 Cool. So, uh, hey guys, my name is Chris Cologne. I'm a software engineer for indeed.com. For those of you that aren't familiar with Indeed, we're a job search site, or the number one job search site worldwide. I've been with Indeed for four years. Before that, I actually just went to school at University of Illinois. Any, Alina here? Yes, cool. Awesome. Me and you. And you go over there. Um, so yeah, I've been working for Indeed last four years in the last year and a half. I've been working on, uh, Indeed's newest products called Indeed Prime. Um, and so I'm going to talk a little bit about that later, but, but right now I just want to talk about something that we kind of, a lot of us in this room probably experienced, which is recruiters and recruiting messages and stuff like that. So, uh, just to show of hands, who here has gotten a message from a recruiter like daily, weekly? Yeah. Yeah. Cool. I see we got some engineers in the room. Awesome. Okay. So, uh, show of hands. Who here has gotten an awful recruiting message from? Yeah. Okay. Cool. See, we got some engineers in the room. Yeah. So this, and this is, I was actually talking with some of my colleagues about some of the messages that they get. And, uh, one, one of my colleagues said that she would had a recruiter contact her once or twice a week, but always after 10 p.m. And I asked her, you know, what was happening. Was he in Tokyo or something? Like, what was there? Time difference? What was going on there? And she said, no, actually, he would leave her voicemail messages because he was drunk and would leave her these drunk recruiting messages. That's not the type of recruiter I want to talk to. I'm not really going to be interested in working for that company. Um, I had another coworker, uh, who, uh, here depicted here, um, who would get contacted by one recruiter. Uh, he got a couple messages. The first message was something like, hey, Juan, we saw your resume. We think you'd be a great fit for the company. Let us know, uh, reach back to us. And my colleague didn't respond back to that first message. Recruiter sent another message a couple days later. Hey, Juan, we really looked at your resume. Think you'd be a great fit for the company. Just talk to us five, 10 minutes. Still didn't respond. Third message from the recruiter. Hey, Juan, don't mean to bother you. If we could just get five or 10 minutes of your time, that'd be great. Thanks. And so those messages don't sound that bad. If it was an interesting company, probably maybe Juan would respond. The only problem was Juan wasn't Juan. Juan is actually Amanda. And so they got the name wrong and they got the gender wrong. Not really a recruiter. You want to kind of message back, right? They're probably just cold calling a bunch of people. Also, if you looked at the resume that much, how did you get the name? And so, uh, the other thing that happens with recruiting messages, let's say you get a good recruiting message, you might have low quality companies reaching out to you, right? Tundra Mifflin, yeah. And so what makes a company low quality could be several things. They could not be able to afford you, right? So I had companies contact me, give me offers that were half the salary I was currently making. I don't care if you're a great company. I don't really want to take that pay cut. And then you also have companies that are just kind of cold calling, right? So you're just one of the 100 engineers they try to reach out to. So they're not even looking to see if you're a match. I've heard of a friend who's a game designer and he gets contacted by like finance and bank companies and has nothing to do with his experience. Once again, because they're just cold calling, right? They don't care who you are. You're just an engineer. The next thing that happens is you get unresponsive companies and this can happen at different parts of the recruiting process, right? So what happens to me is I'll get a message from a recruiter and it's actually a good one and I'll respond back and I'll say, Hey, I'm interested. Give me some more information. And I think that's when they go and play like ping pong at their tech office or something because they never respond back to me. And so I just get that unresponsiveness, which is a huge turn off, right? You can also get unresponsiveness later on in the process. So a colleague of mine right before he started for indeed got through the whole process. He interviewed phone screened everything like that and was told that he was going to get an offer. A couple days go by he doesn't hear anything tries to send a message they don't get back to him. A couple weeks go by he starts looking for another job, right? He starts interviewing with indeed. And a month goes by he's working for indeed and he gets contacted again by this company. And they finally say, Oh, sorry, by the way, we didn't have the budget to hire you. At which point he's just he's like, That's fine. I work for another company right now. Anyways, and so there's this problem right with with recruiting messages right now. And it causes a lot of us engineers to have to sift through all this noise, bad recruiting messages, low quality companies, unresponsive companies. And it makes it really hard when you're actually trying to find a job. I was actually interviewing a really awesome candidate for indeed. He had a great resume and he I noticed he wasn't working anywhere the current time. So I asked him, What are you doing right now? And he said, This is what he's doing. He's looking for a job looking for a job is his full time job, right? He has so many phone screens and interviews and emails to respond to that it's just too much. And so there must be a better way right. So I work for indeed. And indeed helps people get jobs. So couple of us got to thinking, you know, a lot of us in this room, a lot of the engineers in this room, especially, we don't really have to apply to jobs like we don't have to go find jobs, we just have to start paying attention to the recruiting messages and figure out like who's good that's talking to us. So let's make this thing, we'll call it indeed prime. And let's have it help top talent get jobs. And it's slightly different. So at the most basic level indeed prime connects top talent with top employers. So but we were building that when I was trying to figure out what I wanted from from a tool or a product like this, I had to keep in mind a couple things. So the first thing is I wanted an easy apply flow. I want I hate writing resumes, I hate writing profiles. I don't know if any of you guys like it, but I definitely do not. So I wanted something where I could just give some basic information and someone somewhere would do work for me. I also wanted a portal with quality employers. I wanted a place where I didn't have to worry about low quality companies reaching out to me or unresponsive companies reaching out to me. I also wanted transparency and messages. So I'd get contacts or recruiting messages that are really cryptic, like we want a junior developer who doesn't have the company name or doesn't have any other information or even where they're at. They just kind of want to get like a foot in the door and have you respond back. So I want to transparency and messages. I want to know who you are and kind of what your offer is. And then I also wanted an easy way to reply to messages. So when I am interested and I do get it like an email or something, I want an easy way to say I'm interested or I'm not interested. So these are the things I kind of had to keep in mind when, oh, by the way, I didn't really say this, but I'm actually one of the two founding engineers for Indeed Prime. So I was the one trying to like keep all this in mind when I was building this product. So how do we deal with this easy apply flow? Well, what I did was I built super simple, like just give me your basic, your name, your email information. And why don't we just create and have this team of people whose job is to basically create your profile and work with you and do all of that for you. If anything, use Indeed Prime to get like an awesome tech written thing of your profile and then copy and paste that wherever you want. So we have this awesome team that is going to work, that works with engineers and stuff to make sure they're getting pushed along the process as well. So they're there helping you build your profile, evaluate offers, making sure you're not getting stuck anywhere in the process with any company. There's this awesome quote from a user of Prime that I love. So he says, I really love the coaching and monitoring from the Prime liaison. Just knowing someone's in your corner helps a lot. And I think that's something that the that awesome candidate I interviewed for Indeed would have benefited a lot from. Something that I want, if I'm considering like looking for a new job, just someone to help me manage all this. Someone to help me sift through a lot of that noise. So quality employers, how do you get quality employers? It's actually really simple. Just vet and screen all the employers, right? Be exclusive. And so that's what we do. We don't just let any employer see your profile. We vet and screen them. And then we also have a team that works with employers specifically to kind of make sure you're not getting stuck in the process. So let's say you get contacted by a company, you're interested. We go ahead and we work with the employer saying, Hey, look, Rebecca is really interested. She has a couple other offers on the table. You should really push her along. Get that phone screen and get the interview in. And that helps a lot with the unresponsiveness that we kind of get in normal recruiting. So then transparency messages. That's also pretty simple, right? So if an employer is going to reach out to you, let's make sure they give their company, which is automatic. And let's make sure they provide a salary, some information they can provide relocation and equity. Relocation equity are optional because not every company offers that. But that's great. So now I get messages knowing exactly who I'm talking to, what the company is, and kind of what their base offer is, right? They're using this. They know I'm a prime candidate. They know I'm a great engineer, so they can they should be able to make me at least a base offer. The next thing is that one that easy reply that I want to basically express interest or disinterest when I get messages from from recruiters or employers. And so that's also turns out to be really simple. Let's just when the emails that you get through prime, we just add two buttons that say interested or not interested. Simple as that. I can easily respond and say, Hey, look, I'm actually interested. And so all of this together leads up to this 90% response rate. So 90% of the time our candidates are responding to employers, which is awesome. I get so many recruiting messages daily, weekly. I respond to like 2% of them, if at all, right? So 90% is amazing. And there's this quote that I really want to credit to you, which is at the end of the day, a single indeed prime interview request is worth a dozen traditional applications. And I get excited every time I see one in my inbox, which is exactly the product I wanted to build. I didn't want to have to sift through all this noise. I didn't want to have to deal with all this, you know, I have to evaluate if this is a good recruiter or a good company. This is this is this is the product working, right? Yeah, so I'm really happy with what I built. You guys should totally try it out. We are going to have a booth tomorrow and Friday to check us out. We're going to have a HTC virtual reality setup, which is super, super cool. I'll be there. I can tell you a little bit more about the indeed prime tech stack. We're also going to have another session on Friday kind of diving in a little bit more of what indeed prime is, how it works, and also some resume tips as well. And yeah, there's a bunch of us in these like blue and orange shirts. So feel free to reach out to us if you all want to sign up or just talk to us for information. So yeah, thanks. Have a great Rails conference and may the fourth be with you.