Insights from Liquid Mobile, Gigable, Traba, and YellowBird Leaders on Recruitment, Job Assignment, and Managing No-Shows

In the gig economy, understanding the nuances of recruitment, job assignment, and the handling of unexpected workforce changes is vital for success. Gaurav Deshpande, Chief Marketing Officer at HyperTrack, leads a vibrant roundtable discussion to discuss the nuances of the landscape of on-demand jobs marketplaces. This conversation took place during Gig Work Summit, in October 2023.

The roundtable brought together Christine Ricci, CEO of Liquid Mobile representing the healthcare sector; Conor Lyons, associate founder of Gigable covering hospitality; Akshay Buddiga, CTO of Traba in the light industrial space, and Mike Zalle, CEO of YellowBird, focusing on environmental health and safety.

Through their experiences, we navigate three fundamental questions that are central to the gig economy:

  1. What are the key challenges in recruiting talent?
  2. What methods are used to assign jobs once workers are onboarded?
  3. How do organizations cope with unexpected no-shows and last-minute cancellations?

Check out the highlights here and the full video and transcript below:

How skill is a factor is matching talent to available roles watch the highlight

How automation and proximity streamline role assignment watch the highlight

Innovative Approaches to Scheduling watch the highlight

How Traba handles No Shows watch the highlight

Gig Economy Leaders - A Blend of Expertise

Welcome, I am Gaurav Deshpande, Chief Marketing Officer for HyperTrack, and host of this panel. With that, let me hand it off to the first panelist here. Christine Ricci from Liquid Mobile.

Christine, would you like to introduce yourself to the audience?

Yeah. Hi, everyone. Super excited to be here. Love the panelists. Such a great crew and excited to be in front of this group. So thank you.

Wonderful. Thank you, Christine. Over to Conor, in Dublin, Ireland. No problem. United States, Kansas, United States to Dublin, Ireland. Conor. Would you like to introduce yourself?

So my name is Conor Lyons. I'm an associate founder and product manager and a few other things like a lot of startups. So I wear a lot of hats. And, it's a pleasure to be here today to talk about the gig economy. Just for context. Gigable is a platform that connects freelance local workers with local businesses in their area for shift work. And we operate in the UK and Ireland.

Awesome, awesome. Your platform is amazing. We use it in Dublin and love it.

Thank you, Conor, over to Akshay from Traba - CTO and Co-founder.

I'm the co-founder and CTO here at Traba. We are a gig staffing platform for the light industrial workspace. So manufacturing, distribution production, warehousing roles, and I'm calling in from New York. Excited to be here today and chat with you all.

Wonderful. From upstate New York. over to Arizona, Idaho, Mike, would you like to introduce yourself and Yellowbird?

Well, thank you. Thank you so much for having me on. So I'm the founder of Yellowbird. We are a professional gig economy platform focused on environmental health, safety and risk. And our secret sauce is understanding how to do the decoder ring around professional services on-demand.

Awesome, thank you and welcome panelists. Christine, you didn't get a chance to introduce Liquid Mobile, we want to talk a little bit about what Liquid Mobile does and then we'll get into the conversation.

You bet. So Liquid Mobile, we are a healthcare organization direct to consumer, meaning we have a very large team of nurses and nurse practitioners physicians that we send to the consumer. So basically, always have a nurse on your doorstep within two hours, or you can access every one of our facilities and get immediate service.


Tackling Recruitment Challenges in the Gig Economy

First question over to you guys. All four of you are entrepreneurs, you have scaled up, you're scaling up your startups.

What are the key business challenges in recruiting?

There are two sides of an on demand labor marketplace or a professional work marketplace. One is the talent of the workers. And the other side is of course the employer. Let's talk about talent first.

Christine, if you want to start us off saying how are you recruiting your healthcare staff for your work? Then we’lll go to Conor next with restaurant delivery and security workers. Akshay helps with warehouse and manufacturing workers and lastly with Mike for the OSHA and other types of security staff.

Christine, over to you healthcare staff.

Recruiting Strategies in Healthcare - Liquid Mobile Perspective

So on the healthcare side of things, gosh knock on wood I feel like we are blessed in this space, and that if I post a position for a nurse, I typically get hundreds and hundreds of resumes in for a single position. The alternative for them is a hospital environment, which is hard. And so if they have a choice between a hospital environment where it is very, very tough, or a position when they get to pick their schedule, the days that they're going to work, the hours that they're going to work, when they want to do more shifts, when they want to do more shift, less shifts, and they have control, they definitely we'll lean more towards an environment where they have control.

So we've been fortunate enough to have the talents out there, and we're really able to recruit them into the organization. Retention is always, you know, hard. So you have to drive engagement, you have to drive celebration, you have to make them feel great about who they are and what they do, and really constantly recognize their successes. But if you have that component, tied with the recruiting component, it tends to be a good combination.

We're really able to recruit [nurses] into the organization. The alternative for them is a hospital environment, which is very tough. So, if they have a choice... where they get to pick their schedule, the days that they're going to work, the hours they're going to work... they definitely lean more towards an environment where they have control.

Recruiting for Hospitality - Gigable Perspective

Over to you Connor what does the recruitment look like in Ireland and UK, for your restaurant delivery workers, security workers and the rest of it?

Yeah, it's an interesting challenge, our marketplace. So first of all, we aren't like an open marketplace. So you know, it's up to the kind of businesses to kind of decide who they want to hire. So the challenge for us is really, to provide all the information to that business owner.

So we have, like, I was only talking with our CFO today about improving reliability and trust in the people that you're going to hiring because that kind of nature, the gig economy, I suppose is it's very transient, you know, you might have some workers one week, and then you want to be able to replace them with equally skilled, equally qualified workers the next week. And that's a challenge. And, you know, everyone has a very wide depth of experience in different industries.

When I join our platform, we have people who've worked in all sorts of different industries. So we focus on hospitality, staffing, delivery, food delivery, and logistics and security as well. Um, for security, it's a little bit easier, because of the kind of certain licenses and requirements that we need, so we built them into our platform, so that if you're hiring a security worker in Ireland, you can check against a government database, to check their IDs of different things. So we can give that kind of level of guarantee to the people hiring workers.

And it's a bit more subjective, obviously, in hospitality where skills are kind of, you know, a bit more varied. So what we do is we try to communicate in their profiles, their level of experience, and their ratings from other businesses on the platform. And using metrics like that to kind of give confidence to businesses using the gig economy, because that is a big challenge, trying to substitute people week in week out. So you have to try and ensure there's a good consistent source of skilled workers who can do those jobs.

Recruitment in Light Industrial Spaces - Traba's Perspective

Awesome, over to you Akshay for light industrial for warehouse workers for manufacturing workers. How would you handle that?

Yeah, and I think the biggest and most important things, I break it down into three different areas, like one is transparency, and what the opportunity is, what type of work is available, what the work environment looks like. Giving that sort of transparency is super important, helps workers feel more comfortable coming on the platform that, you know, they're going to take a new job, and it's actually going to work out for them. And so that's, that's super important.

And I think that then leads into the second part, which I would say is really amazing customer support, right? Like, we pride ourselves on an amazing customer experience for both our business customers and our workers. On the worker side, the customer support is super important, that actually drives referrals among workers. And that's been like a huge source of a lot of workers joining our platform, we found that, you know, workers are connected to each other within a given market, there's going to be like WhatsApp groups and Facebook groups. They're sharing work opportunities with each other, as well as like Intel, about businesses that worked with and gig platforms. And so making sure that our reputation is stellar among that, that group is super important for us to get additional workers on the platform.

I think the last piece that I would point to is around meritocracy. So having the ability for workers to see that, you know, their performance, the quality of their work actually does translate to, you know, benefits for them. They're able to, you know, get access to higher paying roles, with the same company or with other companies that are able to build their you know, their reputation and their skill set within the app and get access to to other roles over time. That obviously creates a virtuous feedback cycle. And so that's also very important.

Really cool, and I'm gonna pick up on that the quality of work is critical when you're talking about light industrial and warehouse workers and production workers.

Equally important on your side of the gig work landscape, right, Mike, I know about this quality of OSHA inspector quality of environmental safety in practice, we're going to talk a little bit about how you go about recruiting them, and how do you convince the employers of the quality of your workers?

Yeah, and for and for clarity, just so you know, OSHA is just one small aspect of what we do. I mean, we really do. I mean, if you think of risk and loss control, you're doing human safety of all different sorts, whether it be whether it be even property itself.

So that being said, our model is very different from everybody else on this panel. And so we are a gig economy platform, we do have a lot of logistical aspects, the power of the HyperTrack application, and the power of the overt application has been so, so good. One of the things for us, is actually the imperative of understanding the backgrounds of these individuals, because they all have alphabet soup after their names. There's an ASP or a CSP or an M Shia, or I mean, there's 380 different acronyms that we need to understand and what they mean.

The good news is, getting back to your question, how we recruit, why we recruit, where we recruit, comes down to two things, one, what our customers need. So somebody says, I need a fire assessment at 5000 buildings that we own across the United States. And we need an army of people to show up in the next 30 days, it's great for the gig economy to execute that if you know how to find the fire inspectors, and if you know what qualifications and you validated those, and you can go through that.

So what we do is we align ourselves with some of the greatest organizations in the country for this space. So the National Safety Council, the American Society of safety professionals, even the fire Association, and retired firemen, those types of things. And then we structure deals with those programs to give the professionals an incentive to come to us. And the good news is that most of our pay is quite a bit higher than the traditional gig economy, as you can imagine. And so they can do one or two jobs, you know, a quarter and do quite well. So we use the association path primarily, but also the LinkedIn and traditional outreach as well.

Streamlining Job Assignment Processes in the Gig Economy

Wonderful, thank you for that, guys.

Next question really is about when you found the workplace, you've onboarded them? What's the process that you all go through to assign the jobs?

You present those, but I'm just trying to understand, for the sake of the audience here, what is the process of finding, so maybe I'll start with you, Mike.

On-demand Job Assignment in Environmental Health and Safety - YellowBird's Method

Happy to do it. The most difficult part of the whole process that we deal with is the industry subjectivity or uniqueness of the assignment. So it actually starts with the customer assignment where we walk them through a job creation, or a program creation process, where we have defined for them or helped them define what they need, because a lot of folks don't even know what they need. And so that's the most difficult part.

We've mapped to our network of professionals that have been vetted and on boarded and insured, and all that good stuff when somebody selects to go through, and I'll be arbitrary for a moment and just say they need a forklift training at a specific industrial facility for 30 forklift drivers in two different languages. Alright, so we need somebody who speaks either both those languages, or we need two people. So we basically use what we use.

I hate to use the term because everybody in this world is using AI, but we do we match using that decoder ring the end. And we have pre cast that we send out an invite via SMS as well as on the app to the 10 20 50 people that are appropriate to match that and go by geo geography go by availability go by a bunch of other things, they accept that job.

And then we coordinate the scheduling and they execute. The good news is most of these things are not as urgent as some of yours, where somebody actually needs something right now no matter what, like we can schedule out a week or two and it's not a big deal. So that is a shift in our world.

So I'm gonna with that, you know, from something that's very, very specific skill set wise and not as time sensitive, I'm gonna go to the time sensitive part, which is Christine spot and Conor spot and Akshay’s part. I’ll go first to Akshay, then to Christine and then to Conor.

Assigning On-demand Shifts in Light Industrial Work - Traba's System

“We basically use a combination of location tracking using HyperTracks API's, to understand, in a given location, like who, who's actually available and ready to work today.”
-Akshay Buddiga, CTO

Akshay, how do you assign the shifts to workers and how do you present the jobs to workers right now, what does that flow look like for Traba?

Yeah, so it isn't, it's an open marketplace, we have workers within a given, you know, location geography, able to see the shifts that are available in that area, what we do is actually presented to people based on recommendations and we've built out a system where we can see who has the best skill set appropriate for a given job, if they've had a history with that, that business or with that role before, and we can present it to those folks to be able to sign up for those role, before it goes out to like the larger pool. We've also built the ability for businesses, if they do have a specific roster, or individuals that they've worked with, before that they'd like to invite to the to the shift ahead of the larger pool, they're able to do that, obviously, it's still flexible for workers to decide whether if they are available, and they want to pick up the role or not.

So that's the primary, you know, the first step. From there, if we're looking at a later or last minute type of fill a ship that gets posted maybe a few hours before, for an increase in capacity that's required, maybe the night before the day of in that case, we basically use a combination of location tracking using HyperTracks API's, their scheduled preferences for workers, as well as an available now toggle in the worker app where workers can indicate, you know, I'm available today to work or I'm available tomorrow. And that helps us understand, you know, in a given location, like who, who's actually available and ready to work today.

And then we can look at that plus a combination of that work history and skills profile to determine, you know, these folks should be reached out first to get access to the role. And so that's, that's kind of a combination of how those two things we look at.

Awesome, from light industrial, which is warehouse workers and manufacturing workers over to Christine, in healthcare.

How does the assignment process look like for you, for nurses and other healthcare staff for picking up shifts and jobs?

Healthcare Staff Allocation - Liquid Mobile's Approach

So very similar, as far as understanding the need, aligning the skills, the certification, proximity, so who's in closest proximity, because we're working with a window, two hours or less less being that they are going to actually come through the door, we the only thing that's different is we assign. So it's not a choice as to whether somebody wants it or not. If you are on the schedule, we're going to assign, so folks have to be ready to be dispatched on a doorstep within a two hour timeframe.

So that's really the only thing that's variable. And we also try to balance out the number of assignments. So someone may be a little bit closer. But if they've already had five jobs, and another nurse has only had two jobs, we may actually send that person over proximity as long as they're staying within that window, just so we can fill up their bucket and make it worth their time as well.

Awesome Conor, over to you in Dublin, and UK, how are you managing this?

Managing Hospitality and Security Gigs - Gigable's Strategy

“We know when people want to work. We know the types of jobs they want to do. So you know, it's not that difficult to try and find the right people. You just have to have the right tools and to know how to go about solving that problem.”
- Conor Lyons, Associate Founder, Gigable

So it's a very similar solution at a high level to what actually was described. So again, ours is a marketplace. And you know, businesses will post jobs on the platform, and they'll be viewable down to freelance workers on a mobile. And they'll be looking for a hobby called gigs for essentially just short term shifts, which might be seven or eight hours long in their area. So they can filter by different job preferences, and they can find jobs that suit their schedule. And all of this information then is very useful for us.

If business posts, we always try to encourage businesses to post their gigs, a couple of weeks in advance, so they can accumulate applicants, right, and it's up to the business then to decide, of course, who they hire. In cases where it's a bit more urgent, or if it's a last minute gig that might have been posted a few hours in advance, we do try and leverage network effects where we can. So we know people who've worked up business previously, we allow workers to follow businesses as well. So they'll be alerted about jobs with that particular business if they're interested.

And then we also use geolocation services to know what workers are in that area. And we can send a push notifications to maybe invite them to jobs at the last minute. So we kind of try to tackle it from all angles, you know, we have a few kinds of tools at our disposal. And we try and leverage network effects and kind of simple recommender systems where we can just try and leverage the data that we have, because we have all the information there. We know when people want to work. We know the types of jobs they want to do. So you know, it's not that difficult to try and find the right people. You just have to have the right tools and to know how to go about solving that problem.

Leveraging Community Networks in Gig Economy Recruitment

Do you provide some kind of an incentive for folks to refer somebody else over?

Gigable's Strategy: Community Engagement and Transparency for Gig Workers

For referrals? No, actually, similar to what Akshay was describing. It is a very close knit community, we find the gig economy and workers in that community, you know, you can have this picture in, I don't know what it's like in the US, but I'm sure it's very similar. When you see guys with delivery, UberEATS bikes, and they're back. They're all friends, they're all on the corner, and they're all talking and they're a very close knit community. So we actually find where it makes sense, it's been a phenomenal recruitment tool for us.

And we do spend money on things like Facebook ads, and different channels like that to try and spread awareness. But we find that once workers find out about us, we're a little bit different in that we give kind of consistency and a lot of transparency around pay, and we offer health benefits that we don't get in other platforms. And all of a sudden, that's a no brainer. So that massive spread. And once you have the right platform, given the right benefits, offering competitive pay and transparency, the word spreads.

Enhancing Worker Availability and Scheduling in the Gig Economy

So I have another question. I'm gonna do your job for a second Gaurav. Okay, I've got a question for you.

How far out can people make themselves available?

You said that they can actually, you know, booked themselves on or state available on your, on your platform. I've been contemplating this for ours. And for long durations to available not available, have that dynamic involvement, I'm curious on how yours is functioning.

Traba's Innovative Approach to Worker Availability and Scheduling

Yeah, so we have two kinds of ways to do this. The first one is more high level, like scheduled preferences. And so this is in their profile, they would indicate just at a high level, like I prefer to work, let's say, you know, nights, you know, mornings, afternoon, throughout the day, weekdays, weekends, and that's just high level, like, you know, if you are someone who's taking like, your gig, or your full time job, maybe you're you're trying to supplement and you're only available on weekends, you can indicate that. And so that's a high level of availability.

The other piece that we added, you know, this was, I think, earlier this year was the available now are available tomorrow toggle. And so that is immediate access, right? It's like today, I am available at a super high signal.

In that sense, they've come on to the app, they've been looking for something they didn't find, you know, a job that was available to fit their requirement. But they indicated I'm available if something comes up.

And so we basically have these two at the two extremes, like you know, super high signal on like what's happening today, or maybe tomorrow. And then at a higher level, like what your preferences are, what we found is that if we have, you know, people trying to indicate availability a week out or two weeks out, a lot of times that changes, and people don't actually come back and update you their schedule. And so you end up with outdated data.

And so we sometimes see that actually with our waitlisting capability. So if the shift is already full, you can sign up for the waitlist. And so let's say a shift is coming up next week, you know, maybe 7 or 10 days up, we have people jump on the waitlist today, what we found is that when we you know, maybe we end up needing to reach out to folks on the waitlist, the day before the shift, what we found is that people who sign up for the waitlist previously, you know, the older that app was the less signal that actually has worked versus someone who signed up for the waitlist made the day before the shift. And so we've biased towards, you know, the data points that are closer to the actual shift, more recent, as though they're typically more accurate as well.

Awesome. Thank you. Very helpful.

Strategies for Handling No-Shows and Last-Minute Cancellations in Gig Work

I gotta ask, I'm gonna ask a question now. Akshay and Mike, and I know Conor and Christina have an opinion also. The pain of existence is what I've been told by gig work, marketplaces founders are surprise no shows and last minute cancellations. Will start that with Akshay, will go to Mike, we'll go to Christie and Conor.

Akshay, how do you avoid surprises? How do you deal with surprise cancellations?Last minute calculations and no shows?

Traba's Approach to Unexpected Workforce Changes

“For the no show scenario, this one, we get ahead of actually,  using the location data we get from HyperTrack.”
-Akshay Buddiga, CTO, Traba

Yeah, that's a great question. Yeah, this is obviously a pain point. Because it causes a lot of operational headaches and obviously a poor customer experience when it happens. And so something that's super important for us to be able to handle that case, we basically have like several layers or protection essentially around this, right?

So we have a pre shipped confirmation that goes out, we basically ask workers to go ahead and go into the app to confirm that they're still good to go to the shift that they're, you know, they're able to make it. If they don't actually do that confirmation,  we end up sending them an automated call, but ask them the same question like hey, are you going if not, you know, you may be removed from the shift. And so that's, that's one way.

A lot of times, you know, if we'll have someone who actually does have a conflict that comes up or something like that, they'll end up dropping off the ship at that point. In those situations. Essentially, what we do is then kick off that automated AI backfilling process that I talked about in the keynote earlier. And so that is actually reaching out to folks who are in that list of people who, you know, have been joining the waitlist who have indicated availability today. And so we kick off an automated process there to go through and actually go down that list of workers who might be a good fit for that role to do a last minute replacement. And so it's basically those are, you know, a combination of things for that weight cancellation scenario.

Now, for the no show scenario, this one, we get ahead of actually,  using the location data we get from HyperTrack. So, leading up to the shift, if we can see that someone actually hasn't left their, you know, their residency, you know, they're not on their way their ETA is, is stalled or increasing, that's when we have like a signal on our end that this person is actually not going to make it on time, or they're not going to make up at all. And we can also kick off that process. So even if they confirm ahead of the shift that they're going to go, but then they haven't actually moved, we can kick off that same process and try to get a replacement at the last minute.

Awesome. Thank you Akshay for the shout out to HyperTrack.

Mike, how are you guys handling this? Surprise, cancellations and no shows

YellowBird's Tactics for Managing Cancellations and No-Shows

I was feeling you might have known he was going to mention that. Good on you. Good on you. So funny enough, we actually don't have very many of these scenarios, the problem that we have actually, is when our customer adds friction into the process. So they say oh, you can't go out until four weeks from now. Or we need to coordinate with an end customer and have them confirm the day of.

And so I'm trying to get somebody we as an organization are trying to match a pro with the right qualifications as available, which we don't, there's no skin in the game for them. They have, I mean, we have not paid them yet. And it can be very frustrating. So we get ahead of it from that perspective. Doing a very similar process to Akshay is, in fact, I'm going to compare notes with you at some point.

But a very similar process where we are automated following up making sure that people have everything that they need that they are prepared on both sides of the platform to avoid that. The good news is that most of the types of gigs and jobs that we're doing, tend to be hired. You don't we're not a we're not a churn company, we actually do relatively high GMV, relatively high duration. So comparatively, you're not dealing with minimum wage or relatively low income. So you get a different type of worker many times not always, but that seems to be the case with us.

YellowBird proactively manages potential cancellations and no-shows by ensuring professionals are well-prepared and matched with suitable gigs, using automated follow-ups to streamline the process.

Thank you, Mike. Christine, over to you for healthcare staffing for the nurses last minute.

Liquid Mobile's Method for Dealing with Last-Minute Shift Changes

A little bit similar to Mike, plenty of reminders going out for both the customer and the clinician. So the information out there, for the clinician we take, we take a pretty hard stance and that it's not an option, it's not an option to not show and you need to be on the doorstep. In fact, 15 minutes before the appointment time. And so, you know, again, knock on wood, but we don't, we don't see that and experience that if we do get stopped right away.

On the customer side of things. They communicated verbally by text email, and it's in the contract that they sign what the cancellation rules are. So we take a pretty hard stance on that as well. And that we don't want to be the judge and the jury, we don't want to decide when we will charge a fee not charge a fee, because that just muddies the waters, we just define the rules and then the team follows those rules. And in the system, we have the system set up to follow those rules as well, but we try to communicate it as much as possible beforehand.

We also communicate through, you know, when that cancellation fee is incurred 100% of it goes to the clinician, so the clinician doesn't feel shorted. The customer doesn't feel like they just took my money. They know that clinician put their time aside, they didn't get any other appointments because of that timeframe. We're gonna give 100% of that to the clinician. So it tends to help smooth things over for the clinician that lost that opportunity, but also for the customer knowing where their cancellation fee went.

At Liquid Mobile, we enforce strict rules for last-minute shift changes, sending ample reminders to both clinicians and customers. We have a stringent stance against no-shows and clearly communicate cancellation policies, ensuring fairness by allocating cancellation fees entirely to the clinician.

Gigable's Strategy for Handling Sudden Cancellations

Awesome. Thank you, Christine. And great to see that you're treating your workers fairly and generously. Over to you Conor.

Yes and now, it's similar to what everyone's been describing really, you know, we do we have waitlists, similar to what Akshay was saying. So if somebody does cancel, or we kind of define a late cancellation as within 24 hour risk, we find within that time, it's a challenge to find a replacement. And if it's been greater than 24 hours, we, you know, we can find a replacement, we're usually pretty confident that we actually only penalize our freelance workers who use our platform for canceling within that time period. And to further incentivize them to cancel on time, you know, so we had a problem before that behavior change. And where people you know, if they're going to cancel, they leave it until the day before or a few hours before, instead of telling us when they decided they were going to cancel it, but we're not sure which is, which is never a good thing.

So it's about incentivizing that behavior as well. So encouraging people to cancel and not making it something they're afraid to do, you know. And so we have whitelists. We also allow our business users to save a favorites list, which is kind of like a reserve list for them. So if somebody does, cancel will automatically invite all these people they have a lot of control over, they choose what settings they want to have on the platform.

But ultimately, we can automate sending out push notifications to people at the last minute doesn't always work. Like for some reason, they are for some examples, we do that every work for bakeries, for example. And they might have an order being collected at 6am to go to their clients or customers. And if you'd encountered it at 6am, or 5:30 am, and it just happen this week, in fact, for a gig for one of our customers, and there's very little you can do at that time of day, at six o'clock in the morning, you could send push notifications to the whole world. Everyone's in bed.

So there are challenges in the industry, I think it's about accepting some things you can't fix like that. That's part of the hospitality industry. Businesses who work in hospitality are all too familiar with no shows and people canceling at the last minute. It's unfortunately part of the industry.

But we do solve it or try to solve it with the tools that we do have. So it's about sending push notifications, using those wait lists, and automations that we have, we're actually planning to do another name drop for HyperTrack. We're planning on using your Nearby Search API as well to try and find people who are available at that time. And we're in close proximity to that business. And again, it's so it's all about finding those people out there that will do the job, but it's just trying to find them and bring them to the business.

Gigable handles sudden cancellations by using waitlists and incentivizing timely cancellations. We penalize last-minute cancellations within 24 hours and use push notifications and favorites lists to quickly find replacements. Accepting and addressing these challenges with the right tools is key in the hospitality industry.

That's the big challenge for us.

Awesome. Thanks a lot. Conor for joining us, Christine, Akshay and Mike, we could chat for another hour. At the top of the hour, you already addressed the question about what contingencies you guys put in place in case of no shows and surprise cancellations. So that seems to be a hot topic.