Fuld transskription af How B-Corp Status Can Make You an Employer of Choice

certification would do that, with it being hosted and evaluated by 28 00:02:23.099 --> 00:02:25.979 a third party, as well as through its re certification process, which happens 29 00:02:27.099 --> 00:02:30.569 every three years. Is Certification also has a global brand recognition by both the 30 00:02:30.689 --> 00:02:36.090 general public and the broader market. So it serves as this form of accreditation 31 00:02:36.289 --> 00:02:38.930 and a signal to the world. And then, underpinning all of this, 32 00:02:38.409 --> 00:02:42.849 at Kinn Karta, we believe that businesses have a lot of power and we 33 00:02:42.969 --> 00:02:46.800 believe that power is a force for good. Businesses have a responsibility to work 34 00:02:46.840 --> 00:02:51.680 towards that equitable balance of people, plant and profit that you mentioned in your 35 00:02:51.719 --> 00:02:54.840 introduction there, and that was another inspiration for us. And then, lastly, 36 00:02:54.919 --> 00:03:00.349 the process of certification in and of itself has allowed us to identify areas 37 00:03:00.389 --> 00:03:04.469 of opportunity to address any gaps that we have. So, just to pan 38 00:03:04.590 --> 00:03:08.389 out from this picture he painted for Cannancarda, there are so many forces right 39 00:03:08.430 --> 00:03:15.139 now that are distabilizing to a small degree, are and intense degree, thinking 40 00:03:15.259 --> 00:03:19.819 just in terms of culture, politics, business, the environment, of course, 41 00:03:19.939 --> 00:03:23.060 and even just the way candidates are behaving and consumers are behaving. So 42 00:03:23.419 --> 00:03:28.009 one of those things made it clear to Cannancarda that it was time. Yeah, 43 00:03:28.050 --> 00:03:29.889 I mean, first of all, you're so, so right about the 44 00:03:29.930 --> 00:03:34.050 destabilization and all of those factors, and I think there's anything that the last 45 00:03:34.050 --> 00:03:37.050 two years have taught us, it's that we have so much work to do 46 00:03:37.169 --> 00:03:39.250 in order to meet the needs of our planet. I think the first and 47 00:03:39.569 --> 00:03:44.919 most pressing point of clarity for us was climate change, which is this challenge 48 00:03:44.960 --> 00:03:47.919 that's becoming more and more salient as time passes. Just in early August, 49 00:03:49.199 --> 00:03:53.120 you know, the intergovernmental panel on Climate Change, the IPCC, released what 50 00:03:53.319 --> 00:03:55.870 I would call a pretty harrowing report that found that, even if we take 51 00:03:57.189 --> 00:04:00.310 extreme action within the next few years, we only might be able to limit 52 00:04:00.349 --> 00:04:04.430 warming too close to one point five degrees Celsius, which is the limit imposed 53 00:04:04.469 --> 00:04:09.270 by the world's leading scientists on climate change. In the general consensus is that 54 00:04:09.669 --> 00:04:13.139 one point five degrees is essentially unavoidable no matter what we do, and that 55 00:04:13.340 --> 00:04:15.939 truth that was predicted back in two thousand and eighteen and confirmed just recently in 56 00:04:16.060 --> 00:04:19.980 this report, continues to bring clarity to our ambitions. And then, in 57 00:04:20.060 --> 00:04:24.180 addition to that, in the market, we're seeing a lot of signals that 58 00:04:24.290 --> 00:04:30.730 indicate that sustainability and responsibility must be absolutely set control to a business is strategy 59 00:04:30.089 --> 00:04:34.370 in order to mitigate both the physical and transitional risks that climate change presents and 60 00:04:34.490 --> 00:04:40.000 then, even beyond those risks, we're seeing that consumers themselves continue to ask 61 00:04:40.120 --> 00:04:45.519 for more transparency around things like environmental impacts, labor practices, sourcing and research 62 00:04:45.600 --> 00:04:50.560 indicates consumers are integrating those variables into their decisionmaking processes at a greater rate than 63 00:04:50.600 --> 00:04:56.149 ever before, and they're even willing to pay premiums for products that align with 64 00:04:56.230 --> 00:05:00.350 those values. And then I'll say to that independent certifications like be Corp are 65 00:05:00.550 --> 00:05:04.470 just this wonderful tool for consumers and other firms to identify products and services that 66 00:05:04.509 --> 00:05:09.740 are making a real impact. So when you last mention this point about consumers, 67 00:05:09.779 --> 00:05:12.860 I did a little googling. I tug up a study that was conducted 68 00:05:12.939 --> 00:05:16.220 in partnership between IBM and the National Retail Foundation. It just bears out what 69 00:05:16.300 --> 00:05:20.769 you say, which is that shoppers, from generation Z to boomers, have 70 00:05:21.329 --> 00:05:27.490 become increasingly purpose driven. The majority, as you noted, would pay an 71 00:05:27.529 --> 00:05:32.370 average premium of thirty seven percent to buy products from companies that are socially aware, 72 00:05:32.529 --> 00:05:36.560 that are sustainable. But I also want to add it's not just consumers. 73 00:05:38.079 --> 00:05:41.800 This is very important to candidates today. They care and they care a 74 00:05:42.000 --> 00:05:46.279 lot. So how has this certification been a draw for talent? I mean 75 00:05:46.319 --> 00:05:49.110 it's been a significant attractor of talent. You know, as we've mentioned, 76 00:05:49.110 --> 00:05:55.389 it's this objective third party certification that demonstrates to candidates that a firm doesn't just 77 00:05:55.629 --> 00:05:59.870 talk the talk, but that were actually walking the walk to and when it 78 00:05:59.949 --> 00:06:02.589 comes down to it, forms of accreditation send signals to the broader market, 79 00:06:02.670 --> 00:06:08.819 which include the labor market. And just as people are starting to prioritize responsibility 80 00:06:08.899 --> 00:06:12.980 more

in the ways that they purchase goods and services, they're also prioritizing it 81 00:06:13.139 --> 00:06:15.540 more and choosing where they work. In something really interesting related to this, 82 00:06:15.860 --> 00:06:18.129 you know, just this year at Cannincarda, we worked with a group of 83 00:06:18.209 --> 00:06:23.250 students from the Geese College of business at the University of Illinois to better understand 84 00:06:23.290 --> 00:06:28.449 the GEN Z talent market and from their secondary research of generations, their research 85 00:06:28.529 --> 00:06:31.689 of our competitors and their own survey across the cohort of students, we learned 86 00:06:31.810 --> 00:06:36.399 that the young tech workers and those just entering the talent market for their first 87 00:06:36.439 --> 00:06:43.839 job value authenticity and transparency from companies more than any generation prior. For millennials, 88 00:06:43.920 --> 00:06:46.949 this kind of purpose driven ethos has been important for decades now, but 89 00:06:47.310 --> 00:06:51.110 the research suggests that it may be even more important to Gen z when it 90 00:06:51.189 --> 00:06:55.350 comes to the time, this moment that we're in right now. We've never 91 00:06:55.470 --> 00:06:59.589 seen a talent market as competitive and saturated as what we're seeing today in tech. 92 00:06:59.870 --> 00:07:03.100 So can in Karta, having this differentiator, a clear purpose and why 93 00:07:03.300 --> 00:07:08.060 that drives us, has played a huge role in how we're able to attract 94 00:07:08.100 --> 00:07:13.019 and retain top talent. Yeah, absolutely, and it's really aligned with what 95 00:07:13.180 --> 00:07:16.730 built in stands for. We have always seen generation Z to be, as 96 00:07:16.769 --> 00:07:20.769 you found, totally purpose driven. In millennials and generation Zee. One of 97 00:07:20.810 --> 00:07:25.529 our taglines is work your passion, live your purpose. So I think that 98 00:07:25.730 --> 00:07:30.120 we're all coming to this conclusion at the same time. So let's talk a 99 00:07:30.199 --> 00:07:34.480 little bit about your employer branding and you're hiring approach, maybe specifically with regard 100 00:07:34.560 --> 00:07:39.120 to generation Z which, as we all know, they're entering the workforce. 101 00:07:39.199 --> 00:07:43.879 So tell me how you communicate what it means to be a bee corporation in 102 00:07:44.199 --> 00:07:48.709 a way that really matters and captures the attention of this next generation of workers. 103 00:07:49.230 --> 00:07:53.149 In a lot of ways, for us, this starts with our purpose. 104 00:07:53.189 --> 00:07:57.949 Last year we added the phrase for everyone to our mission statement, and 105 00:07:58.149 --> 00:08:01.339 that mission statement in its entirety is we exist to build a world that works 106 00:08:01.379 --> 00:08:05.620 better for everyone, and this signals that we care about the impact that we're 107 00:08:05.660 --> 00:08:09.180 making in the world, particularly as it relates to equity, and this really 108 00:08:09.220 --> 00:08:15.009 has become a core component of all of our employer branding efforts, anything from 109 00:08:15.170 --> 00:08:18.649 employee highlights to social media posts, the creation of partner pages, to employ 110 00:08:18.730 --> 00:08:22.970 award applications and beyond. And when it comes down to it, making a 111 00:08:22.050 --> 00:08:26.839 commitment to people, to everyone, is a key component of being a responsible 112 00:08:26.879 --> 00:08:31.159 business and of maintaining a be Corp certification, and for us this truly does 113 00:08:31.279 --> 00:08:35.519 include everyone, from employees to candidates, to clients, to partners, all 114 00:08:35.559 --> 00:08:39.039 the way to the end users who use our tech. And we've also embedded 115 00:08:39.039 --> 00:08:45.309 key elements of our unconscious bias training into our interview training program so every single 116 00:08:45.470 --> 00:08:48.990 interviewer I can in Cardi goes through that and we're constantly training up all of 117 00:08:50.110 --> 00:08:52.789 our interviewers on mitigating biased throughout the process. And even with all of that, 118 00:08:52.950 --> 00:08:56.740 I think what I love the most is really our certification has changed what 119 00:08:56.860 --> 00:09:01.860 we talked about with candidates, and that's something now that we naturally lead with. 120 00:09:01.100 --> 00:09:05.500 We lead that conversation with purpose and share that we are be corps certified 121 00:09:05.580 --> 00:09:09.539 in the very first call each candidate has with our talent acquisition team. And 122 00:09:09.659 --> 00:09:11.610 we do that because it matters so much and so deeply to us and we 123 00:09:11.889 --> 00:09:15.850 want our candidates to know that right up the bat. Yeah, absolutely, 124 00:09:15.970 --> 00:09:18.970 and on the flip side, we know that first call matters a lot to 125 00:09:20.169 --> 00:09:24.480 candidates. I think it's possible that sometimes people might see a be corporation certification 126 00:09:24.559 --> 00:09:31.639 as focusing solely or more on environmental or social good, but there's a huge 127 00:09:31.759 --> 00:09:35.639 emphasis on people. So a really important call out there. In my mind, 128 00:09:35.799 --> 00:09:41.149 these things cannot and really should not be uncoupled, because people in communities 129 00:09:41.389 --> 00:09:46.990 must absolutely be at the center of all of our environmental and social progress, 130 00:09:46.110 --> 00:09:50.309 because without that, in are rising to this occasion, there is no equitable 131 00:09:50.389 --> 00:09:54.940 future for all. There is just a future that maintains or even advances the 132 00:09:56.100 --> 00:09:58.980 inequitable ways of the present. Yeah, kind of an analogy to the climate 133 00:10:00.059 --> 00:10:05.179 study that you

mentioned early on. Absolutely so. So far it's become really 134 00:10:05.259 --> 00:10:09.090 clear that your be Corp certification matters to candidates and it matters to the people 135 00:10:09.169 --> 00:10:13.610 that work for you. But I'm curious to know about your partnerships, about 136 00:10:13.610 --> 00:10:18.529 your clients. Do find that companies are excited about your certification? Are they 137 00:10:18.649 --> 00:10:22.600 looking for a company that has that? Yeah, absolutely to me. I 138 00:10:22.720 --> 00:10:24.840 think first and foremost, the really great thing about be corpses that were this 139 00:10:26.000 --> 00:10:28.320 really tight knit com unity that we love to work with one another. So 140 00:10:28.519 --> 00:10:31.240 we definitely see a lot of interest on that front. And then we also 141 00:10:31.320 --> 00:10:35.629 see some of our enterprise clients that are looking to have conversations about their impact 142 00:10:35.669 --> 00:10:41.190 as well, because digital innovation really helps large enterprises meet those esg and CS, 143 00:10:41.230 --> 00:10:43.950 our goals that they have. And an example of that is, you 144 00:10:45.029 --> 00:10:48.870 know, collecting carbon data and driving insights from that data can help large enterprizes 145 00:10:50.100 --> 00:10:54.179 more effectively measure their impact and decarbonize their operations. And then we also share 146 00:10:54.220 --> 00:10:58.580 a set of values with our clients and our partners, and an example of 147 00:10:58.700 --> 00:11:01.659 that is that, like, we can do things like examining a client data 148 00:11:01.700 --> 00:11:05.570 retention strategy and we can optimize it for carbon reduction, or we can cocreate 149 00:11:05.690 --> 00:11:09.809 carbon reduction KPI as while we're building a digital experience for our clients, and 150 00:11:09.929 --> 00:11:16.450 that means incorporating things like sustainable UX design, green software development and really any 151 00:11:16.490 --> 00:11:20.320 other proven way that reduces the carbon impact of a user's journey? Interesting. 152 00:11:20.399 --> 00:11:24.240 So elaborate for me a little bit on the data retention strategy and what that 153 00:11:24.320 --> 00:11:26.960 has to do with carbon reduction. Of what you're grow about is a be 154 00:11:28.080 --> 00:11:31.279 carp yeah, definitely. I think to a lot of folks data is just 155 00:11:31.360 --> 00:11:33.509 kind of this pie in the sky idea that's a thing that exists, but 156 00:11:33.830 --> 00:11:37.269 not a lot of people know that all of the data that companies collect, 157 00:11:37.429 --> 00:11:41.669 all of the data that we produce, has to be stored somewhere, and 158 00:11:41.950 --> 00:11:45.710 that's on servers and data centers around the world, and those data centers use 159 00:11:45.750 --> 00:11:50.779 electricity and that electricity causes carbon emissions. And so when companies are collecting and 160 00:11:50.899 --> 00:11:54.980 storing data, and right now we're seeing an exponential storage of data over time, 161 00:11:56.179 --> 00:11:58.860 they'res of time where you need to examine your data retention strategy and how 162 00:11:58.980 --> 00:12:03.049 long you keep data, what data you keep, so that it doesn't grow 163 00:12:03.049 --> 00:12:05.809 at this exponential rate and so that we don't consume or emit carbon at the 164 00:12:05.850 --> 00:12:11.850 same rate that we're storing data. Super Interesting. Yeah, I'm really glad 165 00:12:11.850 --> 00:12:16.120 that you called that out, because we definitely are seeing that exponential rate increase 166 00:12:16.240 --> 00:12:20.120 in in data retention. For sure. Yeah, it's pretty crazy and it's 167 00:12:20.159 --> 00:12:22.879 not something that a lot of people think about. And then one more thing 168 00:12:22.879 --> 00:12:26.039 I wanted to call out to is that this also shows up in the diversity 169 00:12:26.080 --> 00:12:30.269 of our teams that we bring to the table with our clients, and that's 170 00:12:30.309 --> 00:12:33.590 great, because more diversity and perspectives means that we can create stronger, more 171 00:12:33.669 --> 00:12:39.309 robust digital experiences for our clients and their users. Yeah, so again hearing 172 00:12:39.629 --> 00:12:41.710 you talk about the environment and, at the same time, people and in 173 00:12:41.830 --> 00:12:48.059 terms of innovation, so many DII experts continue to point out, it just 174 00:12:48.179 --> 00:12:52.779 makes no sense that the innovators who are making new products and services are not 175 00:12:52.059 --> 00:12:56.899 representative of the population it's going to be using it. So I think if 176 00:12:56.139 --> 00:13:01.330 be corporation status can kind of push companies to do that, or if this 177 00:13:01.409 --> 00:13:05.610 conversation can, that would be fantastic. Yeah, a hundred percent. I 178 00:13:05.730 --> 00:13:09.250 was going to say even in the realm of accessibility, I think the latest 179 00:13:09.250 --> 00:13:13.679 estimates by the CDC claim that close to thirty percent of people have some kind 180 00:13:13.679 --> 00:13:16.559 of disability, and if those disabilities, whether it be, you know, 181 00:13:16.720 --> 00:13:20.399 audio, visual, motor, speech, Noor Diversity, some other form. 182 00:13:20.759 --> 00:13:24.679 If those are not accounted for in the creation of your products, not only 183 00:13:24.799 --> 00:13:30.029 is your product not living up to the tenants of sustainability, but you're also 184 00:13:30.029 --> 00:13:31.909 missing out on a significant market opportunity there. I don't know, it's just 185 00:13:33.149 --> 00:13:39.309 really exciting to hear how how Expansive Be Corp Certification Really is. And you 186 00:13:39.389 --> 00:13:43.379 know, you mentioned in the beginning being able to identify through the process, 187 00:13:43.500

--> 00:13:48.100 being able to identify gaps in how you were operating as a company. Did 188 00:13:48.179 --> 00:13:52.139 that process push you to think about the spider web of impact that you could 189 00:13:52.139 --> 00:13:56.529 have like that process? What was it like? I imagine really rigorous. 190 00:13:56.529 --> 00:14:00.850 Yeah, it's extremely rigorous. I think in total, just for our America's 191 00:14:00.889 --> 00:14:05.129 location, it took US close to two years the certification process really I always 192 00:14:05.129 --> 00:14:07.450 tell people, it leaves no stone unturned and it doesn't matter how long you've 193 00:14:07.450 --> 00:14:11.279 worked in sustainability like you will always learn something when you go through the BECORP 194 00:14:11.360 --> 00:14:16.480 certification process. And it also applies differently to different industries and I think, 195 00:14:16.799 --> 00:14:22.559 interesting enough, like applying the BECORP certification to a company like ours that works 196 00:14:22.600 --> 00:14:26.509 in digital innovation. It's something that's relatively unique because a lot of the times. 197 00:14:26.710 --> 00:14:30.909 But you know, firms that undergo a BECORP certification or producing physical products, 198 00:14:30.990 --> 00:14:33.830 for example, like that's a large portion of the community. So it's 199 00:14:33.870 --> 00:14:35.990 really interesting when you're a first mover in the space, becoming a be Corp 200 00:14:37.070 --> 00:14:41.019 in the digital innovation space, because you really are leaving no stone unturned and 201 00:14:41.139 --> 00:14:43.580 you're at the forefront of something really exciting. So, Paul, I think 202 00:14:43.620 --> 00:14:48.740 some of our listeners they are going to be thinking about be Corp Certification. 203 00:14:48.299 --> 00:14:52.779 What are two or three good places for them to start if they wanted to 204 00:14:52.860 --> 00:14:56.250 investigate a little further? Yeah, definitely. I mean, for if this 205 00:14:56.330 --> 00:14:58.250 session has inspired you, if you're listening, it's all thanks to the technically 206 00:14:58.289 --> 00:15:01.730 people podcast. I'm super humble to have been here today and just hope that 207 00:15:01.809 --> 00:15:05.049 this conversation sparks something for your listeners here. But as far as tips go 208 00:15:05.529 --> 00:15:09.639 for business the the first tip is really to take the first step. Do 209 00:15:09.799 --> 00:15:13.799 a current state evaluation. Log On to be loudcom go to the B impact 210 00:15:13.799 --> 00:15:18.240 assessment. Start one, open it, start filling out what you know, 211 00:15:18.600 --> 00:15:20.470 figure out where you're at so that you can think about where you want to 212 00:15:20.549 --> 00:15:24.470 be. The Nice thing about a framework like this one is that it makes 213 00:15:24.509 --> 00:15:28.470 sure that you're looking everywhere and it really leads you through the process of identifying 214 00:15:28.549 --> 00:15:31.629 your level of responsibility as you stand today. And then I would add on 215 00:15:31.669 --> 00:15:35.779 to that to say throughout the process, lean on reputable frameworks like the becord 216 00:15:35.820 --> 00:15:39.179 framework, and, believe it or not, I don't work for them, 217 00:15:39.059 --> 00:15:43.220 but I think I've said Be Corp Forty or five times. But lean on 218 00:15:43.299 --> 00:15:46.299 reputable frameworks and the tools that exist there. And then my second tip would 219 00:15:46.299 --> 00:15:50.809 be to empower the people within your organization who are passionate about this. In 220 00:15:52.049 --> 00:15:56.210 the past, like in the last couple decades, we've seen informal collections of 221 00:15:56.289 --> 00:16:00.330 employees that are starting to drive sustainability forward within their companies, but in the 222 00:16:00.370 --> 00:16:04.000 last few years dedicated positions, I've started to crop up more and more and 223 00:16:04.080 --> 00:16:07.519 that's really exciting. It's absolutely necessary as well. So if you don't have 224 00:16:07.559 --> 00:16:12.080 a dedicated person or a team working on sustainability, my recommendation would be to 225 00:16:12.200 --> 00:16:15.960 find a way to take that step dedicate some resources to baking it into your 226 00:16:17.000 --> 00:16:19.470 business, because in order for it to be successful it has to be central. 227 00:16:19.669 --> 00:16:22.549 And then my last tip would be to build a brand around it in 228 00:16:22.669 --> 00:16:27.110 the caveat here is to use transparent measurements and data. To bolster that point 229 00:16:27.149 --> 00:16:30.029 and add me to the bones there. Don't just share your Pine The Sky 230 00:16:30.070 --> 00:16:33.740 Ambitions, but be specific about how you're going to get to where you're going 231 00:16:34.259 --> 00:16:37.340 and share measurements with the public that prove it along the way. Yeah, 232 00:16:37.539 --> 00:16:42.220 really great point. When we're talking about generation Z, are very skeptical of 233 00:16:42.340 --> 00:16:47.529 corporate intent and I think most consumers alive today are, and so if you 234 00:16:47.649 --> 00:16:51.370 are branding that your efforts, showing the data, showing really what you're doing, 235 00:16:51.529 --> 00:16:55.289 so that people see there's a real authentic drive to making a difference, 236 00:16:55.490 --> 00:16:57.090 is that is going to make all the difference in the world in terms of 237 00:16:57.169 --> 00:17:03.159 your branding. So I also just want to say I really do feel how 238 00:17:03.279 --> 00:17:07.920 comprehensive it is, and so I definitely get why having a dedicated role would 239 00:17:07.920 --> 00:17:11.599 make it possible. So yeah, absolutely, and I wanted to add on 240 00:17:11.680 --> 00:17:14.960 a point to the like. Data and transparency is really a way

that you 241 00:17:15.039 --> 00:17:18.910 can cut through the noise that's happening right now around sustainability and there's a lot 242 00:17:18.950 --> 00:17:22.309 of firms that are, what I like to say overly enthusiastic about their sustainability 243 00:17:22.349 --> 00:17:26.589 claims, and so the way to cut through that is with data transparency. 244 00:17:26.829 --> 00:17:30.779 Really report to the public and show how you're moving in this space, because 245 00:17:30.859 --> 00:17:37.220 that's ultimately what legitimizes it. Fantastic points. So, Paul, tell me 246 00:17:37.619 --> 00:17:41.180 what's a good way for listeners to to get in touch with you if they 247 00:17:41.180 --> 00:17:42.980 want to talk with you about Be Corp or learn more? Yeah, if 248 00:17:44.099 --> 00:17:47.089 people want to reach out, Linkedin is my favorite. You can find me 249 00:17:47.130 --> 00:17:49.450 there by searching for me. My name is Paul Hunter, Paul Allen Hunter, 250 00:17:49.690 --> 00:17:53.250 Alan is spelled ale and or you can reach me by email at Paul 251 00:17:53.329 --> 00:17:59.400 Dot Hunter at Cannon Kardacom. Can like Latin for people and Carda like Latin 252 00:17:59.440 --> 00:18:03.279 for maps. Canon Kardacom. That is very cool. I did not know 253 00:18:03.400 --> 00:18:07.559 the origin story behind your name. So can Latin for people and Carda like 254 00:18:07.720 --> 00:18:12.630 Latin for maps as pretty incredible branding, I would say so, Paul. 255 00:18:12.789 --> 00:18:18.309 Thank you so much. I love that you were able to bring this to 256 00:18:18.750 --> 00:18:22.309 our listeners and I so appreciate your passion and all of your deep expertise on 257 00:18:22.349 --> 00:18:26.470 this matter. I really appreciate your being here. Thank you so much for 258 00:18:26.509 --> 00:18:29.740 having me. Tiffany, I really appreciate it. To our listeners, thank 259 00:18:29.819 --> 00:18:33.619 you as well for joining us today. We go ahead subscribe on your favorite 260 00:18:33.660 --> 00:18:38.980 podcast player just to visit our website. Technically, peoplecom and, of course, 261 00:18:40.059 --> 00:18:44.769 we always welcome a five star review if you enjoy this conversation and you 262 00:18:44.809 --> 00:18:48.369 want to hear more like it. So thanks again for joining us. We 263 00:18:48.730 --> 00:18:52.970 will see you talk to you next week. Whether you're looking to fill opportunities 264 00:18:53.089 --> 00:18:57.359 or find them, built in Haws you've covered. If you're seeking to meet 265 00:18:57.400 --> 00:19:03.720 aggressive hiring goals, will help you attract sought after tech talent you might not 266 00:19:03.920 --> 00:19:07.319 otherwise reach. And if you're on the market for a career change, visit 267 00:19:07.359 --> 00:19:12.789 our site to explore exciting jobs with our customers and even with built in find 268 00:19:12.910 --> 00:19:17.470 talent, find opportunities built incom