Jay: Hi everyone. Welcome to the HR Bytes podcast. I'm Jay Polaki, your host and my guest today is Velia Murillo. Hi Velia, welcome to the show.
Velia: Thank you so much for having me to your podcast, Jay. I appreciate it. I know you've had a lot of incredible talent in our space, so I'm honored to be here.
Jay: Well, Leah, you've been in the HR space as an HR team of one for quite some time now. Um, and you know, it's quite a challenge being on an HR team, leave alone being an HR team of one. Tell us a little bit about your, um, challenges and what's exciting you in the HR function today.
Velia: That's a great question. I am, in fact, a team of one. Um, currently, I, I'm form part of the executive leadership team at treble music. We're a music application and at treble. I serve as a global HR, um, head of people and I was the first HR hire. So I'm responsible as a team of one to, uh, successfully create our HR operations and build everything from scratch. So that's very, very exciting to me. I get to, um, yeah. I'm not scared to break anything. I can't break anything. I can only make things better and just continue to support our business growth. Um, I lead the efforts in positive employee relations of over 100 and 100 plus talented folks, uh, internationally across Cultures and time zones, languages in the U S, uh, Mexico, Armenia, Indonesia, but I see in Columbia and because of our music application, we are expected to continue entering new markets. And what does that mean for a team of one? Well, I'm going to have more talent across, uh, you know, across the map.
Jay: Wonderful. Well, if anything breaks, you always have the music, right? That's right.
Velia Yeah. There's always something that's going to uplift me. So you're right. Traveling music was perfect.
Jay: So well, yeah, there's so much automation in our function. I'm sure you're seeing a lot of the technology that's coming at us at lightning speed. How do you think we should be approaching automation and AI for the HR function today? And, and, you know, you're an HR leader, a global HR leader today. As an HR team of one. So, you know, where are the challenges and where are the great advantages with all of this new tech?
Velia: Well, first, you know, we, we want to approach is thoughtful, right? So as HR leaders, we want to understand the specific. Paint points and challenges within our organization and where we could benefit the most from a I automation. Um, or even, you know, treating it as an a I personal assistant, which again in my in my current role, a team of one having a virtual buddy is Perfect. Um, this involves just conducting thorough assessment of our current HR processes, sort of the landscape of your HR, and just identify repetitive tasks, administrative workloads, um, you know, where are the areas where you're finding errors or inefficiencies that are occurring. Once we identify that, Jay, then, then as leaders, we can prioritize which processes to automate based on impact, productivity, accuracy, and then, of course, the most important is just employee experience. Um, we know that AI is helping with automation, saving time with like first draft and we know that there's limitations, uh, of the automation and AI, uh, technologies, uh, relevant to HR. So, um, I tend to follow a sort of a golden rule, uh, less is more, um, everything in moderation. And what I mean by that in HR is that we don't have to force Um, we don't want to. Um, um, embrace AI into every single project or every single area of our work Um, however, to ensure that AI or HR stays, um, relevant with the AI evolution. We don't stay behind and we can't be scared of it. We need to be cautious, embrace it cautiously and just make informed decisions.
Jay: Wonderful. And, you know, in the midst of all this, you mentioned how important it is to keep the human at the heart of this, right? So how do we keep that human touch in the midst of all this technological revolution that's happening in our world?
Velia: I say, you know, the most important thing in HR, we hear it in, in, in everything. So it's back to the basics, um, prioritize, Prioritize empathy. Prioritize communication. Um, ensure you're listening. And, um, in my everyday, uh, global function, I have to make sure that there's always that, that, uh, human connection. So you're always having to make those special moments, um, with, with your, with your staff. Um, and while technology enhances efficiency and streamlines processes, um, it's crucial that HR ultimately remembers that, you know, our function is important, people first, right? Um, that means going back to personalizing the support.
If you're going to use AI, um, make sure it's personalized, keep that in mind, uh, you know, foster that trust and collaboration with, with the ability to also leverage technology, um, and augment it wherever possible. So you still have that human touch element, even in this digital, digital age.
Jay: Well, um, you know, we hear a lot of thought leaders, CEOs of big technology companies out there talking about how AI is going to outsmart us humans in as little as a year's time to five years down the line. Where do you see our HR function in all this? And what do you foresee for HR in general?
Velia: Um, I think that's a great question. I think, um, you know, we, we, as I mentioned earlier, we can't be scared. Technology comes in and out of our lives, uh, more frequently nowadays, but, um, it doesn't change the, the human. We're not going to turn into robots. Um, there might be robots in our, in our, in our foreseeable future, but we're not going to turn into robots. So I think when, when we think about this, what's going to happen is that if we utilize our AI correctly, we can actually take some of the hard human, um, functions of our, of our role and turn it into something positive. Um, I can give you a perfect example. We can use, uh, AI, consider it, um, to, um, Enhance human interaction scenarios. For example, we can use AI to describe a specific heart topic or a heart discussion that you're about to broach with your employee. And before you go into real life scenario to have that person face to face, uh, or virtually in this case, you can take those scenarios and lay them out as a question, as a prompt. In your in your virtual AI buddy, right and let them serve. Let that serve as AI coach. So you're basically playing out. These scenarios, what can go wrong? What should I change? What if I say this, you know, and then just kind of prepare. Um, and so you as a leader, and even as you're supporting other leaders, managers and departments, you're allowing them in a very risk free environment with AI technologies, um, to practice their decision making their conflict resolution. So there's so much more good than I see bad. Uh, I'm of the, the camp of, of professionals that thinks this is a good thing. It's going to elevate my role. It's going to make me more valuable, more credible faster. Um, and so I'm, I'm excited to what, what's happening here. We just have to be open minded.
Jay: Absolutely. When you said that we're not going to be robots, the first thing that flashed across my mind was this Bruce Willis movie where he's got these clones of the, you know, is going to work.
Velia: You know, we've, been preparing for this for a long time. When we were relaxing and watching movies, we were preparing for this, this particular technology time that we're in.
So we're good. We're going
Jay: to be good. Um, so really on that same note, I know it feels like a sci-fi movie sometimes, like we just talked about. What are you most worried about this year for our function in general, you know? And if you had a magic wand, what would be your ideal solution to, you know, get rid of that particular challenge?
Velia: Well, I mean, HR, you know, is also known for being, you know, magicians. So, so, um, I think that the reality is that they're the worry the things that worry me that are probably not different than any other profession, even though we were HR experts. Um, I would say balancing the technology advancement with the ethical considerations, particularly regarding the data privacy and AI bias.
Speaking with other HR executives, some companies are moving a lot faster with implementing these technologies, these advances in HR. And we don't have to, not everybody is going to move in the same pace, right? This is not a one size fits all, but I would say just the solution here is to just keep an eye on the evolving development with comprehensive and ethical guidelines from regulatory frameworks for AI and, and data and now data has had frameworks for a while, right? We know, um, GDPR in, in Europe and CCPA in California, but as long as we continue to keep an eye on country state federal laws, which, which in our function, we sort of have to, we, we can just, Keep an eye out for any guidance, um, to prevent any, any real risks and issues.
Um, I know, um, professional associations like SHRM, for example, they offer great guidance. And if you're not a member, you can still get some of that for free. So just, just balancing, balancing, keeping innovation at the forefront, but then just being responsible about how you apply it, um, in your workday.
Jay: Wonderful. And, you know, if we are talking about all of this today, um, it's because it's front and center I mean, it's hitting our desk every single minute, you know, we, I think we don't, um, pass on the opportunity to hear or talk about AI in every single interaction these days when we are talking to our HR colleagues. So what's one piece of advice you have for HR professionals who are looking to adopt or learn new technology?
Velia: You know, it's um, you know, we're, we're learning together. So I don't think, um, any bad suggestion or bad guidance, there's no bad guidance. I think it's just how you apply it. I think just prioritizing learning agility and adaptability. As I mentioned earlier, just having that embracing a growth mind-set and being open to exploring these tools and methodologies. Um, to enhance our HR practices, uh, focusing on, on the understanding, um, on the broader implications of the technology adoption and just remembering, you know, who we're serving, you know, how is it going to impact our employee experience, um, legally, how is it going to in fact, you know, debted privacy, how are we, we treating that and just, um, Just being ethical, just doing the right thing, which is, I think, out of all professions, HR is known for doing the right thing, even when no one is looking. And so I think if we keep that in mind, um, and sort of move about, uh, you know, the plane, uh, you know, with caution. We should be okay. There's, there's so many resources, Jay, and you know this better than, than, than, than most. We don't have to commit to investing in, in AI if we don't feel comfortable. You know, I work for a start-up, and so we're always very mindful of, of, uh, Where we're spending our time in our, in our resources. Uh, but I also am very, very lucky. I work for an organization that is a music technology company. So I can't be behind and what's happening in this, but we can utilize free services. There's vendors that possibly even offer, um, uh, the opportunity to beta test, you know, beta test the platforms and, and give your feedback, your improvement points in return. So you don't have to make a full commitment. You could still experience it hands on. In a safe controlled environment.
Jay: Wonderful. Well, that brings us to the funner part of this conversation. If you haven't been having fun so far question connection section where I ask you a rapid fire round of questions so our audience can connect better with you. Ready?
Velia: Right. I'm ready.
Jay: Who is one person in your network that you've gained in the past year in the HR tech space that you would like everyone to learn about and connect with?
Velia: You know, um, HR professionals, we're very friendly. So we make a lot of connections pretty quickly and pretty fast, especially on LinkedIn, which is a great tool. I'm always on for recruitment and talent acquisition and all that good stuff. Um, but one particular person that I haven't had the pleasure of meeting yet, Uh, hopefully I don't butcher her name. I believe it's Amanda Haley. Um, she is a tech advisor. She is, uh, a speaker on, on all things AI. Uh, she comes to mind because I recently listened to a webinar. She was on again, the subject of AI. We can't escape it. Like you said, um, and she's very interesting and she speaks about it in a way that is, um, non scary, right? It's, you, you take it, these nuggets of, of, of information and, uh, she's really great. She has a newsletter, unraveling AI, I believe it's called, and I can share that information later with you, so with our viewers, they can also take advantage of, of, again, Amanda Haley.
Jay: Nice. I will link that in the show notes as well. Um, what's your favorite HR podcast or HR related book?
Velia: Um, besides yours, Dave? Um, besides yours, I would say I have two. Um, there is, uh, one called, uh, future of hr, future of hr. And then there's another one that is, um, the modern people leader, the modern people leader. I've caught a lot more of those, uh, podcasts, just because I've been lucky. A lot of the, the connections that I've made on LinkedIn, they've been featured. They they've been speakers on this podcast. So it just brings me a little closer to understanding them and how they work. But these are, these are two great options out there.
Jay: Wonderful. And we are curating an HR playlist for working from anywhere. What's your song?
Velia: I feel like this question was made for me, just from the company I work for, Treble Music. Um, I can't say one because it's, I have so many, but I'm gonna say two. I would say, these are oldies but goodies. I would say, um, I'm a survivor, Destiny's Child, and I'm still standing. I believe that that one's Elton John. Um, I think it just speaks volumes to everything that HR has been going through. Uh, all industries and professions have been impacted by the last few very tough, very challenging Years, but I think those two songs could be themes for any HR pro.
Jay: Thank you. So, is there a LinkedIn learning or an e learning webinar that you'd recommend for our HR colleagues to learn from related to HR technology.
Velia: Um, I have not had the opportunity to take the courses, but there was one that was recently recommended to me. I was part of a webinar, a panelist suggested generative AI and HR, and I believe that is a LinkedIn eLearning course.
Jay: Thank you. And how do you enjoy giving back to the HR community? Lia, you know, you do a lot in your community, but specifically how do you like giving back to the HR community?
Velia: Um, I think this, this particular, uh, activity, you know, speaking with you, sharing the, the little bit and or the, the, the lot that I've learned in my. 25 years of HR work, um, attending podcasts, being, um, being available. I, I don't know about you, but I've been receiving just very sporadic requests from, from younger HR professionals that are trying to transition, you know, maybe they've been laid off and they're trying to transition, uh, into HR Um, and Even outside of the HR community, just as an HR professional trying to give back to, um, all the talent that's been laid off. I've been giving free time, just kind of going over people's resumes and giving tips and, and, and suggestions on how they can, you know, have successful interviews and how to approach connecting with the companies that they're I just try to give back. In my career, people have always you know, help me. And I think it's only right that I do the same and get back.
Jay: Well, thank you so much for being here today. I'm sure our listeners and audience have learned a lot from the insights you've shared, if they'd like to connect with you, what is the best way for them to do that?
Velia: Oh, on LinkedIn, LinkedIn, there's not very many values out there. So value would be on LinkedIn. You'll find me easily. I'm happy to connect.
Jay: All right. Well, thank you again so much value and thank you audience for joining us today. Have a wonderful week and day ahead.
Velia: Thank you.
Velia: Thank you so much for having me to your podcast, Jay. I appreciate it. I know you've had a lot of incredible talent in our space, so I'm honored to be here.
Jay: Well, Leah, you've been in the HR space as an HR team of one for quite some time now. Um, and you know, it's quite a challenge being on an HR team, leave alone being an HR team of one. Tell us a little bit about your, um, challenges and what's exciting you in the HR function today.
Velia: That's a great question. I am, in fact, a team of one. Um, currently, I, I'm form part of the executive leadership team at treble music. We're a music application and at treble. I serve as a global HR, um, head of people and I was the first HR hire. So I'm responsible as a team of one to, uh, successfully create our HR operations and build everything from scratch. So that's very, very exciting to me. I get to, um, yeah. I'm not scared to break anything. I can't break anything. I can only make things better and just continue to support our business growth. Um, I lead the efforts in positive employee relations of over 100 and 100 plus talented folks, uh, internationally across Cultures and time zones, languages in the U S, uh, Mexico, Armenia, Indonesia, but I see in Columbia and because of our music application, we are expected to continue entering new markets. And what does that mean for a team of one? Well, I'm going to have more talent across, uh, you know, across the map.
Jay: Wonderful. Well, if anything breaks, you always have the music, right? That's right.
Velia Yeah. There's always something that's going to uplift me. So you're right. Traveling music was perfect.
Jay: So well, yeah, there's so much automation in our function. I'm sure you're seeing a lot of the technology that's coming at us at lightning speed. How do you think we should be approaching automation and AI for the HR function today? And, and, you know, you're an HR leader, a global HR leader today. As an HR team of one. So, you know, where are the challenges and where are the great advantages with all of this new tech?
Velia: Well, first, you know, we, we want to approach is thoughtful, right? So as HR leaders, we want to understand the specific. Paint points and challenges within our organization and where we could benefit the most from a I automation. Um, or even, you know, treating it as an a I personal assistant, which again in my in my current role, a team of one having a virtual buddy is Perfect. Um, this involves just conducting thorough assessment of our current HR processes, sort of the landscape of your HR, and just identify repetitive tasks, administrative workloads, um, you know, where are the areas where you're finding errors or inefficiencies that are occurring. Once we identify that, Jay, then, then as leaders, we can prioritize which processes to automate based on impact, productivity, accuracy, and then, of course, the most important is just employee experience. Um, we know that AI is helping with automation, saving time with like first draft and we know that there's limitations, uh, of the automation and AI, uh, technologies, uh, relevant to HR. So, um, I tend to follow a sort of a golden rule, uh, less is more, um, everything in moderation. And what I mean by that in HR is that we don't have to force Um, we don't want to. Um, um, embrace AI into every single project or every single area of our work Um, however, to ensure that AI or HR stays, um, relevant with the AI evolution. We don't stay behind and we can't be scared of it. We need to be cautious, embrace it cautiously and just make informed decisions.
Jay: Wonderful. And, you know, in the midst of all this, you mentioned how important it is to keep the human at the heart of this, right? So how do we keep that human touch in the midst of all this technological revolution that's happening in our world?
Velia: I say, you know, the most important thing in HR, we hear it in, in, in everything. So it's back to the basics, um, prioritize, Prioritize empathy. Prioritize communication. Um, ensure you're listening. And, um, in my everyday, uh, global function, I have to make sure that there's always that, that, uh, human connection. So you're always having to make those special moments, um, with, with your, with your staff. Um, and while technology enhances efficiency and streamlines processes, um, it's crucial that HR ultimately remembers that, you know, our function is important, people first, right? Um, that means going back to personalizing the support.
If you're going to use AI, um, make sure it's personalized, keep that in mind, uh, you know, foster that trust and collaboration with, with the ability to also leverage technology, um, and augment it wherever possible. So you still have that human touch element, even in this digital, digital age.
Jay: Well, um, you know, we hear a lot of thought leaders, CEOs of big technology companies out there talking about how AI is going to outsmart us humans in as little as a year's time to five years down the line. Where do you see our HR function in all this? And what do you foresee for HR in general?
Velia: Um, I think that's a great question. I think, um, you know, we, we, as I mentioned earlier, we can't be scared. Technology comes in and out of our lives, uh, more frequently nowadays, but, um, it doesn't change the, the human. We're not going to turn into robots. Um, there might be robots in our, in our, in our foreseeable future, but we're not going to turn into robots. So I think when, when we think about this, what's going to happen is that if we utilize our AI correctly, we can actually take some of the hard human, um, functions of our, of our role and turn it into something positive. Um, I can give you a perfect example. We can use, uh, AI, consider it, um, to, um, Enhance human interaction scenarios. For example, we can use AI to describe a specific heart topic or a heart discussion that you're about to broach with your employee. And before you go into real life scenario to have that person face to face, uh, or virtually in this case, you can take those scenarios and lay them out as a question, as a prompt. In your in your virtual AI buddy, right and let them serve. Let that serve as AI coach. So you're basically playing out. These scenarios, what can go wrong? What should I change? What if I say this, you know, and then just kind of prepare. Um, and so you as a leader, and even as you're supporting other leaders, managers and departments, you're allowing them in a very risk free environment with AI technologies, um, to practice their decision making their conflict resolution. So there's so much more good than I see bad. Uh, I'm of the, the camp of, of professionals that thinks this is a good thing. It's going to elevate my role. It's going to make me more valuable, more credible faster. Um, and so I'm, I'm excited to what, what's happening here. We just have to be open minded.
Jay: Absolutely. When you said that we're not going to be robots, the first thing that flashed across my mind was this Bruce Willis movie where he's got these clones of the, you know, is going to work.
Velia: You know, we've, been preparing for this for a long time. When we were relaxing and watching movies, we were preparing for this, this particular technology time that we're in.
So we're good. We're going
Jay: to be good. Um, so really on that same note, I know it feels like a sci-fi movie sometimes, like we just talked about. What are you most worried about this year for our function in general, you know? And if you had a magic wand, what would be your ideal solution to, you know, get rid of that particular challenge?
Velia: Well, I mean, HR, you know, is also known for being, you know, magicians. So, so, um, I think that the reality is that they're the worry the things that worry me that are probably not different than any other profession, even though we were HR experts. Um, I would say balancing the technology advancement with the ethical considerations, particularly regarding the data privacy and AI bias.
Speaking with other HR executives, some companies are moving a lot faster with implementing these technologies, these advances in HR. And we don't have to, not everybody is going to move in the same pace, right? This is not a one size fits all, but I would say just the solution here is to just keep an eye on the evolving development with comprehensive and ethical guidelines from regulatory frameworks for AI and, and data and now data has had frameworks for a while, right? We know, um, GDPR in, in Europe and CCPA in California, but as long as we continue to keep an eye on country state federal laws, which, which in our function, we sort of have to, we, we can just, Keep an eye out for any guidance, um, to prevent any, any real risks and issues.
Um, I know, um, professional associations like SHRM, for example, they offer great guidance. And if you're not a member, you can still get some of that for free. So just, just balancing, balancing, keeping innovation at the forefront, but then just being responsible about how you apply it, um, in your workday.
Jay: Wonderful. And, you know, if we are talking about all of this today, um, it's because it's front and center I mean, it's hitting our desk every single minute, you know, we, I think we don't, um, pass on the opportunity to hear or talk about AI in every single interaction these days when we are talking to our HR colleagues. So what's one piece of advice you have for HR professionals who are looking to adopt or learn new technology?
Velia: You know, it's um, you know, we're, we're learning together. So I don't think, um, any bad suggestion or bad guidance, there's no bad guidance. I think it's just how you apply it. I think just prioritizing learning agility and adaptability. As I mentioned earlier, just having that embracing a growth mind-set and being open to exploring these tools and methodologies. Um, to enhance our HR practices, uh, focusing on, on the understanding, um, on the broader implications of the technology adoption and just remembering, you know, who we're serving, you know, how is it going to impact our employee experience, um, legally, how is it going to in fact, you know, debted privacy, how are we, we treating that and just, um, Just being ethical, just doing the right thing, which is, I think, out of all professions, HR is known for doing the right thing, even when no one is looking. And so I think if we keep that in mind, um, and sort of move about, uh, you know, the plane, uh, you know, with caution. We should be okay. There's, there's so many resources, Jay, and you know this better than, than, than, than most. We don't have to commit to investing in, in AI if we don't feel comfortable. You know, I work for a start-up, and so we're always very mindful of, of, uh, Where we're spending our time in our, in our resources. Uh, but I also am very, very lucky. I work for an organization that is a music technology company. So I can't be behind and what's happening in this, but we can utilize free services. There's vendors that possibly even offer, um, uh, the opportunity to beta test, you know, beta test the platforms and, and give your feedback, your improvement points in return. So you don't have to make a full commitment. You could still experience it hands on. In a safe controlled environment.
Jay: Wonderful. Well, that brings us to the funner part of this conversation. If you haven't been having fun so far question connection section where I ask you a rapid fire round of questions so our audience can connect better with you. Ready?
Velia: Right. I'm ready.
Jay: Who is one person in your network that you've gained in the past year in the HR tech space that you would like everyone to learn about and connect with?
Velia: You know, um, HR professionals, we're very friendly. So we make a lot of connections pretty quickly and pretty fast, especially on LinkedIn, which is a great tool. I'm always on for recruitment and talent acquisition and all that good stuff. Um, but one particular person that I haven't had the pleasure of meeting yet, Uh, hopefully I don't butcher her name. I believe it's Amanda Haley. Um, she is a tech advisor. She is, uh, a speaker on, on all things AI. Uh, she comes to mind because I recently listened to a webinar. She was on again, the subject of AI. We can't escape it. Like you said, um, and she's very interesting and she speaks about it in a way that is, um, non scary, right? It's, you, you take it, these nuggets of, of, of information and, uh, she's really great. She has a newsletter, unraveling AI, I believe it's called, and I can share that information later with you, so with our viewers, they can also take advantage of, of, again, Amanda Haley.
Jay: Nice. I will link that in the show notes as well. Um, what's your favorite HR podcast or HR related book?
Velia: Um, besides yours, Dave? Um, besides yours, I would say I have two. Um, there is, uh, one called, uh, future of hr, future of hr. And then there's another one that is, um, the modern people leader, the modern people leader. I've caught a lot more of those, uh, podcasts, just because I've been lucky. A lot of the, the connections that I've made on LinkedIn, they've been featured. They they've been speakers on this podcast. So it just brings me a little closer to understanding them and how they work. But these are, these are two great options out there.
Jay: Wonderful. And we are curating an HR playlist for working from anywhere. What's your song?
Velia: I feel like this question was made for me, just from the company I work for, Treble Music. Um, I can't say one because it's, I have so many, but I'm gonna say two. I would say, these are oldies but goodies. I would say, um, I'm a survivor, Destiny's Child, and I'm still standing. I believe that that one's Elton John. Um, I think it just speaks volumes to everything that HR has been going through. Uh, all industries and professions have been impacted by the last few very tough, very challenging Years, but I think those two songs could be themes for any HR pro.
Jay: Thank you. So, is there a LinkedIn learning or an e learning webinar that you'd recommend for our HR colleagues to learn from related to HR technology.
Velia: Um, I have not had the opportunity to take the courses, but there was one that was recently recommended to me. I was part of a webinar, a panelist suggested generative AI and HR, and I believe that is a LinkedIn eLearning course.
Jay: Thank you. And how do you enjoy giving back to the HR community? Lia, you know, you do a lot in your community, but specifically how do you like giving back to the HR community?
Velia: Um, I think this, this particular, uh, activity, you know, speaking with you, sharing the, the little bit and or the, the, the lot that I've learned in my. 25 years of HR work, um, attending podcasts, being, um, being available. I, I don't know about you, but I've been receiving just very sporadic requests from, from younger HR professionals that are trying to transition, you know, maybe they've been laid off and they're trying to transition, uh, into HR Um, and Even outside of the HR community, just as an HR professional trying to give back to, um, all the talent that's been laid off. I've been giving free time, just kind of going over people's resumes and giving tips and, and, and suggestions on how they can, you know, have successful interviews and how to approach connecting with the companies that they're I just try to give back. In my career, people have always you know, help me. And I think it's only right that I do the same and get back.
Jay: Well, thank you so much for being here today. I'm sure our listeners and audience have learned a lot from the insights you've shared, if they'd like to connect with you, what is the best way for them to do that?
Velia: Oh, on LinkedIn, LinkedIn, there's not very many values out there. So value would be on LinkedIn. You'll find me easily. I'm happy to connect.
Jay: All right. Well, thank you again so much value and thank you audience for joining us today. Have a wonderful week and day ahead.
Velia: Thank you.
