Category Archives: T3

T3 – @NamelyHR – HR software for Humans

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This week on T3 I review the SMB HRIS technology Namely. Namely is a core HRIS system for growing and midsize organizations. Along with the core HR function Namely also does Payroll, Benefits, and Performance Management. You get a lot for a system originally designed to serve the SMB market, plus with their open API model, Namely easily integrates with other Saas software you use, like your ATS, background check technology, etc.

Namely was designed to be an HRIS system that your employees will use, not just HR. You’ll notice it has a social media-esque feel to it that will put your employees at ease when logging in and using the platform. One big differentiator for Namely is their integration with benefits brokers, and their ability to act as your broker as well. About 35% of Namely clients use them for their benefits, so online Open Enrollment is a given within the platform.

5 Things I really like about Namely:

1. Performance Management is a great addition to the core HRIS. Namely was built to be your core HRIS, but their performance management is really good. Create goals, cascade those down across departments and managers, track, review, etc. Plus, the system will auto-communicated out to managers and employees when goals are reached, progress, etc.

2. Organization Chart Management. This wasn’t something I was expecting from Namely and it’s not super robust, but to have this functionality in a core HRIS system for smaller organizations is really nice, and so many want this, especially those in fast-growing organizations.

3. Benefit Integration. It’s one thing to have a system that will work with your benefit’s broker, it’s another to have one that will actually do all the benefits as well! Namely works exceptionally well at managing your benefits because it’s set up to do this on its own if you choose. If you want to maintain your current broker, the system will work with them. One of the better interfaces for a core HRIS around this function.

4. Time card functionality and electronic signature. Again, for growing organizations these are must haves and Namely delivers.

5. Robust Reporting. Namely allows you to pull anything out of their system in customizable reporting but also builds most of you what you need including ACA reporting, payroll reporting, benefit plan summaries, etc. Easy to navigate and build what you need.

Namely is designed for small to medium sized organizations that don’t have huge HR teams. The platform is easy to use and is built for your employees to be able to navigate around and get what they need without a ton of help from HR.

I hesitate to call this an entry level HRIS system because it’s not.  Namely will fall into that category as an organizations ‘first’ HRIS, but they’ve definitely taken it up a notch and provide way more than most HRIS systems within this segment of the market.  The benefits integration alone is far superior to most on the market, and providing performance management in a core product really sets it apart within the industry.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great HR, recruiting, and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – Pilot (@Pilot_Inc)

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This week on T3 I review the new startup coaching technology PILOT. PILOT is the brainchild of Ben Brooks. I’ve known Ben for years, he’s a super smart HR Pro/Leader based in New York who has an exceptional corporate HR background. From Ben’s corporate experience he realized there was a gap in the market when it came to professional, personal development for most people, and PILOT was born.

PILOT is an innovative career improvement company revolutionizing the way individuals command their careers. With leading advice and resources that were previously only available through expensive one-on-one career coaches or control-focused HR departments, PILOT combines an easy-to-use technology platform with focused, real-world advice that empowers individuals to take control of their professional success.

Basically, PILOT is a more efficient, cheaper way to have a professional business coach in your life. One that helps you drive your career forward and holds you accountable to results. For organizations, it becomes retention insurance! If your best people are being developed, they will leave, that’s been proven.

5 Things I really like about PILOT:

1. PILOT is designed like development should be designed, to ensure the person takes ownership of their development. Too often corporate development puts the ownership back on the LOD department or the hiring manager, not the individual. That is where PILOT starts.

2. PILOT’s Job Renovator measures an individual’s job satisfaction, then shows them how to become more satisfied with their job, by staying, not leaving! This is why PILOT should be considered Retention Insurance. Most business coaching type programs almost exclusively get people to find satisfaction by leaving. Ben understands this from working on the corporate side, and saw the power in getting people to stay and find a better way.

3. Each individual gets a pdf blueprint of their action plan on the steps they’ll be taking along the way of their career development.

4. PILOT is designed around your schedule. They’ve discovered about 80% of the participants will actually schedule their sessions on the weekend, for professional career development. The people who are serious about moving the needle in their career find time to make this a priority.

5. PILOT is a great combination of technology and real-life coaching with accountability, check-ins, and reassessment built into the program.

In terms of cost PILOT is a fraction of having a live business coach, plus from a corporate perspective, the system is actually working with you to re-engage your leaders and employees to find more out of current position, stay with the organization, and build their career with you. For those who have had a professional coach (like I have), so often those engagements end by you leaving the organization to meet your professional goals. PILOT is the first developmental tool I’ve seen that truly works for both the individual and the corporations best interest.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – day100 @dayonehundred

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This week on T3 I review the reference checking technology start-up day100. day100 is an automated reference checking, candidate selection technology that uses a candidate-driven process to get fast and accurate results of who the candidate truly is with virtually no effort from your talent acquisition team. The name came from your desire to be able to tell how a candidate would be on day 100 in your environment before you actually hire them.

Here’s what I know from 20 plus years of working in talent acquisition. Reference checking, as we know it, is dead, or should be dead because it’s worthless! The majority of organizations still check references by asking the candidate for references, then either calling or sending these references, who are most likely the candidate’s Mom’s best friend, their Dad’s golf buddy and their second-grade teacher, to answer questions that are all subjective.

“Is Timmy a go-getter?” “Would you hire Timmy to work for you again?” “Does Timmy have high energy?” Or other questions, all of which will come back sounding like Timmy is the second coming of Christ.  I always ask TA leaders who tell me they still check references, when was the last time you didn’t hire someone based on their references? Give me one example in the past year. No one ever can! Ever!

Current reference checking is a complete waste of time and resources and shouldn’t be done if you do them like I laid out above. This is why technology, like Day100, is changing the entire game of candidate reference checking.  Automated reference checking, which is asking predictive behavioral based questions, in which the referee can’t give a positive answer over another, are the way to go. Here’s an example of what it might look like:

On a scale of the candidate prefers a “quiet, laid back atmosphere” to “loud, my hair is on fire atmosphere” which environment would this person work best in? 

Then you have four choices so the person is forced to select where they believe this person leans in the preference. This is just a simple example, day100’s algorithm is much more scientifically based than this, but you get the idea.

5 Things I like about day100: 

1. day100 helps you select the best candidate for the position by ranking them compared to what you said you’re looking for in the position and your corporate culture. You upload your job posting and candidates and day100 takes the process from there delivering you back a stacked ranked list of your candidates who would be the best fit for the position, with completed references.

2. Candidate driven process is one good way to also pre-close candidates on if they’re serious about the position and about your organization. If they don’t complete their end of the process, they don’t move on.

3. The process is designed to get references early in the process, not late, which saves time in closing when making offers. About 90% of referees have responded in 48 hours and the response rate of the references in beta is running around 75%.

4. The reference check portion for those completing takes about 10 minutes to complete on average and is a combination of multi-choice and opened ended information. The platform is very user-friendly and easy for those using to quickly click through to complete the reference.

5. day100 delivers you great visuals to be able to share and use with hiring managers to debrief on a list of candidates to make decisions on next steps.

I’m in love with automated reference checking technology. day100 goes a little bit beyond just reference checking and actually gives you some ranking recommendations as well, comparing all your candidates against each other to the actual job. Well worth a look, plus if you want to try it out they’ll give you their upgraded version free for a month to try it out.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – @Ratedly

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This week on T3 I review the anonymous employee review monitoring mobile app Ratedly. Ratedly is the brainchild of the godfather of recruiting thought leadership, Joel Cheesman.  When I entered this game eight years ago there were like four people in the world that talked about the Recruiting Industry and Joel was one of those folks, so he knows the industry very well.

Ratedly was built for HR leaders to be able to monitor employee review sites. When we hear that, most of us will only think of Glassdoor, but there are literally dozens of sites with employee reviews and new ones popping up weekly. Indeed now rivals Glassdoor with the number of reviews they have, and niche sites like InHerSight, AARP, and other local sites are collecting millions of employer reviews. Heck, it even monitors Twitter for notifications about your organization.

The problem will all of this is it becomes too time-consuming to monitor all of these sites and respond in a fashion that is representative of your employment brand. On top of being able to monitor, these sites run 24/7/365, and most of our HR and TA teams don’t! Yet, our executives want these reviews, especially the negative ones, responded to immediately!

Ratedly was built on a native mobile platform, meaning it’s built to be used on smartphones and tablets. It was done this way because of the expectation that whomever in your organization was responsible for this, more than likely, they would want 24/7 access to these reviews the moment they came in, with the ability to share with others in the organization, and be able to respond in real-time.

5 Things I like about Ratedly:

1. The UX is designed to be similar to a news feed you’ll find on many other apps, so the feel is very familiar and easy to use. Ratedly allows you to scroll through your employer reviews all in one spot, at the same time.

2. Bookmarking. On the Ratedly app you can easily bookmark reviews to go back to later and find them quickly. On each review, you will also have access to read the full review, see job title, location, star rating, etc.

3. Share feature. Ratedly easily allows you to share reviews from the app with hiring managers, executives, etc. Some organizations have the leader responsible respond, some have one department like TA respond, regardless of your process, Ratedly allows you to share with whoever you want, immediately.

4. Ratedly puts the monitoring of all of these review sites in one simple easy to use app. No longer does your employment branding team need to check into all of these sites on a daily basis. Or, like most organizations, you’re lucky to check in once or twice per month, and see some bad review that’s been sitting there for weeks!

5. It’s really inexpensive for the service that it offers! $149 per month, is peanuts for when it comes to protecting your employment brand. Most organizations have so much invested in their brand, and Ratedly becomes an inexpensive way to ensure that investment doesn’t blow up overnight!

Ratedly seems to be a technology that larger to enterprise level organizations would definitely have an interest in. If I was running employment branding for a multi-national I would definitely have it in my tool chest. The price point, though, really allows SMBs to come and play as well, especially those smaller startups who are in highly competitive environments and their brand is everything to getting talent. Well worth taking a look!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – Whil (@WeAreWhil)

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This week on T3 I review the hippy-dippy app called Whil! Okay, Whil really is a mobile app that delivers mindfulness for the modern age. It’s basically a platform of mindfulness for professionals, built by professionals in the mindfulness space.  Whil is specifically designed to corporate wellness, to reduce stress and related illnesses.

Let’s face it, most of us are under way too much stress. As HR pros our executives have thrown this on our backs as well, reduce the stress of all of our employees so they are better performers, more productive and, oh yeah, don’t make it cost too much! I’m very interested in mindfulness, heck, I’m interested in anything that will give me an edge, my problem has been finding the time. Whil seems like a great way to get me started and keep me going.

Do you feel me!?

Whil has a Netflix type UX that allows you to search their 1250+ sessions based on things like “what’s your issue”? Is it stress relief? Bam, here are hundreds of mindfulness exercises, yoga exercises, etc. that can help. You’re low on confidence today. Okay, here are options specifically for you.

5 Things I like about Whil:

1. They have personal dashboards for every employee so they can track their own progress, start from where they left off last, know how long they been doing something, etc. All employees are auto-enrolled by their work email, which allows HR to control access for those who are no longer an employee.

2. HR has their own dashboard which gives them great stats like who’s using Whil the most, which Whil programs are the top ones for their organization, and demographics of your employees who are utilizing the system. The crazy part about stress is we (HR) usually have no idea who is actually under stress, so Whil gives us some better insight to the overall stress health of the organization. The dashboard also allows HR to give out personal rewards to help with user adoption if you choose.

3. Whil has programs for mindfulness, yoga, emotional intelligence, compassionate leadership, etc. Many of the soft skills we need our new leaders to have as well, so it doubles as a great leadership development tool as well, or employee development for hiring managers to recommend to their own staff.

4. Wearable integration! For some organizations, this is big, as many of us have employees who have picked up on the wearable craze and this works right along side that technology as well.

5. All of the sessions are designed to be workplace friendly. 1-10 minute sessions which can be done at their workstation, or a quiet room, exercise room, out on the lawn, you name it!

Mindfulness technology might not be for every employer. The research behind the practices show great results, so it can’t be ignored by HR professionals and leaders. Whil is definitely worth a look if your organization has interest in adding this to your wellness program.

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

T3 – HR & TA Technology Startup Competition at The HR Tech Conference!

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I get to review some really great HR and TA Technology on a weekly basis. Many of those companies are just looking for a ‘shot’. A way to be heard, to let people know what they do and how it will help their organization. Well, this is it!

The HR Technology Conference is having a competition called, “Discovering the Next Great Technology Company”.

It will be a “The Voice” like a competition where each company that gets selected will be given a ‘coach’ to help them before the competition be prepared for their presentation, then at the competition, there will be voting and someone will be named the 2016 Next Great HR Technology Company!

Okay, I’m not a coach, but there are some other great folks who will be that understand the industry really well (Jason Averbook, Trish McFarlane, Madeline Laurano, George LaRocque, and Kyle Lagunas).

Here are the important details:

HR Tech startups can submit to be considered and get more information at:

http://www.hrtechnologyconference.com/ant.html

One that page you will find instructions, information, and the link to the application forms. There is no charge to apply, but the deadline is coming up fast, so interested HR technology providers should not hesitate in applying.

And one last note, because I know I am going to be asked – the “Awesome New Technology” session at the Conference for larger, established HR tech companies will once again be held at the event, and it uses the same application form at the same link as above. The HR Tech Conference has not, (this year anyway), given that session the reality TV makeover just yet.

What’s In It For You? 

1. You’ll get some great free advice from some of the top Analyst in our industry.

2. You’ll get to present, on stage, your product in front of one of the most attended sessions at HR Tech!

3. It’s great publicity for you to even be selected to present, to be one of those “next great HR Tech companies”, it’s even better if you win!

The Deadline is June 30th!  But, a little HR Tech Conference birdy told me that they’ll extend registration for this competition an additional week! So, get on it today and apply. It doesn’t cost anything and only takes a few minutes to apply.

T3 – @Textio – Words + Data = Magic

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This week on T3 I review the HR technology play named Textio. Textio is a platform that optimizes your job ads and candidate emails in seconds so you can hire better candidates faster.

Textio shows you how your job listings and candidate emails will perform before you’ve even posted them. Will the role be popular among qualified job seekers? Will it fill quickly? How gender-biased is it? Our predictive models give you analytics and feedback right as you’re typing.

Textio is like a very smart word processor. You type, edit, format, copy, and paste, just like you would in any other word processor. You’ll know how to use it immediately. But Textio does something else: as you edit, it predicts how successful your job listing or candidate email is going to be and helps you make it better.

Textio analyzed job text and outcomes data using listings from tens of thousands of companies. They look at which jobs fill the most quickly and generate the most applicant interest. Where companies choose to share additional data with Textio, they also consider candidate demographics and how many among a job’s applicants are strong enough to get called back.

5 Things I really liked about Textio: 

1. Textio gives you a ‘score’ of the document you’re working on. They’ve been able to reduce time to fill by 20% when you get your job posting to 90, on a 100 point scale! That’s a huge drop in time to fill, for doing nothing more than using better (mathematically proven) language to describe your openings!

2. Textio instantly highlights your document and gives you better options to make your job postings and emails perform better from a candidate’s standpoint. They can also assist in making your job postings are not more male or female oriented based on the language you use. The platform will help you ensure you are demographically inclusive.

3. The big win is in job postings, but HR and TA can use this in all communications and documents. Even executives can use it to help their communications!

4. Textio helps point out some written language biases we all have. Not only does it help improve your communications, it helps you uncover some biases you probably don’t even know you have in your writing style. Excellent personal and professional development tool.

5. Built in machine learning works across your entire team to help build consistency in your communications and job postings, as well as the ability to share with each other.

Textio is just loaded with data that helps your organization better communicate. Their data shows that we all like bullets! Okay, I know you knew that, but did you know the sweet spot for bulleted content in your job postings is 1/3?! Probably not, or that if you have no bullets, men will rarely engage with your job postings? Or, if you have more than 50%, you’re less likely to get women?  I have your interest now! It’s cool stuff!

14-day free trial to check out whether or not this would be helpful for you, an annual subscription is really reasonable. It would be worth one license in your shop just to get your job postings better! Check Textio out, definitely worth a look, I was really impressed.

A very special episode of T3 – Why Microsoft Overpaid for LinkedIn

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This week on Saved by the Bell…

Remember those ‘very special’ episodes of your favorite TV shows growing up?  When they took a break from their normal sitcom canned laughs to talk about something serious, like smoking in the bathroom, kissing at the school dance, or cheating on a test!

This week on T3 I’ll give you my take on the biggest news to come out of HR/Talent Technology in a long time! Microsoft’s purchase of LinkedIn sent shock waves across the industry this week. LinkedIn is HR Tech’s favorite punching bag because quite frankly their one of the few super success stories in HR Tech.

Microsoft paid $196 dollar per share for LinkedIn, a massive 50% premium as compared to LinkedIn’s closing price on Friday of $131. That’s the biggest question, why so much?

There is a ton of speculation and we’ll all have fun over the next months and years guessing what Microsoft will do with LinkedIn.  History hasn’t been kind to these types of large takeovers. At the beginning, Microsoft has said they’ll let LinkedIn continue to run LinkedIn. We all know that won’t last forever and sometime next year expect to see massive reorganization and layoffs at LinkedIn! That’s just business. When you pay $26.2 Billion for a company, you expect some returns and quickly!

Here’s what we actually know, LinkedIn is in a very unique position in the market, unlike anyone else! Even though 2/3’s of their entire revenue comes from job board type activities (they call them talent solutions), employers still haven’t lost their minds when their employees decide to go on LinkedIn. “It’s only for professional networking!” Yeah, that played well, like five years ago, but now the cat is out of the bag. LinkedIn is full job board 2.0!

I’m not hating! They’re in a brilliant position and one that Microsoft finally found a way to leverage with Office 365. Can you imagine the synergies between the two products? If Office 365 automatically puts the user into a version of LinkedIn, entire organizations will become part of this giant network.  If every Office 365 user gets some free premium access to LinkedIn the number of monthly users will skyrocket. We could just go on and on with possible things they could do, all of which will make talent acquisition departments more dependent on using LinkedIn.

Quite frankly I’m surprised it took this long for a major player in the tech space to understand LinkedIn’s unique position within the market. No organization wants their employees on Monster, CareerBuilder, Dice or Indeed. None of them care if their employees are on LinkedIn?!? It boggles the mind that HR and Talent executives don’t get this!

On top of this 60% of LinkedIn’s traffic is coming through mobile, another big win for Microsoft when purchasing what is becoming a full blown social network in LinkedIn. It will be interesting to see how Facebook and Google react. I’ve said all along Facebook could end LinkedIn instantly if it decided to jump into this space. Microsoft might have just kicked a sleeping bear. Facebook has more users, more frequency, and more data. All of which could lead it to open up it’s own ‘professional network’.

Microsoft overpaid for LinkedIn because they have a plan on leveraging LinkedIn’s unique position.  Will it work? I don’t know, but it’s going to be fun watching!

Recruiting is a Team Sport

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I was recently listening to one of my favorite podcasts, HR Happy Hour, with Steve Boese and Trish McFarland, with their guest Daniel Chait, the CEO of Greenhouse. Greenhouse is the one the hottest ATS platforms on the market and Steve attended their user conference. (I didn’t go because I wasn’t invited, even though I sang their graces over a year ago on the world renown T3 – Greenhouse!)

Daniel made a comment on the podcast that was really good:

“Recruiting is a team sport.”

He’s absolutely right! One thing I tell Talent Acquisition leaders is that you need to establish this up front when you start a new position. During the interview, find out who “owns” recruiting in the organization you’re thinking about going to. If they say, “you!” or “recruiting does”, or anything in those terms, run!!!

Recruiting in not a function of one department.  The answer I love to hear is, “the hiring managers own recruiting”. I can work with that!

Great recruiting only happens when it’s a priority by all parties involved. I tell TA pros that recruiting will happen with or without you. If an organization fired everyone in Recruiting today, they’ll still find ways to hire people tomorrow!  So, find ways to add value to the talent attraction that needs to happen with each hiring manager.

Recruiting is a team sport, but you can’t have a bunch of ball hogs on the team!  This isn’t hero ball!  I want my organization to recruit like Golden State shares the ball! Everyone’s involved. Everyone’s excited and bought in. Everyone understands the importance of each other’s contributions.

Greenhouse built their software with this philosophy. An ATS that easily gets everyone involved in the right way. This isn’t a one department function, Recruiting is an organizational function.

Check out Daniel on the HR Happy Hour Podcast and on Twitter, he’s one of the few HR/Talent Tech CEOs that will actually engage people on Twitter. He even occasionally will tweet at me and tell me he disagrees with my posts, which I love!  (which is probably why he didn’t invite me to his user conference…but, really, I’m over it…I still like their tech regardless…maybe it’s because he’s a UofM grad…)

T3 – @Joberate

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This week on T3 I take a look at a piece of technology called Joberate. Joberate’s platform tracks real-time job seeking behaviors of the global workforce by leveraging publicly available social media data. Why is that important? Well, let me tell you!

Joberate’s machine learning predictive analytics platform generates a numerical score called J-Score, which represents a person’s job seeking activity level. In addition to J-Score, the platform performs psychological profiling based on the NLP (Natural Language Processing) of CV’s and Social Data. Think of this J-score like a FICO score for HR. Instead of payment history, you get job seeking history.

Basically, Joberate lets you know which candidates you should pursue and when! This cuts your time to fill, by as much as half. The Joberate platform basically informs you of when a passive candidate begins to become active before anyone knows they’re active.

5 Things I really like about Joberate: 

1. Joberate allows you to create pools of candidates to follow and attract, letting you know through alerts when they begin to become active job seekers. This allows you to pick them off before your competition.

2. The J-Index measures the Fortune 500 from an entire corporation behavior, showing you which companies have increased employee attrition, giving you insight to which companies would be easier to target for sourcing.

3. Joberate will also show you the job-seeking behavior of your internal staff. This will allow you to use this data in a number of ways including save strategies for your high potentials. Can you imagine knowing when your best employees are just beginning a new job search, and being able to address it before it goes too far?

4. The Joberate Platform gives you insight from an internal mobility aspect as well. If you know your best employees are looking to make a move, why not just move them on your own!? You don’t even need to mention you know they’ve begun a search, just move them into a new role, and beat them to the punch.

5. Benchmark your hiring managers. The Joberate platform gives you the information to know which managers, by department, have high j-score indexes amongst their team. Why do certain managers turnover more than others? Which managers are in trouble because their entire team is out looking? How can you set them up for success?

Joberate gives you great insight to your turnover risk, unlike anything I’ve ever seen before.  The platform will actually show you a graph by individual of when their job seeking behavior spikes, and it’s scary accurate! Also, your employees have no idea you have access to this information, which allows you to manage it proactively, verse how we do it now, which is to wait for a resignation or find a resume on a job board!

On top of that, it shows you which candidates are most likely be open to making moves and easier to recruit before they’re even on the market.  Very cool piece of technology. It’s built for the enterprise level organization. But, if you have thousands of employees well worth taking a look at, the ROI on just being able to manage your turnover alone would be huge!

T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the tech space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.