We'll go ahead and get started. So welcome everybody to our Q4 product webinar. If this is your first time here with us, we do these every single quarter. Just a quick 15-20 minute update on on all of our product releases for the previous quarter and what we're working on for the quarter. And we also always give you an opportunity for Q&A, here at the end. So, yeah, very low pressure, webinar that we do once a quarter to just give you some updates. So we always appreciate you joining, and we will have a recording of this available afterwards that we'll send, within forty eight hours. I'm Ryan. If I hadn't haven't had the pleasure of meeting any of you, I am our head of product and engineering for Sift. So if there's anything you ever have a product suggestion on or anything that's wrong with Sift for you, you can always feel free to let myself know. We welcome all dialogue in the webinar today, so you can use the chat section to ask any questions or the Q&A section. Really, whatever you prefer is fine. I'll be keeping an eye on this throughout, and we also have a few people on our team keeping an eye on the chat as well. But if you have any questions during the presentation, feel free to go ahead and ask them. Or again at the end, we will leave a question time some time open for Q&A. We're also gonna have a couple of poll questions here today. So just some things that we wanted to survey some of you on to get your input on future product releases. And as I said, you'll receive a recordings soon after the event is done. So today, we're gonna go over our releases in the previous quarter in Q3. We're gonna go over what we are working on in Q4, and then we're gonna talk a little bit about how you can get more involved into our product road map and how you can get your feedback, more effect effectively and ask some questions about that. Great. So the biggest thing we released in Q3 is our roles and permissions feature. You may have received communication about this via your email. But really, the idea behind this feature is, one, is allowing you to put sort of sensitive data in Sift that not everybody can see. So historically, in our platform, as we are an employee directory that sort of aims to promote transparency within your organization, all of the sort of data on the profile pages has been viewable to everybody at your company. And you've never really been able to effectively add things like salary or performance review data or even, like, personal contact information sometimes without worrying about everybody having access to it. So some of the more leadership driven use cases in Sift were a little bit harder to accomplish within the constraints of our system. But today, I'm happy to announce that we can now allow you to add these sensitive attributes both to your profile page, your org chart cards, your search, everything through our roles and permission system. So effectively, the the way that this system works with these private attributes is you can now create attributes that are sort of marked as restricted within your admin dashboard. And by default, those attributes would only be viewable by people in your leadership chain. So a manager can view these restricted attributes for anybody underneath them. So and these attributes could be anything through our flexible attribute system. So salary data, performance review data, like private contact information, really anything. If if even if you prefer, you could have a lot of your data be restricted and and and most of it most of it be that way and just have very basic information for everybody else. So that's kind of the the the bare bones of it is you can now create these restricted attributes, add them to the profile page, and they will only be viewable by leaders of people and nobody else. If you would like to customize those permissions, we also have a very flexible sort of roles and permission system that lets you explicitly grant access to these things to really anybody that you would like. So you can for example, say that you wanted senior leadership to have access to everybody's salary information even if they don't fall within your reporting chain, or there's an executive assistant to a senior leader that you want to give access to these things, you can very easily configure the permissions to do so. So that's the first use case is those restricted attributes. Aaron also posted, a blog post, in the chat as well that sort of walks you through this feature in detail. And we also have, like, a demo video as well if you'd like to check it out. So that's a very good resource if you'd like to sort of see it in action. The other thing that you can do with this feature in this first release is you can limit the visibility of profile pages completely and not just profile pages, people in general. So say that you're at, like, a very large company and you have, like, an American division and a European division of your company, and you only want people in the American division to be able to see people in America and people in Europe to be able to see people in Europe, you can also use this rules and permission system to kind of restrict view access to people as a whole within the system. So you can kind of say, can only see people within your own department or you can only see people within your own region or or things like that. So that kind of lets you sort of create little pockets of usage inside of our platform if that's something that you're interested in doing, if if that makes sense to your organization. And then last but not least, this is a more straightforward one, but but just edit access for for profile profile pages. So today well, not today, but previous to this feature being released, people could edit their own profiles, and then global administrators could add everybody's profiles. And with this feature release, we now have leaders able to edit profiles for people beneath them. And like those other things that I talked about, you could also sort of give granular access to profile editing as well. So if you have, like, an HR support team, a support team that is sort of supporting your deployment of Sift and you want to give out an access that way, you're able to do so. Executive assistant example also applies here, all of that good stuff. So we're really excited about this feature, and we we view this as sort of a foundational thing to our platform that we're gonna continue to expand upon because kinda for this first release, we we focused on the sort of profile viewability x added access for things like that. But we're thinking about different ways to apply permissions for spots like our admin dashboard and Sift pages and our search and our home page and all that good stuff. So that brings us to our first poll question, which I think is gonna be coming through momentarily in the chat, which is which other permissions would you like to see in Sift, if any of these things? So a few things we've heard about, and we have a multiple choice here for you here, and you can feel free to select more than one. Few examples we have here, giving specific features to certain groups of people. So say, I only wanna give, like, leadership access to the analytics page or certain people access to this export feature on your chart, permissions for people to create Sift pages. So right now, creating those sort of project pages, departmental pages can only be done by your administrators, and this can maybe let you do some more granular things. Third thing is scoped access to only certain areas of the admin dashboard. So one thing we've heard from our customers as well is say that you're at a larger company that has, like, a lot of different, like, data integrations going on into Sift, and you only want to give, like, a certain technology team access to that integration and not give them access to the entire, admin dashboard. That's another example, that we've heard as well, or something else. If if you have any other sort of ideas, please let us know in the chat. Alright. Cool. Thank you for your feedback. Looks like the the specific feature access was was the one that got the most votes there. If you have any specific examples of how you'd like to use that, please feel free to let us know as well. Second thing I wanted to mention that we did last quarter was our our Workday marketplace partnership and our integration launch. So Sift is now a official partner of Workday. So we now have a direct integration into the Workday API to to pull data out of as well. And Aaron might be linking our marketplace listing right now as we speak in in our chat. Aaron's great. He's our head of marketing. So, yeah, now within Sift, you can kind of do a direct integration into Workday, which obviously opens up a lot of different possibilities. The way that we wrote the integration also allows us to pull data in a variety of different ways. So skills data, performance data, we can pull a lot of different things due to the flexibility of the integration. If that's something you're interested, if you're a current customer and you use Workday, please feel free to reach out to us, and we can sort of discuss how we can bring this into your workflow. And then from a partnership perspective, we're now sort of part of their partnership ecosystem, and we're kind of actively working for them to develop, further integration. So sort of stay tuned for further workday stuff in Sift. And then last last but not least here, we did release this was at the beginning of last quarter, so you may have have already seen these updates in the last webinar. I don't I don't remember if we talked about them or not, but just a few, like, smaller org chart updates that we made. So, one thing that you can do now is you can sort the direct reports by any attribute in a line. So, by default in Sift, traditionally, if you, like, expand a leader on the org chart and there's a line of their direct reports underneath them, it's just sorted by last name. But you can now sort that by something else. So you can, like, group people together by job title, for example, if you would like to. Another thing that we did is viewing dotted line reports directly on the org chart rather than overlay. So this is kinda a small screenshot here. But you see down here, we have, like, a dotted box around Robbie here. And in the past with our if you didn't know, we have a feature called dotted line relationships where you can kind of add dotted line reports to managers. So if somebody reports to a secondary manager more informally, you can kind of say, hey. Like, this guy is a dotted line relationship of her over here. And now these are showing up directly in your chart kind of as a dotted box. So you can kind of view them a little bit more in line with your existing hierarchy. And also mentioning one more time, I I that we also talked about this on the last webinar. This was a Q2 release, but we did release these new, org chart cards earlier this year if you haven't had a chance to check them out yet. So rather than giving you a sort of view of the org chart card that just has, like, a static set of attributes on it, these new cards here will kind of let you select whatever information that you would like to see on the org chart card on a user by user basis. So to access these new cards, you can click this card content menu at the top of the screen. Up until this point, we sort of kept the old classic cards as the default for the org chart just so we weren't super disruptive to people. We may be looking to change that soon, so please check that out if you have any. So now on to what we are working on in Q4. Yeah. So biggest feature we're working on is the concept of organizational nodes in sift. So the the general idea here is that you will now be able to add boxes to your org chart that represent groups of people rather than representing just people. So in this sort of screenshot here, we have a security operations department and a energy business division, division. And there's we're still sort of working through the sort of ideation around how there's these created, all of the different ways of creating them. We're thinking about different solutions all the way from they're automatically created just from your data. So, like, if you give us a big list of people who are in departments, like, Sift is gonna automatically detect where these boxes should go on your org chart, and we'll just put them on there automatically, and you don't have to worry about it, which sounds very nice in theory. But, like, if your data isn't set up in, like, an absolutely perfect way, it might not sort of work out the way you would expect it. So for that reason, we're also thinking about what are some ways that you can manually, like, place these on your org chart or manually tell us where they should go within your data as well. But yeah. From, like, a use case perspective, this is sort of the idea. This is something that people have requested a lot of times in Sift. So kind of the concept of being able to create an org chart that shows, like, your business units and not just your people or maybe only your business units and not your people. So imagine that you could have an org chart shown where you have, like, the name of your company at the top, and then you have a name of all of your, like, departments underneath it and then the name of all of your teams under your departments. So really trying to expand our org chart to not just represent that traditional hierarchy, but also give you more value by bringing transparency to those different groups within your company. This is slated. We're gonna kind of take an iterative approach to releasing this, but the first version of this is sort of we're we're aiming to have it done by the end of this year. So keep an eye out on that. And if if if not, then it'll be sort of the early January is is when we're gonna release this. Then a few other things sort of just supplementally to to to increase some sort of just nice to have things on the org chart. So for those of you who are on our org chart plan who kind of primarily use Sift for its org chart functionality, we're going to let you make the org chart the the default landing page of Sift. So, like, rather going to the search bar on the front, you can go to the org chart instead. And then we're also providing this functionality for the directory page as well. So for whatever reason you wanted to start up, like, your directory page rather than starting on the search page, you can also do that. We're letting you define the default card content in these boxes. So as I mentioned, there's these new sort of extendable cards where you can put different attributes for your people inside of the middle of the box here. Today, each user has to kind of come here and, like, set this up from scratch where, like, they have to go in the card content and say, hey. Like, these are the things I wanna see, which is nice and all. But we we wanna give the sort of company the opportunity to set a default for all of their users so they can give them the view that they think is the most pertinent. On the default org chart starting position, this is a minor one. But by default today, when you go to your org chart and sift, it starts on you, like, centered or to where you are in the org chart. But, like, some customers have given us the feedback that they would like it always to stop at the top of the organization. So that's that's one thing that we're doing as well. And then we're expanding our our highlighting function on the org chart. So this has existed forever, so I'm sure most of you know what this is. But on the org chart, can color code the boxes by, like, a a profile attribute. So for example, if you have, like, a location attribute, like, office state so here you see, like, a Colorado, Ohio, Michigan up here. So you can kind of create different colors of things for different attributes. We're extending the number of colors that we have so you could sort of color code by more values, and then we're letting you customize them as well. So just a few kind of minor nice to have usability updates for that. And then the last thing we're gonna do, very org chart heavy quarter for us here, is we are improving our printing and exporting of the org chart. That's been something that has been a large item that a lot of people have requested in the past. So as a first step to this, we are going to kind of release a feature that lets you take the sort of simple view of the org chart. So on top of the org chart, you have, like, the advanced view, which is this sort of level by this which is, like, kind of this multilevel map sort of experience where you can drag around and pan and, like, open, like, a bunch of different leaders at the same time, and it's larger. And then we we also have the simple view which shows one level at a time of the org chart where you can click a leader, like, navigate top and top and bottom. We're gonna be releasing an exporting feature that kind of lets you export, like, multiple of these simple views at the same time. So, like, for example, this would allow you to kind of print an entire department and entire print or export an entire department, your entire company, sort of leader by leader. So, like, if you really want we've heard people say, hey. I wanna, like, print my entire org chart out on, like, eight and a half by eleven sheets of paper. How do I do that? This will kind of give you sort of a streamlined one button click way of saying, hey. Like, click this. I'm gonna print my entire company. It'll sort of give you one page per leader, and you can kind of print everything at the same time without having to do a bunch of manual work as well. That brings us to our kind of next poll question. So if you've run into any issues printing or exporting your org chart and sift, what printing and exporting enhancements would improve your experience. Again, we have a few multiple choice options here. Printing by department or leader was one that we've heard a lot. Choosing the page size per for printing, an automatic PowerPoint export with slides by leader, team, or department. So if you're exporting or returning to PowerPoint, bring them over there. Automated scheduled exports, so automatically doing an export every day, every week, or or something else. Yeah. Again, if ever if anyone has any, like, specific use cases they wanna tell us about, always feel free to type in chat as well. Awesome. Thank you all for your input on that one. Alright. Thank you all. I guess, in that being said, we are currently sort of undergoing some internal strategic conversations around, excuse me, how we announce product updates to people. I think that we've we've sort of seen that in the past, like, email communication has not always been the most successful way of doing it. So kind of, like, one one thing we wanted to ask you all is how do you kind of personally, like, prefer to receive product update communications? We're trying not to do things in the product that are super annoying, like, bring up, like, full screen dialogues all the time. They'll, tell like, try to take you through a product tour. I mean, if if people like that, maybe that's something we should do. But, we'd love to kind of understand how you would like to receive these product updates. So here we have email. We have end products. We have dedicated product release page. So, like, imagine if we just have, like, a sort of, like, a release notes page somewhere on the web that you could maybe even subscribe to via, an RSS feed or something like that that you could do or something else. And these also are obviously a great time to come on and about our releases. But we we do make a lot of releases throughout the year. And one thing too, which is interesting about our product, which is, like, a good thing most of the time is a lot of our features need to be turned on by admins. So, like, a lot of our features are not just, like, in your face, like, right when you log into the product. So you kind of, like, have to learn about them from the outside. So it's always kind of a struggle letting people know. Alright. Great. Appreciate your feedback on that. And just real quick, I just just a couple of other things that is on our mind, I guess, going forward into into next year. So we're we're working on kind of a lot of these these pieces of org chart functionality with the departmental nodes and things. But going into next year, another place that we're we're kind of looking to to focus on is getting back to the profile and and and skills and expertise and things like that. So that's another area we're focusing on. So if that's something you have any thoughts on, you can reach out to out to us as well. It's been a couple of webinars, but I I think a couple web webinars ago, we were kind of asking on everybody's feelings on, like, AI and, like, skills and all of that type of stuff. So that's sort of an area that we're gonna be focusing on a little bit more going into next year, doing some kind of experimental things. So we'll we'll definitely keep you all posted on that as well. So alright. Yeah. So, again, on the product update lens, something that I they sort of just mentioned. If you are interested in sort of being a more dedicated sort of person to help us sort of shape our product updates, we would definitely be interested. We're thinking of something like a internal product committee committee or something with our customers. If you'd be interested in this, please reach out to us. I'm sure Aaron can post some contact info in the chat for anybody who would be. But this would kind of involve things like beta testing, like interviews, things like that. Because we're always looking for people to consistently provide us feedback if they would like to. But, again, it's a balance of not being too annoying to to bother all of you all the time because we know that you're all busy people and you have jobs. But if you would be interested in just sort of being there to to help shape our future and and help us with our product, we would we would love to have you. Alright. Yeah. Always you can always find us on LinkedIn for our latest updates as well. I'm trying to post more on LinkedIn for my personal account just to get a little bit of wider of But, yeah, follow us on LinkedIn. Follow our company. Follow me. Follow anybody on our team if you would like to have these product updates. We do every time we actually release these. We try to post on LinkedIn. We try to post the blog post. We send emails out. So that's always kind of the best place to reach us. And, yeah, as always, if you would like to leave us a review no matter positive, negative, or in between, please review us on G2. We we have a very good G2 presence, and that that that helps us succeed in a bit as a business. And we also love to hear about what all of our customers think of us and and where we're going and where we're at. So if there's anything that you would like to give us feedback on or any suggestions that you have, you can either do it through G2 or you can feel free to contact us as well. Alright. Thank you all. Quick and easy. Any any questions, any comments? If not, have a great day. Thank you for thank you for joining. I'll stick around for questions for a few minutes. Thank you, Marty. Thank you, Austin. Alright. I think we can call it. Charles is still here, but I think that's it. Thanks, Charles. Love you.
