Voice assistants are a thing. You know Alexa better than your own kids, right? So it was just a matter of time before searching for a job was a thing on these voice platforms too. That's where My Career Fit comes in. Jumping on the voice assistance trend, this startup aims for aural glory equated to what job boards like Monster had on the early days of the internet. What say Chad & Cheese? Gotta listen to find out if this spunky company survives Firing Squad.
Firing Squad is supported by our friends at Pandologic, crunching data and performing programmatic job placement since 2007.
PODCAST TRANSLATION sponsored by:
Chad: Damn programmatic is hot.
Joel: Yeah, it is hot, dude. Pass me a cold PBR. Would you?
Chad: Okay. Number one, I wasn't talking about the temperature. And number two, PBR is a shitty beer, time to upgrade to an IPA.
Joel: Okay. My bad, guessing you were talking about programmatic job advertising being hot. Yeah, that shit is everywhere and all the kids are doing it.
Chad: I know man, but there's only one company that's been doing it since 2007.
Joel: Damn, 2007? Hey man, what wife were you on in 2007? I was on number one.
Chad: We don't talk about her. Focus, dude. I'm talking about PandoIQ from our friends at PandoLogic. PandoIQ's programmatic recruitment advertising platform, helps employers source talent faster and more efficiently than ever. Thanks to predictive algorithms, machine learning and AI.
Joel: Buzzword, overdose alert. Yeah. Pando is on the cutting edge of programmatic, while being deeply rooted in the recruitment industry. PandoIQ provides an end-to-end programmatic job advertising platform that delivers a significant increase in job ad performance, without any way so spending to maximize the ROI on your recruitment spend.
Chad: And their AI enabled algorithms use over 48 job attributes and more than 200 billion historical job performance data points to predict the optimal job advertising campaign. The machine does all that shit.
Joel: That shit sounds expensive.
Chad: Think again, Cheesman. PandoIQ provides an end-to-end job advertising solution that delivers a significant increase in job ad performance without any wasteful spending.
Joel: Sold. How do I get started?
Chad: Go to pandologic.com to request a demo and tell him Chad and Cheese sent you.
Joel: Ooh. They have a chatbot too, that we can talk to.
Chad: God kill me now.
Intro: Like Shark Tank, then you'll love Firing Squad. Chad Sowash and Joel Cheesman are here to put the recruiting industry's bravest, ballsiest, and baddest startups through the gauntlet to see if they've got what it takes to make it out alive. Dig a foxhole and duck for cover kids. The Chad and Cheese Podcast is taken into a whole other level.
Joel: What a fun show, I'm in a great mood and you are pissy as hell, Chad.
Chad: I am. Yeah, I'm not liking this coronavirus shit. The world's fucking burning. We've got the stupidest president of all fucking time. And even though it is beautiful outside and I'll be able to walk the dogs and that'll make me happier later, right now I just need another fucking cup of coffee, pot of coffee.
Joel: Who knew the world could just fix itself in a month. What an amazing thing our world is, just get rid of us for a little bit and it's all back to normal. Well, anyway, welcome to the Firing Squad kids. This is your favorite recruiting news duo, Chad and Cheese. And this is the Chad and Cheese Podcast.
Chad: Well, hello.
Joel: And we are happy to welcome Gordon Gecko Collier, CEO of Land Pipeline Search Solutions.
Sorry I got that wrong, Pipeline Search Solutions. Gordon, welcome to Firing Squad, how are you, sir?
Gordon Collier: Thanks for having me.
Joel: You bet. So you're calling in from Virginia. What's the status of the world from where you are?
Gordon Collier: It was raining yesterday and most of the day. Today, it's nice and sunny. It's going to be a nice day today thankfully, but yeah, we've got the coronavirus here too. And so yeah, we're a little pissy as well.
Chad: Yeah. I think its-
Joel: Yeah.
Chad: ... a little thicker in the air there in Virginia than it is here in Indiana.
Joel: Yeah. It's definitely a little stinky in the DC Metro area. Good God. Well, give us a Twitter, an elevator pitch just on you and your past. And then we'll get down into the company that we are reviewing today.
Gordon Collier: All right. Well, my name's Gordon Collier, I've been in HR and corporate talent acquisition space for probably about 20 years. Got into recruiting way back in the early to mid-nineties and have spent the bulk of my time... I haven't worked for mid to large Fortune 500 companies. And most recently for the past four years, I've owned my own recruiting firm called Pipeline Search Solutions. And about a year and a half ago, I launched my first product called My Career Fit.
Joel: Which is what we'll be talking about today. A very tight, personal intro, we appreciate it. Chad, tell him what he's won.
Chad: Well, Gordon, you will have two minutes to pitch My Career Fit. At the end of two minutes, you will hear the bell, then Joel and I will hit you with rapid fire Q&A. If your answers start rambling or get boring, Joel's going to hit you with the crickets. And that is your signal to move along and tighten up your game. At the end of Q&A, you may receive one of three grades, number one, big applause. That's right kids, it's time to cash it in.
Joel: Make it rain baby, make it rain.
Chad: Golf clap. It's okay. But you can do better, or the Firing Squad.
Joel: Oh, shit yeah.
Chad: Pack it in, closed up shop, dust off the drawing board big boy, because it's time to go home.
Gordon Collier: All Right.
Chad: That's the firing squad, are you ready?
Gordon Collier: I'm ready.
Chad: All right, Joel.
Joel: In three, two.
Gordon Collier: All right. Well, so over the past number of years, there's been significant growth in the voice first technology space, namely Amazon Alexa, Google Assistant, along with the rise of podcasting. And a report actually by VoiceSpot.ai found that almost 90 million US adults were using smart speakers as of January this year. And Edison Research reported that 51% of Americans have listened to a podcast as of last year. So I believe both of these unique platforms have grown because voice reduces the level of friction between the user and in my case, employers. There's no more screens, no more clicking, tapping, swiping. You just ask a question and you get an answer back pretty quickly in a podcast. Of course you can listen to anywhere and at any time. So if you've ever spent any time paying attention to talent acquisition, you'll know that an organization's brand message sets them apart from their competitors and tells a story of why their company's better than the other, as it relates to, employment. And I believe voice technology podcast helped deliver that message in an effective and very unique way, which is why in June of last year, I launched My Career Fit.
Now My Career Fit allows employers to effectively communicate their brand message in a unique audio based format that removes that friction, as I mentioned earlier. So I do that in two ways, number one, employers can post their job opportunities using the, My Career Fit voice assistant to Amazon Alexa and Google Assistant. But these are not standard job postings. Job seekers can launch the My Career Fit skill on Alexa, or the action on Google Assistant and search for jobs by job title, company name, or by location. And what they hear is the actual recruiter, hiring manager, and sometimes even the CEO provide information about the employer brand and a job opportunity in a very real and authentic way. So if the job seeker likes what they hear, they simply say, "Text me," and the assistant then sends a link to the company career site, to their smartphone by text. The second way we do this is through podcasting. In addition to the voice assistant, My Career Fit also provides a podcast platform.
Joel: Dang, thank you Gordon for that pitch. And just quickly, if people want to know more and I'll give you this one, where do they go?
Gordon Collier: They go to, www.mycareerfit.io.
Joel: All right. So there in lies my first question. So two issues and help me understand this. Number one is, I would expect your brand to be something voice related.
Gordon Collier: Right.
Joel: Talk something, or listen, or something like that. Right? My Career Fit sounds like I'm wearing a Fitbit and it's talking to me about jobs or I'm going to go get a job at a gym. And I'm also confused when I researched this, I automatically went to mycareerfit.com, because it's not a one word thing or something I thought would be IO. If I go to mycareerfit.com it's some sort of a site, it's not you guys. So walk me through the name and why you felt like not having a .com or something more prevalent in that way, it wasn't that important.
Gordon Collier: Yeah. So My Career Fit, I chose the name because, I feel like a lot of people go looking, when they look for employment, they look for jobs as opposed to looking for a career. And I really feel like most people, when you think about what you want to do for your profession, the rest of your life, we spend so much time at work, that more and more people today. And I think even more so in the future are choosing jobs based on their own personal purpose, their own passion, their why, their own personal vision, they're looking for organizations whose values align with their own personal values in some shape or form. So they're looking really for that fit. And so we talk about culture fit and fit with company and the person. And so that's why I chose career fit, because I think more and more people are looking for careers more so than they're looking for jobs. And certainly in the pandemic that we're in, there are a lot of people who are certainly just need a job in order to pay their bills and that kind of stuff, I totally get that. But I think in the long-term, I think most people are looking for a place where they can go, they can stay, they can add value and they can be a fit. So that's where the name comes from.
Joel: And the .io versus .com?
Gordon Collier: So .io, I chose that really just because it's a little techy in that regard versus the .com. And I'm trying to do something that's different, very unique and it's different than the web and so I chose to go in that direction. And really the website isn't where you're going to do any of your work necessarily in terms of posting jobs and doing recording. The website is really for more so, I guess a landing page for folks who, employers, recruiters, who would be interested in using the service would go, versus the client, the customer, or the person who's actually looking for the job.
Chad: Okay. So is voice really ready for this. I mean, the experience is new. It's kind of cool, but it's really weird. I mean, I can't apply with Alexa, because Alexa doesn't have my... Well, it might on AWS somewhere, but Alexa doesn't have my resume, it doesn't have any of that stuff, so I have to go through this process of send me a link so that I can go to the applicant tracking system, which really sucks in the first place. So it's really cool, because I can talk to Alexa for about five seconds.
Gordon Collier: Right.
Chad: So is voice really ready for this or are you just a vanguard, you're out there, you're first and you're really cool.
Gordon Collier: Right? Yeah. There's certainly the cool factor, right? I mean, Alexa is very unique, it's very different. But I think when you look at the numbers and you look at how fast this technology has grown, you got 90 million people who are using it now. I think it's a really viable platform. And I think we're sort of in that stage, in the same way the web was back in the early 90's, certainly you had companies, or Monster, a great example they started posting their jobs on the web. And for the most part, it took them forever to have to explain exactly what they were trying to do. But then, not just two, three years later, the web was blowing up with job boards all over the place.
I think voice is sort of in that similar place. And I think there's an opportunity now, to start building and creating some innovative tools around recruitment and talent acquisition, in this space. Because I think it's really going to be one of those things that's going to be taking off. I think in a lot of ways it's already taken off, you've got, companies, banks, TD Ameritrade has one, Capital One has one, there's a variety of big brands out there who are already creating their own Amazon Alexa skills and Google actions. I think the timing is now to start doing this versus wait later. And in the same way, a lot of companies were with the web, which was, oh my God, we've got to build a website all of a sudden. I felt like there was an opportunity to jump into this now and start building and creating some value for job seekers as well as employers. And I think there's an opportunity to do a much better job of putting job ads and recruitment marketing out there. Job ads in particular drive me bananas, I can't stand them, they're completely terrible.
Chad: They suck.
Gordon Collier: So this is a way for, I think, employers to really bring a voice to the opportunities that they're hiring for and provide more value to job seekers than what we do now on the web.
Chad: On that note, video is cool too. And employers suck at videos. They do these highly polished videos that they put out on YouTube and they put on their website and they get 60 views. So I mean the delivery system in itself. Okay, so step back real quick, we do a podcast, our delivery system is our marketing mechanism, right? And we have to actually focus very hard on that one train of getting the audio out there, focusing on our audience and getting them to subscribe and be a part of the community, right?
Gordon Collier: Right.
Chad: That we've seen with video right out of the gate, it doesn't work for most organizations. What makes you think that they're ready for audio?
Gordon Collier: So I feel like the... Great point with video and one of the reasons that I don't think video works all that well, is because you just said earlier, they're highly produced. So they come off very inauthentic, I think audio in general, podcasting voice tech like this, it really builds a sense of trust and loyalty, because you can communicate in a way that's very authentic. Which is why I think podcasting has grown so fast. I mean, people listen to your show because they trust you and they probably have never even met you, but they trust you and they trust the information that you provide because you do it in such a real authentic way. I mean, what you guys do and put out there is so good, that I think people really can build trust with you by the value of the information that you're providing. So I think audio can do that as well. And of course, with audio you can listen to that anywhere. Especially with the podcast and definitely with Amazon Alexa and Google, you can get that information on your phone, through the Amazon Echo, in your car now. So you can create a very authentic brand message using audio in a way that, I feel is limited with written content and video.
Chad: So for you, and again, I still think employers are going to fuck this up. How are you... And it's your product, right? Which is awesome. I'm an employer coming to you saying, "My videos, I did great videos, they didn't get any views, I want to do audio, but I don't think they're going to get any downloads." How are you going to help me get to that point where they are actually going to be used and they're going to be useful?
Gordon Collier: Of course, as my business, I'm doing all my own marketing and that kind of thing. So I'm putting it out there, I'm driving the message on my end. What I tell my customers, especially with the podcast is the podcast is super social media friendly. And you guys know your audience way better than I do. So you know where your talent lives, and where they spend their time, and how to communicate with them effectively. And so it's really great when they drive that podcast themselves because the social media, the podcast is social media friendly, you can share the link to your episode anywhere. Twitter, Facebook, LinkedIn, InMail, email, however you want to do it. So you can drive that. And a great example of that was, Quicken Loans, we did a podcast with them and they drove that message. And I mean, within less than a month, they had well over 100 downloads of that podcast. The same with the job ad they placed on Alexa and Google Assistant as well. So, it works really well. And I'll be honest with you, I tell my customers too, "Look, you're not going to put a podcast ad up on My Career Fit or on Alexa and Google and tomorrow morning walk into 150, 200 resumes in your inbox." And that's because I
don't want you to get 250 resumes to your ad, because more than likely, most of them are not going to be even qualified for your job, because that's what we have seen time and time again, with the traditional job ad postings. What my hope is, is that by creating an authentic audio message like this, customers are going to truly be invested in the opportunity if they're qualified, right? And they're going to listen to the whole podcast, they're going to listen to the entire ad on Alexa. And if they're truly interested in, they've got the right skills they're going to apply. So my goal is that you're going to get more qualified applicants than you will, just in inbox full of resumes that you barely have any time to go through.
Joel: So walk me through this Gordon. If I use your service as a job seeker, am I going to hear a podcast with an employer about how great it is to work there and what kind of jobs they're looking to hire for, and then maybe a URL to go visit, to apply, or am I going to hear an actual job description, or what exactly am I going to hear as a job seeker?
Gordon Collier: So on the podcast, what you're going to hear is, an eight to 10 minute formatted podcast episode with an employer. And it can be the recruiter, it's the HR director, it's the hiring leader, or hiring manager, or sometimes it's the CEO. And the idea behind the podcast is to really drive the employment brand message. So we talk about culture, we talk about mission, we talk about vision, we talk about what it takes to be successful there. And what it takes to be a good fit within that organization. That's typically what you're going to hear on the podcast. Now, we'll also do a job spotlight, where we talk about a specific position. So we did a podcast episode with a company called Givelify and we talked about their bilingual customer service rep position they were hiring for, it's a remote role. So we talk specifically about that, what they look for and what it takes to be successful in that position. So those are the things that you're going to hear on the podcast. If somebody is interested and they want to apply, the contact information, the web link to their career site is going to be in the show notes.
Joel: Okay. So this is not for anyone who thought it was a, "Hey, Alexa, I need a sales job in Toledo, Ohio," and then apply through voice, and then you guys distribute that resume or something along those lines. Is that something you want to get to or not?
Gordon Collier: Yeah, so what I just described was the podcast with Alexa and Google, with the
Assistant, for example, you're going to launch the My Career Fit skill and then you can search for a job. So you can search for the job by job title, location, company name, you'll get more information and audio, very short, brief, 77 second audio ad. And then if you like, what you hear, you just say, "Text me," and then it'll send you a link to your phone, with their career highlights so you can learn more or apply.
Joel: All right, let's focus on that for a second. So every job board has the dilemma of, I need job seekers and I need jobs. Where are you getting your job content from and how are you driving usage to the, to the skill on Alexa and other voice assistance?
Gordon Collier: Right. So the content is coming directly from a bulk of my customers. I've got, well, I mentioned one earlier Quicken Loans, I have some management IT consulting firms on there, a variety of other organizations that are using as well, that I reached out to early on, to when I first started building this and started testing it. And then some of these customers have just stayed with me. They really believe in it and they see where it's going. So, that's where a lot of where the content is coming from. The job seekers in terms of how I'm driving, that message, I'm doing primarily a lot of marketing and sales, direct marketing through Facebook, LinkedIn, that kind of stuff. And then also just connecting and networking through a lot of job search groups and things like that to try and drive the message that you can actually find a job now using Alexa and Google Assistant.
Joel: So as the main product, the job search on voice assistance, or is the main product podcasting, or is the main product, your staffing business, and these are just supporting that goal?
Gordon Collier: Yeah. No, the main product is primarily My Career Fit and that involves Alexa and Google as well as the podcasting. So, if a customer comes to me, we're going to talk about the platform, which is both the podcast, as well as Alexa and Google.
Chad: So for users, what's the expectation? You ask them to engage the Alexa Skill, but what's their expectation going into it, because as we'd seen with our friends over at McDonald's and Paradox, those guys set really crappy expectations, and you really don't hear them talking about it anymore. They were first out of the gate, but it was also first to the garbage bin right now, at least. What's the expectation for a user as soon as they engage.
Gordon Collier: Right, so as soon as they engage, what they're going to hear is, well, if they let's say example, they're in sales and they search for a job in sales. So just say, tell me about sales jobs in Detroit, Michigan. So what they're going to get back is an ad maybe more, of the actual employers. And they're going to hear audio. They're not going to hear an Alexa, robotic voice talking, reading two lines of a job description, they're going to hear directly from that recruiter or even the hiring manager in some cases, talk about the company and then talk about the job. So you get a real authentic experience in this versus just hearing two or three lines of a job ad, which is what you heard with McDonald's. You're going to hear directly from the recruiter that's probably hiring for this job, or even the hiring manager that's highiring for this job. And then of course you can follow that to the next step, which is to get the link to the career site, learn more, or apply directly to it.
Joel: A big challenge with job sites is getting people to continually come back, right? Once they get a job they're done with you, LinkedIn is solved this problem as being a content play. Job boards, they sort of solved it with email alerts initially, like, yeah, you've got a job, but here's a daily email to let you know, keep your ear to the ground. How do voice solutions keep people coming back even after they're employed, or can they?
Gordon Collier: Yeah, so you can actually, with the, My Career Fit, Skill on Alexa, as well as on Google
Assistant. So both of those platforms allow for notifications. So if you turn the notification on, within the Skill or the Action, then like for example, on Alexa, you'll get a little green ring flashing on your Alexa device that'll let you know that you have a notification. And that's how I update folks when new positions are posted. So there'll be, Alexa will just read off and say, "You've got a notification from My Career Fit, Quicken Loans has posted a new position for their branch office in San Francisco, "or wherever. So that's how I'm driving notifications and trying to keep people coming back as well.
Joel: And can you share some numbers with us in terms of number of jobs and what kind of traffic, I guess traffic would be searches or visits users per month.
Gordon Collier: Yeah. So, right now I'm tracking about 60 invocations, which basically means that's the number of times the job seeker has launched the Skill or the Action, generally in the past 30 days. So I
tend to see right now anywhere between 50 to 60, sometimes more invocations on the platform. Right now, I've got about 31 job ads posted and total number of responses as of just a couple of days ago. And I was looking at this, it was about 942 responses, which means I've had that many playbacks of those audios or in the past 30 days.
Chad: Got you. So who's actually voicing these ads now for your current clients.
Gordon Collier: The clients themselves. So, my clients basically get an app on their phone and they can actually record their ad through the app, and then once the recording is done, it uploads to my platform and then I can approve it and replay it, and I-
Chad: You mean like TA VPs, or do you get CEO's? I mean, what kind of level, because I think that's important for a user, "Hey, this is Jeff Jeffrey's a CEO of ABC corporation," who's actually doing this? Because it's pretty powerful if you can get time with the CEO to voice something.
Gordon Collier: Mm-hmm(affirmative). Right. So a great example is a company called Impact Makers, that has been using it since the very beginning. And we've got their CEO doing an ad, on Alexa. So if you say, "Tell me about Impact Makers," you're going to hear directly from their CEO. Quicken Loans did an ad for their mortgage originator position in one of their locations. And they had the senior town acquisition director for the company do you do their ad, and he was fantastic. He had a ton of energy. He just communicated really well on that ad. In other cases, we have the actual recruiter, that's hiring for the position do it. And then in another case, I had a company called Sundance Payment Solutions, they were hiring for salespeople, and so they actually had the sales manager do their ads. So the actual hiring manager. So if somebody hears that job ad, they're going to hear the guy who was actually hiring for it, which is really neat.
Joel: Do you have have competition?
Gordon Collier: Not that I know of. So I check in quite often just to see who's doing anything. And I haven't seen anyone out there. There's a few skills that are job related, but they seem to basically just pull in information, just say you have 150 sales jobs available in Richmond, Virginia. And that-
Joel: Got you. All right.
Gordon Collier: ... Yeah. So I haven't seen anything quite like this.
Joel: So I'll let you out on this. Give me the pricing breakdown. And I'd also just like to know, are you looking to raise money? Have you raised any money, sort of what the end goal is,
Gordon Collier: Yeah. No, I have not raised any money. Honestly, I've kind of stayed away from that for the time being, mainly because I'm just not at that point yet, but the platform is definitely continuing to grow. I'm seeing increased folks who are interested in the platform, want to learn more. As far as the price is concerned right now, basically have a standard plan, which includes basically five job ads per month. They're basically like parking lots, so you can do five jobs per month, you can put whatever jobs you want into that slot and then you get one employer branded podcast, and that's 400 per month, that's billed yearly. Then there's a premium plan, which is 550 per month, you basically seven job ad slots and two podcasts. So you get the employer branded podcast and then one career spotlight podcast. If we want to do more than that, then we can talk through, we can talk about what that looks like, how many jobs they want to post and what their strategy is.
Joel: Very good, very good. Well, that ends our Q&A session. Are you ready to face the Squad?
Chad: Uh-oh!
Gordon Collier: I am.
Joel: Chad have at it?
Chad: All right, Gordon, I have to say that I obviously, am a big fan of audio. Hello, podcaster. The thing that I'm always worried about is adoption. And again, we go back to YouTube and the need to hold the marketing's hand to ensure that you can effectively use this product, right? And that's hard to scale, because as soon as you sell something, you have to be in there and pretty much consult them through, until you can get some really good base studies done, so that they can pretty much follow the guidelines. And then you're still going to have to hold their hand because they're not going to do it. Not so much there's not much market validation out there other than McDonald's stinker, nobody else, I mean, we're not really seeing anybody else doing this to an extent from a competition standpoint. But, I think mobile personally will be the driver of a product like this. Mobile, I believe is going to be the driver of this, especially Google Assistant, not the Google home per se, but the actual mobile app, voice is going to be even bigger. Overall, this is also a big vanity play for a brand and it's people, if they can hear themselves, if they can be a part of the process, if they can extend themselves as the voice of the brand itself, you're going to get some money just because of that vanity play. So I think overall because of the growth of audio and the egos of HR and TA and the vanity play, I think this is a winner. So I'm going to give you a big applause.
Gordon Collier: All right. Thank you.
Joel: Wow! All right Gordon, my turn.
Gordon Collier: All right.
Joel: We mentioned cool factor, right? Video's cool and the Internet's cool. You know what else was cool? QR codes were cool at one point. One of the big... I have a few challenges with the business, the underlying thing I'll go through first, but then I'll go to a macro challenge I think that you're going to have. But let's dig in a little bit, first of all, I think you've got to broaden the job content. It can't just be your folks, it's got to be hundreds of thousands of jobs. Everyone that says, "I need a job in whatever zip code," needs to have jobs and certain categories and segments. And that has to happen for you to get any kind of major traction with a product like this.
The other thing is I think you're going to have to eventually enable people to apply to these jobs with their voice, like to say, "Text me," and then you text a link to the job and then I go through the traditional apply process. I think that has to change ultimately. And it and chatbots are doing this now, it's just through texting as opposed to my voice. But I think voice, that hurdle has to be something that you clear at some point. And then it's sort of a marketing game. I think that the traction of people doing more and more voice searches is going to happen. But a lot of people that were on the internet in 1999 had no idea that you could search for jobs until Monster spent 1,000,005 on a Super Bowl ad and HotJobs did the same. I think a similar thing has to happen to your business.
Assuming that you get past the hurdle of tons of jobs like in Indeed or Google for Jobs, and then make it able that people are going to apply to their voice, then you have to worry about, does this activity on voice assistance actually happen, right? And I think there's going to have to be a huge play advertising, probably not you, but someone's going to have to advertise, like McDonald's for example, right? McDonald's is going to have to go with their ad budget and say, "Hey, apply to jobs at McDonald's with Alexa and help Google Home and Siri and all this other stuff." So people actually understand, oh wow, I can actually do job searches and stuff on a voice assistant. And then to me that something that you can't control, unless you go raise a bunch of money and do the advertising yourself. Those are two challenges.
Now that said, I do believe that voice has a huge future. I think smart earphones, at home assistance are happening and will continue to happen, more so than even visual and smart glasses and things like that. I think you're really, really, really early. I think you have room to improve, and I think you have an opportunity that someone helps you marketing wise to hit a home run, to let people know that search can happen in this way on voice assistance. I'm not giving you the guns, but I'm also very hesitant to give a round of applause, because I think you have so many challenges and you have so much growth that you can do technologically with the app. So for me, it's the golf clap.
Gordon Collier: All right. Okay.
Joel: Get to work, baby, get to work.
Gordon Collier: I'm at it.
Joel: And with that, Chad.
Chad: We out.
Joel: We out.
Gordon Collier: All right,
Outro: This has been the Firing Squad. Be sure to subscribe to the Chad and Cheese Podcast. So you don't miss an episode. And if you're a startup who wants to face the Firing Squad, contact the boys at chadcheese.com today, that's www.C-H-A-D-C-H-E-E-S-E.com.