Name: AI for Financial Services: An Exclusive Briefing for the oCHRO
Uploaded: 2026-03-19T18:16:08.627Z
Duration: 56 min 36 s
Description: AI for Financial Services: An Exclusive Briefing for the oCHRO

Transcript for "AI for Financial Services: An Exclusive Briefing for the oCHRO": Hi, everyone. Welcome to today's Workday live webinar. We'll be starting shortly as people file in, getting off their previous meetings. So stand by just for a a minute or two. Thanks. Well, hello, everyone. Thank you for joining us today. I think we'll get started. We have a lot of content to cover, as we look at AI for financial services and looking at it through the lens of three different three different products specifically that we've acquired over the last couple of years that we're extremely excited about. So during this session, as I move to the next slide, we may, share a few forward looking statements that are subject to subject to change. So please note that these are covered under our product statement as you look at that here and some housekeeping items. So to begin, let's just cover a couple of things here. We will be emailing you a recording of today's webinar so you can watch it again if you'd like. If you have any questions, you can select the q and a button on the right hand side of your screen, and we have some members of our team available to answer your questions in real time. Now if you're having any audio issues, please hit the mute button. Your presenters today. So my name is Matt Jeffers. I'm principal solutions consultant along with Jason Beck, also principal solution consultant. We both work in the financial services vertical across all company sizes. So we have seen all of the challenges that you might think of when it comes to organizations as they're looking at their talent acquisition suite and looking to modernize, including learning. And we'll be using our expertise to highlight a couple of, different products today. Now today's agenda, in an era where, specialization is key as we think about financial skills as well as positions that are required in high volume, it's clear that organizations need the right tools at their fingertips to help them reduce friction, whether it's related to candidate experiences, your recruiter experiences, learning administrators, or learners themselves. With AI, we're looking to eliminate that friction, and we'll look at, some very short vignettes today through the use of our candidate experience agent. That is our Paradox, acquisition, recently made. We'll move into the recruiter agent and town mobility agent, both part of our hired score acquisition, and then we'll finish off with Workday learning powered by Sana. So let's start with our talent acquisition suite and how we've supercharged it with artificial intelligence. Now we are focused on creating and empowering a world where talent decisions and experiences are intelligent, they're proactive, and they're personalized, and that's key. Guiding every individual, toward meaningful growth and making work more human and impactful throughout that process. So really keeping the human in the loop and augmenting the experience of the human is key as well. And and now we are doing this through purpose built agent solutions. Each one of these agents has a unique set of skills that are able to cover organizational challenges that we'll discuss. Now this suite is built to help organizations not only attract and hire faster, but to do so with greater intelligence and personalization across every stage of the talent journey. So at the foundation or at the core, everything is built on Workday recruiting. So data, workflows, insights, the business process seamlessly flows from candidate to employee. On top of that foundation, Workday is introducing a new generation of AI agents. And, again, these are purpose built to enhance the experience for candidates, recruiters, and internal talent alike. So looking at this view here, let's start on the left with the candidate experience agent. This agent powers a conversational career site where candidates can interact naturally. They can search. They can apply for jobs, and they can do this through simple conversational prompts. It also handles conversational scheduling, and this helps reduce time to interview. Now we won't get into conversational scheduling. Today, we'll be focusing on the chat to apply feature, but keep that in mind, as we go out through the demonstration. Next, the recruiter agent helps hiring teams prioritize their work. Now it provides screen screen prioritization, candidate insights, surfacing top matches, and helping recruiters focus on the right talent faster. Now this reduces manual effort, improves quality of hire, and reduces the a lot of the friction that you might see, that arises between, recruiter and hiring manager. It also enables talent rediscovery. Now that brings qualified past applicants, so think of your silver medalist, for example, and brings them back into your pipeline automatically. And finally, with the internal talent mobility agent, this supports the next phase of the talent life cycle. So it gives employees talent mobility insights and a personalized career coach with advancement recommendations to promote internal growth and retention within your organization. Now all of this comes together, as one unified experience powered by Workday AI, and this makes hiring faster, smarter, and more human for both candidates and employers. So let's move on to the demo because I know you're all here to see product. But before we jump into the product, I do wanna highlight one of the pillars of our Paradox acquisition, and that is the career site. So as part of our Paradox, candidate experience, solution, we offer the ability to create custom career sites. And we're super proud to work with some of the biggest employer brands in the world, including companies like McDonald's, Nike, and FedEx. And our career sites are are seeing 35,000,000 plus visitors a month. So you can take that, that old Workday career view or, career site and, think of it through the lens of something that's much more modern like you see here. So I'm a I am in a a demo environment, and I'll just do a quick walk through of how much more modern this view looks with the Paradox enhancements. So you can see, the video at the top. And as I scroll down, I'm prompted to chat with Olivia, our assistant. We'll do that in just a moment. And then I see other information relating to jobs, benefits, internal community information, the ability to join a talent community. So as you think about gathering prospects and event management, that's also something that's being, that's being, woven into our candidate, engagement skew. So keep that in mind. We've we've really upgraded that. We won't be covering that today. And but at the bottom, you'll notice that I have the ability to begin, looking for jobs, conducting a job search. But I can do that also using Olivia, our chat agent. Now I've, I've already entered some information for the purposes of time today, and I'll just walk through some of the information that I've already staged. The moment I click into Olivia, she welcomes me, with a welcome message, welcoming me to, in this case, our our fictitious company, Global Modern Services. I'm prompted to approve a, terms of acceptance, and this may include things like the ability to capture information like phone number, email address, to opt in to, text messaging, things of that nature. So we handle that upfront. And then Olivia begins to, I can begin to interact with Olivia. So what types of jobs am I interested in? In this case, I'm looking for marketing jobs. Olivia's curious to know where do I want to work. In this case, I'm looking for a job in Chicago. And immediately, I have some jobs that are pulled up, including this marketing coordinator job that I went ahead and indicated that I was interested in. And she immediately begins the intake process beginning with a question of, what is my first name and last name? So take this concept of, what would what would be the job application, and put it within the context of the candidate assistant or candidate experience agent that you see here. In this case, I'll enter the name Felicity Keller. I've entered an email address. I'm prompted to enter my phone number as well as indicate how do I wanna be contacted. So in this case, I'm choosing email and text message. And the next step is to begin the, job questionnaire process. So think of those job questionnaires that may be tailored to each individual requisition. That also applies in this case. So Olivia knows that I'm applying for a job the, marketing quarter job requisition, and I have some questionnaires, questions that are pulled directly from Workday without any, without any manual intervention. So am I able to work in The US? Yes. I am. I think it's gonna ask me next, the number of years of experience in this role, so I can go ahead and enter three plus years. Now this could just be a chat response as well. In this case, I have prompts that are set up. I can go ahead and upload my resume. So I'll go ahead and add my resume to this piece for marketing coordinator. And next, I'm being prompted to take a look at EEO information to fill out a survey. I won't do that for the purposes of this demonstration, but the value here is that we are within the within this engagement process, pulling all of that information that's required to populate your traditional job application. Now you notice here that Olivia has, successfully received the job application. The job application is complete. And in this case, I don't have to log in to a a Kanit home account. I don't have to create a Kanit home account. I could be prompted to do that if necessary. When the time comes when I need to, for example, perhaps start the interview process, at some point, I will be I will be prompted to create a candidate home account. But the, decision in terms of the design of this experience is that we want to eliminate candidate drop off. We know that candidates that are prompted to create a username and password are, sometimes going to leave the conversation. So we can remove that from the application process. Now, additionally, what we're not getting into today is that if you have auto stage routing through, Workday recruiting, that also can play a role in the chat to apply process. So, for example, think of your high volume roles, like your bankers or your your contact center reps. Perhaps there are some, questions that you ask that immediately trigger a, an interview, for example. That, that list or that, series of steps can then be prompted where Olivia is asking, me to select some days to, conduct some interviews, and it removes that friction that a lot of our customers see, with those high volume rep roles. But for the purposes of this demo, we're keeping it pretty simple with the marketing coordinator. The next question is how else may I assist you? Of course, I can ask questions that are, related to the organization. So tell me about your benefits, for example. And this is just an example of how we can remove the administrative burden of your recruiters that may have to respond to, potential candidates with information like this. So here's a quick testimonial about benefits. They have a lot of flexibility in terms of the information that you serve up to, to candidates, to remove, again, that friction or administrative burden your recruiters might might typically see. Another use case we see here is as you prepare for an interview, I can ask questions from Olivia about how do I best prepare for an interview, and she can respond to me, via this, experience or via a text message as well. So this same interaction that you're seeing on the chat screen that you see here appears, via text message if that is selected by the candidate. And as a recruiter, I also have visibility to the same interaction as well using a a Chrome a Chrome extension. Now we won't get into that part of the demo today. There is a recruiter experience that is specific to, the interview process. But, in a in a much, in a deeper dive demo, that's something we could get into. But for the purposes of this demonstration, we'll just make the assumption that, this candidate is now an applicant for our marketing coordinator position, and now I've toggled over to hired score. Now, candidates that have applied and recruiters that are typically challenged with pile with the pile problem of having multiple applicants for a job find our recruiter agent or a hired score to be the ideal solution to help. So let's see how the recruiter agent instantly prioritizes top candidates, saving time and ensuring that your recruiters are focused on the top candidates within the, pipeline. You'll see here at the top, we have the different stages that are reflective of your job application business process. Our, candidates are automatically get automatically graded a, b, c, and d. A being candidates that exceed the minimum requirements, b candidates are exceed some of their requirements, c candidates just meet, and d candidates don't meet any of your requirements. Now how can I get greater or better information on, whether or not someone is a good fit and how that grade is generated? Well, you notice we have Felicity Keller here. She's applied, and she's an a candidate grade. Now it's important to provide to provide visibility to your recruiters as to why Felicity is a good match for this job. Now in the background, what's happened is, our HiredScore AI has taken the the resume, which has been parsed on the right hand side, and it's taken the job requisition or the job posting, match them together, and determine which is the best candidate, looking at a variety of different information. So we can see here that relevant industry experience. So, of course, work experience is a key driver in the algorithm that determines the grading. And I, as a recruiter, can just click on a couple of these different buttons that you see here, and they help me navigate all of the different resumes that I may need to look at. If I wanna see whether or not they're located nearby, I can certainly do so. I see that this person has a specialty skill set that I wanna be prompted to be signaled to. And, also, using, tags or candidate tags in Workday, that information will be surfaced to me. So this is just an example of the type of information that's gonna help me as a recruiter become more efficient and therefore get through my, resume pile much quicker. Now how do I take action from here? I I simply click on the approved candidate, and this will move this individual to the next stage, again, reflective of your job application business process for those job requisition, highlighting the integration between HiredScore and Workday, or I can certainly disposition this candidate as well. And we have that same representation on the drop down list that you see here. Also, I can see whether this person has applied for a job before as well as recommendations. So let's assume this is a c level candidate or a d candidate. Even though they might not be a good fit for this job in particular, perhaps they're a good fit for another job. This is what something we call reverse batch. I can go out and reach out to this person, recommend that they that the, recruiter on another requisition reach out to them or contact them directly. This is a great example of how HiredSpore AI or a recruiter agent is making your recruiters much more efficient to bring in top candidates that are already interested in working at your organization that may not be a fit for the job they specifically applied for. Now if I close that out, I look on the left hand side, I see our smart search bar. Now this information is gonna help me get through my resume pile as I see here. Additionally, I have the ability to, conduct a bulk search. So I have different actions that I can take. What we see is that for jobs of greater volume, our recruiters might spend more time in this, user, user experience or this UI, for jobs that have less volume, maybe more your executive level letter jobs or higher leadership jobs. Perhaps your recruiters are gonna be living in the Workday user experience. But as I, as I transition now to a Workday view, what you'll notice is that hired scores becoming embedded in the Workday user experience. So, common questions we get is, which UI is better for recruiters to work on? Fear not. If, if that is something that, is top of mind for you, our product teams are weaving in HireScore Paradox and, well, HireScore and Paradox into a single user experience for your recruiters, and that's part of our new redesign and more information will be coming out, with that soon. But this is all part of our, our decision to really create a best in breed solution for your recruiters across all of the different features, that our acquisitions provide. Now getting back to our demo story here, another key value prop when we think about our recruiter agent is the ability for us to use what we call fetch. Now fetch is our candidate rediscovery tool, and this rediscovery tool tool provides recruiters the ability to automatically source likely to apply candidates. So Robert, Lisa, Erica, and Felicity here, these are likely to apply candidates. In this case, they have not applied. So let's assume Felicity had had not applied for this job. I used the wrong person, for the purposes of this demonstration. But let's assume that's another person's name, for argument's sake. The idea here is that as a sourcer, the minute a job is posted or I should say the minute job a job requisition is created in draft form, fetch immediate immediately goes into action. So I could create a a requisition on Friday, wake up the next day, and in this case, I have a list of four different likely to apply candidates that I can go ahead and reach out to using native Workday notifications. Maybe it's an automate an automated notification that reach out to those individuals immediately. That's all part of the automation that we are able to help support with, Workday recruiting combined with, our recruiter agent. Now let's assume maybe there's nobody in our fetch view or likely to apply candidates. I can turn to dynamic fetch, which broadens or opens the aperture of potential candidates, to candidates that may be a a c grade, for example. And maybe all I need to start do doing is changing the facet recommendations on the left hand side. So this faceted search bar on the left hand side is prepopulated with the requirements of the job requisition. What I'm able to do as a recruiter now is start to play around with the years of experience, maybe change the skill set that's required for this job so they can come to I can come to an intake session with my manager and have a data driven conversation where I tell the manager, you know, if I open up the aperture a bit, I'm gonna get more likely to apply candidates that have that appear in my fetch, and in my fetch a list of potential candidates. So, another way we're empowering recruiters to become, much more consultative in their role. So hired the recruiter agent powered by HireScore is really impacting, all of the different individuals, in this process, both the recruiter themselves as well as the hiring manager. So let's toggle over now to our hiring manager collaborator. And we're looking at an MS Teams or Microsoft Teams view. This will be also available in Slack in the near future, safe harbor applies. But I'm looking at this view through the lens of Susan Steinberg. She is our hiring manager in this case. And the moment a requisition is open, she receives a welcome message, a welcome to this channel, I should say. So this is for our marketing coordinator channel. And like any, productivity tool, our a recruiter can engage in a conversation within context with the hiring manager. So in this case, Carmen is just saying, I'm looking forward to working with you on this marketing coordinator job requisition. Oftentimes, oftentimes, hiring managers don't hire very often. On average, maybe one to two job requisitions per year. So our hiring assistant is gonna serve up, the process and responsibilities that the hiring manager needs to be aware of. So this is all designed to nudge the hiring manager to keep them on task so that the recruiter doesn't spend their time chasing hiring managers down to complete certain tasks. So here's an example of what, that message might look like. The moment the job requisition act is actually posted, our hiring managers immediately, provided that information using a productivity tool. No need for an email or phone call. And as different task arrives, Susan, in this case, is being asked to take action. So, again, removing that friction, I can go ahead and begin to take a look at those tasks. And and in this case, I'm being redirected into, into HiredScore itself. I can see why Jack Bordeaux, in this case, might be a good fit to look at for this job. Notice there's no gray. We wanna remove any type of manager bias. And I, as a manager, can go ahead and make a recommendation to the, I can make recommendation to the recruiter to go ahead and move to the next stage, or maybe I don't think this is a qualified candidate, so I'm gonna recommend that this person be dispositioned. Just another example of how we're keeping the human in the loop in this case, the manager. Ultimately, the recruiter has the final decision, to make. But I'll go ahead and close this out. And as we go back to the Microsoft Teams experience, you'll notice here every morning at 9AM, the way this is configured, our hiring manager is, alerted to open tasks that need to be taken care of so that they can get to action and make sure that, all of those hiring managers or those candidates are attended to, including in a video interview. We have, video interview integrations that can be supported as well as a feedback form. So maybe an interview needed was completed, feedback form needs to be completed as well, and I'm redirected into Workday to give my rating, enter my comment, and submit. So everything the orchestration on the back end is all, is all operating without the manager or recruiter having to intervene in any way. The last thing I'll do here is take a look at that. So we've been ahead a little bit too far with that candidate profile. After looking at the candidate profile, I can go ahead and recommend to offer. I can go ahead and submit. And then the last stages of the process will prime primarily be handled, in Workday, like the offer letter, like kicking off the background the background check integration, and so forth. Now once this person is hired, we go through the onboarding process, of course, and they become an employee. Now for many of our customers, driving internal ability is a priority for your organization, especially as you think about, ensuring that you're retaining top talent, you're retaining talent that's a good fit for your company culture. We have our talent mobility agent to shepherd along your, employees so that they stay engaged. Now, here, what we're looking at are talent mobility agent. We have our career guide here that's, reaching out to Marcus Severino and letting him know that they've we've noticed it's been two years since this person has changed levels within the within the organization. And the HiredScore AI that I've just mentioned a moment ago that's used, from a recruiting perspective is also used from a talent mobility perspective. So in this case, we have two different jobs for which Marcus is a good a good fit. So an a or b candidate in this case. He can go ahead and take a look at this job directly from Microsoft Teams, so meeting him within the flow of work. He can also go ahead and apply for this job directly within Workday. And if he's not interested in the job, he can indicate why he's not interested in it. So it looks like he's not interested in it from a professional standpoint. It doesn't meet his salary expectations. He can provide his feedback and the machine learning on the back end, the hired score brain, if you will, will begin to understand what Marcus' preferences are from an internal mobility perspective. Additionally, Marcus can be prompted to complete or update his information. Now a key, a key bit of feedback we get from our customers as it relates to job profile, or I should say worker profile, information is that it's not up to date or it's difficult to drive the change management that's required to ensure that you have full visibility to your worker profile, skills, job history, work experience, and so forth, you can use the Talent Mobility agent to nudge your employees at the right time to update their skills, update their interests, update their work experience, and so forth. This is part of that or this is the edit career profile task in Workday. So another example of how we are using the Talent Mobility agent to leverage tools that live in Workday. And, additionally, if you're a, if you subscribe to talent mobility or I should say, optimization, you can drive your employees to take a look at the Career Hub. So if the Career Hub is something that you use today, driving them to take a look at that, understand the value of it, the Talent Mobility is another great age a great way to drive that type of, engagement. Now common use cases we see for the Talent Mobility agent are for things like redeployment. So we have a lot of organizations going through a lot of change. Perhaps you know that there's gonna be a division that's gonna go through some realignment. How about reaching out to your top performers ahead of time and letting them know that there's different job requisitions open? So you retain that top talent, you retain a a better employee experience as companies go through some of that turbulence. Additional questions that arise, can you limit the use of the career guide or talent mobility agent based on whether or not an employee's on a PIP, for example? Absolutely, yes. Maybe you don't wanna send this talent mobility agent talent mobility agent out to nudge, an employer associate within the first ninety days or within the first year, there are guardrails that can be configured so that you're reaching out to the right employer associate at the right time to really harness the whole full value of the talent mobility agent and how it was designed. So at the end of the day, what you're doing is engaging your high or your top talent, and they're twice as likely to move into that role that you're serving up to them. So this is a great tool as you think about moving ahead and using the full workday toolbox. Now if I go back to our, deck here, wanna call out a couple different things again that I didn't cover, and I think it's very important to call out. Thinking back to our recruiting our recruiting example at the beginning, with Paradox, you do have the ability to do much more complex panel scheduling. This has been a gap in Workday recruiting in the past, and Paradox fills that gap. And that's something we can do in a follow-up demo if you're interested in. Any rescheduling and reminders, that can all be done via text or via, the Olivia Olivia chat assistant. And then sending out information like interview prep information. That that's all part of the experience that the candidate experience agent or Paradox provides to to employers. So as we bring this all together, Workday, Paradox, HiredScore, or our rebranded candidate experience agent and a recruiter agent, they all combine for an efficient hiring process or hiring experience that is best in class in the market. And, this unified suite cuts hiring time. It frees your teams up to focus on people and not software. That is the paradox as our new workmates like to say. Now this from a hired score perspective, AI power AI powered talent orchestration really streamlines discovery and automates the recruiting workflows, and it drives a 54% increase in a recruiter capacity. From a candidate experience perspective or paradox perspective, our conversational AI enhances candidate experience, drives a significant ROI with conversion rates of 80 and a cent or of 80% and a 70% reduction in time to hire. So think about combining both of those tools together, really bring really bring Workday, to the top of the, of the recruiting list of options, out there in the market. So with that, I'm gonna, hand over to Jason so he can walk us through. a Workday learning powered by Sonar. Thank you, Matt. It is great to be with everyone. Really excited to have you all here. I am really excited to be talking more about Workday learning powered by Sana. Some of you may have seen the recent news around our acquisition of Sana. And what we are doing from a learning standpoint is we're really combining together the best of both of these capabilities that exist between what we've always had within Workday learning and what Sana brings to the table. This slide simply represents what some of those capabilities look like. If we start on the right side of this slide, you can see those those critical areas within Workday learning that are very important to our customers, especially those within highly regulated industry like financial services, automated campaigns, advanced embedded analytics as part of Workday learning, compliance at the core of what we're doing to ensure that the right people are seeing the right information at the right cadence based on the right details. What Sonja brings to the table is that experiential layer to support your learners as they're going through the learning experience to make sure that they're getting the most out of that. It also brings, authoring capabilities, which if you've been a Workday customer for for a while, you have known that this just simply isn't something that we ever thought we would get in the business of of doing. We weren't ever planning on, developing our own authoring tools, but but Sonata does it at at a different level. And as part of this, as part of this partnership, bringing the two together, we we add some extra enhanced capabilities for our customers to be able to leverage native authoring driven by AI for our customers as well. So what we're going to do during this portion of our conversation is actually look at what that future looks like when we talk about these combined capabilities coming together. Now I will caveat that with, one, I will end with our road map, so you'll absolutely see what that looks like and when these things are coming together. But two, we've had joint customers for quite some time. We internally are using Sana as our content creation tool and our consumption tool as learners. So and and we are assigning and and monitoring and governing all of that through Workday today. So know that that that connection exists. What we are looking at doing is simply broadening that a little bit further to drive additional simplicity for our customers. So without any further ado, let's go ahead and switch gears and and show you what that will be looking like. Where we're starting here is is in Workday. This is our, vision for our newly designed learning admin hub, which brings together the already existing capabilities that Workday learning customers enjoy today around monitoring compliance, assignments, packaging together, how we are going to expose learning out to our employee populations. But we're layering in some of the additional capabilities, like the ability to go out and create content using Sana as an instructional designer. So we'll go ahead and start there. And this brings us into our AI powered instructional designer tool delivered through Sana. This is, again, driven by AI. Certainly, you have the ability to come out and, control exactly what is brought in and how you are designing that content. But what we bring to the table with Sana is the ability to layer in AI, where in our example, we'll simply go out and grab this PDF, add it into Sana. We can add in additional instructions, branding details, the types of activities that we want to include, different steps, length, other information that we would like sauna to leverage or, base that design against. And, Sana understands the details around instructional design. It takes the information from your documentation, whether that's a PDF here or maybe it's a SCORM course that we're loading in. It will index that document and and convert it into a complete lesson outline. This really speeds up the pace of of, content creation within learning. One of our customers, Polestar, we they they save fifteen hours of instructional design per course. So really reducing down the time that it takes to create content and be able to distribute that content out to your populations. Now you can continue to use this ask anything area within the platform to give additional instructions. Change this. Add this. We want to do this. There is the ability to manually add in additional we call them cards. Think of this as a slide within a slide deck. Each card allows you to add in different content type. So here we have, you know, some images, content that maybe would be brought over from that PDF or simplified, expanded upon within that PDF. Maybe they are, exercises or, additional details within that learning to drive more engagement as your learners are going through. This is what we call a reflection card. The learner gets to this point. They add in their reflection, and, yes, we can expose in other reactions and what others have have commented during the process. This is a sliding scale where we can add in additional details around the sliding scale or perhaps, flip charts as we click into these different details. We can add in information, quizzes, tests, knowledge checks. The point is that all of this happened from an AI designer. You're not having to create every single piece of information within the course, but we can leverage technology to support us and get us, a long way down that road, and we're adding in the final tweaks at the end. Now once we're done, we simply take this information, and we will submit it back out into our admin hub where we then, as an instructional designer or a course designer, have the ability to review that course, add it to a new course, bundle it together with other content as you are doing as a Workday learning cuss or as as Workday learning customers are, are doing today, adding in information around skills and topics, the different lessons. You are seeing that we've got our new sauna lesson type that's brought in here, and, of course, our our compliance rules, expiry period, security permissions, all the details that you would expect and require as we're packaging together the content that we've just created. Once we're ready, we can publish that out to our catalog, assign it out to our learners, but continue to manage it, bringing together native reporting that already exists within Workday where we can blend what we're doing here from a learning standpoint against the other activities that are happening around talent within performance and talent management to make sure that we are dry that learning is driving us to the outcomes that we are searching for within our organization. This is also where we can continue to layer in those additional compliance requirements, prerequisites, equivalencies, again, assigning this out to our learning populations, whether it's a one off assignment or whether we are using our engagements and campaigns within Workday to make sure that the right people are getting the right training at the right time. Now once that's actually been assigned out, we can switch gears here, and we're now looking at this from the learner's standpoint where we're bringing together, again, these different capabilities, but really driving that learning experience to be enhanced and supporting them even further as they're going through those learning engagements. Now we can continue to do what we've always been able to do, package together learning, have a blended course, videos, surveys, again, bringing into that sauna content. We could even think about, you know, leveraging Cloud Connect for learning and exposing additional third party content as part of your learner experiences or learning programs that you are driving. But, ultimately, if we take a look at content that's been created within SADA, this is where that experience continues to be enhanced, where as a learner, we can start to work through that course, review those cards, but also bring in our AI tutor where we're basically bringing that tutor along with us that can sit next to each of your learners every single time they're going through a training, be able to ask questions. That tutor is contextualized based on the content we're looking at and the content that exists within your learning catalogs to give additional context, answer questions, reason back and forth with your learners. The point being they now have the ability to get out of learning what they need, pause when they need to, ask the additional questions, explore more information, have scenarios back and forth where we're leveraging AI technology to support those learners as they go along. We talked a little bit earlier within instructional design that, yes, we can create, knowledge checks, assessments, quizzes, But a learner could also just pause at any time and and ask to be quizzed. I wanna make sure that I'm actually understanding the concepts that I'm learning about as I'm going along the training. This is truly AI driven. It contextualizes where you are within that path of learning. Again, contextualized within this course, asking questions as you give answers, giving feedback, whether it's correct or incorrect, and adding the additional information related to that response so that you are following along, keeping pace, understanding what it is that you need to understand. We'll go ahead and exit out of that AI tutor. Once we complete that training, we're simply brought right back into our learning home. That learning falls off of our our required path or wherever we are from an assignment standpoint. As we think about what we've done here, we're we're bringing together, again, the major benefits that exist within Workday learning and combining them with the AI backbone that Sana brings to the table, supporting both instructional designers as well as our learners as they go through the process. And as we look further into the future, we look to embed those AI capabilities within simple search as part of agentic searching within the overall platform, where here we can come out and ask a question about the training that we just took. Historically, you would have to make the mental note on what was that course, where was it within that course, how do I go back and find that information that I learned about at some point, but I don't remember where it was and exactly what I learned about? Well, in the future, we look to bring these we look to bring these capabilities together within native Workday, meeting your employees where they are and helping them understand, the information or recall or go back and look at the information that they've trained on previously or that simply sits out in your knowledge base. Of course, we will be providing sources, contextualizing the answers and the information back to your content catalog. This is the future of Workday learning powered by Sana. We're extremely excited about what this brings for our customers to take them to that next step, allowing us to kinda jump past some of the innovation that we were looking to do already from an AI standpoint and really focus in on some of the other critical capabilities that our customers are looking to us to deliver. If I jump back out here to our slides to maybe close things out, I did mention we will talk a little bit about our road map here if we can get this to advance. There we go. We're moving very quickly with Workday learning powered by Sana. You can see that in June, for early adopters, we will bring together that admin content creator as well as learner experience that we just saw. This will be early adopter in June. It looks to go generally available in September time frame. Of course, our product statement applies to this road map, but we are looking to move extremely fast for our customers to support you as quickly as possible. As we look into the future, we can see things like the ask me anything where we are embedding those search capabilities right within, the search bar in Workday as well as supporting that AI tutor across all content experiences, whether we are looking at, Sana created content or other content within that content catalog. The future is super bright with Workday, as we've talked about our recruiting capabilities, talent mobility, and talent experiences, and bleeding all the way over into what we're doing here from a learning standpoint. As we're closing out our session, just wanna say thank you. Really appreciate you all taking time out of your busy lives to learn a little bit more about Workday. We do these sessions quite regularly. We encourage you to jump out and look for additional opportunities to learn more about Workday and and how we can support you. If you're looking for other information regarding what we've talked about today, we encourage you to reach out to your account executives, your customer success managers, those people that you're working with, here at at Workday to support you even further. Again, thanks for joining. Appreciate you being here, and hope you have a wonderful rest of your Workday.