Name: TalentReef Product Deep Dive: ATS, Compensation Ranges & Roadmap
Uploaded: 2026-05-06T17:30:49.747Z
Duration: 56 min 15 s
Description: TalentReef Product Deep Dive: ATS, Compensation Ranges & Roadmap

Transcript for "TalentReef Product Deep Dive: ATS, Compensation Ranges & Roadmap": Awesome. Hello, everyone. We will give it about one minute before we get started. Just letting everyone, filter into the, webinar. So thank you all for joining. Okay. Okay. We'll give it about thirty more seconds, and then we'll get started. Okay. Well, thank you, everyone, and welcome. Thank you for joining us today for TalentReach's product webinar. Without further ado, let's get started. Just a few quick housekeeping notes before we get started. We will be recording today's session, and we'll send out the recording to all registrants following the webinar. So if you do have to drop at any point, you will get the full recording afterwards, so no worries. Please feel free to drop any questions into the Q and A tab as we go. We will try to answer as many questions as possible, But if we are unable to answer those questions today or in real time, we will follow-up, with a comprehensive answer. We will have a few polls throughout, so we'd love your participation when those polls come up, just to give us a little bit more understanding and really see what is interesting you. And then finally, keep an eye out for our post webinar survey as well. Your feedback really does make a difference, and we'll come back to that a little bit at the end of this presentation. Before we jump in, I wanna take a second to introduce ourselves. Hi, everyone. I am Alex Plumb, group product manager here at Mitratech, specifically focused on the TalentReach solution, and I'm based out of Arlington, Virginia. And joining me today is Priti Nayak, our senior product manager, and Priti is based out of New Delhi, India. Between the two of us, we own the product areas we'll be covering today. So if you do have any questions, you're absolutely in the right room, and feel free to ask. Okay. Our agenda today. So what we'll be covering is we'll start with what we've been hearing from you, the themes that are driving our decisions and our road map. Then we'll go into a deep focus on two features specifically, the ATS redesign and compensation ranges. After that, we'll share a preview of what's coming next on the road map, and we'll close with how you can shape what we build next. Before we dive into the feature themselves, I just wanna take a moment to ground everything and what we've been hearing from you. So we at Talendly, through various teams, not just the product team, talk to a lot of customers. Right? That's through support tickets, our recently launched back in January customer portal, product research panels. And we've seen three themes that just continue to resonate with all of our clients and users over and over. First theme that we've always heard is that the users need fewer clicks to take actions, And this is all about the making the experience more intuitive with bed better visibility for our users. The second one is that you guys, as the clients, want more control over the features that we're launching and really control the timing of when those features get launched for you and your organization so you can roll out as needed. And then finally, just control over your own data. Right? How you use it, when it gets exported, and when you need it. And then the last one is really around compliance, always top of mind and really just keeping you compliant and your employees. And why are all these themes important? Because at the end of the day, you know, everything we hear is all around a better candidate and employee experience, and that's really what matters most. So everything we build, we do ask ourselves, does this make things better for the people going through the hiring processes and the people managing it? While every customer is unique, these are the themes that we have come across and heard most frequently, and they're through the lens in which we've been building a lot of our functionality and what we will be showing today. Awesome. So the first one we'll be talking about is our ATS redesign. The good news, and hopefully you've all seen it, it is live. And I wanna be very clear about it being live and being here and using it and what that means. It's in what we call an open beta. So we're not waiting until it's perfect to show you and allow you to use it. Instead, we're showing to you in real time and adding features as they become available. That is intentional. We'd rather have you along on the journey using it, giving us feedback than waiting on the sidelines for a perfect solution to be delivered and then asking for, you know, your enhancements then. Rather, we wanna be building those along the way. And we've been really encouraged by what we're seeing so far. Utilization has been strong, and the feedback coming in has been genuinely positive. So for our first poll question today, in our backstage area, our marketing, individual, Jill, will be posting it. But how familiar are you with TalentReef new ATS experience? And we'll give that about, let's say, thirty seconds for you guys to just put in your answers, and no answer is a wrong answer. Awesome. We're coming up on the thirty second. So if you haven't voted, please put your vote in. And, Jill, can you please show the answers? Oh, I am actually not able to see the results. No worries. Can't see the results, we can follow-up on that one. We'll just go into the next slide, move along with the punches here. Let's talk about this ATS redesign and what it means. The core idea be behind the redesign was simple. We wanna build the experience around the actions that actually matter the most. So it's why we're starting, specifically with our with applications because that's where most users are interacting with the talent reach system on a day to day basis. So the ability to review a candidate, advance them, schedule them for an interview, submit and extend an offer, kick off a background check, and hire that applicant. And wanna be clear. The functionality has not changed. The functionality is still the same functionality that has been in our source module, with some few enhancements along the way. But what has really changed is the way you interact with the system and the way you take that action. So the same actions you have always taken are being designed to be faster, more intuitive, for you, the end user. And here, you see different, pictures of a mobile device, a tablet, and a desktop. And this is that users can take an action from anywhere they are. So any action that you take on a mobile device is an action you can also take on a desktop. So we've designed it that, you know, you're not losing functionality whether you are, on a desktop or a mobile device, and we know that has, happened with some other products that you may have experienced. So we are designing it specifically that all the actions are the same no matter what device you are on. And for those of you who are in control of user permissions and everything, while this was enabled for a lot of you, you can turn it on or off at any given time at the user level. So if you're finding you're not ready to use it, your users have some questions, you're waiting for some additional functionality to be rolled out, you do have that capability to say, I'm gonna turn this off for the time being. Okay. Then, at the core, you know, the items haven't changed. You can still filter by location, position, and a few others just as you always have. What's different is how it works together. So when you take an action on a candidate, say, sending an invite for that applicant to, interview with you, it will automatically update their stage and status, making things more intuitive for the user without as much manual work on their end. You also get greater context through candidate tags. We've added six tags, to this experience. Two of them are but within legacy, and we've added four new ones. So we added this new tag, which essentially says, have I reviewed this applicant before? So if they're still in the applied stage, haven't progressed, you will be able to see at an individual level, hey. It's still new. That means I haven't reviewed it yet even though they maybe have been contacted or viewed by someone else. The internal tag is, did they apply through an internal posting? And we'll be having an updated experience on that soon. And then finally, transferred, where they moved over from, another posting, and that context is right there in the list. No digging required. And we've gotten some great feedback during the early rollout that I wanna address, which is a number of users have asked about some additional next steps in the experience, specifically around an updated application PDF, the ability to text candidates, previewing documents, greater search capabilities. Based on that feedback, these are all enhancements that we're actively planning and developing. Some of them are expected to launch in the next few weeks, so stay tuned. And Priti will actually be demoing one of these here shortly. Awesome. Before I turn over to Priti, and she will be doing a live look at, this ATS redesign on a mobile device, A few quick notes. Everything you see here are capabilities that are either live today or that are coming soon. Priti will be showing these in a test environment, so it may run a little bit slower than you would experience in production, but just keep that as a note. And some of the features demoed, you may not have axe access to in your instance. So if you have questions about availability of those features, if they're part of your package with TalentReef, please reach out to your admin and your TalentReef rep to learn more. Okay. Without further ado, I am going to stop sharing my screen, and I will turn it over to Priti for the live demo. Priti, take it away. Thank you so much, Alex, and good morning, everyone. Let me quickly share my screen. Alright. So I'll be doing the today's demo from my mobile device. And like Alex mentioned, I have already logged in to one of our test accounts in the test environment, and I have already navigated to the ATS redesign. And we are on the applicant list page, and this is a scrollable page, and we can scroll down and keep looking at different applicants that have applied to us recently. Now, on the top of the page, we have a quick, time filter wherein we can apply, you know, last seven days, thirty days, ninety days, and one year. This is a quick filter to filter the applicants based on the application date. We have extensive filter options as well where we can sort the applicants, by the application date, name, etcetera. We can also, apply a custom date range to filter the applicants. We can apply further filters on location, position, stages, statuses, etcetera. I'll just show how we can put a a location filter. Let's say I want to I can type the location name as well to select the location that I want to put a filter on and apply. And I can see all the applications that have come in for this specific location. And just to go go back to the main, applicant list page. Now, one more thing you can notice as I'm scrolling down that a few applicants have these tags next to their names. For example, Isabella, Zoe, they have a tag new next to their names. If I come down, Blake, Abhijit, they have DNR tag displayed next to them. Like Alex Plumb mentioned, these are two primary tags that are by default visible on the mobile device. If they're applicable for that specific applicant, there could be more tags, assigned to a specific applicant, and they will be visible inside the applicant details page. For example, Zoe has only new tag next to her name. So if I click on, the name, we can see there is another tag internal assigned to her below the summary. And we also saw that the new tag, quickly disappeared because we have now clicked on the applicant and we have viewed the applicant details. That's why the new tag has been removed from Zoe. Coming back to the applicant list, let's now start looking at the applicant details. I'm going to start with Phoebe. As soon as I click on the name of the applicant, the applicant details store opens and we can see there are multiple tabs on top of the page to start with the overview. Under the overview, we have a quick overview of the application, the position, department, location, positive score, and the stage status of the applicant. And scrolling down, we can also see the contact details of the applicant. If we move on to the file section, we can see, there is a resume uploaded by the applicant and we can also click on upload new application and add further files if, it is required for this applicant. Now I'm going to click on application. This is a new addition to the ATS redesign wherein we have, changed the look and feel of the application PDF. And you can see that this application looks very different. We can also download. And the application gets downloaded in the PDF format. Now we can see that, this is a standard application, which has contact information, general questions, schedule preferences entered by the applicant, and employment history. Under the employment history, you can say the applicant has said no. They do not have any prior employment history. Hence, the rest of the questions related to employment history has been removed from the application, as they're not relevant. So we have now tried to show only the relevant, information that is entered by the applicant during the process of application, excluding the irrelevant fields. Moving on to the next step, which is history. So on this page, whatever stages and statuses the applicant goes through from the time they apply for a job posting, that gets captured over here. Then the next tab we have is notes. Under the notes, whatever notes have been added for this applicant that becomes visible. We can also add notes by clicking on the CTA. And any managers who have access to view this applicant can add notes. Coming back to the list page again, now that we have gone through the application, of Phoebe, we want to schedule an interview for this application. So we'll click on the action menu, which is going to show us various options. One of them is schedule an interview. I'm gonna click on this CTA, and, we will be taking to schedule interview page where we can see the applicant contact details have been populated. The email content has also been populated. And because the applicant has opted in for SMS, So we can also preview the SMS content as well that is going to go, to the applicant when we are inviting them to schedule an interview with us. But before we can send out this invitation, we have to select an event. So I would like to select screening interview. And as soon as the event is selected from the drop down, we can see the link has been inserted into the email, and the link also gets inserted to the SMS. We can also quickly check how this, looks like for the applicant. This is how the calendar will look like for the applicant so that they can schedule. Now we can also make modifications to the specific email, content and the SMS content if that is needed. And I'm going to send the invitation. We get a success message that the invitation has been sent and the status has been changed to interviewed, invited. And Alex, I would request Alex to check his email if he has received the email to in, schedule the interview. And in the meantime, I'll also show you the details applicant, details drawer. Here also, we can see the status has been changed to interview invited. We can see the same thing, under the history as well that we have send the interview invitation via email and SMS. And there is one more feature that I would like to show over here, wherein we can click on the update status option. And here also, we can manually move the applicants, to various statuses under interview. We can also try to move the applicant to offer, but we can't move the applicant to offer right now because we see a message over here that approvals are enabled. And for this application, the offer needs approval. So we'll have to go back and send the offer for approval before we can move the applicant to offer stage. I'll just quickly refresh to see, if we have gotten yeah. So Alex has already scheduled the interview. Hence, the, status of this applicant has been changed to interview scheduled. And when we have conducted the interview after that, we can manually update the status to complete and save. So we can see interview has been completed. The status also automatically changes. We don't need to, do it manually again. Now as we saw that, we have to before we send an offer, we have to get the offer approved. So I'll quickly submit an offer for this applicant to get approved. I select the, date start date, and it is early position, so I select early. And I can see, it is prompting me prompting me to, choose a rate between 6 to $10. That is the the range that has been set for this particular position. So I'm going to select, let's say 8. Since then this particular offer needs this, position is eligible for two approvals, so I'm selecting one. And I'll submit for approval. And I would request Alex to first reject this offer so that we can see one flow over there when the approval the offer gets rejected. And the status has automatically changed to offer pending approval. And just to refresh to see if we have gotten the response. Yeah. So Alex has rejected this offer, so we have this denied by approver status updated. Now we have to revise this offer. So when I click on action, I see the revise offer details option. I'm going to go in and revise. I'll now make it seven and submit. I'll again select the approval rule and send in for approval. Alex, I would request you to approve the offer right now. And let me refresh quickly. Try now. Sorry. No worries. Okay. So now the offer has been approved. Now as part of next step, we can, try to extend an offer or if we have gotten acceptance from the applicant, we can just click on accept and save. And the status changes automatically. Then once the offer has been accepted, we should try to hire this applicant. But if we try to move this applicant to hire, we see that a background check is also necessary. So we'll go back, Try to submit background check. Fill in the details. Select the background check provider and submit. Now we can see the status has been changed to background submitted. Now if we try to, hire the applicant again, We see that background check is in progress, so we can't hire this applicant yet. So I would request Alex to complete the background check for Phoebe. And try and press in the meantime. We can see all these details under the history tab as well, whatever stages the applicant, keeps going through. It takes a couple of minutes sometimes to, get the status updated considering it's a test environment. Let me check. I guess we have now gotten the response of the background check, so we'll try to, hire this applicant. Yes. We can now seamlessly hire this applicant. I'll just select new hire and save. And now Phoebe, has been hired, and we can clearly see the status, being changed to hired. And we can also see the new hire tag populated under the summary section. Sometimes when the background check is requested, we instead of submitting the background check, we might also want to, bypass the background check. So I'll, try to show this flow with another applicant Harper under the actions menu. The the status of this applicant is right now requested background check. Now under the action I can see bypass background check option. I can simply select the option and click on Bypass. For this, we do not need any background check option anymore. We can see hardware is already hired because we bypass the background check. That's all the features I was planning to show today. Thank you so much, and back to you, Alex. Awesome. Thank you, Priti. Let me just do one thing from my side to make sure I am ready to go. I've been trying to answer as many questions on the side. Apologies. If I haven't gone to, we will again follow-up, with some afterwards with additional FAQ. If you did join late, please, note we will be sending out the recording afterwards. So, no worries if you did join late. So okay. Let me share my screen again. Okay. Thank you, Priti, and thank you all for your questions. As I mentioned, I know we won't be able to get to all of them. We will try to follow-up with everything that we've seen here. So if you didn't, make a note of something we weren't able to get through to it, apologies, but we will follow-up there as well. Okay. Let's talk about compensation ranges. Again, the feedback here has been really encouraging. Seems like a lot of you pretty much everyone here understands why this is important, and we've seen some really strong engagement to start off. So recently, we relaunched we launched a feature called pay transparency. This feature allows you to set the minimum and maximum pay ranges, select by hourly or yearly pay type, and choose whether you wish to publish, that job out, all directly on the job posting itself. So updates sync in real time. There hopefully shouldn't be any lag between what you and your candidates are seeing. And for those of you operating in states where paid transparency is legally required, it gives you that ability to toggle that on and be part of your job postings. For those of you or, actually, let's talk about what's coming soon here. The minimum max enforcement, we will be if you are using TalentReef minimum max enforcement, capabilities, we will be layering that into this functionality that it will, based on client settings, either stop the user from proceeding or kick off, say, an approval, if you're outside the minimax range, and location based roles. So you can, set by default if those locations do absolutely require pay rate transparency to be required, so it is always entered as well. So you'll be able to get more granular depending on where that role is posted, and using some of the other talent rate configurations. One thing I do wanna highlight based on early feedback, we didn't originally, have a client enablement, but we did add that based on your guys' feedback. So please continue to use your voice. This allows you to turn off compensation ranges at the client level. So if you're like, hey. We're not ready to roll this out. We need to wait for some of those additional features that are coming soon. You do have that ability to turn this feature on and off. So, you know, again, this goes back to that theme of wanting, you know, greater granularity and control over the system, and this was a direct response to that. We will be soon enough throwing out an in app feedback prompt coming soon. Just wanted to learn a little bit more how you're using the feature, if you're using it, why you aren't, why you are, what's working, what's not working. And we wanna hear about that directly from you. So without further ado, we're gonna answer our next poll question. How are you currently handling pay transparency on the job? We did learn before that based on your feedback, we're not good. We'll go probably a minute for this one, give some time. We're not gonna close out the poll right away, to see the results. So we'll leave that for a little bit of time. We'll give it a minute for you guys to get those answers before we go to the next slide, and then we can, follow-up with the results in our follow-up email. Awesome. We're given some time. Again, we're not gonna reveal the poll results right now just because, we wanna give everyone a chance to answer that, but but we will publish the results afterwards, and we will review those as well internally. But just a reinforcement of why this matters. I don't think this is gonna be a shock to anyone on this call, but, you know, using different sources, we pulled together, you know, some of the numbers that we're seeing throughout from, various sources and, you know, definitely what we've heard from you. As you can see here, 91% of job seekers say a salary range influences whether they even apply. Postings with salary ranges attract 44% more candidates. Nearly half of applicants will skip a posting entirely when the pay information is missing. And this isn't just a compliance checkbox. It's really a competitive advantage for you and your business. Candidates are looking at those job postings, seeing if the pay range is there and really determining whether they're gonna proceed with that or not. Now with that being stated, we've always had work around, of adding pay ranges to your job description. If you do still continue to use the job description, we still do support that, so don't worry there. If you're not using the new fields at this time, we still do support that job posting or job description area, and it will feed to different job boards. With that being stated, I just wanted to walk a little bit through this feature. So from the manager portal, I mentioned that you have the ability to turn on and off this feature. So if I go to the jump to menu under admin and, again, this is specific to those with, greater access throughout Talendly. So, for some of the you who are on this call, you may not, have access to this section, but you can always reach out to your admin. Under applicant tracking, there's this source configuration section. When I scroll to the bottom of this page, we've added this high compensation range on job postings. When selected yes, it will actually just completely remove that section from the job posting area. So, again, if you're not ready, for this, if you're waiting for some of the additional features to be layered in, go ahead, select yes, submit, and then it will hide those from your users. If someone did use that feature previously, we didn't backfill or remove any data. We didn't wanna take the liberty there. So it would still be in some of those job feeds, but, no, this is a move forward approach once you do enable. For today's purposes, I'm not gonna select yes. I'm just gonna keep going here or at least not save the page with yes. I'm just gonna go ahead and create a new posting. When I do create that posting, I'm gonna choose a product manager. I'm gonna pick one, location for right now and select next. And to fill out some of the information here to make this fast. And this is where the major change has come in. So this compensation range allows you to put in that minimum and maximum value. So let's just say if I want to do, $10.25 to $15.75, I can say whether that's per hour or per year. I'm gonna just select per hour, and I'm gonna choose to publish that pay range. Just gonna, complete this section and submit the posting, and it does require approval. So I'm gonna go over to that approval section if you do have approvals enabled upon job creation. And what you can see here is when you open that approval, nowadays, there's a new section here for compensation ranges. So if you are an approver, you can chew you can see that, hey. Someone did choose to make this public. Here's what they're, putting as a range that's gonna be published out, and you can improve or reject that. So for today's purposes, I'm just gonna go ahead and approve that and then go over to my postings area, and we'll open this job posting. And give me one moment just to make this a tab. My job posting is not as nice as any of yours, but what you will see is there's this little banner at the top to let your users know. We also add it over here on the side. Again, if you chose to hide that pay range posting, it wouldn't show here, but you do now see that this color will change based on your branding colors. So if you use, like, a yellow, red, blue, this area will change accordingly as well. So I want to give a high level there of just showing that job posting. And then if you're actually on the posting itself, you can also see it right here. You can choose again, public or not. If it's not, made visible to other users, it would show differently. So I'm just gonna go ahead and change that up real fast. Unpublish it. Click next. Now because I have approvals on, it will go back through the approval process. But you will see this time around, actually, there's no public, appended to the compensation range because someone chose just to enter the values, but chose not to actually publish that out to the various career sites for yourself. And when I approve that again, it is gonna show on your posting no public tag, and that just means it's not published today. Again, if you didn't if you chose to hide this feature altogether, it would not be shown at all here. It would just show like an NA. Okay. Very high level on the posting area, but did wanna cover it. As I mentioned before, we will layer in some additional features that min and max pay rate if you do use TalentReef rates along with, location enforcement. So based on the location that you have in your system, you will be able to toggle a feature on and say that says, hey. Always require the pay rate for this location to be published. So, be on the lookout for that feature, and those will be coming soon in the next few months. Okay. Moving right along and just being mindful of time, we have a little bit around twenty minutes to go. So let's talk about what's coming next. And, you know, everything here is something, you know, we've heard from users. Obviously, we've rolled out customer portal, so, hopefully, you guys continue to use that. But, you know, this feedback is shaped by customer feedback and includes people in this very webinar. So some of the areas that we want to cover is a quick overview of what's in flight and what we're building next. Please note items here are subject to change based on your feedback and, again, what matters most to you, the user. So we'll just start from left to right. The first one is around everify controls. So, hopefully, everyone here for the most part is on our new I nine solution tracker I nine. This will allow you granular control. So, you know, historically, you've always had to go through TalentReef if you want to opt out of that location being subject to everify. This will allow you to actually do it yourself and say, hey. This location shouldn't be subject to everify. Let's remove them, and that will translate over into the tracker system. From there, you'll see our I nine data migration also around tracker. So moving towards one system for you to manage all your form I nines. Now we will be migrating within the USCIS, compliance windows. So if you do put in termination dates into TalentReef, you know, we will only follow the rules of who we have to transfer over. We will have some webinars, so be on the lookout for that, how the functionality works once it's over there for some of those migrated records and how you can take action. Then employee data management, which is giving you the ability to download your data in bulk. So today, right, if an employee is onboarding, you have to generate the employee file, we will have mechanic that will allow you to now download that data again in bulk. So someone moved from onboarding to complete and you want that, all those employees who moved from that status to be downloaded at one time, you'll have that ability, and you'll have that ability to download those files within the TalentReef application or drop it on, your FTP if you have an FTP. So a little bit easier for you to manage your employee data wherever is a centralized warehouse for you. Two the two next ones are all around AI. So we're still, talking about this one in terms of, like, how it's all gonna function, but excited to break into AI. We haven't just wanted to put AI into the system to just put AI into the system, but rather really do it in a meaningful way. So the first one is around duplicate applicant detection. So if you have multiple applicants who are applying to multiple jobs or across multiple locations, how do you flag those and know what progress where they're at in progress and what they, have upcoming next. Application history. So really flagging not just previous applications and understand why someone didn't move forward. That will be a big one here, but also understanding the application at a quick glance. So So something we've heard from a lot of you as users is just like, why didn't someone fill out this information? Typically, that's due to just the workflow that was added to that application, but we're gonna start to give some better insights, and we're gonna use an AI to surface those items. This is our first foray into AI. It's not our last, so we have some additional areas we're thinking about. But these are some items that frequently come up across all customers. The long awaited create a position. So for a lot of you, you know that today to create a position, you do have to go through the TalentReef support team, but this will allow you to actually create your position and manage the associated questions, get that get asked on the application. There will be some small enhancements that we do see, coming out of this as well, such as, rather than just single select multi select questions. So if you want someone to select multiple different answers based on what applies to them, you will have that ability. You will be able to associate that position to different locations, and it will ultimately lead us into the ability to revamp the job posting creation process, removing some of those legacy fields, making them optional, where needed. And then finally, our we're gonna use, smarter do not rehire detection. So right now, you know, our do not rehire detection is really based on Social Security number. It's an antiquated way of doing it. So we wanna bring, obviously, that into the modern century. Really not using Social Security number, but, hey, is it based on first name, last name, email based on phone number, combination between email and phone number? And those are gonna be controls and levers you pull. Some of these, again, are in flight. Some of these are still being designed as we currently speak. So we encourage you to be on the lookout for user testing, surveys that are about and studies that are about to come out where you can shape what the look and feel this is going to be. So, that create position, smarter duplicate detection, what the look of this AI is going to be like are all things that we are actually going to, continue to have surveys on. We've already done some on the AI already, and the create a position. So just be on the lookout in app for those surveys, letting your voice be heard, and helping shape what comes next. Yep. Went too fast. And I want to close with something that, you know, we have been really trying to ramp up over the last year, which is your voice really does change what we build. You know, I hopefully, you all saw recently oh, sorry. There is a poll I forgot to mention on the last one. That poll question is, which feature on the talent referral map are you most excited about? My bad. Thank you, Jill, for capturing that. I'll give everyone a quick sixty seconds on that one before going to the next slide. Okay. Just gonna move over to the next one. Okay. As I was mentioning, your voice does matter here and what we build and what we do next. I really mean this when I say it's not a talking point. So recently, we removed the applicant lookup tool, based on some feedback, but then, you know, enough people submitted feedback through our customer portal that we brought it back in, hopefully, in a quick enough fashion. But, you know, we are just like anyone else. We make decisions. Sometimes we learn from those decisions. So using your voice is really important here because it does make a difference on what we build next, and, you know, we make mistakes sometimes, so we also learn by you guys, putting things in that customer portal, letting us know what you like, what you don't like. We can't act on everything, but it is stuff that we do actively look at. And if we do have follow-up questions, we will follow-up with you directly. So the way we recommend that you get involved, the first one is on the customer portal. So in TalentReef, there is an area called our resource center. If you're not sure where that resource center is, I'll show you right here. It's in the lower right hand corner. And from there, you can click on the product road map. So this product road map will tell you, what's under consideration, what is planned next, what's in current development, and what has been released. You can comment, vote, make your voice heard, and you can't see what other individuals are saying, but we do get that feedback. We do, take it very seriously, and we do review everything that comes in. And, again, if we do have follow-up questions, we will reach out. The next is our product research panel, this area down here. This is where you can get involved in different studies and see things that we are currently prototyping. Typically, we're presenting one or two items. You know, we limit it to one person during those studies to really gauge, what we're building and getting your voice on a one on one level and asking some follow-up questions. But, essentially, that panel will show you some of the designs that we plan to put into the platform, essentially test out with it. So look for opportunities that do come about where you can sign up. And, you know, if you join the research panel, we do look for different things. We will ask some, survey questions to determine if you're the right fit. But, you know, we do try to have you guys involved as much as possible. And then coming soon, we will have an upcoming and past release, like, notes and section in one place. Specifically, at the top of the resource center here is what's coming soon, which is this new and upcoming just of things we've released recently, things that we have planned soon so you can try to get ahead. Again, ask your TalentReef representative, TalentReef support, you know, what does this mean for me? Do you have any documentation? And try to have that conversation early on. Awesome. Okay. We have some time, so I'm gonna try to answer a few of the questions that I have seen coming in, that maybe we haven't answered yet. But first and foremost, again, we will follow-up with this recording. Any questions, that we answered here or have not been able to answer, we will follow-up on as well. I'm just gonna start looking. One of the questions here is when is the new redesign applicants feature going to be forced of a rollout to everyone? There is no forced timeline. So as of right now, we're not speaking about any timeline of a deprecation of what is in, the source module, which is where we're building from today. So as of right now, we just wanna get all the features and all the capabilities into the system, make sure it's working as expected and as you expect, take some additional enhancements and some feedback into consideration and build out, you know, the best solution for you all. So as of right now, we have not even discussed a deprecation timeline. Anytime we do come with that, we will make sure to give multiple months advanced notice because, again, we won't want this to just be a, switch on one day that the whole system's gone, the new one's there. We would give notice with multiple notifications. For some of the features that, you know, whether it was, that Priti was demoing, whether it be, talk about interview scheduling, background checks. I mentioned, you know, we'll eventually have text communications. Not all of those are applicable to every client. So please reach out to, first, your admin to see if that feature is something you have available in your system today. If you do have that feature available, they can turn it on. If you do not have that feature and you're interested, please reach out again to your TalentReef representative or our TalentReef support team. They can talk to you. Some of those are additional fee or if they're already included in your contract. So, again, please be on the lookout. For things that Priti was demoing today, we do anticipate those will be out, here in the next few weeks by the May. At latest, Everything she showed today was in, a staging environment, so we actually have developed it all already and just doing some final testing from RM before we release that. And then, that compensation range is obviously, I mentioned that's already released and what's there today. So, that feature flag is live and in production. What is the timeline for this road map this year? So everything we have being shown today and things that were in the last one are things that we anticipate that we should be able to get done and start releasing or at least be in a, beta phase for the end of the year at minimum. So what beta phase means is that we actually turn the feature on for a limited set of customers who've raised their hand and have shown interest in using that feature. So if you are interested in that and everything, again, please talk to your representative. If there's something that really sticks out to you, again, use a customer portal. Say, hey. I see this feature. I'm interested. We would love, like, when the time is there to be a beta tester. We are always looking for those individuals and asking questions to make sure you're the right fit for that time. But, yeah, if you're ever interested in a feature and you're curious if it's gonna have a beta phase or not, if it's just gonna be released, generally to all users, just let us know. We're happy to answer and try and include you in any of those. When it comes to the ATS redesign, will it be the default in the near future? We are looking at mechanics that as we complete the parity for what's in that source module, if you do want it to be the default for your users, we will give you that availability so you don't have to necessarily overnavigate from our legacy manager portal to the new ATS redesign so you will have that, availability. We will be, sorry, trying to get through some of the questions, see if there's common themes so far. So, one of the questions was just how do applicants receive different types of communications in terms of offers, email, or offers, background checks, and, like, the hire status. So, depending on your setup, some of these do send out notifications. Background checks is not through specifically TalentReef. That would be through your provider, how they send out information. Typically, offer layers is through an email, and then your hire notification can be a text message and then email. Both. It just depends on your setup and your configuration. Again, our support team are can be here to assist you with answering some of those as well. Okay. I'm not seeing specific, items. Trying to get through as many as possible. One just came through. Any plans for resume parsing? Actually, yes. We do plan to be looking into that. We are actually looking into how we can use potentially AI to also help with resume parsing because most tools out there only do a limited subset. So we are looking at what potential AI tools we can use for resume parsing and how, we can build the salary system to not just be, focused on just hourly roles, but how it can be expanded into those salary, which we definitely see with more, higher level roles, obviously, whether it be in a restaurant, corporate type careers that are using resume. So we are looking into how we can get some resume parsing features and capabilities, on the road map here. So cool. We are at 55. I know there's less than five minutes to wrap up, so do wanna be mindful of everyone's time. So we will end here. If we did not answer your question, again, we will be following up on different various questions that have come throughout that we didn't have a chance to answer, and we'll get those out to everyone. But we do appreciate everyone's time, everyone who joined today, all the questions, all the engagement. Again, we will follow-up with all these questions, and have answers for you all. We'll follow-up with the poll results as well along with this recording. So, Jill just opened a survey, so you will have that availability to also give feedback on this webinar. Anything you wanna see in the future, as we would like to start hosting these maybe, twice a year and so just once a year to get some more feedback. So appreciate everyone's time. Thank you so much, and I hope you all have a great rest of your day. Thanks, everyone.