind of building those Journeys and those talk tracks.
09:50.44
Brad Owens
Yeah I completely agree.
10:01.27
Dee Pitts
Using Ai and automation together I love it I think it's gonna be amazing I certainly set you apart from the rest so you did mention at the top. The journey that you're trying to go of. We're at a place where we're ready to just replace the text stack we're we're trying to evaluate everything. There's demos bond demos and upon demos. So.
10:04.39
Brad Owens
I Love it. I Think that's going to be amazing. That'll certainly set you apart from the rest. Um, so you did mention at the top. The journey that you're trying to go through of we're at a place where we're ready to just replace the tech stack we're we're trying to evaluate everything. There's demos upon Demos upon Demos. So. You bring a unique perspective to potentially a lot of people that are listening to the podcast of going through current pain trying to discover What's even out there and then trying to make the best decision for you in the business. So Do you mind if we go through that journey a little bit So What prompted.
10:20.63
Dee Pitts
You bring a unique perspective to potentially a lot of people that are listening to the podcast of going through current pain trying to discover What's even out there and then trying to make the best decision for you in business. So do you mind if we go through that journey a little bit so sure prompted all right. It's time to make a change.
10:37.85
Brad Owens
All right? It's time to make a change. What was starting to become apparent.
10:39.61
Dee Pitts
What was starting to become here. Um I think that they they we were looking at software that will allow us because the pandemic showed them that they had to scale up really quick but then of course we go back down and tech really kind of affects. Your environment with number of seats. So when we're starting our our journey. We're going to start with our Ats and and currently our Ats it works but it doesn't have everything that some of the other ats is out there have. And so while it fits the budget. It just doesn't fit the environment. So what they started to kind of do over the last year and a half was layer some quick fixes on top but they don't all play nicely together.
11:17.43
Brad Owens
M.
11:29.20
Dee Pitts
I think a lot of the decision making with tech you know budget is ah is a big one. Um and sometimes when you're making those decisions you might not be in the best place revenue-wise um, and so you're forced to kind of make decisions based on what your budget can. Can support. Um and so as organizations do that and they layer things on top. You know you have other caveats that come into it too. You have a leader that comes from another organization that maybe used something and and he's just he or she is just really like not willing to see how. Something else works an example would be like Microsoft teams when that first came out and um slack you had people who were just dedicated to slack and then you know teams came out and it had a lot of the bells and whistles that slack had so many people in our organization at the time were. Slack users somewhere you know like let's try out Microsoft teams and see what it does and quickly right? It was this is a more cost-effective tool. Um, that can be launched out into the entire organization. So when we're looking at our tech stack I have to kind of keep in mind our budget our size. Um and how scalable is it so we do have some.
12:47.30
Brad Owens
Who.
12:54.71
Dee Pitts
Some automation. It's not a lot We're kind of starting from a blank canvas with an ats so it is exciting because there's a lot to look at out there. So one of the first things that we you know had to had to come to terms with was okay so we're using this piece of tech for text messaging. And we need more automation so we started to look into the companies that we currently have you know, um, licenses with to see what other pieces of tech. They're currently offering and that kind of gets a little messy because. You have all of these companies that are in existence that have something right? but they're competing with the other tech companies out there and so they start putting add ons onto their tool. It might be it. It checks. The box is what I'll say it won't be as robust as like. Ai chat bots for example, there's some out there that are just meh right? and there are others that are there's a lot going on but they don't have the text platform. So. It's kind of like you. You really like some things in one company.
13:51.31
Brad Owens
Here.
14:07.91
Dee Pitts
But they don't have the things that the other company provides so like taking a look at finding a tool moving both off finding a tool that kind of comes into the environment and solves both issues. So that's kind of where we're at right and we're stuck in this you know subscription business and. Contracts are you know we're stuck in them for 2 years So it's kind of like okay well we're going to still keep using this for texting but we're gonna we're going to move you know, um, email messaging and notifications over here and so.
14:43.21
Dee Pitts
While I understand why we have to do that it puts a tremendous burden on the recruitment team because they're probably working in 7 different systems at any given time. So when you look at that from an organization standpoint I have ah ah a team that is offshore that is working on all of these tools.
14:52.96
Brad Owens
Um, yeah.
15:02.58
Dee Pitts
And you know from a hardware standpoint. They don't have everything they need to be in all of these systems to work effectively. So you know when I'm looking at a tech stack and what we're going to bring into the environment I'm always trying to solve multiple problems with one tool. Simply because of that problem right? there right? and it's it's the focus is to try to keep the recruiters in 1 system so that they they aren't coming out to go and do other things because that's sort of when mistakes happen. That's when the candidate experience. And the employee experience sort of breaks down. So when I'm looking at tech um I'm kind of trying to solve multiple problems with one tool but we all know that it can't be solved with one tool right? well.
15:51.68
Brad Owens
Right? Well yeah, the one size does not fit all certainly applies. Um, so there is this new kind of exploration that you know I talked to a lot of people about when I went to s I back in Miami and even the year before in um
15:53.78
Dee Pitts
Yeah, the one size does not fit all certainly applies. Um, so there is this new kind of exploration that you know I talked to a lot of people about when I went toia back in Miami and even the year before in in Austin and I'm really curious to go I'm going to go to that London exec for.
16:09.31
Brad Owens
And Austin and I'm really curious to go I'm going to go to the London exec forum here at the end of the year and I'm curious to hear a little bit more about it because the idea of platform is starting to become a big conversation for people and what platform means to everyone is a little different.
16:12.95
Dee Pitts
At the end of the year and I'm curious to hear a little bit more about it because the idea of platform is starting to become a big conversation for people and what platform means to everyone is a little different in my mind based on what I understand about how platforms can be effective. It's almost.
16:26.38
Brad Owens
In my mind based on what I understand about how platforms can be effective. It's almost like exactly what you're trying to describe of this one system but to you does flat does platform mean something different than system mean something different than app. How do you kind of describe it.
16:31.31
Dee Pitts
Like exactly what you're trying to describe with this one system right? You does what does platform mean something different than system need something different than app. How do you kind of describe it. So the way that I look at a platform. It's going to be all encompassing right? So if if I have a pla. That's my dream actually is to have a platform survive your dream Sure lots of people share I mean you know if I.
16:54.56
Brad Owens
Ok, describe your dream for the audience. They'd love to hear it I'm sure lots of people share it.
17:04.72
Dee Pitts
If I had kind of an unlimited budget unlimited people. Unlimited resources right? I definitely would create a global platform that integrates all aspects of recruitment from job posting to onboarding all powered by Ai to ensure.
17:20.00
Brad Owens
In.
17:20.13
Dee Pitts
You know, unbiased hiring but the platform would have kind of continuous learning modules for candidates and recruiters alike kind of bridging the gap real time. Um, it's It's funny to me we in our industry we have kind of we're in a space that we've never seen before. So you've got a lot of the talent that's in the market right now that kind of fell into it just because that's what everybody was doing um and the same goes for the staffing agencies as well. So right now we kind of have this blind leading the blind and you know I I do know for a fact that the candidate pool because I follow all the message boards out there just to see what's going on and and kind of keep my pulse on things they have no the candidate pool in our industry has no idea. How it works like 0 concept and so how well how our our type of recruiting works. Yes, and and how how because it is pretty complex. Um our industry the the health care piece of it and you know.
18:11.61
Brad Owens
Um, how it how recruiting works got it? Yeah yeah.
18:29.16
Dee Pitts
They do work just like a contractor but they're there there all they're like ah a giant army of individuals that you know, um, go by hearsay um and it's funny to me because they will not. They will not like rely on the recruiter as the knowledge base. So we're kind of in a situation right now where the industry's changing so much and so are the rules and and the rules kind of went out the window during the pandemic and so now the rules are coming back into play and you have this candidate base that is like what what's going on and and the same for the. The recruit the recruiters they're like why can't we get people placed as as quickly. Why are the clients being so picky and it's it's it's literally because we're going back to how things used to be um and so I think that most job seekers in the market. Don't. And really know how this all works they really don't um as I sit on the weird world of Linkedin today and and watch job seekers kind of you know so speaking about recruiters and and vice versa. It is so disconnected they just have 0 concept of how it works. So I I want my platform to have that that education piece to to teach them how to work with recruiters the right way and and recruiters how to engage and work with candidates the right way. Um technology I believe has been ah has been great.
20:00.70
Dee Pitts
Not to date myself. But when I started recruiting we were faxing profiles to to clients. You know So the technology has been just a lifesaver but at the same token I think it has kind of.
20:03.33
Brad Owens
Yeah Manila Folders everywhere I remember that.
20:16.85
Dee Pitts
Made it a little bit complex and difficult. Um as the technology advances the candidate pool tends to age. Um, you know you've got people in the mix that expect different things right? You've got people who who want a quick easy button and then and then you have people who kind of. They're like well I don't even know where to begin with this stuff. Um, do I pay you So It's it I think that education around recruitment and staffing is is is really needed for both job Seeker and um and the companies that support the recruiters.
20:41.17
Brad Owens
Tap.
20:52.25
Brad Owens
What an incredible trust builder that would be like to be able to set expectations from the outset of here's what it's going to be like to work with us and there's your content generation right? there like it doesn't have to be the recruiter themselves doing it right? It could be Ai or anyone else that could set that stuff up. But.
20:54.50
Dee Pitts
What an incredible trust builder that would be like to be able to set expectations from the outset. Yeah, here's what it's gonna be like to work with us and there's your content generation right? there like it doesn't have to be a recruiter themselves doing it right? I or anyone else that would said that stuff.
21:10.76
Brad Owens
Yeah, that would be.
21:10.86
Dee Pitts
My biggest thing right now is with my company I'm with is we're not known in the market and so again, solving multiple problems with 1 thing. Um, we're using our content to educate our job. Seekers. We're using the same content to actually train new hires. Um, and then using it a third time to um to really engage with um our social channels right? So when we're looking at like a piece of ah a piece of content that I'm going to put out. Um, kind of like top 5 right? educating your followers is is so important I spent a lot of time at a recent trade show um with with candidates in our industry just educating them on how it works how to how to how to how to do your resume. So that you know you're you're formatting it in a way in which the hiring managers look at it can can quickly know whether or not you would fit in their environment or not um and based on the feedback from the candidates. It was just like they were.
22:17.35
Brad Owens
Are.
22:25.98
Dee Pitts
Just mindblown. Oh my gosh I Never knew any of this. Um, oh my gosh This is free. Yeah and it's free. Um well free. They certainly do um and so you know it's something that I kind of did with candidates is they stopped by our booth. They said hey.
22:30.10
Brad Owens
Um, and oh my gosh This is free. Yeah like they love free.
22:43.98
Dee Pitts
Send me your resume I'll do a quick review of it and give you some some quick pointers on how to how to change it so that you can present yourself better to recruiters and to the to the um facilities you're trying to work at and they loved it. They absolutely loved it and I think that's sort of what's going to help us.
22:54.18
Brad Owens
That kind of stuff comes back? yeah.
23:02.62
Dee Pitts
Ah, differentiate ourselves from the competitors is by providing education content on how this all works and how to work with us. Yeah, it's gonna do wonders for what you've got going on I think it'snna. Ah.
23:10.24
Brad Owens
Yeah now I think that's going to do wonders for what you've got going on I think that's going to be amazing. So I am going to in the show notes of this share everyone Your're Linkedin so they can jump on learn some more from you watch. Maybe some of this content that you've got going out so that they can.
23:18.58
Dee Pitts
So I am going to in the show notes of this share everyone your Linkedin so they can jump on learn some more from you watch. Maybe some of this content that you've got going out so that they can learn. Maybe some best practices for themselves. But as the person who's going through this tech stack change based on what you're finding.
23:29.30
Brad Owens
Learn Maybe some best practices for themselves. But as the person who's going through this tech stack change based on what you're finding give us like your top takeaway from what you're learning so far if someone were to go out and reevaluate a tech stack. What would you want them to know.
23:37.51
Dee Pitts
Give us like your top takeaway from what you're learning so far if someone were to go out and reevaluate a text that what would you want them to pick.
23:47.13
Dee Pitts
I think the first thing you need to do is start at the beginning of your recruitment cycle in doing the discovery phase understanding how people come into your environment and then how it kind of carries on through there is is important. Um, so when I I start looking at ah reevaluating a tech stack I start with how do your leads come into your system and then I kind of build out from there. Um, so we take a look at what. What are the challenges from the moment the lead hits your database until the moment you place them and understanding. You know the the tools you currently have in place. What's working. What's not what would what would. Looking at the tool that you currently have what would be great to have but it doesn't have and kind of starting my search from there I think it's really important for anybody who is evaluating a tech stack to be connected into ta tech and know what's going on. Um, as companies are getting acquired and um, you know, growing and scaling up their tech stack drastically changes or their tech drastically changes year over year I mean something I looked at last year is completely different than what they have this year so
25:19.91
Dee Pitts
Tech is moving fast and and staying ahead of it is part of the challenge. Um I often find out things like by mistake or but on ah on accident or you know just by looking at some stuff on Linkedin I'll run into a piece attack.
25:21.49
Brad Owens
There's big changes.
25:37.98
Dee Pitts
So You kind of have to always have your pulse out there on the tech and what's going on with it and I also always say kind of watch how leadership moves through these tech companies. Um, they the leaders that join these tech companies are um, are coming from an. Another tech company I kind of tend to watch that because I know what they'll bring into a new.. Ah I know what they'll bring into a new a new company with based on the tech that they've developed in the past so staying staying on the pulse is really.
26:08.26
Brad Owens
I like it.
26:14.42
Dee Pitts
Really key because it's just moving so fast. Well 2 things that took away from just that statement one. That's the exact reason I wanted to start this kind of podcast because it's so hard for me to keep up and that's my job is to keep up with recruiting time. So it's so awesome to be able to have these conversations that would be.
26:16.27
Brad Owens
Yeah, well 2 things that took away from just that statement one. That's the exact reason I wanted to start this kind of podcast because it's so hard for me to keep up and that's my job is to keep up with the recruiting Tech. So. It's so awesome to be able to have these conversations that would be crazy powerful for everyone else to learn from and I Thank you so much for wanting to spend your time and for sharing this with everybody but 1 of the the key things that I think how you're approaching your tech stack versus how I see a lot of others that I think is going to help you in the long run that I wish more people did.
26:34.42
Dee Pitts
Crazy powerful for everyone else to learn from and I thank you so much for wanting to spend your time and for sharing this with everybody but 1 of the the key things that I think how you're approaching your tech stack versus how I see a lot of others that I think is going to help you in the long run and I wish more people did is you.
26:50.19
Brad Owens
You very much are taking the approach of engagement throughout the system. Not so much of the tracking throughout the system like we've all lived and died by the applicant tracking system. No one can see my air quotes but tracking system but like what everyone's truly needing right now is an applicant engagement system.
26:51.39
Dee Pitts
Very much are taking the approach of engagement throughout the system. Not so much of the tracking throughout the system like we've all lived and died by the applicant tracking system tracking system. But what everyone's truly needing right now is an applicant engagement system. That's.
27:09.90
Brad Owens
That's totally different. So yeah I think you're on on the right path now of trying to develop your own version of one of those and I think it's going to do amazing things.
27:10.42
Dee Pitts
Yeah, so yeah I think you're on on the right hat now trying to develop your own version of one of those I think it's going to do amazing things. Well thank you so much for having me and letting me talk about it a little bit anytime you want to come on and share what you're learning throughout this journey. Honestly.
27:23.80
Brad Owens
No, any time you want to come on and share what you're learning throughout this journey Honestly Ats Once you make all these decisions to come up with here's what you're going to truly do love to have you back on and talk about the final tech stack so that you can share what you learned with everyone because there's a lot of people that are going through the same thing.
27:29.92
Dee Pitts
And so once you make all these decisions to come up with here's what you're going to truly do love to have you back on and talk about the final tech stack so that you can share what you learned with everyone because there's a lot of people that are going through the same thing. Oh I would love that I would love that another thing I would tell listeners.
27:42.85
Brad Owens
Yeah.
27:46.36
Dee Pitts
Um, is if you want a discovery matrix that I've kind of built so that you can assess all of the tech that you've reviewed I'd be happy to share that with folks too whoa all right? So send them straight to Linkedin and they can get in touch with you absolutely I'll do it all right? Everyone check the show notes that you can get that because that would be crazy valuable for you to have.
27:55.27
Brad Owens
Whoa all right? So send them straight to Linkedin and they can get in touch with you I'll do it all right? Everyone check the show notes that you can get that because that would be crazy valuable for you to have if you want to start looking at recruitment tech the same way. The d is well.
28:05.26
Dee Pitts
If you want to start looking at recruitment tech the same way that d is well thanks again. Really really appreciate you taking time out everyone if you want more episodes like this and try and do your best to keep up with recruiting tech like I'm trying to but head over to transformercroding.com there be this.
28:10.54
Brad Owens
Thanks again. Really really appreciate you taking time out everyone if you want more episodes like this and try and do your best to keep up with recruiting tech like I'm trying to as much as possible head over to transform recruiting dot Com There'll be this and many many other episodes over there for you and with that send me any messages that you've got any questions you've got I'll.
28:23.39
Dee Pitts
And many many other episodes over there for you and with that send me any messages that you've got any questions you've got I'll happily ask them to past and future guests at hello at bradowins.com thanks again to deep spending some time with me today and we'll see all soon.
28:29.95
Brad Owens
Happily ask them to past and future guests at hello at bradowins.com thanks again to Dee for spending some time with me today and we'll see all soon.