What’s New in Spark Hire: Introducing MCP for Spark Hire’s ATS

Get answers about your hiring pipeline in seconds—just by asking ChatGPT or Claude.

In this webinar, see how Spark Hire’s new MCP server connects Spark Hire’s applicant tracking system to ChatGPT or Claude so you can ask questions in plain language and get answers from your own hiring data.

Watch to learn how to:

• Get a pipeline update for any role
• Prep for an interview with a quick candidate summary
• Compare finalists side by side

We also cover access controls: Everyone can only access information they already have permission to see in Recruit, and admins choose which user roles can connect.

welcome to what’s new in Spark Hire. We’re so glad you…

We’re here. We have everyone with us together. We have something really exciting to show you all today. So I’m just gonna start off with an example that we probably all have experienced.

Picture this. Your hiring manager pings you and says, hey. Where are we at with the, let’s go front end developer role. Recruit has the answer, but you’re focused on something else, and pulling that full picture together is gonna take a few minutes that you kind of don’t really have.

And then another question comes in an hour later about a different role. So today, we’re previewing an up and coming feature that brings your recruit data to the AI tools that you already have in use like ChatGPT or Claude. You can just ask a question in plain language, and you get a clear detailed answer pulled straight from recruit. Now today’s walk through, we’re gonna go through a few different things.

So you’re gonna see how you can get a pipeline update for any role in plain language, prep for an interview with a quick candidate summary, compare finalists side by side, spot applicants worth taking a little bit of a closer look, and with another feature part of this, right, how you can go ahead and take quick follow ups like adding a tag or a comment and make them happen for you.

Now I wanna call this out right away. This is something that you’ll hear, Ori and I say a lot throughout today is the goal of this is that you stay in control. The MCP assistant works within the parameters of your recruits’ permissions and settings. It pulls that context together, and… But you and your team still have the opportunity to review the evidence and make every decision yourselves that human touch. Now we’re gonna go ahead and, Ori, if you don’t mind, you know, showing a quick view of what it looks like to connect these two.

Yeah. Of course. So I’m gonna share the presentation here. Let me know if you can see it.

We can.

Okay. Perfect. So for the sake…

I saw, by the way, that someone asked if it is only works with Cloud. It does not only work with Cloud. It works with all common AI providers out there. So for the sake of, of this demo, we’re not going to connect Cloud, which we’re using for this demo, with the recruiting environment.

It’s already connected. But I do wanna show you screenshots of how it works so you’ll just have the field with it. Just…

We didn’t wanna spend time doing this during the webinar because there’s so much to show you here. So what you’re seeing here is what an admin would see when they choose to connect, in this case, Claude, to a recruit a recruit environment. This is a welcome screen describing what the application can do. And as they progress forward, they can see the setup screen.

And here, an admin can choose who…

What types of roles can get access to this specific, to this specific feature. Is it admins, recruiter, recruiter coordinator, or teammate? And below, you can see what type of access do they get. Do they get only read data, which is the basic, or do you want to give them also modify the data, which we call a RITE, advanced RITE, ability to change data within recruit from Clo in this case.

Below, you can see here the data that you would need to copy into Clo to make this connection. And down the bottom, just…

You need to confirm that, the account data is not used for AI training in this case. Something important to do on your end as well, but just wanted to make sure that you’re aware of this as well. What you see here is what a user would see when they start…

Want to start using that…

This MCP. So once they click connect, they have the ability to choose if they want to read or also write data. Important to clarify that write would only be available if on the account, the admin approved it. It’s something that you want to do.

So this is how it looks like. The bigger story to understand here is, a, you have full control over what teams can and can’t do with this tool, and, b, Claude…

The MCP does not create another copy of your recruit data. The recruit data stays within Spark High Recruit. This is the source of truth, and your tool, the AI provider only uses this data in order to show and analyze based on your specific points. So that’s critical as well.

That’s super helpful to know. So let’s jump back to that hiring manager ping that you all got now that we’re connected. Where are we at with this role? Your friend developer role has dozen of candidates spread across the workflow, and your hiring manager wants to know what the status is, right, where things stand. So instead of switching gears to piece all of that together, you can ask your AI assistant to get a good full picture within just one answer. So things like you can ask the question of how many candidates are in each step, who’s moved recently, where things might be stuck. Let’s go ahead and have Ori give you a demo of what that looks like, and we can see that in real practice in real time.

Yeah. So, Alicia, just let me know when you see my screen.

Yeah. Let’s see.

We can see it.

Okay.

Perfect. So today, we’re focused on the front end developer role.

This is the role here, and you can see it’s already populated with candidates in different steps. You can see that there’s a full workflow here. Everything is working as expected. Now let’s say you as a recruiting manager wants to know want to know what’s going on with the hiring for this role right now.

So what you’ll do in this case is you’ll go into Cloak here, and you can just ask it in plain English exactly that. Here’s the question. You can see it here. Where do we stand with the front end developer role?

Show me how many candidates are in each steps and what happened recently within this role here. So this is now loading. Since this is the first question, it might take a bit longer, but this is…

Still takes significantly shorter than actually reviewing all the data within recruit. So this is really, really, really exciting.

That is. I love that. It’s… I think the fact that I know, like, you and I already have shared, this kind of hiring manager recruiting position before, and I know that this is a question that you’ve asked me, and I have had to spend some time piecing it all together for you. So being able to kinda get this in one fell swoop right here would have been super beneficial, and I’m excited to do this for you moving forward.

Yeah. This is really exciting and really helps. So you can see here the different steps and how many candidates are currently in each one of these steps right now. You can see that most of them are in the CV screen stage, either by recruiter or manager, which makes sense, really.

And you can see what happened recently. So what moved recently, you see that a few of them went into interview HR on October 19. You can see some of them went into the second interview manager on October 19. And on October 16, someone moved…

Nasreen moved into the hiring, the interview position here. So this is really, really exciting stuff, really interesting as well. But as a recruiting manager, what I really care about is to better understand kind of what’s stuck or how are things going within this hiring process. How is the candidate experience going?

So let’s ask exactly that. Analyze the hiring process for this position and suggest the first two areas the team should investigate. Let’s see where things are stuck for the longest and what do we need to do around that as well.

I think that that’s a big thing too because it’s also not even gonna help you identify, like, the candidate experience where it might be stuck, but also where we might need to connect with our hiring managers to say, hey. What’s going on? Why are we still in this process? Like, we’re at that step, and why do you have so many people there?

Yeah. So you can see here, definitely, CV screen is the biggest problem, not only because it contains most of the candidates, which makes sense. That’s usually the case. But you can see here that it’s been here for a very long time.

In this case, you have a court between twenty one to thirty seven days. You have some that are between thirty two to thirty five days and waited for so long as well. So meanwhile, you have candidates that applied significantly later that already passed the manager interview. So definitely something to consider when you’re looking at the candidate experience.

There’s also the question why candidates that are marked as strong are not actually converting to offers in this case. You have candidates that are considered pretty strong here that are in the HR step for, like, thirty seven… Thirty four days in this case or seventeen days, and, you know, you always want to progress as soon as possible your strongest candidate because, Matt, most likely, your competition is also looking at them as well. So right off the bat, within one minute, less than one minute, really thirty seconds, you see very two strong suggestions for a recruiting manager to know where to step in and make sure you do everything, to improve the candidate experience and to hire as soon as possible. That’s really, really exciting. Before we close out this, I wanna show you something else.

Go ahead, Alicia, if you have something to add here.

No. I was just gonna say I think that that’s a big part of it. It’s, like, it’s really enhancing the candidate experience as…

That’s a huge thing here at Spark Hire is what is that candidate experience looking like, and how can we make it that much better? So I think the ability to go ahead and see, hey. This is a top candidate, like, a must hire, and it’s…

They’ve been sitting there. So let’s go ahead and let’s reach out to them. It just really helps identify that, which I think is gonna be massive because I know as a candidate, I don’t like sitting in those…

Just sitting there in limbo. And so that kinda will help push that along and allow some internal discussions with you and your team.

Yeah. I fully agree. And plus, you know, there’s always hiring pressure. You need to get this done as well. So this will definitely help you. Can you see my screen, Alicia?

Yeah. Definitely.

Perfect. So I wanna share something that I created before. This took a bit of prompting, of course, but I created a dashboard within Cloud or from the data for the front end developer. And this could be live, by the way. This could be something that you create, which is live.

It’s so nice.

Case, you can also see all the records, how many are in each step, what’s the median weight for this specific state, what is the oldest weight for this specific step here. Data is different than what you’ve seen before because I created this just, you know, like, week or two ago, so the data was a bit different. But I really love this area here. You can see here, let’s say, the recruiter screen, how long have candidates been waiting in these steps.

You can see in red candidates that have been waiting for ten days or longer. Between four to nine days, you can see in yellow, and under four days in green, you can see this for each step. Not only that, you can see here the candidates with a black rectangle around, you can see that these candidates have a suspected duplicate in place as well. So you can even see that here.

And below, you can see the full list of candidates, exactly who owns that step that they’re in right now, and really what’s going on. This is really, really cool. And remember that if you have additional data connected to your AI provider in addition to recruit, you can start creating these types of dashboard with data from multiple sources as well. This So could be really strong in this case as well.

I don’t know about you all, but I am a very visual person. So for me, seeing that in one spot… And, obviously, Recruit makes it pretty clear to see, but the colors of that just really pop out to me. And that, like, helps me immediately identify my areas of opportunity and my next steps and things I need to work on.

Yep.

Awesome.

Agreed.

So now that we kind of know we’ve analyzed the position, the workflow, you know, we’re we’re answering where you are. We’re not stalled.

We know where the pipeline stands. Then we get to that moment right before that live interview where you’ve got about five minutes of the calendar invite starting.

And I know we’ve all kind of been there. Please feel free to drop a yes with that chat if you’ve been in that position to where you’re walking into an interview just after skimming that resume thirty seconds before.

I know I’ve been in that position. I know we all have.

You’re not alone.

But prepping, you know, would be ideally opening up that resume, looking at that workflow history, looking at your team’s evaluations, and those comment threads one by one, which we don’t all necessarily have time to do for each individual candidate.

So… And for people who only kinda jump in occasionally and hiring managers that are not always necessarily involved in that recruitment process, that could take them even longer. Now you can just ask a quick brief instead and get that all in one fell swoop there and walk in prepared and feeling like you’re really ready with what you need to focus on for this. And Ori is gonna go get get… Oh, give an overview of what that looks like.

Yeah. So that’s exactly what I wanna do. First of all, I wanna relate because this definitely happened to me. I had interviews after back to back meetings, and I just had five minutes to review.

And it’s not a pleasant feeling to come unprepared to an interview where you know you know the other side invested so much time in doing that. By the way, I see some great questions here. We’re not gonna answer all of them right now. I will say that, yes, there is the right capability, and we’re gonna demo it.

And, yes, you can use Clo to do some CT screening as well, and we’ll show you an example of that in a minute as well. So just quickly to to show you that as well. Okay. Let’s share my screen really quickly.

Yeah. Let’s take a look how to get prepared for that interview because I know that’s a big piece for me.

Yeah. Definitely. We are continuing… Can you see my screen?

Yes. I can.

Okay. So we’re continuing with the front end developer, and we’re actually going to go into the interview with Nova Kessler. So Nova is a strong candidate that we have, and I’m about to interview her. But as I managed before, I don’t really have the time to prepare before the interview, but I really do want to do that.

So what I’m gonna do is I’m gonna go into Claude, same conversation as I have before, and I’m gonna ask for the help, summarize NovoCastro before the interview for the front end, the better proposition. It’s used…

It will use the CV. It will use all the past interviews before that they have there, it will also recommend three areas which I should check prior to the interview. So I should check, sorry, during the interview as well, which is critical because I really do know…

Wanna know what to focus on here.

I like that because it takes your team’s very specific feedback and, you know, evaluations, and it really lets you hone in on those pieces there. Because, I mean, everyone’s gonna have different evaluations. Right? And so taking a look at all that and putting it and summing it all together is gonna let me know really specifically what I should ask and what I shouldn’t ask.

And I think that, you know, and, like, what my things I really needed to focus on during this, I think that’s a really helpful piece there to make sure that, you know, I’m really coming together how I want to for this interview and getting what I need out of the interview. Right? I think that’s the biggest part here is not just having that set list of, hey. This is the question, question, question, but what do I need to learn from this is the biggest part here that it’s gonna really help me identify.

Yep. Completely agree there. Completely agree there. So let’s wait for this to load. While this is happening, I do wanna mention…

Here it is. So I’ll mention it later because this is also important. So you can see her executive summary. Nova here, the senior…

She’s a senior front end developer. Bottom line is that she’s a strong candidate. Miles, Meet rated her as a strong hire. That’s the person that interviewed her before on September 21.

She has a strong background of nine years of experience that I actually need here, and, the scorecard out of five gave her these. Now it’s important to mention something about the scorecard, which you’ll see in a minute. As you might know, you have the ability to create a custom scorecard for specific positions within recruit. And the NCP uses the criterias that you put in place when assessing different candidates.

So this is a huge win that is also important to measure…

And to mention. Sorry. Below here, you can see the three things that I should check. So first of all, design system workflow and accessibility gating, one thing that probably came up in a different interview.

Deploy beyond the happy path, what does she do when things go wrong here, and compensation and timing. This is what she asked. This might be a bit higher than our expectations, and when can she start? So definitely three things that I wanna go into the interview where I’m prepared to have a discussion around.

This is really, really useful and really, really helps. I do wanna mention that during the interview as well, we have a new feature that was just rolled up recently called AI notetaker. You might heard about it. And this can help you during the interview to really focus on the interview and listening to the candidate and asking smart questions because the summary is something that the AI and Notetaker does for you, and it takes it directly into the candidate interview page, including pros and cons and everything that you need to know there.

So it’s it’s worth mentioning.

Having it right there is gonna be helpful.

Yeah. So let’s say I went through the interview. I have decided that Nova is indeed a strong candidate, but I also know that I have other candidates which are also pretty strong. Specifically, in this case, I know for the front end developer role that I have Avery, and I have, here is Avery in the interview HR step already, and I have Jordan, which are really strong candidates. So right now, I have three strong candidates. We can call it our shortlist, basically.

And at this point, it would be worth our time to start comparing them to one another because this is huge. You know? I wanna see how are they doing in different criteria that I’ve set up. So let’s ask that question.

Let’s compare Avery, Jordan, and Nova for the front end developer role and see how can Claude help me there. Another thing that is important to mention here while we do this is that I specifically asked Claude to don’t pick a winner. This is something that is part of our AI philosophy, which is that don’t forget the human in the equation. We want to give you all the tool to have the insights that you need and the data that you need to make smarter decisions, but the decision is made by you at the end of the day.

This is critical.

And, again, like I mentioned earlier, that’s something you’re gonna hear us say quite often is, like you just said, it is made by you. So it really just brings it, altogether, and it… The the not picking a winner part, I think, is for me massive just because as a visual person, like I mentioned, seeing this is gonna let me get my best educated, suggestion. And we don’t need AI picking winners and who’s the best here.

Yeah. So you can see here the different criterias, and these are the criteria that I put in place that they…

That’s part of my score. And you see the different candidates, and you can see how are they scored against that. You can see why for each one of them, and you can see who is the winner. And you can see you can see that this is really strong.

You can see indeed that Nova is pretty strong when it comes to product collaboration and communication, but Avery seems to be pretty strong when it comes to actual coding, JavaScript front end architecture. So it’s up to me to now make the decision what is more coachable, what is something that I can maybe get someone else from the same team to do, and that that way I can make a smarter decision there as well. So, really, what it means at the end of the day…

I’ll stop sharing here for a minute. What it means at the end of the day, here I am, is that it takes less time for me to prepare for an interview to analyze our…

My strongest candidate and compare them to one another. And when it’s decision time, I have everything I need to make the best decision while if it’s during the interview with the help of AI notetaker or after the interview with the help of your AI provider.

I like that.

So we’ve kinda gotten to this point. We’ve looked at these three. We’ve compared these three. We’ve gotten ready for our interview.

You know, we found things that are especially helpful for a hiring manager. Now what about at the top of that funnel, though? I think that’s something that we need to talk about too is because when you first start getting all these applicants, you have a really big stack of them and limited time. And so that’s kind of the piece that we need to think about is that, you know, I know for us, as we have roles where we get five, 600 candidates for it, and we’ve, you know, narrowed it down. But it’s kinda knowing where to start there. You know, that I have these top three, but there probably is someone sitting in that CV screen that’s going to be a really good fit for this role still.

And so I think it’s gonna be important for us to showcase how you can see that and how you can pull those people out, of within there and who deserves a closer look with those additional three that I’m already, you know, shortlisted. And so, you know, without having to open up every single profile, here’s how the AI consistent can go ahead and show that, or he’s gonna demonstrate it for us?

Yeah. So before demonstrating, I I wanna point out that I fully agree with Alicia. This is critical, and this is also a candidate experience piece as well that’s important.

Because at this point, a recruiting manager always asks this question. I already have three pretty strong candidates. Should I close the position and block additional candidate who actually submitting their CV? Because the experience of submitting your CV and then two days later getting a rejection just because I already hired someone isn’t a great experience and something that usually you would like to avoid. But before doing that, you wanna make sure that you have the pipeline that is sufficient to do that. So let’s show you exactly how it looks like. Let me share my screen.

And, Alicia, let me know when you can see it, Claudia.

Yeah. Definitely.

So we can see it now.

Or he’s gonna be sharing back and forth with you guys if everyone hasn’t realized yet.

A lot of sharing is great.

So let’s ask exactly that. Let’s tell Claude that… Let me just put this in here and ask Claude exactly that. Avery, Jordan, and Nova are my top three candidates. But before I close the position, I wanna know if I have other candidates, strong candidates in the CV screen stage that I should be aware of. I’m purposely telling them not right now to do, like, a skin view, like, a high level view and tell me if I have some hidden gem… Gems I should dive into. But, definitely, I can ask it to review CVs and give the criterias in place and be able to assess the different CVs within the CV screen stage as well. I know that this is a question that was asked, but this is an example of how this looks like.

And it is important to mention while this is happening that we do have the AI resume review feature within crawl… Within, sorry, within Spark Hire Group. And that feature is stronger in the sense that their prompt and the entire architecture is based on CVs as well, so this is something that definitely you should consider.

So you can see here these three CVs that were mentioned, and it… They were mentioned for good reasons. You can see that they have very high… A lot of experience, nine years of experience here, nine years of experience here, eight years of experience here, and lots of designs and storybooks, etcetera. You can see here that there… These are definitely interesting. And before I start giving out offers, I might wanna check these out to see if I if I if I wanna progress them faster to make sure that I’m not missing any hidden gems. And the other thing that I realized right now is that I… If I have these in the CV screen stage and I have three top candidates in very progressed stages right now, I think I’m pretty clear on closing the position at this point. I have some pretty good CVs, and I don’t know if I would probably be able to close the position with what I have right now. So that’s another example of how to use Cloud there as well.

Yeah.

I like this. I think that it really is, like, helping you really hone in on those individuals and really gonna, you know, give you that shorter explainable list to start from.

And this is gonna work really in tandem with the AI resume review, and so it’s gonna really help you kinda really get those folks that are know… Most noteworthy to get what you need for this position, not just necessarily, you know, the best resume, the last experience, but what you need as a well rounded candidate to be successful in this position.

And you think it’s a big thing too.

So thanks very much for showing that, Orey. I know we have a lot of comments in the chat there. I wanna make sure just to acknowledge them again. These are really great questions and thoughts, everyone.

We really appreciate all your well thought out questions in there and feedback. We’re gonna follow-up with everyone, and we’ll send some emails, I promise there. But something I wanna also note that I absolutely love about the MCP that’s coming up and it allows us to work really well with what Ori is looking at at this exact moment is to go ahead and say that, you know, how MCP has the ability to bring all of this information together from multiple sources, not just, for example, Recruit and Claude. You…

If you have other tools, they can be connected as well. So things like your HR system, your business intelligence platform, and you can start asking more sophisticated questions and getting insights that go just beyond recruit and just beyond the one platform. So I do think that’s a really important piece here to think about, and it’s one of my favorite pieces about this, and something that I think is gonna be super beneficial. So instead of just having that be your recruiting data in isolation, you can bring it across all those different tools for you and get that complete picture as well as more data and informed decision making.

So you’re still making the one you’re still the one making the call, but you’re looking at who was flagged and you get all that information.

And then if you disagree with the reasoning, you can go ahead and go through your judgment. But at the same time, you have data to support that judgment.

And I don’t know about you, but I know Ori loves it when I come to him with my decisions with data. I know everyone else does too and then vice versa, so it’s gonna be an important piece. So this is gonna help you get it faster. It’s still in your hands.

But something that we’ve done so far is all about understanding where you’re at in your hiring and those candidates. But once you’ve made that decision and decided what happens next, you don’t really wanna have to switch windows to do anything with that and to do that. And this is where Right, we mentioned a piece of MCP, which is called Right, comes into play. Now this is a familiar… I’m gonna bring up another situation I’m sure many of us have been in.

You’ve just confirmed a panel interview. You need to tag the candidate and leave a note for your team. It’s a small task, but it’s one more thing that, you know, you have to do and add to your list. So with write, you can actually make a quick action that is right from the AI assistant, and we’ll take care of that for you and show up right and recruit for you.

So it’s a really great thing. This is up and coming. It is an additional cost on there, which we will share with everyone. But, again, it’s a a really beneficial piece that’s gonna just take that extra step right out of your hands.

Ori is gonna go ahead and give us another demo. I think we’re sticking with Nova today, aren’t we?

She seems very with Nova. She is a strong candidate, and we want to hire her and want to do it as soon as possible. So definitely sticking with her as well.

So let me share my screen again.

And, again, Alicia, tell me when you can see it.

Absolutely.

Is it live?

It is live. You’re good.

Oh. Can see it now. So you can see Nova in Recruit right now. And I just concluded the interview, and I did the comparison between her and Avery and Jordan, my top candidates.

And I’ve decided that I want to create a panel interview for each one of them because this is such an important decision. I want additional people to to be part of it as well. So I have a tag specifically for that. And as you can see on Nova right now, there are no tags, and there are no comments that were added recently.

The last comment was a month ago here as well. And what I wanna go go ahead and do within Claude is I I just wanna ask Claude to add the tag and to add a comment. Let’s see what that comment is right here. I want for Nova Kessler to add a tag panel interview priority and add a new comment panel interview confirmed for Thursday.

Please review the completed scorecard before the brief. So this is an example, as Alicia mentioned, of writing capabilities, not only asking questions, but also asking Claude Claude to do things within within Spark High Recruits. So this is done. Let’s go here.

Let’s refresh the page, of course.

You can see it right within there.

And you can see panel interview priority tab was added. And you can see here panel interview confirmed a few seconds ago were added… Was added as well. So this is a classic example of, you know, these small tasks that you tend to forget to do or just takes too long, and then you just don’t do it at the end of the day. And if they want to be able do it, they add up and you’re in your AI provider, and this is definitely something that you can do as well. Right? There’s an upcoming feature, like the entire MCP in general, and it would have additional capabilities, but I wanted to give you this really nice example.

Yeah. What it really means is, really, you have these fewer tasks in place, and you can do them from where you are working right now, so there’s no context switch in place right now. Yeah.

I think that’s, like, the big part about it is just like then not having to switch and having that ability to keep in control and, you know, do everything like that that gets written and making sure that it is exactly how you want it to be written.

So we, just checked those results right in Recruit. We’re looking good. This is something that your team can use.

So if you would like, go ahead and let us know. I know we have lots of questions in there. I just wanna go ahead and jump into a little bit of a quick question here. And I know Orey’s gonna mention timing, so I’ll let him stay, and then we’ll have a poll for you all if you’d like to be interested.

Yeah. So I just wanted to point out the fact that this is something, as you can see, that already works, but it’s still internal. We’re still doing some final tests in our end, and data is going to start pretty soon.

So it’s up and coming, but we wanted to share this with you so you will see it. And what we wanna do right now, and Alicia, we’ll do that, is we wanna ask you. We wanna send a poll to see if you’re interested to be part of that as well. So go ahead, Alicia.

Yeah. So let us know, because we are gonna be putting this out in beta soon. So as you answer this, we’ll go ahead and we’ll, do some considerations to be in touch. And like we mentioned, we have lots of answers for you folks.

I know we really wanted to just give that great demo today of what everything looks like, and we will get back to you all with your responses, beautiful feedback being offered today. We really appreciate that. Lots of information. And, again, we have a lot of re…

Resources that are gonna be coming. These prompts, how to go ahead and set this up, showcasing what it looks like, all the different areas it can be set up in, you know, where…

And what else you can connect it to, everything along those lines will be shared with you folks. So I wanna make sure that you all have that reassurance there. And we really appreciate you joining us today for this.

We have lots of people answering that poll, which is great. And, Ori, I’ll let you go ahead and jump in and kinda close the end of the day and wrap this up.

First of all, thank you all for joining in today. We really appreciate your time. And the big idea here is simple, but it’s a strong one. Your recruiting data should be available wherever you’re working.

You shouldn’t always be switching between different systems here, and you can spend less time putting information together and just asking questions regarding your recruiting recruiting in the the native language that you’re using.

And so what we’ve done today, we’ve exact… Made an example of how hiring managers are using it to better assess where the position is, how we prep for an interview, how we compare candidates, how we review candidates that are currently in the CV screen stage as well, and how do we use Cloak in this case or any AI provider in order to make changes within Spark Hire recruit itself.

Yeah. And, again, always, I opened it with this, and I wanna close with this. Spark Hire recruit is the source of truth. This is where your data lives.

This is only a simpler, better maybe way to pull your data and ask questions in your own language. Thank you so much for joining. Alicia, did I miss anything? Anything to add on your end before we close out?

Think so. I think that you kinda covered it all.

Again, folks, please pop your questions in there. We’re gonna reach out to you. Your CSM will be in touch. We’ll share.

Thank you so much for answering that poll. If there’s anything else you wanna ask or you wanna hear from your CSM, do let us know in the chat and just say, hey. CSM reach out beyond, you know, joining that beta, and we’ll be sure to be in touch. Thank you for your time today.

We appreciate it, everyone.

It’s lovely to spend some talking.

The recording will be shared with all of you.

Yes. The recording will be shared along with answers and resources. Thank you. Have a wonderful day, everyone.

It looks like we’ll leave it up for just another second for a little more or two more questions. There we go. Thanks, everyone.