angishields, Author at Business RadioX ® Page

TMBS E118: Shannon Adams, Customer Experience for Cigna

October 16, 2020 by angishields

Tucson Business Radio

TMBS E118: Shannon Adams, Customer Experience for Cigna

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Shannon Adams is the head of Customer Experience for Cigna Medicare.

Shannon has more than 15 years of experience in analytics and health care, focused on making things easier and more efficient for customers. Shannon holds a bachelor’s degree from Western Kentucky University and a master’s degree from Vanderbilt University. She lives in Nashville, Tennessee, with her husband and four young children.

Where can our viewers go for more information? (www.cigna.com/medicare)

TMBS E117: Dr. Sheryl Martin-Schild, Responding to a Stroke

October 16, 2020 by angishields

Tucson Business Radio

TMBS E117: Dr. Sheryl Martin-Schild, Responding to a Stroke

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A National survey says only 40% of U.S. adults who have witnessed a stroke called 911 as their first reaction.
In fact, stroke symptoms come on suddenly and require immediate emergency care, but only 1 in 5 respondents could recognize 10 signs and symptoms of a stroke.

Dr. Sheryl Martin-Schild:

Dr. Martin-Schild graduated from the Tulane University School of Medicine, while also obtaining her PhD in Neuroscience. Dr. Martin-Schild completed a combined internal medicine and neurology residency at Tulane University School of Medicine, followed by fellowship training in Vascular Neurology and clinical research in Vascular Neurology at the University of Texas Health Science Center in Houston, Texas.

Dr. Martin-Schild founded and directed the Stroke Program at Tulane Medical Center 2008-2016. She advanced Tulane Medical Center to Primary Stroke Center level in less than 2 years from inception and Comprehensive Stroke Center 3 years later.

Her service delivered the highest rate of and most efficient with thrombolytic treatment for ischemic stroke in Louisiana.

 Dr. Martin-Schild serves as the Statewide Stroke Medical Director for the Louisiana Emergency Response Network. She is the President & CEO of Dr. Brain, Inc., which provides on-site stroke leadership and patient care to hospitals committed to improving or developing stroke programs.

She currently serves as the Medical Director of Neurology & Stroke for the New Orleans East Hospital and Touro Infirmary. Dr. Martin-Schild’s research focuses on access to stroke care, racial disparities in the outcome, and augmentation of rehab potential with neurostimulators. She has more than 100 manuscripts published in peer-reviewed journals.

  For more information about the signs, symptoms, and risk factors for stroke, visit www.strokeawareness.com

Franchise Marketing Radio: Richard Decker with AWATfit

October 16, 2020 by angishields

Franchise Marketing Radio

Franchise Marketing Radio: Richard Decker with AWATfit

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Brought To You By SeoSamba . . . Comprehensive, High Performing Marketing Solutions For Mature And Emerging Franchise Brands . . . To Supercharge Your Franchise Marketing, Go To seosamba.com.

Richard Decker, Founder & CEO of AWATfit (All Weather, All Terrain Fitness) is franchising his Hamptons-based business. Decker has leveraged more than 30 years of experience in the industry to further develop the mobile concept that is built out of the back of a 20-foot pickup truck and brought directly to clients at their homes, the beach, or elsewhere.

With an influx of requests due to fears around working out indoors during COVID-19, Decker is launching the franchise model to help support capacity.

After owning several brick-and-mortar gyms in the area, Decker saw a strong opportunity to disrupt the stagnant fitness marketplace and grow fast. As COVID has deeply impacted many traditional gyms, Decker sees the future of fitness going mobile.

By eliminating the brick-and-mortar element of gym ownership, AWATfit dramatically slashes overhead and organically expands the brand’s marketing footprint as the truck not only serves as a gym but also a key marketing tool with high visibility. Decker’s goal is to add 1,000 franchisees domestically and abroad, starting with his home base, Long Island.

AWATfit is a fully mobile, full-service fitness business run entirely out of 20-foot truck fully equipped with 20 cutting-edge workout stations designed to address strength, flexibility, core, agility and cardiovascular as well as the mind-body-spirit connection.

Customers get the full workout experience in the comfort and convenience of their preferred location without the hassle of driving, parking, checking in or crowds. With minimal overhead and operational requirements, AWATfit franchises are easy and inexpensive to run, offering the perfect business opportunity for any fitness enthusiast, regardless of their business experience. For more information on franchise opportunities, visit AWATfit.com/franchise.

Follow AWATfit on Facebook.

GWBC Radio: Tammy Cohen with InfoMart

October 16, 2020 by angishields

GWBC Radio

GWBC Radio: Tammy Cohen with InfoMart

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Tammy Cohen (SHRM-CP, PHR), a background screening pioneer with three decades of experience, is a nationally honored entrepreneur, a successful businesswoman, and a recognized thought leader.

Founder and Chief Visionary Officer of InfoMart, one of the top 10 largest background check and identity screening companies in the industry, Cohen is known professionally as the Queen of Screen and was named among “Atlanta’s Top 20 Women-Owned Firms” and “Top 500 Women-Owned Businesses in the US.” Recently, she was recognized as a WBE Star, the Most Influential Woman in Background Screening, and “Maverick of the Year” by the Stevie Awards. She lends her expertise to renowned publications, including contributions to Forbes, Entrepreneur, HR Executive, and HR Technologist.

Driven by Tammy’s passion, InfoMart continues to be instrumental in the development of processes and technology that are now the industry standard, including ASAP ID, a mobile ID authentication application that utilizes biometric technology to simplify onboarding. Tammy’s drive has modernized hiring and given her clients a competitive edge when recruiting top talent.

Connect with Tammy on LinkedIn and follow InfoMart on Facebook and Twitter.

Transcript

Intro: [00:00:04] Broadcasting live from the Business RadioX studios in Atlanta, Georgia, it’s time for GWBC Radio’s Open for Business. Now, here’s your host.

Lee Kantor: [00:00:18] Lee Kantor here. Another episode of GWBC Open for Business. And this is going to be a good one. Today, we have with us Tammy Cohen with InfoMart. Welcome, Tammy.

Tammy Cohen: [00:00:29] Thank you. I’m glad to be here.

Lee Kantor: [00:00:31] Well, before we get too far into things, tell us about InfoMart. How are you serving folks?

Tammy Cohen: [00:00:36] So, right now, we’re getting back to doing business, which is exciting. We were pretty slow there for a while, but background checks are back, and people are hiring again. Hopefully, we will be back to norm in the next year.

Lee Kantor: [00:00:50] So, you’re kind of a leading indicator, I guess, in some respects for hiring, huh?

Tammy Cohen: [00:00:55] Very much so. Any time a recession happens, we’re always one of the first ones to see it. And in this case, we were definitely. As soon as the hiring stopped, background checks stopped. But they’re starting up again, so that’s a good sign.

Lee Kantor: [00:01:09] So, now, tell us about the genesis of InfoMart. How did you get started in this line of work?

Tammy Cohen: [00:01:15] So, 30 years ago, I was an administrative assistant, and we had an employee that came in, and basically just showed up for a day, and left, and was basically getting unemployment from multiple states because you could do it at that time. And I found out a background check was about $150. So, about six months later, I decided I would start my own business because I could do a background check. And that’s sort of how we got going.

Lee Kantor: [00:01:43] So, you thought, “$10, surely, I’ll be able to do it for less than that”? Like there must be a better way?

Tammy Cohen: [00:01:50] Absolutely, yes. So, I’ve worked for banks, and I had worked for real estate company. So, I understood public records, and I understood credit reports, and I had already done verifications of education and employment over the phone. So, I sort of had all the components in different positions.

Lee Kantor: [00:02:09] Then, what kind of gave you the courage to say, “You know what? I’m going to do this on my own, and I’ll leave my kind of secure job for this kind of the world of the entrepreneur”?

Tammy Cohen: [00:02:20] Well, I was 25. So, let’s start there. And I was working for a real estate company, and we built a building, and the owners gave us a handguns. Southern swag at the time if you go back 25 years ago. And I didn’t get a gun, so I walked in crying and quit. So, I was like, “Well, if I’m going to start a business, I guess, this is the time.” And I think starting a business when you’re younger, it’s a lot easier because, in my mind, I was like, “Okay, I can always catch back up by the age of 30 if things don’t work out.”

Lee Kantor: [00:02:55] Right. I think there’s a song that says, “When you’ve got nothing, you’ve got nothing to lose.”

Tammy Cohen: [00:03:01] That is so true.

Lee Kantor: [00:03:03] So, then, when the pandemic hit seven months ago, did business just kind of go to a stop, and you had to kind of navigate that water?

Tammy Cohen: [00:03:15] Yes. When it first happened, like everybody else, I ran up Home Depot, got everything to do my plants and my tools to do crafts. I thought this is going to be a vacation. And about three weeks in, we had no business. It was like, “Wow, we’ve got to figure this out. And we’ve got to figure it out fast.” So, very interesting. It stopped within two weeks. I mean, it was an amazing plummet.

Lee Kantor: [00:03:41] So, what did you do? Like how did you gather your team and lead them through this kind of a tricky situation?

Tammy Cohen: [00:03:49] So, in our situation, we have a long tenured team. And because of that, we were sitting there pushing. As you can tell, I am working from home today with my IT girl in the background. So, with my team, we’ve had a lot of experience. I’ve put it out there, “We’ve got to figure out something.” And I was watching a webinar, and I decided that, “Hey, I’m the queen to screen. I can also be the queen of screen for COVID-19.” And put my team together.

Tammy Cohen: [00:04:19] And that’s what’s amazing when you work with a really tenured, experienced team. There was no politics like normal. And politics are when getting to innovation because everybody’s giving their opinion, and you’re making it better. But everybody just sort of said, “He’s the best. Give it to him. Let’s get this going.” So, we stood it up in two months, which is amazing. Amazing.

Lee Kantor: [00:04:43] And then, you built this app and platform that helps people get back to work. And even beyond work, go back to school. And to be able to crank that out so quickly, that’s really a testament to your team.

Tammy Cohen: [00:05:01] Beside having the tenured team, I think we have had a lot of experience in innovation. And when we go through those types of sprints, we know who is going to be focused over here on operations and make sure everything’s going great. And then, the other team, we know, is solely focused on whatever sprint we have at that moment. So, we’re really built and experienced in being able to do it. So, that was a great benefit to us.

Lee Kantor: [00:05:34] So, now, building, it’s one thing. How did you get kind of adoption?

Tammy Cohen: [00:05:39] It was amazing. I have never, in all of my 31 years of InfoMart, had a situation where we sent out an email campaign. And on the first email campaign, we got 40 email responses wanting to see our platform. And it’s just continued to roll like that. Daily, we’re getting people that want to see it. Right now, I already have 5600 people that are being screened every day on it, and we’re onboarding 15,000 employee company this next week.

Lee Kantor: [00:06:10] Wow! It’s amazing story.

Tammy Cohen: [00:06:14] It is. It’s great. And what’s really cool about this, why people are really attracted to it is that we’ve all seen the employee assessment, the daily symptom assessment that you can take all over the Internet. So, what ours does is, (1), we have an app that the employee can do that with a lot of other features in it for employers, but what we’ve done is built a platform for the employer.

Tammy Cohen: [00:06:38] So, the employer can see who is available to work that day, who can’t work that day. It lets you do contact tracing. It lets you identify hotspots. Employers can request their PPE, and it automatically goes to the person who does that fulfillment. And the janitorial is closely working with HR in the platform where they can close the part of the building, clean that part of the building, and then let everybody know it’s back open again. And all that has automated messages to the employees that work in that section. So, it’s pretty amazing stuff.

Lee Kantor: [00:07:13] And it’s one of those things where you’re not just identifying a problem, you’re giving them, also, the solution to the problem that’s being identified.

Tammy Cohen: [00:07:20] Yes. HR has taken on a huge load with this pandemic. It’s amazing. So, that was a little of our thought. All these years, we’ve worked with security and HR knowing that we need to automate as much as we can. So, the customization to set it up is pretty intricate but it’s purposeful, so that it really works for each individual company as detailed as you want it to be.

Lee Kantor: [00:07:50] And then, right now, so you started rolling out just kind of your own email list. And then, have you got, now, I guess, kind of more strategic distribution or getting it out there to the public? Like, did you build a campaign, a marketing campaign around it?

Tammy Cohen: [00:08:10] So, yes, we’ve been marketing it, and we have a campaign, and we’ve been using our database as well as building on others. But I would say we’re doing our normal marketing. And we’re pros and experts at background checks. I wouldn’t say we’re an expert at marketing, but I think we do a really good job.

Lee Kantor: [00:08:30] And then, like you said, now that it seems like the market has turned around a little bit, so the state of the market is more positive, and people are going about hiring, is that across the country or just in select states?

Tammy Cohen: [00:08:44] Well, based on our business – and we work with all industries – we’re seeing across every industry, but we are highly concentrated in staffing, which I think is even more of a testament that things are picking up because we have over 650 staffing companies that we do their background checks, and some of them are the largest in the world. So, it’s picking up all over.

Lee Kantor: [00:09:09] Now, is your business primarily in the United States or is it global?

Tammy Cohen: [00:09:14] Actually, we are global, and we actually are one of the few in the industry that have a global platform. So, we actually do the background checks, global background checks for some of our competitors.

Lee Kantor: [00:09:26] That’s probably not on their brochure.

Tammy Cohen: [00:09:29] I don’t know. We’re a pretty friendly industry because we’re actually sort of small.

Lee Kantor: [00:09:37] So, now, what’s the most rewarding part of your job nowadays?

Tammy Cohen: [00:09:42] So, right now, what is really up my alley that I am so excited about – and this is my term here – is pioneering the new world of work because it’s a new world. Everything from how we engage our employees to how we communicate, how we manage them, how we measure performance, just everything has changed, and we have the opportunity to build the perfect scenario. So, pioneering that new world of work is what I really have my eye and heart in.

Lee Kantor: [00:10:12] So, then, that goes beyond just the background screening?

Tammy Cohen: [00:10:16] Well, I’m talking about internally for my employees. Yes. I think everybody is going to have this opportunity to rebuild their workforce and focused on our number one asset, our employees, how are we going to work from home or work remote given those opportunities? InfoMart was 100% in the office. I really did not believe we could work remote. I never would let anybody work remote. I just didn’t think it would work. So, I have been the first one to say I was totally wrong. And our performance numbers are actually higher than when we were in the office.

Lee Kantor: [00:10:54] Now, what are the metrics you’re measuring for performance?

Tammy Cohen: [00:10:58] So, because we’re doing background checks, we’re sort of information in and out. So, we have different measurements as far as how many of, say, a criminal history you process. And then, there’s a matrix of how in-depth was the criminal record on it. Was there five charges? Where there 15 charges? So, our system is pretty, pretty sophisticated in how it performs and gives us the daily performance numbers on everybody.

Lee Kantor: [00:11:25] And that, you’re seeing more performance when people are working from home?

Tammy Cohen: [00:11:30] Yeah. So, somebody did say it’s an easy way to sort of get it and, say, somebody who’s calling on employers for employment verification, they’re actually doing more of those at home than they did when they were sitting at the office.

Lee Kantor: [00:11:46] Wow! So, now, this affecting your clients? Are they working from home more? Does that change anything in terms of the screening?

Tammy Cohen: [00:11:57] So, it hasn’t really changed anything because we are automated, and they were requesting things automated. And what we’ve done is we’ve sort of put some new services out that are built around screening for the remote workforce. So, we have an identity application that is touchless. So, you can send a link to your perspective candidate, and they can fill out all the forms, and all the information, and it comes to us, and we do our background check, and it’s back to the customer, and whoever wants to access it at the customer site through their user access.

Lee Kantor: [00:12:31] Now, do you help the customer, if they had to? Like, maybe they are going remote for the first time and having a work from home workforce, is there any kind of consulting you do to help them make that easier or you stay in your lane in terms of just handling the screening part?

Tammy Cohen: [00:12:49] It’s funny. We are experts and background checks. Through the years, people have asked, “Will you do private investigation and different things?” And I have found just to be focused on background checks. But what we have done is, say, for somebody that’s now hiring remotely, we have a whole new list of verification questions that we can interview that candidate asking, “Who’s going to have access? Have you work remotely? Are you comfortable in front of the camera?” All these different verification questions to make sure that this is the person you want to be working for that type of position.

Lee Kantor: [00:13:27] Now, let’s talk a little bit about you as a woman-owned CEO of a woman-owned firm, and you’ve won multiple awards regarding that. How important has GWBC and maybe WBENC been in terms of the growth of your company?

Tammy Cohen: [00:13:47] Wow! I can’t even come up with the words on how impactful WBENC and GWBC has been in building InfoMart, especially the past five years. It amazes me the women that don’t get certified, but it’s just like anything you get involved in, right? Like a Chamber of Commerce. If you don’t get involved, and go to meetings, and engage, and get to know people, you’re not going to get anything out of it. But as soon as you just start showing up, it is remarkable in how these corporations are supporting women-owned businesses. Amazing really. Is. And these organizations make it happen.

Lee Kantor: [00:14:29] Now, I’ve been working with GWBC for a while now, and I get to hear these stories from the women-owned business folks. And just the amount of collaboration and support that they get from the association is phenomenal. And are you finding that that was helpful during a pandemic? Like when there was at the beginning of this, there was so much information out there, to have a trusted place that’s kind of watching your back. That can make the difference between sticking around and not sticking around.

Tammy Cohen: [00:15:06] Oh! WBENC came out with their COVID provider list and were sending out regular information on PPE and different things. And I had an entire team. So, InfoMart has 150 employees. So, I had a good team that was researching and keeping up with everything. And it was amazing how I could send a GWBC email or WBENC email with links, and they we get more information out of that than they would any place else. So, they did a great job in supporting us.

Tammy Cohen: [00:15:39] But not just in supporting us with information; a number of the organizations had virtual meetings where they would give you 15 minutes in front of a company that you got to talk. And the supplier diversity people right now are so committed to diverse businesses and getting us in their organizations. And so, those opportunities that they’ve given us has been … if anything, it gives you hope and keeps you motivated that, “Yes, I can do this, we’re going to survive.

Lee Kantor: [00:16:10] And then, a lot of cases, I mean, I’ve interviewed folks where they’ve gotten important pieces of business from these larger enterprise firms that they would never have been able to get in front of in any other way.

Tammy Cohen: [00:16:22] Absolutely, absolutely. And I think though, it’s important for people that are listening, it just doesn’t happen overnight. Again, you have to get involved. But as soon as you get involved, it happens and it really does happen. I mean, Fortune 500 companies that you would have a really hard time getting to somebody, they’re very open to listen and and even help you improve. I mean, if you’re not ready, they’ll say, “Hey, you need to figure this out before I take you on to my stakeholders.” So, they really work at not just getting your business but helping you be a better business person.

Lee Kantor: [00:17:01] Right. And they’re telling you what you need to do in order to get their business. Like, that’s hard. You usually don’t get that feedback from prospective clients.

Tammy Cohen: [00:17:11] No, no. I mean, they’ll tell you, “Hey, I want to hear a differentiator. I don’t want to hear you just give good customer service. I want to know why.” They train you on how to really sell your business and where you need to improve. And there’s really nobody else out there that gives you that other than … Like me, I learned from the school of hard knocks, but it’s a lot quicker to the top when you don’t have to do it that way.

Lee Kantor: [00:17:39] You got that right. It’s hard enough to do it without help, but when you have an association that’s willing to watch your back and help you, I recommend everybody to take advantage of it.

Tammy Cohen: [00:17:49] Yes. And women are really good about helping each other in a very honest and raw way. It’s amazing to people that I’ve had, that I’m friends with that are women business owners that might be very active in Michigan in the automotive industry and letting me know, “Hey, if you can get this, this, this together, then I can take you in.” It’s amazing how the women work together through WBENC.

Lee Kantor: [00:18:18] Yeah. We find that to be the case. It’s very collaborative. Everybody’s kind of rooting for everybody, and they’re willing to share kind of best practices, and they share what it takes in order to be successful. And just to get that inspiration is important, and to learn from other people’s mistakes can help you. But I also find, it’s like you said, in terms of an association, any association, whether it’d be GWBC or any of the chamber, any of the other ones, it isn’t something you just pay your dues and then business happens. You got to get involved. You got to volunteer. You got to take leadership positions. You got to kind of invest into the association if you want to really reap the rewards.

Tammy Cohen: [00:19:03] Exactly. And right now, I keep telling everybody, it’s like we aren’t face to face. So, make sure your camera’s on. Make sure you dial in early, so you’re on the front page. Chat, know what you’re going to say, put out your LinkedIn and chat, so you can meet new people and follow up with them in a LinkedIn message. So, it’s a whole new way of doing business, but there is ways to still connect.

Lee Kantor: [00:19:34] Right. Because that’s what people do business with people. So, act like a human. It’s-.

Tammy Cohen: [00:19:40] Yes!

Lee Kantor: [00:19:40] It’s really not that hard. Now, Tammy, so what’s next for you? It sounds like you’re going to be able to incorporate some of these things that you’re doing during the crisis into your future business when the pandemic wanes.

Tammy Cohen: [00:19:54] Yes. So, SymTem is morphing into a wellness type of platform that we feel that is going to be very, very important. And we’re starting to … well, there’s companies that are coming to us right now that want to integrate to add our product into theirs. So, I think that’s going to be an exciting future in 2021 for SymTem.

Tammy Cohen: [00:20:17] And then, as far as background checks, coming up with this whole new world of work background screening, we’ve been spending a lot of time in developing new services, new products and, of course, looking at how can we give you a better service, better information for less money, because everybody is watching their budgets right now, and we realize that. We want to help our customers in that way.

Lee Kantor: [00:20:41] So, now, who’s the ideal prospect for you? You mentioned you work with a lot of agencies. Are they the best prospect? Do you get most of your work through them or do you go directly to the companies?

Tammy Cohen: [00:20:53] We work directly with the companies. So, yes. So, we have a number of Fortune 500 companies. I think one of the exciting companies we work with is the NFL, and we do the NFL Combine, and that’s really exciting. That’s a little different than the norm. But we do work with major corporations across the United States. And we do everything from screening their candidates for employment, as well as we screen the employees of their vendors. So, we have a healthcare platform. So, we have some different things that we do. But we really have a good hold in the staffing industry. So, our system is sort of customized and very specific to help staffing. Because at the end of the day, staffing needs to get somebody in there quick. So, we have to get that person screened quickly for them.

Lee Kantor: [00:21:47] Now, do you have any advice for the business owner that may be is too small for you or can’t afford you at this point in their kind of life cycle? Is there any low-hanging fruit they can be doing to protect themselves and get the right person in?

Tammy Cohen: [00:22:02] So, I think to protect yourself is to understand what you can and cannot use in a background check. So, going on LinkedIn and Facebook and hiring somebody, you should not be doing that. And a lot of people don’t realize, a criminal history is going to cost you around $10. That is not that expensive. Verifications cost about that much. I mean, most of our employers spend about $30. It’s not a lot when you start looking at the quality of person or just lawsuits, what trouble you can get in for hiring the wrong person.

Lee Kantor: [00:22:42] So, it’s something that everybody should make a priority.

Tammy Cohen: [00:22:46] It really is. And it’s not about screening out people. It’s about screening to get the right person in that position because we’re very supportive of second chances and that the way we assist our customers in setting up their programs is that when we’re going through helping them set up what they’re going to hire and not hire, we really make sure that they’re looking at giving people a second chance because there’s a lot of success out there with people that have had a past criminal history.

Lee Kantor: [00:23:15] Good stuff. Well, congratulations on all the success and thank you so much for sharing your story. If somebody wants to learn more and have more substantive conversation with you or somebody on your team, what’s the website?

Tammy Cohen: [00:23:27] It is infomart-usa.com.

Lee Kantor: [00:23:34] Well, thank you again for sharing your story today, Tammy.

Tammy Cohen: [00:23:37] Thank you. I appreciate it.

Lee Kantor: [00:23:39] All right. This is Lee Kantor. We will see you all next time on GWBC Open for Business.

About GWBC

The Greater Women’s Business Council (GWBC®) is at the forefront of redefining women business enterprises (WBEs). An increasing focus on supplier diversity means major corporations are viewing our WBEs as innovative, flexible and competitive solutions. The number of women-owned businesses is rising to reflect an increasingly diverse consumer base of women making a majority of buying decision for herself, her family and her business.

GWBC^® has partnered with dozens of major companies who are committed to providing a sustainable foundation through our guiding principles to bring education, training and the standardization of national certification to women businesses in Georgia, North Carolina and South Carolina.

India Hayes and Herold Raymond with Mini City

October 16, 2020 by angishields

Atlanta Business Radio

India Hayes and Herold Raymond with Mini City

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India Hayes, CEO and Co-Founder of Mini City, is a 2010 Graduate from Savannah College of Art and Design and holds a BFA in Graphic Design. Upon graduation, Hayes worked for organizations like the CDC, Turner Sports and CNN before finding a home at Atlanta Tech Village as their It Takes A Village Diversity + Inclusion Pre-Accelerator Program Manager.

Hayes knows the importance of clear, effective communication and sustainable efforts. That is why she utilizes her design skills whenever she can for social good and sustainability. She has assisted water aide organizations with tech of social good in places as far as Nicaragua, and participate in hackathons right within her Georgia.

In 2017, she founded a tech start up Mini City (2020 GirlBoss Winner, 2018 Startup Awards Nominee for Best Social Good Start Up, 2019 Startup Runway Winner, 2020 Startup World Cup Finalist); to alleviate homelessness in Metro Atlanta. Hayes has assisted hundreds of homeless citizens within Atlanta, with ages ranging from 1 to 60 years old.

Hayes feels that when you empower women, whether it be within the US or overseas, an entire community is transformed. Mothers, daughters, and female leaders carry on traditions and educating, aiding and informing women is something that Hayes believes will make a community more sustainable and holistically sound.

Herold Raymond, VP of Business Development, has worked in a variety of development roles from creating sustainable, green business initiatives to assisting in multi-million dollar IT networking and data management projects.

He has a penchant for creating, collaborating with others and connecting different industries to provide innovate business solutions. Ultimately his passion lies with helping marginalized communities. His greatest goal being to use the skills and abilities he has garnered to provide economic and social initiatives that support these communities.

With a background in computer science and business, he has more recently focused on honing his skills in project management, SDLC methodologies and database management. His work with the Conservation Fund led to his creation of a shark tank for small communities in food deserts.

Connect with India on LinkedIn and follow Mini City on Facebook.

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Learning Insights Radio: Anant Kale with AppZen

October 15, 2020 by angishields

Learning Insights

Learning Insights Radio: Anant Kale with AppZen

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Anant Kale founded AppZen in 2012 to bring AI to global finance teams, and is responsible for the company’s vision and business execution.

Previously, he served as Vice President of Applications at Fujitsu America, where he had broad responsibility for the management and delivery of the company’s global enterprise applications and infrastructure.

He has more than 20 years of experience in software development and engineering leadership. Anant earned a Bachelor of Science in Finance and Engineering and an MBA from Mumbai University.

He loves music and hopes to learn to DJ sometime in the future.

Connect with Anant on LinkedIn and follow AppZen in Facebook and Twitter.

Transcript

Intro: [00:00:04] Broadcasting live from the Business RadioX Studios in Atlanta, Georgia, it’s time for Learning Insights. Brought to you by TrainingPros. When you have more projects than people, TrainingPros can provide you with the right L&D consultant to start your project with confidence. Now, here’s your host.

Lee Kantor: [00:00:26] Lee Kantor here. Another episode of Learning Insights. And this show is brought to you by our good friends at TrainingPros. Today, on Learning Insights, we have Anant Kale with AppZen. Welcome.

Anant Kale: [00:00:36] Thanks, Lee. Thanks for having me.

Lee Kantor: [00:00:37] Well, before we get too far into things, tell us about AppZen. How are you serving folks?

Anant Kale: [00:00:43] Yeah. So, what AppZen does is, it provides an AI platform for finance. We have companies save money by using artificial intelligence to reduce their spend, increase employee efficiency, and improve their compliance, both compliance for company policies as well as any regulatory requirements.

Lee Kantor: [00:01:03] Now, if there was no AppZen, how would they be doing this kind of stuff?

Anant Kale: [00:01:09] Yes. So, what AppZen really does is we focus on AI as an spend. So, if you think about any kind of invoices or expensive boards that employ somebody, you typically hold that everything in those expenses are right. But the reality is that’s not the case. There could be duplicates in there. There could be spend that employees are having on things that you don’t want the company spend to be done, which they could be buying things off Amazon, they’re buying lots of alcohol, whatever the case might be. And companies rely on managers and finance teams to find those sort of expenses hiding in those expense reports. So, what AppZen does is, we use our technology, our artificial intelligence, to scan through the receipts, to read the receipts automatically, and find out if there is any problematic spend, if there is any fraud, or if there’s any misuse on, in some cases, just mistakes that are happening.

Lee Kantor: [00:02:05] Right. Because, nowadays, I would imagine with credit cards, you know, do you remember did I use my real American Express or did I use my company’s? Like, they look the same. You could do it accidentally and this would catch that?

Anant Kale: [00:02:19] Yeah. Absolutely. I mean, that’s one of the biggest pain points that we find where employees don’t realize that they have actually paid off their company card. And then, they find this loose receipt hanging out and they say, “Oh, maybe I missed it.” So, they put that in again. And the company ends up paying hundreds of thousands of dollars across all employees. And that’s an honest mistake on the part of the employee, but it does cost company’s monies. And it’s hard to find when you’re manually reviewing all these expenses. But with our technology, with artificial intelligence, this can get caught within seconds without any human involvement.

Lee Kantor: [00:02:56] Now, does this lay on top of their existing platform they’re using to submit their expenses?

Anant Kale: [00:03:03] Yes. So, it actually works with whatever you have. So, AppZen really has more than 1,800 customers, including companies like Amazon, Salesforce, Novartis, Boeing. They all rely on AppZen to audit through their expenses. And the cool thing is they don’t have to change anything that they are doing today. Their current expense systems, it could be an SAP or Concur or Oracle or anything that they use, any home-made system too. They can keep it as it is. AppZen just works behind the scenes. It connects with their expense system. Our technology then reads in real time within minutes, it can find out any kind of issues, any kind of mistakes or fraud that might be hiding in there.

Lee Kantor: [00:03:46] Now, because of COVID and the pandemic, are there different types of expenses that kind of your software had to relearn? Like, “Oh, this now could be a problem area,” where it previously wasn’t a problem area because so many people are working from home?

Anant Kale: [00:04:03] Well, absolutely. Before COVID hit us, a large part or the majority part of your expenses were related to travel and hotel stays. And we used to find a bunch of issues around that. Everything from employees upgrading to business class, or watching in-room movies in the hotels, or buying lots and lots of bottles of, say, alcohol in their dinners. But what has happened post-COVID is that the travel has virtually come to a standstill. And employees are now working from home, like you said. But this has created newer kind of problems, different problems that the technology had to learn. Things related to – starting with things like employees buying cleaning supplies, buying N95 masks to keep them safe, their workplace safe.

Anant Kale: [00:04:49] And then, as people started working from home, things needed to work from home expenses. And it could mean a whole lot of things. It could mean buying computer monitors. It could be buying a new desk or a chair that you think makes your work efficient or buying even simple things like cables. We had to come up with – or, rather, the technology had to learn a whole bunch of stuff which it had not seen before where there were no rules written before. And like the CFOs and the finance teams that here are the kind of spends that are happening. And in some cases, the abuses that were happening in that work from home expenses.

Lee Kantor: [00:05:30] And I guess this is another example of the benefit of AppZen, because you were doing that for all of your clients across all industries. Whereas, if each company had to figure this out individually, it would take a lot of time.

Anant Kale: [00:05:44] Well, absolutely. That’s the power of artificial intelligence. This is the technology which gets its edge because of the data that it can see. And our data platform is able to see billions of dollars of spend across all these companies, across different countries. So, the kind of different violations or fraud or misuse that it can see and the spends that it can see is impossible to replicate manually or even internally. So, when it saw things like N95 masks, our technology was able to bring that up, saying that, “Hey, this is not a spend that I’ve seen earlier. This is a new kind of item that companies are buying or employees are buying. Are you sure that this is allowed?” Or when it started seeing companies buying things or employees buying things like a $900, maybe, chair for their work from home, it automatically brings those things up because it knows that this is not normal. This is not what we have seen earlier.

Anant Kale: [00:06:46] So, it is important that the companies understand where this money is going. And when it sees that the companies are okay with it, then it realizes that this is okay. This is okay to be reimbursed and will not bring those kind of things up. But technology is able to do that at a much faster scale and bring those anomalies out in things which is impossible for humans to do.

Lee Kantor: [00:07:13] Now, when you’re selling this into a company, who is the target within that company? Is it, like, the chief finance officer or chief information officer?

Anant Kale: [00:07:21] Yes. It is normally the folks in the finance teams belonging to the CFO office. Somebody who looks at all of the spend, accounts payable spend, traveling expense spend, those are the people who are really, really motivated by ensuring that we are spending the least amount of human capital in monitoring those spend. Second is, we are reducing our spend, especially in times like these where every company is pressured under a cost management. How do we take off a few points on all of our spend, because that’s something which you can do. And then, finally, compliance. How do we ensure that employees are behaving the right way and there’s no workplace kind of spend abuse that is going on?

Lee Kantor: [00:08:04] Now, when you’re selling this into a company and you’re explaining the benefits and how this is going to be now monitored by artificial intelligence, is there any kind of training you have to do for those folks in order to implement it to their employees? Because it seems kind of I could see it as Big Brother is looking over my shoulder now. It’s not Bob. It’s a computer that’s kind of doing this. Is there any change management you have to kind of work through to help them explain it to their folks?

Anant Kale: [00:08:36] Yeah. The change management really is very transparent because all the things that are happening are happening behind the scenes. Employers really don’t know that instead of a person, it’s a technology that is finding all these different violations. Now, the cool part is that we want to bring the human element. And we are actually helping out the finance folks in doing their job better. So, when the technology finds that there is a problem, it brings in the finance person in so that they can help understand what is the culture that we want to bring in, what is the policy that we have, what is the business that we are in. And then, relate back to the employee. So, the change management is pretty minimal because this is working pretty transparently behind the scenes. What you do see, what employees do see, there is, probably, a very efficient finance team that I have, which is finding all these things which we were not doing before.

Lee Kantor: [00:09:33] And it’s probably making their lives easier because they don’t have to kind of parse through all of this stuff. They’re just getting kind of pinged whenever some thing is like a red flag.

Anant Kale: [00:09:42] Absolutely. I mean, in fact, the biggest benefit or one of the big benefits that we have seen is not just in finance teams, but also in employees. Because what happens is, the employees spend on their credit cards and then they have to follow their managers. He’s approved my expense and then follow up with the finance teams before they get reimbursed. And it could take three or four weeks or even months to get paid.

Anant Kale: [00:10:05] But with AI, artificial intelligence, doing all the job, our customers have been able to reimburse their employees within 24 hours. Because you’re not waiting on a manager to make that decision. You’re not waiting on a finance person to make that decision. And very confidently, you can say that for the employees who are doing the right things, who are spending money appropriately based on the company’s policy, we can reimburse you very, very quickly and not delay those payments.

Anant Kale: [00:10:35] So, things like these where you can increase employee satisfaction dramatically were just not possible earlier. Now, with AI, with artificial intelligence, you’re able to maintain the same kind of controls, even make them better than what you had before, and delight the employees by paying them so much faster.

Lee Kantor: [00:10:53] Now, what was the genesis of this idea? How did this come about?

Anant Kale: [00:10:58] Yes. So, I founded the company, about, seven years ago. Data science and artificial intelligence was fairly new in terms of what it could do. And what we saw was, in every company, you relied on a series of workflows where people were making decisions. And we thought that the reason why people are making those decisions, it could be finance teams or it could be any kind of sales guys, is because you required people to look through documents, read through documents, and use their experience and judgment and expertise in that domain to make a decision. And this was not possible to automate that with with applications earlier.

Anant Kale: [00:11:40] But with AI, we saw the possibility that we could use things like computer vision, national language processing, which allows things which you normally see associated with consumer apps, things like Facebook where it recognizes pictures, or Siri or Alexa where it understands language. We thought that we could use these technologies to equip machines with taking those decisions better and faster and cheaper. And that was the genesis around using our own hypotheses around building this company that we can build those applications. Which, today, rely on human decision making and altered them to a very large extent so that people are just getting involved when there’s a real need or the real exception with the machine has flagged for you. So, that’s what we are after. We are building a set of applications that automate the human decision-making process, essentially, where finance is involved.

Lee Kantor: [00:12:40] Now, how did you go about building your team?

Anant Kale: [00:12:44] Yes. So, the key thing is that you got to get people who are equally passionate about the mission that you are on. So, early stages, it was working with friends, colleagues. My co-founder is somebody I knew for a long time, is a friend. And we all shared the same passion. So, that was the initial team. And then, people whom I could trust that they were great in their specific professions. It could be in product development and engineering or in marketing. Talking to those folks, talking to them about the mission, and see they’re equally passionate about it, and they are here for the long journey. And once you kind of see that we shared the same set of goals and values, then you know you have the right people in your team.

Lee Kantor: [00:13:36] Now, as the team grows and you go beyond, you know, people you know personally and and you have a team of people that all believe in the mission, how do you kind of create and maintain that culture and, especially, maintain that culture when there is something – a crisis comes into play like COVID has?

Anant Kale: [00:13:58] Yeah. I think that’s a great question. And we kind of [inaudible] about it a couple of years ago when we were growing at such a rapid pace. Today, we are close to about 300 employees. And we started off saying that we need to have a core set of values on how do we figure out who’s the right team member at AppZen. So, we actually have what we call as iZen, which is our set of core values. And we have five things in it.

Anant Kale: [00:14:25] We obsess about our customers. That means we put customers first. We walk in their shoes. And we focus on value and we are relentless about it. Then, we earn trust. We want to be consistent. We want to be trustworthy. We want to be transparent with our employees, with our customers. And that’s kind of a very important thing for us. And we want to have a culture where everyone wants to do their best and there are not fears around feeling. So, we want to be innovative and be fearless. That’s one of the key values we have that we want to use employees to use creative attempts to solve problems and not stay with the status quo, but rather challenge it. And then, we want to act with urgency. That’s our fourth value. Which is, we want to go out there with energy. We want to pursue it. We want to be not sitting out there waiting for things to happen. And, finally, we want to be caring and compassionate about each other. So, we need to have empathy for each other in our team, our customers, the community that we are in. And we need to have employees and partners who share those same set of values.

Anant Kale: [00:15:37] So, we set up these five core values for ourselves. And, essentially, when we are hiring new employees, we are measuring them on whether these will be a good fit for our team. We care about the same things. And if they do, that automatically becomes a good employee that you want to hire. So, that has worked pretty well for us. And it’s just a question of reinforcing and reiterating what you care about. And things do fall in place and you get the right kind of talent in the company.

Lee Kantor: [00:16:09] Now, when you’re working in this kind of leading edge technology where you’re figuring out stuff way ahead of your clients are, how do you kind of keep all the employees with that kind of learning mentality and always pushing and learning? Do you have any formal kind of training or learning in place to help them kind of be the leaders that they have to be in order to help the company?

Anant Kale: [00:16:40] Yes. So, there’s a lot of the stuff with the structure. It is around ensuring what are we really working for? What are the customers that we are trying to service? And what are their problems? So, educating our employees on customer problems in that domain is important. So, we set up, not just formal avenues for learning, but things like customer [inaudible] where we talk to our customers on why they selected us, what did they like, what did they dislike, what we could improve. And to bring the entire company in. So, any employee in the company – we call those cross-functional check-ins – every employee in the company is allowed to sit in those calls and can ask any kind of question.

Anant Kale: [00:17:22] What we find is, building the customer empathy and knowing what to build are the kind of key takeaways employees come up with when they have these kind of interactions with the customers that that’s what we exist for. So, along with having formal avenues where they have an accounting one-on-one, they have a learning around that, or skills in how to manage teams. We find that the other avenues are more practical ways of getting that kind of practical experiences from customers helps us a lot in keeping the focus, keeping an eye on what is to be build, what is in the future, what are the areas that we want to solve for, and that really puts the team together and focus on the right things.

Lee Kantor: [00:18:11] Now, what, for you, is the most rewarding part of the job? Is it getting new customers? Is it getting that employee that has taken their, maybe, career to the next level? Or new ways to serve your customers? What stuff gets you fired up nowadays?

Anant Kale: [00:18:27] I think the key thing is that I’ll be able to earn the trust of the customers and I’ll be delivering to that. So, a company like ours, which is showing the promise to customers on what technology can do and really pushing the envelope in terms of what AI can do, how it can transform their workplace. In many cases we are taking chances on what technology can do and we need customers who are taking chances on us as well, because these are new applications which people haven’t thought of today. And we are the one thinking about it. And having partners who, not only engage with us, but put their trust in us. And then, us being able to deliver on that and exceed their expectation and delight them, that probably brings me the most satisfaction.

Lee Kantor: [00:19:18] Now, any advice for companies that are, maybe, not in your same space, but that have a new technology and they’re looking for the right client/partner that is willing to be kind of a forward thinker and put their neck on the line? Because a lot of folks, you know, they worry about keeping their job. And you’re not going to lose your job if you go with being incumbent or do things the way it’s always been done. But in today’s world, you always have to be pushing and testing, I would think, in order to be successful and to be ready for the next big thing. So, any advice for that leader out there that has a new product that has to kind of recruit, also, kind of some risk takers to come onboard?

Anant Kale: [00:20:01] Absolutely. I mean, the one thing which I would advise is that technology is not sole for technology alone. Always put yourself in customer’s shoes and figure out what problem are you solving for them. How critical is that problem and why should they work with you? So, if you put yourself in their role and figure out, “Am I solving the problem? Is this problem hard enough or important enough to solve? And why should they be solving or putting their trust in me to solve it?” And if you can answer those and you can recruit somebody to believe and, obviously, not just words, but with actions as well that you can deliver on it and you will try your best to get that done is kind of number one.

Anant Kale: [00:20:47] So, if you are able to solve that and then you are talking to prospects on who should be working with you, you’ve also got to find a person on the other side who’s willing to take chances on you. Because not every customer around every business is in the same kind of leading edge forward thinking scenarios or will work with every company out there. So, once you find somebody who shares those same values with you, is willing to take that risk on you, and is willing to bet on you, those are the initial ones that you need before you can then say that, “Yeah. I proved it out, out here. I proved it with a couple of companies. I can go and talk to every other customer, every other company out there, because they see that this is a valid technology, it is involving right business problem, and I have referenced customers.”

Lee Kantor: [00:21:39] Now, what is the pain perspective AppZen customer is having right before they say, “You know what? Maybe we should take a shot with these Appzen folks?”

Anant Kale: [00:21:48] Yeah. I mean, right now, we, obviously, went through that when we started the company and we didn’t have any customers many years ago. Now, when customers talk to us, they already know that my goal is to save money. My goal is to increase the efficiency. And my goal is to be compliant. So, these are common values that every customer has and that’s what they’re focusing on. Today, we are seeing more and more with the pandemic things like digital transformation. Companies want to make sure that they are doing the work in their office in a digital way with the least number of people that are involved in the process.

Anant Kale: [00:22:32] So, companies are coming to us with these problems very well stated and looking at AppZen to help them, not just in T&E, but also our accounts payable, doing the same thing in accounts payable around all the spend. So, that’s what we are adding value, reducing the spend that the company has by a couple of points which adds to the cashflow of a company, reducing the human capital required, the work that is required to go in and improving the efficiency and productivity of their employees. Those are areas that companies are very concerned about which AppZen is solving for.

Lee Kantor: [00:23:10] Now, is this industry agnostic? Does this work in all industries? Or do you find you’re getting clients in certain industries?

Anant Kale: [00:23:18] We very much have companies across all industries. Like I mentioned, right from manufacturing, to high tech, to pharmaceutical, life sciences companies, which are close to a thousand employees all the way to a company that have 150,000 employees. We have applicability across industries and verticals and across countries as well. So, really a broad use case for AppZen.

Lee Kantor: [00:23:46] And if somebody wanted to learn more, have a more substantive conversation about you, with you, or somebody on your team, what’s the website and best coordinates to get a hold of you?

Anant Kale: [00:23:55] The best way is to go to our website, www.appzen.com. That’s A-P-P-Z-E-N.com. And on the website, there’s a Contact Us button. You can connect with any of our folks who would be happy to walk you through with applicability and see if AppZen is the right fit for you.

Lee Kantor: [00:24:15] Good stuff. Well, thank you so much for sharing your story. You’re doing important work and we appreciate you.

Anant Kale: [00:24:19] Thank you so much.

Lee Kantor: [00:24:21] All right. This is Lee Kantor. We’ll see you all next time on Learning Insights. And remember, we could not be doing this work and sharing these stories without our good friends at TrainingPros. See you next time on Learning Insights.

Outro: [00:24:35] Thank you for listening. For more information about TrainingPros, visit their website at training-pros.com.

About Training Pros

Since TrainingPros was founded in 1997, they have been dedicated to helping their clients find the right consultant for their projects.

23 years later, they are proud to have helped hundreds of clients complete their projects and thousands of consultants find great assignments. Training Pros continues to focus on helping their clients and consultants as well as their community.

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Chuck Head with Center Parc Credit Union

October 15, 2020 by angishields

Atlanta Business Radio

Chuck Head with Center Parc Credit Union

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Charles Head, President/Chief Executive Officer of Center Parc Credit Union, began his career with Atlanta Postal Credit Union (APCU) as a loan officer in 1989.

He worked his way up to management, eventually becoming President/CEO of Atlanta Postal Credit Union in 2017.  Mr. Head was appointed to APCU’s Board of Directors in 2016 and continues to serve in that role.

Mr. Head demonstrates his commitment to the movement by serving as Vice Chairman of the Board of Directors for the National Council of Postal Credit Unions, as an Advocacy Committee member for the League of Southeastern Credit Unions, and as a Board Member for Credit Union Loan Source – an entity established by credit unions to bring affordable financing to more consumers.

Mr. Head is a graduate of Troy State University in Alabama, where he received his Bachelor of Science Degree in Business Finance.

He and his wife Beverly, a retired schoolteacher, have resided in and around Atlanta throughout their entire lives. They currently live in Newnan, Georgia, and enjoy spending time with their two children and three grandchildren.

Follow Center Parc on Facebook and Instagram.

What You’ll Learn in This Episode

About the grand opening of the new branch in downtown Atlanta
The importance of community to Center Parc Credit Union
How Center Parc got the official naming rights to Georgia State University’s new stadium now called Center Parc Credit Union Stadium

About Our Sponsor

Follow OnPay on LinkedIn, Facebook and Twitter.

LaVonda Brown with Eyegage

October 15, 2020 by angishields

Atlanta Business Radio

LaVonda Brown with Eyegage

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Dr. LaVonda Brown is the Co-Founder and CEO of Eyegage, Inc. and she began studying eye behavior in 2012 as a portion of her PhD research.

During her PhD, she discovered that eye gaze can be used to determine engagement levels while learning. In addition to engagement, the human eye holds rich data about the mental state of a human being.

Dr. Brown later joined Emory University in 2016 to analyze eye tracking as a biomarker for early onset Alzheimer’s Disease.

Dr. Brown completed her BS in Electronics Engineering at Norfolk State University in 2010 and MS and PhD in Electrical Engineering at Georgia Tech in 2012 and 2015, respectively. Dr. Brown received her MBA with concentrations in Entrepreneurship and Technical Product Management at Georgia Tech in 2020.

Follow Eyegage on LinkedIn, Facebook and Twitter.

What You’ll Learn in This Episode

About Eyegage
LaVonda’s academic background.
How and when LaVonda started researching eye behavior
Who is Eygage’s target customer?

About Our Sponsor

Follow OnPay on LinkedIn, Facebook and Twitter.

BRX Pro Tip: Examine Touch Points and Remove the Friction

October 15, 2020 by angishields

BRX Pro Tips

BRX Pro Tip: Examine Touch Points and Remove the Friction

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BRX Pro Tip: Examine Touch Points and Remove the Friction

Stone Payton: [00:00:00] Welcome back to BRX Pro Tips. Lee Kantor and Stone Payton here with you. Lee, I think it’s important – and I know you do as well – that we periodically examine our touch points with our prospects, and our clients and even our own people. And we strive to remove the friction. Don’t you agree?

Lee Kantor: [00:00:19] Absolutely. It’s important to go through what a relationship looks like with your client. And then, just look at all of the different points where you interact with the client, and what you’re expecting the client to do, and what you’re expecting yourself to do. And go back and remove anything that can be a hassle or a headache for the client to do. If you can remove all of the hassles, and all the headaches, and all the friction you’re asking them to do, and give them more of what they like to do, and they want to do, and they getting the outcome they desire, and then they are doing less of the things they don’t like to do, you’re going to have a very happy client, one that’s not going to go anywhere. And hopefully, you’ll have that client for life.