Our April Demo Day was a tech sales competition for the ages!
Uvaro recruits train for 12 weeks to become the best tech salespeople on both sides of Silicon Valley. These champions test themselves daily to learn the skills of tactical prospecting, discovery, objection handling and weaving in customer stories as they build their sales prowess.
These talented recruits now get 15 minutes, uninterrupted, to deliver a specific type of software demo. The elusive disco demo…
Event Recap: April Demo Day
Joseph Fung: Hi everyone! Welcome to the Uvaro demo day. This is going to be a lot of fun we have a fantastic panel of contestants a fantastic panel of judges. We’re going to dig right in. First, I’m going to show you the pictures of who’s joining us, then we’re going to invite you right into the Zoom room and dig into some of the rules.
This is going to be a good time. So, first off, we have a fantastic panel of judges. we could not do this with the judges who are volunteering their time to give feedback, evaluate, analyze how effective these sellers are, they’ll be introducing themselves in a moment, but you can see them here and today they’re gonna be judging the sales techniques of four different contestants selling four different products and personally I’m really excited because these are four products I’ve never seen the pitch, so, I know I’m going to learn something new and I’m sure you will as well.
But here are our four contestants and again you’ll be hearing from them shortly. Everyone always asks the four contestants we see here is this, the order they’ll be presenting in and no it isn’t we have not told them who’s up first, but we will shortly this is going to be a real blast.
So, for those of you who are in the Zoom room with us especially here are some house rules to keep in mind. Not going to read everything that’s on the screen because you can read and follow along but a couple of things, I will remind you please keep yourself muted that makes it easier for our contestants to put their best foot forward. Be sure to engage because the chat is not only a great place to build, provide feedback, and build up but it also lets the audience on YouTube know what you think about how things are going.
And of course, if you can keep your video on the whole time that really helps avoids the boxes from bouncing around in front of the contestants and it helps everyone see what the reactions are to the sales pitches as we go. For our contestants, this is where it gets more fun, let’s dig into the rules of engagement.
First off when you come up make sure you start off by telling us what you’re selling and who you’re selling it to. We have our head of customer excellence acting as the buyer here, but our audience doesn’t know who you’re selling to so make sure you let them know who that persona is, who the company is, the problem you’re solving as well remember you only have 15 minutes, we will cut you off, it is a hard stop for those that are on the YouTube stream, watch out for that 15 minutes because the gong is loud you’ll know when they’re cut off and then, of course, there’s a quick break in between contestants, one will let you know, who the winner is, how things are going, and who’s up next.
We’re going to jump into some introductions in a moment. So, let’s actually jump right into the Zoom environment. So, as we get going, we’d like to start off by introducing our judges. We have Amar Chahal, Drew Williams, Chris Von Huene CVH himself, Adam Stephens, if I could ask each of you to give a quick introduction and let’s start off with Amar. Could you introduce yourself?
Let our audience know who you’re here with? And you know to spice it up a little bit because we’ve got a bunch of people who have learned new skills over the last 12 weeks. If you could introduce yourself, your company, and tell us one thing you’ve learned recently. Let’s give it a little bit of fun Amar.
Amar Chahal: Hey folks! My name is Amar Chahal. I’m the co-founder CEO of HyperComply. And for something, I’ve learned over the last 12 weeks unrelated to sales but learned how to put a bookshelf together, built one from scratch. Yeah.
Joseph Fung: That’s awesome! We just moved into a new house and we’ve got something to set up. I might be calling you to give me a hand. This should be fun!
Amar Chahal: Yeah, happy to help!
Joseph Fung: Nice! Drew, can you help us out? Introduce yourself and give us something you’ve learned in the last 12 weeks?
Drew Williams: Yes, good morning everybody. Happy to be here once again for the demo day. I’m Drew Williams Founder of Sales Playbook Builder. And I help SAS founders transition out of founder-led sales. And one thing that I’ve learned recently, I’ve been actually spending lots of time with my little two-year-old, we’ve, he’s been home from daycare this week because of the recent lockdown measures.
And we’ve been doing a lot of biking he’s got like the pedal-less bike and one of his favorite things is to go down and like glide down but he knows he’s learning and I’m kind of applying this to life too is that in order to go down in order to have that fun part you need to go up you need to put some work in you got to take one stop one step after another there’s hard work but then once you get to the top you can see down and then you can glide and have some fun.
Joseph Fung: That’s profound! I like that! That’s awesome! I’m sitting at home with my four-year-old and nine-year-old and I’m not learning such profound lessons. I definitely got to sharpen my mind a little bit. Thank you for that Drew. Okay we’re gonna go on to CVH before we do every contestant gets a couple of minutes to prep. So, our first competitor of happy to share Rohit, you’ll be on deck first. So, you’ve got a couple of minutes to get yourself ready. CVH can you introduce yourself? Let us know what you’ve learned.
Chris Von Huene: Yeah! I don’t know how I follow up with Drew’s profound lessons, because it’s like six o’clock in the morning here. So, my brain’s just not like that profound but let’s see if I can pull off. Chris Von Huene, Sales Director at Prodigal, so we are a speech analytic solution for the collection industry profound lesson.
Actually, I think, I really learned the past couple of weeks is just to be very very honest like with yourself and your questions, perfect examples like with a prospect I had to ask them just straight up like, hey, who’s signing this, if the trial goes forward are you willing to sign this month, is there any other concerns I need to go address, like just be very very honest because this like fear of not asking the question, because you might get told, no is this going to kind of torpedo everything.
If you do that to your personal life as well you know friendships, relationships things like that, you realize that you’re just carrying along a lot of dead weight. So, it’s kind of just like get to it there’s really never a good time to have these conversations, but you just need to have them because the more they build up, the more time you waste, so, there’s my 6 A.M CVH lesson for you.
Joseph Fung: Love it! Great tip! Especially, so early in the morning joining us from the West Coast for an early morning stream. This is wicked. thank you so much. Last but not least Adam Stephens. Adam, can you join in to introduce yourself and let us know what you’ve learned?
Adam Stephens: Yeah, certainly, so, I’m Adam Stephens. I’m the Director of Growth Marketing here at Uvaro. excited to be joining the team of judges here. And one thing that I’ve learned I don’t know if I mean I don’t know if it’s as profound as some of the other folks here have illustrated but recently, I learned we have a pack of Coyote that wander around in the backyard every so often. and recently I’ve learned that the back heel of a Coyote’s footprint actually does a little bit of an indent out here rather than a dog’s and a dog’s is like.
So, I was checking that out wondering if the tracks were actually dog’s or Coyote’s and that’s how you can tell so there’s a little bit of Loren Green advice for you.
Joseph Fung: That’s awesome! Thank you! look at this so we’ve got some life lessons, some sales skills, and how to spot dog and Coyote tracks. This is fantastic! So, a great way to start the morning. We’re going to dig right into the competition. Before we flick the switches, put people on stage. First, for our judges, can I get a thumbs up? Are you all set do, you have your scorecards, all good to go?
Fantastic! and for our contestants, you’ve got the house rules, you’ve got yourself set up, you’ve got your internet connection, all good to go? Nice, okay, so, Rohit, you’re up first quick reminder again be sure to introduce yourself, your product, who you’re selling to. Once you’re done with the introduction, I’ll put 15 minutes on my clock and I’ll interrupt if you get to the end. But the floor and the mic are all yours. Good luck! Happy selling!
Rohit Ganesh: Hey Joseph! I hope everyone’s able to hear me? Thank you! So, I’m going to be selling to GitHub and the product that I’m pitching is Lever. The lever is an applicant tracking system. And I’m going to be putting to the senior HR, Business Partner at GitHub and he’s been tasked with finding a new solution to improve the recruiter’s efficiency. I’m just going to be putting the 15 minutes on my clock as well. All right! Hi Greg! How’s it going?
Greg: Good morning Rohit! I’m, you know what so far so good. I learned a few different things this morning about Coyotes on a podcast, I was listening to, and yeah feeling informed and ready for a big day.
Rohit Ganesh: Awesome! Awesome! I’m digging the whole animal vibe, kicking off this meeting because last night I was watching Ace Ventura, one of my favorite movies of all times, just to get me in the mood for today and that was fun so, I think we’re gonna have a good day today.
Greg: Oh! Ace Venture happens to be one of my favorites, the things name where he’s delivering the FedEx package or the UPS or whatever it is, and yeah that it’s one of my favorite movie moments for sure.
Rohit Ganesh: Yeah! Yeah! everything about Jim Carrey is amazing. His own energy, right? Yeah. you know, right. So, just a quick time check Greg, we’re good under 15 minutes is that a hard stop, or…
Greg: Yeah, Rohit, appreciate you asking, I’ve got a meeting, I’ve got to step into, in yeah, I guess 14 minutes now. So, yeah appreciate the time, but we’re gonna have to keep it tight.
Rohit Ganesh: I’m gonna keep that really short discussion Greg regardless, so, because I’m not gonna have too much time to dig into a lot of the finer nuances of the product. I’m just gonna keep it very simple. I wanna try and understand. if we’re a good fit, I have a few preliminary questions to help me determine that. And I’m gonna throw it back to you if you’ve got any questions for us and you know if there’s anything specifically that you’d like to know addressed today, I’d kind of include that if you can let me know.
Greg: Sure, I mean we talked about a little bit in our initial really quick chat. I mean we’ve got to move quickly we’re growing fast. But we have the challenge of just having the candidates come in and then we, you know, we can’t keep track of everyone. So, we may pass or miss on good candidates. So, how do we keep engaged, keep them engaged, as we’re trying to grow the team, is an important one? But, also just I think getting the right quality bubble to the top. those are things that are important for us.
Rohit Ganesh: Awesome, I think we’re going to be covering these two topics quite you know at least you know not too deep but you know definitely will be covering these three topics. But I would like to let you know that in case you feel that you know we’re not the right fit, do let me know. We’ll part as friends and your all also tell your friends about us. all right! thank you so much! thank you!
Greg: Yeah, sounds good!
Rohit Ganesh: So, just right off the bat, the biggest question that I wanted to kind of get right off the bat is, what does hiring look like for you in 2021?
Greg: Yeah, we’ve, my goodness, we’re just continuing to grow as a business and I’ve been tasked with going out and looking at different roles that we need to bring into the organization and we’ve got to grow by about 40% worldwide this year and it’s a mix of roles that we’re trying to staff for.
So, it’s not a single talent source that we’re looking to draw from or a talent pool. we’ve got to be using our internal networks which have always worked well for us in the past for hiring but also look at getting more diversity into our business. So, that we have again just a rich network inside the company as we continue to grow which I’m candidly stressed out by. that’s a big target to hit and we can’t just rely on the way we’ve done things in the past.
Rohit Ganesh: You said that you were stressed out by this mandate. Can you like highlight what could be the reason? You know…
Greg: Yeah, I think we’ve grown I mean we’ve grown organically at first, and then we’ve used some other tools to power our recruitment engine before and they’ve worked but to scale at a 40% growth rate. I mean we’ve got to look at a different approach.
So, it’s capacity we’ve got to build in the business to continue to perform. You know we’re just overstretched and I’m concerned not just about filling that 40% mandate but losing the people who are overstrained inside the organization at the same time. So, I think that’s what stresses me out is that 40% could grow if we start losing good people.
Rohit Ganesh: Absolutely. So, you said that there was a previous platform that you kind of worked on and that didn’t really go well. Were there multiple instances and what were the gaps that you experienced?
Greg: So, I think that the big thing for us is this the system that we’re using today. I mean it works. So, it has helped us to find and identify good candidates. I think the challenge is being, it’s difficult to use when you have different people meeting with candidates.
We have a tough time; we have a really tough time with people going into that platform and getting the information that they need out. It has some challenges in terms of what diversity of talent it points us to it tends to just be pulling from the same talent pools and sources and so that I think that is limiting our ability to meet some of those again diversity objectives that we have. And then including people in our team that we need in an effective way instead of people coming into an interview room cold.
We want them to have the right context and background so that it can be a more meaningful conversation with recruits. I think the one other thing I’ll add is I think we’ve passed some good talent and those are people we might want to come back to you. and so, who are those people are we treating them well and I don’t know they show up for an interview and then I don’t know if we speak to them again or what that conversation looks like after work.
Rohit Ganesh: It’s great that you’ve identified you know all of these gaps. I think my next question back to the Ace Ventura team is you know say you’re meditating right, and what was that one moment of clarity that you know could solve all of these problems? What do you think that could be?
Greg: So, you must be you must be referring to when nature calls like.
Rohit Ganesh: Yeah, exactly, the second time. Right.
Greg: Alright, the Zen the Zen Ace Ventura. So, sorry can you, I distracted myself with the Ace Ventura reference.
Rohit Ganesh: Okay, so, I just want to understand what would be that one you know solution that actually like solves all of this for you? And maybe just a side question how quickly do you need it? You didn’t mention a timeline. So.
Greg: Yeah! Well, I mean that target is on target for this year. So, we gotta I mean I knew that tool yesterday I’d say. I mean we have a way of doing things now. But we need that tool immediately to help if it’s the right system to help us ramp because we’re just going to keep hammering at it.
I think the number one thing really would be, what how do we treat the people who apply to come work at GitHub and when we pass on them or they pass on us is that a talent pool we might want to go back to. So, how do we keep track of and engage those individuals?
Rohit Ganesh: I think it’s really enlightening that you’ve actually specified engagement as the biggest problem with the entire experience right. I think that’s two-fold. One is the recruiter level engagement and then you’ve got the candidate level engagement right.
I think if we kind of resolve both of these problems, we’d you know we’ll have you well on the way for that 40% growth goal right. I think I have pretty much all of the information that I need. Do I need to walk you through a few things I hope that’s fine? I’m gonna share my screen with you, Greg.
Greg: Yeah, that’d be great. I’d love to take a look.
Rohit Ganesh: Thank you so much! So, are you able to see my screen now?
Greg: Yeah, I can see it.
Rohit Ganesh: It’s got our logo there and it’s talking about our proposition. So…
Greg: Yeah, I got it!
Rohit Ganesh: Awesome! So, we’re Lever. We’re an end-to-end talent acquisition platform. And the reason why I bring up this solution today is that we want to imagine you, we want you to imagine your recruiter, right, and yeah. So, what would be the best possible solution for your recruiter would be to source quicker, interview better and measure your performance, right?
That’s the three-pronged approach that we have for solving the problem at your end which is in alignment with your growth goals, right. And we’ve got the sourcing capabilities. So, essentially, it’s a plug-in right on your browser irrespective of where you zero in on a resume or a profile, you’ll be able to bring it into our platform, right. And we have a duplicity check in case the profile already exists with us, we’ll be able to identify and inform the recruiter so that you know they go to the original profile, the master profile rather than the new one.
And then the recruiter is able to send out personalized messages, right, at that point itself. Something that you mentioned is the lack of personalization and as a result lack of engagement of the candidate with the position that they’re applying for or they’re being considered for. So, this will help us resolve that you know sort of to speak and the other thing is on the interview capabilities. I do have a question, another question for you like, what is the average time spent of your recruiter on a daily basis for a particular position?
Greg: Geez a that’s a very specific question. I’d say for any for any given roles, for any given relative at two, let’s just say about two hours, two to three hours. Yeah.
Rohit Ganesh: Right. So, if we took that two hours and kind of minded it down to maybe 30 minutes per position, that would save a lot of time for you I’m presuming.
Greg: Yeah that efficiency is something that’s critical. again, we don’t undermine quality but efficiency is important too.
Rohit Ganesh: Absolutely! So, here’s how we go, how we’re going to go about doing that. We’re able to make the calendar available to the candidate and the candidate picks the time slot that’s comfortable for them. That way a slot is booked. once this slot is booked, the recruiter is then, in turn, able to share that calendar to the panel and then we get the buy-in from the panel as well, so we have buy-in from all three stakeholders right for the best possible time.
So, then there’s very limited scope for time being wasted I don’t need to reach out to the candidate time and again just to determine whether you know they’re going to be available at this particular time slot or not. So, I think that solves the interview process, coordination aspect. the second aspect is the collection of feedback.
So, when I send a profile to a hiring manager, I’m able to collect real-time data from the hiring manager and tabulate it against the profile and this helps me make informed decisions even at a later stage. say, for example, this candidate is not selected for this particular position and we want to kind of reuse him or her in for a future position, I have all of this information and insight and I’m going to be able to use this business intelligence effectively and this is your own private database, so you can rely on this more often and you know your recruitment process better and what criteria is important for you so you’ll be able to make a much more informed decision.
And obviously, you want to measure effectiveness, so, you’ve got sourcing capabilities built-in, you’ve got the interview scheduling and coordination aspect and then you’ve got all of these analytics and stats to help you, you know, see and take corrective action as and when required.
Greg: And does those archive candidates I mean are these reports I can drill into and get more information about those people who we’ve again passed on or have passed on us?
Rohit Ganesh: Definitely! We have search engine capabilities as well, so, in case you put in you know your requirement, you’re able to mine within that data source itself. So, you’ll be able to zero in on the best possible candidates within that and an additional benefit which is a recent advancement is our integration with a star rating system. So, you have a better understanding of the candidate’s fit.
Greg: That’s great.
Rohit Ganesh: So, does that cover everything that we’re trying to achieve pretty much?
Greg: Yeah, I mean I think you touched on each one of the pain points that I’m thinking about. So, what’s next? Where do we go from here? This is interesting!
Rohit Ganesh: So, from what I’m seeing here, I think we’re good to set up a second-level meeting with our account executive. To walk you through and have a detailed understanding.
It would not be a walkthrough you’ll probably have hands-on yourself. so that’s going to have that’s going to be a lot more interesting for you to you know kind of Gauge how effective the tool really is. So, would Monday 10 sound good for you?
Greg: Okay, well there’s an I’m not sure who I need to coordinate on my side, so if you send me over sometimes, Rohit then I could probably just work internally and see who wants to come and get back to you sometimes.
Rohit Ganesh: Absolutely! So, I’ll send you a few possible slots at our end and you know again it works very similarly, it’s a link you can just select the best possible slot for you and it’s going to be keeping us informed that you know we’re going to be meeting at this time. Right.
Rohit Ganesh: So, is there anything else that you know you’d like me to answer apart from this?
Greg: Do you have a favorite part of the movie before I jump into my meeting here Rohit?
Rohit Ganesh: Yeah, there are lot of my favorite parts. I think one thing that I kind of bring an analogy to recruitment is how he yells out his nature call and all of these animals turn up. I think that’s very similar to recruitment. He needs to be I mean that’ll be like an ideal. Very good! Well, thank you again!
Joseph Fung: Just at the end! Great job Rohit! So, let’s wrap up, bring the audience back in, you can stop sharing your screen now, take a break. This is gonna be a lot of fun. we’ve got our next contestant that’ll be up. Harini, you’ll be next.
So, we’ll give our judges a couple of minutes to finish up their scorecards to finish out their comments before we hand the mic over to Harini. Rohit, how are you feeling, now, that you’re done? You’re out of the hot seat.
Rohit Ganesh: I’m shod and stood and shaken.
Joseph Fung: Already! in looking back at it, is there anything you would have changed, done differently, anything that you’re reflecting on that you would have tweaked?
Rohit Ganesh: I definitely would have included my social proof. That’s something that I kind of wish I did. I had a story built around it, but you know I didn’t have the opportunity.
Joseph Fung: There you go. The alignment on Ace Ventura we talked about building rapport, that’s not one I would have expected, that was a great surprise, that was a delight.
Rohit Ganesh: He did mention that in one of the earlier classes, I picked up on that…
Joseph Fung: There you go.
Rohit Ganesh: That moment of clarity.
Joseph Fung: Leveraging your research. That’s great! So, I see our judges hammering away on some notes, some scores. If I can get thumbs up from you when you’re done then we’ll know that we can move forward. Harini, how are you doing? Got yourself all set up?
Harini Ratnavel: Yeah! I’m good!
Joseph Fung: Fantastic! So, again as a quick reminder be sure to introduce yourself what you’re selling but also who you’re selling it to so that our whole audience knows the persona in the role that Greg’s filling in for.
Harini Ratnavel: Okay! So, my name is Harini. I’m going to be doing Olivia by Paradox. and Olivia is Paradox’s conversational AI assistant and she helps recruiters and hiring teams save time by automating administered tasks like screening, interview scheduling, and answering candidate’s data.
And my prospect is Greg, the Director of Town Acquisition at General Health and he is interested in finding solutions to help save time screening and booking initial interviews for candidates and. This demo is specifically to show them the text to apply capability.
Greg: Fantastic! I’m going to put 15 minutes on the timer and it’s all yours.
Harini Ratnavel: Okay! Cool! just going to get my stuff set up. Bear with me! You should be able to see my screen. all right! Okay! Greg, how you been?
Greg: I’m doing very well! Thanks! how are you Harini?
Harini Ratnavel: I’m good! thank you for asking! How’s your day so far?
Greg: So, far so good. Watched my favorite movie last night, Ace Ventura. I was able to get some laughs in before I headed to bed this morning, sorry to bed last night, so, feeling good this morning.
Harini Ratnavel: Nice! that’s good that you’re feeling good this morning, my morning didn’t start off so well.
Harini Ratnavel: I had a really sad realization that my dog is not a tough guard dog.
Harini Ratnavel: Yeah! my mom got a great pair of knees, thinking that you know he would protect the family and he would be really tough and macho, but we went to the park today and we saw squirrels and he got scared and went away. it was so embarrassing.
Greg: Ran away from the squirrels?
Harini Ratnavel: Yes, and he ran across the park and a couple stopped him. They were like, is this your dog? and I was like, no, don’t know, that is not my dog. I was like, better walk back home.
Greg: I’m sorry to hear that. I don’t know I don’t know how refunds or exchanges work on pets but, sounds like it sounds like this is a candidate for you.
Harini Ratnavel: Yeah! I was thinking about that too but he kind of grew on me, so, I’m going to keep him.
Greg: Yeah, fair enough! I’m sorry to hear that! but yeah, I appreciate you’re booking some time in for us to dig in a little bit more.
Harini Ratnavel: Yeah, of course, I did want to thank you for letting me steal 15 minutes of your time. I appreciate it. I know you must be really busy. we only have 15 minutes, right?
Greg: That’s right! Yeah, I’ve got to step into something in about 12 minutes, now, but appreciate us just having a chance to connect here.
Harini Ratnavel: Okay, so this is just meant to be conversational, no pressure at all. It’s really meant to see for a good but for each other if we are, I’m more than happy to set a deeper dive convo with my wonderful lady Zendaya, she’s more than happy to give you a deeper dive into the product because 15 minutes is just not enough time. But, if you decide at the end of this like wow that really sucked, no worries, I will not resent you I promise.
Greg: Okay! that’s good! thank you for that.
Harini Ratnavel: So, just before we move on, I do want to make sure, last time I spoke you said you were interested in the text to apply capability. is that wrong?
Greg: Yeah, this is what I’m interested in. We’ve got and we have lots of people who are applying for and interested in roles and we just end up spending a lot of time screening and then if people get past that initial phase, a lot of times spent booking meetings and I think that could be a lot more efficient for us and from our brief conversation before, I’m just intrigued to see how this might be a fit for us and see if it can be helpful.
Harini Ratnavel: Okay! good to know! So, Greg, may I ask you an uncomfortable question?
Greg: Sure! Yeah, you’ve got my attention!
Harini Ratnavel: Okay! So, what is it about your current process for screening and booking initial interviews that are making your recruiters and your candidates unhappy at the moment?
Greg: Okay! Well, I think, I mean I think I would boil it down to because I think there are two sides to this. I think on the recruiter side, there’s a lot of time spent just speaking with people who make their experience appear like it connects to us but then we very quickly realize in those screens that they’re not a good fit and it’s tough to back out of a 30-minute conversation.
So, we’d love to do that in two or three minutes because usually, you can find those things out quickly but just to be respectful of people’s time you know those are typically at least 15 but more typically 30 minutes. and on the recruit side, when we have good candidates come through, it’s you know. Their wellbeing is something I have always been concerned about. If they’re being made to feel like they’re just going through a step in the process, they’re not I mean they’re great candidates so we want to fast track them through and not make them feel like they’re just one of many and our recruiters who do a great job I mean they have different personal tastes and we could miss good talent if somebody’s in a bad mood or just doesn’t connect with individuals.
Harini Ratnavel: Yeah! Okay! that’s interesting that you mentioned you want to fast-track your candidates. And the reason why I’m bringing this up is you mentioned you have an email-based process and this is something that a lot of our partners had previously and what they found is very specific to healthcare, 60% of candidates are coming in after-hours because they work odd hours and because of the of this, the recruiters they don’t work 24/7 and because they’re using email, there’s a delay. So, is that the same case for you or a lot of your recruiters your candidates coming in after hours?
Greg: We do! Yeah, we do have a lot of the conversations that need to happen at odd hours. Often the best candidates are employed. They have roles of their own and so we need to be able to flex and connect with them, especially, at that low commitment point of those initial screening calls, in times that work well for them. And not yeah and not force ourselves to be constrained by you know the regular working hours.
Harini Ratnavel: Right! and you mentioned also fast-tracking what we’ve seen with our partners is they’re also very concerned that they’re losing their top talent to their competitors because of that delay has that ever happened to you?
Greg: I think absolutely! and whether it’s competitors or just I think recruiting is I mean it is competitive. great candidates, often I think they’re going to be turned off by a regular screen, I mean a lot of them are getting referred in but then we still require them to go through a screening process and it can be clunky and inefficient to exchange emails and swap times and meetings come up and people aren’t able to attend. So, I think I’d say we lose them to competitors but I just I think we also just lose people because we don’t present or put our best foot forward.
Harini Ratnavel: Yeah! that that would definitely be frustrating for a candidate especially someone who’s really eager to find a job. and I’m curious to know I guess with your current process; how do you foresee yourself reaching your 60% hiring mandate.
Greg: Volume! it’s a volume game for us right now and that’s we recognize and acknowledge the inefficiencies in that process. But we’re just doing the best that we can. Again, that’s why I was intrigued by what we briefly spoke about before. So, just wanting to know, if there’s a way that we can become more efficient for sure.
Harini Ratnavel: Okay! So, great information! thank you for that! tell me if I’m wrong but I think it’s time that we scrap your current process and have your screen and pipeline without lifting a finger and I’m actually very excited to introduce you to a new layer of technology that I believe can really help you out correct and it’s all done through Miss Olivia, your very own personalized virtual assistant.
So, really imagine a world where you have someone doing all the nitty-gritty administrative tasks from screening candidates, capturing candidate info, finding those tricky availabilities for initial interviews that just makes you want to pull out your hair, you know, think about what all that free time can mean for your recruiters, this means that you know they can finally focus on what matters the most and that’s putting great relationships with their top talent while Olivia recruits for candidates for the same care you give your patients.
And this is actually why Paradox was really boring out of Aaron our CEO great guy, very obsessed with people’s feelings about work and that’s actually why he went to HR. So, this is just a screen full of sexy brands we worked with. Yes, I am bragging. But I do want to direct your attention to some of the work we’ve done with some amazing healthcare brands. and my personal victories with Houston Methodist, I’m not too sure if you know them.
Greg: I’ve certainly heard of them! I’ve certainly heard! I don’t know them well, but I certainly heard of them before! Yeah!
Harini Ratnavel: So, they’re great and their process was very similar to yours, very much email-based, and what we saw with them and really with our partners is not only were they able to be two times more likely to fill positions within only two weeks but also three times more likely to improve candidate experience.
And I do want to touch on that because you mentioned a huge chunk of your candidates are coming in after hours. So, with Olivia, there are no more wait times. She’s down to chat 24/7 and this is especially important since healthcare isn’t a nine-to-five job. So, Olivia’s totally down to chat with the nursing candidate during a 2 AM lunch break if needed.
Greg: Yeah, one of the things that I certainly was concerned about these are impressive logos to see and helpful to know that you have customers that at least look in some way like us one of the things we pride ourselves on is not just the technical skills but the emotional intelligence and the ability of people to connect with others and that’s something that we pride ourselves on although the process is inefficient, what’s worked has been that we can screen for that fit.
And that’s where I’m intrigued but I’m a bit concerned about how we can address that aspect of the experiences. Can artificial intelligence detect emotional intelligence for the people we’re screening? Just curious about that that’s one of my concerns about this. Although, this is a helpful summary of who you’ve worked with before.
Harini Ratnavel: Okay! So, emotional intelligence! all right so you know what then to address that let me show you I created a little simulation for you VIP treatment, to show you how she would potentially screen candidates all through text and it’s going to be in the next slide.
Harini Ratnavel: So, remember the back and forth emailing you mentioned before, all that is gone and we’re just gonna do a minute or max two of a text. And if you look at her questions and the way that she’s interacting with the candidates, she’s taking a little bit of time to interact with them and that’s because we’ve really designed her to be human-like. she’s very smart and the more she learns, the better she gets and people have she told us, oh my god, I thought she was a real person.
So, it looks like Denzel Washington was applying like you, if he comes and works for you, I’m gonna have to quit my job and come work for you. But you know other than Denzel’s controversial career change essentially Olivia’s simply having a conversation with them to see if he’s a good fit for the position. Does this look like something that would be hard for your candidates to use?
Greg: So, you see this is a conversation happening with Olivia. I mean it looks pretty real to me.
Harini Ratnavel: Exactly! It’s easy as sending a text and other than SMS, have you heard of Facebook Messenger, WhatsApp, WeChat.
Harini Ratnavel: So, you don’t live under a rock, that’s good. we have those too and it’s all about accessibility and really finding candidates where they are at so you never miss your next great hire.
And I think what I do want to say is the beauty of all of this is everything is seamless with their ATS integration. She’s not a CRM, she’s not an ATS. She’s there to make it better so you don’t have to replace any of the systems you already use and you’re using Talio, right?
Greg: Yes, that’s the system we’ve got in place.
Harini Ratnavel: Okay! Perfect! We have a match made in heaven. The stars are aligning, so Olivia works seamlessly alongside Talio and she’s going to seamlessly sync candidate data into your ATS. So, I am going to flip it back to you hearing all of this, you know, what do you think something like this can do for you?
Greg: Yeah, well I’m seeing just from the demo I’ve got going on the screen. I’m seeing a lot of official efficiencies here that we’re able to get meetings booked and I think that’s a helpful way to drive some efficiency for us. I think that my concern still stands on the emotional intelligence side.
So, I think I’m intrigued, would love to learn more but I think I’d like to understand that aspect. and I’m not sure we’ll have time to address that today, but how can we get dig into that a little bit more, because, I’m curious to learn. if this can get at that more new one’s approach to that recruitment, it goes beyond just the booking of a meeting.
Harini Ratnavel: Yes, I can definitely you know what I’ll do, we have a couple of case studies that address that. So, I will make a note for my AE, Zendaya, and she can come prepared and also if you have other questions beforehand, feel free to email me and I’ll pass that to her as well.
Harini Ratnavel: So, do you have your calendar in front of you?
Greg: I do! Yes! I’ve got my calendar here!
Harini Ratnavel: Amazing! Okay! Are you free, Friday at two o’clock?
Greg: Look! What might be best Halini, I’m actually, just I’m not sure who needs to be included in the meeting. So, why don’t you just send over some times, and I can just flip that around internally and get back to you on sometimes, it could work for the team? Would that work?
Harini Ratnavel: Who else needs to be a part of the conversation?
Greg: This is what I’m not sure about.
Harini Ratnavel: Okay!
Greg: I think! Yeah! I think our VP on the HR side might want to be involved. I might want to include a couple of our recruiters just so they have eyes on it. But I mean this is new for me, so, I just need to give that some thought. I think.
Harini Ratnavel: Okay! Actually, you know what I just realized Greg, you actually sent me a couple of availabilities for this demo and I have next week times and I have a one-hour slot, if you want, I can do a placeholder for that and if we have to change it we can do that.
Greg: Okay! Well, yeah let’s go ahead with that, and then I can add those names to it! Sure!
Harini Ratnavel: Alright! Tuesday at 2 P.M and I just want to thank you so much for your time. I really appreciate it, Greg.
Greg: Okay! Halini, I appreciate, thanks for that! thanks for the overview! I’ll see you next week!
Harini Ratnavel: Okay! Bye!
Greg: Take care!
Joseph Fung: Halini! great job you’re wrapped up. I have 124 left on the timer, so you’ve got lots of time. But, great use of time, you’re well done.
Harini Ratnavel: Thank you.
Joseph Fung: For everyone! we always like to give a couple of minute breaks in the middle. So, people could top up their coffees, their waters before we got started. I was lamenting to the judges that I have these rinky-dink little coffee cups. So, I know I could use a top-up, but, before, we let everyone go. We’re going to do a quick four-minute intermission.
I will let you know who the next competitor is. So, they’ve got a couple of minutes to prepare. So, right after the break, we’re gonna have bodied up. And yes, that means it also reveals who our last competitor is. And Kumail, I know you volunteered to go first, but, we did already have the order picked so sorry. But yes, everyone we are gonna has a quick four-minute intermission for those on YouTube. Go take a break, join us. We’ll have you back in a moment. Hey and welcome back to the intermission.
This is a lot of fun. We’ve got two competitors left. During the break, we were just riffing on all the fantastic feedback using live demos, slide demos, mutual action plans, bringing in the right buyers. Now, we’ll get to see if voting and Kumail, we’re really taking notes and leverage those is going to be a lot of fun. So, next up we do have Bodhi.
A quick reminder to be sure to introduce yourself, what you’re selling, and who you’re selling it to, so we know what buying costume Greg is wearing. this is gonna be a blast. Good luck! and as soon as you finish your introduction, I’ll put those 15 minutes on the timer. So, we’ll watch out for that gong. all yours Bodhi.
Bodhi Shaffer: Awesome! Thank you, Joseph! Okay, so, I’m going to be presenting Twilio, which is an API platform and my prospect Greg is the VP of Marketing for an emerging bike scooter sharing company called Boaz Bikes. And they haven’t picked an API yet.
And when I chatted with him first his main concern was location-based notifications as well as triggered push notifications to his consumers. and that’s it. I am ready to go. Good morning Greg! Can you hear me out there?
Greg: Zoom fail!
Bodhi Shaffer: Interference.
Greg: I’m here! We’ve been in lockdown for well over a year now and we still can’t come off mute.
Bodhi Shaffer: No worries man. I get it the sun just came up here, so, forgive me if I’m a little slow but you know I like waking up early but it’s cool to watch the sunrise every morning.
Greg: Yeah! Very good! Well, thanks for booking some time and been looking forward to reconnecting.
Bodhi Shaffer: Yeah, thank you so much! I’m really looking forward to this conversation actually because nobody really believes me but when I was well like 15 or 16 I’d say maybe 10 years ago, 2010, I had an idea for a ride-sharing, bike-sharing company, I just never was able to bring it to fruition and then I watched these huge companies like Uber and Lyft and Ford, put out these companies and I was like you know that was a missed opportunity.
So, I’m really excited to be talking to you. I’m excited about your company, I’m excited there’s going to be an alternate emerging you know ride sharing to the big guys. I just love this, go ahead!
Greg: Yeah, maybe at the end of this you can come over and join us at Boaz.
Bodhi Shaffer: Yeah man for it!
Greg: You have the name for it.
Bodhi Shaffer: Boaty Boaz, got it! Well, let me just I’d just love to set a quick agenda. Is 15 minutes still a hard stop for us today?
Greg: Yeah, I’ve got a call. That I’ll have to jump on to about 13 minutes here. So, yeah, we just gotta dive right in.
Bodhi Shaffer: No problem! Well, today’s just going to be a quick chat. I’m going to ask you a couple of questions, about your company, tell you a little bit about Twilio, and then hopefully we can talk about the next steps or I’ll be bugging you in about six months and see you know who you went with and how they’re working out for you. Does that sound okay?
Greg: Sounds good! I appreciate that buddy.
Bodhi Shaffer: Cool! Cool! Well, please just like I said I’m very excited for you, but just tell me a little bit about Boaz. And you know what’s gonna set you guys apart from the big boys in the towns that you’re rolling out?
Greg: Yeah, I mean we’re set up right we’re set up in Atlanta Detroit Plano, in our different locations we’ve got different I guess different types of customers in each of those markets that we’re trying to serve, the competition looks different in each one of those markets. I think what’s consistent the competitors themselves look different but what’s consistent is it’s always about cars or scooters and where do we fit in right.
And so, I think for us we’re excited about the opportunity that we have, we’ve made some good progress and inroads into each of these markets, but, I mean we’re hungry to catch more eyes because I think that’s where we’re gonna win is getting eyeballs on our brand when people are roaming the streets because they don’t go to Boaz first right, they need another angle and or we need another way to reach them. So, that’s kind of what keeps me up at night.
Bodhi Shaffer: Okay! Cool! I hear that! Yeah what keeps you up at night. That’s interesting! We all have one of those things!
Bodhi Shaffer: Well! Give me I would love to share my screen right now, if that’s okay for just a little visual pizzazz?
Bodhi Shaffer: And, while I’m doing that if you could just, so, what sets, what do you think sets Boaz apart from some of the bigger guys that you were talking about?
Greg: Well! I think the reality is I mean the Detroit market maybe is a little different than Atlanta and Plano. whether when it gets cold you know people are going to want to you know hop in an Uber or a Lyft ride, a few people still grab cabs that are not really our target market. But I think people want to be on a bike.
It’s a way more efficient way to get around. That’s I mean everybody’s grown up riding a bike and I think for them to have that option available is a more desirable one than jumping on a scooter which you may not know how to ride. So, I think our edge is that we appeal to what people really do want it’s just a lot of people have written off this is a reasonable way to get around a reasonable option. Because these other transportation options just seem to have taken a lot of mind share in the market as well yeah.
Bodhi Shaffer: Sure! One thing you were mentioning the last time we spoke was you were hoping to get people to start using your services kind of a subscription service as an alternative to like commuting to work as long as they’re within – you know, the frame of your service. So, yeah, what can you see on my screen okay?
Greg: Yeah! I can see that!
Bodhi Shaffer: Wonderful! I’m you know I’m not gonna lie that bright neon blue Boaz logo looks really good next to that Twilio red.
Greg: I was just saying I feel some inception happening here I can already see press release.
Bodhi Shaffer: Well, let me ask you this. Do you know anything about API’s in general and specifically Twilio?
Greg: So, heard of Twilio I mean you got some big-name customers from what I understand. I’m not sure, I mean I think you’ve done some work with other ride-sharing companies before but not really familiar but I know you’ve done it’s a name that I recognize. And but APIs are not my game. I understand the outcomes of the technology but not necessarily the internet is how it works.
Bodhi Shaffer: Great! No worries well give you a brief description. So, yes, you’re absolutely correct one of our bigger customers is Uber, which does jump bikes as well as Lyft also does a bike-sharing service. And that kind of brings me into the use cases of APIs you know uber and Lyft they do use it for, I have for some of the basic building blocks that we have like, if you get a text from an Uber driver that’s one minute away that’s through Twilio’s powering that.
The use cases I see for you and these are just kinda off the top of my head is, you know, what if you had some customers riding on a bike and once they reach a certain location or they say their batteries running low or something on that like that on their bike, you could send them a trigger-based or a location-based notification directly to their phone through their application that they’ve downloaded.
Maybe either suggesting that they park their bike and switch it out for a new one that has a better battery life if they’re planning on continuing to use it longer. Or even you know suggestions for restaurants maybe even a time-based trigger notification so if they’ve used the bike for two hours you give them like a five dollar off coupon for a monthly service or something like that I could see that helping you to gather more customers away from those big guys just with some small you know really strategically placed incentives like that. Does that sound like something that you might be or might be interested in using?
Greg: Yeah, I mean I was going to mention that. we seem to have had some success getting people to download the app. So, at least we have some presence it’s just usage of the app, writer, or being I mean everyone will download an app.
You know especially if we provide some incentive around it. What you’ve described that’s compelling. That’s interesting something that I think we I’ve seen before. I’ve personally experienced so, that is something that I think could be could be highly impactful for us we just got to be we got to be thinking about how to make that happen.
Bodhi Shaffer: Sure, yeah, no worry that that makes sense to me. So, let me ask you an unorthodox question. Do you ever use Legos as a kid?
Greg: Legos, I mean they who didn’t but I don’t know. Yeah, for sure I was never one of those kids that built the kits. I just broke the kids apart and built my own stuff. And it was never very good. I don’t want to sound like a kid genius. I was more like more of a ham fester when it came to working.
Bodhi Shaffer: Because I had friends that were the same way you know you give them the huge kid. But, that’s exactly the point I’m getting to is why I like to equate, Twilio to Legos is you can give two different kids the same box with the same instructions and you’re gonna get entirely different creations right one might build up a boat, one might build a rocket ship, one might build that hand to fist just knock it down, you know, whatever.
So, that is kind of what I like to describe Twilio as. we provide your company with all these building blocks in the voice realm, in the messaging realm, in the video realm, and then in the add-ons realm which would be like those location-based services or triggered events. one thing I like to highlight and put that wireless symbol on here in bright Boaz blue because the idea to me of being able to send your customers notifications in real-time based on you know one of my least favorite things when I’m using ride-sharing com ride-sharing companies is when my bike dies. Especially, if I’m with a partner, right.
So, if you were riding around and then your bike dies your partner doesn’t that’s a whole like you know half an hour trying to figure out what you’re going to do, walk around whatever. So, with Twilio, you actually have the ability to embed sim cards into your bikes or use the existing GPS tracking services that you have on there and it’ll interface just fine with Twilio’s interface and send out those push notifications.
You can you know send them hey charge your bike, hey you’re going outside the radius, you know, here are some restaurants, maybe they pull up Google, you know, and look for restaurants, you can send other Boaz bike users suggestions for restaurants in the area. Things like that. Yeah, so does that sound valuable to you?
Greg: Yeah, I think I mean so you’re talking about a couple of things that are certainly speaking my language. We get the idea of giving people or just giving people some mind shares or earning mind share along the way. But, also added value. I think both those things together certainly are helpful. Yeah. Absolutely.
Bodhi Shaffer: Yeah, you brought up you know you’d like to set yourself apart from the larger competitors get some people over and I’d see that as a really good way of doing that. Right. Just providing more value to your customers, they’ll feel good about using a newer you know personal-based startup company, plus, they’re getting the value that makes sense to use it as well.
Greg: Yeah now, I know that you mentioned playing with some of these larger players which is I mean that’s important to know that it can scale but we are I mean we are up and coming right. So, I mean I get excited about the opportunities, but, I’m a bit mindful of the team we have here and what we’re able to build.
I mean what are companies like us doing because I know we look and where we want to be, we want to be like a Lyft or like an Uber for bikes we want to own that space but we’re just not there yet. Right. So, what are some of your let’s say up-and-coming or midsize clients doing because I don’t see us being able to do all of what you’re describing right away I imagine left.
Bodhi Shaffer: Yeah, I completely understand that concern and that goes right back to my building block analogy one of our biggest values is the database that the over 2 million developers have already created right so all those building blocks when you sign up for Twilio are going to be available to you.
So, you’ll be able to implement these simple processes very quickly into your bike-sharing and get them off the ground almost instantly. the other side is, and honestly, I just don’t have time today to bring you to know dig too deeply, but, what I would love to do is get one of our DEVs and maybe anybody else who you think might be interested or qualified to analyze it a little bit more on a little more in-depth call.
So, we can dig into it. Because, in addition to those building blocks that allow you to plug and play very quickly with those messaging and trigger-based notifications, they can really do a developer can really do anything that they can think of with our platform. Right. The sky’s the limit and I’m just excited to see what all of our clients come out with and build next but to address that concern specifically, yes, we have a lot of plug-and-play options, it’s very quick to implement and very good support from our developers at Twilio.
Greg: Okay! Yeah, I think that I mean the marketing side of this the reason that we’re talking is you know we need to increase that mind share, we need people thinking about our products when they’re walking the streets and we aren’t top of mind yet. So, but actually implementing this that does change hands that go to our more technical operators so that sounds like a good suggestion from your side. I mean who typically do you get involved from the client-side. So, I’m I mean I run the marketing shop but, who should I be bringing into a meeting like this?
Bodhi Shaffer: Yeah you mentioned your small team I’m hoping you have a couple of developers on your team I’d love to see a developer with you on the call and then any other decision-makers you know anybody who you can think of that would be signing off on this type of thing that would be really helpful as well I would bring my Dev and my account manager into the next meeting and we will you know go from there.
Greg: Okay yeah so what does that next step look like bodhi just to so you have a good understanding of the process?
Bodhi Shaffer: Yeah, well do you have your calendar in front of you?
Greg: Yeah, I do here, I do.
Bodhi Shaffer: Cool! Well, it would take about an hour for the next deep dive to really show you how you can work it. you don’t need to be a developer to use this application with those plug-and-play options I was talking about. It’s called Twilio flex and you can just literally build a linear map of if-then this if-then that and it’s a drag and drop platform. So, we’ll show you how to use that I’d love to show your developer how to you know develop their own building blocks that they have as well. So, you said you had your calendar in front of you how’s next Tuesday same time sound?
Greg: Okay! so you know what would be the best voting if you send over some times for me. I can just circulate that with the team and get back to you in a time. Does that work?
Bodhi Shaffer: Yeah, wonderful! I will do that and I’ll send you over some use cases as well and you can show those off.
Greg: Okay! I appreciate that buddy. I’ll look forward to catching up with you soon I’ll watch for you now okay!
Bodhi Shaffer: Thanks Greg! I really appreciate you again I’m super excited for our platform.
Joseph Fung: Okay! Right there! At the time! Shaffer, fantastic job, yeah. We have already shared, who our fourth presenter is. So, I’m sure Kumail’s up and running Bodhi. Now, how are you feeling now that you’re out of the hot seat?
Bodhi Shaffer: Good! Good! you know I feel like I had this whole plan together and then it just kind of flowed. I was a little self-conscious about my slides to be completely honest. Chris kind of alleviate that with the last one too because I was like, you know that’s not how I work, I’m not a developer, I’m not like a feature show off, I just like to chat with the client or whoever I’m talking with and try and get their feel for it. Definitely thought Greg threw me some curveballs, but I feel good overall nice.
Joseph Fung: That’s good to hear. I see judges getting down to a few couples of notes and comments and scores and while they’re doing that. it’s a good chance to quickly remind you the audience and those joining us on the stream just how challenging this is.
I mean as much as I love pressing my buttons and seeing the gong go off. This is tough. Making the whole discovery process and a Live Demo into just 15 minutes is pretty intense. And you know the teams the members who are presenting here you know they haven’t been doing this for months and months and they’re experts at the company. They’re showing off some pretty fresh skills. So, you know props to everybody. this is really impressive. Thanks!
Bodhi Shaffer: I was gonna ask Joseph, did you get did you scrap the gong, I was waiting for that big gong because I knew I was right at the time there, so.
Joseph Fung: Those on the YouTube stream. you know they hear it and it makes them jump out of their seat piping right into the Zoom is always a little bit tough. So, that’s why I jump in to say hi. But, yeah it definitely hit on the YouTube side of things, and yeah I can see the head’s naughty for the people who got startled so good times for all I get to enjoy that digging in I see scores kind of jumping in.
I see you see folks nodding from the judges once you’ve done your scores and your comments can I get a thumbs up so I know when you’re ready. I see scores coming in solid. Kumail, you’re going to be up next. how are you feeling?
Kumail Sayeed: I’m feeling well! thank you! it’s been a great morning so far. So, I’m excited to bring my piece of the puzzle to the table and celebrate our collective growth that we’ve had over the past 12 weeks.
Joseph Fung: Fantastic! that’s really good to see I can see you’ve got your team and your crew here cheering you on not just in the chat but here in the Zoom room too. this is a lot of fun! Alright! I see scores, comments, catching everything on Zoom is tough. let’s see. Amar, are you good with your scores?
I think I saw it perfectly. Okay, I think we’re good to get going Kumail, quick reminder. What you’re selling? Who you’re selling it to? Greg’s flexing all the personas today. So, make sure you let us know who he’s pretending to be today. And then once you’ve done the intro, we will be sure to put the 15 minutes on. go ahead.
Kumail Sayeed: There we go. Can you all hear me and can you see my screen? Awesome! Okay! So, as mentioned my name is Kumail. That’s a photo with me and my dream car, the Tesla Model S. and, I’ll be presenting for happify health and the product is a portal that has a curriculum of science-based activities and games that can help with sleep, behavioral change, nutrition progress and it’s a quite extensive platform. And the sixth core stats that they work on are towards improving our ability to savor thank, Aspire, give empathize and revive ourselves.
Greg will be our and Vice-Chancellor of Sheridan college today. And the main Chancellor is Hazel McCallion. So, he gets to work with her and we met at the Ministry of college’s universities conference in 2019 at a panel about the power of sleep. Greg had posted a LinkedIn thing about wanting to create more wrap-around omni-level service for students’ access to health and well-being. and within a potential intent to expand it to faculty and staff. So, I reached out to his executive assistant Tracy and was able to find some time on the schedule. does that make sense Greg?
Greg: I love the opportunity to be a chancellor.
Kumail Sayeed: Cool! Will stop the sheriff for now and then we’ll bring it back in a second.
Joseph Fung: I’m putting 50 minutes on the clock it’s all yours.
Kumail Sayeed: Alright! Hi, good morning Greg.
Greg: Good morning, Kumail.
Kumail Sayeed: How’s your day so far?
Greg: It’s going well. You had a big night of sleep last night. I feel like feeling on top of the world.
Kumail Sayeed: Yeah, nothing quite like waking up recharged on the right side of the bed right.
Greg: You got it, yeah, you got it. Feeling good today! Yeah, how are you?
Kumail Sayeed: I’m well! thank you! Yeah, I had a nice experience this morning when I went to go and get my morning matcha there was a cardinal perched on one of the high trees just sitting away so that was a nice greeting for the start of the day.
Greg: That’s beautiful yeah that is a beautiful way to start the day. Yeah, my dad is passionate about birds. And he’s taught me, he’s taught the kids over the years all about the different species and seasonality and cardinals are one of his and my favorites for sure.
Kumail Sayeed: Yeah, a short time of spring.
Greg: Yeah, exactly yeah.
Kumail Sayeed: So, just to start off I really want to appreciate you for setting some time aside. And I’m really looking forward to this conversation. Just to also confirm is this a hard stop for today?
Greg: It is yeah! It is I’ve got to jump off here in about yeah in about 13 minutes. So, I’ll have to jet, so, whatever we can fit in would be great.
Kumail Sayeed: Sounds great! and so you know what my agenda is to essentially ask you a few questions that will illuminate whether we are in the right room here together. And if we are, we can continue that conversation and if we’re not we can always part as friends. Just to give you a gauge of how we’ve done it.
For example, at Wilford Laurier and Conestoga is either I’ve had meetings with the presidents there usually four to five and then I and my institutional executive would come to a board meeting. That’s what we did there, so just to give you a gauge of how our process looks. Does that sound alright for you?
Greg: Yeah that’s helpful to get some context. I mean this feels that I’m seeing what we’re about to talk about is something that does impact all of student and faculty life. So, I mean we’ve it would have to go to that level so helpful to hear that this is something that you’ve done before. So, thanks!
Kumail Sayeed: Absolutely! Is there anything you’d like to add to the agenda that would help me make sure that this time is fruitful?
Greg: I don’t think I don’t think so, I think let’s dive right in, yeah.
Kumail Sayeed: Awesome! I have you just last question have you ever participated in a procurement process at Sheridan college?
Greg: Unfortunately, yes. Many time! Yeah, they never seem to go over smoothly but you’re giving me some hope.
Kumail Sayeed: Yeah!
Greg: Maybe, this will be different.
Kumail Sayeed: I mean sometimes sellers try and just think about the seller but here at HyperComply, we try and center you as the user and our potential partner.
Greg: Okay! Well, that is very aligned with your brand. And so happy to hear that too. I’m looking forward to the conversation. So, yeah how do we move forward from here Kumail?
Kumail Sayeed: Yeah actually before we get into the heart of the matter, I’d love to share something with you. I really enjoyed brain teasers and riddles and I was wondering if I could share one with you.
Greg: That’s unconventional. But I’m going for it. Fire away!
Kumail Sayeed: Awesome, so it goes like this here we are. There’s nothing. I will not devour, I eat birds, beasts, trees, and flowers. I gnaw iron bite steal grind hard stones to meal; I slay kings ruin towns and beat high mountains down. Who am I?
Greg: Yeah, I think I’ve got, I’ve never answered a riddle and now that I’m put on the spot, I feel like I got this one. I think I’ve got it, I’m very confident.
Kumail Sayeed: What’s your guess?
Greg: I’m saying, its time, I’m time.
Kumail Sayeed: Time is the correct solution. And thank you for indulging my love for brain teasers. We’ll move right forward.
Greg: Yeah, I’m feeling I’m feeling like I need to go buy a lottery ticket now. That’s my moment to shine.
Kumail Sayeed: Might be a lucky day! So, if you could walk me through the gaps that are currently preventing your health and wellness service from being truly immersive and wrap around and what kind of impact that’s happening on what kind of effect that is putting into your day-to-day job as well.
Greg: Yeah, I guess there’s a few things. I mean any services that we offer we like to think of ourselves as I mean it’s we’re an inclusive organization. We’re here to provide opportunities for growth for all who come onto our campus. and that’s faculty and students.
And all of the staff of our institution. And the challenge that or one of the challenges that we have is any services that we offer, I mean, they’re really opt-in. We can create a great culture and environment but for people to seek those out I guess there’s some I would even say there’s probably some stigma associated with that. With the services we offer so, I think they’re opt-in but they tend to not be engaged with at the levels that I would hope that they were.
If they take a lot of time, we’ve tried to make them accessible but we still have a lot of dark corner offices where these rooms are located. So, we’re trying to make that more accessible and open. But I mean just frankly I think we have a tough time reaching everybody.
Kumail Sayeed: Yeah!
Greg: One of them.
Kumail Sayeed: Getting that engagement can be very difficult. Right?
Greg: Yeah, absolutely! And I think how that then so it’s tough to access and I think it’s all of the things that wouldn’t be surprises to you. It’s it affects how we retain students especially now with such a heavy remote reliance. So, we’re losing faculty we’re losing students at a higher rate than we ever have before applications across the country are down for post-secondary and so we’re you know we’re struggling with that just to get a good pipeline in inbound. And just liability too, frankly, I mean mental health and wellness is a big deal. And we’ve got to show and do all of what we can because we believe in it but just candidly, we got to be mindful of our liability and exposure as well.
Kumail Sayeed: Yeah, I appreciate and admire how you’re kind of assuming that responsibility for the students and the people that are coming through your doors. the next question would be, I actually found a passage from your letter to the Sheridan community quite compelling. When you described how you want to really focus on individual transformation by developing the student’s capacity to thrive on change, which takes agility self-direction, calculated risk, and imagination.
Yeah, I found that really interesting I was wondering. If you could wave a magic wand what would be the ideal characteristics of a front-end skill development portal that would really enable that adoption to be driven and also like retain students and get new applications as well?
Greg: Yeah, that’s a big question. thanks for reading that letter. I didn’t think anybody read it. Took me a long time to put that together. The way I think we’ve got to be able to find a way to meet people where they are. Where they’re at. Where and how they engage. And that song that’s on their mobile devices, laptops, I mean it’s not about going to a physical place obviously, we’ve had to change our service offerings there but still, it’s we need to go to the people we’re trying to serve and just make that part of our culture. Steep our students and staff in that rather than having people have to find it, seek it out, or opt into it.
Kumail Sayeed: Yeah, I like that metaphor analogy of steeping in it and having that multi-channel access and that’s something we do is, there’s a web platform as well as an integrated app platform that is on android or apple. So, it’s totally they communicate to each other and totally integrated. So, why don’t we hop into seeing the dashboard now? If you could meet, do you know offhand by chance when your fall orientation might take place? because at the other schools, we’ve actually created presentations for them to do at the orientation, so I was wondering when that happens for your school?
Greg: Yeah, I think I just had to pull up my calendar there. I think that’s the week of I mean our orientation classes started on the 13th orientation is the week prior to that. Just, I mean that’s pretty just to think about hitting that that sort of target here, we got a lot of hoops to jump through. For that to even be realistic to think about.
Kumail Sayeed: Absolutely!
Greg: I’m not! I’m not sure that I’m thinking about this for this coming year. we got to move on to this. But yeah, I have reservations about thinking about launching something big or new we’re already well into our planning cycles for the fall kickoff.
Kumail Sayeed: Okay! Yeah, that’s understandable. It is kind of a tight timeline. So, we can have a little bit of a broader horizon and go from there. So, let’s pull up our dashboard. Thank you, for your transparency by the way.
Greg: No problem! I feel like we gotta try to stay aligned here.
Kumail Sayeed: Oh, where did my chrome go? there we go. I’m gonna bring up the dashboard now. So, let’s pretend that maybe next year’s orientation and we’re doing a presentation and I’m like one of the peer mentors and you are a first-year student at Sharon college. Does that sound okay?
Greg: Sure, that sounds good.
Kumail Sayeed: Cool! There we are. So, here is our dashboard. And let’s say, you as a first-year student what would be something you might encounter as difficulty as a first-year student?
Greg: Oh man! There are so many. Let’s just say I mean I don’t know if I would pick them from your screen here, but I mean it’s homesickness, new people, stress, don’t know where to go, what to do, it’s just all overwhelming.
Kumail Sayeed: Cool! So, let’s say hypothetically being able to build a strong routine in the face of all that change. There are some great tracks here that are able to address that. Let’s say, for example, motivation or let’s go to get the best sleep of your life on the topic and theme of sleep that we’ve already been on.
Kumail Sayeed: If we explore that we see that it’s actually been created by a psychologist and sleep specialist. We have some testimony along the side here. and once you enroll in, it gives you specific activities and gains that are able to be accessed whether on your web platform or in your phone-based app as well.
And it’ll give you prompts and it’ll help you kind of build the necessary skills and habits that may improve your sleep and enable you to face this transitional time more in a more balanced, more healthy state, right? So, and if you want to, we can always dig into the research that’s backing each up track. So, if we look here, some of the interventions that are being used are cognitive behavioral therapy, positive psychology mindfulness, behavioral activation, so, we really believe in being research-based, so, that’s all I’ll share for that for now.
We’ll just hop back here. And I was really curious like, how you feel? From what you’ve seen so far and what you’ve heard so far? Do you feel that there’s an alignment between happify and the empowering enablers that you mentioned in your that Sheridan has mentioned in its strategic vision as being a people-centric technology space as well as having a desire to create healthy and creative communities do you see synergy or cohesion between that?
Greg: Yeah, I’d say I sense that alignment for sure here, Kumail. I think my yeah my big question is, how do we get that engagement? Great, looks like interesting content looks like a good platform that people could go and access that just from the brief that you shared that question is gonna be, how do we drive and measure that engagement? That’s a top-of-mind item for me.
Kumail Sayeed: For sure! Absolutely! And that’s top of mind for many of our partners. As I was mentioning Wilford Laurier earlier at Conestoga Donna the president at Wilfrid Laurier and Joseph the President of Conestoga had similar concerns and we were really able to keep track of how many students were using the platform and show the uptake over the course of a semester and they were really thrilled about that. So, I think you might be as well. So,
Greg: Are these people, I mean I know a couple of these I mean I feel like I want to give them a call and maybe chat with them about the work you’re doing there, I mean…
Kumail Sayeed: Yeah, I have a meeting with them in a couple of weeks. So, I’ll see if they can set some time aside for you. But we’re coming close to that 15-minute mark there, Greg, so, I wanted to just confirm whether we’re like it sounds like we’re making sense and we’re on the same page. And I can potentially book a follow-up meeting with Tracy now. Am I off the mark here?
Greg: Well, I think I think we should move forward as you mentioned you’ve done this before. Who should I involve in a call to keep this thing moving?
Kumail Sayeed: So, yeah, I was looking at Jane your VP of inclusive communities, Maria your Dean of Student Services as well as Callum the head of your peer mentor team. But I’ll send that along and we can figure it out, okay?
Greg: Sure, yeah it sounds like a good group, yeah please send me some times, and then we can let you keep the conversation going. I appreciate it, Kumail.
Kumail Sayeed: Alright! Thank you, Greg.
Kumail Sayeed: Bye-Bye!
Joseph Fung: Kumail! great job! I had 29 seconds left on the clock there. I had myself unmuted. I was looking for that gong and especially after that time riddle, I was really watching the clock on that one. So, good job. That was a lot of fun. How are you feeling?
Kumail Sayeed: I feel good I was listening to some of your deep house tracks last night when I was prepping so I think I was getting into a little bit of a flow.
Joseph Fung: There we go, there we go. That was a fun pitch watching the name drops for your customers’ stories. That’s always tough, it’s chancellor Greg. Clearly knew president, Donna, and president Joseph so that was a fun chance there.
I love that. So, giving our judges a couple more minutes to finish out their scores, their notes right now, they’re figuring out who we’re gonna be crowning demo champion. It’s a lot of fun. For our audience, it’s also a really good chance to reflect and to recognize yeah, the 15 minutes is tough, but moreover none of the competitors today had any. In fact, only one of the competitors had prior sales-specific experience.
And as an observer getting a chance to watch four products, I’ve never seen pitched or sold. It was compelling, it was really exciting. So, great job everybody. you know really big kudos, you really deserve that great job and doing it in such a public venue, I mean we’ve got 31 people in the Zoom room.
That’s going to be the toughest selling circle you’re ever going to face and we always have hundreds of views on the YouTube side of things. the stakes feel high so the pressure’s, the pressure’s definitely there, take a breath, this was definitely the toughest discovery demo you will ever have to do, so, if you made it through this you know you could tackle anything, so, great job everyone. Watching the scores, the notes coming in as we’re waiting for those to get wrapped up, Greg, as the lead buyer any comments you want to share for our four competitors today?
Greg: Yeah, I would I have to say just going across it was like twisting and turning from Ace Ventura to chancellor Greg to I mean I’d like maybe some more generic. If we can put that on the record some more generic buyer personas. But, for my part, but I have to say that you know each one of these like each one of you felt to me like you’re working at those companies. And it what was so exciting to see and hear was, you all picked things that are clearly important or meaningful to you personally.
And that is something that is truly aspirational, I think. When you’re selling something that that you believe in, I mean it makes it makes it easier in a lot of ways. And so, I give you a ton of credit for picking those products and owning the owning your own personas because each of you did that in your own ways. So, well done! very well done!
Joseph Fung: Nicely done! And I know that we always look to get some feedback from the judges. Greg, are you up for running our judges through their paces to get some feedback for the contestants?
Greg: Yeah, let’s do that. So, we’re going to go one by one here and so we’ll have each judge will have one of you speak to one of the competitors. So, we’ll go kind of one through in that order. That’s your game for it and Drew we’re going to have you go first. So, Drew, if you could offer some comments on the pitch that we had from Rohit. that would be fantastic.
Drew Williams: From Rohit?
Greg: Yes sir!
Drew Williams: Alrighty! Then, I can do Rohit. First, I’d like to just well first of all just congratulate everybody again for an awesome demo day like Joseph said it’s just it’s not easy doing 15 minutes doing it live doing it with kind of minimal prep and new products that you’re not even working for so big up to everybody, always a big round of applause super impressed at the talent truly it’s just like it’s a really awesome talent pool for SAS companies if they are watching everybody’s super impressive. Two general points of feedback.
I would say, one for screen sharing so obviously, you’re on the Zoom call you have a screen share aspect of your discovery call or demo call, but what I would emphasize is that only screen share when it’s adding value to the conversation. So, it’s not adding value, stop the screen share so then you can have a one-on-one conversation with your prospect, just thinking if you’re at like a coffee shop and you had you’re sitting beside them and you had your laptop open and you’re going through a presentation and then they asked a question or they brought something up that you want to ask them about, you might close the laptop screen and like look at them in the eyes and ask a follow-up question or try and clarify something that they say.
So, you can have the same effect by minimizing that screen share so you make that connection and then bring up the screen share once it’s relevant and appropriate and adding value to the actual conversation. The second piece is the transition to demo.
So a lot of times what I see there’s like discovery questions and then it’s time to open your screen share and start talking about the features and benefits and what the product does, but, there’s no kind of resetting of the agenda to make that or what I want to see is more of a resetting of the agenda to connect what you had learned from that discovery to what you’re gonna show them versus asking questions and then just showing them something, it’s okay, well thanks, here’s your top two priorities, top two pain points that you’ve identified and I’m gonna show you these two things in our product that are going to address those for you today. So, making that transition a little bit more smooth and connected to their actual pain points.
Now, specifically for Rohit. So, first of all, I love I mean I always keep track of notes with paper and a pen so I’m not sure what you were making notes of but I think it you did a good job of making some notes and referring them to the conversation later on. I don’t know if you put down any numbers but I feel like when I take my notes I typically have notes but also put together some numbers so when I’m able to quantify the pain so there was like that 40% increase the increase in diversity those sorts of kind of goals that you have there to kind of add some details and quantify that.
I also thought there are some opportunities to ask deeper questions, so, when someone says like we want to increase diversity in our recruiting, okay, well that’s a huge like goal that’s a big statement so you might want to say, what does that look like? Why do you want to increase it? Is it on it might be on their strategy plan for the next year?
So, just dig a little bit deeper when you hear someone give an answer because typically it’s just the tip of the iceberg and you want to dig a little bit deeper to find out what they really mean by that. I love the question when you made a little bit personal you asked Greg like he said something about stress and you’re like what do you mean to stress that makes you stressed. And what does that look like so it was a great way of like the kind of connecting that pain point and making it personal with him and then, I would say lastly, yeah, we and we talked a little bit about this during the break. But, when Greg when you’re talking about the next steps Greg’s like I’m not sure who to bring in on the next call okay, well, when you hear that from a prospect then he’s asking for your help he’s asking for guidance he’s asking for you to kind of lead him to the next step.
So, you know what Greg well typically in these conversations we have yourself, we maybe have somebody from this team and this team on the call do you have those two people great I’ll send you the send them invites. So, really always be listening to those questions that they’re asking you for the next steps because it really is an invitation for you to take control of the call. So, awesome job and great Ace Ventura references. Well done, Rohit!
Greg: Yes! And so, did you Drew! already then! That’s a good way to start the feedback. That’s great! Okay, thank you drew we’re gonna have Chris. Chris, do you have some comments on our second presenter, Harini that you could provide just feedback comments and again start with some overarching and then dig in for Harini some specific items?
Chris Von Huene: Yeah, I think you did a really good job of like you knew your product and you knew the kind of like the main challenges, right, so, I think when you when you pull up the slides and everything like that you use different colors to highlight like the main words because oftentimes people put text-heavy slides, I ignore them personally because I don’t want to read. I’m lazy!
But if you highlight the one or two key things, I actually need to focus on then that will get my attention if not like I’ll be checking my phone and all my slack messages and emails. I’m just gonna be very blunt. Right?
So, I think you did a really good job of highlighting like hey here’s the key takeaways I want from this slide and you did a really good job with storytelling. I think the one piece that I noticed where I think you could have kind of lost somebody is you didn’t make them like the hero of the story, it was much about the prospects as much about all these success stories which are great. It’s like a yes but, yes, you want to show a little bit of that but like, I want to feel like I’m the hero right like, I want to feel like you’re going to make me superman get me promoted take me to the next level. And so sometimes you want to just kind of bring that person in a little bit more. So, I think that’s like the one-piece where I noticed myself disengaging a little bit.
I mean that’s like me like really nitpicking like if that’s all I’m nitpicking then you did a damn good job, right. So, like don’t dismiss like you know your stuff, you had confidence, you had good rapport you’re working them through the whole process. I think a little bit too like want to be mindful of not getting stuck on presentations and slides like I personally hate slides.
I’d rather just see someone’s face so I think like once you get through the slides like get rid of them and like let’s just look at each other like via the camera again right because if not then like I’m staring at the same slide for like whatever 15 you know minutes and I just kind of get bored or I keep seeing the same animation going over and over again and I’m watching that because it’s moving so that gets my attention and I’m not listening to you at that point because I’m watching this thing kind of run on a wheel.
So, I think just like when you’re thinking through like gifts and animation like play it once and then move off of that slide so, I can get back and focus on you and I’m not watching that kind of keep running again. But, as far as closing the next steps everything like that was really solid. Again I think it’s the transitions are the one thing that kind of notice is just overarching like how people were transitioning to the demo felt very awkward it’s like I’m gonna go do the demo now and it’s like for me like I just like I don’t let me say jack I’m just talking to you I flip on my screen, I share like it’s just an ongoing conversation like don’t compartmentalize and break it up so much like this is us like confirming agenda, this is us doing discovery.
This is us doing the demo, this is us setting next steps like it’s thinking about like you at the bar you had a coffee shop talking to someone like do you sound kind of like that broken up like no you’re just like hey just want to confirm like is 15 minutes still okay is there any hard stops I need to be aware of no all right you know I had the agenda in the invite was there anything else you’d like to add to that, cool.
And then kick-off and then it’s like okay let me show you like based on what you shared and reconfirm I think that’s the one piece drew mentioned too like I’d love to see people reconfirm those challenges and then to say hey it’s like the top three things I heard from you were a b and c. Does that sound right did I miss something. Right.
So, you want me to keep buying it and selling myself so I think you want to just have me like sell myself more and have me buy into that pain more and then like once you show them that then it’s like cool it’s like based on what I show you today like does it just seem interesting or do you really think there’s some real business value here and then let them answer and they say yes and like where do you see this like adding the most value because again you want me to sell myself again before I set up a demo.
Because there’s a risk of me bringing in other colleagues if I haven’t bought in so I think just kind of adding in those are subtle nuances like this is hard-selling stuff I’ve been doing it for quite a few years like it takes time to learn that, but those subtle pieces really just get to the point where they’re like hell yes and they’re selling themselves and you just project manage them at that point. But yeah, I think you did amazing. So, I’ll shut up now cause I’m talking too much.
Harini Ratnavel: Thank you! that’s great feedback! I saw that in the chat and I was like oh that’s actually really smart. So, really helpful! I appreciate it!
Chris Von Huene: Of course!
Greg: Cool! Yeah, I like, Chris, you’re coming in I was captivated by the Denzel conversation for sure. As I went through, but that was also unique. So, very very very cool approach on the demo within the presentation. Cool! So, next Adam, Mr. Stevens, can you talk and give us a little bit of feedback on Bodhi our cyclist from OS?
Adam Stephens: Absolutely! Bodhi, I just wanted to say a great job right off the bat here! You know like the other judges and Joseph and Greg have been saying you know this is probably your hardest pitch, you know it gets easier from here on in and this is a muscle that we all flex, you know and developing those soft skills become definitely becomes easier as we as we get into these things and these this will arm you for your career moving forward.
So, when we’re taking a look at the presentation is in its entirety, one of the things that I really liked here was that you drew an immediate comparison between your own personal goals and the objective of the candidate’s company, that’s a great way to go about building it out rapport immediately. You know and say, hey, this is I’ve been really excited about this call, this is something that’s really personally relevant to me and I’m really looking forward to helping you forward with your company’s objectives.
That immediately can set up you know established that you’re passionate about their aims and are passionate about ensuring their success. The only thing that I would, I would say around that though is just make sure that you make it very clear that you flip that personal goal into the relevance of what their company’s needs are, and what their you know desires or problems are.
Again, just making sure that they’re put upfront and forward as the hero and if you’re referring to one’s own experience just yeah just make sure that you’re referring it to that individual. I loved the reference back to previous conversations with the candidate, that’s another way to go about building rapport really fast, you know, and say and referencing back to that previous conversation and saying oh hey we talked about this in the last time you know I’m glad that we have the opportunity to be able to address that here in this meeting.
Yeah, and the only other point that I give around your opening your discovery is maybe, just dig a little bit more into validating their pain points for the prospects however, that is such a pillar and a key, oh there we go, that is such a pillar and a key towards driving the rest of the conversation because you can constantly go back to that you know here’s your pain point you know, here’s how we address this, is that true, yes, okay, excellent!
Yeah, but overall really solid! Yeah, so when we were looking at your demo, demonstrating instances in which the geo or time-based notifications could aid the customer experience I thought that was really powerful. you know it speaks to the features of your product right off the bat, it also speaks to their pain points which I think is excellent, especially given you know how topical that is to your product. Using the Lego analogy, fantastic!
I’m a huge fan of analogies or metaphors. You know in demos especially when we’re talking about technical sales oftentimes the prospect you know isn’t necessarily a Dev or you know a technical per se, so being able to use some of those metaphors to be able to explain one’s product in a very quick and succinct fashion can move you miles. So, I’d say lean into those kinds of things. I wouldn’t say that at the very end of it you said I don’t have the time to, but you know to get into the technical or the technical elements now.
I would potentially look at a rephrase on that. Instead of saying that I don’t have the time because of course, you have the time, they’re the hero and you always have the time for the hero. Instead, I would say, let’s get a technical expert in our next call to help address some of those technical questions. That’s a perfect way to tee you up for that next call and that’s why you got TSRS, right?
You know those guys can really help you through that process you know and as a prospect myself oftentimes I have very technical questions. and it’s perfectly okay to say, yep, I don’t have that technical knowledge but let me get you the expert who does. That’s absolutely fine. and then the only other thing that I’d say here was in your closing, Greg mentioned the next steps, if you don’t feel like a Dev or a tech that’s okay, again I touch base on the TSRS. When they say send me sometimes, I’d recommend following up as a teaser because that could potentially sometimes be a way that somebody would say, yeah send me sometimes, you know, in that this isn’t necessarily as important as I thought it was.
And oftentimes what I’ll do is I will make reference and say, you know what that sounds great I’ll send you a few times and then I’m also going to follow up with the following gimme, you know, whether that’s a white paper or a technical document or something that refers back to the conversation and the points that you had in that conversation and it invites them to dig more into the details while you’re setting up that time and it also gives you something to follow up on just in case this is an area where you have to do a little bit of an objection handling. But, overall man, that’s a great job, this was a good pitch!
Bodhi Shaffer: Thank you very much! Appreciate your feedback and time!
Adam Stephens: You got it Bodhi!
Greg: I’m not sure, if you said, you got it buddy or you got a Bodhi. But well…
Adam Stephens: I said Bodhi!
Bodhi Shaffer: I’ll respond either!
Greg: Yeah! I appreciate that! Alright, thanks so much Adam, and then for our last but not least on feedback to Kumail feedback, for Kumail. Amar, if you don’t mind, step on in.
Amar Chahal: Yeah, well! first of all big congrats to all the contestants, a 15-minute disco demo is rough,, we aim for a 30-minute disco demo, here at HyperComply and that’s hard enough in and of itself. So, 15 minutes is really really really really tough. So, congrats to everybody for getting through it.
Kumail, man amazing research,, I love the thoughtfulness put into the back story and yeah, it’s just awesome. Specific notes on the opening. I got a little bit stressed out about the timing, it was funny your brain teaser was about time, but, I felt like it when I probably just I don’t know if I went up for too long but I was I did start getting a little bit concerned for time knowing our 15-minute limit and I think when Greg mentioned the pain points around both engagement and liability, I think that was a missed opportunity to really dig into those to figure out like you know what does what do those actually look like.
Is there a specific engagement metric that Greg is aiming for do they have you know 10 percent utilization of those services now and he’s hoping to get to 40 percent or 50 percent? And then likewise for the liability aspect you know as soon as I hear liability, I’m thinking you know insurance like, what does it cost the college and insurance claims for folks who are you know potentially not taking advantage of these services?
So, I think there’s an opportunity to dig into a very specific set of numbers and then tie that into perhaps some case studies around how you were able to improve engagement at Laurie by you know 50 percent or what have you. To kind of echo the sentiment from Drew and Chris, the demo transition I think again was an opportunity to take those pain points around engagement liability and then build on those. you jumped in and you mentioned hey let’s look at the dashboard, Greg has no context on what the dashboard is, what it does. Right?
So, if instead, you were to say they like let’s take a look at how we can improve engagement and reduce liability, this is how we do that with the students that would have probably been a better or smoother transition if that makes sense. I think that was my biggest piece of feedback from the demo aspect. And then on closing love that you researched who else is typically involved specifically at Greg’s organization, so, I thought that was really well done. But overall kudos you know some fine-tuning required on the demo and the transition aspect of it, but yeah well done.
Kumail Sayeed: Thank you so much, Amar.
Joseph Fung: And jumping in there, Greg. I know that you’re champing at the bit to crown a champion, got a couple of comments, we’ll announce champion, a bit of housekeeping, get everybody out well before the top of the hour. For all of our contestants congrats you all know how challenging this was, a lot of kudos a lot of thumbs up reminder, you will get all of the notes in the comments from the evaluation, so, you’ll get a chance to debrief and dig in and this recording will be made available to you. But I also want to take a moment to really hammer home how valuable and how meaningful the feedback is from these judges.
Drew builds playbooks all the time. He sees what companies do, well, badly. You know his feedback you know, take it to heart. Adam’s been a buyer. So, many times and so sitting in that buyer’s seat is a real trial by fire. Chris knows his stuff so well, you could see his comments on LinkedIn, his work in online communities and you could see from everyone’s reaction in the selling community how well he knows this stuff and Amar as is a Leader as a CEO and he’s hiring sales reps left to right and center and they’re growing like stink in such a competitive space. You have got all the perspectives you need in this crucible of a challenge.
So, job well done. And really dig into that feedback. We’re going to announce our winners but before I hand it off to Greg, I’d ask everyone to unmute themselves on Zoom. So, that when Greg does announce the winner and we all clap and applaud, everyone can hear that. Greg are you ready to crown a champion?
Greg: I sure am. I want to I think I forget who said it. I think Adam might have said it. But, having like if I had to do pitches and have everyone on my team all of my classmates, my like my CEO and judges watching me while I did a pitch, oh my gosh! never sign me up for that! So, everyone huge congrats to the first class of 2021. And Callum Brimley who bravely led them here and Alex from our team to crown our champion today because it all culminates with this. I think we do a drum roll please because our champion for 2021 one demo day is, Harini.
Joseph Fung: Great job Harini! How you feeling?
Harini Ratnavel: I feel good. I feel happy. But, yeah shout out to the class this has been an amazing experience, and shout out to Callum, I think you know I can speak for everyone. He’s been such a great instructor.
Joseph Fung: Oh! That’s so awesome! I know everyone did such an amazing job class cheering, I see the chats going off like wildfire. We want to make sure that we get out before the top of the hour and I know that is a class you’ll have a chance to unbox this all tomorrow in your debrief. For the folks on YouTube we’re going to do some quick housekeeping and like well you’ll go and then the focus on Zoom will wrap up shortly afterward.
But, let’s take care of a bit of that housekeeping. So, first and foremost, if you did enjoy this demo day, we want to attend ones for future classes or when we bring the judges back to do a demo day judges edition. You can always sign up at uvara.com/demoday. Our next one is on May 6th, that’s from 12 to 2 pm Eastern.
And we also have regular workshops that are open to the public, you can also access those at uvaro.com/events. the next couple that we have coming up April 15th that’s coming soon is a panel conversation on The Future of Remote Sales Work that promises to be really exciting. on April 20th, we have our next cold call blitz. So, if you want to you know work those muscles try out a new script, see what techniques folks have, you can come and join us and again that’s April 20th 6 to 7 pm Eastern.
And then we have on April 28th, the week afterward, a Creative Resume Workshop. So, if you or any of your colleagues are on that, that workshop will help you put some amazing flourishes and elements on your resume. So, again thank you for joining us to make this event so exciting, for launching some amazing careers.
Again, huge congrats to all of our contestants. huge thank you to our judges, who couldn’t with whom we could not do this, so, thank you. And for everyone on YouTube, thanks for joining in and we will let you go.