How Fireflies Automates Recruiting Calls End-to-End (Full Transcript)

[00:00:03] Speaker 1: Hi everyone, welcome. Thanks for joining. Hi everyone, welcome. We're just going to wait for a couple of more minutes for everyone to join in. Settle in till we have a few more folks. It would be great to know where you're dialing in from. So use the chat. Tell us where you're joining from today. A bunch of people from the US, Malaysia. Oh, must be must be global. I love it. Wow. Ukraine. My goodness. Hi Brandon. Hi Paul, Hugo, Mandy, Emily. Hi, welcome everyone. Wow, we have people from all over. Hi, Alyssa. Hi, Carla. Hi, Susan. Just a minute or two more. We have about 60 people here. Hi, Alexandra. Hi, Kareem. I hope I'm pronouncing it correctly. Hi. Okay. I think we can begin. Everyone can trickle in. So welcome everyone to the Fireflies for HR and Recruiters webinar. We're super excited to have you all. And I'm assuming everyone here in this room is from HR or recruiting space. Of course, except Sai and Chan. But if you are in this space, you already know that most of your work happens on calls. It could be screening calls, performance reviews, interviews, one-on-ones. But once those calls end, the real work starts then. And today we're going to be talking about exactly how we can help you with Fireflies for HR by not just capturing calls. Of course, we do that. But to really structure them well, automate them and make your life easy to make better decisions and hire faster. So joining me, we have Sai and Chan who are basically product managers here at Fireflies. A lot of what you will see today is actually their blood and sweat going into it over the last few years, of course, with other team members. And I'm very excited to have Melissa joining us. She works closely with the recruiting and HR professionals. She's a recruitment leader herself, and she's been working with us on a bunch of recent products and a lot of launches. And she's a LinkedIn creator, if you've gotten a chance to look at LinkedIn. But Melissa, over to you for a quick introduction.

[00:04:05] Speaker 2: Yeah, thank you so much. And thank you, everyone, for being here. I'm honored, really, to play a part of this. So as mentioned, my name is Melissa Grabner, and I'm located in Chicago, Illinois, in the United States. I have been in talent acquisition for about 20 plus years. I spent the majority of my career at a company called Takeda Pharmaceuticals, where I was the global director of talent acquisition. And for the last couple of years, I've been doing talent acquisition consulting with various biotech companies and helping them to hire and scale and create processes. And like I said, I'm very happy to be here because I absolutely love Fireflies and I truly, truly believe in the product. And I think it's an absolute game changer for anyone who's in the recruiting space. So thank you so very much for having me.

[00:04:57] Speaker 1: Of course, we're very excited to have you as well. And just to tell you what we're going to cover today. So a quick introduction to Fireflies for the ones who are new here. I'll take you through what Fireflies for HR and recruiters would do and how can it help you. We'll take you through the AI notes, integrations that we have, especially for people in HR and recruitment space. Some workflow automations with AI skills. Ask Fred, which is our AI chat. And one of our very new products, which is voice agents that we'll cover towards the end. So do stay till the end while we cover that. And then we will end with me telling you about how secure Fireflies is and how seriously we take security at Fireflies. And in the end, we'll take a live Q&A session. Any questions you have, please feel free to drop them in the chat. We will either answer on the go on the chat itself or take up towards the end. So let's begin. So Fireflies is the number one AI assistant for your meetings. And just to give you an idea, we have more than 20 million users. We're trusted by 75 percent of Fortune 500 companies. We have processed five billion plus meeting minutes. And we've been in this space for more than seven years before even AI was a thing, right? We have more than 100 languages, more than 100 integrations. We're the most integrated platform there is. And like I said, I will be covering how seriously we take security here at Fireflies towards the end. We're HIPAA, FERPA, SOC2, Type 2, GDPR compliant. So moving on. Like I said, 75 percent of the Fortune 500 companies with one million organizations or teams on Fireflies. So you can imagine the scale that we're at. Now, this is what I want to take a moment for. All of you know Fireflies as a note taker, right? But we've gone way beyond note taking with a bunch of new products that we've launched, including voice agents that we'll be covering today. We also have email assistance, Slack assistant. We have something called Live Assist. Then we have an entire automation layer that we'll be covering today as well. And we're on mobile. We have a desktop app so that you can record meetings with or without the bot. And we have a Chrome extension as well. And then we'll also talk about our spread, which is the knowledge base that we're building here at Fireflies towards the end. And before I actually move on to the next and before we start talking about the product, Melissa, a question for you. Where do you think most of your time or you speak to so many recruiters and HR professionals, right? Like where is the time being spent? Where are they getting stuck? What are the pain points there?

[00:07:58] Speaker 2: Yeah, I think the big and that's really a great question. I think one of the biggest pain points is that interview and meeting notes are inconsistent. We have some people that write really detailed notes. We have others that write one lines. And what I have found is that inconsistency can create real problems. So you might have one interviewer capturing nuanced feedback and another simply writing great candidate, which really doesn't tell you much. So it's hard to compare candidates on an apples to apples basis and fairly or even remember what actually happened in the conversation. Something else, too, is I think from my experience, oftentimes scorecards and performance summaries get filled in for memory and not what was actually said. So by the time someone fills out a scorecard, they're often relying on their recall and their memory instead of actual facts. And the problem with this is that it can introduce bias, recency effects and missed details. I think that's a really important key. And also, from my experience, decisions can be made with incomplete context. Right. So you're often making things up in these high stakes decision based on fragmented inputs. So one person's notes, another person's opinion, maybe there's a quick Slack message, but there's not like a full shared understanding. And from my experience, this tends to lead to slower decisions at best and poor hiring decisions at worst. And I also believe, from my experience, that too much time can go into administrative tasks after every call, such as updating systems, chasing feedback and writing summaries. From my experience, the actual conversation with candidates is only part of the work. After every interview or meeting, there's the manual follow up burden that eats up time. And everyone who's a recruiter knows that their time is very, very precious. And that could be logging notes, nudging people for input or their feedback, even summarizing discussions. So what that does is it pulls HR teams away from higher value work. And at the end of the day, it really just slows everything down. And so, you know, in my experience being a recruiter, and I'm sure everyone on this call can relate, is our time is very limited and our time is very precious. And making hiring decisions is really important because a company is only as good as its employees. So who companies bring into the organization is incredibly imperative. So having a structured way and a structured place to have those interview and meeting notes, to have that consistency is, to me, an absolute must in 2026.

[00:10:37] Speaker 1: Yeah, absolutely. And I think a bunch of people already agree with you. We had a poll running. So inconsistent interviewer meeting notes is definitely tough. In fact, updating the admin work that you were talking about and the fact that it's so unstructured. And that is what we want to solve here, right? So HR calls or recruitment calls are full of signals. You have so much context that gets lost. There's scorecards that never get filled. It's just being filled out of memory. It's just busy work, admin work that instead of really closing the pipeline or hiding the best talent. And then it just doesn't translate into the best decision. So solving that, we have Fireflies for HR and recruiters. Sure, we do capture every conversation so nothing slips through. But then after the real work begins after the call, right? We extract the insights, give you exactly what you need in terms of a scorecard or anything that comes out of the meeting. We autofill your ATS, HR, IS or whatever systems that you're using. And then it leads to better people decision. And that has led to 40% faster time to hire. Eight hours saved on admin per week for our users who use Fireflies for HR. And moving on, the meeting is done. What happens next? Of course, this is something that is super valuable. You get really clean summary and we'll have Sai presenting it very shortly. But we capture the notes, we give you summaries and action items, which are super detailed. At the same time, super scannable so that you can act upon them immediately and keep a track of it. And then for HR, we have custom summary templates as well. So we have interview notes, HR strategy, employee concerns. So we have all of these custom summaries that are built especially for you. And we have Sai who can take us through exactly how your meeting will look after you are done with the call. Sai, over to you.

[00:12:45] Speaker 3: Perfect. Excited to be here. Thanks, everyone, for joining. I'm going to start sharing my screen. So I'm going to walk you through what this looks like in terms of inside the product itself, which is Fireflies. So as most of you are familiar, this is the screen that you land on, which is the home screen of Fireflies, which contains your recent meetings, all of your upcoming meetings, notes that you need to, like settings you need to access on demand. The notebook is essentially where all of your meetings are going into. These are essentially like structured by channels. So my meetings, all of your meetings. This is a little bit of a sneak peek into voice agents, which I guess Karishma mentioned earlier. This is essentially where all of your meetings go into and you can click on any of one of them and you get the actual meeting itself. So this particular meeting was a recruitment call, which was done internally. And as you can see out of the box, we have a generic summary template that gets applied. However, as Karishma mentioned, we have like an entire list of summary templates as well, which you can apply. So I've essentially gone ahead and applied the like the generic hiring template, which is essentially modified this generic summary into specific sections around what is the candidate's background? What are their skills and experiences, their motivation and action items for the interviewer? Similarly, you can choose from any of the other summary templates and you can customize it to your needs. What is coming out really soon is also the ability for you to define your own custom template if you have a particular one in mind. Now, this gets exciting and this allows you to essentially navigate through the transcript section. So when you click on a particular timestamp. And each of these things are like hyperlinked, so you can go to that specific moment in time and, you know, see what the candidate was saying at that point in time. Yeah, this is this is essentially with that post call workflow, what that looks like.

[00:15:21] Speaker 1: Thanks, Sai. I'm just pulling up the presentation. OK, we have Chan back. OK, thank you for that. And then after the meeting is done, this is what it looks like, exactly what Sai showed. Now we have Chan who is going to take us through how you can actually push your meeting notes to your integrations. We do have these integrations that you see right on the screen. But apart from that, we have more than 100 integrations apart from from what you see. So, Chan, why don't you take us through it? You can automatically send it to your ATS and also manually push it. And Chan, go for it.

[00:16:06] Speaker 4: Absolutely. First of all, thank you so much, folks, for joining this call. Let me just quickly share my screen. So first of all, I want to start off with saying that from what Karishma said, right. So there are a lot of information that is scattered across your candidate calls. And the information is available right after your call is over in the form of meeting summaries. You also have AI skills, which I will talk about real soon. But what good is that data if it's not going into tools that you actually use? So Fireflies has 100 plus integrations and we also have a wide variety of ATS integration. So up to last month, we had around three ATS integrations, which was Bamboo Headshot, Greenhouse and Lever. We've expanded it into three more, which is including Ashby, Lever and BZHR workable as well. So right after your call ends, your summary gets sent to the right candidate records so that you don't need to manually update any sort of information about your candidates that you're having calls to. So Fireflies integrations works in a way where we just need to integrate once. And after that, Fireflies automatically keeps sending that data to your integrations based on certain specific patterns and rules. So it's totally automated so that you just continue going on to have calls with your candidates. Your data gets automatically sent to the tools that you actually use. So on top of ATS, of course, Fireflies also supports a lot of other categories such as notes, collaboration, audio recording, whatsoever, name it. So we are one of the most integrated note taker out there. But yes, let me just quickly show you how it looks like for a sample candidate in one of the ATSs, which is Ashby. So I have a sample candidate here. So every ATS has this note section that is associated with the candidate profile. So as and when you have repeated calls with your candidate, you will see the notes attached chronologically as and when you have meetings in the note section for your candidate. So what we also are working on is the ability to update candidate scorecards. But some form of it is already available in the form of AI skills. So when AI skills are generated, automatically you can get those sent to your ATS too. So right now, Fireflies offers integrations with both meeting summaries that get sent to ATS and also the AI skills that get generated. So that all that you need to do is just go on, have the call, and the insights are automatically generated. And the best part is it gets sent to your ATS as well. So yes, so we support six ATSs at the moment. So that includes Ashby, Babo HR, Breezy, Greenhouse, Lever, and Workable. So if at all you don't find the ATS that you commonly use in your organization as part of the Fireflies portfolio, feel free to drop a message and we'll have it started in right away. Yeah, so that's as far as integrations.

[00:19:01] Speaker 2: Hey Chan, can I ask you a quick question?

[00:19:04] Speaker 4: Absolutely, go ahead.

[00:19:05] Speaker 2: Yeah, I think this is really interesting. But I'm wondering, what if I have a very specific format I want to send to the ATS, but I can't find it in the templates? How would I go about doing that?

[00:19:17] Speaker 4: Okay, so what you can do is you can create your own template format as part of your summaries. So you can either do two things. So Fireflies has this way of automating your meeting notes that get sent to integrations. But at the same time, you can do two things. You can customize whatever template that Sai was just showing you about the meeting summaries and have them sent across manually to ATS as well. So we support both automated sending and also manual send to ATS as per your wish. So you can control what gets sent over and also decide how it gets sent.

[00:19:52] Speaker 2: Great, thank you so much.

[00:19:54] Speaker 1: Thanks, Chan, for that. And I think just to add on to that, Melissa, this is also something that you can do with AI skills. Like you can literally build exactly what you need. So, for example, if you have an interview or a performance review and you want the output to be in specific format, I think that's what you were asking, right? Like a super specific format that you would want to see the output in. That is totally possible with AI skills. And we'll talk about it just in a minute. So AI skills for HR, we have AI skills across the board. But for HR specifically, you'll find AI skills like candidates, scorecard, interview, screening, culture fit, performance review, and like more than 15 AI skills that you can find. And AI skills are nothing but the workflows after your meetings. So imagine this to be like a Zapier, in-house Zapier, which basically builds all these workflows and outputs after your meeting. So something like, so, yeah, this is how it will look on product. And we have Chai who's going to, Chan, Sai, who's going to take us through it. Sorry for that, Sai. But Sai, go for it.

[00:21:12] Speaker 3: Yes, I am happy to bring the Chai. But you've been hearing AI skills, I guess, repeatedly through the call. And AI skills are essentially prompts that you can configure to run on one meeting or across multiple meetings that you've had to extract insights, generate content, and produce any post-meeting artifact. And what this looks like in product is essentially when you go into AI skills, which is the stab that you can access from here, you get a slew of around 200 odd skills, which are essentially like templates with a specific prompt that you can customize. You can decide on what triggers it should run. Should it be for one meeting or should it run daily, weekly, monthly? And you can define custom output types. And you can set these skills to integrate with all of these integrations that you were earlier seeing that Chan was mentioning about. And you can send them these outputs. For example, Ashby, you can send it to these outputs. Specific to recruiting, and this, I guess, leads off of the question that Melissa also asked, which is how can I set up a custom format that I have, right? You can do that with custom templates, which is being rolled out as we speak, or you can do that with AI skills. So I'm essentially going to choose the recruiting category here. And you can see, like, there is a whole bunch of predefined templates which exist for the recruiting category. So if I were to search scorecard, I can go in, I can see, like, there's a candidate scorecard skill, which essentially, like, produces an output with a certain set of criteria. Now, this entire prompt can be customized to what your individual workflow looks like. And you can customize it to run per meeting or on a daily, weekly, or a monthly schedule. And how this looks like in terms of, like, a particular meeting, let me use the same meeting that I showed earlier. So when you're looking at your transcript, you can essentially notice that there is a new AI skills tab. The AI skills tab showcases all of the skills that have been done or run for this particular meeting. So I'm just going to, yeah, I'm just going to close the transcript section. So this is what the out-of-the-box skill looks like for a candidate scorecard, which essentially says, like, gives you a summary of this particular person. And based on the criteria that you've defined, it provides evidence-based outputs to showcase how does this candidate map to this rubric or, like, the performance, like, framework that you have internally. Again, this is, we understand scorecards are not one size fits all, which is why it is fully customizable. Like, an interesting example is something that we have done internally, which is the internal hiring team has essentially, like, gone ahead and, like, created their own skill, which is a PM scorecard because this is a PM candidate that, a product manager candidate that's being interviewed with, like, specific evidence. And as Stan mentioned, this essentially can be sent into all of the six ATSs that was earlier shown. So you can essentially, like, in addition to the summary, send these scorecards, these inputs, for example, or any of these skills, right, into any of these downstream integrations and essentially make sure that this information is not siloed and is not fragmented and you're not relying on manual entry from recruiters, like, in your team who are having to do a bunch of calls in a day, right? So skills essentially comes into play wherein it allows you to automate a lot of your workflows. And scorecard is just the one example that I used to showcase how this works. But it's end-to-end customizable to how you want it to be. But, yeah, this is it about skills and how it can play into your workflow.

[00:25:42] Speaker 1: Awesome. Thanks. Thanks, Sai. So it's pretty much like if you want to create your own skill, you can enter the prompt and, you know, ask for exactly what you want and exactly the format that you want it. So that's super, super customizable. I hope that answers your question, Melissa. Yeah, it does. Thank you so much. And just zooming out, I think, what do you think would be the most valuable automation that an HR person or a recruiter could make use of or what kind of skill do you think would be really handy?

[00:26:24] Speaker 2: Yeah, I mean, thinking about this, I think the first workflow I'd automate is everything that happens right after the interview, because from my experience, that's where the things break down the most. So currently at most companies, the interview ends, nothing is standardized. One person might write detailed notes. Someone else might forget the notes or forget what the conversation was about. And then scorecards oftentimes are getting filled out hours later. And so a lot of that feedback is slipping through the cracks and it's missed. So it's not an actual completion of someone's synopsis or overall feedback of the individual that they met with. So what I would want to standardize is having, after the interview ends, the system automatically generating a structured summary, not necessarily just a transcript script, but like an actual summary. What competencies were discussed? Where did the candidates show strengths? Where were the gaps? And then ideally, that should autofill a draft scorecard aligned to the hiring criteria that we are hiring against. So instead of starting from scratch, the interviewer is reacting to something versus actually creating something. And then from there, of course, pushing out a clean standardized summary into the ATS. So every person, every stakeholder is looking at the same information, and this will allow them to make more informed decisions. And then I would also say is the aggregation of the feedback across the interviewers in real time. So instead of waiting days, or God, I hope this isn't the case, but sometimes it is, weeks to get everyone's thoughts, you can actually see patterns forming immediately. You know, are multiple people flagging the same concern? Is there one interviewer who is maybe an outlier? Is everybody aligned? And if they're not, what are the areas that they're not aligned on? Because this is what is going to speed up those hiring decisions. And when hiring decisions are sped up, that equates to a better candidate experience. And I would imagine that every recruiter on this call would agree that, you know, providing a good candidate experience should be really, really important. But again, just having that consistency of workflows, but having those structured summary notes is, to me, the biggest game changer of all.

[00:28:44] Speaker 1: Yeah, 100%. You mentioned summary notes exactly in the, you know, the things that you want to highlight. You can also send this not just to your ADS, but also if your team uses Slack, then you can automatically send it to Slack as well, where your hiring group is or whatever, wherever the decisions are made. Or you can even send it to MS Teams, even WhatsApp. We have integration with WhatsApp. I think we're the only meeting note taker that has integration with WhatsApp. So you can literally just send it to all the tools that are connected. And something that you mentioned towards the end was it would also be super valuable for you to see the pattern or, you know, to actually evaluate the candidates across roles, right? Right. So this is something that we can also do with the iSkills. Sai, do you want to quickly touch upon how that can be done? I think you showed it, but specifically for this use case, if you can.

[00:29:43] Speaker 3: Yes, perfect. I guess this also can lead into how it can be done via Ask Fred or maybe the MCP. So I'll just cover that as an entire, like I'll just tackle that use case entirely. So essentially, as I was showing earlier, skills work in two ways. They can essentially be run on one meeting or it can be run on multiple meetings. And what that means is if you want to aggregate insights across multiple calls that you've had. So this is like, so let's say I can go into a skill. I can essentially enter an input, which is and I'm going to update the prompt to do this across all of the calls that I have had. Look for red flags, areas of strength and any other information that you're looking for. You can set it to run on a daily or weekly basis. So let's say I'm going to set this up to run daily. What this essentially does is it looks through the cohort of calls which happen on a daily. So let's say you have 10 interviews which happen on a daily. You can essentially customize this prompt. This prompt runs across all 10 calls which happen daily. And you can also customize what meetings it ran for. Do you want it to run only on your meetings, on meetings which have specific. Maybe let's say you want to only run it on. You want to run it on all workspace meetings and you want to run it only on meetings where the meeting title contains. Let's say product manager because you're looking for a specific product manager like sort of traits or like signals which are emerging. And this essentially allows the prompt to run across all of these meetings for the schedule that you set up. So if you've set it up daily, it will run across all of the meetings which happen on the day. If you set it up to run weekly, same thing. It will run across the week. You can essentially see. So this is on a per meeting level. But the same thing you can see being run. Let me show you a skill which is not specific to recruiting. But this is something that we run internally for all of our sales calls. But the same logic applies, right? I can go in. I can see across every sales rep what are the use cases that are being discussed on their sales call? What are the blockers being raised? And I can do this for each of the representatives that you have. So similar thing can be applied where you can see these insights across all of your recruiting calls. And you can essentially do this. So the skills is the automated approach to doing this. The manual approach to doing this is essentially using Ask Fred. So if you go to the search box here and you can click on Try Ask Fred. This is a query that I just ran right now, which is we have the AI recruiter, the voice agent. So I've essentially asked it to list the last 10 meetings that the recruiter ran, that the AI recruiter ran. And it's given me the list of candidates. I've then followed up with, oh, can you also tell me what roles these people were hiring for? And in the same way, you can essentially ask further questions to get more insights and more patterns across all of these interviews that you are conducting. And Ask Fred can be done for one single meeting. So, for example, if I was to showcase the earlier call, next to the skills section, you have Ask Fred. So let's say you're trying to remember, oh, what technical expertise or platforms did this candidate mention? So you can essentially run it on one call, which tells you, oh, this person has been using plot code or they've used Codex or they've used ReMotion. So this is running it on one call. You can do the same thing across multiple calls. And I'm going to round this up with what I think is also a very powerful feature to get the most out of Fireflys, which is the Fireflys MCP. I'm going to showcase it in context of plot, but we've got the same connector working for Chatterjee as well. You can go in, you can connect Fireflies. So you can do this from when you open on your chat, you can go to connectors and you'll notice Fireflies. And once you connect Fireflies, you can essentially, within plot, you can fetch all of your Fireflies meetings and you can ask it further questions, right? List AI platforms mentioned by each of these candidates and their expertise. I am going against my better instincts and running a demo live on call. But let's see. Let's see this. This ideally is the workflow that most of us actually have internally. And it's fetching from all of your meeting details. And in the same way that I did this for Ask Fred, you can do this within Claude or Chatterjee via the MCP. I think this is a roundup of the question that Melissa led in terms of how do you get all of these insights across meetings, right?

[00:36:01] Speaker 1: Yeah.

[00:36:02] Speaker 3: Well, this is running in the background, I guess. Melissa, anything else that I can cover or any other facets about this that I can cover?

[00:36:09] Speaker 2: Yeah. Thank you so much for asking. And I think this is incredibly powerful. One question I have is if I want to quickly understand something specific, for example, what reasons are people giving in an interview this quarter? What themes are coming up in onboarding calls or which candidate flag compensation is a concern? Is this something that I need to build a skill for for every question or can I simply just ask Ask Fred?

[00:36:35] Speaker 3: You can just ask Fred. Once you notice that it can be if you notice that the question is a repeated question, right? Or like if it's a report that needs to be generated, then a skill makes sense. But if you as a recruiting leader are just doing it as a one off, right, you can essentially go in and just ask Fred. And it will filter across all of these conversations and it will give you the insights across the specific meetings that you're after.

[00:37:04] Speaker 2: Perfect. Thank you so much.

[00:37:07] Speaker 3: And yeah, so this is just to make sure that this is how it works. So it's basically gone ahead and listed down candidates, what platforms that they mentioned, what was their expertise level, etc. So similar thing that Melissa just mentioned, you can do it via Ask Fred or within the cloud MCP. So super powerful feature, like incredibly underrated from my point of view, and I'm happy to field any further questions about this. Who are on mute?

[00:37:47] Speaker 1: OK, so I was saying that this is something that I personally use all the time because we're hiring for a bunch of people here at Fireflies as well. And something that really comes in handy is Ask Fred to just recall all the meetings, all the interviews that we've done, the patterns, etc. And even, you know, to create the notes that I sent to the larger team. So I hope this was helpful. We've spoken about Fireflies MCP as well. It's not just cloud, but also chat GPT. And we've gone through the demo too. OK, moving on to the next product, I would say this is a showstopper. Over the last several months, we've really worked hard. In fact, you have the guy right here on the call. He's worked really hard along with other team members to get this live. We've stress tested this for more than a year, I think, and we have now it's available available for everyone to try. This is basically to to scale all your screening call interviews, your one on one performance review. So we use this a lot internally as well. All our first level of interviews are done by our own voice agent that we have set up. I'm not going to give a lot of spoilers here. We're going to see like a live demo on the call itself. And we have, of course, a bunch of use cases. You can create your own voice agents for any specific use case. If you don't see a template right there. So, Chan, over to you to take us through this.

[00:39:19] Speaker 4: Absolutely. Thanks, Karishma. You said no spoilers, but you gave almost most of it. Give me one sec. Sharing my screen. OK, there we go. So just a quick background on voice agents before I get started into the actual demo. Right. So Fireflies over the time has been your favorite note taker. It's been a passive participant in your call taking notes for you. And a couple of months back, we also released Copilot where Fireflies can answer questions for you mid call. But the natural course of Fireflies to take is. Fireflies can now take calls for you. So that is the entire ideology of voice agents. So when we started to build voice agents, we primarily wanted to focus on the recruiting use case. So right now, voice agents is available for multiple, you know, verticals. And also we have a custom agent that can be applied for basically any use case for that matter. But when we started off voice agents, it was built across the recruiting use case. So we wanted to start off with recruiting. We spoke to a lot of recruiters. We spoke to a lot of HR folks. We wanted to understand how they conduct their interviews. How can we take that time off from them and let our voice agents give back the time to them as well. Right. And the product that you're currently seeing is a lot of research that's gone through a lot of customer interviews. And finally. So this is a product that we've been building and fine tuning for over a year. So we want to get it perfect. So when we started voice agents, the tech was not that mature. We were constantly iterating on which model is going to sound the most naturally human. What was the latency quotient here? But right now, I'm confidently say that voice agent is what we have right now. It's the best possible experience that you can give to a candidate. So that being said, Firefly's voice agents, all of you might be able to see it. Voice agents are powered by AI credits. But that being said, let me just get into the demo. So voice agents are available for multiple templates, like I said. So we range from recruiting to sales to marketing to, you know, scrum. And we also have a custom agent that you can just basically create a clone of yourself or whatever that you want to create a voice agent for. But for screening interview, we have some special features that are not available for other templates. Let me just show you what those are. So you see this banner here. It basically is a one click setup. So the rest of the other voice agent players in the market, if you can just go take a look. The voice agent setup process is super complex. It's not user friendly for non-technical folks. But what we wanted to do is completely commoditize voice agents for the common folks. So especially what I mean is that non-technical people. So especially for recruiting, we made the entire flow one click. So when you as a recruiter get into the voice agent setup flow, you will see this banner. And over here you will see all the open roles in your company. So Fireflies automatically scrapes the web for your website and your job portals to get all the open roles from your company and list them down here. So all you need to do is pretty much select the role that you're hiring for and just click autofill. So what Fireflies now does is it automatically fills down all the information that needs to create that specific agent. So you can see that Fireflies is automatically entering the questions. So voice agents are based out of three core aspects. The questions, knowledge base and instructions. So the questions. What questions is the agent supposed to ask a candidate? The knowledge base. So what is the agent going to refer to when a candidate asks something to the agent? So that is basically information about your company and the role. So instructions. So we already have the agent hard coded with the best possible instructions that it can have. But you might have something very specific to your company that you can add as well. So the knowledge base is not just text. You can link your knowledge base from the Firefly centralized knowledge base that accommodates both websites and documents as well. So once you do that, you are pretty much sorted. Like I said, for recruiting, we have this one click flow. And let's say you're not able to see the role that's currently opened in your website. You can always type that specific role. We already have like 200 plus inbuilt roles. You can also type a specific role and have it autofilled. So it's super seamless. It's just one click. And on the right hand pane, you have the customization options. So you can select from 70 different languages, the session duration of that specific call that is going to conduct. The tone of the voice agent is going to be professional, casual or chatty. The conversational speed. And you can just preview the voice. You can also choose from multiple voice options as well. So you can preview that voice and basically just create the voice agent and you're pretty much sorted. I'm just going to quickly walk through some of the additional settings. You can decide the visibility who in your Fireflies team can see this voice agent, decide the meeting privacy of that voice agent. What is going to be the meeting privacy when that voice agent takes the call and it's over. And then who gets the recap email? Is it going to be the candidate who takes the call? It's also going to be the or just the owner is something you can decide. And here's an interesting aspect, right? You can decide. So there are some users who all who want to get on a call with the voice agent right away. So for them, all they need to do is just enter their name and they can get on a call with the agent. Or if you want to capture who's actually taking the call, you can also enable email where we authenticate them with a one time password and capture their email before they take the call. But for the demo purposes, I'm just going to go ahead with name. So I already have the questions, knowledge and instructions, and I can upload a custom logo. I can change my company name and give a custom name to my voice agent. So I'm just going to give a custom name agent. I'm just going to create this agent here. So there we go. So it just took me less than 10 seconds if I have the information ready to create a voice agent. So there are multiple options that you can choose from from here. So basically, we have a link. So this link is what candidates will use to talk to the agent. You just copy the link and have it sent across your candidates. You also have multiple sharing options that include downloading an embed code that you can add to your website, downloading a QR code where candidates can simply scan that and talk to the agent. You can also add to your calendar such as Google or Outlook where it basically adds itself to an event and simply candidates can take the call right from there. And you can also share your voice agent link across multiple social platforms like Team X, WhatsApp and LinkedIn. So for the sake of this demo, I'm just going to go ahead and show you how this experience looks like. So I'm just I've copied the link and here we go. So we have a brand new interface. So this interface is built from scratch by the Firefly team. So it's going to give candidates a lightweight experience. And it's also something that we're very familiar with. So it doesn't need a learning curve for them to get on a call with the agent. So I just need to enter the name and right after I click continue. The voice agent is now initialized. The candidate just needs to select the mic and one sec.

[00:46:46] Speaker 1: There we go.

[00:47:03] Speaker 4: I'm doing good.

[00:47:06] Speaker 1: Shan, we can't hear this properly. You may have to remove your headphones because it's.

[00:47:19] Speaker 4: Give me one sec. Let me just quickly reshare my screen. So are you guys able to hear the voice agent or.

[00:47:30] Speaker 1: It's very hard to explain, but we could hear like Tom and Jerry talking.

[00:47:35] Speaker 3: This is what Looney Tunes would look like. Looney Tunes mode, I guess.

[00:47:41] Speaker 4: OK, just give me one second. Let me just quickly remove my headphones and share across my audio in a better way.

[00:48:09] Speaker 1: While Shan is figuring that out. Melissa, you've tried this. In fact, you got early access from us. Do you want to like quickly share your thoughts and your experience being an HR professional?

[00:48:23] Speaker 2: Yeah, you bet. I think what impressed me the most was that it wasn't just that it could run a screening call. It was how structured the output of the call was. The data was clean. It was very, very easy to decipher. The context was not generic and it felt immediately usable. If you're running high volume inbound hiring, which is exactly what I have many, many years of experience doing. This is a game changer. And I only wish this was available in the past. It would have made my team and my life a lot easier. But if you are running high volume inbound hiring, reference checks or recurring people touch points. What I love the most about it is the time it protects. Right. It protects the team's time for the conversations that actually need a human. So to me, I mean, this voice agents is it's next level, next level stuff.

[00:49:20] Speaker 1: Awesome. Let's let's see it in action.

[00:49:24] Speaker 4: OK, guys, I'm back. Let me just quickly share my screen again and.

[00:49:33] Speaker 1: We can already see the screen.

[00:49:36] Speaker 5: Yeah. Yeah.

[00:49:37] Speaker 4: Let me just undo.

[00:49:39] Speaker 5: It looks like there might be a technical issue with your microphone.

[00:49:42] Speaker 4: I'm back. If you're hey, I'm back. Sorry about that. There's a small glitch.

[00:49:49] Speaker 5: No problem at all. Glad you're back. So let's dive in. Describe a time you had to define a product strategy for a platform or API. What was your process? What trade offs did you consider and how did you measure success?

[00:50:06] Speaker 4: OK, so one of the platforms that I wanted to work on an API access was Fireflies. And to ensure that Fireflies has the best developer program, we wanted to implement both API key and OAuth based access. So we wanted to discuss from a first hand perspective on how devs operate and build integration. So we conducted a lot of customer interviews on top of that. And after that, we understood that going ahead with both the legacy method of API and also with OAuth is going to be the right way forward. Eventually we will sunset API. But right now we have a comprehensive developer program. And that was achieved after talking to a lot of developers first hand. So that answers your question.

[00:50:50] Speaker 5: Thanks for sharing that. Could you walk me through a bit more about the specific trade offs you weighed when deciding to support both methods initially versus going straight to OAuth? And what metrics you used to measure whether the strategy was successful?

[00:51:06] Speaker 4: Got it. So with respect to API key, though it's faster to implement, it's not very secure compared to OAuth. But at the same time, there are a lot of systems that can quickly build an integration with us and have that shipped across. So it's all about balancing both. So from a developer POV to support both OAuth and API key was not a problem for us. But what we went ahead with prioritization was to ship API key first and then we went ahead with OAuth. But at the end of the day, we have developers that are using both platforms seamlessly at the moment.

[00:51:43] Speaker 5: Got it. Thanks for that context. And just to clarify, what specific metrics did you track to measure the success of this platform strategy once it was launched?

[00:51:53] Speaker 4: Got it. So sorry about that, but this is just a demo call, but it was a pleasure talking to you. Thank you so much.

[00:52:06] Speaker 5: No problem at all, Chan. It was really nice speaking with you. Thanks for your time today and take care.

[00:52:13] Speaker 4: See you. Bye. So that was the voice agent's experience. So right after a call is done, you get your meeting summary sent across to Firefly, just like a normal meeting. Let me just quickly show you how that looks as well. Yeah, so here you go. Right after the call is over, you get a complete summary, like how Shai was talking about right at the start. So the summary is automatically classified into the generic hiring template. We have a transcript. You can also use Ask Fred to ask questions about that specific meeting. And we also have AI skills where you can apply on top of that. And the cherry on top is that voice agents work exactly like how your Firefly calls work. The ones that you take with your candidates, which essentially means that it also supports pushing data to your ATS. So when I was talking about integration at the start, I mentioned that all that you need to do is connect your ATS once and just sit back and look at how Firefly gets your summary across to your ATS. So now we are going one step further, where all you need to do is create an agent, send it across to your candidates, watch Firefly take the call for you, get the summary ready. And also AI skills extract insights from that specific call. And when you have your integrations turned on, those summaries and insights automatically get sent to your ATS as well. So after, imagine you are using Workable or Breezy, you just need to create a voice agent, have it sent across. And right after, you can see your notes and your AI skills output, such as a candidate's scorecard right available in your ATS right away. So that is what voice agents can do for you. So recruiters are currently actively using, we have tons of customers loving what voice agents are currently providing to them as a value. And they're saving a lot of time as well. So if you're not using voice agents, go try it out right away. So to answer what is the cost to use voice agents, it's basically AI credits. So unlike other features across Fireflies where the AI credits consumption is variable, so voice agent is fixed where it's just one AI credit per minute. So you can buy any of the AI credit plans to use voice agents, and it's one AI credit per minute that the actual call that the voice agent conducts. So that is as far as voice agents is concerned.

[00:54:43] Speaker 1: Yeah, we have another question related to voice agents I thought be worth answering right now. Chan, you want to take it?

[00:54:53] Speaker 4: Oh, yes. Let me just quickly show you something. So we are recently introducing voice cloning. So it's something a little secret that I want to let you all in. So we will ship that next week. You will be able to create a complete clone of yourself from a voice perspective. All you need to do is just read out a paragraph to the voice agent, and it will be able to register your voice. And you can send that as your personalized voice agent to your candidates, which essentially means that you're sending another version of yourself to take the call. It's coming real soon.

[00:55:32] Speaker 1: Awesome. So thanks. Yeah, I'm just going to pull it again. And lastly, I think there was another question around this amongst the questions, but like I already said, that we do offer enterprise-grade security across RTOs even for our free users. And this is Fireflys is a preferred platform for CIOs across the Fortune 500. So like I already mentioned, we're SOC2, Type 2, GDPR, FERPA, HIPAA compliant. We give an option for private storage to our enterprise clients. We have end-to-end encryption, admin controls, et cetera. And to specifically answer one of the questions that we have is, does let me actually pull out the question real quick. So you don't have to do anything special to ensure that. We have a zero-day retention policy with all our vendors, including Claude. So that is the last thing that you have to worry about, you know, about your data being leaked or data retraining on your personal data or any of our vendors training on your data. So this is something that you should be confident about. And feel free to drop your questions. We do have some questions that we can take right now. OK, this is an interesting one, because Chan and I spoke about this just a couple of days ago. Chan, you want to take this?

[00:57:14] Speaker 4: OK, so as for recruiting, the value is very low. So just to reiterate the question, it's about any data showing the person of candidates hanging up on voice agents. So when the tech was early, we did receive some pushback on voice agents where they wanted to talk to a real candidate. But as it grew on, where it started to become more natural, people, especially candidates, was even more comfortable talking to a voice agent than an actual recruiter, because there's no aspect of, you know, an actual person grilling them. But it feels like in AI, there's also a surprise angle to it. And it's something that's exciting for them as well. So on top of that, to answer your question, we've had, I wouldn't say it's 100 percent success, but there were a small percentage of candidates who, you know, preferred talking to a real candidate, a real recruiter. But that is in the single digits as well. But most of the candidates we've received, you know, five star ratings from them in terms of the experience. And we still continue to do so. And to answer your question, more than 90 to 95 percent of candidates enjoy talking to a voice agent and they do not hang up.

[00:58:28] Speaker 1: Got it. Thanks. Thanks, Chan. And taking a step back before we jump on to more questions, I actually had a question for Melissa. Now that you have seen, you know, the full picture of Fireflies, you've also experienced the product firsthand. What is what are your thoughts? What is that one thing that you want to tell everyone who's joining being a recruiter and an HR professional yourself?

[00:58:52] Speaker 2: Yeah, I think that, you know, recruiting is getting a lot more complex. There's a lot of tools out there. I've been in recruiting, like I said earlier, for about 20 years. And if I had a tool like this throughout the last 19 years, my life would have been so much easier. I'm really impressed with the functionality. And I think it just makes it anything that saves time to me is a win. But when you are using a tool that you can trust that I think does provide a good candidate experience as well. I think that's even better. So to me, Fireflies is really the best tool out there. I'm very familiar with, you know, HR tech, talent acquisition tech. But Fireflies is a cut above the rest. And I truly mean that. But again, I think for anyone who's a recruiter, you know, the job market right now is flooded with so many job seekers. And so it's making all of our jobs that much busier. So when you have a tool that can really, really help streamline your processes and free up more time for things that are, you know, even more important, such as, you know, intake discussions with hiring managers or building relationships with candidates. To me, this is why I love this tool so much.

[01:00:11] Speaker 1: Yeah, 100 percent. And I think just to answer some of the questions or concerns on the chat as well, we're in no way trying to replace a real recruiter or a real HR person. We're just trying to make the job easier for you to make you scale. If you're able to screen 10 people in a week, we just want to ensure that you're able to screen 100 people in a week. And this is something that we truly stand by and really appreciate the work that all of you are doing. So moving on to the other questions, this is probably for you, Chan, about the integrations. My company has integrations disabled by the admin. Who do I need from my IT department to be able to integrate it?

[01:01:00] Speaker 4: Got it. So unfortunately, in this case, we will not be able to do anything from our end. So even at Fireflies, the admin has the final say. So I believe that you will need to convince your admin to unlock those integrations for you. But to add on top of that, we are also bringing in more granular control for admins over integrations. But right now, you can simply just ask your admin to unlock that for you. But we really can't do anything in that aspect from our end.

[01:01:33] Speaker 1: OK, thank you. We do have multiple tiers. We don't have an unlimited credit tier, but I think the highest tier would be good enough, at least for the month that you're trying to use. Let me just share the relevant guide as well on the chat, if that's not already shared. Any more questions? Let me just. Do we have any more questions? OK. Another one, it's a follow up. Can my admin unlock it for me, but keep it locked for the rest of the organization?

[01:02:09] Speaker 4: Yeah, so this is exactly what we will be shipping in a couple of weeks. It's called the integration admin control center where admins can decide which part of their Fireflies workspace all the users can even see, not just connect, but even see integrations, connect integrations. And if they've connected, the admin can remotely disconnect integrations from his console and also apply team integration configs right away. So these are some of the features that are coming. But right now, it's not something that the admin can do because it's either the admin disables integration for the entire workspace or the admin enables it for the entire workspace. But we will be shipping a feature where granular control is coming real soon. And that comes in a couple of weeks.

[01:02:51] Speaker 1: OK, awesome. And with this, we have all our questions answered and we're three three minutes up. But I hope it was worth it. Thank you, everyone, for joining. Thank you, Chan, Sai and Melissa. Thank you so much for sharing all the insights. And really, I'm sure that resonated with everyone on this call as well. Thank you, everyone. Thanks, everyone.

[01:03:12] Speaker 3: Thanks, guys. Bye.