27: Using AI for Optimizing Hiring & Recruiting with Salvador Vassallo

In a world where AI is often portrayed as a job killer, today's guest, Salvador Vassallo, is on a mission to change that narrative. In this inspiring episode of using AI at work, you'll discover how Salvador and his company, JobWorks AI are creating a more holistic, accurate and time saving view of each candidate, saving hundreds of hours for HR professionals in the process. Salvador's enthusiasm is contagious as he paints a picture of a future where AI enables us to focus on what matters most, the human connections that drive business success. Let's get started. Welcome to Using AI at Work. I'm your host, Chris Daigle. Each week we'll be learning how today's business owners, entrepreneurs and ambitious professionals are getting more done with smart use of tomorrow's tech. Let's get started. All right, ladies and gentlemen, this is an interview that has been in the making for quite a while. Salvador Vassallo and I have been attempting to get on this podcast past with interruption after interruption. However, here we are today and I'm very excited about the topic that we're going to be covering. But Sal, before we get started, why don't you share with everybody a little bit about yourself and what you're up to?

Sure. My name is Salvador Basalo and I work with JobWorks AI. So we're a recruiting technology platform and services and you know a little bit more about myself. I, I'm an Olympic swimmer. I swam in the Olympics in 1988. I've been in manufacturing, entrepreneur, invented products, launched products. I've done M and A and also a lot of selling online businesses and whatnot. But this is my new venture and I'm super happy and excited about it. It's been very, very challenging and fulfilling.

Awesome. Yeah, and congrats on that. I'm very excited about this topic because, you know, I'm, I'm heads down over here. We're doing research, we're working with clients, we're training people and we're doing as, as much market research as we can about demand and particularly industries that are in that are demanding generative AI expertise. But with JobWorks AI, you have a much keener eye on the marketplace. So if you don't mind, maybe just give me, if somebody said, hey, what, what's the AI job environment look like? How would you respond?

Well, in my, we, we launched in January. Now we've been developing the product and the platform for about three years. Prior to the launch, before ChatGPT came out, we used large language models and machine learning to develop the technology. But since Launch in January. It's been very interesting seeing the types of different types of CEOs and, and organizations. You know, one is very aggressively seeking to implement AI throughout the whole organization and others are just flat out too busy to even. And they don't, I think there's a process of comfort zone where they just don't really just understand how, how incredible the, the optimization, the automation process. You know, it's like, it's incredible the resources that AI offers.

So with JobWorks AI, are you guys focused on a broad spectrum of roles or are you, do you target AI specific?

No, we, we, we, we, we help employers hire candidates in all roles.

Okay.

And in different industries. So yeah, we're very flexible and, and the platform is user friendly so people can start easily adopting it and streamlining the whole process like never before.

So the, I'm excited to hear that you guys were leveraging AI in your build out before chat, GPT, even marketplace. What. How is AI involved in this, you know, sourcing, selecting, recruiting environment?

Well, in, in the selecting process and identifying top candidates. For example, we use predictive AI like machine learning, and basically it scans large volumes of data in minutes and it's able to analyze the data and give us predictive matching, which is like incredible. So, so instead of sifting through a thousand resumes to find a candidate that fits, AI will do that for you in a matter of minutes.

And I don't know what your, how deep in the, the HR and the recruiting space you were prior to this endeavor, but that seems like it would be the bulk of the activity that would keep an HR professional busy would be the candidate selection. Right now here you guys are sleeping in.

Well, candidate selection. But I think the major pain point is wasting a lot of vetting candidates that aren't a fit. So you know, you have the, the screening, you're looking at 100 different resumes. They all come in different formats. And you don't know, you know, you have to remember which candidate fits and which doesn't. And it's just a, it's a mind boggling process. And the facts are, and I've talked to Companies from Fortune 500, they don't look at all the resumes.

Yeah.

All right. Because they just don't have the time. So they kind of like go through the first 30 and pick two or three from there and move on because it's overwhelming. But this technology, you're able to vet all the candidates according to the information that they have uploaded, whether it's the references and the experience and skills. And then it will give you a match. So it'll give you a percentage match not only to the skills but the experience as well. Wow. And then it'll give you a summary of what are his capabilities as a candidate, what are his strengths and what are his weaknesses compared to the job post requirements. So it streamlines the whole process. You'll see the candidates that match from 50, 40% to 90, 100% match. But then you can also vet them through their personality. So you're not just relying on the data, you know, of the, of the predictive match, but you also can look at the personality assessments which, which we have a psychometric analysis which was our key feature and is our key feature where people can actually see the personality traits of each individual. And, and then we have the videos which are pre interview videos that also coincide. So we have a triple vetting process on our platform that really gives like super talent intelligence so you're able to make wow, good decisions. You know, it's, it's like you're not, you're not looking at a thousand resumes and. Yeah, yes. It's incredible. And that's the thing, it's like mind boggling for me because I feel like we should have people lined up and we do. We're doing very well. We've landed already like six or seven major companies and we're starting to work with them to implement and to source candidates.

Yeah.

But you know, I think that there's this adoption process Right. Where people need to understand the predictive accuracy of artificial intelligence. It's incredible.

I'm particularly interested in that, the personality side of hiring because I'm an entrepreneur. One of my early mentors told me that to hire attitude over aptitude, that if you have that, that go getter like they can, they'll figure it out.

Right.

So. And that's being missed. When I look at a sheet of paper, you might, I might see what your interests are, but I don't really have like a, a personality evaluation. So tell, tell me about that psychometric environment that you guys have created. We'll be back after a quick break.

Do you want to start your own unsexy business offering a local service or a trade to your local community? Come check out the owner ops podcast. We bring on people like Sam, who has built a 22 million dollar roofing company in five years. I've also brought on people like brock who generated $1.3 million of revenue in his first seven months installing septic systems. If you are looking to build Your own local service or trade business. Come check out the Owner ops podcast. That's ownerops.com o w n r o p s.com.

Yeah. So we use PhDs from the child Mind Institute, which they are dedicated to behavioral attitudes and the way that people behave. And so they helped us along with, you know, our, our engineers to develop the platform. And basically, you know, we have seven traits that we're looking for. We have like friendliness, that's one of the workplace personality traits that the ability of a person to engage with others and establish relationships. We have that on and that's important for this. And then you have, and you know, people that don't like to engage, they're not going to come out like friendly, they're going to come out autonomous. They're more individualistic. And so you get, you get a sense. And these are insights. Right. That you know, you never had access to. So now you're able to determine whether, with just a glance whether a person is, you know, has a tendency to be friendly or if he's competitive. Now competitive is another personality trait that we use. The competitiveness has this, this thing. People that are competitive are not very collaborative. Yeah. You know, because they're competitive. So. So in our personality assessment there's never a negative. If a person is competitive, that means that he's collaborative. If he's not competitive, that means that he's collaborative. And depending on the results of his test, which is incredible, the accuracy, you'll be able to determine if this kind of. How does he work? It's a predictive workplace personality trait. Very simple and it's not objective. It's not like using other prod. Other. Other services where you're. The person who is reading has to come to a conclusion. This is, this is the result and that is it. And, and so you work from that. Now there's a lot of use cases for this product and if you'd like, I can tell you a little bit more about that because it's not just about recruiting. Yeah. It's also about HR and developing team dynamics and helping them get along and have awareness of first of yourself. Like when I did my test, I came out a little low on personal dynamics. But that meant that I was independent, independently driven. So when I looked at that, I needed to find out what was my weaknesses. I wanted to find out.

Sure.

And how can I improve that area. So it sparked that interest into me because I want to be the best. I want to be optimized and perform and to the best of My ability. So having awareness of my personality traits is very important because then I can work on the other ones. That's one aspect. But the other aspect is that I found value is being aware of my teammates personality traits. We have a lot of leaders in our, in our organization. So if you know a person is a leader, you can be supportive and, and let them lead. You know, instead of bumping heads all the time trying to find out who's the leader. You know, it's just so insightful to be able to, to understand your teammates personality traits that are built in. See, and you can, you can train people on skills, but you can't train them on personality. It takes time, it takes self awareness, it takes practice, it takes getting rid of these habits which some may be positive in some cases like competitiveness is positive if you're a salesperson, but if you're a team builder and trying to, you know, lead and it's or a part of a team, it can get in the way, let's say. So if you're aware that you have that competitive nature and you always want to be right, then if you need to learn how to collaborate a little bit more and that will help team dynamics.

Yeah, I'm thinking, so I'm sitting over here as like a team leader, a business owner. It's almost like my chess pieces. And if I understand how those chess pieces move and how I can use them to support each other, then I can stack my team based on. It's very interesting. So you mentioned that there's a video element to this is does AI evaluate the video in the jobworks?

So we have a different vetting processes. So you have the, the automated artificial intelligence scanning through all the different data and giving us a report that's AI generated. And then, and then you have the personality assessment which is the person taking the test. Yeah, the very simple test, but it asks the same questions like five times in different ways. So you can't trick it. Yeah, okay.

Yeah.

So and then the other thing is that when you're doing the human evaluation, you use all these different insights, talent, intelligence to determine, hey, I want to interview this guy. Now what happens? You already know this. It's, it's like you already know, you may not know if you're going to hire the person, but you definitely know if you're not. Right. Because first he may not score good on his per, you know, on his, on his resume might not be adequate, might not have the experience. So you don't dedicate time to that person. But you know, one thing that I think is important, which people with HR understand how important this is. I think it's very important to look at the summary because there's right there in the summary, which is on our workspace of the result of our generative AI scanning through all the resumes. They'll give you the disability, the, the, the liabilities and the, the, the good stuff that the candidate has. So you have, you have a report and you can analyze is his liabilities that important? You know, because he has a great personality test. He speaks well in the, in the video. So even if a person scores low, he might be the right hire because of his personality and his presentation skills and you give him a chance for the interview. You understand, it's not just a flat out, this is no go because.

Yeah, no, I think that's very important because otherwise there, there could be efforts to game the system. Right. But we're very big on. Yes. Leverage AI as much as possible. However, keep a human in the loop. Yes, right. And especially with human resources, it's, it's human. Right. So having that view, somebody that was viewing the video while they're looking at the AI generated summary and output is a fantastic combination of human and the.

And then you see the personality assessment. Now there, there, there's more ways to look at this. You can also test your whole team. So you're able to see the personality traits of the team members within an organization. So let's say you have a sales team. You have three different sales team and in each team there's four or five people that really do well. Well, and then there's three that don't. You check their personality and you can assess what personality traits really flourish under that management. Okay. Because some people flourish under micromanagement. Yeah. Some people flourish on not having a manager, you know, and being self motivated. But when, when you're able to find out insights on, you know, and having a control group on your teams, then you're able to make determinations like if I want to hire somebody for that team, maybe I should select someone who has the same personality traits as my top performer. Or the other way around, maybe I shouldn't hire somebody with the personality traits of my weakest. So you take that into, into consideration. Yeah. But at the same time you may find out that your weakest performance in one team may be the top performer in another team because he works well under that management. So you're able to really optimize your teams based on their personality. Yeah. And this is important for The. For the employee, because you want to be in a place where you flourish and you want to be in a place where you feel comfortable. So I think it's. I think it's such an important tool that. That's why I'm all in it. I'm, like, really passionate about this because I believe in it and I see the results. We hire on personality. We don't hire on skills. Of course, they need to have skills, but if a person's competitive, we want them on our sales team.

You know, this is interesting because there's this paradigm of, in the media at least, AI is going to be taking jobs. And, you know, and that's trickled down now to some levels of the business where the employees are worried about AI taking their job. And here we are talking about how AI is going to help that employee flourish in the. Right.

It's going to help everybody.

Yeah.

Yes, exactly. Exactly. It'll. It'll lower the. The. It'll lower the. It'll reduce bad situations. You know, it'll reduce hiring people that don't fit, and it'll reduce it also the employee getting put in a. In an. In a spot where he's not feeling comfortable.

Yeah.

We have the gaming commissioner we have at the casinos, and they're using it for that purpose alone. They want to use our personality assessment to gauge and to optimize their teams. They might have somebody in the cashier that may be better serving in the floor and being hostess because she's friendly. She's, you know, a servant type.

Yeah.

You know, people that are friendly. Right. I mean.

Yeah. Come on.

We all know that personalities are real. Yep. Yeah. I'm friendly. It could be a defect, too, because I'm not here. No, we love it.

So I want to ask you because, you know, I've done a lot of organizational optimization in my career where you've evaluated the entire enterprise and made suggestions on how to improve it. Now, one of the things that always stuck out to me was the cost of a bad hire. Yeah. And I've seen figures as high depending on the size of your business. But even like, you didn't. You don't have to be a big business for the wrong hire to cost a million dollars in missed opportunity for a business. So what do you. What do. What's the data that you guys know about that? Like, what's the impact of the hiring the wrong person?

Well, the impact is tremendous. I mean, not only hiring the wrong person, but hiring the right person can be very impactful.

Yes.

We made It. We made a great hire recently. The guy has just been amazing. Amazing. Like, he's added so much value to the organization that I don't know where we would be without them. And so that's the kind of impact that you have now when you have someone who's not really a good fit to the organization. You know, it can be very, very, very, very negative. Because it'll bring down the whole team. Yep. You know, it causes a lot of problems, a lot of stress for the manager, the company. I mean, it's just a disaster. And that's not. When it goes really bad, when there's lawsuits and all sorts of stuff. But yeah, we, we definitely reduce the risk of bad hires, and we, we actually enhance the ability of the recruiter to make great determinations, you know, and because you don't spend time on people that do not qualify, and that doesn't mean that they're bad. It just means they don't qualify for that role. So before, you would spend weeks maybe.

Yeah.

Analyzing 500 resumes, and I don't think they go through them all. You know, it's like, how do you record that?

You know, you know, like in the, in the medical space. I heard, I think it was from Paul Reuter from the Marketing AI Institute.

He.

He said that in a few years, a doctor who is not consulting AI for a second opinion could be liable for malpractice. Right. Because the AI is. Is. Is. They call it co intelligence in the medical environment. Right.

That's what it is.

Same thing with hr. So this HR professional, like, if I was the owner of the company and I said, hey, we. This is an important role we need to fill. And my HR team was hesitant to leverage these tools. I would, I wouldn't consider that the job was done well.

No, it. Definitely. It's not done well because it, it's not done well. And I'll tell you why. You're not vetting all the candidates. You're not. You're not looking at all the options. Right. And, and, and, and, and there's so many people are missed because of, you know, one of the things I. One of the candidates that we actually, we did. He did the workspace filled out for one of our roles that we're filling. His first comment was, thank you for providing an opportunity for me to express myself beyond just a resume.

Awesome.

And I thought that was great because now they can see that I can express my personality, I can express myself on video. I can express myself through the resume. I'm not just A piece of paper being scanned by some automated system. But I'm being considered fully because of my abilities and my talent and my, and my desire. You know, you're spot on about attitude, man, and personality. I think it's the most important thing in hiring because I mean I, I, I have, I have a lot of experience. But you put me in any place where I'm motivated and forget, forget about it.

Yep.

I'll learn everything.

Yep.

And I'll implement everything and I'll take action. I will make money for that company.

Yep.

How do you find people like me? You can see my personality test. Yep. You know, but that self motivating self and passionate about certain things. Like you can't put me somewhere where I'm not passionate. Right. So that's, that's a weakness. I'm human.

There's, there's seems to be this dichotomy of AI is helping business, but it's hurting people. Maybe there's that position in the marketplace and with, with this HR environment. If I was an HR professional, I would see this as the fact that now I get to do my job better because I, oh, I can, I can screen a thousand. Can I can at least do that.

Part of the analogy and with tremendous accuracy.

Yeah.

This is the bottom line. It's super accurate. It's like more accurate than humans, you know. And in minutes.

Yes.

Will take minutes with more accuracy and reliability. And I don't think they understand that.

And I don't think. Yeah, yeah. This is fantastic. You know, I'm very curious. What's, what's next? What trends do you guys see coming in the application of AI, Whether it's the data side or the generative side into the HR role of, of hiring and building those powerful teams.

Yeah. Well, that's what we, we're excited, we're excited about a couple things and that's sourcing and being able to source candidates from people that are working like getting like I can, we can source candidates, the best candidates that are ones that are. Right. Working and performing top. We use AI to do that. So that's been kind of a development process. Yes. A little bit of that for specific clients and you know, but, but to thousands. We can do that at scale. Yeah. So we're able to source top candidates at scale. We're able to streamline that process. We won't source people who don't qualify. So that's eliminating a lot and then, and then also vetting them. So it's, it's just a process where we're we're streamlining the whole area. Let me see where I think, I think the applications is. What is, what, what is being developed. Like, like people are learning how to use it.

Yeah.

And how, how to, how to maximize and optimize the utility of artificial intelligence. Because that's the whole thing. I mean it's there now. We have to use it for our benefit, you know, and, and that's the thing. I, that's what, it's a little mind boggling for me, Chris, to be completely honest. When I get no's because I'm on the phone, I'm like why, why not? I'm reducing your cost stre process, giving you more reliable candidates and optimizing your teams and you're saying no. And that's the thing. They don't under. It's like a process of adoption.

Yeah.

Of them understanding how accurate and how predictive and how it's reliability. It's consistent. You know, it, it doesn't have mood swings. AI, it doesn't, it never tires.

Yep. You know, this is very interesting. So one area I do see potential disruption is I've been headhunted. I've been a professional talent for the past 25 years and I've had those random calls from people and found them very flattering. However, I'm surprised I didn't get more. Not that, you know, not, not an ego thing for me, but. And I realized it was a bandwidth situation. So if I'm a headhunter out there and I'm working from home and I'm doing my thing and, and along comes this tool. Like if I am not AI enabled as an HR professional, marginalization is like the next step.

Yeah. I think, I think if you're not open to AI, there you go. If you're not open to AI, then then you're really closed. You have, you have an expiration date. That's just that. Because it's just inevitable and, and it's, it's here and so people can take advantage of that. Organizations can take advantage of that. And I'm so proud of like, like I love my clients because I like tell them I congratulate them.

Yeah.

Like I was talking to the CEO just last week. He's. We have like I'm moving forward with projects so I'm getting really excited about it. But I congratulate my, my clients for, for being open.

Yeah.

For giving me the opportunity to present and for understanding the value. You know, because 90% are close to the idea, but it's that 10% what.

Do you think that is? Is it confusion? Is it that they don't understand? Is it that they don't believe it?

I think they don't understand how the simplification of it. See, our, the architecture of our platform is so simple and so beautiful. I mean, it's so simple, it's so powerful and it just solves the problem, period. It's like this is a problem solver for the industry. And so what is it? I think it's comfort zone. I think they, they have this attachment to this organization and they have an attachment to, to the, to the habitual trying to solve all the time.

Yeah.

And, and they just think that staying busy is being productive and it's not. Yeah. And so it's hard to break through to that mentality because they do have a fear factor. They don't think it's reliable, which is absolutely wrong. Yep, it's reliable. They don't think it's accurate, which. It's absolutely wrong. It's very accurate. They don't think it predicts. You know, I don't know what, I'm just trying to tell you what I believe. This may not be true in some people, but there's really no reason why some NEHR department would not benefit tremendously from implementing AI into their solutions. There's just no reason at all.

Yeah. This is going to be interesting. So how has the HR professional industry itself, like, what is the organization in hr? Sherm? Yeah, yeah. Like have you guys gotten feedback from them or inquisitive? Have they asked about what you're doing?

Well, let me tell you our strategy. So first we went into a smaller space. So we went into the cannabis industry. Yep. Because it was, it was, it's a small space that is going to grow tremendously with deregulation. So we kind of made a strategic move to go into the cannabis industry. And, and there we consulted a lot of different organizations and, and, and so that industry is very closed. Yes. They're very intimate. They know each other. There's a lot of different aspects that go along with that industry. But we, we've already landed two big contracts with, in, in the cannabis industry. So we're going to be helping them scale.

Yeah.

So with the deregulation we have, one of them is going from Florida to New York. So we're going to help them find the top candidates first in New York. And so we have one from Las Vegas moving to New York and Florida. So we're going to help him get the top candidates. And so it's Very exciting. How, how we're able to leverage our technology to help these companies streamline their process, get more reliable candidates, free up their recruiters to do creative work.

Yes.

Instead of these repetitive.

Yes.

Non productive tasks. So, you know, the intelligent CEOs, when it comes to scaling, you can scale by throwing money and people at the problems. Yeah, but, but scaling with AI optimization is definitely the key. You'll have more control over your environment, over what's happening, you know, predictable results. Predictable results, yeah.

This is. So now, I don't know necessarily the individuals that are listening to this, I don't know that any of them are going through the process of hiring hundreds or thousands regularly. Like, like some other. But for somebody who had a small business, is JobWorks AI a tool that they could use?

Yes. So we have like one, I have. They're gonna hire like five people a year or two people a year. It's a construction company. So, yeah, we're leveraging, we're helping them. We provide them with the platform and beautiful. Give them a flat fee where they're able to use our technology. And also if they want us to recruit, recruit for them, we can provide them with candidates, you know, according to their needs.

Yeah.

The difficult candidates we can do very easily. There's no difficult candidates anymore. And so it's very exciting to be able to offer the service. You know why I'm so excited, Chris?

I'm excited.

I love people and I love building teams. So I'm really excited about helping the companies that I work for that I, that are, you know, that are my clients.

Yeah.

Because I, I feel like I'm a part of it because I'm going to be able to help them build the best teams possible, be competitive and outperform competition. That's my goal.

Yeah.

So I'm excited about that.

You know, it's like, it's like being from the future and walking into Neanderthal times and saying, like, guys, don't worry, let me start the fire, right?

Yes, yes.

Bringing that level of, of, like, it's a new paradigm.

It's not only for the employer.

Yeah.

But listen, we're entering the most competitive job market in history. I mean, if you're an employee like me. Yeah, I want to be in the game. Right. I'm 55, but I'm not over, man. I, I have a lot of work to do and I want to be the top performer always. So I use AI to ensure that without AI right now, I don't even know where I would be because I Use it for everything.

That's a great.

I think that for, for. For people like me who. Or job seekers. Right. Not that I'm a job seeker right now, but, you know. Yeah. I'm in the corporate world having a workspace with. The workspaces are candidate profile, you know, and so we're. I'm able to have their. My profile with my. I got a pretty good personality assessment, you know, the videos and everything. I would be so proud to share that to employers now because I, I can share. This is who. It's more than a resume. This is important. It's more than a resume. And in a competitive environment, you're going to need.

Yes.

To be able to present yourself fully for the employer, to understand who you are and to be able to outshine a sea of resume. Sure. Black and white.

I'm loving this. This is, you know, I, we. Whenever I'm scheduling these podcast interviews, we'll have an initial conversation with everybody because I have a saying. I don't. Nobody. What do I say? I don't invite anybody but friends to the podcast.

Oh, right.

And how I get to, how I get around that is by. Let's. Before you get on the podcast, let's have a conversation.

Right.

Let's get to know each other. And with you, it was very obvious that there was a lot of enthusiasm behind what you were doing, which is very important because people need to know that this is not something to be fearful about, it's something to be excited about and very excited. Yeah. And this has been fantastic. And this is an area that I'm realizing how much opportunity AI brings to the table for this human side of the business, the human resources. So this has been.

Yes.

Fascinating. So, Sal, if people want to find out more about jobworks outside of the URL and for those listening, we'll post that in the show notes. But is there anything else that you think they need to know before we wrap up the episode?

Job Works AI is, is our website. We're. We're upgrading everything. So we're like in an evolution. So we're always optimizing. We have a great tech team. So it's going to be exciting to see the Future. But yeah, JobWorks AI. You can follow me on, on, on LinkedIn. I'm going to try to start creating more content. I, I was never, you know, I'm starting to do that a little bit more. So it's exciting and I love people. So, yeah, if anybody would want, needs, wants to see a demo or anything, I can help in Any way. Or the workspaces. I recommend job seekers to fill out a workspace, you know, so you can go ahead and send that. You can, you can download the PDF and send it to your. Like a resume with live links.

Oh, wow.

So the person is able to really submit that as a regular resume.

I would encourage anybody who is AI curious and looking for an opportunity to leverage that, that AI literacy into a better role. Because all the data that we see in our research is indicating that the executives are recognizing that AI is disrupting their business strategies.

Yes.

And when they go to look for talent who is AI capable, they're not finding it. And as a result, they're willing to pay a lot more to the AI capable. They're willing to give them more promotions. And I even saw a statistic that the majority of executives surveyed said, hey, if they're getting their job done with AI, I'm fine if they have side gigs or two jobs. So for those of you listening who are curious how AI can impact your economic viability in the career space, I think Salvador has laid out a wonderful case of, of that today. So.

Yeah, yeah. I mean, they're going to, they're looking for them. And that's one of the top jobs right now, AIML engineers or, you know, AI cheap, you know, chief AI officers. Because people don't know how to implement, they don't know where to start, they don't know what to do. And, and there's so many tools. You can't blame them.

Yep.

And that's another thing. And I didn't mention it. I think that people are overwhelmed by marketing campaigns and that kind of. They. Everybody's saying the same thing, and guess what? They're not believing it anymore. And in some cases, that limits them. So proactive CEOs are always listening and always looking for ways to, you know, optimize their operations, scaling and profit well.

So I'm fascinated with what you guys have been able to do, and I'm excited that I was able to introduce this to our listeners because this is, this is, I love seeing, like, obviously path to the future for any industry. And this is an obvious path of where things are heading in hr.

So it's an obvious solution.

Yeah. And an easy one as well.

It's an easy one.

Yeah. Salvador, again, thank you for being patient and rescheduling with me. I think we rescheduled three times to get this done, but I'm so glad that we did it. And.

Yeah. And I wanted to also thank you for, for giving me the opportunity. My pleasure. This is fascinating. I do enjoy talking to you. So yeah, hopefully we can do more things together and help everybody.

Thank you so much for joining us. I hope that you learned as much as I did about the future of artificial intelligence as it relates to the human resources industry. And obviously we've got the experts here with jobworks AI in Salvador. So thanks everybody.

Thank you.

On the next episode, thanks for tuning in to Using AI at Work. Don't forget to subscribe for more conversations about how to use AI at work. And a special thank you to our sponsor, Chief AI Officer for empowering businesses with AI education and training. Visit their website for a free AI Readiness Assessment and AI Strategy Guide to help you get started using AI at work. That's www.chiefaiofficer.com. special thanks to our producer Evan Desaunier for making this episode possible. Follow us on Twitter at the handle usingaiatwork and visit www.usingaiatwork for free resources to help you harness AI in your role.