Joel Kammeyer: I'll point to three things. One, AI. It's a buzzword in the industry and everywhere. How do we not just use Copilot or ChatGPT or Claude in our everyday work? How do we actually make it more of an agentic solution within our program? So I'm hiring manager John Doe and I need contractor ABC and I don't want to go into our VMS or our HCM or wherever you're going to have them log a requisition. I don't want to have to fill out a form for five or ten minutes and then get a job description and all that. I have a need. I don't care how I fill that need. Sometimes organizations care if it's a full-time employee or contingent or freelancer, but how do we get that manager the talent they need in the most efficient and cost effective manner? It should be able to see that I'm Joel. The last five recs that I filled were for an automation engineer based in Kansas City, Missouri. All it has to ask me is, here were the last five recs you filled out, are we looking for someone similar? Boom. And it's being sourced. That's where we need to get. A lot of our program leaders are looking at this saying, yeah, this AI thing is pretty neat, but how do we actually put it into use in our programs? And how do we get our VMS partners, our technology partners to rapidly get that into production in their environments too? Two would be candidate fraud. As technology has gotten better and remote work has gotten more prevalent, you've seen all the candidate fraud that comes in. It's harder to track, harder to catch, they're always one step ahead. So identity verification systems, and plugging them into the program so it tracks across the full lifecycle of a worker, from sourcing to six months in.
