Name: Transform – Unlock the Power of People Data for Better Talent Decisions
Uploaded: 2025-05-01T19:16:10.356Z
Duration: 41 min 48 s
Description: Transform – Unlock the Power of People Data for Better Talent Decisions

Transcript for "Transform – Unlock the Power of People Data for Better Talent Decisions": Welcome. Thank you so much for joining us today on our session about Cornerstone Transform, how to unlock the power of people data for better talent decisions. My name is Catherine West. I'm part of the marketing team here at Cornerstone, and I'll be your moderator today. Before we dive in, let's talk about today's webinar experience. This session is being streamed through your computer. So for the best audio quality, please ensure your speakers are on and your volume is turned up. If you experience any audio or visual issues, you can switch to the light mode using the toggle in the bottom right corner of your screen. If the issue persists, drop us a message. We're happy happy to help you troubleshoot. We also encourage you to submit questions throughout the session during the q and a window. We'll save time at the end to address as many as we can, so don't hesitate to send those in as we go. Lastly, today's session is being recorded, and so we'll send you a link to to today's recording to the email address that you registered with. So with that, let's kick things off with introductions. Today, we have two fantastic speakers with us. We have Michael, one of our Cornerstone solution consultants and a true expert in the field. He brings a wealth of experience helping organizations get the most out of their solutions. And joining him is Karina, a seasoned product marketer who has been instrumental in shaping strategies for our latest innovations. We're thrilled to have them both here, so let's jump in. Now hand things over to Karina. Thanks, Catherine. Welcome everyone, and thank you for joining us today. We'll kick things off looking at the big picture of what's happening in the skills world around us and why it's mattering now more than ever. Then we'll dive into Cornerstone Galaxy and Transform, which are our solutions designed to help you not just keep up, but stay ahead in the world around us. After that, we'll get into the real heart of it, the big why behind becoming skills based, and what it means for your people and your business, which will then lead to an, which will then lead into an amazing demo of our solutions. And, of course, we'll leave some time at the end for q and a, like Catherine mentioned earlier, so please keep your questions coming. We want this to be as interactive as possible. So whether you're new to Cornerstone or already part of our community, today is about one thing. It's about helping you build a out more agile future ready workforce. The pace of change is accelerating, and traditional talent strategies, as you know, aren't keeping up. So to upskill, redeploy, and future proof your teams, you need clear visibility into the skills that your people currently have today and the skills that they need to shape the future of tomorrow. With the right insights, you can turn to your people strategy into a catalyst for growth and transformation. But to understand why this matters, we have to first zoom in, zoom out, sorry, into how the skills are shifting globally and why this level of visibility changes everything. What you're seeing here is a live real time visualization of global skills distribution streamed directly from the dataset that powers Cornerstone Galaxy and transform. The bright areas represent where skills data is dense, places with high volumes of job postings, profiles, and labor market activity. Darker areas either have fewer available sources or less workforce activity at scale. This view isn't just impressive. It's actionable. When we zoom in, like into The US, we can isolate data down to the level of a single building. That means we can take something like a job description or a worker profile and pinpoint the skills present literally within 10 feet of a location. You could see the skills inside one office in Manhattan and how they differ from the building across the street. Why does this matter? Because when you have this kind of visibility, you're not guessing where the talent is. You're seeing it. You're not assuming what skills are in demand. You're tracking them in real time, and you're not relying on outdated models. You're making decisions based on live market intelligence. This is the kind of precision you need to plan, hire, and develop talent with confidence globally, regionally, or right down to your own teams. So with that, we believe that there is a better way. Introducing Cornerstone Cornerstone Galaxy, the complete AI powered workforce agility platform that helps you build high performing, future ready people and organizations with a holistic and interconnected solution. What's unique about Galaxy is no matter where the gap is in your business, you can choose only what you need from our breadth and depth of solutions, and you can be confident about us as a partner so that we can help you grow over time. What makes Cornerstone Galaxy different isn't just the applications that you see. It's the intelligence that's powering everything underneath. At the core is our workforce agility engine fueled by data at scale in real time and with purpose. We're talking about insights sourced from 64,000,000 companies, over 1,000,000,000 anonymized profiles, more than 5,000,000,000 job postings, and data streamed from 200 countries in 86 core languages. This isn't just historical reporting. It's live intelligence. Every day, we parse 28 terabytes of data using a hundred real time algorithms trained to detect what's shifting, skills and demand, emerging roles, and changes in the labor market. But it's not just about the scale. It's about the strategic value that is being delivered. These algorithms draw from forward looking sources like patent filings, economic reports, academic research, and job boards so that you're not reacting to outdated data. You're actually anticipating what's coming next. And because this engine or knowledge graph, to be more specific, is backed by a third party validated ethical sourcing process. You can trust the decisions you're making, knowing that they're built on accurate, responsible intelligence. This all fuels smarter planning, sharper skills and strategies, and workforce and a workforce that can move with agility no matter how the market shifts. That brings us to how we're helping organizations tackle one of the biggest challenges today, becoming truly skills based. So let's talk about the real reason behind wanting to become a skills based organization. This isn't just a shift about upgrading systems or technologies. It's about moving from digital to intelligent technology that actively supports the workforce transformation journey. And for many organizations, the challenge feels like a constant headache. Do we have the right skills today? What are the skills that we need for tomorrow to be successful? Take your sales team, for example. If you knew where the skills gaps were holding performance back, you could actually target upscaling efforts to drive even half percent lift in revenue without adding headcount. But without the clear skills visibility, those opportunities end up staying hidden, and you're left making assumptions instead of strategic moves forward. That's why becoming skills based matters. It enables speed and workforce agility. It offers an innovation culture by unlocking new opportunities across the business. It opens up career experiences that drive retention and growth. It helps reduce costs by using internal talent, more effectively, and it also allows you to better utilize your workforce by tapping into the hidden capacity that exists inside of your workforce. This isn't just an HR initiative. It's a smarter way to align people strategy to business outcomes. Recognizing the challenge is just the first step, and you need a powerful tool or tools to drive that real change. So that's where we introduce you with Cornerstone Transform, and that's why we created Cornerstone Transform. It provides you unparalleled visible unparalleled visibility into your people and the market around you to guide your talent strategy forward and help you make the right decisions more often at a speed that matches and exceeds the pace of change. Powered by our 2024 acquisition of SkyHive, the leader in labor market skills intelligence, Cornerstone transforms Cornerstone Transform unlocks dynamic workforce planning that helps organizations understand and design their organization for an unseen future, helping to see the next thing that's coming. Now let's break it down even further with a simple analogy that captures exactly what transform delivers. Let's ground this again with a powerful analogy. Think of your employees as the drivers. They're on a journey, building skills, growing in their roles, and navigating change. Your learning and talent systems are the vehicle that moves them forward. But without direction, even the best vehicle can veer off course. That's where transform comes in. It's your GPS system. It's powered by AI skills intelligence and that real time labor market data. It tells you exactly where your people are today at the individual level, team level, and the organization level. It helps guide them towards skills, roles, and learning that they need to achieve, in order to achieve your business goals. And here's the differentiator. When the road ahead shifts or when positions are constantly changing ahead, when job roles evolve or skill demands are changing, transform doesn't just keep up. It recalibrates. It reroutes the path instantly so that you can stay ahead and not stay behind. But it's not just about the employee experience. Transform also gives your administrators and talent leaders the tools that they need to steer. With centralized data, automation, and visibility across your digital ecosystem, they can make faster decisions, prioritize investments, and lead with confidence. This is what sets transform apart. It powers both the journey and the strategy behind it, helping you move faster, smarter, and more effectively from point a to point b. Now bring that all to life. I'll pass it over to Michael Mosgrove, who will walk you through how it translates into action across our products. Thanks so much, Catherine, for that overview of transform and really what all of what we are seeing the entire industry face. So, hi, hi, everyone. It's a pleasure to be here with you today. We're I'm gonna basically for the remainder of our time together, we're gonna look at really how this comes to life. It's one thing to talk about having the largest data repository, labor market insights, but what does that actually translate to? Well, first and foremost, it helps us to address these four questions that you see on the screen in front of you. And what if we could answer these help you answer these four questions? These are what we tend to find if our keeping up our, the the HR professionals, the strategic leaders, CEO and CEOs, that are keeping these are the questions that are keeping them up at night. So what skills do we need? And not just for today. I mean, we can't we understand. We put we post job requisitions all the time. We understand well, oftentimes, we understand what we need today, but let's really talk about what skills do we need tomorrow. We all know that given the rapid pace of change, we are facing new jobs and new upscaling requirements. I think it was a McKinsey study that posted that by by 2030, they're expecting 80,000,000 jobs to be automated with automation thanks to a, with AI and the advancement of technology. So that's an entirely new skill set that we have to start preparing for now as an economy. What skills do we have today? Okay. So we if we can identify the skills we need, what skills do we actually have across our organization? What sort of insights do we have for being able to identify that, so that we can answer those next two questions? What are the gaps? If we don't have skills, or we don't have the skills required for today and tomorrow, where are those gaps so that we can take action? It's the classic, do we build or buy? Do we upskill our people and invest in learning and development technology, or do we go the recruiting route in posting requisitions? And, obviously, either depends on the situation that you are in. Well, we're gonna talk about how everything that Karina just mentioned around transform, and especially that skills transformation, really comes to life. So in addressing those four questions. Now how are we gonna do this? This is I want you to think of this essentially as our agenda. Because a lot of the concepts that Karina and I have been talking about, we hear all the time from Cornerstone's existing customers as well as prospects that are considering Cornerstone. The concepts we're talking about can often feel insurmount insurmountable, often like climbing a mountain. The image you see here, we like to playfully call Mount Skillimanjaro. Mount Skillimanjaro, is a good visual representation for what we're all trying to achieve, and that is that strategic workforce planning. Strategic workforce planning can mean a lot of different things to a lot of different organizations. It could be staffing and upskilling for the future, a lot of the, in answer a lot of the questions that we were asking on the previous slide. It could mean, alignment of personnel, whatever it may be. Oftentimes, we find that organizations are trying to parachute in in as they reach the summit, they're trying to parachute in halfway up the mountain, with investments in technology platforms like Cornerstone or other third party providers in our industry. While these platforms are powerful, we certainly don't wanna impugn that. What we have found is software is as good as the data that goes into it. Just like climbing a mountain, you're not gonna parachute in halfway up Mount Everest. You have to acclimate. You need to get your equipment ready. You need to rally at your base camp before you start the ascension, and that's exactly what Karina was talking about with that GPS. You can tell we just love analogies here. That's where we come in and actually help equip you and get ready for that transformational journey. And it all starts with this skills infrastructure. So I'm gonna give you all an example of how transform plays out. So let me stop sharing my screen here, and I am going to pop over. There we go. And what we're gonna see as my screen starts to render, is the and it looks like it's coming through now, is an example of our data visualization tool. So Karina mentioned our acquisition of Skyhive, at Cornerstone, and this is really taking a look at that back end data visualization tool. No. This is not the Cornerstone platform, and I intentionally wanted to leave with that today because these transformative concepts that Karina was outlining earlier, really are system agnostic. We are design we are here to help you in whatever tech, platform and technology journey that you are on and wherever you've made your technological investments for your talent and development. So we're gonna take, like I said, this is really just our back end data visualization tool because I wanna show you an example of what labor market insights mean. That's a very big fancy term that essentially is the giant data well that we collect, that 28 terabytes of data daily that Karina mentioned from open sources, requisitions, career websites, anonymized profiles, department of labor, etcetera, and sources from around the globe, really comes into some powerful examples. We're gonna walk through a couple of examples today, not only at how labor market insights and intelligence can be informing your skill strategy and your talent strategies, but also how we can leverage that data in the form of AI to help create unify that base camp level of data, that job architecture, that skills taxonomy that can then inform all of your HR tech, HR techs. Sapient Research has a study out there. I believe the average it's the average number of pieces of technology in an HR tech stack is around 16. That's 16 different solutions, again, on average, which means there's more out there, that probably all have their own skills languages, that probably and you're trying to get apples to talk to oranges. That's exactly what our skill normalization and that skills transformation that Karina outlined is designed to do. So let's take a look. Where does this actually begin? And it's with this idea of labor supply and demand. So I'm supply chain is relevant to all of us today. We're gonna I'm gonna use this, so for those of y'all who work in supply chain, I'm gonna, this is this is preaching to y'all today. Supply chain is very top of mind ever since COVID. It's been, an up and up and down, riddled with issues. In light of recent geopolitical events, it's also very top of mind, in what's going on around the world. So I went ahead and searched for a position for truck driver, a role that we're all pretty familiar with and what that is. We do have some interesting data that we are pulling, especially around market ranges for salary. So I love the supply and demand because that's gonna inform our recruiting strategy. As we can see, basically, a continuation of uphill demand since COVID, when it comes to truck in this role, truck drivers. But the supply has remained relatively constant and low. That means it's becoming a much more competitive talent, talent landscape when it comes to recruiting truck drivers as a part of our supply chain. Now I'm gonna scroll down. There's other interesting analytics, metrics, particularly around where, may and heat maps for where these requisitions are being posted, where they're being demanded. What I wanna get us down to here, though, is what where I get really excited, and that is the skills landscape concept. Because this is where that all that labor market data really comes together to help inform your strategic decision making. You can see that our skills landscape for our different role, for our roles comes we, and it gives you things like top emerging skills as well as top disappearing skills. Now here's where things get interesting, and that's the analysis. When we look at top disappearing skills for a truck driver, interesting to see trucking, transport truck driving as declining skills. Well, why is that? It's not that these skills aren't useful anymore. It's just that they're table stakes. They're not being asked for in requisitions. Your competitors aren't asking for that when they are hiring for truck drivers. It's kinda like how we all used to put Microsoft Office or Microsoft Word on our resumes back when that was new and normal. Now it's just expected that you know how to use those tools. It's not that we stopped using them. It's just more of a table stakes conversation. Now you compound that with top emerging skills. Here's where things get really interesting. You can see we've got things like automotive inspection. Okay. That's that's fairly predictable. Mobile development, though. Why do we need truck drivers to be proficient in mobile application development? Well, let's think about what's going on in the automotive industry at large. The entire automotive industry is shifting to autonomous driving. Every generation of vehicle that comes out is shifting more and more to removing the human from the driving experience. Now that also includes the digitalization of interfaces within the cab of vehicles. So whether it's privately owned cars all the way through to shipping, shipping and trucking. We are seeing that driving is becoming a less valuable skill, the ability to manage these digital interfaces, these applications that are now running our supply chain vehicles. That's what we're recruiting for now because that's where the industry is going. So that can inform the ups going back to that build or buy, that should be informing how we are either upskilling our truck drivers or what we are recruiting for with our truck drivers. And, again, that's just one example of the power of our labor market insights. Now let's take it a step further. We've seen how labor market insights can inform the skill strategy that we are approaching. Let's make it practical, though. I mentioned earlier that one of the value propositions of our transform solutions is not only the insight in data for strategic decision making, it's also the unification and normalization of the, what I like to call the the HR stuff, all that back end, job architecture. I mean, how many times do you wish you just had a clean, unified set of job titles and skills taxonomies to inform all of your different systems, whether it's Cornerstone, Workday, Phenom, whoever it may be in the industry. We are here to normalize, and whatever systems you may be working with, we are here to normalize and create a common language across all of these different platforms using transform. So I'm gonna come down to my talent architecture, just to show you an example of this. I'm gonna continue that truck driver story. So I'm we're gonna create the job title of truck driver within our system, and you can see it's actually pull it intelligently knows and can pull in from our labor market title. So all that labor market data we were just looking at, it's gonna pull that in. The reason that's important is this is where we bring in AI to help enhance the construction or cleaning of your HR data. So I can generate a job description and using generative AI, you can see that within seconds, it creates a job description for me that it's based off of that labor market data that I just showed you. Now at Cornerstone, we do believe in ethical AI AI or responsible AI. We know that AI can get you probably 80 to 90% of the way there, but we need that human oversight. Whether it's because you just wanna make sure and validate the data is correct. I mean, you see it all the time on Facebook. You might, those silly images of humans with seven fingers because AI generated it wrong. It's just where the technology is. It's where technology is today. But we also want to be tail hyper tailored and personalized to your organization. You may have specific benefits, specific, aspects of this job that are strategic advantages for your organization. So we wanna marry that up with our labor market insights to create the job descriptions that are right for your organization. Now once we do this, the reason this job description is so critical is we're going to use that, the labor market insight data that we saw before, to now create a skills taxonomy and skill alignment to this job so that, again, we had this can be deployed in your systems of engagement, whatever they may be. So you can see it's recommend the system is going to recommend skills to me. I can come in here and actually, set what I want the expected proficient proficiency level to be, and this is, of course, configurable to your organizational standards. Pardon me. So, again, we're looking, in a matter of seconds. This is what I want us to pause and realize what we just did. In a matter of seconds, maybe thirty, forty five seconds with my long winded explanations in there, I know I can be talkative, we used already existing data that we've that Cornerstone's been able to harness to create job descriptions. Then we used AI to also align skills to those job descriptions. Now imagine doing this across your organization. Oftentimes, we know that, to do this, organ traditionally, organizations have to go seek an outside consultancy. You're gonna pay them a few million dollars for a multiyear engagement to build a job architecture and skills taxonomy for your organization. Granted, this was one position that we did in seconds. Think about how Cornerstone's Transform can not only create that unified job architecture and skills taxonomy for your organization, we can bring you to a critical mass of data so that you can go live in your systems of engagement faster than ever before, thanks to AI and technology. We can also do it at a lower because of that, at a lower cost to your organization. And that's whether you're just beginning your skills journey or whether maybe you started piloting skills in different departments or groups, and you've started to put together, job architecture and skill taxonomy. Either way, we're excited for you because we know that we can help you accelerate to that time to realize the value. Alright. We've talked a lot so far, we have focused on kind of I I'm trying to add a little you can tell. I'm adding a little bit of bite to Karina Aggarwal's bark from before in regards to just how valuable that those labor market insights are. Now I wanna show you an example of all of this coming to life. We've talked a lot about how we're gonna build the job as a part of transform. An example of these offerings are building the job architect having labor market insights, first of all, to make strategic decisions, building job architecture using AI and data, and then aligning skills to that. I wanna bring it to life just an example in a system of engagement. Now, obviously, we are Cornerstone, and we are very proud of our system of engagement. So this is, the Cornerstone Galaxy platform. So this is just an example, but all of that data, all of that job architecture, those skill that skill alignment is designed to be system agnostic intentionally. We play nice with the other kids in the sandbox, so you will be able to use that job job architecture, labor market insight, and skills taxonomies across your HR tech stack. You do not have to use the Cornerstone platform. But I wanna use it as an example today to show you how this could really come to life and the power of having a unified job architecture and skills taxonomy, And it begins at the learner experience. So when we come into the Cornerstone platform, you can see things like today's insights. These are learning activities aligned to skills that I, as a learner I've come in here as a learner, that I, as a learner, have designated that I either have. I have had them validated on my profile going back to that where are our gaps. These are skills that I am working towards. And now the system can intelligently recommend learning activities to me because we have that consistent and clear expectation around skills that we built out thanks to Cornerstone transform. So why is this valuable and relevant to you all? Well, first of all, you've probably invested a lot of money in content, whether you built your own homegrown content or whether you purchased third party content libraries. Great. We wanna make sure you're getting a return on that investment. So if we can surface learning content in new ways, practical ways, right, on a learner's home page, that's how you can increase the adoption of content. People don't wanna just go search for things. They want it recommended in surface to them. Think Netflix, Max, Hulu. You find the next show you wanna watch because the system is intelligent, knows you, and is recommending that. That's what transform enables is now aligning your learning and development strategies to in practical ways for it to surface content to your learners. Now let's take it a step further. As a as an employee of this organization, I'm interested in growing my career. We often get hired into roles as employees, and we don't even know what's out there for the list of possibilities. Well, welcome to Cornerstone's talent marketplace. We will be doing a deeper dive webinar on talent marketplace at the end of this month. So if you are interested in career pathing and career mobility and how Cornerstone can streamline that for you, along with your succession initiatives. Please join us for our webinar at the end of the month. It's the same format, same venue, but just wanted so that's my shameless plug for that. But let's talk about where these jobs are coming from. When I come into my career marketplace, right now, I'm a customer service manager. So I may be interested in exploring what else is out there. Now that I've refined my skills, I'm confident in my role, I'm ready to look at other opportunities that may be available in in our organization or setting goals that I can now develop towards even if I'm not ready to move into a new role. So, for example, I may wanna become a director of customer success. That seems like a natural progression for me. It's in the customer success department. But being in customer service, I've also worked tangentially with our operations and our supply chain in order to make sure that our products are getting to in, our customers and that they're in a satisfying timeline and and condition. Director of operations seems really interesting. I've become really interested in the, in operations and logistics thanks to this work. So you we're gonna pick up that supply chain story that we were just talking about. What's beautiful about the talent marketplace, and other talent marketplace systems in the market as well is you can see that we have a clear the system is actually gonna recommend a career path for me to get to this role. Now that's from an org charting standpoint, that is interesting. Where are these job titles coming from? That's that job architecture that we created. So whether you're using the Cornerstone Talent Marketplace or you're using an ERP vendor as your system of record, these systems can now speak the same language thanks to that transform job architecture that we built using skills transformation. Now let's take it a step further because this is where we can not only can we align the career path for someone to set goals for themselves, we're actually recommending learning content and aligning that and not just content, that third party content. We can align projects, gigs, mentorships that people can enroll in. They can also just develop their skill alignment. If I wanna grow my skills, obviously, there's a couple of steps that the system thinks I should take in order to get to this operation, director of operations role. I can come in here and actually see the skills that are aligned to that role and launch learning activities for or register for a gig or a project in order to refine this specific skill. That's gonna also add it to that home page for me where I can actually come in and, have content recommended me for growing my skill sets so that I, one day, can be ready to move into that role. Well, where are these skills coming from? How does the system know that for the, director of operations, these are the skills that are aligned to that? Again, that's that job architecture and skills taxonomy that we built out in that kind of base camp fashion, for our organization. So that when this, whether you're, again, whether you're using the Cornerstone Talent Marketplace or whether you're using a third party solution, organization. Now one of the area this is, hopefully, we're starting to see the power and importance of that U base think back to our Mount Skillimanjaro, that base camp that we were in so that we could acclimate, build out a clean and consistent data that we could then deploy across our entire HR tech stack. Labor and, obviously, data is critical to all of this. So we saw that everything began with data and labor market insights. Data informed using AI, the creation of our job architecture and skills taxonomies, but we also wanna leverage data for that those third and fourth questions. Remember, going back to what Karina and I talked about earlier, where are our gaps, and how are we gonna fill those gaps? So just as an example, I've come to my manager dash board. And, again, I know most, most systems of engagement have some form of manager dashboards today. So we're just gonna use the cornerstone example for today's purposes. When I scroll down, I can actually see the critical skills that are aligned to the jobs on my team. I have my direct reports. I have the skills that they're aligned to, and I can very readily see where I have gaps. Now I could come in here and also provide ratings to kind of add my input to the algorithm that's calculating this gap. But when I do have identified gaps in customer service, I can actually recommend where they need to go, what level I need, in this case, Emma, to be my customer service rep to be performing at, and provide her opportunities for development where again, that's where we're gonna start to see that skill surfacing, that identifying and validating gaps, and then taking action thanks to data. So all in all, transform as the GPS is designed to give you the best possible path to the future of your talent needs. We Cornerstone as a vendor, of course, does have the tools to help get you there, the car, the road. That's kind of what we're looking at from a platform standpoint. But using data, we, and AI, we can actually and that AI at the core of our galaxy, like Karina presented upfront, we're able to actually in full create a unified dataset to deploy across HR tech and then give you the tools to help grow and develop to future proof your organization. So, y'all, I wanna thank you for your time. That's really, all I I that's what we had today. I don't know, Catherine, Karina, if we had any questions come through in the chat, that we wanna address, but we can open up the floor. Yeah. So it does look like we had a few questions come in. One of them is if we don't have Cornerstone, how does this fit into our ecosystem? Great question. And that's what yeah. It probably sound like a broken record to a degree, where it's talking, and continuing to talk about regardless of your HR tech stack, this data is valuable. Now I'm gonna do marketing's, like, favorite thing in the world. They love when we go rogue with slides. So I just like I wanna give you a visual for kind of what we've seen today. So if we come in here let's go ahead and just go into presentation mode so we can have this clean. What we're looking at is I mentioned the again, just per reports, the average number of HR applications in a tech stack is 16. You can see some examples over here, common ones that you may work with. The Cornerstone platform is also amongst those vendors. What's beautiful about our Skyhive acquisition and that skills transformation that we just talked about, this actually this is what we were talking about, that harmonization or normalization of the language across all of your HR applications. All of these solutions have some form of skills technology. Cornerstone has skills technology just like we saw at the end of our demo today. Our labor market intelligence that we started the demo with, even going back to the visual that global visual, the more macro scale that Karina showed you upfront, all of that is designed to create that consistent data layer that then informs your third party applications as well as potential cornerstone applications that you're using in the example that we saw today. So regardless of who's in your HR tech stack or where you've invested from a techno a technological platform standpoint, this data is designed to create a consistent language, so that you can maximize your HR tech investments. Yeah. And to add on to that, the beauty of working with Cornerstone is we will meet you where you are. Right? And we basically designed transform to be this flexible interoperable system. And that's what Gallic Cornerstone Galaxy is as well. And so we're here to help you. We're here to work with you. So we're not just gonna leave you dry and be like, figure out these systems. No. That's the beauty of our products, and that's the beauty of what Cornerstone brings to this table, especially with, our acquisition of SkyHive. Alright. So, again, if you have any questions, go ahead and submit those. We'll take, maybe one more. I wanted to call out in the docs sec section. We've got, some more information. You can check out the Cornerstone transform data sheet. We also have an ebook on on translating AI's promise. So make sure you check that out. So one more question. Let's see. How do we get started now if we don't have a reliable skills data? Great question. That's kind of the beauty of everything we talked about today. Whether you have started your skills journey or whether you are just beginning, you don't have reliable skills data. Again, you saw all those vendors on the left side. Each one of them has their own skills taxonomy, skills cloud, whatever it may be. You may have or maybe you have invested a little bit, or you a third party ontology or something like that. That's great. All of that can be that's the beauty of AI and what our Skyhive engine has built, can do is ingest all of that, marry it up with our labor market intelligence to create a tailored and personalized job architecture and skills to align skills taxonomy just for you and your organization. So, honestly, I I so I work with people who are considering Cornerstone, for both our platforms and our data with transform. Transform. I work with existing Cornerstone customers and across every vertical. That is the question that people are asking is just how do I get started? And the good news is we have the tools just like I I love Catherine phrase earlier. We're gonna meet you where you're at. And that's where we can if you're starting from ground zero, great. We have we have services and implementation that's designed to do exactly. Anything you wanted to add, Karina? Yeah. And one thing that I'm gonna add is start small. Right? Start with one team or one business unit and then grow from there. You don't necessarily have to figure it out overnight. This is definitely a work in progress and something that is supposed to help you long term. But, yeah, like Mosgrove said, it's the beauty of SkyHive and its labor market intelligence and the data that it brings in because it fills in those gaps for you. Even if you don't necessarily have the connected datasets internally, Skyhive will help you with the external data and meet you where you are to fill in those gaps to help you progress forward. Okay. Great. Well, I'd just like to thank our presenters today. Thanks to our attendees for joining us. Again, you will receive, a link to today's recording through the email that you registered with. So thanks so much for joining, and everyone have a great day.