WhatsApp Audio 2026-05-04 at 11.57.48 PM

0:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Any experience in that space with data engineering? Yeah, 100%. We've also been doing, with all of the advancements on AI and Agents, we've been doing a lot of Agented ETL, like just maybe painful data engineering work, which is representative, right? We've built a bunch of agents to help sort of ease that pain. I don't know if you've brought that demo, but I'm definitely not sure. I didn't know that you were looking towards engineering.

0:29

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

H.R. data is interesting.

0:44

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And so one of our challenges is to help associates grow their careers, right? Like we have a lot of tenure on the seller and business. And there is a lot of tenure on the depot. I'm sure you've probably met people with the equal, but then also talking decades. But we also have a lot of associates who are very new, very eager to grow. And one of our goals is to help unlock those paths for them.

1:06

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Like to say, hey, here's the typical path of the Home Depot, or here's the potential path of the Home Depot, but when you hire, you know, you might have 30,000 people in a single job code in an organization of our size, the maps become instant, or at least they feel that way. And so we are looking to be like, okay, how can we clean that data in a way that helps the associate be able to use it to say, okay, here are the three steps I can take to get where I want to go.

1:34

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

or here are the skills I don't have in my current job, that I need in my next job, that I want in two jobs from now. My goal is to be an RVP in my region, and today I'm a sales associate. RVP is a regional vice president that needs the different divisions of the whole VEBO. They'll know what everybody needs. But the common goal is I want to be a district manager, I want to be an RVP. I'm a sales associate today. What are the steps? I know the jobs to get there.

2:00

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

It's one thing to know the job. It's another to know the hundred skills to get where I want to go. What's the average timeline? Right? And none of that. Like, we know anecdotally, like, I can look at one RPP and go there, but I can't produce that path in a way that lets every associate and then say, like, okay, I think I want an RPP because that's the job I know, but I actually would be a really great fit to come work at retail media. Right? And what are the skills to help us, help all of our assistants map that?

2:28

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

The problem is exponential. And we wear data engineering hat, right? So what you dispatch is more for HR. But when I look at it in the marketing side, it's the same thing. Like every campaign you run, you get some additional data. So it falls under our category of data. And we are trying to come up with solutions like how you can better. When you say it's all over quality of data, add something. So that's another thing that branches that anybody could follow.

3:26

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

have that it will get to it but i couldn't get excited already but that's the problem we've worked on it was very very simple because and then we also saw the job the titles but because several hiring friends and the job is another branch and then now you have like 10 000 persons of the same job district that was exactly the same thing all of the data was spent so it was very difficult to

4:01

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

you know, while you're all together and that's where the chaos is really good at leading truth and getting the trust of it. So I think we will be excited to see more and I hope, you know, working on the same path. Yeah. Yeah. I think, well, I'm glad you brought that up. Mancet and I were having this conversation a couple months ago, actually. And I guess you have the time to guess the issues that you're facing.

4:32

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

What are the skill sets do my associates have right now? What are the skill sets that they need? The data probably comes in from a resume that they would have created, like we said, 10 years ago, five years ago. But they don't have a resume yet. It's their first job. Exactly. Exactly. So you don't have a source of proof for skill sets. You don't have a source of proof for the skills that

5:01

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

that they currently need to get to where they want to get to in the future. Unlocking skillset data is huge, huge unlock for HR.

5:14

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

but also what are the skills that they have because you know they've been in this job for five years let's say and so what's the likelihood that they've already had these skills whether or not they have it on their resume or not right exactly and how do we unlock that so it's intuitive and easy self-validated manager validated just to add how it is secured and

5:43

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

We follow the specific role-based accesses that are set up because we'll be getting data from all the different talent management sources, 8-fold, maybe like one of the examples and from our internal HRIA systems. Making sure everything has that level of security is very important.

6:04

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

as we do all the analytics and we always say that the amount of analytics we do for customer journey the same amount of analytics we have to do for our associate journey rather than more right like it's not just about the learning courses they take the projects they take over but also the responsibilities and everything they take over so this is something actually like we have implemented we kind of like tagged the entire

6:31

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

from hiring to your retiring like what an associate goes through what are the touch points they go through and how does it look like something we can show probably may or may not be in this call but maybe like something later but this actually sparks point to that

7:19

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So let's jump in, go forward.

7:34

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

I don't think it is unique to home people, but it's happening across all the organizations at this point. There are obviously a lot of investment at work to put towards fixing the problem.

7:46

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

you know, the last plus months I've seen a lot of action. I think it has to do with all the AI agents that we look at, and now you can try a whole bunch of experiments, right? So that's what we're seeing. You know, retail, I see that helicopter is from the areas where a lot of energy is going into it. I also think it has to do with the multitude of rules available to that, so that's how you lay it out. It's getting really difficult. Also, I think, on industry, trying to...

8:20

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And one of the most common reasons is, um, plan the clarity towards upward mobility is what is getting, um, you know, trying to make the interviews across the organizations that are working with.

8:39

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

I just want to set the stage a little bit and say we can move to the next slide and then I think after that we can jump into some demos and go specifically into case studies. Here are the areas that we have a good understanding of which where we work from acquisition and onboarding development capability and that's the pillar we spoke for the thought this morning. The second pillar right there, understanding you know what the skills we have to sense in leadership readiness, how to do mobility.

9:08

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Planning and store-offs is another area where we do quite a bit of work. Experience and retention, we touch upon that as well. And then finally, we do a more functional work on intelligence and deep planning. So, be it, you know, integrating with who works at Workday or any other platform that you have, we also do.

9:28

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

fully understand that all of these are organizations that we work with. There are so many systems in place, so we know how to play well with everything that is ongoing and you don't come and propose a whole new solution of something. It's like boiling the ocean.

9:51

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Again, it has come out of the nature, so there are pipes and everything, and that's also something that we've had to do with.

10:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So we were using the data and data and computation as remote models and we do executives built on top of everything being all the compliance angles that are specifically taking care of the AI and the HR and then finally the organization's essence which is the culture and retain belonging so the solution that really works for home people might not work somewhere else where the culture is built.

10:25

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So that's just the idea that we'll jump into a quick demo of what, you know, a future HR intelligent concept would look like and then we can specifically go into some of those things that we spoke about. But I thought you had a question. So if you had anything planned. Okay, yeah. I'm a visual learner, so if I could just read it, I would retain it.

10:54

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So maybe Sanchet, let's start with demo. After that, let's talk about the process that you guys have done with the space. So Sanchet, why don't you start with demo? I know what it's like. Yes.

11:16

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Got it. So this is like a command center what we are calling it and this is specifically built to demonstrate the idea of there are a lot of folks in the organization, they are doing a lot of things but if I look at from the organizational lens, are the eight or ten pillars that needs to move from an HR ecosystem, are they moving? If I zoom in, I might see more effectiveness, workforce strategy, talent acquisition.

11:42

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

employee experience, learning, all of these are individual pillars that needs to move together for an organization to move ahead in this direction. Now, while we have multiple applications tools, with the future coming in, AI will become like the core of it and everything has to be interconnected and drive progress for the firm to move ahead. It's how we are looking at our connected ecosystem. The idea of this is, if I jump into the

12:10

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

sections depending upon who is opening this connected system basis their robot designation and the areas that they are owning. Certain amount of ecosystem pillars are tacked to their goals, targets for organization to move forward.

12:29

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Let's take an example of a close planning in capacity. While the future continues to hold what is the regular set of charts, what is happening now?

13:09

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So without jumping into the data and the charts, the idea is to showcase that earlier the dashboards or the actioning tools used to just have charts.

13:19

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Then came the summaries. Now, as Suyong was mentioning in the set of things he was talking about, that we can now do strategic as well as skill-based, fluency, metrics, scoring, and understand and ask questions now. AI can understand the back-end data, it can make sense to it, it can reaccionate on the reasons for it, and you can generate summaries, you can do a lot of AI-driven use cases.

13:46

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

most of the organizations are doing and when we were thinking of how do we innovate better, how do we innovate faster. We came up with the idea of command center with MCP integrations coming into the play and again, all of these are individual pillars stacked to a person or a team to move ahead. But when we look at the future of how this is going to evolve with all the systems in place, it will most likely be like a command center. This is how we are thinking about it.

14:14

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Imagine no Outlook and Teams kind of application. But everything that happens during the day is tied to what you are supposed to be. So if I log in today, I see that hey, there are three things that leads my attention. This is Red, Ember, Green, set of roots, compensation being one, workforce being one, compliance being one. And this is from a specific director level. As the role changes the priorities, we keep funneling down to a specific tactical set of use cases.

14:43

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

like how is it able to gather this from the backend is via integrations to your email chats and calendars in future it can also be focusing on i will just zoom in a bit i see uh

15:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

I've zoomed out of my screen a bit too much. Is it any better now? So the idea is, this is not limited to only emails, themes and calendars. I'll just zoom into emails. So I got an email related to financial merit or legal or HR Ops and there could be multiple other emails.

15:25

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

These are all relevant to one of the use cases or the targets that I have for me as a director for this role. Imagine this having a Workday level access. One more column. Fourth column here has been Workday. And three more other columns related to the tools and tasks and actions that come together, that needs to come together for me. And that summarizes and gives me a high level view of, hey, these are the six things that are in red today. I need to take decisions on this.

15:51

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Typically, how will it work like? There is a model or there is a logic behind it.

15:57

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

solutioning also like hey there is a gap in the way compensation is being divided around 340 set of employees how do you want to distribute across three teams now it is also recommending solving the problem you can take a call you can confirm the decisions you can move it to a compensation committee you can assign an owner to do a better RCA or open a pay equity entire dashboard to understand it before he will be taking the decision so

16:26

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

all of this is now connected into a similar area let's say you confirm the decision the mail will go back via the system integration that happens today same thing happens on the ta side if i look at the hiring positions checking on the status etc right if we scroll down a little bit it will also talk about the decisions what decisions have been taken what needs to close tomorrow do you want to decide today and then comes the part typically where

16:56

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

actually need to jump to dashboards and data to understand why something has to change or why something has to remain as it is. While this all is happening, there are always co-pilot tools that are applicable and available to you. Today you are looking at an executive screen, but you can continue to use all the relevant co-pilot capabilities of summarizing, building slides from this, preparing your own update or brief updates. This all can be done on the set of tasks that you are looking for.

17:24

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

This is how the future is going to look like for all of these tools and customers are slowly moving towards this era, maybe starting by a small GPPT building, then tagging one entire vertical to automate it completely by AI, but then if you look at a full command center, this is probably how it kind of works. But I think a quick pause will take up any questions in the era.

17:50

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Can you talk a little bit? Did y'all build the algorithm around system analysis? Or is that something that is fueled by a system? Or is it like a game sort of discipline maybe? Is that a Christian predictor? How is that?

18:07

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

will cover something that we have done in the organization that we are supporting currently. So we call that as like survey analytics. So here that are what happens is, I mean there is an annual survey that happens.

18:23

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Every associate has to go through that. And then in workday, for every business process or service experience they go through. They're somewhat the other way, like from workday they capture very well familiar with the process, how comfortable was this process and whatnot, right? And every quarter there is a sentiment of an associate has been measured, like you have spent around five years.

18:48

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

in this company and how is it going on so we are taking all those touch points out and like for each so whole idea is not to see for a specific associate but the whole idea is with which job level which business group is the section where they are feeling the most stressed about right for example i'll like share one of those insights where for like a couple of months we did

19:14

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

see about what which are the specific roles that they are going ahead with the maximum stress right like so we identified some in people experience team out of like some D level or some like around L2 or L3 level they are facing the majority of the problem because they have to like do a lot of back and forth with the people because there are a lot of internal transfers that happen

19:40

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

and they have to collect information, go and update workday and all those things used to happen. So we kind of identified a P&O automation solution for them so that we can help them focus more on the work that they want, they should use their mind with.

20:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

rather than doing majority of the operational work. So yeah, that's one of those instances.

20:16

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

media and product and I used to see which we let people like things out online, also offer services. So from a group of text, I didn't know what this sentiment is, we already have, you know, others that's a place for. But right now, with LLFs, it's become even easier for an audience. You don't need to build it as long as you have access to some sort of LLFs and we are able to pull that out very effectively.

20:45

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

The optimization comes in, how, you know, what is the scale, how much is it costing me, so if I use that algorithm and keep it cheap, or should I run as a monitor and adapt to it costs. But we can do that not just in HR, but across the whole outside of things. Yeah. And where the, how will get better is that?

21:17

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And the data that you feed in would be . So, workday, external survey, site, internal survey information. If you have external information, show strength of information, like our LinkedIn, start sharing that data. So, they can all be protected. And like the links are added into the context here. And your insights will be in which you want to. So, like your voice on this one.

21:50

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

It depends on what you want to get. But there are so many things that you can even go into some of the places. So it's possible that we already have. Because the associate experience always to take the puzzle here and there. It may not be a wide organization level.

23:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So instead of in-person going, understanding and creating a presentation out, it's more like it's a platform where you just upload your survey details and you get a clear report out and you can share and socialize with your leadership and take decisions out of it. In fact, I have the demo available. We can also show our name software to you. Sure, please. Yeah, let me know. That's my experience. Yeah. Yeah. So this is your organizational

23:51

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

This is powered by that common data model. In fact, it is an output from all the workday, all your politics, all the different data sources that has brought in, like the one that stitches the data from your candidate applying for a job role.

24:09

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

to an associate, taking some learning courses, going through different succession planning, going through like internal mobility and also retiring. So that layer of data that has been created and it took us like around four, five months to build it and once that has been built.

24:27

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

sort of like built out like most of the AI use cases with respect to associate relations and everything so to start we started with talent acquisition taking a use case we took personas such as like global insight analysts operational recruiters DA leaders and talent specialists so the whole idea of this one again the way Sanchit mentioned

24:52

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

You see like for example in the editor it will be very important for them to like see every day when I come and switch on

25:00

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

system i should be able to see like 45 kpis that is like off track that's going off track and let's say if you see v2 shortlist is one of them or maybe like hard to fill is something that that is going like off track so you can basically click there what is the root cause that is driving so we have we have a hypothesis agent that does all the magic that that is able to navigate through the data run like all the

25:36

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

analysis or the hypothesis statistical tests and is able to diagnose and tell you and this business impact is something what we have sort of done like using basic guesstimates and things like for our customers they were very interested to see like let's say if we are not filling a particular role in a particular time then how much business is it like on a dollar level

26:03

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

this driving so you can calculate that and to fill if you want to like take it maybe take the KPI what does it take you to go ahead from there

26:23

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

and then we did not want to create a workflow management system here so here once the user see they acknowledge the system that's saying oh this is a great recommendation and they can track that kpi going ahead that if that kpi is reducing or increasing or what's happening with that and then you can do like bunch of comparison like year-on-year comparison month-on-one comparison and then basically you can download a report or a presentation out which you can share it with your leadership so

26:51

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So that's the whole idea of this command center view because every person has so many different responsibilities to take care of. Like if you see on a lower job level, it may not be that much, but on a leadership level, HRBPs and everyone, they have to like see so many different KPS. And while we were interviewing like all our users, like TS specialists, HRBP, associate relations and everyone.

27:19

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

One of the major problems they face is everyone sees a different truth. I would not call it as data quality issue or anything. Everyone sees a different truth. Everyone has a different truth. HRVP goes through the biggest pain point that everyone is saying something different. Business group is saying something, talent acquisition, team is saying something. So the whole idea of this platform was...

27:44

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

this is where all the insights will be driven and this is the platform where every persona should be able to come and basically like see all the information and take decisions out right now we are in a journey we started this last year I think around

28:05

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

May or June, the CDM we call it that is ready. We have built a chatbot out and built like a couple of use cases out of that. And there is more that we are looking for unlocking and then onboarding all the applications as well, right? So that's the whole thought process. So you have got anyone anything to add here? We'll cover the next step.

28:52

S… Speaker 4 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

We don't want their...

28:58

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

the command center is it possible i know you said it doesn't it's not built for workflows in this moment is it possible to build it for workflows and it becomes like a central cause of work versus because what we do see is a lot of systems switching yeah or a lot of like system switching pods tasks someone else back task someone else we can't push tasking laterally in an organic in an effective way right now yeah um so a lot is it possible i know you're going to get to multi-identic network and we're probably not going to get to it today but

29:28

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

uh is it possible to run agents out of command center yeah so um not just for this the majority of our agent work that we have been doing is exactly to minimize this chair circling across different different apps yeah so there are several examples that we can show you where we start off by mapping out what today's business process is the first conversation that we have is four boxes in a straight line

29:53

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Once we talk to 7-8 people, it becomes a really complicated map and several applications and whatnot.

30:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

We simplify the whole thing down and see where agents can actually pull and trigger data out and work out, right? And then create a much more simplified process to do the exact same thing that we've been doing. So not just for DA and HR, but across the marketing, sometimes in ops, a lot of our agent developers can just build out a workflow, simplify what we're doing. So that does a lot of that come from there. Yeah, we've been on a process documentation journey. And what we have discovered is we have 100 recruiters, we have 100 recruiters. Yes.

30:32

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

It's pretty manual at the moment. We're in that exploration phase, but it has been very eye-opening. I speak to a lot of customers on agentifying things and whether it worked or failed.

30:46

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Most cases actually fail is because they just try to identify the very human process that is today's reality. And then you can cure back the process. Yeah. And then it just becomes a mask.

30:59

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

I think that'll be changed. That'll be hard. Yeah. For other people, right? It's going to be a change. Yeah. So we can talk about this data project. Yes. So if you want to pull up those slides and just talk about that, that'll be good. And before we go, let's tee up for a future conversation. I would like to talk about job descriptions and cleaning that data up. Okay. How do we get re-taxed data into structured data? Okay.

31:29

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So that's the plan after this one topic that we want to cover. We want us to take a pause from our side. We want you to tell us like whatever you have seen, what you think and exactly where you want us to come for our next conversation. So you can see it clear because what we want to do is we want to showcase both our consulting and engineering capabilities so that we can provide that kind of value.

31:54

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

because of your challenge that you are facing. I've already had a couple of things that you want to tell me. On the engineering side, for sure, I want to come back with, you know, all the engineering architects to show you what we can do on that. And so that will definitely do a follow-up. And then anything else that you wanted, we'll come back and show you. But I know we can, you know, because we said we can talk about the skills data piece and then...

32:19

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Do you work with the HR team? We do. So we do have an engineering team that's specific to HR and the one that's specific to talent acquisition within HR. But we have to leverage our HR analytics and our HR IT analytics team. The teams get very specific very quickly in our space.

32:51

S… Speaker 4 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So I know we spoke about the skillset data, the values, I won't cover this again. But in terms of the solution that we paid, Manseek, do you want to take a shout at it? And I'll add on.

33:03

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Yeah. So as we spoke as a problem, one of the biggest problem is we haven't captured skill data like throughout. I mean, there is no place where a user or a associate has filled like what skills they have, how much rating they have. And you know what, like we were looking into workday for like around 150,000 associates. We were seeing like around 23,000 skills present. Like everyone has written a different version of a skill.

33:32

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So that's a major problem. And then there is a separate platform they have for talent management, they call it Eightfold, which has like partially captured for some of those associates. So, right, this is a problem. The first problem that we wanted to solve is to do the position modeling, that is what skill is needed at what rating for a particular position to start with. So that's the first.

33:57

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

uh front of the problem where we took internal data like the internal job description and as you mentioned like as you mentioned there are like maybe like for a specific job rule there will be like around 100 job description present so how do we maybe like cluster it in a how do we cluster it and create a ontology on top of that and create like specific behavioral technical and

34:21

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

like behavioral and technical to be the major category and then like create like different hierarchies of skills present and then like limited to around 70 to 80 skill sets throughout the organization and then like tap into to see what every position needs

34:38

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So, we are not just covering like the internal data but also like external sources. For example, our organization has a tie-up with LinkedIn. When they share all the details with respect to what are those specific skills that will go on demand and what are the different skill sets that will be needed.

35:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Mercer and Lightcast are also two other partnerships that we have so we take everything we have identified few attributes out and from which becomes the single source of truth for all the skill data that you can see and then start filling by taking all the different sources in using the ontology that has been built

35:20

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

so we start we create a position golden record and then yes what i thought in the interest of them is and quickly give you a three-step approach that is advanced it's a lot more but it's fine so like once you clean up your positions you clean up your positions

35:39

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

That can be powered by internal data, can be powered by external data. Then you profile the employees. So with the positions that you have, the skill sets that you need, what do they need now? What do they need in the future? And then from a position standpoint, you create a golden record. I have the positions, I have the skills. The skills required to perform for a particular position, you create a golden record for it.

36:08

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

and then apply that on employees, create an employee golden record where you bring in the skills that they need, the performance and any other attributes that you have to understand how good they are at particular skill sets and then what are the future look like and then how can they push towards a future rule or a later rule, right?

36:34

S… Speaker 3 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And that is how we cleaned up the skills data, not just at a position level but at an employee level. So basically position and then associate level as well.

36:47

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And I think the position is the part that you were talking about initially as well, and then the employment is where they don't have business and whatnot. So once you have the positions cleared up, then you can see who fits where, and if they're matching a position above, then you can communicate it after the manager is saying that, hey, I don't know why this person is not promoted, but they should be, right? And then you start that dialogue, and then you can also then branch out the different trees that people can navigate through the organization.

37:12

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And then you can see how good they are to make that movement and what not. So exactly like you said, 90% of that was pure data engineering. Unless you have the map laid out, you really can't do much. But once you build out the data engineering, then the analytics itself is pretty straightforward. So we can go into more detail with one another. But what I want to do is see the solution of first slide actually of that problem so that you can see how we went about navigating it.

37:37

S… Speaker 4 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Yeah, that was very clear, the way to navigate it. That was really helpful. We are a Workday shop, you probably know. But we also, from an MTA standpoint, have multiple systems that sit on top of Workday, and then when we are looking really under the hood, we're actually multi-workday tenant.

37:53

S… Speaker 4 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

which adds its own complicating factors because the naming pattern looks the same. So they're mirror images of each other, just what's smaller, what's ours. So that is actually its own complicating factor because you have associates with the same AID. Right? Because it's more of a multi-tenant environment. So the more you get into it, the more you're like, oh, this is an onion, I might cry.

38:28

S… Speaker 5 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

What I'm really interested though is digging into the skills and digging into the job descriptions and I'm hoping I'm just I want to dig into the job descriptions because

38:41

S… Speaker 5 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

We're going to leverage that position for so much other stuff that we would build. How clean does it have to be? What are you actually leveraging from external systems? You mentioned LinkedIn, but I'm kind of interested to understand what are you leveraging in that space and those positions to help us infer what the likelihood of what that position would look like. So I just have more questions, but I'm really excited to learn more. Awesome. Yeah. So we can, if that sounds good.

39:16

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

What I would suggest is like, let's take one or two topics. It's like the product journey and that will automatically give you an idea. It will automatically tell you how you said branching. We'll all already get more. But having a follow-up on a particular topic is something that I would like to ask.

39:49

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

We can come and show you more specifics into that, but we'd love to also show you the montage into orchestration. And then if we get to one problem stage...

40:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And then we will then build out, hey, here's our understanding of the problem. This is how we would do to solve it, show you some sort of an illustration of what it will look like once solved and then give you some sort of a plan and estimate, hey, here's how we'll do it, right? So that's usually how we engage once we get a clear problem. Then we can really build out what our potential solution could be.

40:26

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And the way, you know, we engage in both ways. We engage as an extension of your team and work on a TNF fashion. And in some cases, if there's one specific problem, there's a fixed-flip project goes on for me, we do that as well. And then we're already, like, argumentative. And engaging this is what I think is a very simple process. We have already there in BeLine and contracted in both.

40:51

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

I mean, it's more you identifying where you want us to engage and we can come with options like how we can build it for you or what we can do, how we can give you even the solution for it in case you want to. And definitely I would like to talk to you about your technology partners because, you know, it has to be a collaborative thing because we can't build it by ourselves without them partnering with us where you may have to help us.

41:20

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

I'll show you that, you know, with World Cup Drive and other things and other organizations as well. And if you see, I've got that if you want to click people.

41:30

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

I do think there are some things you want to see more in depth. And I think there are probably some opportunities that people need IT to sit at the table with, right? Any kind of like Yoda is what it's called. Like we always need IT to help build that. But that is something that's on our roadmap to have a single destination for our teams to work out of every day. And then also to help push and move tasking more efficiently. To your point, the swiveling is real. And particularly for TA, we're a remote team. So the swiveling is actually...

42:00

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

And it's not as effective as it could be. And then also would like to look at the job description as its own standalone little part. And I say little because it's just much smaller than the other. But that actually probably does not have a huge IT lift. And it's something that we'd like to move very quickly on. Like if we could do job description last year, that would have been my ideal timing. So I do want to think about those collectively, yes, but also...

42:27

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Like what are the things that are longer-leaf but they require cross-functional integration, like skills and taxonomy. It's not just our team and our IT team. It would actually also be the talent development, which is the learning team. Also because they own skills architecture, we own skills for the humans. Okay, got it. You know, big companies. So, but like job description for us, huge problem, must address, yesterday. Okay, sounds good.

42:51

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So we can, yeah, we can definitely talk about that. So top five things over there other than the fact that it is desperate, not standardized, built by a whole bunch of different folks, anything else that we missed out just to make sure that we address them in the next conversation, on-the-job discussion. Have you tried building a solution to something on the way or used to the design phase?

43:12

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

on that small project? I think we have acknowledged it's a problem. That's the best thing. You know, first step is acknowledging that you have it, and it's easy. We have addressed it in, like, pockets. So we might do, like, we might address 10 jobs here, 10 jobs there. But we have about more than 5,000 job codes, I think. So we're not going to get there 10 at a time.

43:41

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

Yeah, that's where AI can help you. Yeah. Economist of skills. So what will you do is, I can follow here. I have my hope for you to be chatted this morning. Yeah. So let me know what you want. And I'm here. So anytime I want to meet anybody as a follow-up to that topic, I think we've got some time. No, no, no, no. Is that another follow-up? Okay. Yeah. I'm a therapist.

44:20

S… Speaker 2 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

time, but we do feel a sense of urgency on our side. We also want to bring in our marketing partners because they share some of the complexity of a job description. Obviously, HR partners do, too. It's bigger than a red box. But I think for most of our partners, we were like, here's the solution. They would be like, this is great. Let's go with the solution. So we do. I would love to.

44:42

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

you can get that on the schedule first. We'll visit your next. Well, also to add, you asked about handling multi-workday tenant and normalization of data there, right? Yeah. So do you... Yeah, I mean, we do it day in, day out.

45:00

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

in this because again like big organization many different business groups acquisition merger happening day in day out of something we are doing it so do you do you want to deep dive on that piece of a work where like it's a very data engineering specific work that we are doing so do you want to deep dive there as well yeah we can quietly do this

45:41

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

But I think that's important. We are also excited to showcase what we can do. But yeah, let's identify a couple of this. I'll think start after this. Yeah. And we'll get it figured out. But this has been really... I appreciate all the brainpower you brought from this conversation over creative thinking. It's clear you'll spend a lot of time in the HR space on top of a thousand other spaces.

46:10

S… Speaker 1 (WhatsApp Audio 2026-05-04 at 11.57.48 PM)

So definitely appreciate everybody. Thanks for the opportunity. Yeah. Thanks, guys. Thank you very much. Thank you. Nice meeting and a nice meeting.

WhatsApp Audio 2026-05-04 at 11.57.48 PM

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