Angelo Pancho Talks Recruiting Technology at Rockwell Automation

Key Recruiting Tools: SeekOut, Workday, Draup.

TRANSCRIPT

Chris Russell:
All right. As he said, Angela Pancho oversees recruiting tech innovation and international strategic talent sourcing for Rockwell International. And today we'll talk about the technology he uses to hire talent. Angelo, welcome to the show. It's great to have you.

Angelo Pancho:
Hi, Chris. Thanks for having me. Excited to be here. Thanks for inviting me.

Chris Russell:
Excellent. Looking forward to the conversation. I think we've been connected for a while now on LinkedIn and those places, but for the audience, just describe your current role and what you do there at Rockwell.

Angelo Pancho:
Sure, absolutely. So I am a technology and sources strategist for our global talent acquisition team at Rockwell Automation. And my role consists of multiple key components. So of course, the first role would be to provide talent sources support for our talent advisors worldwide. Of course, this includes APAC, Asia-Pacific, and MEA, which is Europe, Middle East, Africa, Latin America, and of course, North America, which is of course U.S. and also Canada. Secondly, I oversee the recruiting technologies or RecTech for our global TA team. This includes ongoing training for our TA team. When it comes to current and also recent RecTech tools that we're currently using, I also focus on identifying tools in the future. So what tools will be valuable and helpful and also useful for our team globally? Of course, obviously, although there are thousands of resources out there, not every tool would be necessary for our team.

Angelo Pancho:
And it's also important to understand the skill level and bandwidth of our team to really determine what tools are necessary to utilize. In other words, speak to your audience. So for me, my audience would be our immediate TA team. Of course, again, what tools will work and what will not. But I'm in constant training mode with our team, which I absolutely love.

Angelo Pancho:
Finally, the last key component would be providing talent, intelligence, and insights, not only for our talent acquisition team, but also for other departments within our company. Really other departments that are heavily involved with strategic workforce planning and decision-making. Departments such as talent effectiveness, human resources, global mobility, university relations, and more. And so that is my role.

Chris Russell:
You got lots of stuff going on there. You got kind of three areas of focus. How'd you get involved in all the tech stuff and identifying tools and helping train that stuff? Is it just something you really like to do?

Angelo Pancho:
Yes, absolutely. So I hadn't been recruiting for quite some time. Like over 20 years. I started in the late nineties. And innovation and creativity is something that's just always a part of me. And so when I discovered the recruiting and sourcing world, I thought, wow, this is such a fast growing industry, if you will. And it's kind of a hidden industry because of course, as you know, nobody goes to school to become a recruiter. Nobody goes to school to become a sourcer, right? It kind of just falls in your lap. But when I found out just the value of this particular industry, I thought, wow, match that up with technologies, back then the internet really was in its infant stage, but then it started to get momentum.

Angelo Pancho:
And then I started to take a deeper dive within recruiting technologies, websites, things of that nature. Then over time, I noticed that it had just exploded as far as different tools and technologies out there. And so, really fascinated by it. Now I'm still learning as we go along. Of course there's always things to learn. But in a nutshell, I've always had a passion for innovation and creativity, especially when it comes to technology.

Chris Russell:
Do you have a favorite tool you're using right now?

Angelo Pancho:
That's a good question. There's a lot of them out there. I would say when it comes to recruiting right now, I really enjoy the SeekOut platform just because of the flexibility of it. SeekOut, and for those of you who are not aware of SeekOut, SeekOut is essentially a search engine platform. It aggregates multiple recruiting sites. And so it's a one-stop shop for these different particular recruitment sites. So think of it as more of a, for example, like an Expedia, but for recruiting tools or an Orbitz for recruiting tools. Right? So if you were going to travel, for example, you'd go to hilton.com to look at their space. However, another alternative would be to go to a site such as Expedia and it'll aggregate multiple different listings of hotels. Well SeekOut is essentially in the same ballpark as that, right? But it's really focused more towards recruiting tools. And so for right now, that would be one of my favorite tools.

Angelo Pancho:
And then of course I do a lot of Boolean searching. Of course on Google and Bing. And then internally, we do have the Microsoft Teams ecosystem. And so MS Teams, SharePoint, Office 365. And I started to realize that there's so many capabilities that we can implement, or functions, that we can implement within our team that could be beneficial for us as far as efficiency and productivity. Those are some of my favorite tools. The list is going to keep growing.

Chris Russell:
Definitely. There's more technology every day they're out there, Angelo. Tell me a sourcing story from your past as a recruiter. How you found somebody maybe doing something creative or it could be something new or recent or older. What comes to mind?

Angelo Pancho:
Right. Absolutely. So I think the one that comes to mind would be back in the early 2000s, I worked at a major mortgage company in Southern California. And this was during the time when the mortgage industry was booming. It was shortly after the time when it was the internet boom, the bust era, right? That was the first recession. And then the mortgage industry came up and it was a fast paced environment. And so I interviewed with this company in Southern California, they offered me the opportunity, I got hired on. I was the eighth recruiter to get hired on. But then a year and a half later, our recruiting team grew to over 100 in the TA department. And so that consists of recruiters, team leads, coordinators, et cetera.

Angelo Pancho:
But not only did our recruiting department blow up, the sales offices blew up as well, of course, naturally. And so every month the sales offices, they had the mentality of letting go of the bottom 10% of sales producers, and of course hire the top candidates within our pipeline. So on the recruiting perspective, in terms of recruiting, it was such a constant cycle of recruiting for top sales reps. And so our goal of course, was to blitz it and go out there and just be aggressive when it came to networking and cold calling to different competitor companies and companies that had solid sales reps, such as the car industry or the fitness industry. They called it at the time, "Go getters," right? Their sales reps that are very driven. So we had to call into these companies and just direct source that and build up a relationship with them.

Angelo Pancho:
We had a lot of internal and we had a lot of competitive power hour sourcing events amongst our recruiting team, where the winners would go to a cruise, for example, to Mexico. We had all sorts of contests, awards, et cetera. But I remember it was a constant grind as far as going to recruiting events as well. We went to a lot of career fairs. We set up our own open house company events. And so just the fast pace of it was just phenomenal. And it was definitely a what we call, of course in basketball they have a term running gun? Essentially that was the same type of mindset when it came to our recruiting team.

Angelo Pancho:
The recruiting tools at the time were very limited because the internet was just taking off. But at that time, we used a lot of resources such as Monster was a big thing, Career Builder, Hot Jobs. And then we use another resource called Open Hire. And so those are really the dominant tools, tech tools at that time.

Angelo Pancho:
And my territory covered all up and down the West Coast. And so of course, Washington, Oregon, California, and of course, Hawaii. Needless to say, we had to go to Hawaii, somebody had to do it right for recruiting events. So that was me. But that was probably my favorite story when it comes to recruiting at that time was going to the Sales Forces, going to the office in Hawaii and recruiting in Hawaii. But again, it was a constant grind. Great memories. And even to this day, I'm in touch with so many team members from the past. But more stories to come.

Chris Russell:
Awesome. How big is the team there at Rockwell? [inaudible 00:10:46] your TA team.

Angelo Pancho:
So globally, we have about 80 team members. Now of course, that can fluctuate, give or take, depending on need. That's both a mixture of full-time employees along with contract recruiters. And so, yes, I'd say about 80, give or take three to four, depending on the time.

Chris Russell:
Got you. And so what's the pitch to come join Rockwell? What do you teach your recruiters to say on the phone in the initial conversation as to why come work for Rockwell? No matter what position did it might be?

Angelo Pancho:
Sure. There's a lot of different angles you can approach with us. I usually start with the basics and then take a deeper dive here. So I'll say something like, "Rockwell is the world's largest company dedicated to industrial automation and digital transformation. Our products and services make our customers more productive, [inaudible 00:11:45], more sustainable. Throughout the world, our software products have been recognized multiple times as far as its innovation and also for excellence. Globally we have 23,000 employees and we have customers in more than 100 companies. We are a fortune 500 company, and we are rapidly expanding worldwide with a heavy focus on establishing a dominant presence within the software industry space. As far as company culture wise, we've been recognized multiple times as being one of the most ethical companies, according to ethisphere.com, along with having numerous accolades as one of the top employers of choice for diversity and inclusion. We are always searching for top talent in the software space. So software engineers, developers, data scientists, software sales reps, and much, much more."

Chris Russell:
Okay. Is there a particular benefit or two, or perk, that you like to call out to potential candidates as far as some of the favorites there?

Angelo Pancho:
Right. So right now, of course, there's a lot of flexibility as far as working. So obviously right now, a lot of our members are working promotes. Of course, really depends on the location. We're starting to change that where some people can go into the office. Making sure that they're in compliance with the health regulations nowadays. But a lot of flexibility when it comes to growth. And I think even internally, as far as career growth, there's a lot of opportunities in different departments.

Angelo Pancho:
So in my role, for example, I started the sourcing department, which didn't exist about a year ago. And so that just shows you that if they see value and talent that somebody has, that the company doesn't necessarily have yet, then they'll tap that person on the shoulder and say, "Hey, can you help us build this particular entity within this department here?" So for example, in my case, it would be the sourcing department. But that can happen in multiple departments as well. And so we'd like to definitely keep our talent and make sure they're fostered as far as their talents and abilities and making sure they're growing within the company. We want to make sure that we organically grow just as much as we are growing externally as well.

Chris Russell:
Sounds good. So let's talk tech, Angelo. Let's kind of walk me through some of your current [inaudible 00:14:24] technology stack there at Rockwell. What do you have for your ATS in HRIS? Start there I guess.

Angelo Pancho:
Absolutely. So we just migrated over to Workday late last year. Prior to that we had BrassRing. And so there's a learning curve with Workday and how it works. But for the most part, things have started to smooth out as far as the learning curve. Of course, there's still a lot more things to learn, but we are using Workday as our ATS, along with our HRIS system, if you will. Then of course SeekOut, we've mentioned before. And the Microsoft Teams platforms, SharePoint, Office 365. A lot of Boolean searching for me at least. Then of course, LinkedIn sponsored ads we're using. Prior to that, we did have LinkedIn Recruiter. They're still in discussions about maintaining some level of support and seats from LinkedIn Recruiter as well. So we're still looking into that.

Angelo Pancho:
And then regionally it's really going to depend on the region. So for example, in Poland, I know they use Pracuj, a PL. In China, they use Liepin along with 51Jobs. India, we use naukri.com. And of course US is pretty much all over the map. We have a wide variety of resources. Not just the major job boards, but also more diversity and inclusion job boards as well. And so for example, like disabilityjobs.com. We're involved with SHPE, which is Society of Hispanic Professional Engineers. And so of course they have a website. And then Circa, which used to be a local job network as well. And so those are just some of the few that we are involved with, but there's more to come.

Chris Russell:
Yeah. From a paid advertising standpoint, what would you say is working best for you guys right now? Is it kind of the major players?

Angelo Pancho:
For paid. We do have the LinkedIn sponsor ads, that's been working really good for us. Of course, there are some things that we're in discussions with LinkedIn to help it integrate even more seamlessly so we can get better candidate flow. But at the same time, I know that, for example, in India, Naukri is one of the dominant ones that they're using heavily. Of course, both on the candidate searching abilities and also posting. And then in Poland, Pracuj, we are heavily involved with Pracuj. And so, especially in Poland, [inaudible 00:16:53] Poland, we are massively hiring for tech talent in Poland. So that's one of the major [inaudible 00:17:01] out there.

Chris Russell:
Yeah. I'm curious, overseas for your recruitment, do you lean more heavily on the job boards out there as opposed to internal sourcing? Things like that?

Angelo Pancho:
Yes and no. So I would say predominantly yes, because it's just a volume that the recruiters have. Keep in mind, there's a couple of ways to approach it. So the volume, as far as the amount of reps that the recruiters have, it can be overwhelming, right? Let alone very fine tuned niche type of positions like a job or software engineer that has robotics experience within a certain location that's hard to find talent. And so we're attacking it all always. So whether it's job boards, direct sourcing, networking, everything. And so that's definitely part of one of the challenges, especially in those remote areas that don't have a lot of tech talent. And so yes, we do rely on job boards as one of our tools. But at the same time, my recruiters are working hard and trying to network and doing the traditional, what we should be doing, right? As far as sources and recruiting, networking, asking for referrals, et cetera.

Chris Russell:
How many positions do you have open right now on your career site would you say?

Angelo Pancho:
Oh, that's a good question. I haven't checked. But I know at one point in time it was 800 plus.

Chris Russell:
Hmm.

Angelo Pancho:
That can fluctuate.

Chris Russell:
What type of a applicant volume do you get on those jobs? Are you talking like 10,000 a month? More than that? Less than that?

Angelo Pancho:
Are you talking per rec?

Chris Russell:
Just an overall applies. Yeah.

Angelo Pancho:
I don't have those figures off of my top of my head unfortunately. I can take a look at that and get back to you on that.

Chris Russell:
Not a problem. Just curious.

Angelo Pancho:
Yeah. That's a great question. In fact, I need to know that. And so I'll do some research on that.

Chris Russell:
Excellent. What might you be planning in the pipeline for recruiting technology? What comes to mind there?

Angelo Pancho:
Right. So we are in the process of revamping our career website. One of the major tools that we are using will be Ultra Labs. Of course, this is more for the video snippets. So some of our employees can capture themselves on video on their mobile phone and really explain to the candidates why they should work at Rockwell Automation. So of course they can describe the company culture, they can describe the benefits of working at our company. These snippets are only anywhere from 45 seconds to a minute and a half. Really depends on the content. But Ultra Labs was one of the main pieces of tools and technologies that we're going to be using for our career sites going forward. And that's both externally, but also internally, for our own intranet. By the way, internet, we have the Epoch system implemented and also Yammer.

Chris Russell:
Got you. Okay. So what types of content in these videos? Can you give us a sense of what you'll be showing off?

Angelo Pancho:
Right. Absolutely. For example, Women's International Day, just happened recently, and so there was a multiple of our employees that filmed themselves on video. And so our talent branding department was able to capture the videos and organize it in a way where it can be seamless. When people look at it, they can just click on it and it goes on to next video. And so they're talking about what it means to be a woman working in Rockwell Automation and just being a woman in the working professional world as a whole. And what it means to them and how it's impactful to them and how they can impact other people as well.

Chris Russell:
Very cool. They just got bought by iCIMS of course. Has your relationship changed with Ultra since then? Or what kind of communications have they put out about the merger and how things are going to change?

Angelo Pancho:
Right. So they were just acquired right when we signed up with them. And so it hasn't changed at all. In fact, I couldn't see any difference because it was brand new to us. Brand new. So at the time when they were acquired by iCIMS, that's when we signed up. It was simultaneously. And so I didn't think it affected us at all. In fact, just for the record, iCIMS, I used it in the past. It's probably one of the best ATSs that I've used on a recruiter perspective. And so when I found out that Ultra was acquired by iCIMS, I was really happy and pleased to hear that.

Chris Russell:
Yeah. They're probably going to be calling you soon as do your ATS too. [crosstalk 00:21:57]. Get ready for that call, Angelo. It's coming.

Angelo Pancho:
I'll be ready. In fact, I know several people that work at iCIMS already [inaudible 00:22:04].

Chris Russell:
Just one more question about Ultra. So how does it work? Is it a web based interview? The platform itself? Give me a sense of what the user experience internally for you guys.

Angelo Pancho:
Sure. Absolutely. Internally, yes, it is all web-based. Of course, you can film yourself on your smartphone and then upload the video to the platform, through the Ultra platform. Of course, on the backend, and then from there, it's essentially a library of different video clips in it. You can categorize it. So for example, if it's for software engineers, we'll have some reps, TA members, or even a hiring manager from the software engineering department discuss about the benefits of working at Rockwell Automation. And then from there, the talent branding personnel, or even myself, one of the admins, we can pick and choose which video clip will stand out to us and which one has a higher sentiment. So for example, if somebody says something really meaningful and the content is very vibrant, et cetera, that is a different score that Ultra Labs has on its dashboard. And so you can kind of pick and choose the content according to those scores.

Angelo Pancho:
It's kind of hard to explain visually. But in a sense, everything's web based and you categorize videos accordingly and according to how you set it up internally. And then you can pick and choose from there and pick you choose which ones you want to be on the external career side. And pick and choose which ones you want to be on the intranet as well.

Chris Russell:
Got you. Okay. Very cool. Do you do a lot of tech demos on a monthly basis, Angelo?

Angelo Pancho:
I'm sorry, what was the question?

Chris Russell:
Do you do a lot of tech demos where you just basically trying to see as much as you can out there as far as recruiting technology goes?

Angelo Pancho:
Yes. Good question. In fact, we stop by multiple vendors pretty much on a weekly basis. And from there, if I see something that's really interesting that might benefit us, then I'll continue the dialogue with that particular vendor and then we'll see how it works. And of course, obviously, we all have to discuss it with our leadership team, the budgets, things of that nature. And so, yes, I'll be looking at different resources that might be beneficial and valuable for our team.

Chris Russell:
So around that, what's the last two you demoed? Not necessarily bought it, but what's the last one you demoed that you thought was interesting?

Angelo Pancho:
So one of them I had a discussion was regards to phone interviews. Transcribing the phone interviews and forwarding those phone interviews over to the hiring manager. And so instead of having the recruiter trying to have to sell the candidate to the hiring manager if you will, the manager can just simply listen to the interview itself and determine and make that decision if they want to move forward with this candidate or not. And so that was one of them that I was in discussions with. And it's still in discussion.

Angelo Pancho:
There's another one that's reached out to me just recently. In fact, we're doing an email tag right now as we go along. But this one might be interested in, especially for the media. And so more to come on that. This one has to do more with relocating talent and what works and what will not work. It's a specific software that this person has developed. And so I know it's kind of hard to explain right now, but that's one of them that's just reached out to me recently. I do want to let you know that one of the tools I'm really excited about that we currently have access to and I've been using for the past year, had to do more towards talent intelligence reporting.

Chris Russell:
Okay. What's that?

Angelo Pancho:
And that is Draup, D-R-A-U-P. That's probably been one of my favorite tools so far in terms of talent intelligence and workforce planning. And so it is a newer company, but from what I'm seeing so far, just on a user perspective, the UX, the design of it, it's very just seamless, organized, efficient, and yeah. Just the modules that it has and the capabilities and the functions. Very insightful, very insightful. And I'm very impressed by this product here. In fact, [crosstalk 00:26:55].

Chris Russell:
What's an example of the intelligence it gives you?

Angelo Pancho:
Sure, absolutely. A good example is what we just did just recently. So we're in the process of opening up an office in EMIA. And so we've coordinated a meeting with Draup to help us out to get more of an analytics as to what would be the best location for us to build a sales and customer support center. So location, but what I mean by that is not even geographically, but also logistically? If it's going to be in an office location where it's easy to get to, for example. That and plus one of the main things would be talent. What type of talent is in this area? Not just present, but even going forward. Because we're starting to find in some of our current locations that the talent pool was very minimal at some of our current locations, but if we just did a little bit more deeper dive analysis as to how it's working out on a long scale talent perspective as far as tech talent in particular, then that will help us out tremendously.

Angelo Pancho:
And so we're using Draup to get us those analytics. But then also pulling analytics such as how many languages will candidates speak typically in this particular area, for example. And obviously English is the most, it's the universal language. And so nearly all of our reps, we require that they're English speaking. And it just blows me away about how many people in EMIA, in particular, how many languages these people speak. I want to give it time. It's just so impressive to me. But of course, one of the elements would be to assessing their English skills. Not just customer support, but also the ability to sell in English. And so that's some examples that we're using for Draup. They did a great job and they're still doing a phenomenal job for us. But yeah, there you go. That is Draup.

Chris Russell:
Can you spell that again? It's D-R, what?

Angelo Pancho:
D-R-A-U-P.com.

Chris Russell:
U-P.com.

Angelo Pancho:
Yeah. D-R-A-U-P.com. Just for the record, some of the team members cam from Talent Neuron.

Chris Russell:
Got you. Appreciate that, Angelo. Thank you. Just a couple more questions for you as we wrap this up.

Angelo Pancho:
Sure.

Chris Russell:
Talk to me about diversity there at Rockwell. How's it been going there? Obviously D&I is such a huge part of recruiting today. But have you made any changes in the last couple years? Tell me more about diversity at Rockwell in terms of recruiting.

Angelo Pancho:
Absolutely. Very important topic. Great question as well. We are heavily involved with the diversity community. In fact, we do have our own separate department that focuses on diversity and inclusion. And so Candace Barns is our leader for that. But we are heavily involved with societies. Again, ones that I mentioned earlier, Society of Hispanic Professional Engineers, SHPE.org is their website. Black MBAs. There's sites that we're utilizing such as Asianjobs.com or.net. Asian jobs. There's also disability jobs. And then a lot more.

Angelo Pancho:
So, I mean, off the top of my head. But there's a lot of other sites that we're actively involved with both externally, but also internally as well. We have a lot of groups that we can participate in. Again, we're using Yammer for a lot of groups online, but of course I threw out a dominant location, such as our headquarters, which is in Milwaukee, Wisconsin. There's a lot of meetup groups that people can attend locally. And so we're heavily involved when it comes to diversity and inclusion. It's important to us [inaudible 00:30:48] and also on an ethical standpoint, ethisphere.com is what we're heavily involved with as well. This is going to be our major focus, not only now, but of course going forward in the future.

Chris Russell:
Yeah. Very cool. Last question. Are you hiring on the talent team? Tell us more about what you're looking to bring on.

Angelo Pancho:
Yes, we are hiring. Seasonally, right? So right now we are looking for a contract recruiter specifically with software and tech recruiting experience. This is for the North America region. And then we're also hiring a contract recruiter, again with software tech related experience, in Latin America regions. And so primarily in Monterrey, Mexico. And then, we're still waiting for approval, but most likely we'll be hiring another contract recruiter for our India team. And so that can be determined as far as what type of background that person will need to have. But yes, we are hiring and it's a great team. It's a phenomenal team. It's a fun team to be with. Hardworking professionals that we have on our team. And we're always looking for more.

Chris Russell:
Yeah, awesome. If you post that on HR Lancers, we'll definitely get some contractors there for you. Got plenty in the US. I do think there are some Mexican based freelancers there as well, so also might be a good thing to post there as well. Not a whole lot, but I know there's a few on the platform I think today in Mexico there. Do you think contracting, like contract recruiters, contract HR help, do you think that's growing in the future here? Do you see companies using more contractors or freelancers to bring on?

Angelo Pancho:
From what I've seen, yes. Yeah. And you know, I've been a contract recruiter as well, myself previously. And in my opinion, there's two ways of look at it. On the employer side, yes, it is growing. But it's always been like that, from my experience. And then on the talent side, when it comes to contract recruiting, a lot of times, especially in the economy like this, it kind of goes ups and flows. But I've seen so many people transition to become contract recruiters. Sometimes not by choice. Because something happened with their current situation with their employment. But you have to have that flexibility as a recruiter, as a sourcer. You have to have a flexibility of whether it's going contract if needed or full time.

Angelo Pancho:
Because sometimes you kind of have to get what you can at some point, if you are aggressively looking for another opportunity. And so I found myself in that situation many times in the past where I thought I had no choice but to work a contract recruiter. And sometimes it actually worked for my benefit because you get to see the company culture firsthand. Get to see if you want to proceed with a company or not. But then more than anything, you just meet new people and you learn different technologies, learn different positions to recruit for, and that can only help you out in the future. But yes, contract recruiting is definitely a growing field, but it's always been there. And it's also an important field as well.

Chris Russell:
Yep. Hey, what's one skill or trait you always look for in a recruiter when you're hiring them?

Angelo Pancho:
There's usually two of them that I look for, but I'll give you one right now. They need to be resourceful more than anything. The second one I was going to say, you need to have that hunter mentality, because that just goes hand to hand with recruiting. You have to. It's kind of like if you're on an island, what are you going to do? You have to number one, have the hunter mentality, hunt for food. Number two, you have to be resourceful. Of course in that example, if you're in the survival mode, when I say resourceful, that includes how do you make a fire? Where's their shelter at? Et cetera. So when it comes to the recruiting side and sourcing side, you really have to be resourceful when it comes to navigating with technology. Especially nowadays. I'm seeing that a lot right now, even as I train current team members. I love training, but I did notice that there's just a lot more training to be done as far as technologies. And so you need to have a skill set of being resourceful, specifically with technologies and tools within the recruiting realm.

Chris Russell:
Well said, Angelo. Well said. I totally agree. Angelo Poncho from Rockwell Automation, appreciate time today. Feel free to tell the listeners how to connect with you online.

Angelo Pancho:
Absolutely. I'm always available on LinkedIn. Angelo Poncho, ANPoncho is my LinkedIn handle. I'm sure it will be on this podcast here. But you can also reach out to me anytime. Email me anytime as well through my direct email. And I'll give you that information, Chris so you can put on your website.

Chris Russell:
Sounds good, Angelo. Again, appreciate your time and have a great week.

Angelo Pancho:
All right. You too. Thank you so much, Chris. Nice to speak with you.

Chris Russell:
That will do for this episode of the RecTech podcast.Be sure to follow us on the socials. Facebook, Twitter, LinkedIn, [inaudible 00:36:16]@RecTech media handles, see every new podcast, video, blog post we publish. Shout out again to my sponsor Brazen, be sure to check them out for their virtual job fair event platform. Thanks for listening, everyone. And remember, always be recruiting.

Speaker 2:
Another episode of RecTech is in the books. Follow Chris on twitter@chrisrussell or visit Rectechmedia.com where you can find the audio and links for this show on our blog. RecTech media helps keep employers and recruiters up to date through our podcasts, webinars, and articles so be sure to check out our other sites, recruiting headlines and HR podcasters to stay on top of recruiting industry trends. Thanks for listening. And we'll see you soon on the next episode of RecTech, the recruiting technology podcast.