WEBVTT 00:00:06.059 --> 00:00:09.400 Welcome to Did You Know, the ESCO HVAC podcast, 00:00:09.880 --> 00:00:12.160 the show where we explore the cool, the hot, 00:00:12.160 --> 00:00:15.500 and the everything in between of the HVACR industry. 00:00:15.900 --> 00:00:19.179 Each week, we dig into the innovations, the insights, 00:00:19.260 --> 00:00:22.059 and the inspiring stories that power our trade, 00:00:22.219 --> 00:00:24.719 from the classroom to the job site and beyond. 00:00:24.940 --> 00:00:27.039 This episode is brought to you by this week's 00:00:27.039 --> 00:00:29.699 amazing sponsors. Daikin Comfort Technology, 00:00:30.140 --> 00:00:34.259 perfecting the air since 1924. ServiceLogic, 00:00:34.320 --> 00:00:38.840 people first. Always. Hudson Technologies. One 00:00:38.840 --> 00:00:43.259 pound reclaimed is one pound not made. iConnect 00:00:43.259 --> 00:00:47.240 Training. Supporting HVAC and refrigeration instructors. 00:00:47.759 --> 00:00:50.759 As well as the United Association of Journeymen 00:00:50.759 --> 00:00:52.880 and Apprentices of the Plumbing and Pipefitting 00:00:52.880 --> 00:00:55.539 Industry of the United States and Canada. Built 00:00:55.539 --> 00:00:59.179 on excellence since 1889. Whether you're just 00:00:59.179 --> 00:01:01.159 getting started or you've been turning wrenches 00:01:01.159 --> 00:01:03.920 for decades like myself, there's always something 00:01:03.920 --> 00:01:07.090 new for us to learn. I'm Clifton Beck, and this 00:01:07.090 --> 00:01:11.909 is Did You Know? The ESCO HVAC Podcast. Let's 00:01:11.909 --> 00:01:14.790 dive in. All right, everyone. Thank you so much 00:01:14.790 --> 00:01:18.430 for joining us on Did You Know? The ESCO HVAC 00:01:18.430 --> 00:01:21.230 Show. So today we're spending some time with 00:01:21.230 --> 00:01:25.409 Daniel Walsh, CEO of Veriskills. How's it going? 00:01:26.049 --> 00:01:28.650 Good. Thanks for having me. I'm super excited 00:01:28.650 --> 00:01:30.480 to dive in with you. Yeah, this is going to be 00:01:30.480 --> 00:01:33.359 a fun conversation. We've had a lot of conversations 00:01:33.359 --> 00:01:36.379 in the industry on how artificial intelligence 00:01:36.379 --> 00:01:40.599 and algorithms and machine learning is changing 00:01:40.599 --> 00:01:45.519 skills and different jobs throughout the entire 00:01:45.519 --> 00:01:49.400 world. But the trades and particularly like blue 00:01:49.400 --> 00:01:52.599 collar jobs are really going through an interesting 00:01:52.599 --> 00:01:57.299 evolution. And you're at the forefront of understanding 00:01:57.299 --> 00:02:01.799 how technology can aid this transition. So we're 00:02:01.799 --> 00:02:04.620 going to call this one how technology can empower 00:02:04.620 --> 00:02:07.640 rather than replace blue collar professionals. 00:02:08.259 --> 00:02:12.439 Sound fair? Yeah, sounds very accurate. Well, 00:02:12.439 --> 00:02:15.879 let's talk about like, how did you get to here? 00:02:16.120 --> 00:02:18.680 Like, what was the problems that you've seen? 00:02:19.020 --> 00:02:21.699 So we can talk about the solutions that you're 00:02:21.699 --> 00:02:25.020 providing? Yeah, absolutely. Well, yeah, thank 00:02:25.020 --> 00:02:27.479 you for having me again. This is, this is great. 00:02:27.599 --> 00:02:32.180 And, you know, the journey for me started really, 00:02:32.439 --> 00:02:36.280 you know, really a long, long time ago when I 00:02:36.280 --> 00:02:41.439 was growing up. So my, my dad has been in in 00:02:41.439 --> 00:02:44.219 the blue collar services world his entire life. 00:02:44.360 --> 00:02:47.780 So he's been a plumber for 48 years. Awesome. 00:02:47.939 --> 00:02:58.039 And he always would experience a number of difficulties 00:02:58.039 --> 00:03:01.719 inside of running that company. And probably 00:03:01.719 --> 00:03:05.360 number one was just finding reliable kind of 00:03:05.360 --> 00:03:10.050 quality workers. that he could actually afford 00:03:10.050 --> 00:03:14.370 to take the time to find. So, you know, a lot 00:03:14.370 --> 00:03:18.490 of owners are working in their company as well 00:03:18.490 --> 00:03:21.409 as running the whole company. So they're oftentimes 00:03:21.409 --> 00:03:23.990 out in the field, they're going to job sites, 00:03:24.169 --> 00:03:27.349 and then they're having to go back and they're 00:03:27.349 --> 00:03:30.250 having to look at, you know, a list of potential 00:03:30.250 --> 00:03:35.650 candidates from one of these platforms. And they 00:03:35.650 --> 00:03:39.240 usually don't have... the help of a recruitment 00:03:39.240 --> 00:03:42.819 agency or a staffing agency that is finding them 00:03:42.819 --> 00:03:47.039 these roles because largely the staffing world 00:03:47.039 --> 00:03:51.479 has abandoned um the blue collar kind of smb 00:03:51.479 --> 00:03:54.740 you know side of america because they're not 00:03:54.740 --> 00:03:57.680 honda that can hire a thousand people and one 00:03:57.680 --> 00:04:02.000 fell swoop exactly and so you know that for me 00:04:02.000 --> 00:04:04.300 i just grew up seeing all these difficulties 00:04:05.280 --> 00:04:09.560 that my dad had running his company and you know 00:04:09.560 --> 00:04:14.159 you know i grew up around that and you know i 00:04:14.159 --> 00:04:19.139 got into tech um thinking like hey i i i saw 00:04:19.139 --> 00:04:21.319 those difficulties i'm getting i want to do something 00:04:21.319 --> 00:04:23.759 else yeah i want to do something else this is 00:04:23.759 --> 00:04:27.180 going to be you know my uh my way out you know 00:04:27.180 --> 00:04:32.120 more or less um and i got into tech and my last 00:04:32.120 --> 00:04:38.240 company that that I built was a school that trained 00:04:38.240 --> 00:04:42.439 software engineers. So it trained them and then 00:04:42.439 --> 00:04:45.540 we would place them into jobs all over the world. 00:04:45.839 --> 00:04:49.100 And there's kind of this promise that's been 00:04:49.100 --> 00:04:52.519 sold, you know, to every new generation over 00:04:52.519 --> 00:04:56.519 the last 25 years that, hey, if you learn to 00:04:56.519 --> 00:05:00.189 code. You can get a job just about anywhere and 00:05:00.189 --> 00:05:04.430 you are on a quick path to making, you know, 00:05:04.430 --> 00:05:08.629 six figures plus in a short amount of time. And 00:05:08.629 --> 00:05:15.410 the reality of what I saw was there was 20 ,000 00:05:15.410 --> 00:05:18.670 candidates that applied to our program over COVID. 00:05:18.889 --> 00:05:23.149 Only about 600 of those folks were able to even 00:05:23.149 --> 00:05:27.629 come through the program, which, you know, For 00:05:27.629 --> 00:05:31.889 us, it was our best year we ever had. But for 00:05:31.889 --> 00:05:36.269 the 19 ,400 people that weren't able to get in, 00:05:36.470 --> 00:05:42.009 it was because they needed an opportunity that 00:05:42.009 --> 00:05:43.990 could meet them where they were. They needed 00:05:43.990 --> 00:05:48.910 an opportunity that could pay them at the skill 00:05:48.910 --> 00:05:51.670 level they were, and they could grow from there. 00:05:52.050 --> 00:05:54.470 And they couldn't afford to take off three months 00:05:54.470 --> 00:05:57.160 of their life to go through and learn. you know 00:05:57.160 --> 00:06:01.100 yeah it's up skill and so that was kind of that 00:06:01.100 --> 00:06:03.779 was the big one of the first big eye openers 00:06:03.779 --> 00:06:07.620 for me that really made me think through okay 00:06:07.620 --> 00:06:09.819 where are the opportunities that somebody can 00:06:09.819 --> 00:06:13.399 go in they can start building a career for themselves 00:06:13.399 --> 00:06:17.740 and you know when we started looking at that 00:06:17.740 --> 00:06:23.040 it was hard to resist the metrics around blue 00:06:23.040 --> 00:06:27.220 collar you know this is I didn't want to admit 00:06:27.220 --> 00:06:31.199 it, but this is an industry, you know, that has 00:06:31.199 --> 00:06:35.740 been having 10 ,000 baby boomers a day retire 00:06:35.740 --> 00:06:42.680 out of for a decade. And the industry needs millions 00:06:42.680 --> 00:06:46.420 of new workers to come in to fill these roles. 00:06:46.579 --> 00:06:49.660 And at the same time, the crazy thing when we 00:06:49.660 --> 00:06:52.829 were looking at all of like the career. that 00:06:52.829 --> 00:06:55.149 people can build the life the really the true 00:06:55.149 --> 00:06:57.149 american dream they can achieve through blue 00:06:57.149 --> 00:07:01.610 collar at the same time the ai boom was happening 00:07:01.610 --> 00:07:05.509 and really wiping out entry -level positions 00:07:05.509 --> 00:07:09.670 in many and most of the the roles that exist 00:07:09.670 --> 00:07:13.829 today and so for us it's like wait a minute yeah 00:07:13.829 --> 00:07:18.810 you know the insurance policy that was you know 00:07:18.810 --> 00:07:23.199 the computer science degree is gone now and now 00:07:23.199 --> 00:07:27.079 we've trained an entire generation of young people 00:07:27.079 --> 00:07:32.259 to say hey this is this is your future and now 00:07:32.259 --> 00:07:35.240 it's actually not your future and and now what 00:07:35.240 --> 00:07:40.379 do we do so for me you know it it couldn't become 00:07:40.379 --> 00:07:45.339 more clear that hey there is a There's a fusion 00:07:45.339 --> 00:07:49.160 right now of technology and real -world skills 00:07:49.160 --> 00:07:54.060 that is happening. You bet. It looks very different 00:07:54.060 --> 00:07:58.860 than the blue collar of yesteryear. You're working 00:07:58.860 --> 00:08:01.540 with technology to do just about everything of 00:08:01.540 --> 00:08:05.459 what you're doing on a daily basis. These jobs 00:08:05.459 --> 00:08:08.680 aren't going away. I'm sorry. AI is coming for 00:08:08.680 --> 00:08:11.769 many jobs immediately. but it's not your plumbers, 00:08:11.810 --> 00:08:16.949 electricians, HVAC techs. This is an area that 00:08:16.949 --> 00:08:21.430 you can build real security in. And I mean, the 00:08:21.430 --> 00:08:27.110 numbers are nuts. You're talking about plumbers 00:08:27.110 --> 00:08:30.870 that are making well past six figures on a yearly 00:08:30.870 --> 00:08:34.289 basis, HVAC technicians, but we don't have enough 00:08:34.289 --> 00:08:37.950 of them. But we do have many people that just 00:08:37.950 --> 00:08:41.820 lost their... future of, oh, I'm going to get 00:08:41.820 --> 00:08:44.759 a good job at tech. So I think, you know, that's 00:08:44.759 --> 00:08:48.639 where I get excited. I think like, you know, 00:08:48.639 --> 00:08:53.210 every news article I see is, you know, Half the 00:08:53.210 --> 00:08:56.830 jobs in the U .S. are going to be axed and kind 00:08:56.830 --> 00:09:00.269 of this doom kind of mentality, you know. But 00:09:00.269 --> 00:09:03.590 I'm trying to be the preacher from every, you 00:09:03.590 --> 00:09:06.350 know, mountaintop that's saying, hey, no, no, 00:09:06.409 --> 00:09:11.289 no. We have the opportunity that we've never 00:09:11.289 --> 00:09:15.669 had because of AI's ability to bring so many 00:09:15.669 --> 00:09:19.289 people into the workforce and, you know, find 00:09:19.289 --> 00:09:23.450 people that. didn't know they were qualified 00:09:23.450 --> 00:09:27.769 for so many jobs, to start them in a track that 00:09:27.769 --> 00:09:33.789 they didn't have. This is the $1 trillion missing 00:09:33.789 --> 00:09:39.610 labor market that needs to be moved in in the 00:09:39.610 --> 00:09:43.279 next few years. We've been having a lot of conversations 00:09:43.279 --> 00:09:46.840 around that, trying to figure out how do we fill 00:09:46.840 --> 00:09:50.659 this void of labor. Before the show, I was mentioning 00:09:50.659 --> 00:09:53.659 that I'd recorded a podcast with the Department 00:09:53.659 --> 00:09:56.580 of Labor, the Bureau of Labor Statistics. And 00:09:56.580 --> 00:09:59.019 we were talking about growth in the trades in 00:09:59.019 --> 00:10:02.500 general. And if we look at all trade or all jobs 00:10:02.500 --> 00:10:06.879 across the US in 2024, the growth rate was less 00:10:06.879 --> 00:10:11.679 than 3 % for all jobs, like 2 .6, 2 .7%. But 00:10:11.679 --> 00:10:16.440 HVAC service was over 10. over three times the 00:10:16.440 --> 00:10:19.259 national average in growth of jobs just in that 00:10:19.259 --> 00:10:22.759 2024. And the predicament that we continue to 00:10:22.759 --> 00:10:25.559 have conversations on, okay, we know that we 00:10:25.559 --> 00:10:29.080 have. This need for technician. We have this 00:10:29.080 --> 00:10:31.539 significant void, exactly what you're talking 00:10:31.539 --> 00:10:34.220 about. All of our boomers are retiring. We took 00:10:34.220 --> 00:10:37.139 trades out of the schools. So the millennials, 00:10:37.220 --> 00:10:40.220 unfortunately, didn't get exposed to the trades 00:10:40.220 --> 00:10:42.220 when they were in high school. They were told 00:10:42.220 --> 00:10:44.299 that it's not the career path. They need to do 00:10:44.299 --> 00:10:47.679 things like I .T. That's right. So we have all 00:10:47.679 --> 00:10:50.100 of this job loss in the I .T. market that we 00:10:50.100 --> 00:10:54.889 have. this need for technicians in the skilled 00:10:54.889 --> 00:10:59.669 trades. We have so many new digital tools and 00:10:59.669 --> 00:11:02.070 technologies. You could take someone from the 00:11:02.070 --> 00:11:05.850 IT field and bring them in just doing construction 00:11:05.850 --> 00:11:10.669 of platforms for software. If they're mechanical, 00:11:10.950 --> 00:11:13.190 they could be doing the commissioning and the 00:11:13.190 --> 00:11:15.389 diagnostics because all of our new generations 00:11:15.389 --> 00:11:18.690 of inverters are communicating systems. We're 00:11:18.690 --> 00:11:22.070 using digital tools that are fully integrated 00:11:22.070 --> 00:11:24.690 and many times don't even connect to a piece 00:11:24.690 --> 00:11:27.750 of equipment. We're doing remote diagnostics 00:11:27.750 --> 00:11:31.470 and logics. And I was recently doing a project 00:11:31.470 --> 00:11:36.169 panel with a tool manufacturer on their integration 00:11:36.169 --> 00:11:40.399 of... Artificial intelligence engines that are 00:11:40.399 --> 00:11:43.879 going to be doing live data streaming from your 00:11:43.879 --> 00:11:47.320 tools on the job. Basically, you're collecting 00:11:47.320 --> 00:11:51.539 data from the equipment. That data is now being 00:11:51.539 --> 00:11:55.460 ran through learning engines and spitting back 00:11:55.460 --> 00:11:59.080 some diagnostic scenarios. That's right. The 00:11:59.080 --> 00:12:02.259 backbone of our industry is going to be supported 00:12:02.259 --> 00:12:06.879 by IT. That's right. That's right. how do we 00:12:06.879 --> 00:12:08.620 attract them that that's where we're struggling 00:12:08.620 --> 00:12:15.139 right now yeah yeah i you know i think it's it's 00:12:15.139 --> 00:12:20.100 kind of it's i think it's us all really changing 00:12:20.100 --> 00:12:23.000 our tune and you're already seeing many people 00:12:23.000 --> 00:12:28.200 do this but um you know many governments are 00:12:28.200 --> 00:12:32.029 starting to realize that They have to do this 00:12:32.029 --> 00:12:34.409 because this is where the job creation is going 00:12:34.409 --> 00:12:38.570 to happen over the next decade by leaps and bounds. 00:12:38.669 --> 00:12:42.769 To your point on the HVAC, job growth being three 00:12:42.769 --> 00:12:47.090 times the national average. And so, you know, 00:12:47.129 --> 00:12:51.929 I think, you know, it was kind of almost marketed, 00:12:52.070 --> 00:12:55.889 you know, from the standpoint of like, oh, if 00:12:55.889 --> 00:12:59.850 you're not able to go to college. Yeah. You can 00:12:59.850 --> 00:13:02.470 you can get into the trades like there's always 00:13:02.470 --> 00:13:06.590 the secondary path. It's a secondary, you know, 00:13:06.590 --> 00:13:10.490 and and now I think the thing we all have to 00:13:10.490 --> 00:13:14.450 do as a society is realize, no, no, this actually 00:13:14.450 --> 00:13:18.129 is the path right now for our younger generations. 00:13:18.210 --> 00:13:22.110 This is and it's not like, oh, this is the path 00:13:22.110 --> 00:13:25.210 because there's no other path. I literally heard 00:13:25.210 --> 00:13:29.149 just the other day. There was an electrician 00:13:29.149 --> 00:13:35.210 that was working in conjunction with these data 00:13:35.210 --> 00:13:40.570 centers that were going up. He's making $700 00:13:40.570 --> 00:13:47.110 ,000 a year as an electrician. I mean, that's 00:13:47.110 --> 00:13:50.149 above any Silicon Valley software engineer salary 00:13:50.149 --> 00:13:56.529 at any top firm. this is an exciting future to 00:13:56.529 --> 00:13:59.169 be a part of. This is an exciting career. And 00:13:59.169 --> 00:14:01.710 I think that's the narrative we all need to start 00:14:01.710 --> 00:14:04.789 understanding and getting out there is like, 00:14:04.870 --> 00:14:10.289 hey, no, this is a path that is a part of building 00:14:10.289 --> 00:14:12.409 the future. Like every single one of these data 00:14:12.409 --> 00:14:16.330 centers that goes up are literally the equivalent 00:14:16.330 --> 00:14:22.210 of putting up a city. The level of resources 00:14:22.210 --> 00:14:25.330 needed. the level of workers there's tens of 00:14:25.330 --> 00:14:28.730 thousands of workers and the number one role 00:14:28.730 --> 00:14:33.549 they need you know to to fill are not your software 00:14:33.549 --> 00:14:35.649 engineers when you're putting up data centers 00:14:35.649 --> 00:14:38.909 the number one role is they need construction 00:14:38.909 --> 00:14:41.509 workers they need hvac technicians that cool 00:14:41.509 --> 00:14:46.350 these things they need plumbers they need those 00:14:46.350 --> 00:14:49.529 roles filled and so i think like that's that's 00:14:49.529 --> 00:14:53.009 why i try to get this message out like hey I 00:14:53.009 --> 00:14:56.889 know it is a scary time for the world with what's 00:14:56.889 --> 00:15:00.110 happening with AI and there's so much that's 00:15:00.110 --> 00:15:05.389 shifting so fast. But one of the most positive 00:15:05.389 --> 00:15:10.350 things I'm seeing is this AI can help you do 00:15:10.350 --> 00:15:13.149 your job so much better than you ever were before. 00:15:14.629 --> 00:15:18.149 And who's going to best understand how to do 00:15:18.149 --> 00:15:20.690 that? It is the younger generations. I agree. 00:15:20.889 --> 00:15:23.769 It is the folks that... were raised with technology 00:15:23.769 --> 00:15:28.629 and um at the same time it can also get you into 00:15:28.629 --> 00:15:31.970 these jobs and discover you so much faster than 00:15:31.970 --> 00:15:35.070 a human recruiter could by just looking at a 00:15:35.070 --> 00:15:38.769 stack of resumes um that's that's what gets me 00:15:38.769 --> 00:15:41.690 excited when i think about i have two boys when 00:15:41.690 --> 00:15:45.710 i think you know uh jen alpha i think somebody 00:15:45.710 --> 00:15:49.529 told me the other day turns 14 this year you 00:15:49.529 --> 00:15:53.080 know and Almost ready for the workforce. They're 00:15:53.080 --> 00:15:58.500 almost ready for the workforce. And what is the 00:15:58.500 --> 00:16:01.360 future we're telling them? And I think a lot 00:16:01.360 --> 00:16:04.679 of people are confused, but in my mind, we have 00:16:04.679 --> 00:16:07.779 to rapidly change what we're looking at right 00:16:07.779 --> 00:16:10.340 now and what we're telling younger generations 00:16:10.340 --> 00:16:13.779 because there's a need and a demand that the 00:16:13.779 --> 00:16:18.279 world has, but we need to start shifting our 00:16:18.279 --> 00:16:21.440 mindset to, hey, this is where... the ball is 00:16:21.440 --> 00:16:23.440 this is where it's going to probably be for a 00:16:23.440 --> 00:16:27.120 long time and and it's also going to be the most 00:16:27.120 --> 00:16:31.720 stability in a future and and the thing that 00:16:31.720 --> 00:16:34.460 can actually give you that american dream um 00:16:34.460 --> 00:16:37.700 and you know with what we're doing the cool thing 00:16:37.700 --> 00:16:42.840 about it is typically to get discovered to kind 00:16:42.840 --> 00:16:45.779 of go into the trades you know you would need 00:16:45.779 --> 00:16:48.960 experience and you would need to be on kind of 00:16:48.960 --> 00:16:51.700 just one of these platforms but what most people 00:16:51.700 --> 00:16:54.299 don't realize is many of these roles you can 00:16:54.299 --> 00:16:58.500 start entry level and then work your way up absolutely 00:16:58.500 --> 00:17:04.599 and like for us what we're able to do are you 00:17:04.599 --> 00:17:07.839 know you know to give you a little context we've 00:17:07.839 --> 00:17:13.160 built the world's best blue collar ai recruiter 00:17:13.160 --> 00:17:17.380 and you know it's able to interview thousands 00:17:17.380 --> 00:17:21.200 of candidates simultaneously talk in any language 00:17:21.200 --> 00:17:26.180 that they talk in um it it can spend you know 00:17:26.180 --> 00:17:29.720 hours with each candidate versus the typical 00:17:29.720 --> 00:17:32.299 recruiter might spend five to ten minutes kind 00:17:32.299 --> 00:17:37.720 of right on a phone call um this is what we need 00:17:37.720 --> 00:17:41.970 to really bring in people quickly to these roles 00:17:41.970 --> 00:17:48.869 um and the demand right now i mean in the hvac 00:17:48.869 --> 00:17:51.470 world the blue collar world they're hurting right 00:17:51.470 --> 00:17:54.349 now they need people and so i think it's like 00:17:54.349 --> 00:17:56.789 in my opinion this is a blessing that we have 00:17:56.789 --> 00:18:00.069 this technology at this time that can actually 00:18:00.069 --> 00:18:02.609 now bring the people into the workforce and can 00:18:02.609 --> 00:18:06.109 actually match them and then invest in their 00:18:06.109 --> 00:18:10.400 future And we're doing that in our platform by, 00:18:10.500 --> 00:18:13.400 if you start as a general laborer, we have 900 00:18:13.400 --> 00:18:16.059 upskilling courses for you to start to learn 00:18:16.059 --> 00:18:21.059 everything you need to do to climb that ladder, 00:18:21.180 --> 00:18:24.779 to become a master or a journeyman, to become 00:18:24.779 --> 00:18:29.519 these different higher roles within a few years' 00:18:29.640 --> 00:18:34.559 time. Wow. And so you're really looking at the... 00:18:35.230 --> 00:18:37.670 the person, you're looking at the candidate and 00:18:37.670 --> 00:18:41.890 not just looking at what is the job they're searching 00:18:41.890 --> 00:18:47.230 for now. What are their future opportunities? 00:18:48.069 --> 00:18:51.029 That's right. What direction are they likely 00:18:51.029 --> 00:18:53.609 to go and how can we help prepare them? How can 00:18:53.609 --> 00:18:56.529 we build the resume as they're going to get them 00:18:56.529 --> 00:18:59.890 to a place that we believe that they could achieve? 00:19:00.670 --> 00:19:05.079 That's right. And yeah, and it's like, you know, 00:19:05.079 --> 00:19:09.240 for us, it's like it's starting with a job with 00:19:09.240 --> 00:19:11.920 that. So we're starting with an opportunity. 00:19:12.099 --> 00:19:19.140 Like our AI is able to match them based on millions 00:19:19.140 --> 00:19:22.599 of parameters versus, you know, maybe a good 00:19:22.599 --> 00:19:25.779 recruiter might be able to look at a few hundred. 00:19:26.559 --> 00:19:28.680 We're able to match them based off of millions 00:19:28.680 --> 00:19:33.119 of parameters. bringing them into an opportunity 00:19:33.119 --> 00:19:36.779 they can start in today um we can do this in 00:19:36.779 --> 00:19:41.859 hours instead of weeks and months um and then 00:19:41.859 --> 00:19:45.700 it's saying okay we have you in this hvac company 00:19:45.700 --> 00:19:52.039 you're doing well now what's your what's your 00:19:52.039 --> 00:19:55.240 future path with this hvac company how can you 00:19:55.240 --> 00:19:59.980 starting on day one go from an entry -level technician 00:19:59.980 --> 00:20:04.660 or an entry -level general laborer to where you 00:20:04.660 --> 00:20:09.440 are a top technician in the field. Your learning 00:20:09.440 --> 00:20:16.099 is really matching the speed of our time. How 00:20:16.099 --> 00:20:21.380 are you utilizing technology to do that? It's 00:20:21.380 --> 00:20:24.099 starting with where they are today and then being 00:20:24.099 --> 00:20:26.440 able to guide them and help them and work with 00:20:26.440 --> 00:20:32.819 them. For us, our whole thing is we use AI to 00:20:32.819 --> 00:20:35.920 do everything that an army of recruiters and 00:20:35.920 --> 00:20:39.619 an army of HR people can't actually do, which 00:20:39.619 --> 00:20:44.140 is to serve the companies that are fueling the 00:20:44.140 --> 00:20:47.759 American economy, the HVAC companies, the plumbing 00:20:47.759 --> 00:20:52.619 companies, the construction companies. These 00:20:52.619 --> 00:20:57.390 companies are not being served today by... large 00:20:57.390 --> 00:21:02.549 recruitment agencies. And I think it's like the 00:21:02.549 --> 00:21:05.029 brightest future for young people to get into. 00:21:05.750 --> 00:21:08.549 And so that's our goal is that we need to bring 00:21:08.549 --> 00:21:11.769 more people in. We need to place them fast because 00:21:11.769 --> 00:21:16.630 our patience for a slow process in our day and 00:21:16.630 --> 00:21:19.029 age, unfortunately, just isn't there. So we have 00:21:19.029 --> 00:21:23.630 to match demand and opportunity quickly. We're 00:21:23.630 --> 00:21:27.289 able to bring in you know people that are reliable 00:21:27.289 --> 00:21:30.170 people that are hungry for opportunity because 00:21:30.170 --> 00:21:33.329 we're able to look at you know literally thousands 00:21:33.329 --> 00:21:37.009 of more factors in deciding if a candidate is 00:21:37.009 --> 00:21:41.029 going to you know not even show up or stay for 00:21:41.029 --> 00:21:44.789 three years right and then we invest in that 00:21:44.789 --> 00:21:48.049 person and we build them up That is such a different 00:21:48.049 --> 00:21:51.829 dynamic. And I think it is very fitting, particularly 00:21:51.829 --> 00:21:56.769 for Gen Z and Gen Alpha. When we look at the 00:21:56.769 --> 00:21:59.970 characteristics of these different generations, 00:22:00.269 --> 00:22:02.609 like we looked at millennials. Millennials are 00:22:02.609 --> 00:22:07.130 very much about looking at a stable job, a place 00:22:07.130 --> 00:22:11.630 where they can balance work life and home. But 00:22:11.630 --> 00:22:15.289 then when we look at. Gen X and particularly 00:22:15.289 --> 00:22:17.990 into Alpha, we're actually making a generational 00:22:17.990 --> 00:22:24.230 shift. The Gen Alpha looks a whole lot more similar 00:22:24.230 --> 00:22:30.150 to our boomers and our pre -boomers because of 00:22:30.150 --> 00:22:33.130 the work ethics, right? They're looking for what 00:22:33.130 --> 00:22:35.690 they can do to contribute. They're looking for 00:22:35.690 --> 00:22:39.170 how do I build my resume? How can I grow? And 00:22:39.170 --> 00:22:42.019 I think we got away from that. as a society at 00:22:42.019 --> 00:22:44.000 least here in the united states other parts of 00:22:44.000 --> 00:22:47.640 the world they they build their society based 00:22:47.640 --> 00:22:52.079 on that that growth plan so that people don't 00:22:52.079 --> 00:22:54.519 become stagnant that they're looking at their 00:22:54.519 --> 00:22:56.819 future and they're having an understanding of 00:22:56.819 --> 00:22:59.740 what they can do to continually better themselves 00:22:59.740 --> 00:23:05.380 and to find jobs that they enjoy and it almost 00:23:05.380 --> 00:23:08.410 seems like this should be part of our society, 00:23:08.609 --> 00:23:11.990 but we've kind of left it to the wayside. Yeah. 00:23:12.869 --> 00:23:18.849 Yeah. It's fascinating. You know, it's, you know, 00:23:18.869 --> 00:23:24.470 the younger generation is ready, ready to be 00:23:24.470 --> 00:23:27.369 invested in. They're ready. They are. They're 00:23:27.369 --> 00:23:30.990 ready to have the opportunity. And, you know, 00:23:31.009 --> 00:23:33.430 I think the interesting thing is in an abundance 00:23:33.430 --> 00:23:36.950 of technology as well. in a world where you know 00:23:36.950 --> 00:23:40.849 there's screens on every everything and anything 00:23:40.849 --> 00:23:45.630 younger people are are from what i've seen gen 00:23:45.630 --> 00:23:50.630 alpha and gen z um they're more wanting to be 00:23:50.630 --> 00:23:53.769 connected to reality right that's it's bringing 00:23:53.769 --> 00:23:57.920 them happiness more then the devices they interact 00:23:57.920 --> 00:24:01.339 with is shocking right like any any one of us 00:24:01.339 --> 00:24:03.619 that have been around for a second will understand 00:24:03.619 --> 00:24:06.720 like of course that's the way it is right but 00:24:06.720 --> 00:24:10.380 um you know this they're more wanting to be connected 00:24:10.380 --> 00:24:12.680 to the physical world as the digital world is 00:24:12.680 --> 00:24:16.920 taking more and more prevalence and um and so 00:24:16.920 --> 00:24:25.029 you know i i i'm grateful that ai has allowed 00:24:25.029 --> 00:24:30.950 us to move faster to solve this problem. Because 00:24:30.950 --> 00:24:36.069 if we didn't have AI coming in the way that it 00:24:36.069 --> 00:24:38.269 is right now, I don't know if we would actually 00:24:38.269 --> 00:24:44.740 have the ability to course correct here. to be 00:24:44.740 --> 00:24:47.160 able to pull in young people, to be able to train 00:24:47.160 --> 00:24:49.720 them, to be able to place them as fast as is 00:24:49.720 --> 00:24:52.559 needed with the current demand. I mean, there's 00:24:52.559 --> 00:24:55.220 literally trillions of dollars worth of infrastructure 00:24:55.220 --> 00:24:59.920 projects for large data centers popping up all 00:24:59.920 --> 00:25:05.200 over the United States. We don't have the time 00:25:05.200 --> 00:25:09.150 for a two -year... project to to really institute 00:25:09.150 --> 00:25:13.369 something we barely have time you know for two 00:25:13.369 --> 00:25:16.549 months to go by before another drop in technology 00:25:16.549 --> 00:25:19.769 happens and oh we need this much more bandwidth 00:25:19.769 --> 00:25:24.190 or capacity and and so i'm grateful for the technology 00:25:24.190 --> 00:25:27.970 that ai has allowed us to do it and that's at 00:25:27.970 --> 00:25:30.009 vero skills that's what we're doing we're saying 00:25:30.009 --> 00:25:35.190 hey we're not buying into this kind of doomsday 00:25:35.190 --> 00:25:38.089 mentality that the future is going to be darker 00:25:38.089 --> 00:25:41.670 than it was. This is a technology that has the 00:25:41.670 --> 00:25:46.809 ability to connect us better to the things that 00:25:46.809 --> 00:25:49.809 make us happier, to bring people into the workforce, 00:25:50.009 --> 00:25:58.380 to give them the dignity of a good career. that 00:25:58.380 --> 00:26:01.619 they can find true happiness in, but also fueling 00:26:01.619 --> 00:26:03.519 it with the time that we're living in, meaning 00:26:03.519 --> 00:26:07.819 we're using technology to, you know, I've heard 00:26:07.819 --> 00:26:12.259 the thing said like, oh, AI makes you a 10X software 00:26:12.259 --> 00:26:17.420 engineer. AI should also be doing this in electricians 00:26:17.420 --> 00:26:21.500 and HVAC technicians and plumbers as well. It's 00:26:21.500 --> 00:26:23.880 just, we don't think about it in those realms. 00:26:25.420 --> 00:26:27.900 And I think that's where the disconnect today 00:26:27.900 --> 00:26:35.000 is. But I think the future is bright for the 00:26:35.000 --> 00:26:38.740 young people that get into the trades and get 00:26:38.740 --> 00:26:41.839 into this because there's nothing but opportunity 00:26:41.839 --> 00:26:46.380 right now. I'm so in a line with you. We keep 00:26:46.380 --> 00:26:48.680 talking about the data centers and the high. 00:26:49.500 --> 00:26:52.420 paying jobs that come along with that. I just 00:26:52.420 --> 00:26:55.539 had a conversation last week with a representative 00:26:55.539 --> 00:26:59.519 of the UAE and we were talking about the demand 00:26:59.519 --> 00:27:04.200 for it, particularly in the skilled trades and 00:27:04.200 --> 00:27:06.980 HVAC and in plumbing and steamfitters and electrical 00:27:06.980 --> 00:27:09.839 and control specialists and data centers. Even 00:27:09.839 --> 00:27:12.440 within the data center, once the structure is 00:27:12.440 --> 00:27:16.099 done, there are in -house maintenance professionals. 00:27:16.140 --> 00:27:19.150 That's right. that are sitting in front of a 00:27:19.150 --> 00:27:24.009 AI computer that's analyzing all of the different 00:27:24.009 --> 00:27:27.170 components and controls and valves and compressors 00:27:27.170 --> 00:27:30.049 and motors and pumps within the structure and 00:27:30.049 --> 00:27:33.930 doing preventative predictive maintenance all 00:27:33.930 --> 00:27:36.250 AI generated and the results are phenomenal. 00:27:36.490 --> 00:27:39.130 Those technicians are working in climate controlled 00:27:39.130 --> 00:27:41.289 environments and he was saying that the average 00:27:41.289 --> 00:27:49.990 net is $170 ,000 to $200 ,000. Wow. Net. Wow. 00:27:51.089 --> 00:27:54.630 And so we're talking about a technician that 00:27:54.630 --> 00:27:57.650 is a mechanic, but at the heart of them, they're 00:27:57.650 --> 00:28:00.549 an IT professional. That's right. That's right. 00:28:00.710 --> 00:28:02.589 That is very much these type of roles that we're 00:28:02.589 --> 00:28:08.410 talking about. So is Veriskills, is it a employer? 00:28:11.259 --> 00:28:14.440 based platform or an employee -based platform? 00:28:14.619 --> 00:28:17.519 And what does the experience look like? That's 00:28:17.519 --> 00:28:22.440 a great question. So, you know, for our platform, 00:28:22.640 --> 00:28:28.119 what we realized is nobody wants to go through 00:28:28.119 --> 00:28:32.700 and scroll a thousand resumes on a, or a thousand 00:28:32.700 --> 00:28:39.690 profiles on a Indeed type platform anymore. The 00:28:39.690 --> 00:28:42.410 age of AI allows us to do what this technology 00:28:42.410 --> 00:28:47.769 allows us to do is to do the work that people 00:28:47.769 --> 00:28:51.589 are doing and make those kind of decisions and 00:28:51.589 --> 00:28:55.930 make it easy for the person, the company owner, 00:28:56.109 --> 00:29:01.289 the hiring manager to have all that work done 00:29:01.289 --> 00:29:04.329 for them. Because it's human -like intelligence 00:29:04.329 --> 00:29:06.529 that's being able to decide all these different 00:29:06.529 --> 00:29:10.049 things. So we're a platform for both employers 00:29:10.049 --> 00:29:14.690 and candidates. The easiest way to think about 00:29:14.690 --> 00:29:19.369 us is we are the same model as the staffing, 00:29:19.470 --> 00:29:23.410 recruiting agency world is. Which we've experienced 00:29:23.410 --> 00:29:26.450 before, probably. Which we've experienced before. 00:29:26.829 --> 00:29:32.279 And the only difference is we're using AI. to 00:29:32.279 --> 00:29:35.759 do all of the work than an army of recruiters 00:29:35.759 --> 00:29:39.160 and an army of HR people would do that is opening 00:29:39.160 --> 00:29:42.720 up entire portions of the market to be served 00:29:42.720 --> 00:29:45.819 like they've never been served before. And so 00:29:45.819 --> 00:29:49.839 there's a 200 billion a year enterprise staffing 00:29:49.839 --> 00:29:54.460 and recruiting world that never touches your 00:29:54.460 --> 00:29:58.740 HVAC companies because they wouldn't make their 00:29:58.740 --> 00:30:03.460 money serving. three or four candidates. And 00:30:03.460 --> 00:30:06.099 because we use technology, we're able to do all 00:30:06.099 --> 00:30:10.519 of that. So we are a AI native staffing and recruiting 00:30:10.519 --> 00:30:15.799 agency platform that does all of this work where 00:30:15.799 --> 00:30:19.200 we're bringing in thousands of candidates. We're 00:30:19.200 --> 00:30:22.680 able to give them access to all these upskilling 00:30:22.680 --> 00:30:24.980 courses, but then we're immediately matching 00:30:24.980 --> 00:30:28.440 them. to companies that have already signed on 00:30:28.440 --> 00:30:31.279 with us that are needing construction workers, 00:30:31.700 --> 00:30:37.259 HVAC technicians, plumbers in all of these different 00:30:37.259 --> 00:30:43.779 areas. And if I'm an HVAC company, when I say, 00:30:43.940 --> 00:30:46.480 hey, I need a worker, I need a worker yesterday. 00:30:46.880 --> 00:30:50.740 I don't need a worker in a month. So probably 00:30:50.740 --> 00:30:53.140 why the staffing and recruiting world has never 00:30:53.140 --> 00:30:57.480 been able to serve this. 365 billion dollar labor 00:30:57.480 --> 00:31:02.779 market is because their timelines never matched 00:31:02.779 --> 00:31:08.039 and you know the beautiful thing about what we 00:31:08.039 --> 00:31:10.220 can do is we can match people in hours we can 00:31:10.220 --> 00:31:12.519 have people that have fully background checked 00:31:12.519 --> 00:31:17.720 fully interviewed fully vetted added as you know 00:31:17.720 --> 00:31:21.200 an employee through our hr system and they're 00:31:21.200 --> 00:31:25.299 on a company location within hours and That's 00:31:25.299 --> 00:31:28.819 a game changer. Yeah, absolutely. I just came 00:31:28.819 --> 00:31:34.019 back from a conference, the ACTE conference down 00:31:34.019 --> 00:31:37.079 in Nashville, and it's all, you know, working 00:31:37.079 --> 00:31:41.759 jobs of all different professions. And the most 00:31:41.759 --> 00:31:46.079 common issue that I had or, you know, question 00:31:46.079 --> 00:31:48.619 and concern that I had from school administrators 00:31:48.619 --> 00:31:52.890 was I can't find. educators for our program. 00:31:53.029 --> 00:31:56.230 Our programs are exploding and we can't find 00:31:56.230 --> 00:31:59.529 educators. And some of these were incredibly 00:31:59.529 --> 00:32:04.059 well paying. entry -level educator positions. 00:32:04.779 --> 00:32:07.700 I could see this as being a fantastic tool for 00:32:07.700 --> 00:32:09.900 a school or an administrator that is looking 00:32:09.900 --> 00:32:11.500 for that potential candidate. Because what if 00:32:11.500 --> 00:32:14.099 I'm the technician and I haven't even thought 00:32:14.099 --> 00:32:17.099 about becoming an educator, but yet my qualifications 00:32:17.099 --> 00:32:20.160 show that I could be? That's how I got into education. 00:32:20.539 --> 00:32:23.779 I had a recruiter with a different perspective 00:32:23.779 --> 00:32:26.759 come to me and go, you know what? Has anyone 00:32:26.759 --> 00:32:29.079 ever told you that you're actually supposed to 00:32:29.079 --> 00:32:31.140 be an educator and you missed the bar? And I'm 00:32:31.140 --> 00:32:35.559 like, No. I'm sorry they've all passed you up 00:32:35.559 --> 00:32:36.960 for that because that's what you're supposed 00:32:36.960 --> 00:32:39.519 to do. It turned out it was something that was 00:32:39.519 --> 00:32:41.619 my greatest passion. I didn't even know it. But 00:32:41.619 --> 00:32:44.480 things like AI could probably sort through that 00:32:44.480 --> 00:32:47.279 data and hit those different key points and go, 00:32:47.380 --> 00:32:51.859 this might not have been in your job prereq to 00:32:51.859 --> 00:32:55.740 be able to look at an educator role, but... we're 00:32:55.740 --> 00:32:58.140 actually seeing that you would be a good candidate 00:32:58.140 --> 00:33:00.500 for this type of a job. I mean, that could solve 00:33:00.500 --> 00:33:06.720 a lot of problems. It's crazy the experience, 00:33:06.980 --> 00:33:10.680 the different types of roles that somebody becomes 00:33:10.680 --> 00:33:15.359 opened up for when you spend the time to extrapolate 00:33:15.359 --> 00:33:17.980 that data and really spend the time with each 00:33:17.980 --> 00:33:20.920 candidate. Here's a great example to your point. 00:33:22.410 --> 00:33:25.829 We just placed somebody in a real Carmen role 00:33:25.829 --> 00:33:32.049 in West Texas. That like, that's a very like 00:33:32.049 --> 00:33:36.109 specialized, very specific, very specific, you 00:33:36.109 --> 00:33:40.910 know, role. And, you know, this is in an area 00:33:40.910 --> 00:33:43.970 where there's not, there's not very many people 00:33:43.970 --> 00:33:45.730 in general, but definitely not very many real 00:33:45.730 --> 00:33:51.359 Carmen, you know? So. you know what we but what 00:33:51.359 --> 00:33:54.440 we were able to do was we were able to find candidates 00:33:54.440 --> 00:33:58.920 that matched all of the necessary mechanical 00:33:58.920 --> 00:34:02.279 technical aspects of what a real carmen would 00:34:02.279 --> 00:34:06.099 do through our platform and said hey these 30 00:34:06.099 --> 00:34:10.639 people are actually terrific candidates for this 00:34:10.639 --> 00:34:14.000 because they've had these experiences in these 00:34:14.000 --> 00:34:17.139 other roles and it was our ai was able to piece 00:34:17.139 --> 00:34:20.590 that all together And then send all those candidates 00:34:20.590 --> 00:34:23.989 out. And the client was like, wow, this is awesome. 00:34:24.070 --> 00:34:27.090 Where did you find these folks? And, you know, 00:34:27.150 --> 00:34:32.250 but that's the thing that today you work with, 00:34:32.269 --> 00:34:33.849 you know, a regular kind of staffing recruiting 00:34:33.849 --> 00:34:36.690 agency. They're looking for real Carmen on your 00:34:36.690 --> 00:34:40.750 resume. Absolutely. You don't have it. OK, you 00:34:40.750 --> 00:34:43.969 don't pass the six second resume scan and you're 00:34:43.969 --> 00:34:46.650 going to the next one. So that's where like we're 00:34:46.650 --> 00:34:49.389 able to find so many more people, bring them 00:34:49.389 --> 00:34:52.869 into roles they never really anticipated they 00:34:52.869 --> 00:34:57.829 could that could be open to them. And so, you 00:34:57.829 --> 00:35:00.329 know, that's and then for us, we're able to. 00:35:01.019 --> 00:35:04.099 We become the employer of record for everybody 00:35:04.099 --> 00:35:09.440 that we place at a location. And what that allows 00:35:09.440 --> 00:35:14.059 for companies and for employees is we're able 00:35:14.059 --> 00:35:16.780 to offer them better benefits because we're a 00:35:16.780 --> 00:35:19.159 bigger kind of organization through our platform. 00:35:19.300 --> 00:35:22.860 We're able to offer them better insurance, healthcare, 00:35:23.179 --> 00:35:27.329 you know, and we're investing in. these upskilling 00:35:27.329 --> 00:35:31.909 resources that allow them to thrive, where now 00:35:31.909 --> 00:35:36.030 the retention is two to three times the national 00:35:36.030 --> 00:35:40.030 average in a lot of these roles. And that's a 00:35:40.030 --> 00:35:43.030 game changer for the company as well, because 00:35:43.030 --> 00:35:46.449 the cost of replacing a good technician every 00:35:46.449 --> 00:35:52.510 few months, it's astronomical. Wow. I'm really 00:35:52.510 --> 00:35:54.349 digging that. You're solving a lot of problems, 00:35:54.469 --> 00:35:58.969 things that, really ai is built for that's right 00:35:58.969 --> 00:36:02.329 we always think about ai as you know removing 00:36:02.329 --> 00:36:05.590 jobs and you're actually looking at it from ai 00:36:05.590 --> 00:36:11.329 actually helping place and repurpose you know 00:36:11.329 --> 00:36:13.869 those roles and those experiences that someone 00:36:13.869 --> 00:36:16.130 has had in maybe you know another industry altogether 00:36:17.039 --> 00:36:19.780 Yeah, I think that's been the thing. I think, 00:36:19.780 --> 00:36:23.539 you know, we've all been focused on the industries 00:36:23.539 --> 00:36:28.360 that AI is going to do the most damage. And nobody's 00:36:28.360 --> 00:36:31.539 focused on where AI is going to do the most good. 00:36:32.179 --> 00:36:35.239 And, you know, of course, you know, software 00:36:35.239 --> 00:36:39.639 engineering, there's going to be now a slim group 00:36:39.639 --> 00:36:42.190 of... uh candidates that are able to actually 00:36:42.190 --> 00:36:45.070 go into specialized roles so we just don't need 00:36:45.070 --> 00:36:48.650 as many um and you know maybe that's the case 00:36:48.650 --> 00:36:52.050 with finance and and some of these other kind 00:36:52.050 --> 00:36:55.610 of white collar positions as well but where it's 00:36:55.610 --> 00:37:00.690 creating a 10x greater demand is in blue collar 00:37:00.690 --> 00:37:04.510 because we're able to bring in so many more candidates 00:37:04.510 --> 00:37:09.130 and and without the rails of ai to allow us to 00:37:09.130 --> 00:37:16.619 do that in the speed and matching timeline that 00:37:16.619 --> 00:37:20.400 is required, it would be a non -starter. It wouldn't 00:37:20.400 --> 00:37:24.599 be able to be done. And so I think the narrative, 00:37:24.880 --> 00:37:28.280 if our shift is going to change here where we're 00:37:28.280 --> 00:37:30.920 actually providing jobs to the next generation 00:37:30.920 --> 00:37:34.659 of folks, we really need to say, okay, maybe 00:37:34.659 --> 00:37:38.059 AI is not helping that many in white collar get 00:37:38.059 --> 00:37:40.619 into that space. But look what's happening in 00:37:40.619 --> 00:37:43.800 blue collar. Look at this. HVAC technicians, 00:37:44.280 --> 00:37:50.260 there's a 3x surge already. And that was, I think 00:37:50.260 --> 00:37:53.639 you said, from the Bureau of Labor Statistics 00:37:53.639 --> 00:37:59.380 for 2024 job postings. And that's just in 2024. 00:38:00.019 --> 00:38:03.679 And now a lot of these... infrastructure projects 00:38:03.679 --> 00:38:06.539 i i imagine if you looked at it the same would 00:38:06.539 --> 00:38:11.820 be true in electricians and in plumbers and like 00:38:11.820 --> 00:38:16.900 this is our future story this is this is the 00:38:16.900 --> 00:38:20.980 kind of the bright hope we have for all future 00:38:20.980 --> 00:38:24.199 generations that are coming up right now is hey 00:38:24.199 --> 00:38:26.239 it's it's not You're not going to be able to 00:38:26.239 --> 00:38:28.679 work. And, you know, your only hope is if the 00:38:28.679 --> 00:38:31.019 government comes out with universal basic income. 00:38:31.739 --> 00:38:35.679 It's, hey, we have something for you. It's going 00:38:35.679 --> 00:38:38.820 to be a great thing. And, you know, quite honestly, 00:38:39.019 --> 00:38:43.019 you're probably going to enjoy it more because 00:38:43.019 --> 00:38:44.519 you're going to be in the real world. You're 00:38:44.519 --> 00:38:46.159 going to be connecting with people. You're going 00:38:46.159 --> 00:38:49.440 to be utilizing technology to do that job better 00:38:49.440 --> 00:38:52.980 than you've ever had in the past. And it's going 00:38:52.980 --> 00:38:56.860 to be something great. I think it will. Daniel 00:38:56.860 --> 00:39:02.340 Walsh, CEO of Veriskills. You know, you'd mentioned 00:39:02.340 --> 00:39:06.960 before this podcast that you actually see it 00:39:06.960 --> 00:39:13.559 as almost a new role from blue collar to new 00:39:13.559 --> 00:39:15.719 collar. And I really appreciate that perspective. 00:39:16.000 --> 00:39:20.239 Where can we learn more about Veriskills? Yeah. 00:39:20.340 --> 00:39:24.960 So if you're a candidate or a company, please 00:39:24.960 --> 00:39:30.219 go to Veroskills .com and check us out. And you 00:39:30.219 --> 00:39:36.460 can be interviewing in 30 seconds at any time 00:39:36.460 --> 00:39:42.280 of the day and starting your journey. And as 00:39:42.280 --> 00:39:46.239 an employer, you can be in a similar timeline 00:39:46.239 --> 00:39:48.619 for getting the best candidate you've literally 00:39:48.619 --> 00:39:55.380 ever got. And yeah, I'm very excited about the 00:39:55.380 --> 00:39:58.420 future of what's being created right now. I think 00:39:58.420 --> 00:40:01.840 it is that shift that we need to realize this 00:40:01.840 --> 00:40:04.500 is the new caller. This is the new, you know, 00:40:04.539 --> 00:40:06.400 we've had white caller, blue caller. Now the 00:40:06.400 --> 00:40:09.280 new caller is a combination of the two, right? 00:40:09.519 --> 00:40:15.880 And that is the future that we have to be creating 00:40:15.880 --> 00:40:19.909 right now. And I think. It's what excites me 00:40:19.909 --> 00:40:22.150 every day about Pharaoh Skills, because we are 00:40:22.150 --> 00:40:25.969 able to bring millions of people into the best 00:40:25.969 --> 00:40:30.820 jobs they've ever had, get them into a... you 00:40:30.820 --> 00:40:33.920 know, a job that actually has real teeth. You're 00:40:33.920 --> 00:40:36.280 not going to be, you know, just, you know, one 00:40:36.280 --> 00:40:39.900 company, you know, has a market, you know, fall 00:40:39.900 --> 00:40:43.960 or stumble and your role is immediately eliminated. 00:40:43.980 --> 00:40:46.960 This is real security. You're building the infrastructure 00:40:46.960 --> 00:40:52.260 that the entire world needs for, you know, the 00:40:52.260 --> 00:40:57.820 next couple of decades easily. So. Yeah, so pharaohskills 00:40:57.820 --> 00:41:00.579 .com, long answer to answer where to go, but 00:41:00.579 --> 00:41:04.980 pharaohskills .com, that gets you started on 00:41:04.980 --> 00:41:11.099 your journey. And, you know, we are very excited. 00:41:11.159 --> 00:41:13.780 Unlike a lot of our friends in tech, we are very 00:41:13.780 --> 00:41:17.400 excited about the future of where people will 00:41:17.400 --> 00:41:21.599 be able to get great jobs. Absolutely. I truly 00:41:21.599 --> 00:41:24.440 appreciate you joining us today. And I look forward 00:41:24.440 --> 00:41:26.579 to diving into some deeper conversations about 00:41:26.579 --> 00:41:28.559 this in the future. Appreciate your time. Absolutely. 00:41:28.619 --> 00:41:30.059 Thank you so much for having me.