5.10.23-Ecosystem-Claira

KATIE HALL: All right. Hi, everyone. Tough acts to follow. I'm Katie Hall, founder and CEO of Claira. And in the next five minutes, I'm going to introduce you to her, and how she can help you think differently about your workforce. And how you prepare for the future, given all the discussions we're having about AI and what's possible.

So these are examples of questions that our customers are asking themselves right now. Are there people in one department that could help in another department? Are there people who have invisible competencies that maybe we don't know about as a business and so we can't utilize them? And that results in lost efficiencies, high costs, lots of turnover, hiring that maybe doesn't need to happen.

Claira knows everything that all your people can do, regardless of where they came from, regardless of whether or not they have a degree, regardless of the department they work in. Competencies are just a thing people can do at work. That's it.

Our software has 20,000 competencies in the backend. If I hear generative AI again today, I'm going to lose my mind, but that's what we do. We've been doing it for three years. And this is the type of data that we can show employers that just gets better and better over time, and results in a full workforce map of all your people.

Job descriptions and resumes are all over the news right now. People have been talking about the labor market, especially since the pandemic challenges. Job descriptions and resumes were not designed to manage an adapting workforce that's changing constantly. Half the world's population doesn't have a degree, which means they probably don't have a resume. And they're not even included in that data set.

So what's the alternative? We think that it's a global living, breathing data set of all your competencies updated in almost real-time. What are the crosscutting applications? How do we move people around? Think if there is a warehouse of everyone's competencies, all the value you could add to the labor market updated in real-time for everyone to see. That's what we envision.

So let's get real about it. This is an actual customer of ours, Ryan, chief operating officer at an industrial company. Has about a 1,000 employees across multiple states, multiple plants. Ryan's big pain point was visibility into his work force. He feels like they hire people. They have 40% turnover. And then they go out into the plants, and he has no idea who can do what.

How do we move people around? If a line goes down, Ryan could lose 100 grand an hour. So visibility was his top pain point.

Claira joins the team with a few simple steps. We tried to make the onboard really quick and light. We're cloud SaaS. We align to the business's KPIs. So do they care about productivity? Do they care about quality? Do they care about diversity, costs, efficiency?

After that, we ingest company data-- resumes, job descriptions. We can integrate with an HRIS system if they want. Process sheets if it's a manufacturing company. Then we ingest employee data. Five-minute on-board that uncovers invisible competencies they may have from anything that's happened in their life-- being a veteran, driving an Uber, being a waitress. Maybe they had another job in another country that they worked in before they came to the US. We ingest that in five minutes. Then the dashboard goes live.

This is the result after the dashboard went live for Ryan. So he reported that he saved about 500 hours of his own time. He was trying to manage his company's skills in Excel by himself.

We cut about 300 grand in costs in the first month by utilizing internal talent instead of hiring out for that. We anticipated on about 120,000 annual subscription, which is what we do with our clients right now. 1.5 million in cost savings on the human capital side. And that's showing to be true.

Employee utilization went up 22%. So my company is making better use of me and everything I can contribute. And we've also seen bumps in retention, turnover going down.

These are the four modules in our software as it exists today. These are aligned directly to pain points. So Ryan's pain point of visibility into his workforce, insights module. What can you learn by uncovering everything that you can't see right now?

Claira Discover-- what are the gaps? How can I better utilize those folks who are underutilized? How do I move people around, sub them in different parts of the organization?

Claira Engage is directed at the employees. What can they learn about themselves and their competencies? How do we up-skill them in a customized way, not just in a general way? And what's their pathway up through the organization so we can retain them?

And then Claira Marketplace-- how can we take people internally and put them in open roles? This is the dashboard that admins will see once all those employees come on and the data comes in. How well do I utilize my people? How well do they fulfill jobs? And then, what are the intelligent recommendations we can make on ways for them to optimize their workforce?

We all love a self-learning system. Every time we get feedback from a user, every time an employee on board's data, the intelligence gets better. The predictions get more accurate. And we can predict further and further out what a company should be doing to optimize their workforce.

So we're looking for innovators, partners, pilots, looking for feedback in industrials, advanced manufacturing, logistics, engineering. My chief of product and chief of ops, Ian and Elon, are here in the back. And we'd love for you to come see us at the booth. Thank you.