Hire Truckers Podcast

00:00 - 00:27
Christy Choice: The best piece of advice that I can give any company looking to use AI, have a list of what your priorities are, know what you want it to do. Look through your processes and make sure, you know, this is a step in process improvement. So if the process is broken without AI, it's still going to be broken with it. Right. So really I think focusing on what truly matters and what you're looking to gain will help make any AI implementation smoother.

00:43 - 00:51
Aaron Craddock: Welcome to the Hire Truckers Podcast. I'm your host, Aaron Craddock, and super excited today to have Christy Choice on with Tenstreet. Welcome to the show, Christy.

00:52 - 00:55
Christy Choice: My goodness. Hey, Aaron. Thanks so much for having me. Glad to be here.

00:56 - 01:08
Aaron Craddock: So we're gonna dive straight into just just straight into it. So we're talking about AI today. So will AI replace recruiters or make the best recruiters even more valuable?

01:09 - 01:38
Christy Choice: Well, I think it's kind of early to tell, but my guess is that it's gonna make the best recruiters more valuable. And the reason I think that is because, a lot of the responsible AI that I'm seeing, especially like the 10th Street is promoting, keeps the human in the loop, right? I think it's too early to just say, Hey, do all the things, right? It's like, there are some stop gaps in between. Do up until this point, keep me in the loop.

01:38 - 02:03
Christy Choice: And then the human, that recruiter is clicking the next button or doing the next thing. Right. But it's something that is, it's a partnership rather than just saying, Hey, AI, just do the whole thing. So I think it's gonna make the best recruiters better because it's gonna give them more data to work with more efficiently and help them to structure their day in a way that, facilitates connections, which is what a recruiter probably really, really wants.

02:04 - 02:15
Aaron Craddock: And so- so do you think it'll eliminate, like, some of these recruiter jobs just as we get more efficient using the technology? Or is that just, you know, not something we should worry about?

02:16 - 02:36
Christy Choice: Well, I have worked with carriers that are small, medium, large, extra large, and jumbo. And so I think there are some carriers out there who are like, you know what? We see this as a cost saving, you know, method, right? That they can reduce headcount. But I don't think that every carrier looks at it that way.

02:36 - 03:06
Christy Choice: So I think that's going to be dependent on, you know, that company and their experience with AI. I would sure hope that it does not eliminate recruiter jobs though, because I think there's plenty to do, you know, at companies and, you know, there are lots of different, activities that are like around, you know, driver hiring. And so really that it's, it's too soon to tell, but I think, I mean, it could, based on, lots of different factors, but I don't think it really will.

03:06 - 03:28
Aaron Craddock: Yeah. Yeah, I think I'm in the same camp. Like, I don't I mean, I do see where it saves time and is efficient, like in a lot of different use cases. However, I just see it creating more opportunity and more jobs. It's like even with my business, like, I'm not cutting people, I'm adding more people, and then we're just providing a different level of service.

03:28 - 03:37
Aaron Craddock: And that's kind of what I've seen with the way Tenth Street has deployed it, is just like we're gonna provide a higher level of service and more options.

03:37 - 03:57
Christy Choice: Yep, exactly. But I do know there are some folks who are looking at every, line item, every vendor they have, and they are just really trying to weather the economic conditions currently. And so, I mean, It's, it's, it's hard to say that it won't ever eliminate recruiter jobs. But I think that's not the goal. Right.

03:57 - 04:06
Christy Choice: And I think that's kind of what we agree on here, that we will probably see a little bit of it, but I don't think that's going to be like the next emerging trend. Get rid of recruiters. Nah, I don't think so.

04:07 - 04:19
Aaron Craddock: Mhmm. And I think you probably have a more realistic take. I think I'm like, almost like the eternal optimist over optimist, like extreme. Like it's not gonna eliminate anything. It's just gonna create all this abundance, but it's probably- Mhmm.

04:19 - 04:47
Aaron Craddock: Probably nuanced. There probably are some cases like you were saying, in certain fleets, we have to cut money to stay alive and stay in the fight and move freight. And so, it's a way we can do that. So that's fair. Is- is AI before we dive into your AI offerings, because I I wanna hear more about that, just because I wasn't at Tintree User Conference this year I and heard a lot of buzz about wanted to go into just, like, is AI being over hyped right now?

04:49 - 05:14
Christy Choice: I think AI is being, properly hyped right now, Aaron. And the reason why I will say that is because trucking historically has been, slow to adopt certain types of technologies, right? Usually it's like a, Hey, here's the date you're going to do this on this date. And it's like, they, you know, there's always those stragglers. AI has been around for, for a while.

05:15 - 05:45
Christy Choice: And I've traveled to so many conferences and industry events and I'm like, okay, I feel like I've been hearing about it forever, but now folks are leaning in, in a very different way. So I think the, the amount of hype that AI is getting is super appropriate. Because I think people have been, just kind of casually waiting on the sidelines to see where it goes and what it can do. But now they're like, okay, I'm actually listening. I'm I feel like enough people have started to adopt it that we have good sets of data.

05:45 - 05:49
Christy Choice: We have good direction. So now I'm ready. Right? I think they're ready now.

05:49 - 06:09
Aaron Craddock: Yeah. So I remember a conversation. It was a year and a half ago, and our lead developer, I was doing a performance review, just a quarterly performance review. And he's like, Aaron, if I don't produce 10 times the output in the next year, you should fire me. And I was like, what in the world?

06:09 - 06:25
Aaron Craddock: And yeah. And and so I was like so, I mean, I I was like, I've never had that happen. I I was just kinda like, I've never had somebody say that. Really respect this guy. Like, he's worked for me for a number of years in different roles.

06:26 - 06:45
Aaron Craddock: And and so anyway, it made me really wake up. Because I similar to you, I've heard about AI for, you know, sixteen years. I mean, mean, a long amount of time and even been involved in businesses that are like, hey, we're AI this, AI that. And I'm like, no, it's just like a spreadsheet. It's not actually any automation.

06:46 - 07:05
Aaron Craddock: And And and but now it's real. And so and so we yeah, we've had to just, yeah, completely pivot and be like, how are we AI native? How do we just replicate all of our processes with AI? And but I I think if he hadn't said that that strongly

07:06 - 07:06
Christy Choice: Mhmm.

07:06 - 07:21
Aaron Craddock: Then I wouldn't have put the needed priority on it in the business. Because it kind of just shakes everything up. We've had to invest in way more technology. Again, it's not less. We've had to invest more in people and time and tech.

07:22 - 07:37
Aaron Craddock: Definitely not less. Yeah. And, but yeah, it just- and so I would lean- I think you said it's even hyped. I would kinda lean under hyped right now, which is kinda funny for Woah,

07:37 - 07:38
Christy Choice: okay.

07:38 - 07:56
Aaron Craddock: But, yeah, I think- I think it's gonna disrupt more than we think. Just because it- it's moving so fast and just, yeah, the exponential change. Now, don't know. I don't know. That's I might flip on that two months from now.

07:59 - 08:16
Aaron Craddock: It's been amazing. I mean, my team sent me something yesterday, where they had automated a certain process that I'd just thrown out in a meeting. And, and I was just blown away. I'm like, that would have taken three hours. And, and, and like, it, it does it with agents running in ten minutes.

08:16 - 08:19
Aaron Craddock: Like, it's, it's just wild. It's just the right hype.

08:19 - 08:37
Christy Choice: Yeah, I think so. Yeah. Well, and then one of the reasons why I say that, a few years ago I was, participating in a panel on AI. And my team at tenth Street prepared me with about 17 pages of notes. It was the little stack was so thick that I counted.

08:37 - 09:05
Christy Choice: So I knew it was 17 pages. And I mean, it was about LLMs and like machine learning and like all of this, you know, it was way more technical than I think I needed. And during that conversation with a room full of, let's say a couple 100 folks, the only message that I felt they needed based on the questions and the content and everything else that was being said was, Hey, give it a try. Give it a try. Like really AI is the future.

09:05 - 09:18
Christy Choice: Give it a try. Right? Because they didn't care about an LLM or terms and conditions. Right. It was really like opening their minds to just even being, again, open to the concept of what AI could do for their businesses.

09:19 - 09:38
Christy Choice: So it was really funny, because I reflect on that often. And then now some of the conversations that I have are like, oh, we automated this process and you know, we're using AI in these really creative ways. And I'm like, oh, okay. So they're listening and, and kind of trying to, you know, dip a toe. Some folks have jumped, you know, full into it.

09:38 - 09:41
Christy Choice: And, it's really interesting to see. Yeah,

09:42 - 10:00
Aaron Craddock: I really like that. Just give it a try. Is that still your message right now? Like if I'm thinking- so our audience is primarily, you know, large fleets, mega fleets, you know, 500 plus truck fleets, like executives, safety directors, recruiting directors, C level. So like thinking of that audience, which is usually who you're talking to.

10:00 - 10:01
Christy Choice: For sure.

10:01 - 10:07
Aaron Craddock: Is that still the same message with AI right now that you want them to hear today is just keep trying? Or is it a little Yes.

10:08 - 10:15
Christy Choice: Well, it's slightly different. So I rescind that. Yes. That was a very quick yes. Because I think they are trying, right?

10:16 - 10:38
Christy Choice: But I think that it's, there's this methodology of crawl, walk, run, where we have to, you know, go slow now to go faster later, but I like the idea of crawl, walk, run. Right. And they may be at, let's say the walking stage where they've automated several processes. They're using AI, AI and automation are different. I know we kind of use them interchangeably.

10:39 - 11:09
Christy Choice: And they may be at that run stage, but there also should, after every stage, be the verify portion, right? You have to trust it, but you also have to verify it. And that takes intentionality that I don't think fleets always make space for because things are busy and they see the efficiencies that are gained and they say, okay, we're doing it. And they just go, you know, you know, full speed ahead. But it has to be managed in a really responsible way, which is what I'm seeing for the most part.

11:09 - 11:14
Christy Choice: But, yeah, crawl, walk, run, verify. Yeah. Yeah. Gonna have you

11:15 - 11:27
Aaron Craddock: Crawl, walk, run, verify. So it's not crawl, walk, verify, clean up, then run. You're still saying all in, but just don't forget to loop back around.

11:28 - 12:03
Christy Choice: Yeah. And I think every organization is a little bit different, right? And so if you find that, you know, their, their team is a little slower to adopt, maybe they crawl, verify, walk, verify, run, verify, right? And it maybe they have to put more, more checkpoints into their processes because their folks may be, slower to adopting new technology or, historically they know that, their business has been more conservative when it comes to adopting new technologies. Or what I see a lot of times folks have had a bad experience that just really burns them.

12:03 - 12:14
Christy Choice: And they're like, we never want to live through that again. And so they're hesitant because of those, those bad experiences. So the verify needs to be in there somewhere. I just like to throw it in at the

12:14 - 12:36
Aaron Craddock: end. One of the things I've heard is like a stat that 90% of AI projects fail. I don't remember the exact study, but I've heard that a lot of like AI implementations fail. Is that what you're seeing in trucking? Like, is it- is it that large or- or- or a lot more succeeding kind of with what you're Well,

12:37 - 12:49
Christy Choice: 90% is this- is staggering. Oh my goodness. I didn't- I've never heard that. I think, AI in trucking right now is more successful than that. There isn't a 90% failure rate.

12:49 - 13:35
Christy Choice: But I think that from the AI technologies that I've seen, it's, I think a little more guarded, right? Because also as providers, we know the industry that we're serving, or we should have a really good idea and understanding of the folks that we're serving. And so I think that there's already that hesitancy. So we've built safeguards to, make sure that as they take those steps forward, that they're protected, and sometimes even protected against themselves. There have been lots of companies out here who, you know, promise to do all of these different things with AI, but the best piece of advice that I can give any company looking to use AI, have a list of what your priorities are, know what you want it to do, right?

13:35 - 13:56
Christy Choice: You have to do those internal observations first and look through your processes and make sure, you know, this is a step in process improvement. So if the process is broken without AI, it's still going be broken with it. Right? So really, I think focusing on what truly matters and what you're looking to gain will help make any AI implementation smoother.

13:57 - 14:21
Aaron Craddock: Yeah. I know for some fleets that can feel overwhelming. Like, like you need to know what to improve and they're like, I don't even know where to start. So like, what advice do you give to fleets, like, as far as just the category of problem to look at, that has the highest likelihood, like once they get it cleaned up, to your point, of then improving upon it?

14:22 - 14:54
Christy Choice: Yeah. And I think that's a little tricky because I work with some pretty large fleets as well, who have resources, and they can reallocate work in a way that supports, those initiatives. And so there are folks who strategically leave the efforts and, whereas like lots of other carriers don't have that same flexibility. And so they have, you know, a committee or folks who are doing their regular job, which they're already probably overwhelmed with and trying to, you know, put on a different thinking cap. Okay.

14:54 - 15:21
Christy Choice: Take my regular job off, put another thinking cap on. And then now I'm trying to be objective and like, for the holes in the processes and not everyone's brains are wired that way. Right? So I think that that's why there has been a struggle because, you really have to dedicate the resources to it, to ask questions. And one of the best, things that I've heard, I was at a conference and someone's, talked about the five whys.

15:21 - 15:41
Christy Choice: If you're not asking why at least five times, then you're probably not going deep enough when you're trying to problem solve. And you're talking about like a light bulb moment there. I was like, yeah, because we just accept so much for at face value instead of saying, oh, why is that the problem that we're solving? Because we need more leads. Okay.

15:41 - 16:02
Christy Choice: And why? Because it, you know, and we don't hope to bear, we need to, right. Not to, like diminish anyone's contribution or say, but I think what it's doing is it's helping you get to the root cause of what's really going on instead of saying just everybody does it. No, that's not everybody's model. Right?

16:02 - 16:20
Christy Choice: And so I think just asking those questions, and I've even had folks say, oh, I have a designated why ask her in meetings, right? Because they take it that seriously to make sure that they're truly trying to peel back the layers, of what may be going on with their processes.

16:21 - 16:39
Aaron Craddock: I'm gonna double click on that. So, because that's something, like, all the things we've heard so far on the That's like it. The- I'm like, man, that's an area I could improve in. Like, just asking why five times. Because I think sometimes I may do it two times.

16:40 - 17:04
Aaron Craddock: Uh-huh. But then it's kind of a negative symptom of being in an industry fifteen years. Like, I think I know more than I know. It bites me more than early in my career because I make assumptions. And so how if you're giving advice to me and then an extension, our audience, like, how, like, how do you how do you actually operationalize that?

17:04 - 17:13
Aaron Craddock: Not just hear that in this episode, ask five whys, and then file it away and do nothing with it. But how do we how do we actually do that? Like, how do you operationalize it?

17:14 - 17:51
Christy Choice: Yeah. I think it works best for, carriers who have already developed a curious culture, right? They facilitated environments of learning and asking questions and facilitating dialogue around problems. And so it's really easy because you're just adding an additional layer on top of that. But if everyone always comes to every meeting, assuming that they know everything or that they understand every single problem or being unwilling to be vulnerable about, Hey, raising my hand when I don't understand something, it's a little bit more difficult to implement the five whys.

17:52 - 18:13
Christy Choice: And that's again, because we come in with these preconceived notions or like, I've already solved it. I'm already in another meeting in my head. So like we can move on now. Right. But I think the true, beauty of asking more questions is not to be, you know, a roadblock, but it's really to say, Hey, we've been there.

18:13 - 18:22
Christy Choice: We've done that. We want to make every transition smoother. We want to make it more efficient. We want this technology to be as effective as it can be. Right.

18:22 - 18:33
Christy Choice: Technology alone does not solve a problem. The people partnering with technology is what really moves the needle forward. And that's what I'll always say. We love technology. Every company has a tech stack now.

18:33 - 18:47
Christy Choice: It's not something that, you know, we don't always see. We see it now. We know it. People understand technology. And so again, I think being willing to ask those questions, but first looking at the organization to say, can we handle this?

18:48 - 19:30
Christy Choice: And a lot of times it's yes, right. Really just explaining, Hey, we're going to start doing this, in this type of meeting that we have monthly, right? Start slow and build from there. But then you'll see that sometimes it'll go a little slower at first because then you'll have to go and do the research or, you know, delegate some tasks out and then come back to the decision making table or the problem solving, you know, meeting, and then you're able to move forward from there. But I think it helps everyone to see whether they're really prepared or not, because we make a lot of assumptions every day, but we also have to make a lot of decisions in such a fast paced, environment like trucking.

19:31 - 20:05
Aaron Craddock: Yeah, I'm still wrestling in my head with how do I deploy this? Like in, in the season we're in a growth. Because it's like, yeah, just the nuance, which I know everybody's probably struggling with as they're thinking through it is, in a time where everything's moving faster, like maybe we have 40 trucks on the fence, or in my case, I need to add five new people. You what know, how- how do I slow down and be willing to do another meeting when I don't know how I'm gonna fit that meeting physically in my calendar. Yes.

20:06 - 20:14
Aaron Craddock: Yeah. And so, I guess progress, perfection. Maybe I'll move from two to three. And,

20:14 - 20:30
Christy Choice: Yeah, yeah, for sure. Or maybe it's even quarterly, right? Whatever you can fit in to just start the wheels turning, and get the gears going. Because you're right. It is, progression over perfection all day long.

20:31 - 20:45
Christy Choice: Right. I think everybody's in the same boat trying to figure out how best to do things. And we hear a lot of good strategies, right? But feel free to take it, tweak it and then see, Hey, maybe you just do three whys. Might have to have you

20:45 - 20:56
Aaron Craddock: come in. I might have to, I might have to have you come into our annual leadership meeting like lead a little five whys session with our team and be like, here-

20:56 - 20:56
Christy Choice: Oh my goodness.

20:56 - 21:10
Aaron Craddock: Like because thinking, like so we have, like, a three year vision, five year vision of where And we're so just and so I'm just thinking the power of being like, okay. We know we're going here. You know, that's maybe 10 orders of magnitude higher than where we are now.

21:10 - 21:11
Christy Choice: Yeah.

21:11 - 21:24
Aaron Craddock: 10 x. And so I can just think the power of being like, well, why do we need it? Like, even something as simple as doing this podcast, like, is one of our strategies. And we just moved to weekly. Like like, why?

21:24 - 21:51
Aaron Craddock: Is that really gonna have a benefit? Like, that's a huge investment of our team's time and energy. And and then asking why five more times. And and and then I think you would have I think what that would do is develop just way more buy in with the team too. So not just so that's what I see in the five whys, is you have way more buy in because people have talked it out on top of the improved execution.

21:52 - 21:55
Christy Choice: For sure. I agree. Yep, I agree.

21:55 - 21:57
Aaron Craddock: So that's like, that's multiplicative. That's cool.

21:58 - 22:00
Christy Choice: Yeah, it is. It is.

22:00 - 22:00
Aaron Craddock: Yeah, go ahead.

22:01 - 22:47
Christy Choice: Well, and so I know we kind of stuck on the on the five whys a little long here, but I think the other part of it is, you know, asking those questions, but it's going to help everyone, at the right stage walk away with the correct marching orders. Because it's already been discussed and probably over discussed for some folks because, you know, different personality types, take data and information in different ways. But then as an individual, I know that when something, is a little more fleshed out, that it helps me to know how as an individual contributor, I can help move it along. Right. And so I think that that's one of the, the outcomes that I'm seeing from folks who implement, you know, just asking more questions and trying to become a more curious organization.

22:49 - 22:57
Aaron Craddock: Do you have a time that you've done that, where it has that just sticks out in your head, where it uncovered something you didn't expect?

22:58 - 23:12
Christy Choice: Yes. Yes. And so, I do a lot of travel for 10th Street. I'm at a lot of industry conferences and events. But in addition to that, I'm also traveling to, you know, meet carriers, do training, work with their teams, develop their leadership, all those types of things, right?

23:12 - 23:31
Christy Choice: So I have a very busy schedule. It's a lot to manage. And so with our internal team, we meet on an ongoing basis to evaluate conferences and events, and some of them are planned out. You know, by the time you attend this year, we have the dates for next year and others, not so much, but we still want to go. We still want to support.

23:32 - 23:48
Christy Choice: But we got a new, chief revenue officer recently. And so we started, he would ask questions because he's trying to learn how we make decisions. And so, whereas it's like, oh, we go because we go every year. It's like, woah, woah. Now I have to say, why do we go?

23:48 - 24:09
Christy Choice: What is the ROI? Is this helpful? What opportunities are there? And with such a busy schedule and so much to support within the entire industry, is this still a valuable way to invest our time? And so we started asking those questions really because we were being asked, about, Hey, well, why do we do this?

24:09 - 24:18
Christy Choice: And I'm like, I don't know. And then I'm like, I do know. Because we do. Exactly. And in a lot of cases, that's not good enough anymore.

24:18 - 24:22
Christy Choice: So anyway, that's just one example of the ways that, I've seen those five whys used.

24:22 - 24:24
Aaron Craddock: Did it lead to an adjustment? I'm curious.

24:25 - 24:51
Christy Choice: It did. It did because there were some that were like, Hey, we're not gonna go there. And then there's other things that it's like, Hey, if it's an overlap and we have to prioritize based on the whys, and the data to support the whys, we're not going or yes, we are choosing to go. Right. And so I think that it's, it's definitely helped us make some, some decisions that were really difficult because relationships are so valuable, but also time is really valuable as

24:51 - 25:09
Aaron Craddock: well. Yeah, that's good. The, so the next thing I want to make sure, because I know we're, I know we're little short on time. So I wanted to make sure that we chatted about just, and again, this is my curiosity. So I heard a lot of buzz of the tenth Street AI products coming out of user conference.

25:10 - 25:16
Aaron Craddock: And I wasn't in those sessions this year. And I know some of our audience weren't And in there so, what did I miss?

25:17 - 26:00
Christy Choice: Oh my goodness. So one of the tools that we revealed this year is called Tenstreet Assistant, and it is an AI enabled workflow management tool. And that's a whole mouthful, but essentially it's a way for the carriers who use Tenstreet to really, detail what their workflow is, so that AI can assist them with recommended actions, so that the human, the recruiter is always in the loop, but they already know, Hey, when this application comes in, we want this, AI autoresponder to send it out. But do we want the messaging to be consistent or do we want it to have a little personality or flare? Right.

26:00 - 26:22
Christy Choice: Some of the, the ways that AI is embedded into the workflow management tool is meant to make things more streamlined and efficient. Keep the human in the loop, but also maintain personalization. I've seen a million workflows, Aaron, like a million. And sometimes I'm like, wait, why would you ever do that before this? You know, but they have a reason for it.

26:22 - 26:48
Christy Choice: And so it's customizable in a way, that can fit any workflow. And so it's really, really cool. And we have some, you know, defaults set, and then, but then also of course there's the customization and personalization as well. So we're super duper proud of it. And there was a lot of bugs in a lot of the sessions because it's not just, like the 10th Street Assistant.

26:48 - 26:54
Christy Choice: We broke it up into 10th Street Assistant for recruiting, 10th Street Assistant for processing, and 10th Street Assistant for safety.

26:56 - 27:00
Aaron Craddock: That's cool. So like three different agents. Do they have names? Yes. Or is it just the assistant?

27:00 - 27:01
Aaron Craddock: Nope.

27:01 - 27:26
Christy Choice: Yep. It's just the assistant overall. We didn't want to overcomplicate it even more by giving them, you know, sub names. And there are some tools that are just, again, because of the differences in the uniqueness of the carriers in the industry, we wanted to create a space where at least they had a starting point. So they could use that starting point, to start using the tool and adopting it pretty quickly.

27:27 - 27:37
Aaron Craddock: So, so what's one win, like you've kind of seen since, since the user conference or at the user conference, like a use case where someone, where a fleet implemented that?

27:37 - 28:03
Christy Choice: Oh my goodness. One of the really great use cases that we've seen, so far, well, if I just talk about from the recruiting perspective, the Tentric Assistant is one, one homepage, right? And so as a recruiter, I can go in there to manage, you know, any new, applicant that's assigned to me. And so I can look at it and I can see, oh, autoresponder has already sent. It was an AI message.

28:03 - 28:26
Christy Choice: It looked at the information that was available. It told them, Hey, your assigned recruiter is this person. You know, they're going to respond to you soon. Here's some more information about our company, you know, stay tuned for more. And it kind of tees them up for that, you know, recruiter to have a good conversation with them and then suggest recommended next actions based on, you know, the response from the driver.

28:26 - 28:43
Christy Choice: So anyway, there's some really cool things that we've seen so far. And people are already having an immediate impact in their workflow because it takes some of that pressure off the recruiter to have to immediately go in and respond because the AI autoresponder is doing a really great job of that.

28:43 - 28:54
Aaron Craddock: That's awesome. Yeah. So it's kind of marrying marketing automation, like you said, with AI. It's just kind of an intermingled connected thing.

28:54 - 29:21
Christy Choice: Yes. But even for background report ordering, right? So, if your next logical step after the person has been responded to, and, you know, the recruiter has reviewed that application would be to run a SID list report or order a PSP or order the MVR, those recommended actions are built in. And it's looking at things like, is their CDL valid? Do, do they have a medical card?

29:21 - 29:32
Christy Choice: Like whatever your pre qualifications are, you can set it up to say, Hey, if this equals this, then recommend this next action so that your whole team is consistent as well.

29:33 - 29:53
Aaron Craddock: Yeah. And I could just see the power in just onboarding new recruiters, just so much that like legacy recruiters may have in their head that they have to know. Just, I could even see just power in that. Like, the get, like getting a new recruiter up to speed type thing, because they have just, just an assistant that can help with all that. That's cool.

29:54 - 29:55
Aaron Craddock: Yeah, that is cool.

29:55 - 30:24
Christy Choice: But you're right. A lot of recruiters, they know their job like the back of their hand, because they've been doing it, if they're a seasoned recruiter and have been doing it for a while, they just know what to do. But we want to help the industry grow and folks be able to, you know, hire for those recruiter roles as well. And so it does make it easier for them to, you know, adapt to a workflow because it's already, been proven and the whole team is using it to get to, you know, those hires.

30:25 - 30:43
Aaron Craddock: Well, I don't know where the time went. I had like three times as many things I wanted to ask. But I really appreciate your time on today, Christy. So Christy is an industry influencer. Like if don't already know who she is, you'll see her at most most shows around the country.

30:43 - 30:52
Aaron Craddock: Maybe slightly fewer now based on our feedback. But most shows. And then a leading consultant at tenth Street. I think you've been there eight years. Is that right?

30:52 - 30:52
Christy Choice: Yes.

30:52 - 31:01
Aaron Craddock: Yep. And then, and then also, co host of the Carrier Code Podcast. Where should people follow you, Christy, kind of as we're as we're wrapping up today?

31:02 - 31:22
Christy Choice: Well, thank you for having me. This is wonderful. Folks can follow me on LinkedIn. I'm always posting about travels and, industry conferences and events, and, I lead lots of webinars. So, you know, just go to the 10th Street website and go to events and, you'll definitely see, you know, all of the learning opportunities that we have there.

31:22 - 31:27
Christy Choice: But yeah, find me on LinkedIn. I would love to follow, you know, follow you back and connect with you.

31:27 - 31:29
Aaron Craddock: Awesome. Thank you for your time today, Christy.

31:30 - 31:33
Christy Choice: Thank you so much, Aaron. This was fun. Let's do it again.

31:33 - 31:40
Aaron Craddock: It was fun. Yeah, we'll definitely make it make it happen again. I wasn't joking about bringing you in, on to one of our meetings.

31:40 - 31:55
Christy Choice: Well, I would love it. I would love it. I think leadership development, coaching, culture, those are all things that I don't think are talked about enough, in trucking and trucking adjacent roles and companies. And so that is something that I am aiming to change.

31:55 - 31:56
Aaron Craddock: Awesome. Thanks.