Name: Paradox Platform Enhancements - Live Training - May
Uploaded: 2026-05-11T18:16:20.529Z
Duration: 1 h 3 min 16 s
Description: Paradox Platform Enhancements - Live Training - May

Transcript for "Paradox Platform Enhancements - Live Training - May": Hi, everybody. Great to see you this morning. Happy Monday. My name is Kayla Snyder, and I am a product marketing enablement manager here at Paradox. We're gonna be covering Maisel release training. This training will be covering release 2.6.2, and it's going to go live in our production accounts this Tuesday, May 12, which is tomorrow. Let's cover our agenda. Quick overview for today. Given some feedback to the format from last month, we will be going over our demos first for our major enhancements, followed by our quick mentions. I'll open up each enhancement and then pass it off to our PM for deeper details, where they will give you a deep dive and a demo. We have a really big agenda today and we're really excited about this May release, so we are going to go ahead and jump in. Just a quick note on Q and A, as you have questions, please drop them in the Q and A section of the webinar. We have our PMs here live to be able to answer those throughout the session, so use the Q and A function to drop those. We will be sending out a recording later today of this training, so be sure to keep an eye out for that. Of course, for any use case specific questions, please reach out to your dedicated CS manager as they will have the details to be able to provide with you as it relates to your specific use case. Let's jump into our first major enhancement. We know many of you are going to be so excited about this one. This is the new Paradox Analytics experience. Paradox Analytics is our self-service analytics layer where you can see data around pipeline, scheduling, events, apply, CRM, and more without waiting on a data analyst or exporting everything into Excel. What's new here in this release is really the experience around that data. Our core products are going to be reporting and analytics. Included features include our report builder, custom dashboards. For the enablement path here, reach out to your CSM if you would like this enabled in your account. This is available for all solution types, and it is included in our standard functionality. Users impacted here will be RTA leaders and recruiters with analysts with analytics access. With that, let me pass it off to Siri here for the full details. Awesome. Thanks, Kayla. So just like Kayla mentioned, I know most of you are excited about this. All of you have kind of seen it coming since quite some time, and now this is the time where we are ready to launch it to all of you. You can just reach out to your cuss CS manager to enable it for you right now, or in a few days, we're gonna automatically enable it for all roles who have analytics access. Of course, you have roles and permissions where you can choose and pick which ones you wanna give access to and which ones you don't want to. But if you see this automatically showing up to you in the next couple of weeks, just imagine that that is just us turning it on for you because we think it'll be helpful. You can, from there, choose the roles and permissions and be flexible on who you want to give it access to. Now talking about the primary pinpoints, for why we build this whole structure, structure, reporting was very rigid previously. You had to choose between, all the standard templates, 250 standard templates that we gave you. You had to look for that specific word or that specific attribute that you want to find into your report and attach that standard report. That's how our previous, analytics was. So from there, what we wanted to do is make it easy, make it instant, and make it self-service really. You don't have to reach out to a data analyst if you don't find that attribute in those two fifty standard reports. A good example is custom attributes. None of the custom attributes are easily available in our standard reporting, and you always had to reach out to a data analyst and wait for a couple of days until they get back to you with your data. It's your data at the end of the day, so we want it to be instant and easy for you to access. And that's why we built Paradox analytics. So it is not about just complicated questions to be answered. It's also simple questions that are related to data that you can answer into this. Another pinpoint was that our reporting previously was having limited access and visibility into reporting and permissions. For example, if you created a report and shared it with 100 locations, they would see the exact report that you were seeing, while what they have to see is just the data that is, relevant to their location. Previously, reports were always based on the reporter based permissions rather than the viewer based permissions. But now on with this new paradox analytics, you don't have to worry about people seeing data that they don't have access to. If you create a report and share it with 100 people in 100 different locations, when they open the report, they will see only the data that is relevant to them that they have permissions into. Into. So those are the major pain points on why we built this. This is truly to empower you, and give you the data as quickly as possible. It also reduces the time to get into your insight. Previously, the reports were very complicated that it used to take time for you to analyze, the question and the answer that you were trying to get into. If we move on to the next slide, I want to talk to you a little more about, thank you. I wanted to talk to y'all a little more about the use cases for Paradox analytics here. Really, if you are a person who wants your whole organization to work with data or have a data driven mindset, you should try out this new product. This is literally for every high volume use case that I can think of or professional use case because at the end of the day, the the if there's no data, it did not happen. So read through your data, read through your insights. We're making it easy for you. We are making it instant for you. Check out all the use cases that you have currently in your standard reporting and try to replicate them in this new system if you can. That being said, it will be apply applicable to all clients. Everyone will get access to this irrespective of what product you're using. The only caveat is that you're you should be able to log in to your CEM to access this product. And that's it. We will move on to the demo part of this whole thing and then answer any questions if needed. Hello, everyone. After that introduction to give you all a demo of how everything looks in the system, let's start off with Hello, everyone. After that introduction to give you all a demo of how everything looks in the system, let's start off with where you can click on to get into Paradox analytics. If you have been given access to Paradox analytics, you can click on all apps and the same tile that you used to previously to go into the analytics system. Here, you have a new section for dashboards, reports, and charts, and shared with me. This is coming from the newer system. However, if you do have any scheduled reports that you use daily or any dashboards today in your account, they will be put under legacy reports and legacy dashboards. Now let's dive into each of these sections. We'll start with reports and charts. Within reports and charts, when you click on create new, you can create reports in two ways. One is either from scratch, which gives you a blank canvas. You can add any columns that you want, and build a report to your liking, or you have been given 15 system templates. Now what these templates are are a guidance for you to understand what fields you can add in to get insights. You know how we have two fifty standard reports in our older analytics system? We've replaced all of those two fifty standard reports with just these 15 templates. The idea is that you just think of which category your question fits into and click on that category so that we prepopulate the fields for you. For example, if you're thinking about getting a report on interviews, you just click on interviews, and we will give you all the fields that are related to interviews as preselected values. You can deselect any of these or select any of these and create a report from there. For the sake of this demo, I will show you how a candidate wide report would look like. This will just be a list of all candidates that I have within the system. I'm gonna change the time frame, which you can do as well, and I'm gonna see all the list of candidates who applied in this account for the last twelve months. Now you will have the capability to change how the report looks, meaning you can change how the fields appear, how the columns appear. You can change the layout, or you can remove anything from here that's not really valid in your use case. Or you can also rename anything in here that you feel feels like need renaming. It will be candidate ID. So you see that it has been changed to candidate ID in here. So you can actually create a report that fits your use case and needs by changing the layouts, renaming, or actually adding newer fields based on what you're trying to do. We have at least 500 fields in here, meaning it will include all the custom attributes you have in your account as well. So this is very specific to your account. It will have all the fields that are generally available and also the custom attributes that you have in your account. So you can add any of those that are, necessary for your report, and they'll get added, towards the right end of the report. Now apart from that, we also have something called filters. You can either come in here and you can, look at the fields. You look at the descriptions that come up and filter from here for that operator. You can just be like, hey. Candidate name is, John or something like that. You can do that. Or you can come into this filter section here and add in any filter from here. You don't have to filter by only the columns that appear here. You can filter by any field that comes to you or, that your system has availability for, and find that field in here to filter by. So you can filter by it. You can create the report layout as you need, and you can rename fields. Now once all of that is done, I can publish. Once published, I will have two options I can do with this report. One is share and another one is schedule. If you click on schedule, this will be the exact same use case that you have with your legacy reporting, meaning you can have the report be scheduled to you once a day every week, or you can send it to yourself just once. This is like downloading the report for once in your desktop. You can also add employees for whom you want to send this report. Now the beauty of this new system is that when you send a report to multiple users, they will see the data that only they have permissions to. Previously, when you shared a report with someone, they used to see the exact data that you saw on your screen, meaning no permissions were taken into consideration when you shared a report. But now when you share a report with any of the employee, based on who is viewing that report, we will show them only the data that they have access to. So let's say you create a report of number of hires and share it with 100 recruiters in different location. Every recruiter will see the number of hires only for their location. They won't see the data for other locations because they don't have permissions for it. So that's a big upgrade with the newer Paradox analytics here is we consider who is seeing the report, and we consider their roles and permissions into account. No one will be seeing the data that they are not supposed to be seeing anymore. Now, another option here is share. Share is more like sending just a link to your teammates saying, hey. I created this report. Do you wanna take a look at it? And this one will be in the web notifications and in the email. So what web notifications are are let's say, if you are a user within Paradox, you have something called the bell icon here. Here, you'll get a notification that, Citi shared this report with you. Please take a look. Something like that. So share is think about share as more when you create a file in Google Drive and when you share it with someone, it's more to let them know that you created this. But schedule is something that you will, create when you want the report to be sent to you in your email as an attachment. Now those are the two options that you have there. Moving on, the next thing I wanna show you is when you create a report from scratch. This is where you create a report from a template. We used a template called candidate wide, but now I'm gonna create a report from scratch. This is going to be a blank canvas. You can start from anywhere. Now we have two sections. One is called metrics, and the other one is called fields. Metrics are more aggregated values like the total number of leads, etcetera. So here, I can just add any aggregated value I'm looking for, like total number of interviews, total reschedules, total leads, etcetera, and it will show me that information. And once that loads, I see that there's one eighty leads in the system. I will add something called a location name in here, meaning it will break down those one eighty by the location name I have within my account. So I see that there are 11 for Flagstaff, and, the numbers are going by location. Now this is just an example of a report. You can also customize this report to be a bar chart. You can change the colors of it. You can make it be a line chart, or you can use any of these funnel charts, scorecards, etcetera as well. So now you know that it's not just reports. You can create charts using the whole functionality too. And once you do that, you publish it. And that's how you create reports or charts. It's a big upgrade because you have all your data in your hands, all your custom attributes, all your data fields that are available to you just to be added by fields. And when you add, an aggregated metric, you can break it down by your location, by a recruiter, or by a job as well. That is going to be your reports and chart section. Now moving on to dashboards, this is the bigger upgrade that we have. Dashboards are going to be more of that section where you can create a dashboard and share it with every other team, or execute it in your organization. Even for dashboards, you can create it from a template, or you can create it from new from scratch. For example, if I want to create a scheduling dashboard, I'll just click on scheduling. And once this loads, I'm gonna create this dashboard from this template. Now what this is doing is this is just adding individual reports that I just created, example of how we created the number of leads by location. It's just gonna be one of those charts like that, and it's going to show you all the information. And once you see this information, if you wanna know how interviews sent in November were for, you can click on it, and it will show you the exact information or the source code on where that four came in as a number. So you can see by the action text that the number of interviews, will be four based on all of this source here. Likewise, you can always go in and add more blocks that you need. If I say I wanna add an existing report, we just created that report. So I'm gonna add that report of candidate wide in here, and it will show up. So you see the report we created, we just created, is added in here. You can also change how these will appear by clicking on these. So it's a very flexible dashboard, once you create it. You can obviously publish this dashboard. You can export this as PDF or PNG. You can schedule this so that it comes to you every day as well. And this is just an example of a scheduling dashboard. You can automatically create a dashboard from scratch as well. Let me see if I can give you an example of a created dashboard. So this is an example of a dashboard I created from scratch. It's just a hiding overview that, I wanted for my leadership to see. Here you can see that all of the metrics are added, job metrics, the offer metrics, time to fill, time to hire by location, by the job name. You can see the interview data. You can see number of reschedules, schedules, and numb interviews canceled. And you can add any information in here and create any dashboard that you want. All of this is available to you right now. So please definitely do try to recreate all your legacy reports and dashboards in the new system. And, hopefully, once you're comfortable with all of that, we will try to deprecate the older system because the newer system should replace and be better for you in all the ways that we can. If you have questions, please reach out, and thank you for listening in. Super exciting. Right? As you have questions, please use the Q and A function, so Siri can get those addressed for you. Alright, let's move on to our next major enhancement. Next up is a big quality of life improvement for global teams, an overhaul of how we handle candidate time zones in scheduling. We've made two key changes here. First, candidates and interviewers now see more familiar international formats, including twenty four hour time and time zones like UTC plus two instead of region specific abbreviations. That reduces a few confusion, especially for global or non US audiences. Second, the logic behind how time zones are selected and applied is more intuitive and transparent, so admins can configure methods with more confidence and quickly understand why a particular time zone was used. Core products here are going to be conversational scheduling. Our impacted feature are candidate time zones. Please reach out to your CSM if you would like this enabled in your account. This is applicable for all clients. It is included by your default in your standard functionality, and impacted users are going to be admins and candidates. I'm happy to pass it off to Andrew here, k, to give us some more details. Hey, everyone. So as I think a lot of you know, we've had, some messy logic with our candidate time zones in particular for quite a while now, so we have fully overhauled those. I probably won't go too specific into those every single one of those changes today, but I would encourage you all to check the release notes and documentation, and then also, we discussed with your CSM to see if any of those confusion or previous pain points you've had with time zones may have gone away. A few of those, the IP address configuration was kind of a pain. So you could only choose first of all, on our side, there was a misleading name for the toggle, but then, also, you could only choose whether or not to use IP address or not as your top choice. In general, the big update we've made here is allowing you to decide the exact order of your time zone ranking. So previously, you really could only choose what your first choice was. Now we will allow you to choose your first choice, and then if it's not available, what do you want the second one to be? So that ranking used to to be very hard coded. It wasn't configurable. It wasn't intuitive, and there was no way to see it. We also have just a bunch of little logic gaps, like the home address method only worked for certain use cases. So some of you may not have been aware that was even an option because that method may not have been supported for you. So we do a few methods now that we previously only had in certain cases that should now apply to whoever wants to use them. And lastly, it was a lot of the time, there weren't actually bugs with our logic. It's actually almost rare almost never had bugs, but we had very high confusion because the logic was just very opaque. So we have added the ability to see exactly what time zone method was used whenever sending a scheduling communication, and I'll show you a little bit of that in the demo. And then we have also just, I think it'll help a lot with troubleshooting to be able to see that information. So on top of that, on the why, like Kayla mentioned, we do also have the ability to configure different time zone method, formats and also time formats to be twenty four hour clock for countries that use that. That won't be the default you can choose, and we can do that by location as well. And in general, we're just going for more control with fewer surprises. So putting that, fallback logic into your hands or at least in your CSM's hands to be able to decide what method works best for you also that you can decide what, what fits your use case and what data you have. Yeah. So like I mentioned previously, the home address method, one use case here, they want to use the home address method, and fall back to the IP address so that's not if that's missing, for example, and then use the assign location if that neither of them is available. That wasn't available previously. First of all, home address only worked for candidates that came in through integration, and IP address had to be the top option if it was anything, and then you couldn't choose what you wanted to be the next fallback. That's just a very specific example. You don't have to worry too much about understanding all these little nuances of these changes, but I would just encourage you to speak with your CSM if you've had concerns about time zones in the past to figure out what ranking might work best for you. Another notable update here is around round robin groups. So previously, and to some extent till today, if we don't know who the attendee is going to be on the interview, we skip the attendee method for time zones. We have made a small update there. So in the very specific case where the round robin group only has one user in it or if they only have one user permission, so we see that a lot in our franchise use cases where it's a round robin group, but every users only has permission to interview at one location. So we can actually tell in that situation who the interviewer is gonna be, and we'll use their time zone. So if you haven't had that problem, don't worry about it. But if you're somebody who's been confused by that where you know that there's one attendee but it's falling back or skipping that method because it's a round robin group, we've made some updates there as well. I'll also note that this is specifically for interview scheduling, so events and other parts of the platform have their own logic as well. And I think with that, we can dive straight into the demo. And I'm actually gonna start by showing you a little bit of a sneak peek behind the scenes. This is the part of the system where your client success manager would configure the time zone method. Previously, And I'm actually gonna start by showing you a little bit of a sneak peek behind the scenes. This is the part of the system where your client success manager would configure the time zone method. Previously, it was much more limited. You could really only select the top choice for what you wanted the time send method to be, and then we had a lot of really confusing hard coded logic if that method wasn't available to decide what to use next. We have replaced that with this really nice ranking, which makes it super clear what method we are trying to use and if it's not available, what what our next method will be. This also is configurable, so we can decide that, actually, I would rather use the candidate's home address than their assigned location, and we can move that up in the ranking. Or if there's a method we don't wanna use, we can disable that. All of these methods were part of our logic, historically, but many of them were only used in very specific fallback scenarios, so they could never really be selected as your top choice. There was also a lot of gaps and, just logic that needed improvement throughout each of these methods. For example, the candidate's home address method has existed for a long time, but it was only available previously for candidates who were created via integration. Now that's going to be available through any candidate that we have those address attributes for, like city, state, ZIP code, etcetera. We'll be able to use the candidate's home address method now. I'm not gonna go into too much detail on what every single one of these is and all the different little things we've done to improve it. But if you historically had questions about time zones, and candidate time zones in particular, I'd encourage you to discuss with your CSM and just to see what the, the best choice would be for how this ranking should look for you going forward. We've migrated it to match as close as possible with the previous settings, but it's just a lot more configurable now. It's a lot more transparent. And we're pretty excited to hopefully prevent a lot of the confusion that comes up around time zones. We think this will make it a lot more clear. One part of the system that is more accessible to you is the candidate profile. Historically, there was really no way for you to tell what method was used to determine a candidate's time zone, which would lead to having to wait for our CSMs to look into it. And they'd probably end up needing to pull in our engineers just to look into every individual case, which was, I think, just a poor process all around. We have now added functionality for you all to see exactly what time zone method is used on any scheduling communication, which you can see in the candidate profile. So in this particular case, this message was sent using the candidate's assigned location time zone source, and that's because we didn't override the time zone with a special setting when we were configuring the interview. And, also, it's not a one on one interview. You'll notice there's a couple of attendees, so we couldn't use the attendees' time zone. So we go to our third option, which in this case was the assigned location. We think this will help a lot with troubleshooting and just make everyone's lives a lot easier. There are a few other things I wanted to mention here that are kind of time zones, kind of not, but a few things about this message. First of all, you'll notice that the time zone is fully spelled out. And secondly, you'll notice that we're using the twenty four hour clock. So we have now added those functionalities to support for candidate communications. So not necessarily inside of the platform, but we can now control whether or not when we're messaging candidates if it is going to use, a different format for the time zones. We can either do UTC format, UTC plus two, etcetera, or we can spell out the time zone entirely, which can be really helpful in cases like Central Daylight Time where CDT as an acronym can cause confusion. And the way that that would be configured is in location management for each location, you can now decide what you want the time zone format to be and whether or not you wanna use a twelve or twenty four hour format. This also means that it can be different depending on the location. So for our international clients, they may want to use a twelve hour clock in The United States and a twenty four hour clock in other countries. And I think that that will also just be a really convenient solution for everybody. We're really excited about all of this. Just in general, we've cleaned up a lot of little things. So hoping that this prevents a lot of the confusion that we've seen around time. zones. Thanks, Andrew. Thank you very much. Alright. Let's move on to our browser extension update. For teams already using Paradox and HiredScore, this integration is designed to bring those insights closer to where recruiters are actually working, inside the browser and right alongside candidate information. At a high level, this integration allows recruiters to see HiredScore driven insights or prioritization for candidates directly through the browser extension and make more informed decisions about which candidates to review or move forward without having to switch among multiple systems or tab. For impacted products, this is going to be a part of our platform, but specifically impacting our browser extension. Please reach out to your CSM if you would like more information on getting this enabled. For who gets it, you must be an active HiredScore client and you must also have a Workday integration. Users impacted are going to be those who use HiredScore alongside Paradox for interview scheduling. Taking it a little bit deeper, when we designed this integration, we were really focused on three main points when we heard from talent acquisition teams. First is context switching. Recruiters are constantly bouncing between the ATS, email, browser tabs, and different tools for insight. That makes it harder to stay in the flow, but by surfacing HiredScore insights right in the browser extension or the HiredScore platform, we are trying to bring more of that information into one place. Second, many teams have guidance or insights from HiredScore, but they're not always front and center when the recruiter is actually reviewing the profile or deciding who to progress. This integration is about making those insights more visible at the exact moment decisions are being made. And finally is speed. When the right data is available in context, recruiters spend less time hunting for information and more time engaging with top candidates. All in all, this leads to a smoother recruiter and hiring manager workflow and is better for bringing Paradox into the Workday in HiredScore ecosystem. To talk about our use cases, key use cases include those who like to work out of HiredScore, but also house candidates specifically in Paradox. This is not applicable, as I mentioned, to those who are not on Workday and who do not use HiredScore as a part of the recruiting tech stack. Let's see a demo from our friend Or here to show us all of this in action. Hi, everyone. Today, I'm going to walk you through our new integration between HiredScore and Paradox via the browser extension. This update is all about bridging the gap and eliminating the need to jump between platforms, ensuring your workflow can stay in one place. So before we start the demo, here's the current setup. I'm already logged into the HiredScore account and also to the Pardox browser extension. The specific Pardox account I'm logged into has this feature enabled in client setup. An in an important note is that both the hired Square account and the Pardox accounts are integrated with Workday. This ensures our applicant and candidate databases are perfectly matched, and we can sync across the board. So as you can see, currently looking at the high score applicant table, you'll notice too that we have added two new columns, the scheduling status, which can show you the specific part of status if it's a scheduling status, and the view converse conversation column, which has the Enzo button. Now clicking on this Enzo button will open the specific page within the browser extension for this candidate profile. From there, you can take action, look at different information from the Pardox account that you want for this specific candidate. We've also brought this visibility into the specific candidate view. So if you open an individual applicant page in hired score, you'll notice the status bill component. On this component, you can also see the current status in Paradox and clicking on it will open the candidate profile in the browser extension. This ensures that even if you're deep diving into a candidate detail, your products too are one click away. Now let's see it in action. I'm going to schedule a new interview with this specific candidate. Great. So as you can see, I've sent a new interview request to this specific candidate. Now let's refresh the hired score page and see what happened. As you can see, the scheduling status column was updated with the new scheduling status for this specific candidate, both within the applicant view and within the applicants table. Great. So just I wanna mention that we have also implemented the exact same functionality for the hiring manager view to ensure total consistency across the team. And that's it. The integration is going to save a lot of tabs switching time. Thanks for watching. Awesome. Thanks, Or. Alright. Let's keep it moving right along. Let's move into our next enhancement, which is involving our live shift editing and conversational ATS. Live shift edit lets the recruiter and jobs admins edit, add, and remove shifts on a job while they stay live. Previously, updating shifts required turning the job off. Now, you can make changes and those changes will be held for approval before candidates even see them. This keeps the recruit being running while you adjust your shifts and give hiring teams a safe review step so only approved updates go live. Our core products impacted here are going to be advanced shifts. Impacted features are our shift editor, my jobs, and the recruiting dashboard. This is automatically enabled. This is specifically for our conversational ATS users. It's included by default, and our impacted users here are going to be our hiring team users. Let me pass it off to Siri here for some more details. Thanks, Kayla. As Kayla was mentioning, one of the important things of, using our advanced shifts product was that you were not able to edit the shifts while the job is on. Meaning, if you wanted to move from the older shifts that we had in Paradox to the advanced shifts functionality that we launched a few months ago, you had to plan downtime. You had to plan a time where you can toggle off all the jobs, configure the new advanced shifts, and then have the updates reflect on your job. But this update and enhancement makes it easier for us to not have any downtime. There will be no offline jobs anymore. You can just automatically edit the shifts and go from there. Now why did we do this is that we wanted to create a no downtime approach for any of the job edits that we are doing. So if you have updates to your shifts or configuration that you'll have to do, you don't have to toggle off your job anymore. You don't have to unpost your job anymore. We just want the updates to be reflected instantly without, pausing any of the process there. Another big reason was that we wanted to make all of these changes approval back edits, meaning a job admin making the shift configuration changes. We also communicated to the user who's sitting in that location. So maybe it's a recruiter sitting in the location or a hiring manager or a team leader in that location who needs to know about the configuration change, we take care of the whole communication from the job admin to the recruiter sitting in the location as well. And you will see a little bit of that in the demo. If we can move to the next slide. A couple of use cases I will mention is if you are a high volume use case, if you hire a lot of candidates on a regular basis and if shifts is one of your primary question in your hiding process, you should be using this functionality. This functionality makes it efficient for you in your screening candidates. It'll make sure that your high volume is managed in a good way that you only get candidates who are available to be working your shifts. It makes your job so easier, and it also communicates it to the candidate, especially on which shifts are available, what shifts they're being hired for, etcetera. So if you have shifts in your entire hiring process, this functionality will suit your use case because it's a very flexible functionality. So please take a look at how the functionality looks, and this enhancement will make it even easier. This is not applicable to non conversational ATS users today. So only if you're using Paradox as your ATS, this functionality is available. Also, if you're not using advanced shifts today, this enhancement might not be directly relevant, but you're if you're considering using the enhancement, this if you're considering using advanced shifts, this enhancement will help you in that decision making. And now we'll see a little bit of demo there. Hello, everyone. After that introduction, to give you a demo of how this whole functionality works, let's go through a job that is already on and try to change the shift's configuration on that job. So let's say the senior barista we are hiring for is enabled. The job is posted. The candidates are applying. We see there's already five candidates in the pipeline and more are coming in. While this job is still on, I will go into the job manager and try to change the configuration of what shifts I'm trying to hire for. The goal here is that you shouldn't be needing any downtime to just change the configuration of what you're trying to hire for. Also, there has been a case that, previously, we had something called basic shifts in our system. If you are trying to move from basic shifts to a newer release, which is advanced shifts, you needed to turn off all your jobs, advanced shifts, you needed to turn off all your jobs so that you can configure the new shifts in the system. But from now on, you don't need to do that anymore. You don't need to plan down times, to just move to using the newer functionality. You can come in here. You see that you have the capability to edit shifts in here. You can click on it. And for this demo, I'm gonna just add a new shift. Let's say my requirement changed, changed, and I'm gonna hire for an early morning shift as well. I'm gonna say that's from 4AM to 7AM on all days. Save and confirm it. Once I change the configuration of shifts, you see that there's an information popover that comes up, which guides the user that they have to publish this job, and the manager sitting in the location should update the job posting so that the candidates coming in apply to these new shifts. Meaning, once I publish this job, the manager sitting in the location has no idea that this whole new shift, has been configured, and they have to start hiring for it. To do that, to communicate that to the manager in the location, we do it in two different places. One is in my jobs. If you go into my jobs, you can see that there's a warning that comes up here saying, hey. Shift updates have been changed. Please review so that you can hire for the updated configuration. Or if you're using something called recruiting dashboard, the user will get a task in the recruiting dashboard dashboard saying, hey. Shift updates have been made for the senior barista as a job. Please review those shift updates so that the candidates coming in can apply to the newer shifts. Once the user clicks on it, they see that they have to review their new shifts, and now they see an early morning shift pops up in their UI. They can choose which days they wanna hire for for that early morning shift, confirm, confirm and update the job posting. Now the manager in the location also knows that they are hiring for a new early morning shift. The job has been updated. And once the posting is updated, from that point on, if any candidate is applying to that job, they will be applying for the newer configuration, the newer shifts. In this case, they would also see the early morning as an available shift on the job. So the goal is to not have any downtime to, make any configuration changes on shifts. And if you have any configuration changes, we have a way now to communicate it to the manager in the location either through my jobs page or in the recruiting dashboard. That's it for today. Let me know if you have any questions, and I highly recommend all of you all using shifts today in your hiring process to review this functionality as it's going to be a game changer, especially because you can auto screen candidates and reduce that time for the recruiter on identifying which candidate passes the availability for the shift they are hiring for. Thank you so much. Awesome. Thank you, Siri. Moving on to our next enhancement, let's talk about job search and a new enhancement for remote roles, remote job geofencing. Remote job geofencing filters remote roles based on where a candidate is or where they say they want to work so that candidates only see remote jobs in locations where you're able to employ them rather than everywhere. Core products here are job search with our impacted feature being job search. Please reach out to your CMSM if you would like this enabled. This is available for all account types, and our impacted users are candidates. I've got Niti here who has all the details. Thank you, Kayla. So, yeah, let's go over the primary pain points that led to this build. So the first being compliance risk across regions. So when all remote jobs are returned to candidates in search results regardless of the candidate specified or inferred location, those that are hiring across multiple countries or regions are exposed to a certain level of legal risk because many remote roles can't legally be filled from any state or any country. And surfacing them to the wrong candidates creates a level of liability in those cases and also some downstream confusion on the candidate's end. The second primary pain point is increased search noise and lower relevance for candidates. So candidates are seeing all remote jobs in search results, including those that they may not be eligible for location wise. And so this can ultimately mislead candidates, create confusion, and over time, that can also erode trust, and lead to higher candidate drop off rates. Now as for the why around this build, we wanted to provide a more relevant remote job search experience. So candidates are able to see remote jobs that match their desired location and, overall, just make it easier for candidates to find those realistic and actionable remote opportunities. We also wanted to provide better control and compliance, so we're not always servicing remote roles to candidates in markets that they aren't applicable for and cannot be hired to in due to where they're located. Yes. And for use cases here, this enhancement applies to all of those offering remote positions across multiple countries or regions where remote job eligibility will vary by location. So for customers who only want candidates to see remote jobs that match their inferred or specified location to not only better comply with employment laws but also better support international hiring overall. And This is, of course, not applicable to customers who do not offer remote jobs at all or whose remote jobs have no geographic restrictions. Alright. So let's jump into the demo. So once geofencing is enabled for an account, we will immediately start filtering the number of jobs returned in job search results based on the candidates either inferred or specified location. So we're gonna start this demo off at the my jobs level just to take a look at the remote jobs that we have posted and available to be returned in job search results. Now as you can see, we have remote jobs posted across The United States, Germany, Sweden, and Canada. So there is a pretty wide net in terms of where we're hiring at specifically. Now let's take a look at what the actual job search experience looks like with geofencing in action and enabled for the account. So let's say a candidate just searches for any remote jobs in general. In this case, if we can't detect their location through IP address or if that setting isn't turned on for the account, we'll ask a quick location question here to make sure that we are servicing the jobs that are most relevant, to where they wanna work rather than providing them with all of the available remote jobs that we have posted that may not be applicable to them at all. So in this case, let's say the candidate candidate is based in The United States. Right away, we should see that the results are scoped to remote jobs tied to US based locations, which is exactly what we're seeing here in the search results, plus anything that may be fully remote with no location restrictions at all. Now let's try something a little more specific. So let's say this candidate candidate lives in Arizona, wants to work remotely, and also wants to see what's available to them there. So let's say any remote jobs in Arizona and see what we get back. As you can see here as well, all remote jobs returned are geofenced to Arizona Arizona locations. So we are really zeroing in on the most relevant roles available at the city, state, and country level. Also notice that nothing from Sweden or Germany is popping up in search results. That is exactly the behavior that we want. And this all works the same way when IP detection is enabled for an account. So if we're able to figure out where a candidate is automatically via their IP address, the search results just get geofence to that location without them location without them having to prompt or do anything at all. But, yeah, that's it for the demo. Any questions, please feel free to drop them in the chat, and I'll take a look. Thank you. Awesome. Be sure you use the q and a for any questions you have involving that one. Let's move on to our second to last major enhancement here talking about CMS and an exciting update to our Content Quality Score. Content Quality Score now recalculates in real time whenever you fix a flagged intent in the score viewer, update those intents directly in candidate Q and A. You can immediately see how those changes improve your score. Core products here are going to be platform specifically impacted features being our CMS and content quality score. This is automatically updated functionality applicable for all clients and impacted users are going to be those content quality score users. I will pass it off to Warren here to give us a deeper dive. Hey, everyone. These are two of our primary points, that we based our development on. The first one is that, scores only updated after all flagged intents were fixed, so partial improvements never showed up. And the second one is that hard work wasn't immediately reflected in the score, making the feature feel buggy and discouraging admins from using it. Why did we develop this? First of all, for instant feedback, for more motivation, you can now see the score changes as you go, making progress visible and encouraging ongoing cleanup instead of all or nothing work. And a smoother CMS workflow automatically catches relevant edits that are made in the candidate q and a and keeps the content quality score in sync, reducing confusion and rework. Two specific, use cases for this. The first one is incremental cleanup. Let's say an admin has 30 flagged intents, but time to fix only 10 today. So they resolve those 10. The content quality score updates immediately so they can see their progress without clearing the entire list. And the second use case is fixing intents directly inside the q and a. A user notices an outdated answer in the candidate q and a and updates it there. The system recognizes that this was a flagged intent and instantly recalculates both the intent score and the overall account score. And this is not applicable for clients that do not have the CMS enabled. And let's see the demo. Hey, team. I'm so excited to share a massive update to our content quality score feature with you today. We originally wrote this feature to give accounts a clear health score of the knowledge base, which, as you might know, fuels all of our candidate and employees conversations. But it's actually so much more than just a score. It's an amazing opportunity to look directly under the hood and see exactly what intents are being triggered and asked by real candidates and how we can improve the ones that are not so clear, helpful, or don't provide a relevant response to the question. The feedback we provide users acts as a reasoning behind the score and provides actionable steps on how to fix it. Ultimately, this is a massive opportunity to improve the candidate's entire experience when communicating with the AI assistant. The original flow was all or nothing. A user had to resolve every single flag intent before the system would trigger recalculation. Well, no more. Today, we are launching an enhancement that will make the score live and continuously updated. Let's see how this looks. When I click on the improve score button, the manage response draw opens up. As you can see, we have 13 flagged intents. Let's go ahead and just edit three of them. So I'm just gonna choose three different intents that I wanna edit. As you can see, this is the question. This is the current response, and here is the feedback into why the current response isn't so clear or isn't so relevant. So I'm just going to paste in my new responses, confirm, and then do that for two other intents, And we'll see exactly what happens. As soon as I'm finished completing all of the three edits, I can just exit the content quality score draw. And as you see, it will automatically trigger recalculation, process the new score, and eventually show me the updated score of my account. But wait, it gets even better. I wanna show you what this looks like for our contextual AI clients. For clients who have provided consent, this enhancement goes a step beyond just giving explanation. It actually generates a suggested improved response to the intent. As you can see here, these are our flagging intents and right beneath them is our AI generated response. I can simply read through them. And if that makes sense, just click confirm and use them instead of needing to rewrite the response myself. You, of course, have the possibility also to edit each one individually or even resolve all, meaning fixing all of them at once. So as you see, since this is AI generated, we do require user manual review before posting it, which is basically a human in the loop experience for all our AI products. This saves a ton of time, allowing you to always have time to focus on your content. Thanks. Awesome. Thank you so much, Warren. Alright. Since we're getting pretty close on time, we're going to shuffle some things around a little bit. Kat, let's kick off our last, overview slide and then jump straight into the demo. To or so the team, please feel free to use the chat as questions come up, and we'll also make sure your CST members send out some deeper details on the things we weren't able to cover today. For our final demo, this pertains to Paradox Assist. This is very exciting. You can now update candidate statuses directly in a natural chat with Assist, and this helps teams move candidates forward faster, keeping automations flowing and staying all in one place. Core products here are going to be our platform, specifically, Agentic Assist. This is gonna be an automatic logic update, and this is will be for anybody who has permission to make status updates within, their journey. So with that, for the sake of time, let's just go ahead and jump straight into our demo. Hi, everyone. We are here today to walk through a new improvement to our assist agent. We've moved beyond just asking our AI agent for information. We are now giving assist the power to take action in our candidate journeys. You can now move candidate statuses conversationally from anywhere in the platform. So in order to have this new feature, you must have agentic assist enabled for your account, and you must have next steps built and configured for the specific candidate journey. Assist uses this configuration as her rules of the road to make sure every move is valid. Now let's take a look at a first request. Sometimes, you know, you want to move a candidate forward, but you wanna make sure that you look at all the available options that you have and all of the next steps that you can take. So you can just ask assist to update a specific candidate status. It will immediately retrieve this candidate and present you with all the available next steps that you can take for this specific candidate. You can see the next steps, the specific statuses if there are multiple and you will always get a confirmation step to confirm a status update similar to how you have it in the inbox. Once confirmed, assist will immediately execute the status update and give you a final summary showing the new candidate profile with the new status and a short, text summary as well. Now sometimes I can be much more specific with what I want. Sometimes you want you know exactly to which status you need this candidate to move. As you can see in this example, I'm telling assist to move a candidate to future consideration, which is exactly, one status within the reject next step. So what assist does is, again, it retrieves the candidate, but now it shows me the final confirmation, all already making the selection for me. I will still have to always confirm, the action. Available options if the you regret it or want something else or dismiss the action completely. Now what happens if you want to make a change that hasn't been configured as a next step for the candidate's current status? So even if the action isn't available, assist has context to explain the situation. She won't just block you. She will let you know where this candidate is at the journey. What are the available next steps that you can make for this candidate at the specific moment. So we still get the value and the context for each specific candidate in the platform through chat. And finally, as you know, some next steps and status updates may trigger drawers or additional forms that you have to complete. These are all now supported within the assist agent. And what will happen is that once you confirm the action, the drawer will open and you will be able to complete the form. So in this example, I'm creating a new form for new offer for this specific candidate. Once I confirm, I can complete the offer and send it to the candidate to finalize the status update. Alright, everyone. Since we are at our hour, like I said, please make sure you check keep an eye on your emails. We will make sure additional details on our quick mentions are sent out. As Kat mentioned in the chat, please look at the help site for any release information. We'll also have an in-depth new analytics FAQs and guides. And for any lingering questions, be sure to reach out to your CSM as they will have more details to share with you. Looking forward to getting to spend some time with you all again next month. And with that, we'll conclude our May release training. Thanks, everyone.