Josh Secrest (00:10):

Hi all. Welcome.

Speaker 2 (00:21):

Great. All As we are seeing the participants click up. We will get started here in about one to two minutes. Should be a lively and engaging session. Please use the chat robustly so we can hear from all the experts on the call. As you're logging in, please feel free to drop in if you're leading a campus program, what company you're from. We'd really love to hear where you're at on the maturity curve. So do you have a campus program? How many hires you may be making per year? We've heard from a lot of you that some of you are thinking about starting a campus program. We've got a lot of great experts and some folks that are going to be new to this joining the call.

Josh Secrest (01:31):

Okay,

Speaker 2 (01:36):

Well wonderful. Well, I would like to get us started here. I'm Joshua Seacrest. I'm my Vice President of Marketing at Paradox. Welcome to everyone who's joining. This is going to be an hour session. We're going to cover a lot of ground one, the current state of campus hiring. There's been a lot of buzz with AI and how that's going to impact entry level jobs, but I think it also presents this really interesting competitive advantage. We're going to talk about that a little bit and then also I'm joined by Lindsay and Callie who've been hard at work on the paradox side of making campus recruiting and campus hiring programs easier and simpler. So I'll do a little bit of a more deep intro on why I'll be leading some of this conversation, but why don't I turn over to Lindsay and Callie for introductions first.

Lindsey Roman (02:23):

Yeah, thanks Josh. Good morning everyone, or afternoon, wherever you are in the world. My name is Lindsay Roman. I'm an associate product manager here at Paradox, working on our hiring events suite as well as our surveys product. Pretty closely with my senior product manager, Callie.

Calli Harrison (02:40):

Perfect. Thanks Linda. Lindsay. So like Lindsay mentioned, I'm Callie. I'm a senior product manager here and I focus on our hiring events, orientation events, campus events, and some new emerging products as well. So excited to be here.

Speaker 2 (02:54):

Awesome. Thank you two for joining. I can't wait to pick your brain and kind of go into the product. It's something we've gotten to geek out a lot as you've been building it and I think it's really innovative within the space since so many of you on this call. The chat is awesome. Keep going on it. We have some obvious huge experts here. We've got some of you with 200 interns, 150 interns, hiring programs, so lots of expertise. My expertise beyond Paradox and getting to learn from all of you and leading a lot of our advisory and client groups within the client advocacy role led global talent acquisition at McDonald's where I was able to launch a fairly large internship and corporate campus program. That one was from scratch after a couple of starts and stops with different kind of internship programs throughout the year.

(03:46):

So I'll kind of reference a little bit of what we did previously that wasn't as successful and then all ultimately what made it stick. And then Abercrombie and Fitch, we were able to take a program from what was kind of a 10 to 15 hires per year program into 200 annually between interns and full-time. So a really large program that was able to really feed kind of talent from within. I'm now enough distance away from that program where it's neat to be able to see a lot of those campus hires become vice presidents and senior vice presidents within the organization, so super cool. I think a lot of you who are on the call who've been able to run university campus recruiting teams for years, I think you kind of know that that's the crown jewel of seeing that the program is healthy and is working.

(04:34):

I pulled some just quick data for us. I think some trends that I think are different than maybe if we had this call two to three years ago. Obviously I'm in list off some best practices that we're seeing from a strategy perspective, how I think about them, how I build business cases around campus programs, but really what we're hearing and seeing right within these trends is data from this 2025 graduating classes is now officially published. We're seeing that unemployment rate a little bit higher than it's been in the past. It's basically reaching unemployment rates higher than even when we were at COVID. This is for unemployed graduates from 2025 and we're seeing about a 16% decrease year over year in this hiring. We're also seeing a trend of interns converting at a slightly lower rate than we've seen in years past. So getting offers from junior year to senior year, I'm sure some of us saw that, hey, there's a little bit more pressure from the organization of the programs going a little smaller.

(05:39):

We're figuring out headcount budgets as a result we might not be able to offer as much. So that is overall from a data perspective. What we're seeing now, a lot of you on this call are saying, well, hey, actually we don't maybe fit into that or we're finding some ways where we're super competitive or the only way to get the talent in our industry is through university programs or we're seeing so much success we need to expand and that's also true and relevant. We're seeing certain companies lean heavily and grow rapidly within the campus programs. We're seeing certain fields either not impacted by AI at all, healthcare hospitality or we're seeing some of you all in the more tech focused areas. It's more competitive than ever for those folks that are helping us on ai. We're also seeing a lot of you in the market get really creative on how campus programs are approached.

(06:34):

Before we always had an intern junior year, then they come back after they've graduated senior year type of programming. What we're starting to see is some creativity in terms of maybe it's short-term project based, maybe it's these mini consulting hubs where someone's not hired into a department but they're consulting on projects in their first year and then once something sticks, they're getting placed, you're playing around with gig work. So there's just some really interesting stuff there and I think some really cool opportunity that's starting to emerge if there's less competition in the university ranks, does that increase the level of quality over time that you and your programs may be able to get so the companies that stay in the game actually could have a great competitive advantage here. I also wanted to just kind of call out and you're seeing this in the chat, it's so cool to see these different programs in terms of your maturity that are on the call.

(07:36):

So thank you for sharing a little bit of information with us before the call, but there are kind of these three different buckets we want you all to learn from each other. First of all, you've got a lot of you who are scaling up your program. You might be at 20 interns a year and you're looking to go to 50 to a hundred, but what we heard from you is you need to figure out how to do that efficiently and the way that you're defining efficiency is just because we grow by five x, our company knows that we can't grow our budget by five x, right? You can't scale one for one with the size of your program and the dollars, some of you are starting from scratch. Hey, we know to compete we need a campus program, but we need to be able to prove the ROI and there's a component of efficiency that's there, and then some of you have some of the biggest programs in the world and you're getting challenged to potentially get those even more efficient.

(08:29):

So some of you that have the hundreds per year, I'd love to hear from you, Hey, are you getting challenged to bring that down a little bit? Are you challenged to go even further? Again, I think we're starting to see, and I love how much healthcare is in the chat, I think we're starting to see a couple differences there. So some real opportunity. I'm going to try and call out each different group as I go into some strategy. If you're one of the folks on the call that's doing already 200, 300 hires and really you're excited to hear from Lindsay and Callie, we're going to get to that, but also help me out on hey, best practices to add on to what Josh is saying, please throw those in the chat.

(09:10):

What we're hearing from most of you in terms of problems to solve within campus, here's really, and a lot of you are actually helping us work on this product and kind of co-develop it. One is, hey, there's just a lot of people that our teams are meeting and need to nurture along the way. Freshmen and sophomores who maybe don't qualify for the internship yet, but we want them to have a great experience with us interns who have six months before their summer internship starts, interns who've received an offer who are then going to start, how are we streamlining that in a non clunky way, not across multiple systems, this multi-system problem that I think a lot of our campus teams have, how do we streamline that, simplify that so they can have one system that just works and is easy. Career fairs, we're going to dig into career fairs really nicely for you, but just how do you make those a lot more organized?

(10:11):

How do you bring a little bit of that simplicity there and then we're doing some cool things on data so that you can easily access ROI and all these candidates that you're meeting? Again, we've talked to so many of you and it's you're balancing sometimes a hundred thousand. I heard from one of you that it's 500,000 applicants. It's wild. And so we want to treat everybody fairly. We want to give everybody a chance. We want everybody to have a warm experience and so technology is allowing us to do that a little bit better. Okay, I'm going to start with a couple frames that have helped me in starting programs, making programs stick and ultimately expanding programs. And the first is going to start, and I hope it doesn't come off as harsh.

(10:55):

A campus hiring program is not charity. Ultimately what I mean by that is we have a finite budget. We need to prove ROI. This program does need to replace hires at some other point in our organization. We can't just keep expanding hires and what I mean by this, it's not charity is I think just a counterpoint to sometimes in our company's history, there's been a internship program that's been started up. It's actually pretty expensive. None of those interns are extended full-time offers at the end of the program. People feel good about it because you had wonderful, smart, nice students coming in, but ultimately they never became full-time hires. They never produced ROI. What ends up happening, and I think a lot of us have experienced this in our careers is when times get tough, when budgets get cut, internship programs like that are sometimes the first to go because they're not producing value for an organization.

(11:52):

So 0.1 of this is how are we building programs and if we're going to do a campus hiring program, we can prove out to the organization that there's ROI to it and a lot of that is basing it on budget and a lot of that's basing it on comparing who the campus hire is potentially going to replace from our hiring and staffing plans. So let's go into that. What's the bet we're going to make? I put this framework up. This is a call out. This is not true for all industries. My point here would just be for your industry, this is a helpful frame for your C-suite on going in and saying, Hey, I think we should expand or contract potentially. Typically the bet for a campus hiring program is that we're going to get higher potential longer retention for a lower cost at least in years zero through three relative to the hires that would come in from maybe our industries who bring a little bit of experience maybe one to four years who are going to be able to hit the ground running faster, but they're going to be a little bit more expensive and we're maybe limited by the pool that we're going to be recruiting from.

(13:10):

So this campus hire, we've got a much larger pool, we can be way more selective. Hopefully there's more upside and there are lower costs on some of those bets. That's going to be a big winning argument for us as we go to our C-suite on why at least a portion of our hires should be coming from this. Throw in the chat if you agree here, if there's some nuance within your industry, but just a helpful starting frame and then I want to go to this, I want us to feel really confident when we're being challenged by maybe our C-suite on like, Hey, should it be a university or a campus hire or should it be a maybe experienced hire? So maybe the next question I would pose for you would be, wouldn't somebody with a couple years of experience be a better investment? And I think we need to be prepared and I think we've all seen it that in some cases it's definitely a better investment.

(14:04):

I'm actually going to show you one that I thought was quite clever from an organization, but ultimately the be that we should be able to show and show this through data is because campus allows for us to have a much larger pool of candidates. It allows for us to be much more organized and streamlined in our process. It allows for us to be much more selective of going after top talent. It allows for us to try before we buy through a university internship program, it's thus allowing for us to make better bets in decisions of who's coming in, which ultimately means higher performers and higher retention if you're going this direction, that's one of the bets we're making in experience hires sometimes, not all the time. Asterisk, exclamation point, not all the time experience hires means we have a somewhat relative limited pool.

(15:00):

We're maybe pulling from only those who have specific skills and specific experiences that limits the pool geographically is available that limits the pool is available during the timeframe that we're hiring or even sees our job posting that limits the pool. So our pool is smaller. The pool may have some more high risk components to it. Why didn't it work out in their previous role? Why weren't they promoted in their previous role? What if they're not willing? What if they can't do the job or aren't willing to do the job? So these are just a couple different frames for you on hey, we're putting more chips into the campus basket. I'm reiterating this because I think so much of a great campus program goes into, we're going to talk a lot about efficiency and can we make these hires for a lower cost per hire than a mid-career program, but I think all roads for me lead to quality and we need to have a really good take on why the quality can be better and how we're going to ultimately measure that.

(16:11):

This is one that I wanted to just point out. This is maybe for some of you will chuckle if you have a large program because you may have a competitor that's doing this. Some of you are starting your program as much as we're going to talk about the university solution that we have. I also want you just to have this in your brain, which is I got to see some of this play out. So this is two large retailers within the same geographic and I respect the heck out of both of these approaches. Approach one is again what I've seen a lot of you in the chat, we're doing 300 interns, we're doing 500 interns per year. You're investing heavily in getting the best. You're onboarding them really well. You're having a great internship program. You're thinking about their first zero to three years so that you're retaining them and they're starting to fill mid-level roles.

(17:06):

That's company one and then company two, their whole strategy was take from company one at the three-year mark. So throw in chat if you see that, please don't name names, but I respect company two. They did the cost analysis and they basically said, Hey, we think it's a winning strategy to not start up a big university program to not do a lot of training and develop for folks that need a lot of training and ramp. Ultimately we think there's higher ROI for us to go and do some poaching and strategic strategic recruitment company one, even knowing company two is doing that is run the math and says, we understand that company two might outbid some of our talent at the three to five year mark. We're going to adjust our compensation levels to make sure that we're as competitive possible at that point we're going to play defense when we lose talent, we're going to make sure that it's our bottom 20% of talent to that organization. Right? It is some interesting tactics. So you're thinking about the race you're running for your company organization, but I think it's also helpful that I know some of your peer organizations or your biggest competitors and how are they playing in this space and again, how are you playing offense but also maybe playing defense against those folks. So I thought a helpful frame on this. So as we start to get into some of this more, as I think about reporting to C-suite on a campus program, all roads lead to quality.

(18:28):

How are my hires, I'm going to jump to this last line here. How are my hires from campus programs staying relatively to experience hires in that one to four years of experience range? How are they performing? Are they being promoted? How are they being evaluated from a performance objective? Are they growing within the organization? I'm not just looking for them to fill entry level roles. They need to be going up into those next levels. Otherwise it's easy to hire administrative talent and then I'll end here with we, all of our programs need to be more efficient. There are very few of our programs that are getting more and more money put into the, if that's you, that's amazing, but most of us every year we're seeing maybe a demand for more with a lower or shrinking budget. So how do we do this as efficiently as possible?

(19:18):

So again, all of those asterisk are compared to the alternative. It doesn't make a business case if you can't compare it to, if you didn't have a program, what's the cost of not doing that? Okay. I've listed a few, I won't go into details here of just some quality of metrics that I'm sure a lot of you are starting to pull. If you're newly into these programs and you'd say, Hey, how do you really measure quality of hire? Well, campus programs I think are easier to do that than maybe mid-level programs. I think it's easy to be able to start to track how many people have been there usually past the three year mark, what's their, what's the promotion rate? Typically you're going to want to see people at least promoted one time within those first three years. My previous organizations usually try to do that even twice.

(20:10):

So how many people are doing that? I could look at our performance objectives and yes, we maybe had distribution curves within our organization, whatever, 20% at the top, 50% at the middle. However, I could still compare my campus hires over a three year span relative to maybe my early career hires with one to four years of experience and I could see as a percentage is one group outperform the other or are they comparable? But one group has been cheaper with the same upside. Okay, so I've given you a few different things here for you to potentially have within your scorecard if you don't already have that, but hopefully these themes of efficiency and programs built on quality even though it's scaled are going to be key things that Lindsay, Kelly and I have been talking about as we're developing products that could really make a difference within this space and things that we keep going back to is how do we make this simpler for you and how do we help you win on the talent front? How do you gain a competitive advantage and hire great quality of stays who performs?

(21:20):

I did just a quick scenario planning. I hope this one is fun for you all, but what I wanted to just showcase especially again for those maybe on the earlier end of developing a campus program is just why fall is so important and why so much of our even product is giving you competitive advantage so you can be as fast as possible in the fall hiring season and also why internship programs are so important. We're really seeing back to this even if 50% of interns are converting, that means some of the best folks are getting hired into an internship program in their junior year and then they're taken off the board and so all of our programs, all of our routes need to be getting freshmen and sophomores ready and ramped up so that we can execute on intern offer to the best people so that we can make sure they have an amazing experience with the summer and we ultimately get them.

(22:19):

It seems clear that over the last decade that is the route for best talent. I did a quick mockup of what that could look like as you're building out your strategy. Next slide. This is one I'd love for again in the chat. Let me know how you would maybe approach this. This is generic from an industry perspective, but I like us starting to do some of this planning together where we're thinking about interns, we're thinking about fall and spring, and so my team kind of came to me with just this quick dilemma of like, Hey, give me a few bullets. If you had to hire 50 full-time hires and you're going to start this program, what would this end up looking like? When are you focusing resources on what age demographics, what parts of the season? And so just a quick mapping of this where I would say, oh hey, we're probably going after a 60 to 65 intern hires.

(23:17):

We're going to assume that we're offering at about 80% full time. We're assuming that there's going to be some drop off. Not everybody's going to accept. So that's why kind the 60 to 65 we're heavily indexing towards fall. We think there's going to be much better candidate flow that's going to be there. We're going to pick up some of the last gaps in full-time. As you can see down the hiring process, this is starting to show where am I going to our people versus where I'm going to automate. So I'm doing probably career fair screening and final round interviews with our humans and our full-time offers. I'm going to automate a lot of the things like video screens, a quick assessment, maybe video screens. So just some ways as you're starting to map out strategy, if all roads lead to convert quality, then quality is really going to lead us to fall junior year, which then leads us to how are we priming and organizing our freshmen and sophomore candidates to be able to capture as many of those as possible for that.

(24:24):

So hopefully that was a helpful synopsis of this. I'm going to dive in a little bit more but want to start to get into some of the product as well. Okay, so the three things I'd asked Lindsay and Callie to talk about today is how our product is kind of going into these three real problems for us to solve that just have always been complex and a cluster for us in the university area. So the first is this student nurture and engagement. Again, kind of our three profiles that we want to nurture and engage freshmen and sophomores to that junior year, fall season. The juniors who get an offer with us all the way to their summer for their actual internship program and then those interns who get full-time offers, how are we staying in communication with them until they start full-time? Those are the three gaps that we want to have.

(25:18):

Great robust communications. We don't want our recruiters having to use their own cell phones, et cetera, so we're going to, how do we solve that? We're then going to go into these school by school strategies and I'm going to kind of tailor this in two ways. One, we've heard from some of you that are saying, Hey, we're actually narrowing down our footprint of schools that we're going to, but the schools we're going to. Now there are a lot of eggs in those baskets. We need to go deeper and we need to have better relationships and we need to organize those really well. So what Lindsay and Callie have been able to build to be able to do that. Some of you have also said, Hey, for we need to be ready to go to events like Grace Hopper. We need to open up the aperture of who can apply so that this is as easy as possible for everyone and we want the best of the best even if we're not feet on ground on those campuses.

(26:07):

So how do we do deep and how can we help you broad? Then the last piece is career fairs are always busy. They're always hard. They're always complex for us to navigate. I'm excited for us to dig into our career fair and physical events product, what we're doing there to make those teams be able to record who you're meeting, make that super easy on the applicant and most importantly give you time just to have your teams provide warm experiences no matter the person's year who you're interacting with. I think we all want to be able to provide that amazing employee brand. Cool. Alright, so let's get started. This is, as we start to think about this nurture, I wanted to give us all just sort of like a refresh. All of you kind of know this, but I think this is helpful to lodge into your brain.

(26:56):

We've got these four profiles that are approaching us through campus. We've got Amy, the college freshman who's just kind of exploring things, just wants to ask questions, pick your brain a little bit. We've got Megan, who's the sophomore. She wants your internship, but your internships may be only for juniors. She started to actually solidify area of study. You can actually identify that she could be an amazing, amazing hire down the line. You want to be spending time with her. You're inviting her to some different events, some different speaking engagements. We've got our college junior profile. Then that is going to be pretty deep into the internship. I mean, they probably have their wishlist of their top five internship programs. They know exactly which booths they're going to go to first. They've potentially already applied to you as soon as your internship became available, and then you've got seniors who potentially you've met them or potentially they had an internship last year or last summer that didn't work out and they're amazing and you want to get them back into the process.

(27:59):

Maybe they're late to the career search in general. I think some of us may have had that in our own personal lives and you're still an amazing candidate and you still want to be able to meet them as well. But you've got these different profiles at different stages and you can only offer up so much. Then within that we've got these timelines and so this goes back to everything's kind of falling into fall. So a sophomore, they're going to show up at the fall career fair, they're going to fall up at the spring career fair. They're going to try and find some experience, hopefully the sophomore summer that makes them even that much more appealing. You can usually guide their hand for that. For junior year, we're going to be seeing that as soon as they come, we're going to be wanting to engage them. That's the next slide.

(28:48):

Fall recruitment season begins. They are pretty active. Again, they're looking to turn that fall career fair hopefully into an interview right after, hopefully into a fall offer. Some of you with these really sophisticated programs, you're probably moving even faster. You're not waiting for the career fair to get some of these folks moving spring. You might be doing a little bit fewer hires, some focus good there, but you're starting to fill in that gap and then you've got the internship that's taking place senior year. You've got this full-time hiring end fall season, spring season before new grads for senior year. Obviously some of us have programs set up for December grads as well as for summer grads, which is great. It's a way to keep your college programs from being too lumpy. IE, not all of your hires are just starting in the summer, and so that's a big strategic advantage.

(29:41):

Why I cover this and why I want you to have these slides is you all know this. Heck, it's what you're dealing with on a day-to-day basis. When your C-suite or executive team thinks about this, it's not how they think about it. They often think about, oh, we're capturing seniors before they graduate, and for us it's, Hey, it's actually these multiple different seasons. There are these hot points that we need to be prepping for. It's why freshmen and sophomores are so important. And so with that I wanted to turn it over Lindsay and Callie, if you want to go through how are you thinking about nurturing and engaging? How can paradox help make life a little bit easier, a little bit simpler for these teams? Again, hundreds of thousands of potential applicants and candidates that the folks on the call are kind of trying to support.

Lindsey Roman (30:38):

Josh, happy to speak to that. So one of our first solutions that we want to talk about in this engagement and nurturing area are campaigns and mass actions. These can look like automated personalized messages that keep students hooked from hello all the way to welcome aboard as well as easy flexible communication for any event updates, last minute changes, and of course communicating when those open roles are opening. So starting off with campaigns and some of the CRM functionality that we all know is really, really important for campus and that we're able to support you all with. So utilizing talent communities and campaigns really help keep students engaged first and foremost, that's building your brand authority. We're thinking about freshmen and sophomore. Again, maybe we're not quite ready for them to apply to these roles, but we want to keep them warm and we want to say, Hey, we really care about you.

(31:30):

Please come visit us again. Also sharing what's new, so send your company updates, highlight internship opportunities. Again, this is really important for those freshmen and sophomore, but even this can be really important when you have your juniors that are waiting that you've recruited them in fall, but they're not quite starting until May. How do we make sure that they continue to stay engaged with us so they stay excited for these roles and then also show that you care. So a quick good luck with finals we've realized really goes a long way. As somebody who was personally recruited from a career fair of course, making sure all those open communication channels are there and making sure that we feel welcome and warm, ready to not only apply to these open roles but also get ready for the roles that we may have already been offered.

(32:17):

And then going into mass actions. Again, we want to spend less time with software and more time with people. Mass actions are a huge part probably already of your day to day. We want to make sure that that continues into your campus hiring needs, so you need to reach a specific group instantly. Mass actions like mass messaging and then being able to invite candidates to apply very quickly to open role is really important here. So boosting your event success. Again, sending out those quick messages can be reminders, guide check-ins and even follow up. Send a quick thank you. And then streamlining applications. We have our invite to apply mass action that lives just within our events candidate list view, and this helps easily invite candidates to mass apply the moment internship applications open. This is actually what we have highlighted on the right hand side of the screen. As you can see, you select the role that you want to send to your selected group of candidates and then if you have chat to apply configured, they can start the chat to apply conversation right then and there. And if you have an external a TS, we will send them the direct job link.

Speaker 2 (33:22):

So Lindsay, just so I'm getting it, it's like one nice that our recruiters don't have to use their cell phone numbers to text If some folks are doing that, this feels like it goes way beyond what I think a lot of us maybe had a university like CRM. I feel like this is way more flexible than that and I love, for me, I mean how I'd be using it is really good communications for my freshmen and sophomores, but then probably in summer I'm starting to get them. As soon as I'm able to open that job, I'm pinging them to say, Hey, it's open, it's live. Get your full application in there. Is that kind of how you're seeing it?

Lindsey Roman (34:02):

Yeah, absolutely. And it's not just one by one. You're not going in and copying and pasting the same thing over and over again. It's way less clicks and then you're able to get those candidates ready to go into that next pipeline that you need them to go into.

Speaker 2 (34:15):

That's great.

Lindsey Roman (34:16):

Yeah.

Speaker 2 (34:20):

And then for this one, it's kind of back to this deeper or broader. I think really there's been some oscillation in terms of campus strategies over the last 20 years. For me, initially a lot of my programs were super deep on 12 to 15 campuses over time just because tech got so much better, we were able to open up all campuses, but we kept our 15, the footprint at 15. Since I was in retail, we had very different campuses and a very different process for maybe a design hire versus a merchandising or a finance hire and we'd be at different schools and that was always just frankly difficult to corral and organize and most systems that we'd had, it was kind of one size fits all and trying to organize that or frankly spreadsheets were often better to do it. Can you walk through your thinking and strategy and how you're building these individual campus strategies? What's unique about those?

Lindsey Roman (35:23):

Yeah, absolutely. So our next solution that we want to share with you all are campus and conference profiles. So again, looking both broad and deeper in getting the full picture for every event without adding additional work for your team. And then supporting a wider range of campus recruiting events like nace, Grace Hopper or virtual events. Campus profiles we know are a big part of campus strategies right now, and so we wanted to be able to have that live within the system that your recruiters are working in every day.

Josh Secrest (35:54):

Great.

Lindsey Roman (35:55):

And what campus profiles look like can be utilizing custom fields and reporting to measure and track campus to campus details. I want to double click a little bit on custom fields. That's what you're seeing on the top screenshot over here on the right, and so as we know from campus to campus, everything can be a little bit different and so we wanted to give you all the flexibility to be able to track some of these key points on each campus in your campus profile. What that can look like is the acronym, the mascot, maybe there's certain roles that you're looking for, maybe there's a diversity focus that you're looking for that we're able to have right here on this top level in each campus profile. What we also want to point out here is yes, we call these campus profiles, but they can be used for conferences.

(36:40):

So if you all are attending conferences that you have found have been really helpful for finding early talent, would love for you to drop them all in the chat. Again, some of the ones that we've heard have been like nace, Grace Hopper, national Black, MBA, things like that, that we have a lot of clients utilize these profiles to be able to track what events are happening per conference, who are the candidates that we've all met, who are the team members that we're sending, et cetera. And that's what you're seeing over here on the right hand screen. So again, being able to see upcoming events, past events, locations at a glance, reviewing the attendees per campus to understand the engagement, where are these candidates in their roles currently in the pipeline currently, what can I do to maybe keep them moving in the process? Reporting on your campus attributes and then utilizing these flexible profiles to track various different events.

Josh Secrest (37:30):

That's great.

Lindsey Roman (37:31):

Yeah. And then campus recruiting is more than just the fall season as we know it is a year long with multiple different touch points in order to make sure that candidates are feeling nurtured, that you're getting the quality talent that you can while also staying on track and making sure that everything stays organized and continuing these solutions. We have our seamless career fair experience. We're super biased towards this because we spent a lot of time working directly with clients to make sure that we have the best experience when you're on campus at a career fair in order to not only capture candidate information but take those next steps on them. This looks like automating registration, student follow-ups, evaluating these candidates right then and there, interview scheduling, reporting and just so much more. Again, we want you all to spend less time with technology and more time with students establishing your brand as a top employer and making sure your candidates move through their pipeline as needed.

Speaker 2 (38:34):

Lindsay, can you go into how this works or feels at a career fair? I presented internally to our paradox team and a lot of those folks came through our university or campus program, but they still sort of, when they describe or thought of a career fair, they kind of thought of this visual where it was like these lovely neat organized lines just kind of going around the corner and you get to spend five to 10 minutes with each of them and just great pacing and ultimately I think all of us who've lived it, it looks more kind of like this where you've got lots of people coming at you and it's lots of different years of school and you're trying to determine that and some of your juniors you're trying to, I mean for us, we would schedule interviews the next day for those that we were thinking were next the most qualified. And that's a lot of logistics to try and get in to 10 minutes, five minutes of that interaction. So maybe go through that, how are we helping these recruiters or these teams capture everybody who's coming in the booth back to freshmen and sophomore are really important, but also there's a different tactic for a junior or maybe a qualified senior that we know that we're competing against everybody else in that career fair and we need to get them maybe scheduled or booked for an interview the next day.

Lindsey Roman (39:58):

Yeah, absolutely. I think you hit the nail on the head also, I mean a shameless plug here. I was hired from a career fair and I went through the experience obviously as a candidate, but then as we were building out this campus solution, we knew that it was so important to be on campus and see exactly what our recruiters are going through. And I'm sure Callie can attest too, but it was so different going from just meeting one-on-one with clients and saying, yeah, it's a fast moving thing. And we say, okay, that's great. And then we go there and we realize how hectic, how chaotic and how much the need for speed is top priority for your recruiters while also not sacrificing, making sure that you're finding quality candidates. And so we kind of have a few different steps that we want to highlight for this in-person campus career fair capabilities that we have within our solution.

(40:49):

So starting with event registration, and I did see that a question came through in the chat. So here's a couple of different ways that we're able to capture some of the candidate information. Starting off with QR codes and keywords. This is what you're kind of seeing on the right hand side, and this is probably very familiar with you all since you all are clients and have seen how these phone numbers work. But what we're able to do is we're able to generate these QR codes, which you can put on flyers or on these big banners that we may have so candidates can scan in and start a registration conversation with your assistants. And then there's also extended customization here where it can be either pre-event or onsite. So let's say for pre-event registration, and then this is where you're going through LinkedIn or you're going your campus career centers and you maybe want the candidate to supply a little bit more information because they have more time. But then we have onsite registration for the candidates who are just walking up to you for the first time. Now we again know how quickly that needs to happen, so maybe for your onsite registration conversation, it's two or three questions max and then we're able to get you in and chatting with the recruiter. So we have the flexibility there in order to segment those two types of registrations out.

(42:05):

And then we also have kiosk mode. This may feel really familiar if you've been in the campus game for some time. And so our kiosk mode is really important because we have form-based registration that is compatible with our offline capabilities. Again, wifi communication can be a little bit difficult. Maybe you don't have any reception, so you can't really use SMS keywords. Then we're able to use this form-based kiosk mode, which these kiosk mode templates are completely customizable to your brand, so you can continue that brand authority throughout the entire process. And then with these forms what we're able to do is put them on a candidate, sorry, on a client device as needed, but candidates can also scan a QR code that can be automatically generated and then candidates can fill out this form on their own personal devices as well.

(42:56):

And then going into event management within the mobile app. And then as well on mobile web, we're able to manage all your upcoming events for your recruiters. And so what you're seeing here on the right hand side are just a few snippets of our career fair mode. And then what this does is recruiters can utilize the mobile app or through mobile web to go in and capture, manually capture candidate information if needed. Also capture resumes, fill out these evaluations, which are customized surveys that you can use to segment your candidates out, apply different attributes to them to further report on or segment on, and then also schedule candidates for a next day interview to make sure that they are moving through that process and to make sure that you are not missing any next steps that you need on these candidates. So no more do you need to rely on paper resumes. You can have all the things right here that automatically go into the CEM.

(43:57):

And then focusing a little bit on data and analytics here, especially on the per event level. So we have customer reports that allow you to effectively track your hiring goals per event, proactively manage budget allocation, especially during these peak seasons. What you see up here on this top screen where we're able to do event budget and expenses on the per event level. I know this is super helpful for, especially on campus hiring when we need to look at travel expenses, how much was the booth? Is there certain things that we need to make sure that we're including at this event? Which I think is super helpful, but it also easily the return on investment of your campus recruitment strategy. Okay. Is it time to chat Josh?

Speaker 2 (44:42):

Yeah, Lindsay, that was great. I have a couple of questions and then as we build up the chat, if all of you've saw things, a few things I'd love questions on one, anything from a strategy perspective if I can't answer it, maybe we've got some other experts in the call that can answer it. Two, any questions or ideas about this product? What you love, what you want to know more about what gaps we're still maybe missing that is a pain point for your team. And maybe to just get us started though, maybe Callie and Lindsay, most of the folks on this call are clients, which means they probably have applied, they probably have scheduling a few maybe other products. I think one problem we're solving is just like, hey, if you've got a big campus program, instead of having to be with another partner and then try and mash up systems, you can do this all on one platform. The other piece is this goes so well with apply and scheduling, maybe call, I'll kick it to you on just what you've been able to see. Now that we have this plus apply plus schedule, what does that look like for a candidate? What does that look like for these teams?

Calli Harrison (45:51):

Yeah, definitely. It's a good question. So obviously the more products that you have or solutions that we are hoping you to support on the further that we can get in the candidate journey. So if you meet them at an event and you're using our campus solution, great, we can capture them. But then if you tag on our CRM, we can pipeline, we can nurture in actual talent communities and that has a different set of features that can help you in your campus recruiting strategy. But then let's say you're actually going to then have them apply for roles and you want them to get into the process whether you're using us as the a TS or you have an external A TS, which we can integrate into. Lindsay mentioned it, we can do our chat to apply experience. So you could mass invite them to apply for a job. They then have that quick conversation to actually apply for the job with your assistant. If they pass, then we could do auto scheduling and we can get them immediately scheduled for the first round interview if you didn't already do that on campus or we just immediately pass that to the second round interview. It's up to you on how you want your workflow and candidate experience to look and feel like. And then we can just continue to have touch points throughout the entire candidate journey and lifecycle.

Speaker 2 (47:04):

Yeah, I think it's great. It's from client board and some of these client advisory groups. It's been so much of where you all have been pushing us from a client side is hey, help us narrow down our tech stack. Some of you're, if you're, you're thrilled with other vendors, that's amazing and we want to be able to partner there. Some are just trying to simplify and I think what you all started to create Lindsay and Kelly as a beautiful solution to university and campus hiring and it's been neat to see in the chat, I mean just how big some of these programs are and how nice that your different talent pools can be sort of treated in similar ways and all strategic and starting to measure that quality of ROI. And not to get too ahead of ourselves, but as our reporting and data analytics functionality gets even more and more sophisticated, having sort of all that data in one system will make life really great. Especially for some of you that are maybe the heads, heads of TA on this call to be able to look and compare different programs and dial something up, dial something down. Lindsay, I think we have a request for a little bit of demoing of kiosk mode. Is that something you're able to do?

Lindsey Roman (48:18):

Absolutely. And may I take it one step further? What we can do is, and we can show what that looks like from the candidate experience then to the recruiter experience as well. And so let me go ahead and share my screen then. Can you all see that? Okay, one second. My apologies. Okay, can we see this okay?

Josh Secrest (48:50):

Yep.

Lindsey Roman (48:51):

Perfect. So what you all are looking at right here is kiosk mode. I'll take a step back really quick and show you all where exactly we can launch it. If you're utilizing your own device or where you can quickly download your QR code, when you go into your individual event, you just go into the promotions tab and click open kiosk mode and it will launch in this new tab. And so what you're looking at here is your customizable template and then the form is on the next page. But right here what we're seeing is though we're excited to meet you today and a quick intro message, all of this is completely customizable. So if there's any specific brand language that you want to use that you want to display on this top level to candidates who are starting to first interact with your booth, you're able to do it right here.

(49:32):

So I will go ahead and click register now as a candidate. We're excited to meet you today. I can put in all of my information, put in my email, my phone number, we'll do email and text. I'll say Chicago, I do love that city. And then a resume upload as well. And then this can be optional or required as needed. And then what this does is it launches, especially if you're on your mobile device, you can take a quick picture or you can upload from files or from other photos that you may have. I'll go ahead and click submit. And then again with the next closing page, it's all customizable as well. So thank you. And then the thank you for submitting your information, all of that is customizable. So if you want the candidate to have some next steps as they're waiting for a recruiter, they can quickly communicate that to them.

(50:31):

And then let's go ahead and move over to career fair mode, which is what we're seeing over here and what the recruiter would be seeing. So again, how we access this is on the promotions or on the dashboard as well. We can click launch career fair mode and then we're immediately in this specialized experience for the recruiter. And so I can either search for a candidate who was just registered via kiosk mode or let's say a candidate maybe skipped all that was very eager, wanted to come up and say hi to you. I can quickly grab their information right here as well, but since I already registered, I can go in right here and then your recent registrations immediately appear. So we're saving you an extra click as well. I'll go ahead and click Lindsay Roman, and as we can see, we see some top level candidates summary information.

(51:22):

I didn't add a resume, so if I'm on my phone and I need to capture that resume really quick, I can do that for the student right there as well. But I'm now talking with Lindsay, I want to evaluate and it's not clicking for me. And so that is a technical glitch on my end. But maybe once we have all been chatting and I think that Lindsay's a top candidate, I want to do an interview with them immediately. I can go ahead and click this, see what upcoming interview sessions are and you can have multiple here. We just have one configured for this test event. And then I can see all of the open time slots, maybe I'm talking with Lindsay, she says 11:00 AM works for her. I confirm, confirm and schedule. And then as we're talking she says, oh wait, I have a meeting that time with my professor.

(52:12):

I need to reschedule it really quick. It's very easy to do that right here where maybe instead 1:00 PM works better for her. I can quickly reschedule all within this one experience, reconfirm and schedule with the candidate and they can go ahead and get going into the next candidate by just clicking next candidate. And then it starts the process all over again. So again, we have that need for speed that we want your recruiters to go through. We know how important it is because you have, as Josh showed in that one slide, all these candidates that are around you want to grab the next one that's ready to go and then you have the solution that keeps up with you. So that is just a quick look in there. If there's any questions, I'm happy to answer any questions.

Speaker 2 (52:58):

That's great. Lindsay, awesome to be able to see that. And the capabilities, I feel like it's clear how much work can kind of get lifted off and how frankly, I mean just the progress, how fast you and the team have been innovating on this. So it's exciting where it's at, it's exciting where it's continuing to go. There's so many of you on the call, it's like one, thank you for joining us today, but you know that so many of our good ideas come from you. So we would really love to hear sort of after this a couple of things. One, if you want to get sort of a deeper demo, we'd love to do that. No commitment to purchase or move forward with it. I think for us right now, we are excited if we can help and excited to cherry pick great ideas from you.

(53:45):

If you feel like it's good but you need some extra functionality, we want to hear that now so that we can start to build that in. So please, if you've taken the time to be on this call, please also take the time for a 30 or 45 minute demo so we can go deep into your specific use cases, your specific tech stack. Let's solve some problems so that you can get higher ROI from this. So that's one to be able to do that one. Feel free to in the chat or to one of us, just kind of raise your hand and let us know. And we will proactively get you a meeting in the next week. We will also be sending a bunch of information out as a follow-up. So that includes the slides for this. If any of those things were helpful, you can also just reach out directly to your client success lead and we can kind of arrange a demo.

(54:36):

But we'd love for as many of you on this call to be able to kind go and dive deep into that. I think with that, we also planned to have a larger and larger advisory group on this specific product so that we can really ace campus hiring separately and individually. If you needed any help on the non-tech side of things and more strategy of building your program or you're kicking the tires of expanding or proving out ROI or building a business case, feel free to reach out to me directly. I think I'm connected with almost all of you on LinkedIn with a quick scan. If I'm not a connect now, you can tell I love this stuff. I spent a lot of time thinking about it. Can't wait to geek out with a bunch of you as you start to use this stuff on where else we can go with it.

(55:23):

So we had a lot of fun today putting this together. We've had a lot of great conversation about not just building product that was cool and interesting, but product that solved the problems that you all had for campus hiring that would produce ROI swiftly and quickly. So hopefully you saw that and can't wait to partner and team up more. So more follow up from us. Hope to see a bunch of you on some demos coming up soon and please don't hesitate to reach out with ideas, opinions, gaps, questions. We'd be happy to answer it. We're having a lot of fun building this. Cool. With all that, thank you so much and we'll see you a lot of you very, very soon. Bye all.

Lindsey Roman (56:10):

Thank you all.

Speaker 2 (56:11):

Thanks Lindsay. Thanks Callie.

Lindsey Roman (56:13):

Thank you all.

‍