DS Benbow

We can't help that.

But how do we continue to maintain some of the operational capabilities

either rigor or operational ways of doing things that we had when we were in person.

And when you think about employee satisfaction, how would you measure that as with the exception of the kind of employee health report that comes out maybe once or twice a year?

How do you do it in a way that's more real time and more objective?

And this is where Medici stepped in.

We, again, provide passive collection of data based on how you work.

We take that information and we turn it into kind of a dashboard of these are the types of projects I like.

These are the types of teams that I like to work on.

Here are the things that I'm successful at.

Here's kind of my own time delivery.

And here's my sentiment at the completion of a particular project.

So you start to build over time a profile of,

not just an employee, but also of teams so that they can then understand where they're doing well, where they're not doing well.

And from a management perspective, it also gives you much more of a real-time view left to right in your organization in terms of how people are not just performing, which is super important in a distributed world, but also sentiment.

So right now, the pilots that we're still running are, there's a per seat license.

And then we have what we call a management dashboard, which will give you a very deep dive view into employee behavior.

We use about

18 different attributes to come up with some objective analytics that predict things like inclusion, predict things like on-time delivery.

The average pilot is between five and 10.