How was the pre-sales motion when you were involved with HiredScore? Is it a separate product? Is it inside the talent management or recruiting suite for Workday? How is it sold and how were you involved in that deal?

This was a big shift in terms of selling. I think that would be a big difference between Carl and Aneel. Carl enabled us to sell it standalone, which I thought was a big benefit. Traditionally when you are selling Workday, you have to get them to buy the whole thing or at least Core HR. Once they have Core HR, you can start adding additional SKUs. I think that is what leads to the lengthy time to sales. Traditionally it is about 18 months, and it takes a while because you have to land and expand. You have to sell Core HR then expand into other groups and bundle everyone's budget together because the price tag is so high.

Did you see any customers change the way they operate as a result of adopting HiredScore? Perhaps they need fewer recruiters?

Absolutely. If you think of organizations that have big fluxes or highs and lows in recruiting, they see a big benefit from technologies like HiredScore. If I am the YMCA and I have to hire a bunch of camp counselors every February to March, do I have to also hire a bunch of temp recruiters to do this for three months out of the year? The same is true for retail clients that are gearing up for the holiday season.