>> Yeah, so sure.
So Cotrain is a town evaluation platform and so what
that means is we actually help companies with interviewing.
For technical interviewing it can take, for example, to roll at Microsoft 150 man hours
of interviewing just to hire one candidate.
Because you have to screen a bunch of candidates, do a bunch of on-sites.
I looked at that problem and said, this is crazy, that's a lot of time, lot of cost.
We are a market that connects professionals who are able to do interviews really well
with companies that need interviews done.
And we make that happen and we help companies evaluate candidate skills really fast
efficiently and save the time of their own employees.
So in the kind of pilots that we've been running with companies we're able to cut down that kind
of man-hour time from, you know, 120, 150 down to 50 to 60 hours because all of the, you know,
when you think about hiring all of the people at the very top of the funnel, if you will,
come through our professionals and they're interviewed and hiring teams then really get
to focus on the candidates that meet their mark.
And so that saves a lot of time for the companies.
We've also found in our pilots that it improves the quality.
Because we've made interviewing not just some part of somebody's day job,
but we've actually made it a paid job.
The quality and consistency of interviews has also gone up and so that's turned itself both
in terms of what candidates have had to say.
Candidates have been really happy
but also hiring managers have been really pleased as well.
I have a business partner, Jeff Spector.
We kind of divide and conquer.
A lot of my time is spent focused externally on customers.
He spends a lot of his time actually building our core value prop experience product.
So I would say a lot of my day goes into having conversations with potential clients
and companies really trying to understand their needs,
where our solution fits or doesn't fit for them.
I also spend a lot of my day meeting potential interviewers on our platform.
These are CTO's, freelancers, recently retired software developers.
We're starting into software development [inaudible].
And so I meet a lot of them and ask them questions like why do you want to interview?
What do you like to do when you interview?
And then we test them out.
So I spend a lot of my time to, I don't know if you've seen a book called
"The [Inaudible] start up, getting out the door and talking with people.