This week we were joined by Kevin Parker, CEO Chairman of the Board at HireVue to talk about the global state of hiring and rehiring trends for 2021. We talked about the hiring changes and needs over the last year and a half and how technology can create a better hiring experience as more people are migrating to higher paying jobs. We discussed the importance of making interviewing accessible to everyone by interviewing outside normal work hours, being accessible on phones, and utilizing chat features. We also talked about to how improve the hiring process and what’s to come looking forward as hiring continues to change. Read the Global State of Hiring Trends Report here.
This was a great show. Thank you Kevin, for joining us! Remember to subscribe to the HR Happy Hour wherever you get your podcasts.
Welcome to the HR Happy Hour show with Steve and Trish. Trish is on assignment today, but Steve is here, we’re gonna have a great show, I am super excited. Today, our guest is Kevin Parker, the CEO, and the Chairman of the Board at HireVue. I can talk a lot about HireVue, really the pioneer in virtual hiring, and just one of the kind of legendary HR tech companies in our industry, but we’re gonna talk to Kevin all about what’s going on in the state of hiring what’s happening kind of post pandemic; what he sees, what’s going to happen in the second half of this year. I’m super excited to welcome him. But first, I want to thank our friends and sponsors at Paychex. This episode of the HR Happy Hour Show is brought to you by Paychex, one of the leading providers of HR, payroll, retirement and Insurance Solutions for businesses of all sizes. If you’re looking to help your business thrive in 2021 and beyond, be sure to view the great sessions from the first ever Paychex business conference designed to give business leaders insights, resources, solutions and actionable takeaways to help them build a better workplace a better team and a better business. This two day virtual event was full of prominent speakers from New York Times bestseller CyWakeman to the start, ABC Shark Tank Daymond John, you don’t want to miss any of these great sessions and you can visit paychex.com slash thrive to see them all.
Alright, let’s welcome Kevin Parker to the show. Kevin, previously, to joining HireVue, he was the Co-Founder and Senior Operating Principle of Bridge Growth Partners. He also serves as chairman of Salient Crgt, a Bridge Growth Partners portfolio company. He is a recognized corporate leader in the tech industry, particularly in the information solution and software sectors. Kevin, welcome to the HR Happy Hour Show. How are you?
Kevin Parker 2:07
Thanks, Steve. Delighted to be here. I’m terrific.
That’s awesome. Kevin, the first thing I ask our guests, right even I’ve been asking for a year plus now. Just how are things? How are you holding up? How’s HireVue holding up and maybe give us a little bit on what the last 12-15 months has been for you?
Kevin Parker 2:22
Well, it’s been a remarkable journey for all of us too. But I think HireVue I think about the company we were obviously very virtual to begin with. We’re about 400 people today. Most of them are not in a permanent office. And so we’ve all migrated to our new work from home or living at work environment and look at that. But we’ve done really, really well. And I think the team morale is high, our momentum is high. And we’ve actually got I think, in some ways gotten closer as a team as a result of this, because we’re all going through it together. And it’s been level setting for all of us.
Yeah, that’s great. I’m glad to hear that for sure. And we joked in the pre show before we turned the recording button on I said to Kevin like I mean HireVue was the pioneer really in basically in a lot of things, but just let’s just say called Virtual hiring right or virtually doing much of the hiring process. And then all of a sudden, right. Just to note not that this was a good thing, obviously. But all of a sudden, a year, a year and a half ago, almost every organization who hadn’t adopted virtual hiring practices suddenly had to. So, maybe if you can Kevin, tell tell us a little bit about early part of 2020. When everything started shutting down, and all of a sudden, wait a minute, we’ve got to still figure out how to keep our business going from dispersed all over the place. What did you see from your customers? Did you get a lot of people just showing up to say, Hey, we need help, please help us like what happened in those early those early days. 2020
Kevin Parker 3:58
So you know, I think about March of 2020. You know, let’s say the 15th of March on that day, our three largest customers by interview volume, were one of the world’s largest hotel chains, one of the world’s largest cruise ship cruise lines and one of the world’s largest airlines. And so suddenly, you know, what they were doing on Monday wasn’t what they were doing on Tuesday. So we had a very big section of our customers and we still do today that are in the travel and hospitality industry. We’re obviously seeing that come back pretty quickly. But as we migrated through the spring into the summer, obviously a lot of things changed. And so I think about the world today, our three largest customers, there are two of the nation’s top or the world’s top retail chains. Okay, and so they from a health and safety perspective, from a business continuity perspective, interviewing and doing business virtually suddenly jumped to the top of the list. What was a nice to have in February, became an important business continuity solution by April and so we got a lot of interest from customers. And they quickly recognize, too that you know, as we think about the technology isn’t so much that you can interview by video, you know, we’re having a video chat today. It’s the on demand capability, the ability to do it 24 hours a day, 365 days a year, on demand for talent. So you’re reaching them when they want to do the interview, not nine to five, Monday through Friday. And that’s really distinctive. And that’s what really accelerated a lot of these companies. And one of our one of our largest customers interviewed 50,000 people over a holiday weekend, over a weekend for holiday support, you know, they were getting in the last Christmas season. Yeah, he just couldn’t imagine doing that via zoom or Skype or, blue jeans, or WebEx or whatever you want.
Yeah, there’s no way. I’m lucky I get like my three zoom calls a day organized properly, and not screw them up. To be honest with you. I couldn’t imagine trying to do any kind of high volume, disciplined process, right, via tools that are not purpose built for supporting that process. Right?
Unknown Speaker 6:01
Exactly right and instruction, consistency matters. And that improves fairness. You know, the fact that we’re asking everybody and every candidate the same question, they’re getting the same experience, they’re getting evaluated the same way. You know, one of our customers that are good 2500 people yesterday at 1300 different locations across the US. They all got the same interview experience, they all got the same, the same questions. And so really level setting in terms of fairness and consistency.
Yeah, great. Kevin, one of the things we wanted to talk about was, earlier this year, the folks at HireVue, did some research and released a global trends report. Well, global hiring trends report earlier in the year to kind of take the pulse of HR and hiring talent acquisition leaders about like, what’s happening, what trends are you seeing what’s important to you, etc. It’s a great read, I’ll we’ll put a link to it in the show notes. And I’ll encourage everybody to go to the HireVue site and download a copy if you haven’t done that so far. But I love research, right? We do that at H3 HR ourselves, like we’re getting ready to release some research soon on accessibility and inclusion. But maybe Kevin, you want to give us a couple of the big highlights for folks who maybe haven’t read the report yet from your survey of 1000 plus HR and talent acquisitioners.
Kevin Parker 7:10
Sure, and it’s really interesting data. And you contrast that to as I’m sure you do, Steve, with the headlines you see read, which are pretty simplistic in terms of what’s going on with the labor environment today, with what what our customers are saying. And what they’re saying to. One is that they’re really trying to look at technology to create a better and differentiated candidate experience, reaching those people where they are where they need to be and making the job searches as fundamentally easy as they possibly can. And there’s a variety of technologies, including on demand interviewing, that helps them do that. We’re also seeing, you know, a very significant migration in the workforce towards higher paying jobs. You know, as we think about the world today, you know, a lot of individuals don’t necessarily want to go back to the job they had. And are using this as an opportunity to move up an economic ladder or get a better job or a different job. And if I look across our top three or four customers today, in terms of interview volume, each of whom is interviewing at least 1000 people a day. Wow, all those people are playing at least $15 an hour. And so the folks that are the employers of choice of folks who provide perhaps benefits, you know, better hourly wage, they’ve got more candidates than they know.
Yeah, can I interrupt you one second, I don’t mean to. I really want to hear more about this. But I feel like we’ve talked about this a little bit on this show in the past, that $15 an hour mark seems like it’s the unofficial or de facto new minimum wage in many, many parts of the country, for sure. And it’s just because employers are making those decisions to raise the floor of their wages to that to that figure or one more.
Kevin Parker 8:51
And personally, on a personal note, I think it’s super exciting to say it and maybe in some ways, the ultimate democratic process, you know, employed people have choices, they’re trying to make choices that are in their economic best interest, and finding new opportunities and new jobs. And, you know, they may not want to go back to waiting tables, you know, in a restaurant, if they can get a job at $15 an hour at the mall working for a retailer.
Kevin, so you mentioned like some of the high volume customers you’re working with have that that wage floor at $15. Do the customer, have they noticed or is there any data around that you’ve seen of when they make that move from 12 or 13 to $15? Or higher? Do they get that bump?
Kevin Parker 9:32
They do. They do, and so we’re seeing that we’re seeing, you know, just thinking about the sectors the economy, retail interviews up almost 200% from the same point in time last year, construction and mining of you know, construction industry and as a mining category that we look at together is 270% in terms of interview volumes on on a year over year basis, manufacturing up nearly 100% so it’s a really migration in the workforce that we’re seeing towards what we would describe as higher quality jobs, and interesting to see how all of that takes place.
Yeah, it’s shaking out everywhere, you know, the news apps that you engage with, typically figure out what you like to read. And so mine have figured out, I like to read about hiring, the labor market, etc. Every single day, I get fed a story on Google News or Apple news about, you know, some restaurant in Idaho who can’t find anybody to hire or some, you know, bakery in Boston that’s struggling for it, you know, and it always gets into the same thing about Okay, well, we’re raising wages, we’re offering more benefits, we’re offering more perks. And so yeah, I’d agree with you. I do think it’s a good thing. It’s gonna, there’s some shaking out, that’s going to happen. Certainly, some of these organizations, perhaps their business model, or their business plan can’t support that. Those kinds of increased wages, benefits, and some others can. And I do think, as you said, it does benefit lots and lots of folks who traditionally maybe didn’t have as much power in the labor market and are now seeing themselves with more power.
Kevin Parker 11:02
Absolutely. They have choices. You know, the other part of last year as we think about the transition, you know, about one in every five interviews we do today, about 20%, our interview time is early careers and graduates. So we interviewed almost 1.2 million college students last year, you know, 33 or 40%, from where it was a year ago. And you know, think about the entire campus season, all of it was done virtually last year.
Yeah. That was my follow up, Kevin, I’d love maybe you just share some thoughts around that element of recruiting that maybe you saw across your customer base. What happened with, quote, unquote, campus recruiting that couldn’t be done on campuses, right, I guess, are largely couldn’t have been the last cycle.
Kevin Parker 11:45
The recruiters couldn’t go to campus. And even if they could, the students weren’t there. And that’s a good point. We interviewed 1.2 million people at, I think, 2300 different campuses around the world for almost 600 different companies, right. And so that was a case where boy, you had to do something, and you had to do something very, very different. And so we saw a real explosion in terms of campus volumes. And as a result of that people go to schools they wouldn’t go to before they weren’t concentrating on sort of the Ivy League schools and things like that. Real in terms of differentiation in terms of reaching more people, and improving the process.
Yeah, that’s an excellent point, Kevin, because I know in the hiring trends report you uncovered and maybe this isn’t really uncovering, it’s, it feels like if you’ve been in the HR space, it does seem apparent, but it was something like everybody said, Yes, diversity, equity inclusion is important, or either very important or somewhat important, it was like 100%. I’m not sure you could ask any question of any group of 1000 people and get 100% agreement on anything except for this this issue. And so you mentioned that transitioning to Virtual Campus recruiting in this example, that we just talked about, all of a sudden unlocked access for lots of students at other types of universities, right, that maybe would not have been on the radar of the Big Kahuna, right financial services company or a big tech company. Right? And did you see that in your customer base where they they broaden their horizons, either either in the campus side or just in more in general, right, that we’re getting more opportunity to more places?
Kevin Parker 13:22
We certainly are? And, you know, it comes under a heading that we would refer to as Actionable DEI, you know, can you it’s inarguable that we all want better diversity, better inclusiveness, better equity in our hiring process, yet, you’re not going to do that if you only go to Ivy League schools, like, you know, it’s sort of a null set, those Venn diagrams don’t intersect. And so we’re seeing more of our customers just think about campus interviewing, generally, and reaching more places very purposefully, and using video and using on demand video to do that. And certainly, as we think about the proliferation of on demand video just for hiring in general, you know, the fact that 60 70% of our candidates take interviews outside of normal business hours, is really important. The fact that 50% of them, do it on a mobile device, is really important. So you’re changing access, you’re changing the dynamics, just by making it more accessible to more people on a time in place that’s best for them as the candidate.
Yeah, that’s a great point, the one of the data points that you guys uncovered, from your data is around 50% of the interviews in the United States are taking place outside of typical work hours. And that’s, to me, that’s good for lots of reasons I can think of two. One is it just empowers the candidates to be ready to do it when it’s convenient for them when they’re prepared. Maybe they, you know, got the dog walked, got the kids in bed, and now they can sit down and prepare and do the interview. Right? Or maybe they are maybe they’re working somewhere else during the day, right and they’re trying to improve their, you know, their career by trying to get another job. So they’re doing that after hours, but also kind of, it turns to the recruiting function into basically it’s 24/7/365 function, right? You’re not limited anymore by the hours of the day that the places where you’re working, right? It’s, got to be something that like, once that becomes a capability becomes available in an organization, it’s got to be a tremendous improvement in efficiency and throughput and increase their ability to find the right candidates faster.
Kevin Parker 15:23
It certainly is. And you can use something as fundamental as a typical hourly worker who doesn’t, you know, working nine to five, I don’t get time off to go interview for another job. So in some ways, there’s actually barriers to me to finding a better job if it’s just Monday through Friday, nine to five. I don’t know about you, but almost everywhere I go. These days, there’s a QR code in the window on the menu about getting a job, right. And so we’re trying to we’re trying to make it accessible every day. But if you just link on that QR code, and it takes you to a, you know, a website listing of jobs, that’s not going to get you very far. You’ve got to, you’ve got to be working, where they’re working.
Yeah, again, another sidebar, if there’s a comeback story for this decade, it’s gonna be a QR code, because I thought the QR code was written off for dead, right, probably when, you know, it never seemed to catch on back when it first rolled out, at least here in the US. Boy that made a comeback.
Kevin Parker 16:17
It sure did it. And I think there are people that are doing it really well. And, there are people that just using it, you know, pretty statically, and we’d love, to see that improve. One thing I have noticed, and I don’t know, if you’re in the habit of snapping QR codes, is when a lot of times when you click on that link, they actually have the hourly wage very, very early, if not the first thing in the job description. It’s like, you know, $17 an hour for a waitress or waiter away, or whatever it happens to be. It’s so prominent, you know, to go back to the earlier point, so prominent about what the prevailing wages, they actually have it in the job description right up front.
Yeah, and I think that’s a good thing. You know, much like just raising wage floors, right, in many, many industries by many organizations is really beneficial and helpful to so many people, but also more transparency, right? In the hiring process. And even in the job advertising process, I think that’s look, you know, the folks who are, make that argument, should you post the salary of the job in the job posting, and some people say you don’t, they’re gonna argue that, you know, for ever, right, that’s fine. They can keep arguing it. I know what side of this I’m on, as transparent as possible, as upfront as possible, because I just think that’s better off for everybody. But that’s I guess that’s another story for another time.
Kevin, so we’ve talked about access, we’ve talked about technology, of course, the pivot to virtual hire has been in the virtual space forever. So you’ve had that capability 15 years plus, right? Maybe we could talk a little bit about some of the other ways that you guys are adapting and continuing to evolve to basically improve the hiring process, and help your customers achieve their hiring objectives, you know, better faster, you know, etc, etc. Because, it’s not just about an on demand video interview, right? Because that’s been around for a long time. And you guys were the leaders, you still are. But what else have you been doing that that’s really making a difference for your customers?
Kevin Parker 18:12
Two really important things that I think we’re very excited about going forward. One is a product that we came out with called Builder. And as we think about the on demand video, we always assumed people were asking great questions. And we’ve got this ability to ask, you know, interview questions, ask everybody the same question. If you ask 1000 people, what’s your favorite spirit animal, you know, you get the same bad interview process, but you now have it on demand. And we created an application that we’re quite excited about called Builder that is really a competency based capability. This that gives you guidance about what questions to ask for what types of jobs and how to score the answers to those questions. And so really, you know, we all know the value of structured interviewing, but as human beings, we’re terrible at it. We’re just we’re just awful. We’re the worst part of the process. But if you can bring consistency, that really improves fairness and credibility to the process, too. So Builder’s something we’re super interested in seeing how we can we can help the process. The other is just recognizing that chat has become the dominant form of communication for everybody. Think about your world today. I’ve you know, I have a teenage daughter, if I want to reach her, I’ve got to send a chat.
Yesterday, the day before the Times right, Gen Z is Killing Email was the big headline that ran all over the internet. I think yesterday as a matter of fact.
Kevin Parker 19:30
So you’re trying to reach job candidates through email, you know, particularly in certain demographics and age categories. You know, you’re heading into the wind, that’s not going to be a great way to do that. So how do we combine the readiness and the capability of chat with that on demand capability to create an experience for the candidate right from the get go? You know, can you do text to apply? Can I answer FAQs for you? Can I take you through the journey? Can I help you schedule? None of that in the future is going to happen from email. Sure, if you’re, you know, graduating from Ivy League school and want to work for an investment bank, you’re probably going to answer the email. If I want to work at a retailer, you know, you’re not going to find me in email. You’re going to find me in chat. So how do we find candidates using technology in new ways where they live?
Yeah. A couple of comments from me, I’ve seen the Builder tool, Kevin. I’ve seen a demo of it. It’s outstanding. And I’ll just say that upfront, just the consistency, the repeatability. Right, the ability to be more fair in the process by ensuring that a candidate is asked, you know, the same questions, right. And each candidate is asked the same questions, and they get a chance to give their best responses to those questions. And, you know, I had a demo with a different company the other day, and they were talking about this whole, you know, oh, so, you know, the whole problem of bias, right, which was around we’re looking for men who were in a fraternity who played lacrosse at Stanford, or maybe Cal Berkeley, like, we expand our horizons to that school maybe too. And that was it, right? And so, I mean, it’s been a lot like the recruiting industry in the recruiting technology industry, and particularly, is been after this for a really, really long time. Trying to get better, and trying to help more importantly, trying to help organizations and customers get better and be more fair, you know, in the hiring process, and expand access to opportunity. And that’s, it’s never been more important and been more of more of a focus area. I guess, Kevin, I guess my follow up question would be then, how do you guys think about things like bias and fairness, and really doing the best you can to ensure that any aspect of the technology right, that you provide to your customers, is helping them to avoid those biases that are just human nature?
Kevin Parker 21:50
Sure, great question. You know, I think that you know, one with Builder in mind, one of the pathways, probably the most important pathway to better hiring, just ask better questions. And so where some of our artificial intelligence and assessments products really start to come to the fore is, okay, now that I’ve asked good questions, as a reviewer, I really can’t watch 1000 videos, and be objective and fair and consistent. So our assessment technologies, whether that’s based on the answers that a candidate gives, or we have game based technologies that can assess for a variety of things, including working IQ memory, and things like that, that are important skills in the job, are incredibly rigorously tested for adverse impact. And so we meet all of the standards that the EEOC has out there. And then much beyond that, as well, I think the EEOC as a as a regulatory framework is almost 40 or 50 years old at this point, it doesn’t keep up with our evolving sense of fairness with regard to groups that are not identified in that legislative activity. So we have a very sophisticated team is looking at that from a variety of dimensions. We do work with different different groups in different constituencies. One of the things we’re most proud of is the work we do with integrate partners, which is really talking about people on the cognitively diverse scale. How do they work in an interview process like that we’re quite proud of the results and and find that, that different groups do very, very well in that experience in new in different ways. So it’s something we have a responsibility, we take very seriously work at it every single day. And we’re very proud of our results.
Yeah, Kevin, I appreciate you sharing openly about how you think about it, how you’re looking at it, and the things that you’re doing to ensure that your tools and technologies are, are helping organizations have those best outcomes, those fair outcomes and creating opportunity for people. That’s really important to me, too. It’s a thing we’ve talked about on this show plenty like we’ve done two shows, with Special Olympics, folks, and did a lot the last one in particular, too the actual special Olympians themselves, who fall into that category, right, some cognitive things, but I mean, super bright, super smart people, young people, both of them actually. And just to think like, oh, a person like that, though, that we interviewed on our show, just you know that I got to know a little bit, I would love to have that person work in my organization doing pretty much anything. But if my process my technology, procreated, some kind of gate or some kind of barrier that was going to be a little bit difficult for them to overcome and they made and also what I learned from from the conversations I had with those folks is they’re they they may just give up, right? Because it’s becomes too frustrating. And so whatever we can do through the through the technology, but as well as how organizations Think about this, to create opportunities for folks like that, it’s I think it’s really, important.
Kevin Parker 24:30
I’m glad you mentioned that. Yeah, we do work with almost any group that we could find, to make sure that we understand the impact associated with those things. And, you know, part of our mission, you mentioned higher views. Now, 17 years old, we got started 17 years ago by a college student who couldn’t get a job because no one came to his university to interview. Okay, yeah. And so we’ve been on this journey for almost 17 years as we were refer to is to democratize hiring. You better make it easier for people make it faster.
Those old stories are great to the high research. I think one of the old stories was like nailing webcams, right, actually going to FedEx and nailing webcams. I believe I remember that story I forget.
Kevin Parker 25:11
We were downsizing our office for COVID, and I recently opened a closet that hadn’t been open for a long time. And there’s pallets of webcams in there. So anybody needs a webcam? You know, it’s not 1080 P. But if you need an old low resolution webcam, give me a shout out. I’ll send you one for free.
That’s a really good story. Ah, Kevin, just a couple more minutes with these. The last thing I guess I’ll ask is we’re seeing lots of Help Wanted signs everywhere, etc. You guys focus on the hiring part right of the talent acquisition funnel? Maybe not so much the the the the leaving part. But this idea of the great resignation or the turnover tsunami, I’ve seen it called like, are you seeing your clients? Like, is hiring picking up because people are leaving? Or what’s your sense of it either just from what you’re hearing from clients, or just your sense of it just from being a you know, an industry observer and a labor market observer.
Kevin Parker 26:06
It’s hard to do, what I’ll say is based on anecdotes, what we hear, it’s hard to tell when we’re interviewing people, or they have a job and leaving another job. But there’s a, there’s an enormous reshuffling going on, as people, you know, see opportunities and pursue opportunities in new ways. And look, I think there’s a little bit of human nature involved, too, we’ve all been cooped up for the better part of 15 months, and, you know, sometimes new and different sounds pretty exciting. And so, you know, people are recruiting pretty heavily, and they’re looking for new opportunities. The other thing that I think is ultimately a very positive thing is that we can all work from anywhere. And so people are recruiting anywhere we know, we’re expanding our team, we’re working very hard on our own diversity and inclusiveness. So we’re hiring in new places, in the Research Triangle Area in North Carolina, we’re hiring Atlanta, we’re hiring in a variety of places, because we’re, although we’re a Utah based company, we’re not Utah centric. So that gives us access to more talent and more team members than we ever had before.
Yeah, that’s fantastic point. I’m in North Carolina to just up the road for me, the Research Triangle. But yeah, the democratization of opportunity works both ways, right? It’s not just for candidates, right? It’s also for organizations with like, wait a minute, if I just make a couple of tweaks to how we approach our thoughts around work and workplaces, the global talent market is now available to me, absolutely. The good technology platform, like a higher view, and all of a sudden, I can be interviewing 24/7/365 and every timezone in the world, potentially, depending on what type of business on it right? I mean, you know, not all businesses can do that. Like, if I’m the local, you know, ice cream shop, it’s probably not quite the same, but it is remarkably powerful technology. And it supports organizations, quite honestly, right, who are maybe changing their approach or taking our or taking advantage of this approach. Maybe they’re not closing their offices completely, but they’re, much more open to tap into talent wherever it is, because you heard it right. Or your customers say maybe even we get the best talent, or we only want the best talent. Well, we only get the best talent who lives within a 35 mile radius of where, right, that’s usually the answer.
Kevin Parker 28:20
That’s exactly right. Yeah, I had our, for our first time in almost 15 months, our senior leadership team meet in person in Utah, a few weeks back. And for many of us, it was the first time we had ever actually met in person. We’ve brought new people on board. We’ve had new team members join. And so we’re looking forward to getting back to the in person component. I think we all are, but recognize it’s not going to go fully back to the way it was. There’s so many advantages for us and for our team members and for our customers as well, in operating in a more hybrid approach.
Yeah, I totally agree. It’s hopefully things are turning around, things are getting better. And organizations are embracing just the opportunities that they have in front of them. And, as we talked about earlier, providing more opportunity to more people. Kevin, this has been a fantastic conversation, it was great to check in with you great to check in with my friends at HireVue. I said, I’ve seen the Builder product very, very recently. And it’s fantastic. If you want to get better at interviewing, right and help your team get better at interviewing and get better outcomes, I highly recommend you checking it out. We’ll put a link in the show notes to the HireVue Global Trends Report that we talked about on the show as well. And I encourage folks to go check out our friends at HireVue. Like, really the the pioneer in this space from 17 years ago nailing out webcams all over the world to where we are today with an incredible set of interesting and important technology. So Kevin, thank you so much for joining us.
Kevin Parker 29:44
Steve, thanks for having me. I really enjoyed the conversation.
Great. All right. That’s it for today. Thank you everybody for listening to the HR Happy Hour Show. Remember to subscribe wherever you get your podcasts. And thanks to our friends at Paychex, of course. Check them out at paychex.com and all the Thrive Information, paychex.com slash thrive. Thanks, everyone. We’ll see you next time.
Transcribed by https://otter.ai
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