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And you look at workday go, which is that sort of lower SMB level. Just real quick, this whole Workday pipe dream acquisition that literally just came out so we didn't And if you're SAP, if I mean, SAP took a big swing with smart recruiters, but workday is, is showing, Workday just keeps making these moves and keeps gobbling things up while some of the competitors are Joel (37:58.25) Workday is hungry, baby. Workday is hungry. It's hungry hippos at workday.

In this episode, Chad, JT & Emi break down how Workday + Paradox and/or SAP + SmartRecruiters could go Could Paradox and Workday or Smart Recruiters plus SAP go full Amazon? The big question is can Workday leverage paradox or maybe... We've got the tools, but the question is, do you think Workday and SAP have the resources and also vision

The acquisition will allow workday to integrate Sana's AI technology. Workday acquires Sana and iSIMS gobbles up Apply. Chad, your take. Workday, workday is a very big company with very smart people spending a lot of money to make these decisions Wall street loves it. workday is a, is a good company, a great brand. Because when smart recruiter says Winston now workday has paradigm.

This week, Chad & Cheese discuss various topics including the EEOC targeting Workday, non-competes taking They discuss recent developments at ZipRecruiter, LinkedIn, and Workday. this time and not about workday. And what better company bigger company to go after than a workday? A lot of CEOs are going to HR and saying, Hey, they're going after workday.

Workday's in a little bit of a pickle. They're in a case right now, Mobley versus Workday. And I guess if you were advising Workday, how do you see the case unfolding? ... is that that's workday, right? If Workday doesn't get pinched, does everyone go, sweet, we're good. Workday one, we're going to win two. Yeah. Yeah, true that.

So much for Workday acquiring Beamery, at least not yet. Which is something that Workday does not have. Joel: Workday is a big, big company. All right. All right. Workday has a lot of money, LinkedIn, the lawsuit with them. Joel: Hey, Workday, hold my beer. Deel. That's D-E-E-L.

The Chad (20:05.477) Big congrats to the team over Paradox and Workday. So, yeah, I think I think this is incredibly smart from from Workday. To Workday's credit, big swing time. Everything that I just mentioned for Workday is an AI buy. Hired Score now goes to Workday. So your paradox.ai URL, that's likely going to go to Workday.

First up, Workday announced the appointment of Carl Eschenbach to co-CEO effective immediately. Chano Fernandez has stepped down as Co-CEO and as a member of the Workday Board of Directors. So I think Workday is probably the most impactful of these announcements for people. A lot of people are Workday clients. So Workday stock is down 37 percemt year over year. None of this sounds good if I'm an investor in Workday.

I know Workday Ventures was involved. So the primary reason you're on the show. And as you mentioned, the third part of the announcement is Workday Ventures. dominant shareholder, 30 million invested additionally to that, into the company and then welcoming Workday When we talk with Workday and we talk with PSG, it's not just about empowering workers and, and this Fred (18m 38s): But, two work really closely with Workday on that latter part, I just said.

Workday went shopping Google threatens the Aussies Costco shows us how to TikTok for talent, ...and another So we don't have a ton to say on it, but Workday acquired People, Analytics and engagement tool pecan The only thing I think is the biggest con about this is it's with Workday and Workday doesn't integrate Workday is not really the poster child for solid acquisitions and integrations. Like this is the trend and Workday basically just set the price for these companies.

RealMatch launches pandoIQ, and agencies are losing their shit - A bunch of companies just got funding - Workday Joel: Someone else doing it right is Workday, who we hardly ever talk about. founded in Salt Lake City, again, which was where I was this week, and there's actually a building with a Workday Hat's off to Workday in the news this week for the 250 million dollar fund that they're creating for #ZipRecruiter #Recruitics #Indeed #Monster #SodaStream #RealMatch #Workday

Here's a quote from TechCrunch "companies like LinkedIn provide the talent and Workday manages and tracks What they've just done is they've brought in two big companies, LinkedIn, Workday, and said, Hey, you They're going at the Workdays of the world because they're looking to get acquired. I'm sure they'd love to be acquired by Microsoft or Workday. Hence why they targeted LinkedIn and Workday in the quote, because those are two companies who have a

Applicant Tracking Systems (ATS), love 'em or hate 'em they're the core technology of life as a Talent Acquisition and Recruiting professional. The diversification of different ATS brand visions are finally taking us past the days of tech debt heavy dinosaurs like Taleo and VirtualEdge. Madeline Laurano, Founder of Aptitude Research shares information from newly published research entitled Talent Acquisition Systems Mapping a New Path. In this episode we dig into areas many ATS vendors have never gone like: - Is Diversity, Equity, and Inclusion just fluff in an ATS? - AI matching technology become priority - All CRM's are NOT created equal - Getting serious about "Candidate Communication" - Why is Internal Mobility still an unknown? Texting amazingness brought to you by Nexxt. Wait, you're not using texting to attract talent? Get your ass to Nexxt.com now :) DOWNLOAD REPORT PODCAST TRANSCRIPTION sponsored by: Disability Solutions is your bridge to the disability community, delivering custom solutions in outreach, recruiting, talent management and compliance. INTRO (1s): Hide your kids! Lock the doors! You're listening to HR’s most dangerous podcast. Chad Sowash and Joel Cheeseman are here to punch the recruiting industry, right where it hurts! Complete with breaking news, brash opinion and loads of snark, buckle up boys and girls, it's time for the Chad and Cheese podcast.irls. Chad (22s): Welcome everybody to the Chad and Cheese podcast. I am Chad Sowash. If you listened before you already know that one thing you're going to notice though, is we're going to have a lactose free podcast today because we have drum roll, please. Madeline Laurano, she's come back! She's the heavily acclaimed industry, expert analyst and founder of Aptitude Research. How are you doing? Madeline (52s): Hi Chad, thanks for having me back. I'm glad I didn't spoil it last time and you wanted me to come back? Chad (57s): Oh, you were a hit. I don't know if it was because Cheeseman wasn't on the podcast or just that you're so delightful. I think it's the latter or it could be a combination of both. I don't know. What are you feeling? A little deja VU. Madeline (1m 9s): I am, I am. And it's been a lot of change since we last talked and we talked about programmatic and all the new announcements to Seek Out and some of the other providers and much more has happened since then! Chad (1m 21s): Before we jump into today's research, tell me how was the programmatic research received? Madeline (1m 28s): Very well. I was very happy with it. I think, you know what we talked about last time and I think it still holds true is that I think a lot of people don't understand exactly what programmatic is. And they think that either, as you said, it's just job distribution or they think of it as something that just is going to be an added expense. And I think, you know, what we really tried to show is that this is something that can help reduce costs and streamline advertising. So I was happy with how it came out. Chad (1m 53s): Oh, you don't know how many programmatic companies and agencies. I mean, they were all over it. There were texting me. They're messaging me. They're like this research is lit. I don't say that my kids say that, but anyway, I mean, it was, it was awesome. So if you haven't seen the programmatic research go to aptituderesearch.com, right? Madeline (2m 16s): Exactly. Chad (2m 17s): And it's available there, but today we're going to be talking about your new research and this is, programmatic was big, but this is like the grand daddy, grand mama of them all. So what are we going to be talking about today? Madeline (2m 33s): We are going to be talking about the good old ATS market. And it does feel like a child because it took so long to put this research together. It feels like it feels like another child or grandchild for me. So it's been a big report. We really studied the ATS market to look at what's changed? What these providers are doing, and we profiled 13 of the leading providers in the market that met a certain criteria. Chad (2m 56s): Now, are you picking these or are these companies who are saying, Hey, we want to be involved or is it kind of like a combination of both? Madeline (3m 5s): That's a great question. It's a combination of both. I think a lot of, you know, I'll put out some tweets earlier at the end of last year and said, you know, we're going to look at doing this again. A lot of providers called right away and said, when does this start? And to me, it really had to meet a criteria and they have to be providers that come up in the interviews I do with corporations. And there were some, unfortunately that just did not meet that criteria. Chad (3m 27s): Ah, gotcha. Gotcha. So it's actually entitled Talent Acquisition Systems 2021: Mapping a New Path. What the hell does that mean? Mapping a New Path? Madeline (3m 39s): Well, I think it's interesting because I always try to think about what's the main theme and I've said it before and you know, it's always kind of been ATS is not enough. You know, the ATS itself has just a tracking engine, a workflow engine. It's not enough. We need CRM, we need onboarding. But this year the theme mapping a new path is really that every provider is going in a different direction. It's not apples to apples anymore. It's not this commoditized market. Some providers are going into talent management. Some providers are sticking with TA. Some providers are trying to do this whole skills framework, currency type of scenario. So it's, to me, it's looking at this market that's been in place for so long and seeing how everyone's trying to go in a very unique direction right now. Chad (4m 21s): So can you say, cause I can definitely say that the ATS market right now is probably the most exciting since maybe when it actually launched back in the early oughts? Madeline (4m 33s): I think so. And also I think in the 2005, 2006 timeframe, when all those acquisitions happened, Virtual Edge, Brass Ring, that was exciting too, just because of acquisitions. This is bang for another reason it's companies are spending more money. They're looking at their providers more strategically and they're replacing tons of companies, are replacing their ATS systems this year. It's crazy. Yeah. Chad (4m 54s): Yeah. Well, it's interesting that you say that back in 2005, around that timeframe, all the acquisitions had happened. They went to much larger organizations where they literally just went to die. Madeline (5m 5s): Just to die. It was like where ATS is going to die. They go to big companies and then nothing happens. And what we're seeing right now, and this will come out in the report is a lot of those larger companies that bought ATSs are and have redone them in a very significant way. I mean, ADP and Oracle are two examples. What you're going to see from their ATS is with Orr and with what ATP ADP's offering. It's really impressive. I was very impressed with bot. Chad (5m 33s): But they're a total new platform. They're not using the old plumbing at all. That technical debt is way too heavy. So they're flushing that shit that they bought down the toilet and they're actually creating from the ground up. Madeline (5m 46s): Completely. Goodbye, Virtual Edge, goodbye Tulio, we're rebuilding this whole thing and hoping to retain the Tulio-Virtual Edge customers in the process. Chad (5m 56s): It might be easier than keeping them on the same old that they are right now. Right? Madeline (6m 2s): Exactly. Chad (6m 2s): So we're going to tease, like we did the programmatic research. We're going to tease the ATS research with just bits and pieces. You have a top 10 trends, which I have a scaled down, boiled down to Chad's top five. Madeline (6m 16s): That sounds great. Okay. Okay. Chad (6m 17s): So, so I'm going to hit you with these, my top five from your report, and then we can dig into it a little bit deeper. So number one, DEI is the new AI, but DEI is a differentiator. It's never been a differentiator in ATS before. Why is it a differentiator now? And truly, is this just more of like a vapor kind of DEI? What's going on here? Madeline (6m 41s): Yeah, I think it's, I think it's all of the above. It's certainly never been a trend in the ATS market. I mean, I think I never talked about it. We'd probably always should have been a trend, but it wasn't. And I think what's happening now is you're seeing a lot of organizations. They have budget for D and I, and they're looking at their talent acquisition technology to spend some of that budget. So the ATS providers are saying, aha, let's start to market a little bit more of this into our messaging and what I mean by a differentiator, is there some providers where it's just marketing, it's just saying, this is a priority we can help you with your diversity needs. We can help you, you know, improve diversity hiring. And then there are others and it's not all of them that have really taken a strong stance to say, we're going to start internally. Madeline (7m 26s): We're going to look at our own culture. We're going to look at the diversity of our leadership. We're going to look at having a chief diversity officer. We're going to start there. Then we're going to look at the services that we are customers and partner with them. And then we're going to look at our product. And I think when you think about the product, everyone thinks matching is like these, the be all end all in diversity, it's like this, this solves the diversity question, but it's not. To me it's the analytics it's are you able to show really powerful insights that companies can see and say, wow, look what we're doing when we attract people? We're not doing enough. What can we each, how can we look at the job descriptions? How can we look at the interview process and make this more fair and inclusive? Madeline (8m 8s): And that that's very powerful. So you'll see in the report, there are some providers that are really called out for the work they're doing there. Chad (8m 16s): I have to say that in this area, there is so much vaporware number one. And then number two, if an organization, if a vendor has not eaten their own dog food, if they haven't actually started to boost their own diversity hiring efforts, they shouldn't even be talking about DEI overall. So I think from this segment, and I'm not sure that you put those disclaimers on there, if they are not really focused on diversity, equity and inclusion in their own organization, how badly do you think they really want it for you in their technology? Madeline (8m 52s): Exactly. And you know what? I'm starting to see more and more RFPs from corporations to include those questions, to say, we don't want to just know about the product. What are you doing as a provider in your company to address this? Do you have dedicated roles? What is your leadership team look like? What does your board look like? And those are appropriate questions. Chad (9m 14s): Yeah. So DEI number one, AI is my number two. AI matching is a priority and we all know that AI matching is an incredibly heavy lift. And if you're talking to an applicant tracking system one day and they don't have AI matching, but then the next day they do, they probably don't have AI matching unless they acquired somebody. So what did, what did you find in the report? Madeline (9m 38s): Yeah. I mean the, you, we both love the matching space. I mean, I think we can talk like hours and hours. We can do a series of podcasts on matching. So I love the matching space and it's very interesting to look at the ATS market right now because you've got these matching providers, like Hired Score, and Eightfold and Seek Out now that are really putting a lot into their thought on ethical AI or thinking about candidate consent. They're trying to figure out public versus internal communities of how they look for candidates. Then you've got the ATS is where it becomes more of an efficiency AI model. It's saying, Oh, we just want to, to move people across and help you make faster decisions. It's efficiency and it's free. Madeline (10m 19s): It's included in the ATS versus an investment. So I think it's becoming a very interesting area right now where some of the ATS is have made a little bit more investment in AI matching than others have, but you still have these standalone providers with very robust, you know, matching capabilities. And I think we're going to really see something happen in the next few years as to is this something that should be in our ATS and are these providers really going to make more of an investment here or is this going to be a standalone market? Chad (10m 50s): That's, that's a very good question. Because as we've seen over the years, when a bigger platform buys a point solution, does that point solution generally get better? So I'm going to say for the most part, not so much, right? So is that really the way that we should be going or much like the, a Mapping a New Path, maybe it's a, it's a, it's a new way for applicant tracking systems to start to become accountable and take responsibility for things that should be a part of a core system, much like diversity, equity and inclusion. Right? Madeline (11m 26s): Absolutely. And I think it becomes challenging. You know, I know like you're going to have to cut me off with this matching conversation, but I know it becomes challenging because when you're investing in a solution, like a third-party solution for matching you're spending money, so you can hold providers accountable, you can say, what are you doing? What's your approach to AI. We're not seeing the results we see. We want to see. But when you're looking at an ETF that includes it for free in the product, you don't really hold them accountable as much. It's free there. You know, we like our matches. We don't like matches. We don't think it works. We're not going to complain. So that, that becomes interesting too, where, you know, we're not necessarily holding the HS providers as accountable for the AI matching that we would when we make an investment. Madeline (12m 7s): Yeah. Stay tuned for a Madeline in Chad series on AI matching. I'm going to go ahead and hit one. Excellent. All CRMs are not created equal. And this is something that your research, we all, I think kind of understand, hopefully, but your research digs into this. Tell me what you found. Yeah. So I think everybody's trying to check that box, the CRM box to say, we've got it. We've got it. Right. Chad (12m 32s): These are all boxes, right? They feel, this feels like an RFP kind of like menu. I checked the box, but is it really a box checker? Okay Madeline (12m 39s): Exactly. Is it really a box checker? And I think it, everybody wants a CRM. If you're an enterprise company, you need something pre applicant. So you need a way to manage your talent pipelines. You need to be able to think about this. And the ATS are all saying we have this, but some of them have made very significant investments that we've made acquisitions and others it's, you know, Tim Sackett calls it a light CRM. And I think that's probably very accurate. Chad (13m 3s): We're seeing companies. And it's funny because I've talked to so many platforms where as soon as I say, I want to see it, they're like, well, it's kind of like, it's really a light CRM. It's like, I don't even know what that means. It just seems like most of these pieces are box checkable. But the beautiful part about this for me, and keep me honest here, is that when you dig into some of these things like DEI, CRMs, so on and so forth, you will deny those applicant tracking systems, a box check, because you don't feel like they've actually covered that base. Madeline (13m 37s): Yeah. And we called out those that have really significant, you know, significantly better CRMs. I mean, Jobvite is one example. I mean, they made a significant acquisition and telemetry, and that is a true recruitment marketing platform CRM. When you look at Avature, they started as a CRM, that's going to be very different than a provider that's just checking the box. So, and then there's others that are, they're making investments there. So it's interesting anyone that reads the report you'll see, you'll see my commentary on CRM. Chad (14m 7s): So the next one candidate communication, we're not just talking about being able to send an automated email that says thank you for applying or an automated text message that says, thank you for applying. This goes beyond that. How much more beyond that is candidate communication today? Madeline (14m 25s): Yeah. It's really interesting because to me, that's the candidate experience, right? It's the communication piece and we don't, we don't do it, especially for people rejected. Like we're not telling them until after we've already made decisions that they've even, we're sometimes not even telling them at all. So we looked at it for all the different channels of communication. I mean, everybody has a different way that they like to communicate. So we looked at the providers that have integrations with collaboration tools like Slack and Teams. iCIMs made a huge announcement with Teams this year. And then we look at those providers that have integrations with the messaging apps, WhatsApp, WeChat. Do you want to be a global provider and you don't have an integration with WeChat, that's going to be a little bit challenging. So yeah, so we really looked at all the different possibilities for communication. Madeline (15m 9s): And that to me was where there were the biggest gaps. Is the communication check boxes. Chad (15m 16s): Canvas who was acquired by Jobvite. Yep. You have JobPal, which is more across the pond. JobPal was acquired by Smart Recruiters. So you have more of a robust, I would say language focused type of experience. So we're seeing, we're seeing investment at least. Madeline (15m 33s): Yeah, exactly. And JobPal's great because they integrate with WeChat and WhatsApp, they're European provider. So we're seeing these investments being made and we're seeing, you know, whether it's text or conversational AI or the partnerships happening. And I think we'll continue to see that, but it's definitely being asked for in RFPs. So. Chad (15m 51s): What was, iCIMS the first one with text recruit, really, to start breaking into this candidate communication segment? Madeline (15m 57s): I think for sure. And I think Jobvite was not too far after that. Yeah. Chad (16m 2s): Yeah. Okay. My last one and this is because most people talk about this a lot, whether it's, I mean, people are talking about DEI and AI all the time, but we're starting to hear more about internal mobility and it seems to still be an unknown. Why is that? Madeline (16m 18s): I pulled up a report that I did when I worked at iCIMS like 13 years ago, something like that. And it was an ATS report. So it was similar. It was this monster report and a whole page from it. I took a screenshot, I'll send it to you, but it had this whole thing on internal mobility. And it was the same thing we're talking about now. And it was no coincidence. It was 2008. We're going through the recession. And everybody was worried that we all focus on internal mobility. And I think with internal mobility, there are these waves where it's a priority when we're nervous that hiring is going to be down and external hiring is going to be down or they're going to be hiring freezes. And then we sort of fall off a little bit and don't know what to do with it. I mean, it's an important area for companies, but I think, you know, it becomes more of a priority based on the economy. Madeline (17m 4s): And, you know, I don't think that's necessarily good or bad. I just think right now what I'm seeing is companies aren't talking about it as much as they were, and they're not necessarily looking at technology providers for that. A lot of the work has to be done internally. Do recruiters have to be responsible for internal mobility? Is that HR job? Do you know? It's an interesting conversation. Chad (17m 24s): Is this HRS baby, is this town acquisitions, baby? How long does talent acquisition actually own the experience until it gets pushed off to somebody else? But from my standpoint, I agree, this seems to be very, very cycle driven. Even though internal mobility should be something that we think about on an every day basis, because we want to keep, we always talk about, you know, we want to keep good talent that happens through promotions, that through the ability to find mentors, to be able to up-skill and those types of things that in itself you would think could be wrapped in an amazing experience that would start at least with the applicant tracking system. Chad (18m 4s): Right? Madeline (18m 5s): Yeah. I mean, I think that's absolutely the ideal situation. And I think, you know, the more companies can understand why it's important, not just during these cycles, but year round, the more we'll see it. And not just from the ATSs, I mean, some of the RPOs have, have made announcements with what they're doing for internal mobility and re-skilling, and up-skilling too. Chad (18m 25s): Yeah, very smart. So the last thing I want to talk to you about is there's all this amazing technology data, DEI, AI, CRM. So many acronyms, we can throw all over the place, but when a company fails to implement appropriately or they want to jam their 1990s, early two thousands process methodologies into new day tech, how do we as an industry move forward, if we're still playing old carton horse processes and trying to push new technologies. I mean, is this really something that tech can fix, I guess is the question? Madeline (19m 5s): It's a great question. I know we've talked about this so much. And the answer, I mean, I think the short answer is no. I mean, you have to think about your processes too. And if you have these broken processes from the 1990s and you haven't done much to reevaluate them, you know, DNI is a perfect example. If you're not thinking about as a core of what you're doing in recruiting to think about diversity hiring and to think about inclusivity and fairness, then you're going to have a really hard time with any technology being able to address that. And I think they, I don't think it has to be one or the other. I mean, I used to think that you have to have your processes fixed and then you invest in technology. I think it can happen at the same time, but there has to be a commitment to thinking differently about talent acquisition than what's been done in the past. Chad (19m 48s): Agreed a hundred percent. And, here's the hard question is this where we start getting marketing involved because they really focus on experience and they also have larger budgets? Madeline (20m 0s): Yes. And I think we don't take advantage of those opportunities internally, like marketing has done some of this work and marketing understands the importance of experience and, you know, programmatic was one example of that. And yet those conversations don't happen internally. I think the more that companies can facilitate those conversations with marketing, and I don't think there's, you know, a bad, a bad relationship between TA and marketing. It's just that those conversations aren't happening, you know, but I think it's a great example. Chad (20m 29s): Yeah. I think it's non-existent to some, to some degree, right? Not, not to a business impact degree. Right? Well, Madeline Larano, everybody, this report is coming out very, very soon. When is this actually coming out? Madeline (20m 44s): April 15th is the launch date and yeah. And we'll be promoting it all month so you can follow along and aptitude HCM on Twitter or Matt Tarquin on Twitter too, but we'll be, it's all free too. It's free. Chad (20m 59s): Go to aptituderesearch.com. We're going to be launching the podcast on Wednesday. So we're going to be teasing this up really, really fat and happy. We will also have the link in the show notes. So definitely click on it, download it. It is a major report and read. So if you are in talent acquisition, if you're in this space at all, and you care about core tech, this is something that you have to dig into. So Madeline, I appreciate you coming on the show. I appreciate you doing all this work because it is a gorgeous report and there are a lot of good pieces of information in here. Madeline (21m 36s): I appreciate you having me. You're the first person to see it. So I'm thrilled that you speak so highly of it. Thanks, Chad. Chad (21m 42s): I'm stoked for you coming back on and we'll talk about that, that AI matching series later. I appreciate it. We out. Outro (22m 5s): This has been the Chad and Cheese podcast, subscribe on iTunes, Google play or wherever you get your podcasts so you don't miss a single show and be sure to check out our sponsors because they make it all possible. For more visit Chadandcheese.com. Oh yeah. You're welcome.

Joel: ... and we'll be right back with some news out of Beamery and Workday. Workday. What's going on here? Joel: I love this. Joel: Now we have word that Workday is a, I don't know, special partner relationship Workday is a big-ass company and had to get in bed with Beamery to have the solutions that they have. #TheGathering #Banff #MarvelStudios #Airbnb #Vans #HiringSolved #ZipRecruiter #Pepsi #Beamery #Workday

Workday is canceling and homie don't play that. Chad: Now you don't hear this often, but I think Workday made a damn good decision on this next story So Workday is no surprise. So yesterday Workday canceled its annual internal sales meeting over fears of the coronavirus outbreak But Workday, I think is a sign of things to come. Because this thing isn't going away.

(following Workday’s 2025 acquisition of Paradox). Is it all going to be a Workday recruiting thing? And so, you know, that for Workday clients, it's really about sort of Workday recruiting and its agents Um, but I'll say that that, you know, Workday is on that case. And so that Workday is the the surface where people get work done.

Which is something that Workday does not have. I think they're gonna fade into the ethos of Workday. I think Workday, this is gonna just be another day at Workday. Workday could have bought one of those companies. And iCIMS is a much smaller company than Workday, by the way. Workday is a...

Workday gets some action and Bozo rides again. Let's do this. Workday has been in the news. Like, holy, holy crap, what 11,000 companies use Workday. everyone and their mom applies on workday platforms Workday, come on workday, mean, because workday is recruitment module or what have you like that most Workday knew this was coming.

This has been a turbulent week for Workday, Chad and Mo. Over the last two years, workday revenues have been over 32 % of an increase. 32%. I can't believe what's happening to Salesforce, ServiceNow, Workday, Microsoft. Chad Sowash (49:18.442) hundreds of, well, workday billions. Yeah. for Workday's case, yeah.

Gets a Win (Sort of): Workday beat revenue estimates, but... You don't like workday news? Okay. Workday, Google and Top Tall, all in the news this week, Chad, your take. , workday is fine, kids. I think Workday is much better positioned than a ServiceNow HubSpot, even a Salesforce.

Cassell (05:01.845) Well, I can confirm and so can the LinkedIn lean in Women in the Workday study. they I mean, we're seeing obviously Mobile versus Workday, which is a class action suit now. Cassell (15:08.404) Yeah, I I don't think that it's necessarily the right thing because a well workday It is designed to eliminate candidates efficiently and and according to Workday's own court filings, And that's no fault necessarily of workday, but Chad Sowash (16:11.468) existed in your company?

Chad: Now is, is Workday pounding down your door since they have a discrimination lawsuit right now? A year ago, a gentleman sued Workday. Now, what's interesting is a judge, just in January, throughout that lawsuit, not saying that, Workday But question here though, as we talked about Workday. If the Workday suit was brought in the EU, 6% of their global revenue equals $420 million for a Workday

Then, we’ll roast Workday’s “economy of skills” pitch (buzzword alert!) Meanwhile, Chad, your boy, Josh Bersin is touting Workday's latest innovation dubbed the Workday economy As big as Workday's marketing department must be. Okay, so enough about Workday. Now Workday, I think if you take a look at Workday, Workday is a bunch of different ecosystems.

And then since joining Workday, have really focused a lot on frontline from both a talent acquisition I got to step into, and we're, we're supporting kind of across, across Workday. There's already a really strong workforce management product that's only getting better within Workday One would be, folks who are Workday customers. And so, now that's pretty nice. We're seamlessly... Josh: And then for folks, because over 50% of our customers are still non-Workday customers, right?

"Workday like George Bush hates Black people, and a little buy or sell. Let's do this. A Workday. Joel: Workday, let's segue into Workday. Chad: To get smacked on the fucking face. Workday believes the lawsuit is without merit. That's a shocker. Chad, your thoughts on the news outta Workday? Chad: Okay. Chad: But the problem here is that Workday doesn't even know where the problem is.

Well, maybe a recent court ruling in the Mobley versus Workday case requires Workday to disclose a list A year after that, Workday announced its intent to acquire hired score. And if something bad happens, we'll sue the pants off of workday anyway. And if Workday gets pinched for this, man. It's going to be a mess if workday gets ultimately pinched in this court case.

And it started with, "What's the application look like in Workday?" Right? I mean, how long was the application process for, for Workday? 0:03:58.2 Kaleigh Burns: Yes. And then Grace will have that conversation, same as the application in Workday, and basically solicit say she submits it, it goes into Workday. And we have workdays, don't get me wrong, but having people remember their workday ID is very challenging

Workday's sugar daddy complex and pushes toward a 4-day work week. But let's get to some real news, Chad, and talk some Workday. Chad Sowash: Yes. Joel Cheesman: Workday has announced a $250 million expansion of its Workday Ventures Fund. Chad, your take on the news out of Workday. I, for one, applaud Workday for their Ventures project. Chad Sowash: Yeah.

However, Workday may wait to acquire Beamery at a lower price, as Beamery has faced layoffs and client My sources say Beamery is doing their damnedest to get acquired by Workday. That's the rumor. I believe Workday does have money in there, but it's still... It's going to gonna be... If Workday could buy it on the cheap, the TJ Clearance sale rack and save face... they segment into all the clients that are Beamery into Workday.

Joel Cheesman (22:08.587) Phenom seems to be like a poor man's workday in terms of strategy. They're like, okay, we gotta be like workday, but we don't have workday dollars. Well, we talked about this last week with Workday, right? Workday downgraded today as we record this. So Phenom is sort of a mini workday and I think they're under mince pressure.

Joel: And Workday. We talked about Workday as it relates to Klarna, even Workday is starting to really lean into ecosystem say generally speaking for our most of best of breed ATS, it's the sweet pressure that comes from the Workdays Think about brands in software and tech and otherwise, Workday is grabbing significant market share,

come off as they dissect a bold claim from Andreessen Horowitz labeling legacy HR software giants like Workday Joel Cheesman (00:47.223) Hey Mo on this episode of HR's Most Dangerous Podcast, AI's Image Problem, Workday's So like, don't get too excited about that stock. the workday article was interesting. It's like you have this SaaS cartel, they call it the Workday cartel or we'll call it that, where you They hate Workday, just like they hate their ATS. Maureen Clough (22:08.43) So legit, yeah.

of the more popular stories in the news now is Klarna talking about being able to dump Salesforce, Workday And everybody's talked about ecosystem, it's like, oh, we're in the Workday ecosystem. So? Workday doesn't even know who you are, it doesn't mean a thing. Billy Idol has a better connection with Workday than you do. Quincy Valencia: Exactly.

Chad (23:55.619) You Chad (24:01.315) I think we've seen acquisitions with Workday. Chad (24:27.095) The ATS, they were like, no, no, we we've bought a HCM, it's called Workday. Workday bought success factors jobs to web years ago, that is tech dead is pretty much died. And I think that Workday has been very smart about that. But they're taking a page from history. Joel Cheesman (35:31.564) Are you keeping on the Mobley versus Workday court case?

after workdays acquisition of higher score back in February of this year. So not to my surprise because Workday needs Athena more than Athena needs Workday to be quite frank. Workday doesn't have much in AI and trust, right? So congrats to Athena and also to Workday because they obviously see that they have a winner there. So Athena Carp gets appointed to GM of Hired Score over at Workday.

welcome Noelle London , founder and CEO of Illoominus , a people analytics platform so cutting-edge even Workday Noelle (06:42.478) We recently were excited that Workday named their AI tool Illuminate. Noelle (19:28.494) Sometimes what we see is something like a workday prism that's gonna be within, that And the reality is most organizations, we have workday customers, most of those organizations may need And so what we're doing is saying, if you use workday, great.

Berkowitz also mentions companies like Vizier and Workday, discussing their impact and contributions We, just ourselves, Indeed, Workday, just issued a joint statement about data rights and personal protections And we announced a big partnership with Workday a couple of weeks ago, So I think Workday does great

Workday starting to like branch out a little bit more. Chad: Heard of them. Chad: Nice little tie into a Workday there. That was nice. Chad: Well the Workdays, the bigger core platforms, have to be forced into that before anybody else can Remember when Workday Studio was like it. [laughter] Chad: Yeah. Do I think that acquisitions like HiredScore by Workday or a domino that's gonna fall like tip the market

Chad (16:49.838) So I mean, continuing to boost down funnel portfolio, global footprint, most of all, Workday If you can become Workday's exclusive EOR partner, Workday's 2024 annual revenue was over $7.5 billion The workday was part of the part of the press release. They'd never done that. Workdays, Workdays market work Workdays market cap is 68 billion deals is 12 billion.

You're going to have your big enterprises that have Workday, and they're going to use Workday as their the process of choosing a new enterprise ERP, new HCM, they may not want to invest in something like Workday

I'm gonna give a shout out to our friends at Workday. Most people have seen Workday's new ad, which premiered during the Super Bowl, but critics have been five, and Ad Age ranked the ad at number six, with one expert saying, "I started with no idea what Workday In the end, it was fun enough for me to search what is Workday?" Little victories. But for the most part, shout out to Workday for their advertisement.

Chad Sowash (08:49.122) this sounds, I mean, much more layered than the Mobley versus Workday case, where Well, it's interesting that you say that and it's a great question, Joel, because on the mobile versus workday side of the house, they had asked for client lists of workday clients that were actually using aspects

SuccessFactors, Taleo Enterprise, we're rolling out Workday within the next couple of weeks, plugged So a company, let's say for example with the implementation that we're building for Workday, a company Craig: How long is it taking you to work on this Workday API integration. Alex: 400 years. For Workday, the end integration is actually effectively an app that gets installed into the Workday and gets configured and we have a kickoff call and it takes a few days to get it up and running on Workday

Movo is a platform where your entire workforce has everything about their workday all day long every And we end up being the workdays in 10 years or whatever. We literally want to take on the SAPs and the Workdays of the world and replace them with newer technology against from the upside, the paradoxed, the fountains, but then also the big boys, the UKGs, the ADPs, Workday

Our ZipRecruiter and Breakroom, Workday and HiredScore. '23, we started seeing this with Lever going Joel: More than HiredScore and Workday? Chad: Yeah. But they definitely needed Athena because she, first and foremost, Workday was having, they're having They're really close to Workday and some other big companies, like they're sort of priming themselves

Chad 3: Yeah, I see this much like Workday's acquisition of HiredScore. Workday hadn't a fucking clue about AI in training large language models, which means they didn't know Joel: This is a much better chance of succeeding than Workday sucking up a company like HiredScore. I give this a lot better, chances of success because you don't have a Workday bureaucracy to deal with Multiverse is still a fairly flexible, small, company in relation to Workday.

ICIMS was not named, but since we've seen a clash accident case against Workday, Mobley versus Workday Personally, in the SiriusXM and Workday cases, I don't believe AI... Give me a second here. Weird. The workday case is really big because that's just workday.

They're taking data from your existing systems and that can be anything from Workday to Slack. You know, the simple, we invested in a company called WorkPay that's doing HR payroll in sub Saharan Jason Corsello (30:25.359) Workday, right? And we all know that trials and tribulations of customers that have implemented Workday recruiting. $3 million seed round, you need to go raise 20 million bucks out of the gate, like what kind of what Workday

I would say so I am a workday user. So I would suggest everybody else that's out there, whether it's workday or it's no matter what system And Workday has some really great resources with community and you know, all of, there's such a big network

Uh, we had Workday, we had SAP, we had Oracle. Uh, we are a very international company. Uh, Workday, very North America-centric brand, obviously becoming much more international. And then you get, uh, the Workday case, Mobley Workday. Like, and those vendors are starting to have this conversation with the likes of SAP or the likes of Workday