live from Las Vegas Nevada it's the cute covering knowledge 15 brought to you by service now okay welcome back everyone we are live in Las Vegas this is SiliconANGLE Mookie bonds to cube our footage and event coverage would go out to the event started sitteth on the noise i'm john furrier likos day volante our next guest is Jen Stroud senior director and general manager of the HR applications within service now a former customer now general manager welcome to the cube thank you great I get the service now shirt on the jersey of the number everything right I'm official how does it feel so give us a quick you know Darkseid is always a dark side but I won't say which one it is is they always say with the VCS you join the dark side when entrepreneurs join the VC ranks but in this case service now pumping on all cylinders just like a well-oiled machine with the fast side yeah fasten what's it like give us the perspective it's been tremendous that I've been to two knowledge events before but as a customer very different perspective on this side and it's been it's been fabulous very fast you move fast here you have to keep up but it's been wonderful for me to engage with the partners and the customers here to see all the great things that customers are doing with the platform and with our product and also understanding where they want to see us take the the product going forward as a culture like its service now as a company you're in there ask you there for profit yeah kid jittery revenue from customers and I have a product they bring to the customers to get paid for that what's it like internally was the culture like what's the people like it's it's been incredible to be a part of this culture and a little I wasn't what I expected I knew it was going to be very fast-paced but coming in and being able to rely on everyone to make sure you're successful everybody is interested in everybody being successful and I think that starts from Frank on down he's created that culture and so that's what it's about everyone is staring in the same direction and we're I've always said in Silicon Valley you know people you know high fliers come goes a lot of love you come in and out but building a sustainable business is really haha yeah so you gotta give props to Frank's loop and talk about what you've learned Massey HR managers are out struggling this is in the press now small medium-sized businesses you see all kinds of certainly in Silicon Valley where I live you know eight lawsuits coming from just not keeping your eye on the ball little things like yeah Oh someone's offended in a meeting boom lawsuit I've been discriminating against so there's all kinds of stuff happening just by having shot eh our practices so talk about what that means why that's happening is it just because they're lazy or the games change the technologies change what's going on with in the HR application space I think some other people have said it in my colleague Eric hammer who's a solution consultant now leads the enterprise practice said it HR is kind of a 10 to 15 well five to ten years behind IT they're finally understanding that you can't manage with spreadsheets and email anymore and we're seeing it I don't care the the size of the organization or what their annual revenues are there are many organizations struggling with the same thing how do they provide a better experience for their employees and how do they do it in a consistent way and so that's we're seeing it out there the opportunities large and small with with customers it's very consistent Frank Frank mitch is a real time piece what's your perspective on that I mean being real time means service and complaints and managing that I'm sorry Dave I know oh absolutely i mean that's you want to be able to support your employees in a way that they're used to being supported in interacting outside of work right and yet especially the younger generation they come in and they want to work with a company that understands how to how to do that not you know managing through emails and so they want to come in with a hit company that you know gets it so service now is able to provide that type of experience so the state of Technology in HR is changing quite dramatically we were talking I was talking earlier guys from KPMG you know peoplesoft gets acquired by oracle it sets off this chain reaction taleo success factors work day comes into the market space and so the tech base is changing and then all of a sudden service now starts to play and people are confused people asked you yesterday yeah alist me who are you competing with with work day and of course no although you know but we've been asked eight or nine times already I'm just two days you'll continue to be asked you know and then you said something just recently to John that people they can't you know manage effectively with spreadsheets and the like so there's a lot of confusion because there's a lot of ton of technology that's begin going into a human humble management for decades there's some new cool cloud texts coming out technologies work days just you know one example successfactors many others and then and then service now with service management tied to the HRP so what's happening on the technology substrate how would you describe the changes that are going on it's it's amazing I mean they're the companies are understanding very quickly and you look at companies that have done results from their 2014 surveys of large leading HR organizations they understand that they have to to change and to leverage SAS technology in order to be able to to keep up so you like you were indicating we don't have any plan to compete with the workdays or the essay peas or PeopleSoft out there are our whole philosophy is let's figure out how we complement what they do and give like Frank said yesterday and I love what he said let's give let's give our customers choices let's give them good choices that they can they can have a good choice what they want to do ok so you're an HR pro so that's the many people in our audience have the same question that you've been asked nine times today yep you're not competing with the the transaction component that is work day you don't go to service now to to change my you know data about my self but we could if you want to though okay so we could be that front end so I mean again that's Ultima you start there you say yes sir then that make sense yeah go through service now so every request but we're not going to store that we're not we're not the system of Ragnar the system of record there that's the difference mm-hmm right okay but now love flip it so you're not going to go compete with with work day no but if I'm work day and I'm saying wow this company's service now is doing really well they grow in a 50 plus percent a year they got this great market cap maybe I should start doing some of that stuff now they could yeah but they're not going to do the other things it's hell's force like Frank said the other day well hey I talked to penny off all the time you know we're birds of a feather in a lot of ways we're developing apps they're developing absolutely a company like service now with a market tam of 40-plus billion you're playing in a lot of places especially when I have a platform that can do anything that's right now where do you see that all going well I mean in my view when I look at what I want to provide HR leaders I want to provide them out of the box a product that meets the majority of their needs and delivering services to their employees I and I want it to continue to and will expand on this and future releases look and feel the great user interface because it's all about the employee experience with HR IT doesn't care about the employee experience HR cares about the employee experience so really really working on that user interface and that experience and and the workflows for me the the possibilities are limitless what is it you and the work days of comprehensive system but optimizing workflows is interesting because there's so many different workflows in HR so there's that kind that stands like the strategy just picking it's almost like I Tina sends pick a few critical workflows could be trendy hey we got this new law comes out or longboarding of course is the big one that everybody's talking yeah so what is those use cases what are the key ones you guys are well I mean you have leave of absence as a big use case every HR organization and and it's it's one that can be very sticky it can also bleed into legal and other areas of the business so leave leave of absence managing those leave of absence requests some basic ones that are easy to ition reimbursement employment verification really standard that we that we will be offering out of the box too to our customers a pto request managing time off those are all yes you're lying fruit to use automation automation the other ones are just more yeah it's rewire or something or you know could be exposure that's right yep what percent of companies in your experience do performance reviews I just want to ask you as an HR pro ah too many too many too many do you think it's a I reproductive I think the so this is another probably great reason why I joined this organization is in Frank's and Shelley's philosophy on performance reviews and it's not formal the way we consider it formal or HR many HR organizations do with you know the whole performance review and setting goals he really believes that that that whole responsibility lives with the manager and HR is there to support the manager and I love that philosophy but we have to as a as we're developing our product understand that unfortunately this organization don't share Frank's philosophy ok so you're saying that many organizations have the HR oh they do the performance I feel like a neophyte I didn't know that what that's insane absolutely would you have the HR department it is performing well and i and i don't necessarily i don't i don't agree with it but it absolutely i would majority of organizations HR still manages the whole performance whether the sense that they sent a syntax they had the structure and process yeah which controls the behaviors of Manokotak attendance it's a whole they don't do the review submitted yourself they don't do their reviews but they they set the schedule and you must have your reviews done by this time and you must miss assurance icon the dentist makes your teeth pulled yeah basically and then they're constantly pounding on managers when they don't get it done to get it done get it done get it done i mean that's that's the way it was in my previous company no no offense but it just does it's not it doesn't work well what does frank with what what what Frank's philosophy and Shelley's philosophy is here and that is managers are responsible for the performance of their team and you reward people for their performance and then comes in the last place already no prize for you yeah so I want to ask question about systems of engagement versus a record this comes up a lot and that I look at it a little bit differently as I don't look it from the HR perspective mother from the day big data side what's your view of it from an HR perspective what is the definitions of those systems of engagement systems of record I can also imagine so I look at it and this from this is the my philosophy when I was on the customer side I wanted to create that one stop shop where my employees could come where they knew exactly i took all the guesswork out for them here's where you come to do everything now ultimately they may be the they may be interacting and engaging with a form and service now and that was going to feed being an integration to our hrs is system which was oracle that's fine but they don't need to know that for them I wanted to create that standard look and feel standard system of engagement that was predictable for them easy to use and that's really what you want to provide employees you want to make it easy that's an employee that's the app that's user interface user experience that's right flows and clicks yep click stream where all the information is ultimately stored is a whole different matter and not necessarily important to me other than I want to be able to integrate with those systems so bad you I bed ux taking that to the next level means you don't get the data you need for the systems records so the engagement date is pretty critical engagement is is absolutely critical if you want your your employees to use it if it if it is a bad you I if it isn't a good experience they're going to go I'm not going to use this and they're going to they're going to the employees make themselves heard very loudly so they'll let you know if it's a bad experience so that creating that great system of engagement where it's easy to use and they know how to use it that's important about mobile as it relates specifically an HR context that's the conversation we're having are you happy with where you are with mobile is there a lot more work to do there very happy with where we are but as with everything I think we can continue to enhance what we offer it's absolutely a necessity in HR as you think about where many of the employees make their benefit decisions it's not at the office on their lunch break it's at home with their with their families and so they may be you know looking for information and the knowledge base or making a benefit selection on their mobile device at home not at the office so being able to provide that capability on a mobile or you know iPad device is very critical she has talked a lot about you know the affinity with work day of course I know an eel and Frank you know birds of a feather and friendly but there's a lot of other HR platforms out there oracle SI p many others what about those we also so right now we're focusing just because the market there's a lot of shift to an interest in work days Oh cloud its cloud yeah and but other the other ones are also coming up with they have cloud as well as record yeah yeah so so with the Geneva will have a two-way integration with worth work day to make that easier for customers but then we'll be focusing on additional out-of-the-box integrations with those other hris systems as well so does it have to be cloud-based I mean everybody's cloud now everybody is just like it better because you're why it's this is part of the mantra it's easier it's easier for you it's easier for the customers it doesn't action okay yeah this is a big so what's your goal now you're in there get your running shoes on three feet in a cloud of dust making things happen to get some teammates to support you servicenow yeah what's next what's what are you gonna work on what's your plan well we just don't we're still not known enough in the HR industry as a trusted platform in HR so we've got our work cut out for us there and so you know it is about what we're building in the product that's going to help us but it's also going to help us getting out at HR tech that's coming here mandalay bay and octo we'll be here other events working with analysts as well to help them understand what we're doing and really it's going to be about creating more success and a great customer base so that you know this time next year I hope to you know be able to say you know we really are one of those vendors that HR looks to first and not you know us trying to get in there to have the because I think once they do and once they look at what we have to offer it's it's it's very intriguing for them but we really want to be you know on top of their mind it sounds like your strategy then is to say hey you know what you big pickle the big decisions we're going to come in create some value pretty nimble pretty agile land and expand and if that grows it grows and not really mutually exclusive to some other platform no and in we absolutely are concentrating right now on where we are very successful so we have a lot of great customers already on the IT side so they all have HR departments so we're absolutely focused there in 2015 but beyond we really want to expand and be first okay Jamie keep a track and we'll be following you if you need any help let us know we go stroll at the cube to HR tech con and in October it's the cube we are live here at Las Vegas extracting the scene from the noise shared that with you I'm genre Dave vellante we'll be right back after this short break of the next guest stay tuned off