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Jonathan Duarte - The Conversational Job Search

GoBe - The Job Bot, a job search chatbot on Facebook Messenger, launched quietly on December 12, 2016, via a single Facebook post.

 
Jonathan Duarte, co-founder GoBe-the Job Bot - TotalPicture Radio interview with Peter ClaytonJonathan Duarte

"Getting accurate job search results wasn't due to some algorithm, or artificial intelligence (AI) or machine learning, it was through a " conversational job search" with multiple back-and-forth, short questions and answers." Jonathan Duarte, Co-Founder, GoBe- The Job Bot

According to Jonathan Duarte's January 19, 2016, article posted on Linkedin: "In a short 30 day period, while still in beta testing, GoBe racked up some incredible statistics; GoBe, managed over 100,000 messages with job seekers in over 106 countries, and almost all of the traffic and users came from social media shares, likes and comments..."

"When we set out to help job seekers find jobs, we knew that the current job search process wasn't working for a lot of job seekers. As a 20 year veteran of the Internet recruiting technology market, and founder of one of the first Internet job boards, I knew there were ways to improve the process, but didn't know what would work best."

Welcome to a Talent Acquisition Channel podcast on TotalPicture Radio. I'm your host Peter Clayton. Joining me today is Jonathan Duarte, a founder and CEO with 20 years of experience in the Internet Recruiting market. His new company, GoHire was founded by Jonathan and Mike Lam, former Director of Business Intelligence, entrepreneur and investor.

TALKING POINTS:


  • Tell us about your background, and how you got involved in talent acquisition technology.
  • During my intro, I quoted from the article you posted on LinkedIn (and of course, listeners, you'll find a link to this and other resources in Jonathan's show notes). The headline of the LinkedIn article, " The Conversational Job Search - 100,000 Messages - from 106 Countries - in 30 Days!"
  • So first off, you have to define for us what a chatbot is.
  • Now, tell us the story behind your headline.
  • So your first chatbot is called GoBe. You've explained what a chatbot is, how, specifically does it work. Give us an example.
  • Let's return to the headline of your article. 100,000 Messages -- as you know as well as anyone, Jonathan, volume is usually not a problem with any kind of job posting, which typically receive 300 or more responses on a typical job board. Quality is the issue: Candidates who are actually qualified for the role they're applying for. How does GoBe, and chatbot technology is general, address candidate qualifications?
  • Back to your headline Conversational Job Search - who is conducting these conversations? The recruiters I know don't have the time to sit on Facebook messenger all day responding to chatbot questions.
  • Why Facebook messenger?
  • How do companies enter their jobs into GoBe? Can their job listings be scraped from their career sites?
  • Does GoBe work with applicant tracking systems?
  • Are you building custom chatbots?
  • What is the cost of GoBe?
  • I realize it's early days for this technology, but do you have any ROI results?
  • What haven't we discussed that's important for those contemplating using a chatbot for their open job reqs to consider or understand?

Episode 1568: Jonathan Duarte TotalPicture Radio Transcript

This spring, TotalPicture Radio will be reporting from and covering a number of the most important and influential talent acquisition, HR, leadership and technology conferences, including Sourcecon in Anaheim, California; ERE Spring in beautiful San Diego, California; TAtech Spring Congress co-locating this year with SHRM Talent Management in Chicago, Illinois. To learn more about these events, visit the TotalPicture Radio conference and events page on totalpicture.com. For more information regarding our unique, strategic and custom sponsorship opportunities and video production services, send an email to This email address is being protected from spambots. You need JavaScript enabled to view it with 'Media Kit' in the subject line; or give us a call at 203-293-7003. Now, here's our show.

GoBe, the job bot, a job search chatbot on Facebook Messenger launched quietly on December 12th, 2016, a single Facebook post. According to Jonathan Duarte's article posted on LinkedIn, in a short 30-day period, while still in beta testing, GoBe racked up some incredible statistics.

GoBe managed over 100,000 messages with job seekers in over 106 countries and almost all of the traffic and users came from social media shares, likes and comments. "Getting accurate job search results wasn't due to some algorithm or artificial intelligence or machine learning. It was through a conversational job search with multiple back and forth, short questions and answers."

Welcome to a Talent Acquisition channel podcast on TotalPicture Radio. I'm your host Peter Clayton.

There's a lot of new technology for attracting job candidates, that's attracting a lot of interest and attention - chatbots. In this podcast, you're going to learn about chat bots, how they work and why they're effective. Joining me today is Jonathan Duarte, a founder and CEO with 20 years of experience in the internet recruiting market. His latest venture GoHire was founded by Jonathan and Mike Lam, former director of business intelligence, entrepreneur and investor.

GoHire creates recruiting solutions that help employers find, engage and recruit their workforce, including developing chatbot solutions that allow employers to engage and communicate with job seekers in a mobile-first workforce.

JD, welcome to TotalPicture Radio.

Jonathan: Hey, great to be on, Peter.

Peter: Tell us a little bit about your background and how you got involved in talent acquisition technology?

Jonathan: Yeah. I started in the industry, believe it or not, 20 years ago and started one of the first job boards in 1996. That was, for any of the millennials out there, there was a company called Netscape and that was the year they went to public.

That's how long ago it was. I kind of got into the space because I had been doing some consulting for enterprise companies and living out of a hotel when I was 23, all around the country and world and said, this was enough for me. I wanted to find a way to find a job and there was no way using this called the internet or web at the time.

Peter: That's really interesting. You must have had one of the very first job boards.

Jonathan: Yeah.

Peter: Was it a BBS or something?

Jonathan: No. It's actually kind of funny. We actually bought, my brother and I who actually runs Data Frenzy, Keith Duarte, an IVR computer and we're going to do, very similar to what Dice was doing with the BBS. We got into this IVR and we're like, this is never going to work. This is just not that great. Then I talked to a bunch of guys on the web, who were doing some early web projects and said yeah, we've got to figure out this web thing instead.

So we killed the whole IVR. In fact, the original name for GoJobs was Phonesys because we were going to do a phone IVR job board.

Peter: That's funny. My first podcast was actually a show for Citibank in the 90s called the Citibanking News Network. Of course, at that time, there were no mp3 files or anything like that, so I would record these shows and upload them to a digital voice announcer in Long Island City. Then the employees in the branches would call in on their Monday morning meetings to listen to the shows.

Jonathan: Yeah, much, much easier now. But you know what's interesting, because right now we're going to talk about chatbots, I have a history of doing IVR and that's what chatbots, a lot of them are similarly based on.

Peter: Really?

Jonathan: Yeah.

Peter: During my intro, I quoted from the article you posted on LinkedIn; and of course listeners, you'll find a link to this and other resources on JD's show notes. The headline of the LinkedIn article, "The Conversational Job Search: 100,000 Messages from 106 Countries in 30 Days". So first off, you have to define for us what a chatbot is.

Jonathan: Yeah. Okay, so I think the best way to understand a chatbot and for those of you who are on Messenger or Facebook, the best way - the easiest way to understand a chatbot is actually to just use one. So I'll give you a little keyword, this stuff will be in the link down below too, but if you search Messenger for GoBe Bot, you'll get a feel for it.

But what it is just like your text messaging with your family, your friends, you know how you send a response and you're sitting there and you're waiting in high anticipation for your response to your text message; which is very unlike email. Email is send, go on to something else, oh I've got a response back a day, an hour, whatever, a delayed response.

Chatbot is very much texting but you're texting to a computer, and that computer is responding in a very human way, not yes/no type of questions. That creates the other part of the question I knew you wanted to ask about, which is this kind of conversational job search, which is if you were talking to a friend like you wanted to find a job, and they were to ask, okay what are you good at? Then they say, what kind of company are you interested in?

And you go through, if you kind of knew about the sales funnel, you start going through these questions to define the position better or your type of company. If we were sitting there having a cup of coffee, these are the kind of questions I would ask, what a career counselor would ask.

We do the same thing within text messaging or a chatbot, has the ability to have the same thing. If we compare a chatbot to a website, if you go to Indeed or GoJobs, you have this question which is your cue or the thing you're looking for, the keyword and L for the location. And then you click send.

And the problem with that technology, while it was a big advancement versus entering in a bunch of other fields, the problem is, that in and of itself, doesn't always get you the right jobs. You have to keep filtering down because more of a conversation, if you remember back in - depending on how old you are, from high school or college or a career center, guidance counselor might say, what are you good at? Let's look at some things. It's that conversation of getting beyond just what keyword and what location, because if you get 10,000 jobs that show up in your result, then you have to filter it by employment type or full time or part time, or how many years of experience you have.

So that's where a conversation like you were texting with a career counselor, can help you, guide you through that process of asking more definitive questions to filter out from 10,000 jobs to say 20 in your local area.

Peter: Let's unpack this a little bit more and return to the headline of your article, "100,000 Messages". As you know, as well as anyone JD, volume is usually not a problem with any kind of job posting, which typically receive 300 or more responses on a typical job board. Quality is the issue. Candidates who are actually qualified for the role they're applying for. So how does GoBe and chat bot technology in general address candidate qualifications?

Jonathan: Yeah. We're really, really early. Our chat bot's been up for about 60 days at this point, maybe a little bit longer. So this technology is going to change rapidly as we move forward. But generally, some of the issues you see with a web-based system is you can look for a search anywhere and one of the "quality" issues with candidates coming from web is location-based.

So you can have candidates applying for Virginia, for a job that is in Silicon Valley. And while that's great, but if it's a lower paid job and the company's not willing to offer relocation, and someone's not reading the job description, that becomes problematic because now the recruiter then has to filter that person out of the equation, instead of self-selection on local areas.

So chatbots, by nature, are, as you walk through the process, it asked because it's mobile first. It asks your location, so it's specifically location-based so it removes part of that equation of where you're looking for a job. Now you can go around that of course too, but it's much, much more locally-centralized.

Secondarily, we can do pre-screening on a mobile app. So when someone wants to apply for a job, we can ask them a series of questions, very much like your ATS would have. That, of course, helps to determine the qualifications and pre-screening, which is another tool that employers are using.

So there are tools and naturally, a lot of employers have this problem, while there are tools to help them pre-screen candidates and then even suggest to a candidate that they don't have an absolute, required field, most employers don't always use those tools. That's a lot of the problem with getting 300 candidates. They could probably get down to 50 or 20 if they actually use a lot of the ATS in their application process, even have those questions, but a lot of them are just too quick to just send it rather than add the extra questions that will help pre-screen candidates out.

Peter: Yeah. It's interesting that you bring that up. I recently had Bill Cutic back on TotalPicture Radio and we were talking specifically about applicant tracking systems, and the fact that there are so many robust tools that are built into these systems that employers never turn on.

Jonathan: Yeah. It's also confusing. I talked to a VP of HR last week who uses a large applicant tracking system because it was legacy from a company split and it's just too big for them. So a lot of questions, when you're looking at HR technology in broad strokes, I think Elaine Oiler does a great job of talking about this; it's not about the new shiny object called chat bots or whatnot. It's really, what problem are you trying to solve in your company, if you can enlist it first?

Is it a candidate acquisition problem? Is it candidate retention? Is it engagement? Are you losing people through that funnel - you buy traffic from Indeed and they show up at your career applicant tracking system, and they don't fulfill the form or they drop off. What we're seeing, and I think this is - I don't have perfect stats, but we've seen out there that just on some even numbers, if you have 100 people show up at your career site, less than 5% of those people actually complete an application. So the question is, where are the other 95 going? Do you get any kind of way to connect and engage with them?

And that's what we think chatbots from an enterprise and large corporate side, become an engagement tool as well as a candidate acquisition funnel. And I don't know if you've tried it either, but it's just kind of fun. I've actually heard this from directors of recruiting, and even venture capitalists when they've got 4 clicks into the GoBe chatbot, they start smiling and they go, yeah I get it. This is actually kind of fun.

And personally, I've been in this industry for 20 years and I've never heard anyone say that a job search is fun.

Peter: You're absolutely right. The candidate abandonment rate is phenomenal. It blows my mind because companies are spending so much money on employer branding, and hiring agencies to go out and create content for them and build their Facebook pages, and Snapchat and Instagram. And then when they get someone really interested that is a good fit for the company, that person gets to their applicant tracking system and then shut down. It's just absolutely phenomenal.

Jonathan: Yeah, it is. And I don't know the numbers, but my guess is there are two things going on. One, either the process is to rigorous to get through, and I think there's a lot of mindshare of smart, they're not even early adopters yet as far as directors of recruiting, and this is becoming mainstream. How do we optimize that candidate funnel, is one way of looking at it, or acquisition funnel?

There's a lot of people looking at that, and I think that that's a very important function in the next 5 years for any larger employer that is spending that kind of money, because you could keep spending more and more money to get more people to your site. But if all you have to do is change a couple of twists and dials and shorten up the conversion process and the engagement funnel, if you will, if you can optimize that by 50%, you can save half your budget.

Peter: Absolutely, yeah.

Jonathan: So it's worth spending that time and there are tools out there. But yes, it takes dedication to figuring that part out.

Peter: Also, I think the new generation of applicant tracking systems, the Levers and Greenhouses out there, are doing a much, much better job of employee engagement. For those of you who have been around this industry long enough know that when ATS's were first brought into organizations, it was for compliance reasons. It wasn't for employee engagement reasons, which is part of the problem and why they operate the way they do.

But let's get back to your chat bot, JD. Why Facebook Messenger?

Jonathan: So we made the decision when we looked at technologies and platforms out there. To kind of give you some stats, Facebook Messenger, as of October 2016, had over a billion users. That's a B. Now that's monthly users.

Now to put that into perspective, LinkedIn has about 800 million. Just by the pure nature of it, Facebook Messenger alone has a talent pool 12 times that of LinkedIn. That's a pretty good, interesting stat.

Now there are other messaging platforms out there. There's WhatsApp, which is very prominent in India. WeChat, we know, is very prominent in China. SMS is very prominent in the US. But Facebook is the only kind of bigger, global platform. So we wanted to essentially just test or do what we call in a product development cycle, do what's called MVP, a minimal viable product, to test the hypothesis that candidates would engage with this tool.

How we kind of got to Messenger as the other platform was, because I own GoJobs.com, my co-founder Mike, and I, essentially put up one of these live chat windows on GoJobs and bought traffic from Google and Facebook, and sent the traffic to our page and started having this conversation with jobseekers, to understand what the actual process was for a jobseeker. And then we realized that most of these candidates were on Facebook. So we said, okay we're going to go with Facebook Messenger and create this kind of conversational thing from what we learned from essentially talking to candidates via chat.

We did it manually at first and then we started building out the automated system, to try to duplicate as much as we can what our manual process was.

Peter: Let's take this one step further for people who really don't use messaging services that often. So let's say I'm in Silicon Valley where you're located and I need to hire some business development folks, some sales folks. What would be the process and how would I go about posting that kind of a job rec using GoBe?

Jonathan: Okay. So right now, and again GoBe's just on Messenger at the moment but we're going to be a cross-platform site, just so you know. So it will be available via Slack, SMS, WeChat, WhatsApp, all those other messaging platforms, we'll eventually get there too so I don't want to leave that out.

So say you're a high-tech company in Silicon Valley, wanted to hire a sales team. We would, at this point, we don't have a front-end for employers to post into, as of Q1 2017. We will later on. We're essentially looking at larger enterprises that have bigger recruiting needs. So we're going to pulling from an ATS, and I know it's one of the other questions you'll probably get to, which is are you integrated to ATS's?

So at the moment, our intent is to work with larger clients, that because it's so early on in the process, we have to figure out where the specific types of candidates are coming from. We're only 60 days into our relative comparison industry. The job board market is 20 years old, so we've got some learning to do still.

And I wouldn't recommend it specifically as a one stop shop like any kind of recruiting activity yet especially when it's early on. I'd still say everyone diversify where their ad spends go using Indeed, etc.

So the short answer is, we can work with larger companies then there's integration. And then we'll also integrate out the back side so when candidates want to apply or view the jobs, we can send them to their applicant tracking system and apply that way.

Or we'll be able to do - now this is not live. It will be in Q2 but integration back to the ATS so that candidates can take their profile that they build on GoBe and coordinate that and use APIs to either, their talent community solution like Clinch or Avature or SmashFly, or Phenom and then additionally post into the applicant tracking system. So if a candidate needed to apply to a company using Lever or Greenhouse, then we would create the API and start that process off.

Peter: So currently JD, can companies scrape from their career sites, their job recs directly into GoBe?

Jonathan: We can and we're still in really relatively small release at the moment. We're only working with a handful of customers at the moment because we're still building out the import technology. We do, if someone comes online at the moment where you'll notice right off the bat, as we've got somewhere over 6 million jobs because we're backfilling with ZipRecruiter and Indeed on our international - because it's also international as well. But we'll have our direct sales team up Q2/Q3 as we build out as well.

Peter: I realize this is very, very early days for this technology. You're really still in beta. But do you have any ROI results at this point?

Jonathan: Yeah. So as I mentioned before, this was kind of an MVP for us, minimal viable product and what we were interested in doing is testing two things I think you have to look at when you're creating a product in the HR tech space.

Those two things are, what's the candidate acquisition cost? How much does it cost to acquire a candidate? And then how engaged are those candidates? And engagement would look at things like, do they come back to the job, to GoBe and do they click and view more jobs? Do they do another job search? Do they click jobs? Do they create their profile? Those are some of the actions someone would take.

You'd see those similar actions on a job board. And what's fortunate, I've got 20 years of tracking and analytics on GoJobs and the numbers that we're seeing from GoBe literally dwarfed job boards by just huge measures. It's the engagement when someone's texting with a chatbot are so much different than a fill out a form on our website, and never get a response.

So our tracking, what we're looking at, at this point, is really the engagement and then how often someone comes back, the way a job board typically gets someone to come back is through an email job alert. Those email job alerts, as we all know, email number 1, doesn't get opened. We don't read them. And the conversion rates of getting someone actually cook on a job from a job email alert is less than 3%, usually less than 1%. Our numbers make those things, makes email look obsolete.

Peter: I have three daughters that range in age from 14 to 28 and the only way I can communicate with them is through text messages. If I left any of them a voicemail, they would never listen to it.

Jonathan: Yeah. When was the last time you actually left a voicemail for someone?

Peter: Actually, a very long time ago. I really don't bother with that because obviously, they just see that you called and call you back.

Jonathan: I think the only thing voicemail is good for, and this is actually appropriate to this conversation, is that phone and email, while we know that both are at this rate, completely ineffective communication tools, when you consider other tools as far as engaging and getting someone on the phone, they're very, very inefficient.

Yet for a recruiter, you can take away their computer and as long as they had a phone, they could still live. You can take away their email, as long as they had a phone, they could still live. But if you give them a chatbot and they could start getting engagement, I bet you're going to start seeing that phone go away too.

Peter: I would imagine JD, that enterprises would be interested in custom chat bots, having you create their own branded chat bot. Is this something that you're getting involved in?

Jonathan: Our intent is, like anything, the whole conversation I kind of talked about email just a second ago, is because engaging with email is so poor, let's look at what's actually happening in the last 5 years of HR technology and investment in HR technology.

There's a huge concern, one of the two biggest concerns is employee engagement. So how do you keep someone engaged in your company? And then secondarily, how do you keep employee retention up because we know it's getting more expensive to acquire candidates?

So there's been a lot of money going into things like performance, evaluations, and you've got every year, 401K and your employment benefits. But every year, you've got these times you've got to communicate with your employees.

And what's interesting, if you look at the statistics, is that we've got 2.3 billion people in the global workforce and in the US, our workforce is about 160 million, debatable. But of those people, less than about 60 percent of them have an employee email address - it's about 40 percent have the email address. The rest of them have no way to communicate with the company.

So how could you possibly have engagement in a company if you can't talk to them?

Peter: You're right. A lot of employees from fast food workers or retail or car shopping recently and a lot of the sales people didn't even have a company-specific email address.

Jonathan: And even nurses. You look at some highly-skilled people. You've got nurses. You've got even warehouse manufacturing people. It's 60% of the US workforce and we're more service-oriented rather than production, and labor. If you look globally, it's probably about 70% of the workforce - and I don't have numbers to back that up - but just kind of using the US as an example, probably 70% of that 2.3 billion people on the global workforce, they don't have email. They have a phone in their pocket and they're using Messenger. They're using SMS. They're using WeChat. They're using WhatsApp.

So how do you communicate with those people? You start building - and you could go out and build apps on Android and iOS. But you run the gamut of the next part, as soon as you build an app, that you have to support in both platforms and you have to update all the time, then you run into the problem of how do you get people to engage and download the app? Let me ask you this, Peter, when was the last time you downloaded another app on your phone?

Peter: I'm kind of a lunatic, I download apps all the time to kind of check them out.

Jonathan: You're the fringe!

Peter: Yeah. But my daughter was in South Korea recently and I had to download, I think it was WeChat to be able to communicate with her while she was in South Korea. So to your point, all of these messenger services are country-specific.

Jonathan: Yeah. So what we are trying to do is we're building what we call smart workforce messaging. The smart being, using chatbots and also using cross-channel messaging so that if the recruiter is in their applicant tracking system, but the candidate is using Slack or the candidate is using SMS or Messenger, the recruiter doesn't need to install and communicate across every platform. All they need to do is the ATS needs to plug into a multichannel smart messaging API, which we're building, that would allow them to communicate cross-platform.

And then you can plug in these all sorts of ecosystem of bots, a bot for your payroll; so if a candidate wanted to figure out when their next payroll check comes in, they'll have the ability to do that. If they want to find out what their employment policy is on vacation, or how many vacation days they have left, the bot can talk to their ADP or their platform if they're doing in the recruiting space specifically. If a company wants to build an on-boarding platform using Messenger, no problem, just plug it in.

We're looking at not only at the enterprise, but also in the midmarket, is building customized bots with HR tech vendors, but also specifically for a client, we'll be announcing and we'll release out our first web chat so that employers can put a chat on their corporate career site, just like you would like a live chat or a chatting tool that allows candidates from the career site to start engaging with the recruiting team, but not actually a recruiter to the virtual recruiting assistant, and include all their jobs, and back that with a job bot. That way we can increase the recruiter's and the candidate engagement, but not require employers to sit there and have a recruiter manning this live chat feed all of the time.

Peter: My big take from our conversation today, JD, is mobile. As you know, at all of the conferences in HR and recruiting over the last several years, mobile has always been top of mind and been a topic that everyone is discussing and talking about, mobile apply and those kinds of things. What I see with this chatbot is that this is going to elevate mobile 10X.

Jonathan: Yeah, I think you're right. I think what we've been able to figure out, while there are companies out there and there have been many mentions in the last I'd say four weeks in companies building messaging apps to message candidates, I think we as a community of HR tech vendors and website builders and recruiters have been fortunate enough that up along came companies like Bootstrap that allowed us to take our websites and make them mobile-optimized without having to have to recode the whole thing, at least made it easier to be mobile-optimized.

That's imperative, but it's really that conversation in the engagement, is how do you get to someone's phone on a regular basis and make it simple so they don't have to download another app in order to communicate with their employees.

So if a hiring manager needs to send out, say somebody working at a TGIFridays, if a hiring manager needs to get a hold of his or her employees because they've got a big shift hole that they need to get filled coming up in two days, how do they communicate with those people? Right now, while there are great shift scheduling software in firms and things like that, you have to download their app. And again, it's just another barrier to entry.

So as long as we continuously break down that barrier of entry and the communication barrier between employer and employee in a secure way, I think that's really what you're going to see in the next five years.

Peter: As you know, JD, a lot of people multitask while they're listening to podcasts. So would you do me a favor and just repeat for us how people can go into Facebook Messenger and connect with GoBe?

Jonathan: Yeah. And Peter, I'll send you a link too just so you can put it down in the comments and stuff. So there are two ways to get into it directly. If you have messenger up on the top, if you open it up on your cellphone, it has a little search box. And that search box, you can type in GoBe - and we kind of use that name, who do you want to be in the future - so GoBe Bot and up you'll find our cute little animated image there for GoBe. And it all starts you through the process.

Peter: Awesome. How can our listeners connect with you JD?

Jonathan: Yes, you can send me an email at This email address is being protected from spambots. You need JavaScript enabled to view it and the website is gohire.com. Again, from that site, you'll see we're building out direct customized chatbots for employers for every types of sorts of things. A lot of this, what we're looking at with chatbots is how do you automate communications back to employees or with candidates, and the kind of use cases is almost unlimited to how to automate things.

So we're looking for companies that specifically have HR and recruiting tasks that they know are timely, that take a lot of time like if you look at the communications between candidates and recruiters, I need you to schedule this or do you have this skill set? Short answers, a lot of those short answers that are just tasks, those are the things that are going to be first to get automated within chatbot and then they'll get more sophisticated over time. But we're looking to work with midmarket enterprise companies to solve those kinds of problems for them.

Peter: JD, thank you so much for taking time to speak with me today here on TotalPicture Radio. This has really been a fun conversation and really informative, and I would bet our listeners have a much better concept now on how all of this chat bot technology is going to really disrupt and change recruiting very soon, I mean this year.

Jonathan: Awesome. Thank you very much, Peter. Thanks again for having me on. I appreciate it.

Peter: Jonathan Duarte is co-founder of GoHire and the GoBe bot. Thank you for tuning in to TotalPicture Radio. We sincerely appreciate your participation. Comments are welcome on JD's show page in the Talent Acquisition Channel of TotalPicture Radio. That's totalpicture.com; where you'll find links to JD's website, chat bot and other resources.

While there, please sign up for our free newsletter. Subscribe to our show on iTunes, Google Play or Soundcloud and join the conversation on our TotalPicture Radio Facebook group. You'll find me on Twitter @peterclayton, @totalpicture and @jobsinpods.

Be sure to DM me if you'll be at Sourcecon next month, ERE Spring, TAtech or SHRM Talent Management this April. I'm looking forward to seeing you and extending the conversation. Have a great week.

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Peter Clayton

About Peter Clayton

Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.

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