Name: Manage the Growing Demand & Inherent Risks of Contingent Labor in FSI with Workday VNDLY
Uploaded: 2026-03-25T17:16:36.358Z
Duration: 1 h 16 s
Description: Manage the Growing Demand & Inherent Risks of Contingent Labor in FSI with Workday VNDLY

Transcript for "Manage the Growing Demand & Inherent Risks of Contingent Labor in FSI with Workday VNDLY": Yes. Alright. Good day, everybody. Got some tunes going. Welcome to my work day spa experience, I suppose. We'll say right now. But, just gonna give everybody a few minutes to jump in, enjoy the tunes, grab a beverage, and, yeah, we'll get started here in about, let's say, two minutes or so, right around 12:03. I will say this is not my usual playlist every day, but, you know, gotta keep things work appropriate. Alright. Say about one more minute of hanging out, enjoying the spa tunes, and then we will shut that down, and you're stuck with my voice the rest of the time. Thank you. Appreciate that. Alright. Let's see if we got a lot more people tripping in. Okay. Yeah. Pretty solid list here today. I'd love to see it. Alright. Yeah. That you're all soothed and relaxed with our webinar music there. Yeah. It's 12:03. I think we got a lot of people in here already. Great to see. So first off, thank you so much for taking the time out of your, your busy schedules to join us today for this Workday live webinar. Today's topic, managing the growing demand and inherent risk of contingent labor in FSI with Workday Vinland. Alright. So let's go ahead. We'll keep moving here. Now just a quick kinda housekeeping, topic here. If you're curious, is someone recording this? Am I gonna be able to ask questions? All those sorts of things. Yes. Absolutely. We are recording this, and you will receive a copy of the recording in about twenty four hours. So bear with us there while it gets all, you know, downloaded and processed and all that. But, yes, we'll get it over to you. And, yes, absolutely, q and a going on here. You can see, hopefully, on the right side of your screen screen, there's kind of a text box that says ask a question, and it has a little emoji, face there and a button to press. So please feel free to go ahead and ask questions. I'll introduce Dawn here shortly, but, yes, she is my partner in crime and the q and a queen today. So, she'll be there to help out with that. And then we will pause at one or two points there to try to get some of those questions out into the open. Also, yes, there's gonna be a survey. So if you have fun today, you learned some things, you love it, or you hate it, I guess, gotta learn that way too. Please provide feedback about the webinar when prompted at the end of the event. Thank you ahead of time for that. Alright. Now if you've ever been on a Workday demo before or webinar, you probably are used to seeing this. Yes. It's our product statement. So we wanna make sure that anybody purchasing Workday services are making those decisions based upon services, features, and functions that are currently available today. Now bright side of this demo, this is all happening in a live demo environment. So all the things I'll be, showing today are available. So not a ton of forward looking to product statements here, but gotta make sure we show this one. If you're wondering who is this guy hollering at me, hi, everybody. My name is Steven Middleton. I'm the senior solutions consultant of the webinar today. I've been at Workday now about four and a half years, been in the contingent space for around fourteen years. And, yes, before all that, I may or may have been a radio DJ. So I still talk that way most of the time. Can't help it. Hope that's okay. And my partner in crime, I mentioned her earlier, Don, the q and a queen here, helping out with any of the questions in the chat, monitoring those things. So, again, if you do have any questions, please, by all means, put it in the q and a. She'll be able to help you out. So thank you ahead of time to to Don. Appreciate it. Alright. Let's go ahead and start talking some business here. Now one of the the big things customers ask sometimes is why do I really need a VMS? Well, we like to use this thirty second test. It really kinda lays the foundation of why you might need that VMS. We like to say if it takes more than thirty seconds to locate nonemployee information, you probably need Workday Binley. For example, can a customer locate the nonemployee's information for, you know, visibility, for spend? What type of system access do they have? Where are they located? What are they working on? We get a lot of clients. We present this slide to them, and they can't find these things in thirty seconds. It's an email to somebody that has to create a report that may be accurate, but they're not really sure, and it takes them to the end of the week to get this information back. So our program outcomes differentiate us by really giving our customers this ability to easily and quickly access nonemployee information a lot faster so that you can make better decisions, more accurate decisions, and with a lot more confidence, which I always prefer. Right? And you also might be thinking, well, what about, you know, specifically, this is for FSI? Well, in case you didn't know, the financial services and insurance industries continue to be the number one consumer of VMS technology. So if you're thinking, well, I'm not doing it, a lot of others in the industry absolutely are, and to an extent that puts you at the top of the list. And 35% of organizations in that financial sector are planning to change the composition of the workforce between permanent and contingent staffing. Forbes actually came out with a report saying by 2027, which is not that far, they think it's possible that half of the workforce is actually going to be contingent, and they're not full time there. So almost half and half right now. And 80% of organizations in the financial services industry are enlisting the services of contingent workers already. So 80% already there, 35% saying that that composition's gonna change, and Forbes, you know, small little publication saying that, pretty soon here, there could be half of the workforce as contingent. And so with that, there are some certain concerns, in particular, when it comes to the financial industry. Things like compliance. That is probably the number one thing we hear. You know, worrying about do they have the right cleared background, drug screen. On some cases, are they FINRA certified? Are we running a credit check on them? NDAs, all those certain things to make sure that they have the right types of credentials and compliance before they start work, but also managing that tenure and rehire eligibility. On top of that, it can be very competitive. So scaling that supplier distribution and engagement, having that communication channel and one thing I'll I'll bring up right now when we talk about the idea of being competitive and scaling and using your your suppliers and vendors properly, people wonder what is Vinly. You know? That spelling that word, I don't know what that means. It actually stands for vendor friendly, and we'll actually show you what a vendor sees when they're in Vinly a little bit later on. But we wanted to empower them to really make sure that you're getting those resources quickly because the vendors have the power to do so. Next up, cybersecurity. Wanna make sure that you have spend visibility, that your program processes and governance are good. You know, in a lot of cases, automation is a big aspect of this, and not just about cybersecurity with deprovisioning, but just automating things like getting these requisitions to your vendors or, you know, making sure that the onboarding process is getting done correctly or time entry as well. So there are several areas here, you know, main areas and even those sub bullets where we see a lot of times that this FSI industry has a lot of concerns around this contingent workforce space, and we can absolutely support that. Now the next question sometimes is, who exactly is Vindi? Where did you guys come from? So I'll try to help explain a little bit of that here. So we actually started as a bold new idea between two cofounders that basically said the vendor management solution should be modern, simple, easy to use, and helping customers find the information they need to effectively manage their extended workforce with tasks taking a matter of seconds to complete, not days or hours or weeks or any of those things. So their extensive experience in the ecommerce space, so a little bit different than a usual VMS, They came from an ecommerce background, but that means they were creating applications that were, you know, pick up and go, mobile accessible. You don't need to be trained to shop on Amazon and Target in those places, right, even though that might save you money if you did, but you don't. So they're easy to use. And so that led to the adaptability, simplicity, and innovation behind Workday Vindley's more modern consumer driven experience. And getting our customers what they need has always really been at the forefront of our innovation journey. And Workday, not just kinda creating it and then sitting back on our hind legs or anything, we're constantly investing our revenue back into research and development efforts. So in fact, about 30 actually, now 35 of our revenues we need to update this one. 35% of our revenue is invested back into r and d so that we can continue to grow, evolve, and empower our customers to adapt and change, which that change is happening faster really than ever before. And on top of that, I mean, you're seeing here over 35 language packs, implementation time at three months, which having the the different connectors here into Workday HCM really helping with that, and and really delivering tangible ROI. I mean, we can see here the time to source external workers at Banner Health was cut by 66%. And a lot of times, we hear companies are trying to reduce their tech stack. So in this case, that was also going from seven systems to one, which is really, really nice here. And you can also see, you know, recognized the peak matrix star performers there when we think about Everest Group's VMS assessment. So honored to to receive that. But a lot of good accolades all starting from that ecommerce background with our creators to make life just easy, simple, but fast, effective as a VMS. And so with that, you know, we talked a little bit earlier about the ecosystem is evolving too. Now clients aren't just looking for a system that shows their FTEs or a system that shows their, you know, contingents in a in a VMS that's, you know, separate. That ecosystem is evolving. We're seeing now contingent workers, volunteers. You have frontline workers, salaried employees, interns, and you wanna be able to kinda see them all in one place. And so what we've done now, really, you think about the addition of Workday Bentley into that Workday ecosystem, it's now positioned to deliver what we like to call a total workforce solution. Really, it's enabling you to bring the final piece of the workforce puzzle into view because now we're accounting for those contingent workers as part of your workforce planning strategy. So whether you have no VMS in place today, that's okay, or you're struggling with a legacy system that can't do everything you you needed to do, we wanna take you on the journey to fully optimize your contingent workforce program by leveraging one global instance of Workday Binly. And NuVu, you know, you see here to that that top, that level four to the top tier where you're equipped with everything needed to make, you know, really your your whole your whole company in one system, one place to, again, faster, more confident types of decisions. And that connectivity is gonna give you one view of the workforce and enable you to tap into other aspects of your current Workday investments for the benefit of your contingent workers. So what do we mean by kind of tapping in? Well, in case you didn't know, Workday Binly is the only VMS that has Workday certified APIs connecting Workday Vinly into Workday HCM. So now we're able to deliver it's really kinda two core systems. You know, a system of record through core HCM for your full time workers and Workday Vinly for your contingent workers. So once HCM and Vinly are connected, Vinly is subsequently connected to all downstream systems. So think about that now. You're you as a customer are able to leverage the work you've already done integrating HCM to other systems to benefit your contingent workers. So now you can think about using this for your provisioning and deprovisioning for your total workforce, not just your FTE workers. And with our APIs maintained by Workday Vinly, so keep that in mind too. That's one less thing you have to worry about. Data's flowing seamlessly between Workday HCM and Vinly, so you can leverage Workday reporting for that high level program visibility and oversight while gaining those all important total workforce insights. And due to the level of connectivity we offer, you can further tap into the power of the platform. Your contingent workers can kinda light up in all your upstream and downstream work to applications. So from HCM to adaptive planning, to recruiting, to learning, to scheduling, time tracking, Prism, Pecan, strategic sourcing, the list goes on. I'm not gonna go through every SKU we have. But so for you, if you're a current Workday customer or thinking about, oh, I need to maybe I'll move to Workday and what can that offer me as a full platform, that means every investment made in your full time employees, frontline workers, hourly workers, etcetera, can now be harnessed for your extended workforce as well. That's really the the power of Workday HCM and Workday mainly coming together like you see in this image here. And if you just say, well, tell me who's doing this. Alright? Well, I can say we we are already trusted by many financial service customers here. You can see Discover, PNC, two clients that I personally had a chance to work on there. So always excited to see that logo on there, but many others. Also, Bank of America, Fifth Third Bank, Pacific Life. I mean, the the list goes on. And there's more than this. We just figured we wanna make sure you could actually see all of the actual logos there instead of making them too tiny. So a lot of already very strong financial services customers trusting with us here at Workday Bentley. And wanted to call this out before we kinda start getting into things. You know, thought this quote really called out, I think, some important aspects here and some different pain points that we hear from a lot of financial services, clients, and that's that immediate value realization here. So one of our large financial services customers said, with Workday HCM and Vinly, what we just talked about, those two systems coming together, I can get a full workforce visibility to attract, retain, and manage the best possible contingent workforce, And the integration enabled my team to take weeks and months off of deployment time lines, maintain the integrity of that data, and create the flexibility to accommodate changing business needs. So now we're talking about attracting, managing the talent you have, reducing that time to fill by weeks and months at a time, keeping that data in you know, the data integrity safe and strong, and then also scaling as the business needs change. So a lot of pain points there on one quote, so I love that one. Had to pull it in here. But, yes, definitely all those things possible, and you can see some clients realizing that at once they get online with us. So to kind of wrap up the the talking points here, you know, bring it all back together. Workday at Mintly, for one, is focused on continuous innovation. We continue to enhance and add functionality at a pace that is pretty unparalleled. I mean, right now, we're doing weekly releases. So we're nonstop taking feedback from clients and developing it further and further, and, again, 35% of our profit back into r and d. We're also driven by that ecommerce design principle. So when you think about, you know, modern technology, user friendly configurability, all on an intuitive interface to ensure we're delivering a user experience that's simple and results in higher levels of user adoption. Because what good the system if nobody wants to use it? Right? Much like Workday HCM and Financials, Workday have been these configuration options are also completely exposed. And so end to end or end users can actually go in and and there's a 100 plus self-service configuration options with the idea being, you know, if you have the right permissions, you can have ownership of the solution through clicks, not codes. Trust me. I am no HTML expert here. And without having to call customer support or create those help desk tickets or any of those things. So coupled with HCM, you're really gonna be set to move towards that total talent approach and bring contingent workers in as part of your workforce planning and strategy. And finally, we really have a a pretty strong dedicated focus on implementing practices to strengthen partnerships, interoperability with third party solutions, and deliver a collaborative approach with customers. You know, we really make sure customer needs are taken into account as we plan for future releases, future functionality. I mean, even I, myself, and Don as SCs, we actually, take note of gaps or issues that we hear from clients that we might not be able to tackle right now, which there's not a lot. But we do take those in. And those gets sent to our product team, and we see those become reality, pretty quickly. Again, weekly releases. Alright? So there's some intro about who Vinly is, you know, kind of the the FSI, you know, industry right now when it comes to contingent workforce, how it's growing, and some of the ways that we're tackling, the issues and the concerns that we we hear from you. But now, I say it's time to jump in. So first, before I do that, in case someone joined a little bit later, didn't catch the slide up front, we are recording this. You'll receive a copy of it. If you have any questions, please, by all means, put those into the q and a. Don will help you out, get those answered, or perhaps I'll answer it throughout the demo as well by showing you some of the functionality. And at the end, if you have any feedback, please provide that in the survey. We'd greatly appreciate anything you would like to share with us. Alright. So now let's jump and actually see the tool live in action. Again, this is a real tenant. This is not some sandbox thing that you'd never be able to do. Everything I'm showing is in a live tenant and available today. Alright? And so for that, I'm actually gonna jump off video because I demo on a bigger screen, and my left ear just is not as charming as the VMS itself. So I'll go off camera, and we will jump right into the tool. Alright. So first up, here we are. We've logged in to Workday at Bindly. This is the home page, and the one of the first first things we really talked about here is visibility. And right off the bat, we've taken that to heart on the home page where now I can come in here and see immediately how many jobs do I have posted out there right now, how many assignments, or we call them work orders, are going on. And, hey. I now know that 10 are ending soon. I'm also gonna be getting email notifications about those ending assignments as well. On top of that, my previous experience, I mentioned fourteen years, kind of in the contingent space. Part of that was helping managers build those programs and get those jobs out there. And so many times over, I learned that managers are happy to do things. They want to, but they don't know where to go or what they need to do. And that's where this combination of our task as well as notification section here really come into play where I log in now. I know exactly the task I need to do. I know that Danny here has accepted an offer for a job and keep his name in mind. We'll be talking about him later. Or somebody was rejected or withdrawn. I'm getting those updates right here, and I haven't even left the half page of the of the home page. And then reporting that other side of of visibility, I can even see my spend just by hovering over these data points or which vendor I have the most headcount with. And our reporting suite, you're getting over 50 standard reports. I can make any of them a Valentine and put a heart by them, and now they're right here on the home page. So I could log in and in one click have a ten year report for my program. So a lot of increased visibility and functionality just off the bat on the home page. But now let's think about the day to day. You know, most of the time, if I'm reviewing recs I have out there, I need to add a build a new rec. How do we do that? Well, these areas at the top are all hyperlinked. So if I wanna know which 10 are ending, I can click that. Or if I wanna go see the jobs I currently have posted, easy to click on this, and now I can come in here. And, again, think about that ecommerce background. I could search something. I could sort. I can filter just like you would if you're shopping for something and really gotta narrow it down to find the right item you're looking for. Same concept here. And now once I get in here, I can see all the details at a high level that I want for these recs. What's the status? How many applicants? Dates, rates, positions. Who's the manager on this one? Where is it at? All that information right here just, you know, kind of at the, at the first glance. And if I want to, I can even change the layout. And there's actually a really cool customer suggestion. They said, I'd love to be able to kind of change what I'm seeing in these job titles. So we gave you that. You can even click on the gear here and say what you want to see as a data point in any of these job titles and make it yours. So reviewing the reps you have, being able to search and filter as you see here by things like location or vendor or manager name, job title. You can take any of those filters and even save them. So if I just wanted to see jobs for my good buddy, Anthony Rizzo, one click, you can see here it's actually applying five filters in that one click, and now I'm just seeing jobs for Anthony. So really nice, easy way to gather that information at a glance and get back to your day. But let's say part of that day is I gotta find a new systems analyst for for you know, maybe you already have this one out there for New York, but I need to go find someone somewhere else. How easy is it for me to open a new requisition? Well, if you're in grid view, we may have given you the largest button ever on a website right here that says publish a new job. So we've made that nice and easy to find if you're in this view. But even if you're in list view, I can come in here and hit publish job, and now I can use something like a job template that already has my requirements and my description. Or think about you're texting friends or you're writing an email. If you're like me, I don't wanna text and retype things over and over. I love to copy and paste. So same concept here. Imagine copy and pasting a job requisition. That's what this is. I can actually see the jobs I've recently made, and in one click on this job title, it's now opening up a new requisition. It's bringing over all the data from that previous requisition I made, and I'm off to the races. The only thing I actually have to do here is put in a start and end date. So let's say we're starting on my birthday, March 30. Yes. Monday is my birthday. I'm turning 40. So exciting times ahead this weekend. Thankfully, the demo is now. And we'll run it through, let's say, July. That's it. I could hit submit right now because I know what this job is. I've hired for it before. I don't need to reinvent the wheel. That's gonna make things that much more quick, easy, but also compliant. This record already been approved. It was active, so I know it's good. I can hit submit now and move forward with my day. But now let's I do wanna go back, though, and cover some of the important aspects of what this job form is doing. So for one, I mentioned earlier that idea of those certified APIs bringing data from HCM into Vindly. These are two really good examples. Your work sites, your work locations, your charge codes, those are gonna flow over and stay synchronized between HCM and Vindly. So no fear of using a worksite that's no longer active or charge codes that are no longer good. That's taken care of with those certified APIs. On top of that, visibility, sometimes number one for clients. Other times, it's cost savings. And here is a great way that that can happen is rate card management. Notice this rate card is already turned on. I didn't toggle that switch. The system recognized we have a rate card for this job in this location, automatically turns it on. And look at this. I can kind of block me from being able to change these. So when you're thinking about keeping managers within the guardrails here, saving money, not letting them go wild and spend whatever they want, rate card management is a great way to do that. And automating it like this where it recognize the job and the location have one, automatically applying it, doing this. And let's say just for fun sake that we're gonna take a a leap across the pond here, and I'm moving to London. Oh, what's that gonna do to it? No big deal. Currency is updated. The rates have changed. It's automatically doing that even if we're changing locations like this. So no worries. If you think you're a global company, that's fine. We're a global VMS. We can certainly help you with that. And you saw there in in a simple click of changing locations, that rate card automatically and instantly updated. So now we can feel rest assured. The rates are good. The currency is good, and even my managers in London are gonna be kept in check and not overspend. And then coming down here, must haves, nice to haves, job descriptions, all those things where they're using a template or duplicating a rec, they're already there. And I think most managers I talked to, the biggest problem is they don't wanna go back in and type this stuff out or copy and paste and fix the formatting. So don't. You know? Duplicate. Use templates. They're so easy to do. And now all of that's there for you, and the big call out at the end here kind of a somewhat of a finale connector. This is actively using those APIs into HCM right now, and it's showing me positions that it thinks might be good for this job. So I could say, oh, yeah. You're right. I do already have a systems analyst position in my HCM org chart. I can now add that in. And let's say I'm hiring for four workers, it would use this as one of those and then automatically create three new positions in HCM for me to fill those four out and link it right back to this requisition in Bindly without me having to lift a finger. So, again, you're automating it, but they're certified APIs. So safer, more secure, more compliant. You know it's linked properly, and we're helping maintain those. So really powerful when you think about not only bringing data over, like your work sites and charge codes, but linking positions and such between HCM and Vinly right here. Alright. So we built this out. Really remember, all I had to do was put in some dates and yeah. I changed the location. That's fine. But I can hit submit, and what you see here is another big call out. We can automate the distribution of these requisitions to specific vendors. So in this case, I'd say, okay. The job's in London, so it's gonna go to The UK. But what if I came back here and I said I'm going to Atlanta? Alright. We're gonna do a a quick change there. Well, what we can do is hit submit here, and then look. Now it's going back to the Southern US based set of vendors. So, again, instantly reacting to those changes you're making, but still giving you the automation to say, if we're doing this job in this area, here's the four vendors we prefer, and we can also go beyond this and do tiered vendor distribution. So maybe after forty eight hours of this group having the records not full, it can then automatically go to your b tier or your c tier vendors, keep all that automated, saving you time because it's not relying on somebody to remember and go in and manually distribute this rack to additional vendors. On top of that, it's also automated workflow approvals. So no more worrying, well, is the right person getting this, requisition for approval? They are. It's just like looking at the rate card criteria or those vendor lists. We can configure your workflow approvals. And in this case, I'm Joan, a program, you know, PMO team member creating this job for Anthony. So it's gonna go to Anthony first. Then after Anthony approves it, it's gonna go to his one up manager. But we could also do something like, if it's over a certain spend threshold, it's gonna go to the CFO or bring in a certain budget approver. We can absolutely set up roles. So maybe it's looking at simply a role like CFO, or it could be specific people in email. So a lot of flexibility here when you think about configuring these approval flows. But in the end, it's gonna get to the right person in the right order because of that configuration we have on the back end. Alright? So that's kind of creating a rec. You know, we logged in. We got great, you know, information about our program on the home page. We reviewed the recs we had, and we very easily duplicated one that already existed to create this one. And now we have it out to our vendors. It's gonna be, you know, the approval flow is correct. So I brought this up earlier as that idea of being vendor friendly and having that partnership approach. So what I wanna do now is actually show you what it looks like from the vendor view. And I use this phrase a lot because I just celebrated my one year wedding anniversary, but I use this phrase of happy wife, happy life. And that kinda goes into play here as well. If your vendors are happy, you will be happy as a client because they're able to get in there, quickly receive the jobs, access their candidate pool, apply those candidates quickly. And so that means your time to fill is being reduced. So think about that. You know, if your vendors are empowered, typically, you're gonna be a lot happier because you're relying on them most of the time to provide you with these candidates. So I'm logged in now as Doug Wilson, a vendor, and what you see is they already have the same UI. So that same powerful user friendly UI is there for the vendors as well so they can easily go in and see the jobs that they've been sent in this case, not that they're sending. So they've been sent these jobs, and the difference here is now, look, you can see on the right side, if they wanna apply a candidate to this job, hit apply and look at this. Simply check a box. Make sure your rates are good. Check as many as you want. And what you'll see here too is the system will say, hey. Don't forget to put the resume, or don't forget Adam's on a different project right now, which that's okay in our book. We can have a worker on multiple work orders. That's fine. But at least the system is making sure that that vendor is fully aware. Alright. And on top of that, I think we heard, you know, in the financial industry, I think there's also an aspect of, you know, compliance and making sure if someone is maybe a a DNR or something like that. Well, are we gonna be able to track that and make sure that that's maintained and that's okay? Absolutely. So I can come in here, and let's say I know Juan here, good old Franklin Richards. He's actually on the DNR list. I have no ability to submit Franklin to this requisition. So if you're wondering, you know, from a security compliance standpoint, are we able to kind of mark some of these these workers here as a do not rehire, and how is that enforced? The answer is yes. And you can see right here, this vendor is not able to even submit this worker over until someone on the client side that has admin privilege removes that DNR flag. So just wanted to show that real quickly. Alright. So vendors really empowered to come in with this great, simple, intuitive UI to review the jobs they have, apply those candidates. They can bulk load their candidate pool if they want to. And one more thing I'll call out before leaving is they actually have the ability to see their own scorecard while they're here. So you think about meeting with the vendors doing those QBRs. Well, you don't wanna blindside them with data that you have but they don't have access to. So this is the same thing you would see on your side if you pulled up the Apex unlimited vendor dashboards, and now you're able to see that time to fill, shortlisted the interview ratio, submittal to onboarded. What's my spend with them? That's all there in an instant with these dashboards, and the vendors see it too. So now we found that those QBRs are much more productive because they're not playing defense. They already know the data that you're gonna bring to them because they can see it too. Alright. So we've seen vendors, vendor friendly. Yes. They have the same lovely UI and access to reporting in their candidate pools and whatnot. Now let's jump back over into the tool from the client side and say, well, great. The vendor sent over some of these, you know, candidates. How does this tool help me review them, see their resumes, help with onboarding? So I'm gonna jump back into this jobs page. And one great thing here is when it tells you how many applicants are on a rec, just click that. That's a hyperlink, and it will take you right in to the applicants tab where now we can come in here and view them maybe by color and seeing those different statuses. So yellow is onboarding or interviewing. Great. Dark gray gray is withdrawn. Now red typically means warning or stop, and that is kind of the case here too. In this case, one's rejected, but we can see why. It's calling out that they came in well above that max bill rate. And we could set it up where we don't allow candidates to be sent above the max bill rate. But for this case, I wanted to show that warning there in case that was something you had in mind. On top of that, you can see two Brad Trenton's different vendors. So what happens is when a when a vendor creates a candidate profile, it gets a unique identifier. So let's say we're using first, last initial, date of birth, last four of social. That's a common one, but it is flexible, and we can configure how you wanna do it. When they get applied to a job, it will look at that unique ID. And if it's the exact same or too close for comfort, it puts that duplicate warning right there next to their name. So easy to see. And then you can decide, is it first in, first win? Are you preferring to work with direct sourcing instead of Apex? Whatever it is, you can then come in and remove that duplicate flag and move forward. Now on top of that, coming in to review these candidates, it's very easy to use this option here to schedule interviews. I can even message the vendor or maybe share this profile with somebody down the hall that I know is hiring for the same type of job, but I just don't have the budget and the headcount to bring them on. So another way to kinda save on that time to fill is I only had one headcount, but I had three great candidates. Why let two of them go to waste? Share those out, get them to another manager that's hiring, and help them out. Alright. And you might notice here too, shortlisting, absolutely possible. Even rating of these candidates coming in. And a step beyond that, you kinda see this, this best match indicator here. We even have some machine learning AI going in, looking at the job, looking at this candidate's profile and resume, and giving them an actual score. And it's not just resume parsing. It is actually looking at the context of the resume as a whole. So, you know, you're looking for a Oracle system developer, let's just say, and this person has used Oracle Finance. Just because it says Oracle in both spots is not a match in this case. That is not the same type of experience. So it could recognize that and give an appropriate score. Now something else I will say, and this does, I guess, go to that that, safe harbor product statement from the beginning, we are actively working right now to integrate with HiredScore, one of the newer SKUs here at Workday, and that is gonna also help with candidate grading, candidate fetch that's gonna allow you to find some of those candidates that maybe were silver medalists or that you weren't thinking about before. So that is an exciting item on the road map right now is Vinly and HiredScore working together to assist with, grading of the of the candidates, but also finding and fetching some of those candidates that you might not have been thinking about initially. Alright. So let's jump in now to Danny's profile and kinda go a step further than the the overview and kind of more high level view we have here. Now when we come in, we get a quick hit look at the technical skills. So it's pulling those skills out of the resume to give you a quick hit way to look at all the skills that that Danny here possesses, which is a pretty great list. We also have the capability to capture feedback. You know, in this case, maybe it was a prescreen interview. Hey. Great references. Good fit. Move forward. Now I can see that if I'm doing a panel interview style or I have other managers looking at this candidate. We have the ability to capture that feedback. And if need be, I don't want the quick hit list of skills. Don't worry. We got the resume. You can absolutely go through and read that as you wish. But in this case, let's say we love Danny. Five star rating. Resume looks great. We wanna move forward and think about onboarding. Well, this is a big one here. I think that was the the one of the first things we talked about and some of the pain points we see with the FSI industry, compliance with onboarding. That's where our checklist module comes into play here. So now we can actually configure these individual checklist items to match criteria. You know? Is this showing up based on the job title, based on the location, based on both? So now you could have something. In this case, we want an NDA and a credit check for this position. Maybe a different type of analyst might need a FINRA certification or something along those lines. We can build that to show up and to those matched criteria around job and location, etcetera, to make sure these workers are compliant before they become active. So coming in here, you can see even the ability to open this up and even capture the attachments. Tell me when this was completed. And if it was a certification that expires, we can even capture expiration dates and have the system automatically notify you, the vendor, the worker, all of you that, hey. Your certification is coming up, to expiration date. Please reattach an updated version so we can keep you compliant and keep you working in the system. So this is huge in the compliance side of things is that we can build different items out, whether it's a drug screen, an NDA, a background check. And then we can also take some things like the ones you see here at pre onboarding. We could also make some of those post onboarding. So if they can't do it till they become active and they come on-site, we can configure that time frame and then say it has to be done within fourteen days of activation or something like that. So when you think about compliance and onboarding, this checklist area here, a lot of configuration capability to make sure the right things are on the right types of workers, and it's giving you that increased visibility for you. But, also, keep in mind, the vendors are able to come in here and mark them as done and attach those documents as needed. So it's not all on you. The vendors, a lot of times, have more of the onus here to get these items done, but you still have that visibility. Alright. So in this case, Danny, five stars. Everything in his pre onboarding is complete. I'd like to move forward and get him active. How easy is it to kind of get him now active at this point? Pretty simple. I can see right here, he's ready to onboard. So with that status, we can actually just click the onboard button like we see here. Pretty easy. And this is you know, again, I mentioned previously that concept of the the review your your you know, the ecommerce background of our users. So this kinda becomes the review your cart before you check out. We already had a date. We already had rates, but this does give you a chance to look over those things, see your budget, all that good stuff there. But the big call out here is this, this position ID. So you'll see here it's position 69, 70, all the way through 75. And just to kinda show this so, again, remember, we're helping Anthony Rizzo, VP sixty nine through 75. I love to show this because this is now in Workday HCM under Anthony's org chart. I can come down here, and here's those positions. VP sixty nine seventy all the way through 75. And so what we can do is say, I would like to put this person in position 75, let's say. Hit onboard. That's all I have to do. And now what that's gonna do is actually activate and trigger some of those certified APIs. We could see it right here. There it is. It's it's connected. It's moving right now in the system. And so what that means is it's gathering information about Danny. It's finding that position tile over in HCM, and it's gonna place that information in there for him so that Danny now will move seamlessly, automatically, nothing more you have to do over into that org chart in HCM and have this run. So while that's happening, I'm actually gonna pause real quick, get a sip of water. But I wanted to bring, you know, Don on on stage here as we say in this GoldCast tenant just to see if there's been any questions you think are worth calling out to the group here in case, you know, they they can't see every question. So anything, Don, you wanted to call out and provide an answer for? Yeah. Sure thing. So one a a couple of things that have come up that I think are very obvious questions, and that. is where does a contingent worker actually access Workday HCM? So is this a separate UI, Mhmm. and then how do they access things? Right? So the big answer to that, and it's basically what Steven is showing now, it's really dependent on if are you putting your contingent workers into HCM? If so, then this right now, this connector running, once they're in HCM, they'll be able to go and access HCM, and it's a seamless experience for that worker. But Vinly would be used for them to come in and maybe log time or submit an expense. Anything you could add to that, Steven? No. That's great call. They they would actually get a Vinly login, and so they'd be able to log in. But like you said, Dom, most of the time, that is time. It's expenses. But we've had some clients where they have their workers flow from Vinly into HCM, and then that triggers, you know, a journey or triggers a learning path or or something that they need to do on that side of things. So, you know, kind of the classic more than one more than one way to skin a cat, concept there where some clients just want them to do time in Bindly, and that's fine. But we have that flexibility where once they get into HCM, as I said earlier, it kinda lights up across the different skews like learning, and that might be something you take advantage of there as well. Yep. Great call. out. That's a great question, Yeah. Bob. Yeah. And and. that's the. really big one that I've seen consistently. So I'll. hand it back over to you. Alright. Perfect. Well, let's go ahead and, you know, do a quick refresh here. And what you'll see in in the time it took to to answer one question. Danny is now onboarded, so we can see that. Different color, green. Great. And now when we come back over here remember, we have that position 70 five. We don't see him in here. So I'm gonna go ahead and do a quick refresh, of our HCM tenant here in Anthony's org chart. And what you'll see look at that. So I swear I really did nothing while Don Don was doing a great job of pulling up that, question and providing the answer. That's the beauty of those certified APIs. I clicked onboard. It gathered the information. It found that position tile. I remember what we're looking at, position, 75 down here. So just in case smoke and mirrors here. This was a real live real time onboarding of a worker and then flowing from Vinly into Workday HCM. Now look now. Position 75 is gone. That's because that's where Danny is. So it is actually that easy. So you could think about, you know, your your staff aug workers. Make note, though, Vindly can also help with statement of work or things like headcount tracking in our worker profile management module. We don't have, you know, time in a one hour webinar today to to show all that, but I wanted to bring up those areas that Vindi can support as well. Any of those contingent worker styles can still flow over here. And now I have that visibility. I go into Anthony's. I can see his FTEs. I can see the contingent workers that are here with that bracketed c for contingent. I have that visibility. And the great part too is, you know, the the concept of, you know, we have contingent workers that we want to keep on. They're great workers. Let's bring them on as FTEs. Well, now because of the way that Vinly is attached into HCM and it's flowing over and creating these profiles, I could simply come over here and hit convert to employee, you know, right from the screen. And what's great about that is we we hear a lot of clients. When we do that, we have to create a new profile for them as an FTE. Not the case here. So now you're maintaining that worker data integrity. They're keeping the same kind of profile, but you'll be able to see their work history from when they were a contingent worker into when they became a full time worker, you know, etcetera. So you're keeping that worker data integrity because of the way our connectors are driving into HCM, creating that profile, writing into the object management system. So really powerful when you think about if you have workers you're doing from contingent to FTE of maintaining that data really nicely. So this is a great view now of just, you know, kinda headcount, who's in the org chart, who's contingent, who's not, what positions do we have. But what about, you know, managers? We hear this all the time. They live mostly in HCM, but they wanna keep an eye on things in Bindly. Do they have to go to Bindly to do that? And the answer is no. We also now have the utilization of the manager insights hub. So I can come in here, and we have a contingent worker hub. And so I can open this up. And, again, it's the APIs flowing data from Vinly into HCM, where now I can come to this page, and I can see I have eight approvals. I can see I have some, you know, work orders that are ending soon. I can see budget and track that, even tenure risk. I can keep an eye on all of those different things. And the great part here is it's not just about visibility. It's also about being able to take action quickly. So let's say I wanna go in and do an approval of some of these time sheets or review them. Well, one click, and I can go right over here, and I can see the time sheets for Amir, and I can approve those very quickly. Or let's say I wanna publish a new job. Not only does it bring me over into that job dashboard, it automatically pulls up that published job dashboard for me as well So I can choose my job template or go in and duplicate that job again and make it really quick and really easy. So for those users that are in HCM, maybe worried about their contingent workforce and how am I gonna keep an eye on things, well, for one, we have a lot of notifications that would, yeah, keep you up to date and aware of things expiring or work orders coming to an end, but you also have the capability to utilize this manager insights hub to really quickly and easily get a glance at all these different areas all at once and understand if something is approaching an end, if I need to do an expense, or even jump in and publish a job. That is all right there with that manager insights hub. So that's a little bit of the the reporting side, you know, from HCM since we're already here looking at that org chart and and this. But the question then tends to become next. Okay. Well, we have these workers onboarded. What about time and reporting? Well, I'd say you can see at the top here, time and invoicing is built into Vinly. So those workers can absolutely come in here and do their time sheets right here in Vinly. So in this case, I wanted to show this one. We have a worker that's on one work order but has multiple charge codes that they are now able to divide their hours up between. So now from an accounting standpoint, you're good to go. You don't have to worry about this worker being on multiple call centers. It's okay. They just put the work where it goes. And now also down here, I see this, and I think, I don't know why that amount is what it is. We wanna also provide transparency. And so we have a calculation engine within Bindly that can help determine things like, you know, rate differentials or, you know, whatever. We work on a holiday, so it's 1.5 times pay. So if you're ever curious, you could click on that amount, which pretty much most amounts are hyperlinked in the system. Come down here. If there were any kind of MSP or BMS fees, I could see that, or I could see any of these formulas that you have built in. So calendar pay rate, hey. They worked on a holiday, or they have they're on a shift. You know? On the late night, the graveyard shift gets two times of a differential. That would all be visible here. So not only can we capture time in the system, but we can also provide you with that transparency into where that kind of cost and spend is coming from with our calculation engine breakdown. And not just are we doing summary time, there's also that aspect of, hey. I'm in California. I'm in Nevada. I have to go in and clock in, clock out. Can we support that? The answer is absolutely. So you can come in here and see this is a different style of time sheets, that time in, time out where I can clock in, take breaks. No problem with this style of time as well. Now the third item here is what if you have workers and you don't want them to enter time in Vinly? That's totally fine. We can also take file feeds, time feeds, bring them into Vinly, and we can even bring them in, unapproved. And so your managers are still doing the approvals in Vinly as a system of record, or we can bring them over already approved. So you're still able to do your time visibility and your invoicing in Vinly as well. So you think about a Kronos, a UKG, whatever it might be, we are absolutely able to capture external time into Vinly as well. And we could even do different populations, different styles. IT, they're entering, you know, time in Vinly, but those in the field are using clocks and different things. We wanna import that time. Totally fine. So think about that. A lot of flexibility with the way we're capturing time, whether it's in Vinly in these different styles of time sheets or it's an external system and we're importing it. Either way, we can do it. No problem at all. And then when it comes to approvals, all that's right here. You probably saw earlier. Review time sheets, expenses, approvals right here on the home page, giving you quick easy access. And once those get approved, it goes right into the invoicing side of things and becomes a transactional line item. So now we can come in here and see these line items. If I'm curious, where is this from? Who's the contractor? What assignment are they on? What's the tax rate, the charge code? All those details are right here for you. And, typically, what we see, they approve these time sheets. They flow over here into this transactional, area. And then at the end of the billing cycle, it will automatically create a consolidated invoice like we see here. And in my tenant, it's set up to consolidate by vendor, but it could be different styles and methods. But either way, I now have everything from this billing cycle for this vendor. And if I wanna see more about it, I can simply click on this ID, and now here you go. You can see all those different time sheets for this vendor where I can still gather the charge code or the tax information. That's all right here, and then we can automatically feed this invoice information out to your system of payment. We don't do payment. That's probably the only thing we don't do. So sometimes like to say a to y, and z can be the payment. We do everything kind of up to that point. And we can even help you say, oh, the invoices I see, and then they don't quite fit what I need. That's fine. Go in and create your own template. It's so easy to come in here or have your vendors come in here, and now you can manipulate this invoice to have the layout exactly as you want it. So in this case, yeah, I wanna add the vendor company name. I wanna drag and drop this. I want to change the name of this section. It's that easy. And now I have the vendor company in here. It's where I want it to be. It's named properly, and I can get back to my day and link this to a certain business unit so that we know our AP and AR teams are super happy with the way these invoices are laid out. So not only helping you with invoicing, but making you with the invoices themselves to make sure they look how you want. And the beautiful part about going from I started a wreck all the way through invoicing is that's all data in one place that we can now do reporting on. So we think about reporting here within Vinly. First up is dashboards. Quick hit graphical reporting that shows me, you know, how many assignments do I have in Sweden compared to India. Or how about New York, k, compared to Georgia? So quick summary information here on this dashboard that helps in a lot of places. And we talk to clients. What do you need to see quick information on? We kinda captured that, but then there's still spend. Open this up, and now you can see you could filter by org unit, by location. Or in this case, let's say it's by Anthony. We've been picking on him all day. One click, all these update, and now I can see exactly where Anthony is spending, how much he's spending by location, which vendors he's spending the most with, etcetera. So really powerful graphical dashboard reporting right here built in. And then I showed this earlier. We were on the vendor page. Remember these vendor scorecards? So this actually shows me all the vendor information at once, but I could then narrow it down very easily to capture just information on any of the vendors I have, which now you see instantly updates. And now I can understand time to fill, what's the submitted to onboarded ratio here, which that's not bad really for, I think, a vendor in most cases. So you have that information around your vendor scorecarding readily available right here within Vinly. And then if you're not as much of a dashboard person, you think I need rows, columns, I'm an Excel kinda guy, We can go back into the reporting suite here. And, again, you're gonna get a little over 50 standard reports out of the box day one, all sorts of different areas here, whether we're going down to think about, timekeeping or, master data jobs, all of that. And I'm just gonna open this one up for time's sake to give you a quick view of what that looks like. So these reports, again, rows, column style, but you can pretty much pull in every field that's in Vinly. Even custom data fields can be pulled into reporting. And on top of that, we can also do calculated fields. So when you think about something like a date differential or in the case of this report, I wanna know how much I'm saving because I didn't pay the max bill rate. So it's capturing the max bill rate, telling me what I actually paid, the difference, how much they worked, and the savings. It's doing all of that for me using some of those calculated fields built within Bindly. Now great report. I don't love how it's laid out. Is it easy to kind of make it my own? Absolutely. Just like we saw on that invoice template generator, I can drag and drop. I can rename this if I say I think full name is pretty obvious. So we'll just say contractor name, and it lets me know that's been renamed. So very easy to make it your own with filters, sorting, changing fields. And then what's great too is you could never come back in Vindi again to see this report if you didn't want to. Now we'd love to have you back, but let's say you have meetings every week and you wanna make sure that everybody kinda has the information, from this report. Well, okay. I can set this up to say we have that meeting every week. It is on no. No. No. No. No. We're gonna say, let's say Tuesday. There we go. And it's right around lunchtime. So we'll have this go out at noon, and it's gonna be an Excel document by email. So now I could think about everybody in that meeting, when it starts at noon, is gonna receive this by email, have fresh data right out of Bentley, and now that meeting is a million times more productive because we're all looking at real data at the same time because of the scheduling capability. Now if you don't like the idea of that, we could also think about, maybe setting this up as a, SFTP drop. Or as you kinda see here, any report in Vinly can be configured to be an open API that can go into a Power BI, a Tableau, or something like Workday Prism, where now you could have that analytics in Prism pulling in data from HCM with your full time workers to also include data from Vinly because of the power of our APIs and this capability that you see here. So reporting wise, there's an entire reporting and dashboarding suite, but don't let that stop you. You can take these reports, feed them out to some other business intelligence system of your choosing, and you're still getting that real time Vinly data in an external system because of this capability. Alright. So in the grand scheme of things, you've seen today, you know, the the concept that we can create jobs. We can empower vendors to get those candidates over to us, but we're still using things like rate cards and automated vendor distribution and workflow approvals to configure and make sure that that process is simple, easy, but compliant. We're also using things like the checklist module there to, to make sure our workers are compliant with background checks and certifications and things. And then we have time. We have reporting. And the last thing I wanna talk about before I let you go, which is only a few minutes left, is when you think about managing those workers once they start. You know, seeing the reports is good. What about managing the workers themselves? Well, one of the great parts about Vindly is that whether they're on an SOW, they're on a requisition like we just did, or they're just headcount tracking, We have a unified dataset that puts all those workers onto work orders like we see here. So now I can come into this page and see all these different workers, and let me see some statement of work, supplier sourced. All all the the three different modules that we kinda have within Vindly here, all those workers appear here. So if I need to make changes to them let's say in this case, I saw multiple here we go. Multiple customer service reps. I can simply click on those boxes and go to a bulk update wizard. So now in some systems, we know it's one by one. So if you have 20 people you're changing, oh my goodness. That's your whole day. Pretty much done right there. In this case, select those 20. Select 250 if you want to. This bulk update wizard can do any of these things you see here. So changing rates, changing locations, charge codes. Let's say in this case, it's a manager. I can now click those, say here's the new, resource manager here. Great. Yep. There we go. Next. Next. It's gonna give me a list of the records to be updated. I hit confirm. They're updated. And the call out here, those APIs are gonna synchronize that data change back to HCM. Or keep in mind, they're bidirectional. If you made a change in HCM, that's also gonna flow into Vinly. So you don't have to worry about that double data entry aspect. Our APIs are taking care of that for you. Alright? So huge aspect here too when you think about saving time and effort for your program teams and your HR teams when you have a large scaling, growing workforce of contingent workers, fear not. Work order bulk update wizard is gonna save a lot of time, keep things consistent, and also keep things connected and updated in your HCM system as well. So huge item there. Alright. I know we only got a few minutes left, but wanted to, kinda check back in with, with Don real quick and just see. Is there maybe one question that maybe you you think might be worth calling out here before we let everybody go. If not, that's totally fine, but figured I would just check and see. Wonderful. No. Nothing too blaring. I think you've pretty much covered it. One question, can can Vindly be used for different types of industries? So not just FSI, and that's where I think you've covered it. It can. absolutely be used in any number of industries. Yeah. That's part of the fun of being an SC for Vinly is you we are definitely not siloed. I mean, it could be FSI, it could be light industrial, it could be, you know, just HR and operations. It it can absolutely help. So if you know your company, yes, we're FSI, but we also have other branches that we'd like to be able to bring contingent workers in through, Vinly can absolutely, support that. And and also call us out to Vinly is also possible to be a stand alone system, which some people don't think about, but it is absolutely possible. But, of course, we love Workday. We work best. We have the APIs. So it it only makes us more powerful, I guess you could say, when we have that connection. Alright. I know we only got, you know, less than a minute left. So I just wanted to say real quickly, first, thank you to Don for helping with the questions and jumping on. Really appreciate your help, but also appreciate everybody else taking the time out of your day to join us. I hope you learned a lot more about Bindly, how it can support FSI or other industries as well. And, and then I hope you have a fantastic rest of your workday. And, again, recording should be coming your way within about twenty four hours, so keep an eye out for that. And, yeah, fantastic. Thank you all. Have a great rest of your workday, rest of your week, and thank you for joining. Cheers. Let me get that spa music back in here, man. Don't have it on the last slide. Note taken. Alright. Thanks, everyone. Gonna close the window out now. Have an awesome rest of your day.