The battle to be the Swiss Army Knife for all things hiring is real. While many vendors may serve as your pocket scissors, can opener or toothpick, few can promise every feature while also delivering the goods. Sense (www.sensehq.com) claims to be that Swiss Army Knife, providing all things from the top of the funnel to the bottom. Do they deliver on that promise? You'll just have to listen, now won't you?
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Like Shark Tank? Then you'll love Firing Squad! CHAD SOWASH & JOEL CHEESEMAN are here to put the recruiting industry's bravest, ballsiest, and baddest startups through the gauntlet to see if they got what it takes to make it out alive? Dig a fox hole and duck for cover kids the Chad and Cheese Podcast is taking it to a whole other level.
That's right boys and girls. You know what time it is? It's time for another firing squad. You're listening to the Chad and Cheese podcast. I'm your co-host Joel Cheeseman joined is always the Beavis to my Butt-Head, Mr. Chad Sowash and today we welcome Sense and co-founder Pankaj Jindal! Pankaj welcome to the firing squad.
Thank you. Thank you Chad and Cheese. Thanks for having me.
You're welcome. You're welcome. So before we get into the company and the rules of the game, give us a little Twitter bio about Pankaj. What makes you tick my man?
Yeah! Favorite movies? What do you watch it on Netflix? They give us a little Pankaj.
Yeah, absolutely. I mean, what makes me tick is travel and food. I made this little promise to myself long back that I'm going to go to 50 countries, all 50 states and 50 Michelin star restaurants before I turned 50.
Chad (1m 12s):
Joel (1m 14s):
That's my kind of life goals right there, baby.
Pankaj (1m 17s):
Yeah. So that's the path I'm on, but a big fan of U2 and go to every concert possible.
Joel (1m 23s):
Oh, go on. Go on. Alright. Chad, tell him what he's won today.
Chad (1m 27s):
Yeah. And he said U2. I think he meant the band U2, not you and I. Anyway.
sfx (1m 33s):
What did you say?
Chad (1m 35s):
All right, welcome to Firing Squad Pankaj. Where at the sound of the bell, you will have two minutes to pitch Sense. At the end of two minutes, we're going to hit you with about 20 minutes of Q and A. Be sure to be concise with your answers or we're going to have to hit you with the crickets which means tighten up your game and move along. At the end of Q and A you're going to receive either big applause. Strap yourself into this rocket ship, baby, because it's going to take off. Golf clap
Joel (2m 8s):
Since this making Sense. Sorry,
Chad (2m 10s):
Golf clap. That's right. You're going to have to slap a Holly double barrel carburetor on this bad boy to get it up to speed or the firing squad. Save your gas money for something else because this job ain't making it to the next town. That's firing squad. You ready to go Pankaj?
Pankaj (2m 30s):
Joel (2m 31s):
All right buddy. Two minutes starting
sfx (2m 33s):
Pankaj (2m 33s):
Chad and Cheese thank you so much for having me. First of all, my name is Pankaj. I'm one of the founders of Sense. Sense is an automated talent communication and engagement platform. We today power talent engagement at over 700 companies to over a hundred million candidates and employees. We're used every day by over 40,000 recruiters and drive more than 3 million hires every year. We've raised $90 million in capital along this journey from Google Ventures, Axel partners, and SoftBank. We've been around for six years and our platform primarily helps source engage and retain talent throughout the entire candidate life cycle.
Pankaj (3m 15s):
We offer six products today, all of which work seamlessly together with each other. Engage, which is an automated communication platform, Messaging, which is a two way text messaging platform, Chatbot that's a full cycle, inbound and outbound conversational assistant, Discover that's a search and match product. What you can use for automated job matching using machine learning. Meetings, that's a scheduling and automated scheduling product and Referrals that helps manage your referrals automatically. Like I said, all these products work seamlessly together to create a cohesive experience for candidates, recruiters, employees, hiring managers, so on and so forth.
Pankaj (3m 57s):
So whether you're trying to accelerate, hiring or decrease candidate drop-off Sense will help you drive through all of this engagement scenarios. We integrate with all major applicant tracking systems, including Workday, Success Factors, iCIMS, Delay or Greenhouse, plenty of others and we have an open API to consume data from several other systems. You can learn a lot more about us at our website Sensehq.com. That's like Sense headquarters. And we have tons of case studies and white papers that you can download from there.
Joel (4m 30s):
Nice pitch. And he mentioned the URL Chad, he's off to a great start.
Chad (4m 37s):
Here we go.
Joel (4m 37s):
All right, Pankaj. Well, first of all, do you know Masa son, Larry Page or Sergei Brin? You mentioned Google and SoftBank.
Pankaj (4m 44s):
Joel (4m 45s):
Okay. That's a different podcast. Maybe we'll have you back on for that. All right. Let's talk about the names. So let's go back to 2016. You're starting the company. You come up with the name Sense and instead of doing like.ai or.io, you go with HQ, like what was the thought process in naming the company?
Pankaj (5m 2s):
To be candid. We absolutely wanted Sense.com at the time, which was taken. And we would have never gotten it. A funny story. We then started with Sense HQ and could not get Sensehq.com. So we started with Sensehq.co, which was the name and URL of the company for a couple of years. And then we bought Sensehq.com from somebody. Now the idea behind Sense itself was everything that we were talking about and everything that we wanted to do. One of the four founders at the end of every conversation would just arbitrarily come up with this totally makes sense. Everybody should be doing this. This is common sense. And that's how that name stuck.
Joel (5m 43s):
It's like, it's big Chad, back in the day. Anyway, another podcast again. So you started in 2016. How has the company evolved in that time? What were your originally versus what you just pitched us?
Pankaj (5m 54s):
Yeah. Great question. I mean then we started, I think our number one pieces was that the candidate experience is broken. We first started by serving staffing companies as a vertical. And the reason we did that is because of retention there is the poorest, candidate experience there is the poorest, yet those companies absolutely make their bread and butter from gross margin on contractors. So they were obviously going to be more interested in anything that helps them, you know, make that a white glove experience. So we started out as automated candidate, contractor, employee experience. And as we went along a ton of feedback from our customers, a ton of feedback from the industry led us to develop what we think is what you need for an entire engagement suite.
Pankaj (6m 42s):
Whether it is text messaging, whether it's a chat bot, whether it is referral management. And that's how the product has continued to evolve. Now, you know, like I said before, 700 companies, 600 plus are staffing and now we're rapidly growing into the corporate space.
Joel (6m 59s):
Yep. Now you have quite a little bit of experience in the HR space recruitment space. What have you taken from your previous companies that was an influence or an inspiration for Sense?
Pankaj (7m 10s):
Yeah, that's a great question. I mean, I tell this story a few times before that for 15 years I was running staffing companies. And when I did that every single year, we got the best staffing company to work for award. Now we got that because we were putting in a lot of manual work. We had an actual human being for every hundred people who were on assignment whose whole job was making their life better. Hey, can we drop you the paycheck? Do you need additional business cards? How's your day going? Can we bring you a slice of pizza? Can you bring you a donut? But what we really wanted to do was use technology as a leveler, as our democratizer and essentially make every company the best version of themselves.
Pankaj (7m 52s):
So we took best practices from what we used to do on why a company gets voted to be the best fun to work for, but we enable it using technology that lets you give everybody a hyper-personalized experience.
Chad (8m 5s):
That's awesome. Let's talk about your staff experience. So you're were leaders within the organization. What kind of experience do they bring to Sense?
Pankaj (8m 15s):
Yeah, so I mean, our team is probably a 50/50 mix of folks who either come with the industry experience. So they've essentially been in the human capital space either with a consulting firm or a staffing firm. And then the other 50% who actually have deep HR tech experience, they come from applicant tracking systems. They come from job boards, they come from recruiting, marketing automation. They come from marketing automation kind of companies. So, you know, we feel very lucky because you put all of them together sort of in a melting pot and you come up with these great ideas that are very much software driven, but very focused to the human capital industry.
Chad (8m 55s):
Yeah. And actually doing some research on your staff, it looked like there was a very good mix of experience from the industry. Now you said earlier 40,000 recruiters use Sense daily, is that correct?
Pankaj (9m 10s):
That's absolutely right.
Chad (9m 10s):
Okay. How many companies does that actually represent?
Pankaj (9m 13s):
Chad (9m 13s):
Okay. So what are those 40,000 recruiters doing in the platform every day? What does Sense doing for these recruiters?
Pankaj (9m 23s):
Yeah. A variety of different things. The number one thing, all 40,000 of these recruiters are definitely doing is their text messaging people. They all have a text messaging license. They're reaching out to candidates one-on-one one to many. They can reach out to a hundred people, 400 people all at the same time, they can do a blast that says I got a job open is anybody interested in that can go to 300 people except that when it goes to those 300 people, it goes as an individual message and it goes completely personalized. Hi Chad, I have a job. This is the job it's in your city. Would you be interested? Hi Cheese, I have a job. Would you be interested so on and so forth?
Pankaj (10m 4s):
So one they're using the text messaging platform for sure. Going back and forth with dozens, if not hundreds of candidates every day. That's number one. The second thing that they are doing is essentially reviewing chat bot responses. We have a conversational recruiting assistant. Candidates are coming inbound to your website, through QR codes, through X to apply, or you're reaching out to candidates outbound. I've got a job open. I want to screen these hundred people who live in Chicago in this zip code. I'm going to send those hundred people a text or an email. Each one of those will contain a link. As soon as somebody clicks that link, they start answering chat bot questions. Those responses get written back into my ideas and from there I'm taking the recruiting process forward.
Pankaj (10m 47s):
So they're very much using our products on a daily basis. This isn't one of those things that you use once a month.
Chad (10m 53s):
Okay? So all of your products seem to be conversational AI based. So is this platform and evolution of conversational AI and trying to bleed conversational AI and texting and messaging into every part of the experience?
Pankaj (11m 10s):
Slightly the other way around naturally. I'm sorry if I didn't say that properly before. So we actually started with our flagship product, which is called Sense Engage, which is an automated communications platform. So what Engage does, and that does not have conversational AI in it. What Engage does is it can send out messages via email, text surveys, NPS on any cadence. So for instance, you just hired somebody. You want that person to go to a cadence that says 10 days before we're going to send them a message saying "Welcome! looking forward to have you joined in two weeks!" One day before, we'll say "Good luck tomorrow". Then we'll do a one day check in, five day check in, 15 day check in.
Pankaj (11m 51s):
All these messages will automatically run for the 10,000 people that you're going to hire. And this is a repetitive process we've taken away from your recruiters.
Chad (12m 0s):
So they're messaging maps is really what you've created, right? Like a sequencing system?
Pankaj (12m 6s):
That's exactly right. And our typical full blown customer would have dozens of these journeys going. Chatbot came in later as a conversational AI product and I'm happy to expand on that.
Chad (12m 19s):
Let's, let's jump really quick to Sense's product that allows customers to activate their candidate database. Basically it's search and match, or at least it sounds like search and match. Can you tell me how that works?
Pankaj (12m 35s):
Absolutely. That is one of our biggest use cases. We call this wake the dead, but there are three different ways in which people use this.
Chad (12m 45s):
Oh, wait a minute. Let me check. Let me check with my friends over at CandidateID. See if they've trademarked that one yet. Okay, go ahead.
Pankaj (12m 52s):
Yeah. So here's how the Wake the Dead campaign works, right? And this is the biggest use case we are seeing, even with our corporate customers. You have a talent pool of a hundred thousand, a million, 10 million, depending on the size of the company. These are people sitting in your database. You haven't talked with them in months. They're probably going stale. You can use our product to start reactivating your database. What does that mean? You can go out to all of these people and ask simple questions like, 'Hey, are you still looking for a job'? If not, 'when will you be looking for a job next'? When do you, 'when you do look for a job, which area or zip code do you want it to be in'? 'How much money do you want'? That kind of information. We will immediately right back to the applicant tracking system, thus pumping lifeblood into this state of database, because now the automation engine of sensory take over and say, everybody who's looking for a job in September, I'm going to alert my recruiters 30 day before and say, start putting these folks into drip messaging campaigns.
Pankaj (13m 53s):
Let's start reaching out to them. Let's start hiring them.
Chad (13m 56s):
Gotcha. Okay. So are you developing search and match, or do you have a parsing and matching partner that is helping you do this?
Pankaj (14m 4s):
No. A hundred percent natively driven. So everything that Sense bills is all done by ourselves. So it's our own algorithm and specifically on the search and match. So the thing that becomes relevant is once these folks come in and say, yes, I'm interested, we can then take their resumes, match them to every job open in the system and literally go and say, well, we found four jobs that you might be interested in. What are you taking?
Joel (14m 30s):
$90 million. We'll buy a lot of beer Pankaj. You last raised in December of last year. What have you used the money for? And what do you plan on using the money for going into the future?
Chad (14m 40s):
Yeah. And that was $50 million that was just raised less than a year ago, correct?
Pankaj (14m 45s):
That's exactly right. Yeah. It is $50 million from SoftBank that was at series D in November, December of last year. I mean, primarily the money was simply to make sure we are aggressively increasing our reach into the corporate market. We have invested the most in that particular business. You will see us at a lot of corporate events talking to a lot of corporate customers. We're also spending that money on R and D. We've almost doubled our R and D team and our customer success team in the last 12 months. Sense is over 300 employees now. And moving forward, the two areas of impetus for the company are going to be massive and quick expansion into the corporate space, as well as global and international expansion.
Pankaj (15m 30s):
So that's where the bulk of that money is going to go but obviously we're going to spend that wisely and make sure we have, you know, more than enough runway to get to the next phase here.
Joel (15m 40s):
Expand on the global aspirations. Where are you currently doing business, where you focused on that? You're not as strong as you'd like to be. What does that look like?
Pankaj (15m 49s):
Yeah, so, I mean, the global business started for us organically. We got a ton of customers in the U S who essentially started telling us, your product is amazing, this is exactly what we want. Can you support our UK office? Can you support our Germany office? Can you support our Australia office? So it started like that, but once we started it, you know, we are now tapping into the opportunity in those markets. UK is a big business for us. We are investing in that business heavily. We just brought on a sales leader. We brought on solutions consulting leaders. So that's a market that we concentrate on UK investor in Europe and sitting there. We were also able to close deals in Australia and New Zealand.
Pankaj (16m 29s):
So one that, and two we'll be talking to most corporate customers they absolutely have a global footprint. And even in the beginning stages of the conversation, even though they're buying us for Morth America, they want to know from us that eventually we'll be able to support them internationally, because that would be their goal 12, 18, 24 months down the line.
Joel (16m 49s):
Yeah. Well, thanks to that work from home thing, I'm sure you'll be getting more and more interest in a global market. So who do you consider your stiffest competition? I mean, when you're on sales calls, who are you pitching against usually?
Pankaj (17m 3s):
Well, good question. I mean, the one thing we talk about a lot is, and this is why I led this conversation in the very beginning with that part, we have six different products and each one of those products has somebody who competes with them. You know, if you think about our scheduling product, you know, there is Calendly, there is HubSpot, that is Microsoft teams. If you think about our chat bot.
Joel (17m 24s):
Pankaj (17m 24s):
If you think about our Chatbot product, there is, you know, Paradox, there are a couple of other, you know, there is AllyO that Wade and Wendy, these guys, you know, if you think about search and match that our products will do job matching today, when you think about,
Joel (17m 38s):
Should we be thinking of you as a DEEL competitor, Oyster, Remote those guys that are kind of trying to be an all-in-one platform.
Pankaj (17m 46s):
So we're definitely trying to be the single talent engagement solution. Yes, absolutely. So most customers really like the fact that once they have Sense, they can almost get rid of six to 10 different point solutions.
Joel (18m 1s):
And how well are you a positioned to deal with an economic downturn that everyone says is coming?
Pankaj (18m 8s):
Yes. I mean, we were just talking about money a second ago, but that's exactly where our head is at. We have now streamlined our operations and our burn rate to make sure that we have anywhere between 24 to 36 months of runway and with every passing month as our sales keep growing and our collections keep growing that runway will keep increasing. So even though we are not personally seeing any signs for the downturn in our own business, we're absolutely preparing for the fact that if a recession came in six months from now, stayed for 12 months, then took six months to get out of. We still very much, you know, can continue on our growth trajectory and our burn rate without having to raise more capital.
Chad (18m 53s):
Excellent. So what does your ARR look like today?
Pankaj (18m 59s):
About $33, 34 million.
Chad (19m 1s):
It's not hateful, that's not hateful at all Pankaj. So let's talk about the total addressable market. You said you started off with staffing, but it sounds like you've expanded from there. So who is your clients and who are you building the platform for? Yeah, so
Pankaj (19m 20s):
We almost now think of our total addressable market sizes, almost unlimited because we first, as you said, started in the staffing side, there are over 17,000 staffing companies in the U S alone that are another 17 to 20,000 in the UK. So, you know, we have long ways to go to penetrate that deeply. Our customers are anybody who's essentially staffing temporary employees on the staffing market because that's where the candidate experience and the talent experience is broken. On the corporate side the am is almost unlimited as you can imagine, you know, we can go off for the fortune 5,000. We can go off their companies, even smaller than that, but anybody over 1500 or so, employees is a fair game for us today.
Pankaj (20m 9s):
Oftentimes we're talking to companies that do high volume hiring. So sometimes in manufacturing, logistics, retail, trucking, those seem to be companies that almost immediately take 2 cents, but you know, any time you're hiring 3, 4, 500 people a year and dealing with 20 to 30% attrition that you want to have to replace, you're going to need a platform like Sense that actually helps with candidates sourcing, candidate attracting, candidates screening, candidates scheduling, and then full cycle candidate engagement.
Chad (20m 40s):
Gotcha. So let's talk about go to market. Are we looking at more direct to clients? Just one-on-one are you dealing with partnerships through these different integrations that you talked about to be able to hit multiple perspective clients at once? Are you looking at direct? You're looking through partnership for go to market?
Pankaj (20m 59s):
Yeah, a little bit of both. I mean, we pretty much go direct to client, but you know, our partnerships with applicant tracking systems obviously afford us the publicity that we need, Hey Sense is now a bonafide integration partner with ADS XYZ. We bless these guys. The integration works. We will support this integration, and this is what the product does. That's the kind of thing that comes in very handy. We routinely do webinars or conferences or happy hours with our ATS partners and go to market partners, which gives us the reach from one company talking to a hundred or hundreds of them at the same time. But then we certainly follow up one-on-one and all of our sales gets done through one-on-one engagement.
Pankaj (21m 43s):
So we don't resale or go the OEM route if that's what you were asking, but we certainly leverage the idea's partnerships to create more of a carpet bombing effect.
Chad (21m 54s):
Gotcha. Okay. So how are you marketing Sense today?
Pankaj (21m 58s):
I mean, we're, you know, using sort of our website, ad words, you know, the number one source of leads for us as events, you would find us in most events and conferences because we are able to talk live with people that becomes huge. You know, customer marketing is big for us because we also get a ton of our business from referrals, but pretty much every marketing aspect that you can think about. So, you know, events, customer marketing, top of the funnel, and then a full-blown BDR SDR team for the outbound prospecting.
Joel (22m 32s):
All right, man, you have global aspirations and it sounds like your powder is pretty dry. Are you looking to acquire some companies? My guess is there'll be a few on the clearance rack in the next few months, two years, what's your MNA strategy look like.
Pankaj (22m 49s):
Yes, we are. We're definitely going to go the MNA route as well. You're probably going to hear something here in the next four to six weeks from us as well. So we would certainly add some companies that will essentially complete the automation suite that we are building. But the idea is everything that, you know, any prospective customer would need from a talent engagement, recruitment engagement, or hiring manager experience, we will add that within our suite, but we would certainly go, we would certainly grow a little bit by money as well.
Joel (23m 19s):
And when's the IPO?
Pankaj (23m 22s):
Well, once we get to the hundred and 50 million ARR mark, I mean, which is what, you know, we can get to pretty quickly here given our growth rate, we're doubling every year. So we should have this conversation again in a couple of years.
Chad (23m 34s):
Alright Amen, amen.
Joel (23m 35s):
You're saying there's a chance. All right, last one for me, how does Sense evolve? If we talk a year from now, what, what new features and products might you have introduced to the market?
Pankaj (23m 46s):
Yeah, I mean, great question. I think one of the biggest things we think about is, we talked to a lot of corporate companies today where, you know, they have an applicant tracking system that is dated. They've been using it forever. You know, they're not going to walk away from it. I mean, if you're using a Taleo, Workday, it's not like you can just walk away from it, but they need, you know, action-based targeting, they need a CRM system, they need a TRM system, you know, how do they essentially do candidates scoring? What becomes the staging environment, if you will, where every single person that they source from a job board, a website, a QR code, a chat bot can essentially sit in, you know, be matched with jobs and only the qualified candidates can get into the ADS.
Pankaj (24m 29s):
So I think we would become, we would almost be the category creator in the talent relationship management space. So we would become the go between before candidates go to the ATS. But between your top of the funnel and your applicant tracking system.
Joel (24m 47s):
Sounds expensive Chad.
Chad (24m 49s):
Sounds expensive Pankaj. How much is this going to cost me?
Pankaj (24m 53s):
I don't think the product is expensive at all. Actually, to be honest with you, we haven't had a single customer walk away from us due to price. Our products are priced based on the number of licenses and number of recruiters that buy the product. But, you know, typically depending on the product suite that you buy, the average customer would spend anywhere between 50,000 to $150,000.
Chad (25m 18s):
Okay. And how many seats does that generally? What's the mean there? How many seats am I looking at for around that cost?
Pankaj (25m 26s):
I would say, think about a company, you know, hiring about a thousand people a year because oftentimes the number of recruiters can be very different based on whether your logistics or tech, but you know, that would be about $50,000.
Joel (25m 41s):
All right. That's the bell, Chad, you know what that means? And Punkaj is that means you get to face the firing squad. Are you ready?
Pankaj (25m 49s):
Joel (25m 49s):
All right. I love the confidence. I'm going to go ahead and go first. Punkaj I'm reminded of the eighties, electronic store Radio Shack. And I used to get the Sunday paper back in the day and they used to have all these products and services that I could buy individually. And the smartphone came along and put all those things into one little device that fit into my pocket. Sense, reminds me of that. You have all these features that separate companies are trying to provide and do. And it sounds like you guys are doing a bang up job, offering everything under one roof. There's an arms race to be the all-in-one platform. And we talk a lot about those companies on the show and you, my friend, it sound like an all-in-one platform.
Joel (26m 33s):
That's getting the job done, raising the money, making the contacts, having the vision, the confidence. You've got the chops in the HR space. You've made it to year if my math right year eight of existence, which I think is a great sign that you are going to be successful and continue to have success. I think you're prepared for the downturn if, and when it comes. And for me, Punkaj, Sense gets a big applause.
Pankaj (27m 1s):
Joel (27m 1s):
All right. Chad. Get him.
Chad (27m 3s):
Yeah. I love excited founders, especially when they believe they have unlimited Tam. Come on. Punkaj you know, better than that. I have to say your timing is perfect. Integrations check. Experience definitely check. Take a look at your staff and your team and yourself. A global expansion? This is exactly how an organization should expand. They expand off of the needs of their current clients. They don't just go out and try to, I don't know, invade another country and hope that people want to buy this. They actually bring it to the other country with their clients. So that's awesome. The product seems like, you know, you're abiding by the you know, keep it simple, stupid rule, which is awesome.
Chad (27m 47s):
One of the things that I do have to hit you with because I did find one thing is that your marketing seems to be wanting my friend. You've you need more digestible content. I checked out your YouTube account and the first 50 videos. That's right. That's a lot of content and that's awesome. But only six of them were less than 10 minutes long. So think about it, 44 videos that are about an hour or longer.
Joel (28m 14s):
Do you get a degree after watching all that? Do you get like a certificate?
Chad (28m 18s):
Oh my God, dude, you're putting out a ton of content. Although none of it's snackable, right? We need something that we can, we can latch onto and we can watch in segments. So then I thought let's check out their videos on LinkedIn, which you only have three of. One was four months ago and other was 10 months ago, the other was four years ago. So I think in the ecosystem of Sense, the only little chink in the armor I could literally find was the video aspect. Everything else looks polished. It looks great. It sounds great. Experience. This is nothing but a big applause.
Joel (28m 56s):
Oh my God. It's a double applause.
Chad (29m 0s):
And so sexy.
Joel (29m 2s):
Holy cow, man. I love it. Pankaj. How do you feel, man?
Pankaj (29m 6s):
Thank you both. And I absolutely appreciate the feedback on the videos. I take that to heart and you know, we will definitely spruce that game up. A lot of the videos that we've put on YouTube right now are essentially recordings of our webinars. That's exactly why they're all one hour long, but we create digestible content a hundred percent. And thank you for these insightful questions. I enjoyed myself.
Joel (29m 29s):
I need to see Punkj on TikTok. That's what I'm talking about Punkaj on TikTok. Punkaj for our listeners that want to know more about you or your company, where do you send them?
Pankaj (29m 40s):
Please go check out our website. That's the one stop shop for all content www.SenseHQ.com like headquarters. you can also check out our LinkedIn page. You can connect with us on Twitter as well as Facebook, and obviously feel free to connect with me on LinkedIn. And I'll be more than happy to answer any questions that any of your listeners have personally.
Joel (30m 2s):
Or there's 382 minutes of video on YouTube. Chad, another one is in the books. Punkaj. Congratulations.
Chad and Cheese (30m 10s):
We out, we out.
OUTRO (30m 24s):
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.chadcheese.com