>>Hey everyone, it's Vegas. Welcome back. We know you've been watching all day. We appreciate that. We always love being able to bring you some great content on the Cube Live from AWS Reinvented 22. Lisa Martin here with Paul Gill. And Paul, we've had such a great event. We've, I think we've done nearly 70 interviews since we started on the Cube on >>Monday night. I believe we just hit 70. Yeah, we just hit 70. You must feel like you've done half of >>Them. I really do. But we've been having great conversations. There's so much innovation going on at aws. Nothing slowed them down during the pandemic. We love also talking about the innovation, the flywheel that is their partner ecosystem. We're gonna have a great conversation about that >>Next. And as we've said, going back to day one, the energy of the show is remarkable. And here we are, we're getting late in the afternoon on day two, and there's just as much activity, just as much energy out there as, as the beginning of the first day. I have no doubt day three will be the >>Same. I agree. There's been no slowdown. We've got two guests here. We're gonna have a great conversation. Chuck Kubota joins us, senior Director of Cloud Services, GTM at Red Hat. Great to have you on the program. And Ted Stanton, global head of Sales, red Hat at IBM at aws. Welcome. >>Thanks for having us. >>How's the show going so far for you guys? >>It's a blur. Is it? Oh my gosh. >>Don't they all >>Blur? Well, yes, yes. I actually like last year a bit better. It was half the size. Yeah. And a lot easier to get around, but this is back to normal, so >>It is back to normal. Yeah. And and Ted, we're hearing north of 50,000 in-person attendees. I heard a, something I think was published. I heard the second hand over like 300,000 online attendees. This is maybe the biggest one we ever had. >>Yeah, yeah, I would agree. And frankly, it's my first time here, so I am massively impressed with the overall show, the meeting with partners, the meeting with customers, the announcements that were made, just fantastic. And >>If you remember back to two years ago, there were a lot of questions about whether in-person conferences would ever return and the volume that we used to see them. And that appears to be >>The case. I think we, I think we've answered, I think AWS has answered that for us, which I'm very pleased to see. Talk about some of those announcements. Ted. There's been so much that that's always one of the things we know and love about re men is there's slew of announcements. You were saying this morning, Paul, and then keynote, you lost, you stopped counting after I >>Lost 15, I lost count for 15. I think it was over 30 announcements this morning alone >>Where IBM and Red Hat are concern. What are some of the things that you are excited about in terms of some of the news, the innovation, and where the partnership is going? >>Well, definitely where the partnership is going, and I think even as we're speaking right now, is a keynote going on with Aruba, talking about some of the partners and the way in which we support partners and the new technologies and the new abilities for partners to take advantage of these technologies to frankly delight our customers is really what most excites me. >>Chuck, what about you? What's going on with Red Hat? You've been there a long time. Sales, everything, picking up customers, massively transforming. What are some of the things that you're seeing and that you're excited >>About? Yeah, I mean, first of all, you know, as customers have, you know, years ago discovered it's not competitively advantageous to manage their own data centers in most cases. So they would like to, you know, give that responsibility to Amazon. We're seeing them move further up the stack, right? So that would be more beyond the operating system, the application platforms like OpenShift. And now we have a managed application platform built on OpenShift called Red Out OpenShift service on AWS or Rosa. And then we're even further going up the stack with that with, we just announced this week that red out OpenShift data science is available in the AWS marketplace, runs on Rosa, helps break the land speed record to getting those data models out there that are so important to make, you know, help organizations become more, much more data driven to remain competitive themselves. >>So talk about Rosa and how it differs from previous iterations of, of OpenShift. I mean, you had, you had an online version of OpenShift several years ago. What's different about Rosa? >>Yeah, so the old OpenShift online that was several years old, right? For one thing, wasn't a joint partnership between Amazon and Red Hat. So we work together, right? Very closely on this, which is great. Also, the awesome thing about Rosa, you know, if you think about like OpenShift for, for, as a matter of fact, Amazon is the number one cloud that OpenShift runs on, right? So a lot of those customers want to take advantage of their committed spins, their EDPs, they want one bill. And so Rosa comes through the one bill comes through the marketplace, right? Which is, which is totally awesome. Not only that or financially backing OpenShift with a 99.95% financially backed sla, right? We didn't have that before either, right? >>When you say financially backed sla, >>What do you mean? That means that if we drop below 99.95% of availability, we're gonna give you some money back, right? So we're really, you know, for lack of better words, putting our money where our mouth is. Absolutely right. >>And, and some of the key reasons that we even work together to build Rosa was frankly we've had a mirror of customers and virtually every single region, every single industry been using OpenShift on AWS for years, right? And we listened to them, they wanted a more managed version of it and we worked very closely together. And what's really great about Rosa too is we built some really fantastic integrations with some of the AWS native services like API gateway, Amazon rds, private link, right? To make it very simple and easy for customers to get started. We talked a little bit about the marketplace, but it's also available just on the AWS console, right? So customers can get started in a pay as you go fashion start to use it. And if they wanna move into a more commitment, more of a set schedule of payments, they can move into a marketplace private offer. >>Chuck, talk about, how about Rosen? How is unlocking the power of technology like containers Kubernetes for customers while dialing down some of the complexity that's >>There? Yeah, I mean if you think about, you know, kind of what we did, you know, earlier on, right? If you think about like virtualization, how it dialed down the complexity of having to get something rack, get a blade rack, stack cable and cooled every time you wanted to deploy new application, right? So what we do is we, our message is this, we want developers to focus on what matters most. And that's build, deploy, and running applications. Most of our customers are not in the business of building app platforms. They're not in the business of building platforms like banks, I, you know, financials, right? Government, et cetera. Right? So what we do is we allow those developers that are, enable those developers that know Java and Node and springing and what have you, just to keep writing what they know. And then, you know, I don't wanna get too technical here, but get pushed through way and, and OpenShift takes care of the rest, builds it for them, runs it through a pipeline, a CICD pipeline, goes through all the testing and quality gates and things like that, deploys it, auto wires it up, you know, to monitoring which is what you need. >>And we have all kinds of other, you know, higher order services and an ecosystem around that. And oh, by the way, also plugging into and taking advantage of the services like rds, right? If you're gonna write an application, a tradition, a cloud native application on Amazon, you're probably going to wanna run it in Rosa and consuming one of those databases, right? Like RDS or Aurora, what have you. >>And I, and I would say it's not even just the customers. We have a variety of ecosystem partners, both of our partners leveraging it as well. We have solos built their executive management system that they go ahead and turn and sell to their customers, streamlines data and collects data from a variety of different sources. They decided, you know, it's better to run that on top of Rosa than manage OpenShift themselves. We've seen IBM restack a lot of their software, you know, to run on top of Rose, take advantage of that capabilities. So lots of partners as well as customers are taking advantage of fully managed stack of that OpenShift that that turnkey capabilities that it provides >>For, for OpenShift customers who wanna move to Rose, is that gonna be a one button migration? Is that gonna be, can they run both environments simultaneously and migrate over time? What kind of tools are you giving them? >>We have quite, we have quite a few migration tools such as conveyor, right? That's one of our projects, part of our migration application toolkit, right? And you know, with those, there's also partners like Trilio, right? Who can help move, you know, applications back 'em up. In fact, we're working on a pretty cool joint go to market with that right now. But generally speaking, the OpenShift experience that the customers that we have know and love and those who have never used OpenShift either are coming to it as well via Rosa, right? The experience is primarily the same. You don't have to really retrain your people, right? If anything, there's a reduction in operational cost. We increase developer productivity cuz we manage so much of the stack for you. We have SRE site reliability engineers that are backing the platform that proactively get ahead of anything that may go wrong. So maybe you don't even notice if something went wrong, wrong. And then also reactively fixing it if it comes to that, right? So, you know, all those kind of things that your customers are having to do on their own or hire a contractor, a consultant, what have to do Now we benefit from a managed offering in the cloud, right? In Amazon, right? And your developers still have that great experience too, like to say, you know, again, break the land speed record to prod. >>I >>Like that. And, and I would actually say migrations from OpenShift are on premise. OpenShift to Rosa maybe only represents about a third of the customers we have. About another third of the customers is frankly existing AWS customers. Maybe they're doing Kubernetes, do it, the, you know, do it themselves. We're struggling with some of the management of that. And so actually started to lean on top of using Rosa as a better platform to actually build upon their applications. And another third, we have quite a few customers that were frankly new OpenShift customers, new Red Hat customers and new AWS customers that were looking to build that next cloud native application. Lots of in the startup space that I've actually chosen to go with Rosa. >>It's funny you mention that because the largest Rosa consumer is new to OpenShift. Oh wow. Right. That's pretty, that's pretty powerful, right? It's not just for existing OpenShift customers, existing OpenShift. If you're running OpenShift, you know, on EC two, right. Self-managed, there's really no better way to run it than Rosa. You know, I think about whether this is the 10th year, 10 year anniversary of re right? Right. Yep. This is also the 10 year anniversary of OpenShift. Yeah, right. I think it one oh came out about sometime around a week, 10 years ago, right? When I came over to Red Hat in 2015. You know, if you, if you know your Kubernetes history was at July 25th, I think was when Kubernetes ga, July 25th, 2015 is when it g you have >>A good >>Memory. Well I remember those days back then, right? Those were fun, right? The, we had a, a large customer roll out on OpenShift three, which is our OpenShift RE based on Kubernetes. And where do you think they ran Amazon, right? Naturally. So, you know, as you move forward and, and, and OpenShift V four came out, the, reduces the operational complexity and becomes even more powerful through our operator framework and things like that. Now they revolved up to Rosa, right? And again, to help those customers focus on what matters most. And that's the applications, not the containers, not those underlying implementation and technical details while critically important, are not necessarily core to the business to most of our customers. >>Tremendous amount of innovation in OpenShift in a decade, >>Pardon me? >>Tremendous amount of innovation in OpenShift in the >>Last decade. Oh absolutely. And, and and tons more to come like every day. Right. I think what you're gonna see more of is, you know, as Kubernetes becomes more, more and more of the plumbing, you know, I call 'em productive abstractions on top of it, as you mentioned earlier, unlocking the power of these technologies while minimizing, even hiding the complexity of them so that you can just move fast Yeah. And safely move fast. >>I wanna be sure we get to, to marketplaces because you have been, red Hat has made, has really stepped up as commitment to the AWS marketplace. Why are you doing that now and how are, how are the marketplaces evolving as a channel for you? >>Well, cuz our customers want us to be there, right? I mean we, we, we are customer centric, customer first approach. Our customers want to buy through the marketplace. If you're an Amazon, if you're an Amazon customer, it's really easy for you to go procure software through the marketplace and have, instead of having to call up Red Hat and get on paper and write a second check, right? One stop shop one bill. Right? That is very, very attractive to our customers. Not only that, it opens up other ways to buy, you know, Ted mentioned earlier, you know, pay as you go buy the drink pricing using exactly what you need right now. Right? You know, AWS pioneered that, right? That provides that elasticity, you know, one of the core tenants at aws, AWS cloud, right? And we weren't able to get that with the traditional self-managed on Red Hat paper subscriptions. >>Talk a little bit about the go to market, what's, you talked about Ted, the kind of the three tenants of, of customer types. But talk a little bit about the gtm, the joint go to market, the joint engineering, so we get an understanding of how customers engage multiple options. >>Yeah, I mean, so if you think about go to market, you know, and the way I think of it is it's the intersection of a few areas, right? So the product and the product experience that we work together has to be so good that a customer or user, actually many start talk, talking about users now cuz it's self-service has a more than likely chance of getting their application to prod without ever talking to a person. Which is historically not what a lot of enterprise software companies are able to do, right? So that's one of those biggest things we do. We want customers to just be successful, turn it on, get going, be productive, right? At the same time we wanna to position the product in such a way that's differentiating that you can't get that experience anywhere else. And then part of that is ensuring that the education and enablement of our customers and our partners as such that they use the platform the right way to get as much value out of as possible. >>All backed by, you know, a very smart field that ensures that the customer get is making the right decision. A customer success org, this is attached to my org now that we can go on site and team with our customers to make sure that they get their first workloads up as quickly as possible, by the way, on our date, our, our dime. And then SRE and CEA backing that up with support and operational integrity to ensure that the service is always up and available so you can sleep, sleep, sleep well at night. Right? Right. One of our PMs of, of of Rosa, he says, what does he say? He says, Rosa allows organizations, enables organizations to go from 24 7 operations to nine to five innovation. Right? And that's powerful. That's how our customers remain more competitive running on Rosa with aws, >>When you're in customer conversations and you have 30 seconds, what are the key differentiators of the solution that you go boom, boom, boom, and they just go, I get it. >>Well, I mean, my 32nd elevator pitch, I think I've already said, I'll say it again. And that is OpenShift allows you to focus on your applications, build, deploy, and run applications while unlocking the power of the technologies like containers and Kubernetes and hiding or minimizing those complexities. So you can do as fast as possible. >>Mic drop Ted, question for you? Sure. Here we are at the, this is the, I leave the 11th reinvent, 10th anniversary, 11th event. You've been in the industry a long time. What is your biggest takeaway from what's been announced and discussed so far at Reinvent 22, where the AWS and and its partner ecosystem is concerned? If you had 30 seconds or if you had a bumper sticker to put on your DeLorean, what would you say? >>I would say we're continuing to innovate on behalf of our customers, but making sure we bring all of our partners and ecosystems along in that innovation. >>Yeah. I love the customer obsession on both sides there. Great work guides. Congrats on the 10th anniversary of OpenShift and so much evolution, the customer obsession is really clear for both of you guys. We appreciate your time. You're gonna have to come back now. Absolutely. Absolutely. Thank you. All right. Thank you so much for joining us. For our guests and for Paul Gillin. I'm Lisa Martin. You're watching The Cube, the leader in live enterprise and emerging tech coverage.

(upbeat music) >> Announcer: theCUBE presents UiPath Forward5. Brought to you by UiPath. >> Hi everybody, we're back in Las Vegas. We're live with Cube's coverage of Forward 5 2022. Dave Vellante with Dave Nicholson Ted Kumer this year is the Executive Vice President, product and engineering at UiPath. Brought on to do a lot of the integration and bring on new capabilities for the platform and we've seen that over the last several years. And he's joined by Dr. Edward Challis, who's the co-founder of the recent acquisition that UiPath made, company called Re:infer. We're going to learn about those guys. Gents, welcome to theCUBE. Ted, good to see you again. Ed, welcome. >> Good to be here. >> First time. >> Thank you. >> Yeah, great to be here with you. >> Yeah, so we have seen, as I said, this platform expanding. I think you used the term business automation platform. It's kind of a new term you guys introduced at the conference. Where'd that come from? What is that? What are the characteristics that are salient to the platform? >> Well, I see the, the evolution of our platform in three chapters. You understand the first chapter, we call that the RPA chapter. And that's where we saw the power of UI automation applied to the old problems of how do I integrate apps? How do I automate processes? That was chapter one. You know, chapter two gets us to Forward3 in 2019, and the definition of this end-to-end automation platform you know, with the capabilities from discover to measure, and building out that core platform. And as the platform's progressed, what we've seen happen with our customers is the use of it goes from being very heavy in automating the repetitive and routine to being more balanced, to now where they're implementing new brought business process, new capability for their organization. So that's where the name, Business Automation Platform, came from. Reflecting now that it's got this central role, as a strategic tool, sitting between their application landscape, their processes, their people, helping that move forward at the rate that it needs to. >> And process mining and task mining, that was sort of the enabler of chapter two, is that right? >> Well, I'd say chapter two was, you know, first the robots got bigger in terms of what they could cover and do. API integration, long running workflows, AI and ML skills integrated document processing, citizen development in addition to professional development, engaging end users with things like user interfaces built with UiPath apps. And then the discovery. >> So, more robustness of the? Yeah, okay. >> Yeah. Just an expansion of the whole surface area which opened up a lot of things for our customers to do. That went much broader than where core RPA started. And so, and the other thing about this progression to the business automation platform is, you know, we see customers now talking more about outcomes. Early on they talk a lot about hours saved and that's great, but then what about the business outcomes it's enabling? The transformations in their business. And the other thing we're doing in the platform is thinking about, well, where can we land with solutions capabilities that more directly land on business, measurable business outcomes? And so we had started, for example, offering an email automation solution, big business problem for a lot of our customers last year. And we'd started encountering this company Re:infer as we were working with customers. And then, and we encountered Re:infer being used with our platform together. And we saw we can accelerate this. And what that is giving us now is a solution now that aligns with a very defined business outcome. And this way, you know, we can help you process communications and do it efficiently and provide better service for your customers. And that's beginning of another important progression for us in our platform. >> So that's a nice segue, Ed. Tell about Re:infer. Why did you start the company? >> Right, yeah, so my whole career has been in machine learning and AI and I finished my PhD around 2013, it was a very exciting time in AI. And me and my co-founders come from UCL, this university in London, and Deep Mind, this company which Google acquired a few years later, came from our same university. So very exciting time amongst the people that really knew about machine learning and AI. And everyone was thinking, you know, how do we, these are just really big breakthroughs. And you could just see there was going to be a whole bunch of subsequent breakthroughs and we thought NLP would be the next breakthrough. So we were really focused on machine reading problems. And, but we also knew as people that had like built machine learning production systems. 'Cause I'd also worked in industry that built that journey from having a hypothesis that machine learning can solve a problem to getting machine learning into production. That journey is of painful, painful journey and that, you know, you can see that you've got these advances, but getting into broad is just way too hard. >> So where do you fit in the platform? >> Yeah, so I think when you look in the enterprise just so many processes start with a message start with a no, start with a case ticket or, you know, some other kind of request from a colleague or a customer. And so it's super exciting to be able to, you know, take automation one step higher in that process chain. So, you could automatically read that request, interpret it, get all the structured data you need to drive that process forward. So it's about bringing automation into these human channels. >> So I want to give the audience a sense here. So we do a lot of events at the Venetian Conference Center, and it's usually very booth heavy, you know, brands and big giant booths. And here the booths are all very small. They're like kiosks, and they're all pretty much the same size. So it's not like one vendor trying to compete with the other. And there are all these elements, you know I feel like there's clouds and there's, you know, of course orange is the color here. And one of the spots is, it has this really kind of cool sitting area around customer stories. And I was in there last night reading about Deutsche Bank. Deutsche Bank was also up on stage. Deutsche Bank, you guys were talking about a Re:infer. So share with our audience what Deutsche Bank are doing with UiPath and Re:infer. >> Yeah, so I mean, you know, before we automate something, we often like to do what we call communications mining. Which is really understanding what all of these messages are about that might be hitting a part of the business. And at Deutsche Bank and in many, you know, like many large financial services businesses, huge volumes of messages coming in from the clients. We analyze those, interpret the high volume query types and then it's about automating against those to free up capacity. Which ultimately means you can provide faster, higher quality service because you've got more time to do it. And you're not dealing with all of those mundane tasks. So it's that whole journey of mining to automation of the coms that come into the corporate bank. >> So how do I invoke the service? So is it mother module or what's the customer onboarding experience like? >> So, I think the first thing that we do is we generate some understanding of actually the communications data they want to observe, right? And we call it mining, but you know, what we're trying to understand is like what are these communications about? What's the intent? What are they trying to accomplish? Tone can be interesting, like what's the sentiment of this customer? And once you understand that, you essentially then understand categories of conversations you're having and then you apply automations to that. And so then essentially those individual automations can be pointed to sets of emails for them to automate the processing of. And so what we've seen is customers go from things they're handling a hundred percent manual to now 95% of them are handled basically with completely automated processing. The other thing I think is super interesting here and why communications mining and automation are so powerful together is communications about your business can be very, very dynamic. So like, new conversations can emerge, something happens right in your business, you have an outage, whatever, and the automation platform, being a very rapid development platform, can help you adapt quickly to that in an automated way. Which is another reason why this is such a powerful thing to put the two things together. >> So, you can build that event into the automation very quickly you're saying? >> Speaker 1: Yeah. >> Speaker 2: That's totally right. >> Cool. >> So Ed, on the subject of natural language processing and machine learning versus machine teaching. If I text my wife and ask her would you like to go to an Italian restaurant tonight? And she replies, fine. Okay, how smart is your machine? And, of course, context usually literally denotes things within the text, and a short response like that's very difficult to do this. But how do you go through this process? Let's say you're implementing this for a given customer. And we were just talking about, you know, the specific customer requirements that they might have. What does that process look like? Do you have an auditor that goes through? And I mean do you get like 20% accuracy, and then you do a pass, and now you're at 80% accuracy, and you do a pass? What does that look? >> Yeah, so I mean, you know when I was talking about the pain of getting a machine learning model into production one of the principle drivers of that is this process of training the machine learning model. And so what we use is a technique called active learning which is effectively where the AI and ML model queries the user to say, teach me about this data point, teach me about this sentence. And that's a dynamic iterative process. And by doing it in that way you make that training process much, much faster. But critically that means that the user has, when you train the model the user defines how you want to encode that interpretation. So when you were training it you would say fine from my wife is not good, right? >> Sure, so it might be fine, do you have a better suggestion? >> Yeah, but that's actually a very serious point because one of the things we do is track the quality of service. Our customers use us to attract the quality of service they deliver to their clients. And in many industries people don't use flowery language, like, thank you so much, or you know, I'm upset with you, you know. What they might say is fine, and you know, the person that manages that client, that is not good, right? Or they might say I'd like to remind you that we've been late the last three times, you know. >> This is urgent. >> Yeah, you know, so it's important that the client, our client, the user of Re:infer, can encode what their notions of good and bad are. >> Sorry, quick follow up on that. Differences between British English and American English. In the U.K., if you're thinking about becoming an elected politician, you stand for office, right? Here in the U.S., you run for office. That's just the beginning of the vagaries and differences. >> Yeah, well, I've now got a lot more American colleagues and I realize my English phrasing often goes amiss. So I'm really aware of the problem. We have customers that have contact centers, some of them are in the U.K., some of them are in America, and they see big differences in the way that the customers get treated based on where the customer is based. So we've actually done analysis in Re:infer to look at how agents and customers interact and how you should route customers to the contact centers to be culturally matched. Because sometimes there can be a little bit of friction just for that cultural mapping. >> Ted, what's the what's the general philosophy when you make an acquisition like this and you bring in new features? Do you just wake up one day and all of a sudden there's this new capability? Is it a separate sort of for pay module? Does it depend? >> I think it depends. You know, in this case we were really led here by customers. We saw a very high value opportunity and the beginnings of a strategy and really being able to mine all forms of communication and drive automated processing of all forms of communication. And in this case we found a fantastic team and a fantastic piece of software that we can move very quickly to get in the hands of our customer's via UiPath. We're in private preview now, we're going to be GA in the cloud right after the first of the year and it's going to continue forward from there. But it's definitely not one size fits all. Every single one of 'em is different and it's important to approach 'em that way. >> Right, right. So some announcements, StudioWeb was one that I think you could. So I think it came out today. Can't remember what was today. I think we talked about it yesterday on the keynotes anyway. Why is that important? What is it all about? >> Well we talked, you know, at a very top level. I think every development platform thinks about two things for developers. They think, how do I make it more expressive so you can do other things, richer scenarios. And how do I make it simpler? 'Cause fast is always better, and lower learning curves is always better, and those sorts of things. So, Re:infer's a great example of look the runtime is becoming more and more expressive and now you can buy in communications state as part of your automation, which is super cool. And then, you know StudioWeb is about kind of that second point and Studios and Studio X are already low code visual, but they're desktop. And part of our strategy here is to elevate all of that experience into the web. Now we didn't elevate all of studio there, it's a subset. It is API integration and web based application automation, Which is a great foundation for a lot of apps. It's a complete reimagining of the studio user interface and most importantly it's our first cross-platform developer strategy. And so that's been another piece of our strategy, is to say to the customers we want to be everywhere you need us to be. We did cross-platform deployment with the automation suite. We got cross-platform robots with linear robots, serverless robots, Mac support and now we got a cross-platform devs story. So we're starting out with a subset of capabilities maybe oriented toward what you would associate with citizen scenarios. But you're going to see more roadmap, bringing more and more of that. But it's pretty exciting for us. We've been working on this thing for a couple years now and like this is a huge milestone for the team to get to this, this point. >> I think my first conversation on theCUBE with a customer was six years ago maybe at one of the earlier Forwards, I think Forward2. And the pattern that I saw was basically people taking existing processes and making them better, you know taking the mundane away. I remember asking customers, yeah, aren't you kind of paving the cow path? Aren't there sort of new things that you can do, new process? And they're like, yeah, that's sort of the next wave. So what are you seeing in terms of automating existing processes versus new processes? I would see Re:infer is going to open up a whole new vector of new processes. How should we think about that? >> Yeah, I think, you know, I mean in some ways RPA has this reputation because there's so much value that's been provided in the automating of the repetitive and routine. But I'd say in my whole time, I've been at the company now for two and a half years, I've seen lots of new novel stuff stood up. I mean just in Covid we saw the platform being used in PPP loan processing. We saw it in new clinical workflows for COVID testing. We see it and we've just seen more and more progression and it's been exciting that the conference, to see customers now talking about things they built with UiPath apps. So app experiences they've been delivering, you know. I talked about one in healthcare yesterday and basically how they've improved their patient intake processing and that sort of thing. And I think this is just the front end. I truly believe that we are seeing the convergence happen and it's happening already of categories we've talked about separately, iPass, BPM, low-code, RPA. It's happening and it's good for customers 'cause they want one thing to cover more stuff and you know, I think it just creates more opportunity for developers to do more things. >> Your background at Microsoft probably well prepared you for a company that you know, was born on-prem and then went all in on the cloud and had, you know, multiple code bases to deal with. UiPath has gone through a similar transformation and we talked to Daniel last night about this and you're now cloud first. So how is that going just in terms of managing multiple code bases? >> Well it's actually not multiple Code bases. >> Oh, it's the same one, Right, deployment models I should say. >> Is the first thing, Yeah, the deployment models. Another thing we did along the way was basically replatform at an infrastructure level. So we now can deploy into a Kubernetes Docker world, what you'd call the cloud native platform. And that allows us to have much more of a shared infrastructure layer as we look to deliver to the automation cloud. The same workload to the automation cloud that we now deliver in the automation suite for deployment on-prem or deploying a public cloud for a customer to manage. Interesting and enough, that's how Re:infer was built, which is it was built also in the cloud native platform. So it's going to be pretty easy. Well, pretty easy, there's some work to do, but it's going to be pretty easy for us to then bring that into the platform 'cause they're already working on that same platform and provide those same services both on premises and in the cloud without having your developers have to think too much about both. >> Okay, I got to ask you, so I could wrap my stack in a container and put it into AWS or Azure or Google and it'll run great. As well, I could tap some of the underlying primitives of those respective clouds, which are different and I could run them just fine. Or/and I could create an abstraction layer that could hide those underlying primitives and then take the best of each and create an automation cloud, my own cloud. Does that resonate? Is that what you're doing architecturally? Is that a roadmap, or? >> Certainly going forward, you know, in the automation cloud. The automation cloud, we announced a great partnership or a continued partnership with Microsoft. And just Azure and our platform. We obviously take advantage of anything we can to make that great and native capabilities. And I think you're going to see in the Automation Suite us doing more and more to be in a deployment model on Azure, be more and more optimized to using those infrastructure services. So if you deploy automation suite on-prem we'll use our embedded distro then when we deploy it say on Azure, we'll use some of their higher level managed services instead of our embedded distro. And that will just give customers a better optimized experience. >> Interesting to see how that'll develop. Last question is, you know what should we expect going forward? Can you show us a little leg on on the future? >> Well, we've talked about a number of directions. This idea of semantic automation is a place where you know, you're going to, I think, continue to see things, shoots, green shoots, come up in our platform. And you know, it's somewhat of an abstract idea but the idea that the platform is just going to become semantically smarter. You know, I had to serve Re:infer as a way, we're semantically smarter now about communications data and forms of communications data. We're getting semantically smarter about documents, screens you know, so developers aren't dealing with, like, this low level stuff. They can focus on business problem and get out of having to deal with all this lower level mechanism. That is one of many areas I'm excited about, but I think that's an area you're going to see a lot from us in the next coming years. >> All right guys, hey, thanks so much for coming to theCUBE. Really appreciate you taking us through this. Awesome >> Yeah Always a pleasure. >> Platform extension. Ed. All right, keep it right there, everybody. Dave Nicholson, I will be back right after this short break from UiPath Forward5, Las Vegas. (upbeat music)

(bright upbeat music) >> Welcome to theCUBE's, continuous coverage of AWS re:Invent 2021. We're here live running one of the most important and largest technology events of the year. It's all about AWS and AWS's ecosystem partners. We are joined by Jay Mozo, Director of Transformation Services, TEKsystems Global Services, alumni of AWS, >> Yep. >> David: I got that, right? >> Yep. >> David: And Ted Swinyar, you're Director of Solutions 1Strategy. Who's going to tell me what the relationship is between 1Strategy and TEKsystems? Like I don't already know what it is since you came and essentially announced the magic, here on our stage in 2019. Ted, you want to start off with a little background since you were acquired. >> Ted: Yeah, I'll jump in. >> How did that go? >> So 1Strategy is a TEKsystems Global Services Company, and we're an AWS premier partner. We've got competencies and DevOps, migration, data and analytics, machine learning. And we're really excited this year to be focusing also on the security competency as well. >> So you've been laser focused on AWS forever? >> Ted: Day one. >> Day one. >> Ted: You know that's been our core focus, and together with TEKsystems Global Services, we're able to bring that dedicated and specialized focus on cloud transformation now at scale. And that's really exciting. >> So TEKsystems, you do it all? >> Yep. >> AWS laser-focused, sounds like a great combination. >> Ted And Jay: Yeah. >> And our focus is you know, how we bring that deep AWS specialized expertise together with proven methodologies, the proprietary deployment strategies to take the customer to the next step on their cloud journey. Whether they're just getting started, whether they're in a migration or whether they're already a veteran at AWS looking to take the next step. >> So Jay talk about the last two years. >> Jay: Yeah. >> You've been in this two years obviously very interesting times we've been living through. How has the combination gone? >> Oh it's been great again that expertise, that deep AWS expertise, that's what our customers (indistinct), they would expect from us, right? And we truly are passionate about accelerating business transformation for our customers, right? And our goal is really simple, we bring in real-world expertise, just like an AWS expertise that 1Strategy brought and we solve complex problems whether they're business, technology, or even just people talent, right? The whole talent around this whole ecosystem, we heard Adam talk about it even earlier today, right? Talent is a challenge. So we're very obsessed with technology, right? But we're even more than that we're obsessed with our customers, right? We're at 80% of the fortune 500, more than 6,000 customers, and that obviously grew with our 1Strategy partners here. And we really consider ourselves with 1Strategy as all in one kind of full stack integration partner, right? Well we meet our customers where they are and we work side by side with them to transform their business, again very passionate about that. >> So what do these engagements look like? Are you approaching the customer from an AWS perspective in partnership with AWS? So AWS services, AWS technology, bridging that divide specifically, or are you coming in from sort of a TEKsystems overall perspective and then identifying the areas where AWS is a fit and bringing in 1Strategy? Or is it a mixture of both? What does that look like? >> It's a mixture of both for sure. We do a lot of partnering with AWS, right? Especially with 1Strategy. And we come to the table a lot with AWS together and we have that kind of joint feeling with AWS. And when AWS isn't at the table in the beginning, if it makes sense to go on the AWS platform, we bring them to the table. But it's really around focusing on what you're bringing up, it's focusing on the customer and what they need. And again, we have our kind of business modernization framework that we lean on, that really drives that conversation, so we can figure out very quickly, you know, how to help them and which platform is going to help them. And obviously, you know, AWS more and more, right? They're coming out with all these services, even a higher level services. And the conversations with our customers are really along those lines, right? How do we kind of help them leverage these services, right? So they can really achieve the agility that they need. >> So in the last two years, aside from the pandemic, global economy, what are some of the things in cloud that maybe you didn't anticipate? Now you're coming in from a specialist perspective, Laser focused on AWS, more the generalist, let's take care of anything the customer might need. Are there areas where you are surprised by the pace or a lack of pace in terms of movement to cloud? What have the last two years looked like from that perspective? >> Well I'll say one of the big things has been the change in data. The data is a lifeblood of every organization and what looks like normal data today, would be alien for some businesses going back two years ago. And as the entire world has gone through a business transformation, there's been just more and more data coming at customers faster and faster, the acceleration there has been just tremendous. And one of the things we see, customers are just drowning in data, you know how they're able to leverage AWS from a technology standpoint to build a data strategy, has to be married with that data-driven culture. And we're seeing more and more customers really getting that. I thought Adam made an incredible point this morning, he called out 85% of the workers surveyed, in the past couple of years are saying, I need to understand technology more. And that's absolutely something we're seeing in the marketplace. That investment in your team, enablement training as well as having the solid foundation and an ability to move toward an agile approach is becoming more and more critical for our customers. >> So you mentioned Adam's keynote, one of the things that was called out, was the idea that there are 475 different kinds of instances available from AWS. So let's get tactical for a minute, pretend like I'm a CEO at a customer site. I know that I want to be in the cloud, I know I want to leverage what the cloud has to offer. How do you guys figure out which ones of these 475 instances I'm going to be leveraging? Do you have like multisided dungeons and dragons dice that you throw, (murmuring) or is there some science behind it? >> Oh man that and the dart board definitely the way to go. No, the idea for every engagement is always focused on what the outcome for the customer is at the end of the day and work backwards from that. So depending on whether they're focused on an ML workload, or whether they're focused on a more, business line application, working backwards to understand what is the outcome they're trying to drive and then building the right technology stack, working backwards to support that. Whether it's taking advantage of any number of the instance types, taking advantage of serverless or any of the really incredible container options that are available in the marketplace today. >> So we're obviously here at AWS re:Invent, 1Strategy is an AWS specialist, TEKsystems multicloud? >> Jay: Yep. >> Fair to say? >> Jay: Yep. >> The world is a multicloud place, I think it's okay to acknowledge that. So if I'm looking to engage with TEKsystems, I can count on AWS being brought in and AWS expertise being brought in when it's appropriate, because it's not the only thing you do? >> Jay: Right, that's right. >> How do you manage that? Who decides whether a workload is better suited for AWS and the 1Strategy folks versus say GCP or Azure? >> Yeah, definitely again, (indistinct) right on it, right? We start with what the customer needs and their outcomes, right. We take an approach around really helping them understand their value stream, right? So if we get our customers to understand their value stream, that really serves as a context, as I mentioned before for business and delivery agility, right? And when we focus there and work backwards from there, we can really figure out all the different pieces. And like you said, it's a multicloud world now, right? For with many of our customers demand their value streams and some of their value stream components or systems or processes, they might live on different things. But, we don't jump to those right out of the gate, right? We jump to understanding where they are in their journey, where they're at with their value stream. We do a lot of dive deep and aligned to really understand where they're at. And then we craft those things actually in partnership with our customer, right? Because they might have things going on in their organization that might lean towards, GCP for some things and AWS for some other things. So we take all of that in as we start to figure out, which platform really is best for them. But again, like Ted mentioned, we with that working backwards mentality. >> So how do you see the change that's happened over time, in I would call it the AWS posture or attitude towards the concept of hybrid cloud technology? I think there was a time when AWS would have said, you know what everything that matters, everything that's born now will be born in the cloud, all net new things will be in the cloud. All the legacy stuff, we'll just sort of let it wither on the vine. It was mentioned in the keynote today that maybe five to 15% of I.T spend is in the cloud today, that's 85% or so leftover. Do you find yourself working in more of an increasingly hybrid environment these days? What's your perspective on hybridity? I think I may have just made that word up. (chuckles) >> Yeah it's absolutely the reality, and it reflects where every customer is in their cloud journey. You know you've got some customers that are just born in the cloud startups, getting you know everything Greenfield, brand new in the cloud. Whereas you've got others, one of our customers just celebrated recently their hundredth birthday. Obviously they have a significant legacy domain and we always need to focus on meeting a customers where they're at. There's no exact match between customer and customer, it's all about understanding where they are, how we can help them get to the next step, whether that's taking advantage of something like outpost, you know the really cool 5G, the private 5G that was announced this morning. Really exciting. >> David: Very interesting. >> Ted And Jay: Yeah. >> We were talking about that beforehand, how that might support industry 4.0 and some of the really interesting opportunities in that regard. Wavelength, another great example, the reality is AWS has gone into the data center now with things like outposts. It's even gone into space with things like ground station, so it's everywhere that our customers are. >> You mentioned 5G from a TEKsystems perspective, what do you do? Do you spin up a 5G practice? Do you scour universities for 5G graduates? How do you keep up with the pace of developments that are coming from AWS let alone the rest of the tech sector? >> Yeah, and again that 5G is a good example, right? And we're going to kind of follow again where our customer are and where the trends going. But we instantly see with these higher level services, where some of these used cases, some of these solutions are going to go, right? We were even talking again that conversation about, the things we can do from an industry perspective, right? And really align all of these technologies to again be very innovative, right? Adam talked about pathfinders and again, we're going to seek out those pathfinders. And now with all of these services coming out of AWS, we're going to be able to do some incredible things in the future with them. >> Yeah it's amazing to see the things that have been unlocked and unshackled by advances in technology. Were there any things that surprised you Ted, coming out of the keynote today, announcements, some of these things are sort of telegraphed in advance. But hardware advances, we talked about 5G, anything that kind of took you off guard a bit or... >> I was really excited by all the move to serverless analytics, Redshift server lists, EMR with serverless MSK serverless, democratization of data. Again coming back to the pathfinders theme, going all the way back to the very beginning, how we can bring that data forward and lowering those bars. Whether you're focused on ML with the SageMaker announcements, and SageMaker canvas, being able to bring all these people together and empower them with data. I see that as again, a lifeblood of every organization and the more that you can bring that out and make it available, the more powerful and the more flexible every company is going to be. >> When you're an AWS services partner, it's a bit like being at a buffet, an endless buffet where new treats are piled on the table each year. I thought it was amazing that one of the important points had to do with the development of Silicon. There are a lot of folks who would say that the underlying hardware no longer matters, nobody cares. AWS realizes that as a foundation it is really important, it's up to folks like you to translate that technical value into business value obviously. If this whole tech thing doesn't work out for us, what if we opened a nightclub here in Vegas and we called it hybridity? >> (Jay laughing) I like >> Love it. >> I like the sound of it, I'm going to look it up and see if it's actually a word. >> Lets patent it. (murmuring) >> We got it all three of us. So anytime organizations come together, there are cultural issues. So you've got AWS specialist, more of a generalist organization and you're going out and you're engaging customers that are having their own cultural issues. What are some of the bigger obstacles that are in the way of leveraging technology? 'Cause you've mentioned it's all about the customer perspective it's not just the technology. What are the things that are still getting in the way now that might surprise people who think that everyone's already in cloud? >> Yeah, I can go first, Ted you can jump in. Yeah culture is, again, it's a big thing, that's why it's built into our business modernization program, culture, continuous learning and Adam mentioned that too. We see challenges obviously from a learning perspective. We really, really need to key in on, not just the technologies they have to learn, but also modern practices, right? And that's going to be a big part of all these things. And definitely these higher level services are going to abstract a lot of those issues for our customers which is great. But it's still not going to displace just the constant you brought up, the constant change and all these services that come out. So I think we focus on a culture and really understanding how to move an organization to the right mindsets and the right practices, right? And that's really the key in terms of their overall business transformation. >> So I think the headline for this segment is going to be awesome two years for TEKsystems and 1Strategy. Jay and Ted, thank you so much for being here on theCUBE with us. I hope you have a great rest of the week here in Las Vegas, it's amazing to be here in person, fantastic. They've done a really good job of keeping us all safe with the protocols in place. Hope to see you again, I guess we'll be shooting for a 2022 update to see how you guys are doing. With that I'd like to thank all of you for joining us on theCUBE here at AWS re:Invent 2021. I'm Dave Nicholson and again thanks for joining us on theCUBE. We are the leader in hybrid technology event coverage. (bright music)

>>From the Bellagio hotel in Las Vegas, it's the cube covering UI path forward for brought to you by UI path. >>Welcome back to the Bellagio and Las Vegas. The cube is live. I love saying I'm going to say again and again, the cube is live. We are a UI path forward for, at an in-person conference. Lisa Martin, with Dave Volante. We're going to be talking about the vision of the UI path platform. We're very excited to welcome to the program. Ted kart, the executive vice president of products and engineering at UI path, Ted, welcome to the program. >>Thank you. It's great to be here with you and it's, it is great to be live. It's been so fun over the last couple of days to spend time with our customers. Uh, it's just been so great for the team and everyone, >>I can imagine what it was like for you yesterday on main stage, looking out to a standing room, only crowd for the first time in probably 20 months. >>Yeah. And that was, that was actually quite fun. As, you know, speaking to a camera, you just don't get the same energy. You got to muster all of the energy yourself. And so it was so great just to be back in front of, uh, uh, live people again, humans. >>Exactly. Well, from a customer perspective, I know that the number is now over 9,000, you guys have an incredibly high retention rate. We're talking 96 plus percent. A significant portion of revenue comes from those existing customers. We talked to a whole bunch of em yesterday. We've got more of them on today. We're hearing that validation from the voice of the customer on what UI path has been doing. Talk to us about the vision that you unveiled yesterday, strategically, what some of the feedback has been from some of those folks that are here in person. >>Great. Well, so let's start the story by looking back first and talking about the phases of the market. Uh, because I really see us entering phase three of the automation market. Uh, phase one I describe is the core RPA platform. Uh, and that was, you know, the elements of that are the runtime, the robot, the thing that knows how to execute these workflows, it knows how to do UI automation. It knows how to do API integration. It knows how to do long running workflows and interact with humans, developer experiences, low code visual developer experiences. Plus the orchestration then that that gives the enterprises, the manageability and the governance. I'd say that was phase one. Okay. Daniel and the team. Then at forward three, the last this community got together right here, the Bellagio I at the end of 2019 rolled out an expanded vision, which we talk about as the platform for the full automation life cycle and that Ella added elements of let's let's help end users engage more easily with their automations. >>They engage with them on their desktop. So they need to think of it like a start menu, like experience with the UI path assistant, they need rich user interfaces. So we introduced a low code application platform, UI path apps. They want to interact with natural language. So we integrate with chat bots. And then we find a lot of customers. When we initially start their journey, they have a lot of knowledge right away of opportunities. They see things in the call center, front office, back office, finance department, they see things to do, but then they say help us find more opportunities to automate. So we have this old discovery area to help them find more opportunities to automate. So this vision of this end to end life cycle, that that covers the core platform plus engagement in discovery. That's the journey we've been on over the last two years. >>And I think, you know, part of what we talked about yesterday was just how we're continuing to fulfill that vision. And then that set the stage for us to talk about a few innovation themes. As we look forward to two phase three, that I would emphasize, we still, we're still building out this end to end automation platform covering the full life cycle, but we do see some pretty important themes going forward. Well, we'll start with four, um, kind of four key themes. Um, one is enterprise grade platform. Uh, the second is, uh, platform expansion, you know, healthy platforms grow and expand what you're able to do with them. What developers are able to build for the notion that discovery becomes more continuous. I liken it to a nervous system for the processes and the work of the enterprise. It's always there watching, helping you find opportunities. Um, and then we talked about this last concept, which is semantic automation, which is the, I'd say the real big idea in the forward-looking vision. >>I wonder if we could, um, and your keynote yesterday, you talked about the fragmentation of the enterprise software business and of course perpetuate advice, the SAS easy button. Great. I got all these different SAS products and you're sort of creating a layer across them. Sort of a couple of questions there. Maybe you could just sort of describe that dynamic and how you guys think about it. And then I got to follow up. >>Yeah. I think if you're a historian, you look back and say in the past a lot of business process centered around the deployment of a few monolithic applications, your ERP, your CRM system. And then if somebody in another department wanted something different, another part of the process you might customize or deploy an ad-on. Now what's great about the SAS era is we have a lot more solutions that are now purpose-built toward a lot more functions. A lot more processes are being automated and that's fantastic, but what's that done is it's expanded the landscape of applications now than enterprises hold typically. And that's where you get to the issue of fragmentation. And the reality is, is the real work in the enterprise. The real work people do every day and the process, it, it spans all of that stuff. And I think as an end user, you can, you resonate with this because you will work with desktop apps. >>You will work with these SAS apps. You'll work with these line of business apps. You'll, you'll have to navigate to this one, cut some data, you know, copy it, paste it over here, you'll work in Excel. You'll send an email and you know, that type of work, nobody really wants to do that. And especially if it's something you have to do all the time. So automation, we are, in fact, not the first platform to walk in the enterprises door and say, Hey, we can help you integrate your systems. We can help you automate business process. This is, is, uh, you know, this goes back to the early two thousands and the arrival of, you know, the, the first-generation integration prod products. So what's so different about RPA and these automation platforms and our automation platform. The difference is really being centered on UI automation, because it's got three key attributes that I think are super important to understanding why this is such a different phenomenon. >>The first is because it, it automates via the UI. It can capture the actual work people are doing so we can emulate the actual work people are doing that's number one and that's critically important. Uh, the second thing is it can reach anything your way. If you've got an integration problem, you don't want connectivity to 82% of your systems. You actually want to cover everything you need to, you need to cover. And UI automation can reach anything that has a user interface. Uh, and then the third thing is because it it's emulating the work people do. It's very intuitive to develop for and as such. The developer experience is a very easy to use. Uh, don't require traditional coding skills. Customers tell us that unleashes more capacity and they get really fast time to value and that's kind of a win-win win. And the interesting thing then is if you think about it, the business wants to move forward at a certain rate, but that applications estate is only going to move forward. It's going to move forward kind of at its own pace as well. And this automation layer can really deal with the sheer between that. It can help you move forward quickly up here while you're waiting for, you know, at this layer to evolve as well. Uh, >>I wonder if you've mentioned, you know, kind of history, if you look back and, and, and, and you're somebody who spent two decades plus, you know, one of the great software companies, if you think about the great software companies, Microsoft, we know how they got there with the PC ascendancy and then took it to new levels. Oracle SAP, Salesforce is vying to become a next great software company. Go. McDermott wants to take service now in that realm. And I have a sense that with your vision of a fully automated enterprise, you guys could aspire to be a next great software company. I think, you know, you're, you're, you're humble, but you're bold. So when somebody who has a historical perspective on great software companies, what do you, what does it take architecturally specifically to be that next great software company? >>Well, it's a great question. Uh, you know, I, I said yesterday to the audience that, you know, the reason I came to UI path is because I do believe this is one of the most significant platforms of this time. And I do believe as we just talked about it's UI automation is the central element. That's really making it different. Now, all these other technologies and capabilities are super important. Uh, we announced yesterday a new service in our platform called the UI path integration service. Uh, we acquired a company named cloud elements six months ago, uh, an API integration company. And that is now landing in the UI path integration service. Uh, we have always had API integration as a part of our platform, but now we've got this richer catalog, we've got new services for developers, and that only expands what they're able to do. >>Um, and, and as we talked about the themes, the future themes of innovation, we talked about this platform expansion, and I served as this historian, you know, healthy, vital platforms grow, and they grow on their own just naturally because there's always some adjacency where if I bring that in, I can enable my community to do something different. They can build something different. And so that was why, for instance, let's embrace more API integration surface area. Why did we enter low code application space? It it's because we thought there was a lot of power for our community to now be able to re build rich user experiences. Um, why did we bring AI and ML in as a first-class citizen with an ML ops platform? We're not trying to be a general hosting of bottles, but we want to make it easy for those skills to be used. >>So there is a thing just about just continuing to expand what you're able to do, but there's an important thing you gotta do as well is you got to stay true to your personas and your user community. So anytime we do this, we think, yes, we're bringing in API integration, but we're not trying to be an I-PASS. We're trying to serve our RPA developer community. And we have to be true to that developer experience and the thing that's made us special. So we really focus on landing it in an integrated way, really helps our community. Do, do you know, more and more with the platform >>You're seeding a new breed of developer, or maybe your ascendancy is coinciding with a new breed of developer. >>Let's say there's a general trend. And we, we labeled the general trend. Now, low code, no code, which I frankly think is this historian is, is just a new way. We're talking about the idea that we, you want to continue to simplify developer experiences. And if you do that, everybody likes it. And it does. It enable you to grow the pool of developers that you have. And in our case, there is a new, you know, this is, this is a large and growing discipline. If you looked on LinkedIn community of RPA developers, there are new personas, new jobs being built around this platform. Today, we have, we're blessed with a very, very large community of developers. This is a new piece of, yeah, I think those are the, those are the range we're talking about. Yes. Um, and it's amazing asset for us as well as we do new things. Uh, we've got community ways they can engage with community builds previews. It gives us a lot of expertise to tap, tap into is we're deciding to do new things, >>Ask how influential that large community is and the product direction roadmap, the vision execution, how influential is that >>They're immensely influential. And that, that goes from when we're early on and we're ideating, and we're talking to our customer advisory boards or customers one-to-one, or as features are starting to come out in community previews. Uh, customers are an instrumental part of that journey. I think that's, this is one of the things. If you spend any time with Daniel at all, uh, you'll understand how important customer centricity and true customer centricity is to him. Um, and I think that's, uh, I only joined the company 18 months ago, but I, I walked into a company that I really understood knew what that meant. The words are easy to say, but really being that and having customers shape who you became, I think that's something that the company has done actually quite well. >>The crowds CrowdStrike announcement was notable. Um, I'm interested in how you're integrating that. I know, you know, that's endpoint security. I know you've done a lot of work historically in identity access with zero and doing some deep integration there, or how should we be thinking about the CrowdStrike gets it's more than just a press release. It's it's, it's there's engineering going on there. What can you tell us? >>Yeah. Yeah. That's a very important thing for us. We, I talked about another one of the key innovation themes is enterprise grade platform. And that one might seem like, well, of course, he's going to say that, but we do want our customers to understand, we know this is a mission critical platform, and you know, now it's now integral to the work people do. It's integral to the process. If it ever fails them, that's a mission critical failure. Yeah. And so we were making deep investments like this. Um, this partnership had CrowdStrike is about delivering a solution that an endpoint protection solution that understands robots and they are not unique in that. Unfortunately, they are subject to a lot of the same forms of attacks that humans can be subject to. Um, and, but they're also unique and then need unique protection. And so, as we came together with CrowdStrike, one of the important elements for us was let's enable their, in this case, Falcon platform to understand robots and let's do it as a seamless part of that experience. >>And so there's a few elements we deliver together. They, they have a lightweight agent that gets deployed with a robot. Um, and then most importantly, we provide metadata. We provide data back to log information, back to CrowdStrike. So now a security analysts sitting in the Falcon console knows when there's an activity that's related to a robot versus related to a human. And then there's also specific mitigation actions that are relative to a robot. You may want to just block that instance of that automation from running again, or you might want to block all instances from running again. And so there's specific mitigation there specific, um, visibility we're providing to the security analyst, but then it's all done in a seamless way. The customer, when they have 2110, they have the latest Falcon release. There's no extra licensing. They just have those two products and it just works. >>How much was that accelerated the last year, 18 months we've seen the tremendous change in the security landscape. Um, ransomware has become a household word. Everybody knows about colonial pipeline. We're seeing so much activity there. It's a matter of when customers get hit, not if how much of the events of the last year have accelerated that partnership with CrowdStrike and how you're enabling RPA to be that protected asset that the organization needs to ensure >>It's protected. It'd be fantastic. If we ever got to a point where we felt like, you know, security was a solved problem and it won't ever be. Um, and, uh, you know, and this is why we felt like we needed a world-class, uh, company to partner with who's an expert in this landscape and they do their part. And we do our part. Um, that was why we took this approach because we know we're not going to build, we're not going to have and build that expertise. We know about robots. We know what we know about that side of thing. They understand security. And by working together, we can connect the dots and we can hear everything. They understand that we're never able to replicate. How unique is that, that, that sort of robot >>Optimized, you know, sort of security, >>Uh it's as far as I know, it's the industry's first solution. It's important to know that endpoint protection does provide protection for robots today. Sure. And all of them do, but it doesn't know about them. It can't tell the security analysts that was an action. A robot took versus a human. Um, and it doesn't know how to take specific mitigation steps. And that's the exciting thing to we've done here. So it's, to my knowledge, that's the first point security offering built for, as we say, the robot workforce. >>And so you bring engineering resources to, to create that value and, and, and collaborate with CrowdStrike. Yeah. >>Yeah. We, we both did work on both sides. It's, it's been a really fantastic partnership and it was great. We had a video from their chief product officer as a part of our discussion yesterday. It's been fantastic relationship and partners. >>So it's one of those tricky thing. I mean, that's IP that you're developing with cross at the same time, you know, you've nailed it, right. It's never going to be solved, but, but one of the ways in which we can counteract the adversaries who are extremely capable is sharing. So it was that IP that gets shared or is that IP that you keep for yourself? >>We're both doing what we do, their IPS, their IPR IPS, our IP. And so it's all, it's all good there. >>Focusing on your core competencies. Well, Ted, thank you for joining Dave and me today, talking about the vision where things are going, the excitement, the partnership expansion, a lot of that activity since the IPO, we appreciate your time today. >>Very exciting times. And then as I said at the open it's, it's great to be here with you. Great to be live. >>Great to be alive. Really is for my guests. I'm Lisa Martin. We're live in Las Vegas with UI path forward for, at the Bellagio, Dave and I will be right back with our next guest.

>> Narrator: From around the globe it's theCUBE! With digital coverage of UiPath Live, the release show. Brought to you by UiPath. >> Hi everybody this is Dave Valenti, welcome back to our RPA Drill Down. Ted Kummert is here he is Executive Vice President for Products and Engineering at UiPath. Ted, thanks for coming on, great to see you. >> Dave, it's great to be here, thanks so much. >> Dave your background is pretty interesting, you started as a Silicon Valley Engineer, they pulled you out, you did a huge stint at Microsoft. You got experience in SAS, you've got VC chops with Madrona. And at Microsoft you saw it all, the NT, the CE Space, Workflow, even MSN you did stuff with MSN, and then the all important data. So I'm interested in what attracted you to UiPath? >> Yeah Dave, I feel super fortunate to have worked in the industry in this span of time, it's been an amazing journey, and I had a great run at Microsoft it was fantastic. You mentioned one experience in the middle there, when I first went to the server business, the enterprise business, I owned our Integration and Workflow products, and I would say that's the first I encountered this idea. Often in the software industry there are ideas that have been around for a long time, and what we're doing is refining how we're delivering them. And we had ideas we talked about in terms of Business Process Management, Business Activity Monitoring, Workflow. The ways to efficiently able somebody to express the business process in a piece of software. Bring systems together, make everybody productive, bring humans into it. These were the ideas we talked about. Now in reality there were some real gaps. Because what happened in the technology was pretty different from what the actual business process was. And so lets fast forward then, I met Madrona Venture Group, Seattle based Venture Capital Firm. We actually made a decision to participate in one of UiPath's fundraising rounds. And that's the first I really came encountered with the company and had to have more than an intellectual understanding of RPA. 'Cause when I first saw it, I said "oh, I think that's desktop automation" I didn't look very close, maybe that's going to run out of runway, whatever. And then I got more acquainted with it and figured out "Oh, there's a much bigger idea here". And the power is that by really considering the process and the implementation from the humans work in, then you have an opportunity really to automate the real work. Not that what we were doing before wasn't significant, this is just that much more powerful. And that's when I got really excited. And then the companies statistics and growth and everything else just speaks for itself, in terms of an opportunity to work, I believe, in one of the most significant platforms going in the enterprise today, and work at one of the fastest growing companies around. It was like almost an automatic decision to decide to come to the company. >> Well you know, you bring up a good point you think about software historically through our industry, a lot of it was 'okay here's this software, now figure out how to map your processes to make it all work' and today the processes, especially you think about this pandemic, the processes are unknown. And so the software really has to be adaptable. So I'm wondering, and essentially we're talking about a fundamental shift in the way we work. And is there really a fundamental shift going on in how we write software and how would you describe that? >> Well there certainly are, and in a way that's the job of what we do when we build platforms for the enterprises, is try and give our customers a new way to get work done, that's more efficient and helps them build more powerful applications. And that's exactly what RPA does, the efficiency, it's not that this is the only way in software to express a lot of this, it just happens to be the quickest. You know in most ways. Especially as you start thinking about initiatives like our StudioX product to what we talk about as enabling citizen developers. It's an expression that allows customers to just do what they could have done otherwise much more quickly and efficient. And the value on that is always high, certainly in an unknown era like this, it's even more valuable, there are specific processes we've been helping automate in the healthcare, in financial services, with things like SBA Loan Processing, that we weren't thinking about six months ago, or they weren't thinking about six months ago. We're all thinking about how we're reinventing the way we work as individuals and corporations because of what's going on with the coronavirus crisis, having a platform like this that gives you agility and mapping the real work to what your computer state and applications all know how to do, is even more valuable in a climate like that. >> What attracted us originally to UiPath, we knew Bobby Patrick CMO, he said "Dave, go download a copy, go build some automations and go try it with some other companies". So that really struck us as wow, this is actually quite simple. Yet at the same time, and so you've of course been automating all these simple tasks, but now you've got real aspiration, you're glomming on to this term of Hyperautomation, you've made some acquisitions, you've got a vision, that really has taken you beyond 'paving the cow path' I sometimes say, of all these existing processes. It's really trying to discover new processes and opportunities for automation, which you would think after 50 or whatever years we've been in this industry, we'd have attacked a lot of it, but wow, seems like we have a long way to go. Again, especially what we're learning through this pandemic. Your thoughts on that? >> Yeah, I'd say Hyperautomation. It's actually a Gartner term, it's not our term. But there is a bigger idea here, built around the core automation platform. So let's talk for a second just what's not about the core platform and then what Hyperautomation really means around that. And I think of that as the bookends of how do I discover and plan, how do I improve my ability to do more automations, and find the real opportunities that I have. And how do I measure and optimize? And that's a lot of what we delivered in 20.4 as a new capability. So let's talk about discover and plan. One aspect of that is the wisdom of the crowd. We have a product we call Automation Hub that is all about that. Enabling people who have ideas, they're the ones doing the work, they have the observation into what efficiencies can be. Enabling them to either with our Ask Capture Utility capture that and document that, or just directly document that. And then, people across the company can then collaborate eventually moving on building the best ideas out of that. So there's capturing the crowd, and then there's a more scientific way of capturing actually what the opportunities are. So we've got two products we introduced. One is process mining, and process mining is about going outside in from the, let's call it the larger processes, more end to end processes in the enterprise. Things like order-to-cash and procure-to-pay, helping you understand by watching the events, and doing the analytics around that, where your bottle necks, where are you opportunities. And then task mining said "let's watch an individual, or group of individuals, what their tasks are, let's watch the log of events there, let's apply some machine learning processing to that, and say here's the repetitive things we've found." And really helping you then scientifically discover what your opportunities are. And these ideas have been along for a long time, process mining is not new. But the connection to an automation platform, we think is a new and powerful idea, and something we plan to invest a lot in going forward. So that's the first bookend. And then the second bookend is really about attaching rich analytics, so how do I measure it, so there's operationally how are my robots doing? And then there's everything down to return on investment. How do I understand how they are performing, verses what I would have spent if I was continuing to do them the old way. >> Yeah that's big 'cause (laughing) the hero reports for the executives to say "hey, this is actually working" but at the same time you've got to take a systems view. You don't want to just optimize one part of the system at the detriment to others. So you talk about process mining, which is kind of discovering the backend systems, ERP and the like, where the task mining it sounds like it's more the collaboration and front end. So that whole system thinking, really applies, doesn't it? >> Yeah. Very much so. Another part of what we talked about then, in the system is, how do we capture the ideas and how do we enable more people to build these automations? And that really gets down to, we talk about it in our company level vision, is a robot for every person. Every person should have a digital assistant. It can help you with things you do less frequently, it can help you with things you do all the time to do your job. And how do we help you create those? We've released a new tool we call StudioX. So for our RPA Developers we have Studio, and StudioX is really trying to enable a citizen developer. It's not unlike the art that we saw in Business Intelligence there was the era where analytics and reporting were the domain of experts, and they produced formalized reports that people could consume. But the people that had the questions would have to work with them and couldn't do the work themselves. And then along comes ClickView and Tableau and Power BI enabling the self services model, and all of a sudden people could do that work themselves, and that enabled powerful things. We think the same arch happens here, and StudioX is really our way of enabling that, citizen developer with the ideas to get some automation work done on their own. >> Got a lot in this announcement, things like document understanding, bring your own AI with AI fabric, how are you able to launch so many products, and have them fit together, you've made some acquisitions. Can you talk about the architecture that enables you to do that? >> Yeah, it's clearly in terms of ambition, and I've been there for 10 weeks, but in terms of ambition you don't have to have been there when they started the release after Forward III in October to know that this is the most ambitious thing that this company has ever done from a release perspective. Just in terms of the surface area we're delivering across now as an organization, is substantive. We talk about 1,000 feature improvements, 100's of discreet features, new products, as well as now our automation cloud has become generally available as well. So we've had muscle building over this past time to become world class at offering SAS, in addition to on-premises. And then we've got this big surface area, and architecture is a key component of how you can do this. How do you deliver efficiently the same software on-premises and in the cloud? Well you do that by having the right architecture and making the right bets. And certainly you look forward, how are companies doing this today? It's really all about Cloud-Native Platform. But it's about an architecture such that we can do that efficiently. So there is a lot about just your technical strategy. And then it's just about a ton of discipline and customer focus. It keeps you focused on the right things. StudioX was a great example of we were led by customers through a lot of what we actually delivered, a couple of the major features in it, certainly the out of box templates, the studio governance features, came out of customer suggestions. I think we had about 100 that we have sitting in the backlog, a lot of which we've already done, and really being disciplined and really focused on what customers are telling. So make sure you have the right technical strategy and architecture, really follow your customers, and really stay disciplined and focused on what matters most as you execute on the release. >> What can we learn from previous examples, I think about for instance SQL Server, you obviously have some knowledge in it, it started out pretty simple workloads and then at the time we all said "wow, it's a lot more powerful to come from below that it is, if a Db2, or an Oracle sort of goes down market", Microsoft proved that, obviously built in the robustness necessary, is there a similar metaphor here with regard to things like governance and security, just in terms of where UiPath started and where you see it going? >> Well I think the similarities have more to do with we have an idea of a bigger platform that we're now delivering against. In the database market, that was, we started, SQL Server started out as more of just a transactional database product, and ultimately grew to all of the workloads in the data platform, including transaction for transactional apps, data warehousing and as well as business intelligence. I see the same analogy here of thinking more broadly of the needs, and what the ability of an integrated platform, what it can do to enable great things for customers, I think that's a very consistent thing. And I think another consistent thing is know who you are. SQL Server knew exactly who it had to be when it entered the database market. That it was going to set a new benchmark on simplicity, TCO, and that was going to be the way it differentiated. In this case, we're out ahead of the market, we have a vision that's broader than a lot of the market is today. I think we see a lot of people coming in to this space, but we see them building to where we were, and we're out ahead. So we are operating from a leadership position, and I'm not going to tell you one's easier that the other, and both you have to execute with great urgency. But we're really executing out ahead, so we've got to keep thinking about, and there's no one's tail lights to follow, we have to be the ones really blazing the trail on what all of this means. >> I want to ask you about this incorporation of existing systems. Some markets they take off, it's kind of a one shot deal, and the market just embeds. I think you guys have bigger aspirations than that, I look at it like a service now, misunderstood early on, built the platform and now really is fundamental part of a lot of enterprises. I also look at things like EDW, which again, you have some experience in. In my view it failed to live up to a lot of it's promises even though it delivered a lot of value. You look at some of the big data initiatives, you know EDW still plugs in, it's the system of record, okay that's fine. How do you see RPA evolving? Are we going to incorporate, do we have to embrace existing business process systems? Or is this largely a do-over in your opinion? >> Well I think it's certainly about a new way of building automation, and it's starting to incorporate and include the other ways, for instance in the current release we added support for long running workflow, it was about human workflow based scenarios, now the human is collaborating with the robot, and we built those capabilities. So I do see us combining some of the old and new way. I think one of the most significant things here, is also that impact that AI and ML based technologies and skills can have on the power of the automations that we deliver. We've certainly got a surface area that, I think about our AI and ML strategy in two parts, that we are building first class first party skills, that we're including in the platform, and then we're building a platform for third parties and customers to bring their what their data science teams have delivered, so those can also be a part of our ecosystem, and part of automations. And so things like document understanding, how do I easily extract data from more structured, semi-structured and completely unstructured documents, accurately? And include those in my automations. Computer vision which gives us an ability to automate at a UI level across other types of systems than say a Windows and a browser base application. And task mining is built on a very robust, multi layer ML system, and the innovation opportunity that I think just consider there, you know continue there. You think it's a macro level if there's aspects of machine learning that are about captured human knowledge, well what exactly is an automation that captured where you're capturing a lot of human knowledge. The impact of ML and AI are going to be significant going out into the future. >> Yeah, I want to ask you about them, and I think a lot of people are just afraid of AI, as a separate thing and they have to figure out how to operationalize it. And I think companies like UiPath are really in a position to embed UI into applications AI into applications everywhere, so that maybe those folks that haven't climbed on the digital bandwagon, who are now with this pandemic are realizing "wow, we better accelerate this" they can actually tap machine intelligence through your products and others as well. Your thoughts on that sort of narrative? >> Yeah, I agree with that point of view, it's AI and ML is still maturing discipline across the industry. And you have to build new muscle, and you build new muscle and data science, and it forces you to think about data and how you manage your data in a different way. And that's a journey we've been on as a company to not only build our first party skills, but also to build the platform. It's what's given us the knowledge that to help us figure out, well what do we need to include here so our customers can bring their skills, actually to our platform, and I do think this is a place where we're going to see the real impact of AI and ML in a broader way. Based on the kind of apps it is and the kind of skills we can bring to bear. >> Okay last question, you're ten weeks in, when you're 50, 100, 200 weeks in, what should we be watching, what do you want to have accomplished? >> Well we're listening, we're obviously listening closely to our customers, right now we're still having a great week, 'cause there's nothing like shipping new software. So right now we're actually thinking deeply about where we're headed next. We see there's lots of opportunities and robot for every person, and that initiative, and so we're launched a bunch of important new capabilities there, and we're going to keep working with the market to understand how we can, how we can add additional capability there. We've just got the GA of our automation cloud, I think you should expect more and more services in our automation cloud going forward. I think this area we talked about, in terms of AI and ML and those technologies, I think you should expect more investment and innovation there from us and the community, helping our customers, and I think you will also see us then, as we talked about this convergence of the ways we bring together systems through integrate and build business process, I think we'll see a convergence into the platform of more of those methods. I look ahead to the next releases, and want to see us making some very significant releases that are advancing all of those things, and continuing our leadership in what we talk about now as the Hyperautomation platform. >> Well Ted, lot of innovation opportunities and of course everybody's hopping on the automation bandwagon. Everybody's going to want a piece of your RPA hide, and you're in the lead, we're really excited for you, we're excited to have you on theCUBE, so thanks very much for all your time and your insight. Really appreciate it. >> Yeah, thanks Dave, great to spend this time with you. >> All right thank you for watching everybody, this is Dave Velanti for theCUBE, and our RPA Drill Down Series, keep it right there we'll be right back, right after this short break. (calming instrumental music)

>>From Miami beach, Florida. It's the queue covering a Chronis global cyber summit 2019. Brought to you by Acronis. >>Okay. Welcome back. Everyone's cubes coverage here and the Kronos is global cyber summit 2019 and Sarah inaugural event around cyber protection. I'm John Forrey hosted the cube. We're talking to all the thought leaders, experts talking about the platforms. We've got a great guest here, security analyst, author and Ted speaker. Karen Ellis, Zari who runs the besides Tel Aviv. Um, she gave a keynote here. Welcome to the queue. Thanks for coming on. >>Oh, thanks for having me. It's a pleasure. >>Love to have you on. Security obviously is hot. You've been on that wave. Even talking a lot about it. You had talked here and opposed the conference. But for us, before we get into that, I want to get in and explore what you've been doing that besides Tel Aviv, this is the global community that would be runs a cyber week. He wrote a big thing there. >>So that's something that's really important to me. So 10 years ago, hackers and security researchers thing start that somebody called security besides which was an alternative community event for hackers that couldn't find their voice in their space. In the more mainstream events like RSA conference or black hat for example. That's when security besides was born 10 years ago. Now it's a global movement and there's been more than a hundred besides events. Just this year alone, just in 2019 anywhere from Sao Paolo to Cairo, Mexico city, Athens, Colorado, Zurich, London, and in my hometown of Tel Aviv. I was very proud to bring the besides idea and the concept to Tel Aviv five years ago. This year, 2020 will be our fifth year and we'll be, I hope our biggest year yet last summer we had more than 1200 participants. We take place during something called Telaviv cyber week, which if you've never visited Tel Aviv, that's your opportunity next year of Bellevue cyber Wade brings 9,000 people to Israel. >>It's hosted by Tel Aviv university where I'm also a researcher and all of these events are free. They're in English, they are welcoming to people from all sorts of places in all walks of life. We bring people from more than 70 countries and I think it's great that we can have that platform in Israel, in Tel Aviv to share not just our knowledge but also our points of view, our different opinions about the future of cyber security. Tel Aviv university. Yeah. So Tel Aviv university hosts me cyber week and they're also the gracious hosts for the sites televi which runs as a nonprofit separate from the university. >>You know, I love these movements where you have organic, just organic growth. And then we saw that with the unconference wave couple years ago where you know, the fancy conferences got too stuffy to sponsor oriented, right? That's >>right. Yeah. Up there too. They want to have more face to face, more community oriented conversations, more or, yeah. So besides actually the first one was absolutely an unconference and to this day we maintain some of that vibe, that important community aspect of providing a stage for people that really may not have the opportunity to speak at Blackhat or here or there. They may not feel comfortable on a huge with all those lights on them. So we really need to have that community aspect of them and believe it or not. And unconference is how I got on the Ted stage because a producer from Ted actually came all the way to Israel to an unconference in the Northern city of Nazareth in Israel, and she was sitting in the room while I was giving a talk to 15 people in the lobby of a hotel. And it wasn't that, it wasn't, you know, I didn't have a big projector. >>It wasn't a fancy production on any scale, but that's where that took for loser found me and my perspective and decided that this was this sort of point of view deserves to have a bigger stage. Now with digital technologies, the lobby conference, we call it the lobby copy, cons, actions in the hallway, just always kind of cause do you have a programs? It's not about learning anymore at these events because if all you can learn online, it's a face to face communal activity. I think it's a difference between people talking at you. Two people talking with you and that's why I'm very happy to give talks and I'm here focused on sharing my point of view. But I also want to focus on having conversations with people and that's what I've been doing this morning, sharing my points of view, teaching people about how I think the security worlds could look like, learning from them, listening to them. >>And it's really about creating that sort of an atmosphere and there's a lot of tension right now in the security space. I want to get your thoughts on this because you know, I have my personal passion is I really believe that communities is where the action is in a lot of problems can be solved if tapped properly, if they want, if they're not used or if they're, if the collective intelligence of a community can be harnessed. Yes, absolutely. Purity community right now has a imperative mandate, which is there's a lot of to do better. I think good that could be happening. The adversaries are at scale. You seeing, um, you know, zero day out there yet digital warfare going on, you got all kinds of things on a national global scale happening and people are worried. Absolutely. So there's directions, there's a lot of fear, there's a lot of panic going on these days. >>If you're an average individual, you hear about cybersecurity, you're of all hackers, you're thinking, Oh my God, they should turn all of my devices off, go live in the woods with some sheep and that's going to be my future. Otherwise I'm a twist and I agree with you. It's the responsibility, all the security industry and the security community to come together and also harness the power and the potential of the many friendly hackers out there. Friendly hackers such as myself, security researchers and not all security researchers are working in a lab at the university or in the big company and they might want to, you know, be wherever they are in the world, but still contributing. This is why I talk about the hackers immune system, how hackers can actually contribute to an immune system helping us identify vulnerabilities and fix them. And in many cases I found that it's not just a friendly hackers, even the unfriendly ones, even the criminals have a lot to teach us and we can actually not afford not to pay attention, not to be really more immersed, more closely connected with what is happening in the hacker's world, whether it's criminal hackers underground or the friendly hackers who get together at community events, who share their work, who participate on bug bounty platforms, which is a big part of my personal work and my passion bug bounty programs for the viewers who are not familiar with it are frameworks that will help companies that you might rely on like Google or Facebook, United airlines or Starbucks or any company that you can imagine. >>So many big companies now have bug bounty programs in place, allowing them to actively reward individual hackers that are identifying vulnerabilities. Yeah. And they pay him a lot of money to up to millions of dollars. Yes, they do, but it's not just about the money, you know, don't, it's not just amount of money. There's all kinds of other rewards that place as well. Whether it's a fancy, you know, a tee shirt or a sticker, or in the case of Tesla for example, they give out challenge coins, the challenge coins that only go out to the top hackers. I've worked with them now you can't find anything with these challenge coins. You keep the tray, you can trade them in in the store for money. But what you can do is that you get a lot of reputational and you know, unmonitored value out of that as well. Additionally, you know another organization that's called them, the Pentagon has a similar program, so depending on his giving out, not just monetary rewards but challenge coins for hackers that are working with them. >>This reputation kind of system is really cutting edge and I think that's a great point. I personally believe that that will be a big movement in all community behavior because when you start getting into having people arbitrator who's reputable, that's an incentive beyond money. Well, what I've found great I guess, but like reputation also is important. I can tell you this because I've, I've this, I've really dissected and researched this in my academic work and the look at the data from several bug bounty programs and the data that was available. There's all kinds of value on the table. Some of the value is money and you get paid. And you know, last month I heard about the first bug bounty millionaire and he's a guy from Argentina. But the value is not just in the money, it's also reputational value. It's also work value. So some hackers, some security researchers just want to build up their resume and then they get job offers and they start working for companies that may have never looked at them before because they're not graduates of this and that school didn't have this or that upbringing. >>We have to remember that from, from the global perspective, not everybody has access to, you know, the American school system or the Israeli school system. They can't just sign up for a college degree in cybersecurity or engineering if they live in parts of the world where that's not accessible to them. But through being a researcher on the bug bounty platform, they gain up their experience, they gain up their knowhow, and then companies want to work with them and want to hire them. So that's contributing to the, you've seen this really? Yeah. We've seen this and the reports are showing this. The data is showing this, all of the bug bounty programs that ha have reports that come out that show this information as well. Do you see that the hackers on bug bounty pack platforms that usually under 30 a lot of them are. They're 30 they're young people. >>They're making their way into this industry. Now, let me tell you something. When I was growing up in Israel, that was a young hacker. I didn't know any bug bounty programs. None of that stuff was around. Granted, we also didn't have a cyber crime law, so anything I did wasn't officially illegal because we didn't have, yeah, it wouldn't necessarily. Fermentation is good. It certainly was and I was very driven by curiosity, but the point I'm trying to make is that I didn't actually have a legal, legitimate alternative to, you know, the type of hacking that I was doing. There wasn't any other option for me until it was time for me to serve in the Israeli military, which is where I really got my chops. But for people living in parts of the world where they don't have any legitimate legal way to work in cybersecurity, previously, they would have turned to criminal activities to using their knowhow to make money as a cybercriminal. >>Now that alternative of being part of a global immune system is available to them on a legitimate legal pathway, and that's really important for our workforce as well. A lot of people will tell you that cybersecurity workforce needs all the help it can get. There's a shortage of talent gap. A lot of people talk about the talent gap. I believe a big part of the solution is going to come from all of these hackers all over the world that are now accessing the legitimate legal world of cybersecurity or something. I want to amplify that. Certainly after this interview, I'd love to follow up with you. Really, we will come to Tel Aviv. It's on our list for the cube stuff. We'll be there. We'd love to launch loving mutation. What you're talking about is an unforeseen democratization, the positive impact of the world. I want you to just take a minute to explain how this all came together for this. >>With your view on this reputational thing. I talk about the impact. Where does it go beyond just reputational for jobs? What? How does a community flex and organically grow from this and so one thing that I'm very happy to see, I think in the past couple of years, the reputations generally of hackers have become important and that the concept of a hacker is not what we used to think about in the past where we would automatically go to somebody who was a criminal or a bad guy. Did you know that the girl Scouts organization, the U S girl Scouts are now teaching girls Scouts to be hackers. They're teaching them cybersecurity skills. Arguably, I would claim this is a more important skill than making cookies or you know, selling cookies. Certainly a more money to survive in the wilderness. Why not in the digital wilderness? Yes, in a fire counter than that. >>More than that, it's about service. So the girl Scouts organization's always been very dedicated to values of service. Imagine these girls, they're now becoming very knowledgeable about cybersecurity. They can teach their peers, their families, so they can actually help spread. The more you build a more secure world, certainly they could probably start the fire or track a rapid in the forest or whatever it is that girl Scouts used to do that digitally too. That's called tracing. Really motivating that person. I think that's aspiring to many young women. That's very kind of, you actually have to have more voices out there. What can we do differently? What help? What can I do as a guy, as in the industry, I have two daughters. Everyone has, as I get older, I have daughters because they care now, but most men want to help. What can we do as a group? >>So I think you're absolutely right that diversity and inclusivity within the technology workforce is not a problem there. Just the underrepresented groups need to solve by. It's actually an issue for the entire group to solve. It's men or women or any underrepresented minority and overrepresented groups as well because diversity of the workforce will actually help build a more resilient, sustainable workforce and will help with that talent gap, that shortage of people of skilled employees that we mentioned. Others, a few things that you can do. I personally decided to do what I can, so I contributed to a book called women in tech at practical guide and in that book there's also a chapter for allies. So if you're a person that wants to help a woman or women in tech in your community, you are very welcome to check out the book. It's on Amazon, women in tech, a practical guide. >>I'm a contributor to that and myself. I also started a group called leading cyber ladies, which is a global meetup for women in cyber security and we have chapters on events in Israel, in New York city, in Canada, and soon I believe in United Kingdom and Silicon Valley and perhaps in your company or in your community, you could help start a similar group or maybe encourage some of the ladies that you know to start a group, help them by finding a space, creating a safe environment for them to create meetups like that by providing resources, by sponsoring events, by mentoring does a few, a lot of things. Yeah, there's a lot of things that you can do and it's certainly most important to consider that diversity in the workforce is everybody's issue with Cod. Something just one gender or one group needs to figure out how to be a big bang theory. >>You can share with three people, two people, absolutely organic growth or conditional. Yes, certainly. And as men, if you don't want to, you know, start them an event for women because that may seem disingenuous, but you can do certainly encourage the women that you find around you. In your workforce to see if they want to maybe have a meetup and if they do, what kind of help you can offer? Can you run the AB for them? Can you as sponsored lacrosse songs, whatever kind of help that you can offer to create that sort of a space. The reason we we started cyber ladies is because I didn't see enough women speaking at security events, so I wanted to fray the meet up where the women in cybersecurity could share their work network with one another and really build up also their speaking port portfolio, their speaking powers so that they can really feel more comfortable speaking and sharing their work on other events as well. >>Camaraderie there too. Yes, it very important. Thank you so much to you now, what is your, your professional and personal interests these days? What's getting you excited? So there's some of the cool things. That's a fantastic question. So one thing I'm super excited about is that I'm actually collaborating with my sister. So my sister, believe it or not is a lawyer and she's a lawyer who specializing in cyber line, intellectual property privacy, security policy work, and I'm collaborating with her to create a new book which would be a guide to the future of cybersecurity from the hacker's perspective and the lawyers perspective because we are seeing a lot of regulators, a lot of companies that are now really having to follow laws and guidelines and regulations around cybersecurity and we really want to bring these two points of view together. We've already collaborated in the past and in fact my sister has worked on the legal terms of many of the bug bounty programs that I mentioned earlier, including the Tesla program. >>So it's very exciting. I'm very proud to be able to work with my younger sister who followed me into the cyber world. I'm the hacker, she's the lawyer and we are creating something together. Dynamic duo that's going to be, I'm excited to interview her. Yeah, so in my family we call her the tour Vogue version. Can you imagine that together? It's really unstoppable. We didn't have a chance to speak together at the RSA conference earlier this year and that was really unique. Am I going to fall off on that with the book? Well, our platform is your platform. Anything we can do to help you get the word out, super exciting work that you're doing. We think cyber community will be one of the big answers to some of the challenges out there. And we need more education. Law makers and global politicians have to get more tech savvy. Yes, this is a big, everybody, it's everybody's issue. Like I said in this morning speech, everybody's on the front lines. It's not the cyber generals or you know, the hackers in the basements that are fighting. We are on that digital Battlefront and we all have to be safer together. Karen, thanks for your great insights here in energy. Bug bounties are hot. The community is growing. This is the cyber conference here that, uh, Acronis global cyber summit 2019. I'm John Barry here to be back with more coverage after this short break.

>>live from Atlanta, Georgia. It's the Q covering Answerable Fest 2019. Brought to you by Red Hat. >>Okay, welcome back. Everyone is the live Cube coverage for two days here in Atlanta, Georgia for instable fest. I'm John Furrier, My Coast stupid in with the Cube. Ted Julian, vice president, product management, formerly CEO. Resilient now part of an IBM company. Back to doing V P of product management. Again, you don't really ask. Welcome to welcome back to the Cube. Good to see you. It's a >>pleasure to be here. Thanks. >>So I see product management. Holistic thinking is the big discussion here. The thing that's coming out of this event is configuration management, a siloed point activity now, more of a platform. You're seeing more of a systems architecture thinking going into some of these platform discussion. Security certainly has been there. They're here now. A lot of pressure, the out of things built in with security but maintaining the onslaught of threats and landscape changes going on. That's what you do. >>It's rough out there. >>What what's going on? What are the key trends that customers should be aware of when thinking about configurations? Because automation can help. Yeah, maybe all use cases, but >>way need to do something and because customers definitely need help. The alerts that they're dealing with them both in the volume and the severity is like nothing we've ever seen before. At the same time we're talking about earlier, right, the regulatory impact also really big difference just in the last two or three years. Huge skills, gap shortage also a critical problem. People can't find enough people to do this work. That's very difficult to keep so clearly we need to do something different. And there's no doubt that orchestration and automation and configuration management, as a component of that is we've barely scratched the surface of the potential there. To help solve some of >>the open source is, is helping a lot of people now. Seeing the light first was cloud, the skeptics said. There's no security and cloud now. There is open source securities there, but still, proprietary systems have security. But the mayor may not be talented. Your point, so automation is an opportunity. How are companies dealing with the mishmash or the multi platform solutions that are out there >>at your right to ask the question it is driving, um, the problem in a big way. Years ago we tried this security automation within security, like in the early days of firewalls and the Web and stuff like that, and it didn't go well. Unintended consequences. But think two things have changed. The environments changed, which has raised the stakes for the need to be able to do this stuff to a whole different level. But at the same time, the technology matured enormously. There's been multiple platforms shifts since then, and so security teams. They're both kind of desperate for a better solution, but also better options now than they had before. And so it's for this reason that we're starting to see people adopt orchestration and automation now in a way that we didn't see in the last time around. >>But the thing is that we were hearing here is that people are trying to automate the same things and some of these holes in the infrastructure, whether it's an S three bucket, this is basic stuff. This is not rocket science. Yeah, so on these known use cases, this makes total sense that a playbook or automation could help kind of feel those holes. >>We talk about it as a journey, you know? And I don't think any two organizations journey is the same, nor does it really even need to be the same. So we've seen some customers, for example, take the approach of what's a high volume type of incident that we deal with. And if we could apply orchestration and automation, they were gonna get great our eye right? We see 4000 phishing attacks every month or what have you. And that's certainly one way to do it. Yeah, but those other times with one, >>though, I have to go >>into that point. There's other people that are like, you know, gathering forensics on an end point right now. Incredibly manual process. We need to be able to do that globally. Do we do it every day? No, we don't. But if we could automate that and get those results back in more like a couple hours, as opposed to two days, because the guy we need in Sweden is out of the office or whatever, that could mean the difference between ah, low level incident were able to contain and something that goes global. And so that's the use case we wanna chase, so I don't think there's a right or wrong answer. >>Depends on the environment. Ah, whole host of the whole thing about security is no general purpose software anymore. You have to really make it custom because every environments different. >>I mean, gosh, you guys Aaron Arcee, right? It's nuts. There's thousands of vendors. I mean, there's hundreds of vendors that are really products. They're not the features masquerading as products that are masquerading as companies. But there's a reason why that's been the case, and it's because the risk is so high. >>The desperation to >>yes, exactly good word choice. Yeah. >>So what? One of the things that reminded me of security is this morning hearing about, you know, J P. Morgan going through the transformation from the ticketing system. Tau wait to make a great case study two. I need to be able to automate things. So, you know, we know that response time is so critically important in the security area. So tell us how that meshes together from security and automation toe be able to response, and you know, whether it be patching or, you know, responding to an attack, >>there's huge opportunity gains there on. We've seen customers do some really remarkable things that start with what you're discussing, which is if we could automate that fishing process to a degree and we have 4000 of those a month and we're able to maybe shrink a response time by 80 some or more percent, which is what we've seen. That's a lot of savings right there. And you know, the meat and potatoes there is. You already have a fishing Neil Alias. Probably that that employees report those phishing attacks, too. But what if we just monitored that? We stripped those emails, stripped out the attachments, and we could automate all the manual grunt work that an analyst would otherwise do right? Is that and is there in execute a ble? Is that execute herbal? Unknown bad? What command and control servers is it talk to? Are those known bads those air 10 tabs That analyst could have opening their browser if we could automate all of that. So when they go into the case, it's all just sitting there for them. Huge time saver. >>It's the great proof point of the people plus machines. How do you make make sure that the people that when they get the information, they're not having to do too much grunt work. They get really focused on the things where their expertise in skill sets are needed, as opposed to just buried. You >>nailed it. I mean, automation is a great role to play, but it really is a subset of orchestration. It's when you can bring those two things together and really fuse the people process and technology via orchestration. That's when you get really game changing improvements. >>Talk about the relationship between you guys or silly, unanswerable. Where's the fit? What you guys doing together? Why year give a quick plug for what you working on? >>Yeah, absolutely. So just by working with customers, we kind of discovered that there was this growing groundswell of answerable use within our customer base. It was largely an I T, whereas that IBM resilient. We're selling mainly in a security. Um, and once we uncovered that were like, Oh my gosh, there's all these integrations that already exists. They're already using them for I t use cases on that side of the house, but a lot of the same work needs to be done as part of a security workflow. And so we built our integration where, literally you install that integration into resilient. And we have a visual workflow editor where you can define a sophisticated workflow. And what's that? Integration is in place. All of your instable integrations air there for you. You drag and drop them on near workflow. You can string them all together. I mean, it's really, really powerful. >>It's interesting. Stew and I and David Lattin Ovary Brother Q. Post. We got hundreds of events we see every conference. Everyone's going for the control plane layer. Don't control the data. I mean, it's aspiration, but it's You can't just say it. You gotta earn it. What's happening here is interesting in this country. Configuration management. Little sector is growing up because they control the plumbing, the control of the hardware, the piece parts right to the operating system. So the abstraction lee. It provides great value as it moves up the stack, no doubt, and this is where the impact is, and you guys are seeing it. So this dependency between or the interdependence between software glue that ties the core underpinnings together, whether it's observe ability data. It's not a silo, just context, which they're integrating together. This the collision course? Yeah. What's the impact gonna be here? What's your thesis on this? >>That's why there is such great synergy is because they are really were sort of the domain expertise Doreen experts on the security point of view and our ability to leverage that automation set of functions that answerable provides into this framework where you can define that workflow and all the rest that specific to some security use cases eyes just very, very complimentary to one another. >>This is a new kind of a 2.0 Kana infrastructure dynamic, where this enables program ability. Because if these are the control switch is on the gear and the equipment and the network routes, >>yeah, and where things get really interesting is when you do that in the context of ah, workflow and a case management system, which is part of what we provide, then you get a lot of really valuable metrics that are otherwise lost. If you're purely just at a point to point tool to to automation realm, and that allows you to look at organizational improvements because you're able to marry. Well, first of all, you can do things like better understand what kind of value those I t controls. Air providing you and the automation that you're able to deliver. But you can relate that to your people in your process as well. And so you can see, for example, that while we have two teams, they're doing that the ones in the day shift ones in the night shift. They have access to the same tool sets, but ones more effective than the other. First of all, you know that. But then, having known that you can now drill into that and figure out OK, why is the day shift better than the night shift? And you can say, Oh, well, they're doing things a little bit differently, maybe with how they're orchestrating this other team is, Or maybe they're not orchestrating it. All right? And you're having that. And then now you are able to knowledge share and, um improve that process to drive that continuous improvement. >>So this operational efficiency comes from breaking down these siloed exactly mentality data sets or staff? >>Yeah, and pairing. That was not just as I said, the IittIe automation aspect of weaken now do that 80% faster. But what about the people in the process aspect? We even bring that into the mix as well. You get that next limit layer of insight which kind of allows you to tap into another layer of productivity. >>So this is an alignment issue. This brings that back. The core cultural shift of Dev ups. This is the beginning of what operationalize ng Dev ops looks like. >>Yes. Yeah, >>people are working together. >>It's really, really well put. I mean, it gets back to how this question got started, which is what is this energy? And to me, this energy really is that you have these siloed all too often siloed functions of I t operations and security operations. And this integration between resilient and answerable is the glue that starts to pull those two things together to unlock everything we just talked about. >>Awesome. That's great. >>Yeah, well, you know, research has shown that you know, Dev Ops embracing, delivering and shipping code more frequently actually can improve security. Not You know what? We have to go through this separate process and slow everything down. So are you seeing what? What is that kind of end state organization look like? Oh, >>I mean, that's a huge transformation. And it's something that on the security field we've been struggling with for the longest time, because when we were in kind of a waterfall mode of sort of doing things I mean your timeframe of uncovering a security issue, addressing it in code code, getting deployed to a meaningful enough fashion and over a long enough time to get a benefit that could be years, right? But now that we're in this model, I mean, that could be so much, much more quickly obtained and obviously not only other great just General Roo I improvements that come from that, but your ability to shrink the threat window as a result of this as well as huge and that is crucial because all the same things that us, the good guys they're doing to be able to automate our defenses, the bad guys, they're doing the same thing in terms of how they're automating their attacks. And so we really have to. We have no choice. >>So, Ted, you were acquired by IBM. IBM made quite sizeable acquisition with Red Hat. Tell us what your IBM with danceable. How that should play out >>there is just enormous potential. And answerable is a big, big piece of it, without a doubt. And I think we're just scratching the tip of the iceberg for the benefits. They're just in the from resilience point of view. And, you know, we're not to stay in touch because we have some really interesting things coming down the pike in terms of next gen platforms and the role that that answer will complain those two and how those stretch across the security portfolio with an IBM more broadly and then even beyond that. >>Well, we want to keep in touch. We certainly have initiated Cube coverage this year on security. Cyber little bit going for a broader than the enterprise. Looking at the edge edges. You know about the perimeter. Being just disabled by this new service area takes one penetration lightbulb I p address. So again, organizing and configuring these policy based systems sounds like a configuration problem. Yeah, it is. This is where the software's gonna do it. Ted, Thanks for coming on. Sharing the insights. Any other updates on your front. What do you are most interested in what? Give us a quick update on what you're working on. >>Um, well, we're just getting started with the answerable stuff, so that's particularly notable here, but also kind of modern, modernizing our portfolio, and that really gets to the whole open shift side of the equation and the Red Hat acquisition as well, So not ready to announce anything yet. But some interesting things going on there that that kind of pull this all together and that serve as just one part of the foundation for the marriage between red at 9 p.m. and wanna sneak a value can bring the >>customers any sneak peek at all on the new direct. Sorry time. At least lips sink ships Don't do it. Love to no. >>Blame me for asking. >>Hey, I got a feeling hasn't automation. And somewhere in there Ted, thanks for sharing your insights. It was great to see Cuba coverage here. Danceable fest. I'm jumpers to minimum, breaking out all the action as this new automation feeds A I's gonna change the stack game as data is moving up to stack. This isn't Cube. Bring all the data will be back up to the short break. >>Um

>> Announcer: Live from Las Vegas, it's theCUBE. Covering NAB 2017. Brought to you by HGST. >> Hi, welcome back to theCUBE. We are live in Las Vegas, at the NAB Show 2017. I'm Lisa Martin, and I'm very excited to be joined by our next guest, Ted Harrington. Ted you are the executive partner at Independent Security Evaluators. Welcome to theCUBE. >> Thank you for having me. >> Absolutely, we're excited to have you here. We're very excited also, because Ted has a very cool Twitter handle, @SecurityTed, super cool. So you are with Independent Security Evaluators. Tell us a little bit about what the ISE is. You were the first company to hack the iPhone and the Android, give our viewers a little bit of a backstory on ISE. >> Sure, so probably the simplest way to think about it is that we're the good guy hackers. Companies hire us to help them find security flaws and remediate those flaws in their technologies. And so we do that across a number of industries including heavy, prominent presence in the media and entertainment business. We also have a pretty strong focus on security research. Which is what you're referring to with the iPhone and the Android OS. We also, even the company came out of what is today known as car hacking. We found a way to build a weaponized software radio that we could start a Ford Explorer without the authentic key. >> Lisa: Wow. >> So we're tinkerers and problem solvers and we like to find issues before the bad guy does. >> And that's a great point about being the good kind of hackers, but also being able to highlight that these security challenges are real, across industries, and be able to I presume, influence or help companies, whether they're in media and entertainment or other industries. Understanding what is the type of cyber security protocol that we should be putting in place here to prevent the bad hackers from getting in. >> You hit the nail on the head. The core emphasis of what a security assessment with us entails, really is focusing on the technology problems, the deep technical issues. But at it's core, where all of these issues come from is the presence or lack thereof, of an effective mission. Many security, many companies when they think about security, are thinking of it as something that would be nice to have, not as a core business requirement. And changing that attitude is something that we spend a lot of our energy trying to influence. Because the companies that see security as the business enabler that it is, those companies are doing some tremendous things across industries today and they're really being the pioneers that are leading. >> One of the things that I was reading recently was what happened to La La Land, where screeners were leaked and fairly prolifically, and obviously that was a big massive box office hit, nearly a Best Picture winner, a few months ago. But I've also read reports where a leak like that can really negatively impact box office sales, like upwards to 20%. So if you look at a studio for example, and you were kind of saying, that maybe in general security is viewed as a nice to have. Is that a strong enough demonstration of the vulnerability of say a studio to make them go, "Okay, we need help here. "There are vulnerabilities we might not even be aware of." Are you seeing more uptake in the media and entertainment industry? Or is security still a, "It's a good idea "but we've got other things to focus on, "creating really, really cool content." >> The media and entertainment business, I think, does a fairly good job of prioritizing security. Now, of course, across the spectrum there are things that we would advocate doing better or in different ways, but the business driver that you mentioned, the idea of avoidance of box office decline. That's the core fundamental problem that we're trying to solve for the content owners and their vendors, because that window, the theatrical release, from a revenue perspective is the most important moment for, especially the blockbusters, La La Land, no one necessarily knew was going to be a blockbuster, before it came out, but when you look at things like, the next Star Wars, the next Avengers, the movies that are definitely going to make huge amounts of revenue, making sure that that movie makes it to the theater, without being released, that is the top priority for many organizations in this industry and we see a lot of organizations doing it well. >> That's good because the IP in that alone, for a company, the next Star Wars, the next whatever happens to be, the intellectual property that that studio owns, is probably nearly invaluable. So having the right strategy around that is key. Wanted to pick your brain, I know that you have started the IoT Village, and as we look at this proliferation of connected devices, the audience, we we're chatting earlier before we went live, the audience, you know, we're so empowered. We can make decisions, we can watch whatever we want whenever we want, from 35,000 feet in the air. We're binge watching, we're sharing on social. We've got multiple devices. Where that's concerned, and also you mentioned content, that's also not just a way that we're consuming content, that's a way that we're creating it. How, what is the IoT Village all about and is it down to the level of helping media and entertainment companies start providing security across the connected devices that are consuming and creating the content? >> We started IoT Village as a security research platform. Basically where, we invite other smart security researchers to help us focus on the problem of security issues in these connected devices that are being deployed. Everything from people's homes all the way to businesses and like you said even to the creation of content and consumption of content. The reason that we wanted to put some emphasis on this problem is that, that's an industry that I think, maybe by contrast, to some of the things we've talked about with media and entertainment, that still has a ways to go, in terms of how it's thinking about security. Security is not a priority in the development process for the majority of organizations in that industry. Now, there are definitely some that are doing it right, but they're more the minority. So what IoT Village does is helps us shine a spotlight on those issues. To connect the dot full circle, to what you were talking about, with media and entertainment, this is a conversation that I don't think, is happening loudly enough in this industry. Connected devices are being deployed for, a lot of the cases you said, consumption of content, for creation of content. Even for things that people don't necessarily equate with the process, like, the TVs that are used to screen the, whatever version is being reviewed right now, in the conference room. Those are often smart TVs with an internet connection and there's not necessarily an adequate control in place around how to think about the security implication of that. Fundamentally, connected devices expand the attack surface, and that's the way the organizations need to think about it. Not to say that they should not deploy those devices, but that they need to adequately consider that in the security model. >> Absolutely, and how does an organization get control over that, over those devices? >> Well, like any technology that's developed by a third party, one who procures that technology, can only do so much. You can't actually get into the source code, or whatever, unless that organization wants you to, but there definitely are things that organizations can do in a deployment model, to mitigate risk. So, those would be things like ensuring you have proper segmentation, where the highest risk types of devices are quarantined away from areas where the biggest, most impactful compromise could potentially exist. To absolutely implement a threat model, which is an exercise through which an organization identifies what you're trying to protect, who you're trying to protect against and how those adversaries will deploy their campaigns. >> Question for you about the devices now that are popping up in our homes, right, the Google Home, the Amazon Echo, as an owner of those, there's very little control, right? That an owner or a user has over those devices, any recommendations or insight into what can be done on the vendor side to, those devices listening all the time, right, that's their job, any insight there into recommendations that can be taken to help make those a bit more secure? >> So for the person who purchases and deploys that device, there are a handful of things you can do. First and foremost, change the default password. Seems like I should not have to say that, yeah. >> Yeah >> Change it from admin password. >> Yeah. >> But you'd be surprised how few people actually change the default password, and the default password is effectively publicly available information. There was a very significant distributed denial of service attack that happened in October, that basically took the internet offline for a few hours. >> Yes. >> And that was completely mobilizing connected devices that had not changed the default password. Attackers took them all over and then used those in the attack. So, change the default password. Check for updates to what extent that you can, and really think about whether or not you might need the connectivity of a certain device. So, for example, we talked about a moment ago, the smart TV. There are a lot of people out there, who buy a TV, not because they need the internet connectivity to it, but because they want to consume content. If they're not going to use that connectivity, turn it off. Effectively, all that it's doing if you're not using it, is introducing new ways to be attacked. >> So there's some simple remedies that, either people or industries can take for their internet of things or connected devices to be a little bit more secure? >> Yes, however, the real crux of the solution, definitely relies on those who manufacture the devices. So, manufacturers of connected devices need to do things like adopt an adversarial mindset. Think about how someone will attack this system. They need to think about things like, how are you going to update this system over time, especially given the fact that the average consumer of this device, probably is not technical, and probably will not proactively go on to be dealing with updates. They want to set it and forget it. So thinking about those things from that perspective, adhering to principals of secure design, going through security assessment, really looking at your system in terms of how it can be broken, that's how you build it to be resilient against attack. >> Wanted to ask you one final question about laws and regulations, what are you thoughts on that? Is that something that can either help a film studio protect their IP, all the way down to helping those of us that have at home connected devices? Laws, regulations, good, bad, indifferent, what are your thoughts? >> I'm very strongly not a proponent of regulation as a security measure. Laws and regulations, what winds up happening, they take too long to enact. The adversary has already evolved away from whatever the control is. They're usually very riddled with compromise, based on all the stakeholders who helped develop this law. They're usually developed by people who are not technically savvy. You know, lawmakers are not security analysts, though they rely on security analysts, it's still in the delivery of the execution, it doesn't really manifest itself effectively. That said, I recognize that in a lot of ways, that's just the way the world will move. Many organizations should anticipate that some sort of regulatory body at some point, is going to require compliance with some sort of law and while I don't think that it's a great solution to solve the problem, it's at least a start, because it does get those who will not invest in security, to at least start investing in security. So it lowers the minimum bar, it does not raise the highest bar. >> Very interesting insight, and one more question if I can squeak it in, and that is, you mention that media and entertainment is pretty good with respect to security, for those industries where it's still a nice to have, do you think it's going to take something like another DDoS attack, or something else to, something big that is quite, negatively impactful, to get some of those industries to go, "You know what, "this is no longer a nice to have. "This is a fundamental element that "we need to culturally adopt." Do you think it's going to be something almost catastrophic, that's going to drive that change? >> Most likely, but it won't be just the big issue. It will be whatever the big issue is combined with an individual, or collection of individuals with the political capital to drive for that pioneering change. Industries don't typically change on their own. They change because people make them change. >> Good point, well, Ted Harrington, thank you so much for spending time with us today. If you're not following Ted on Twitter, @SecurityTed, follow him, from Independent Security Evaluators. Thank you so much for sharing your insights. Have a great rest of the NAB Show. >> Thank you for having me. >> And with that said, you've been watching theCUBE live from NAB in Las Vegas. I'm Lisa Martin, stick around, we'll be right back. (light techno music)

(upbeat electronic music) >> Hey, welcome back everybody. Jeff Frick here with theCUBE. We are live in downtown San Francisco, Moscone Center at the RSA conference. It's one of the biggest conferences, I think after like Salesforce and Oracle that they have in Moscone on the tech scene. Over 40,000 professionals here talking about security, I think it was 34,000 last year. It's so busy they can't find a space for theCUBE, so we just have to make our way in. We're really excited by our next guest, Ted Julian from IBM Resistance, Resilience, excuse me. >> Thank you, it's alright. >> And you are the co-founder of VP Product Management. >> That's right. >> Welcome. >> Thanks, good to be here Jeff, thanks. >> And you said IBM actually purchased a company, >> Ted: A year ago. >> A year ago. So happy anniversary. >> Ted: Yeah, thanks. >> So how is that going? >> It's great. Business is really going well, it's been thrilling to get our product in place and a lot more customers and really see it help make a difference for them. >> Yeah we, Jesse Proudman is a many time CUBE alumni, his company is Blue Box, also bought by IBM. >> Ted: Yes. >> A little while ago, also had a really good experience of, kind of bringing all that horse power. >> They know what they are doing. >> To what his situation was. So let's jump into it. >> Sure. >> Security, it's kind of a dark and ominous keynote this morning. The attack's surface is growing with our homes and IOT. The bad guys are getting smarter, the governments are getting involved, there's just not necessarily bad guys. What's kind of your perspective as you see it year after year acquisition? 40,000 professionals here focused on this problem. >> We are not winning. >> We are not winning? >> Unfortunately, I mean, I guess as a species. Again, what is it? We saw a survey recently from the Ponemon Institute. 70% of organizations acknowledge they didn't have an incident response plan. So you talk about that stuff in the keynote where sort of a breach was inevitable. What are you going to do? Well the thing you'd need to have is a response plan to deal with it, and 70% don't. Cost of a breach also, according to Ponemon Institute is up to $4 million on average, obviously they can be a lot larger than that. >> Right. >> So there's a lot of work to be done to do better. >> And then you hook up a new device, and they are on that new device as soon as it plugs into the internet. They say within an hour, they ran a test today. So is the, I mean where are we winning, Where are we getting better? I mean, I've heard crazy stats that people don't even know they've been breached for like 245 days. >> Ted: Yeah. >> Is that coming down? Are we getting better? >> Certainly the best in the business are, and really the challenge I think as an industry is to percolate that down through the rest of the marketplace. Everybody is going to be breached, so it's not whether or not you are breached, it's how you deal with it come the day, that's really going to differentiate the good organizations from the bad ones. And that's where we've been able to help our customers quite a bit by using our platform to help them get a consistence and repeatable process for how they deal with that inevitable breach when it happens. >> That's interesting. So how much if it is you know kind of building a process for when these things happen versus just the cool, sexy technology that people like to talk about? >> Oh, it's everything. I mean one of the hottest trends that you're going to be seeing all over the show is automation and orchestration. Which is critically important as part of the sort of you get an alert and how do you enrich that to understand that, once you understand that how can you quickly come to sort of a course of action that you want to take. How can you implement that course of action very efficiently? Those things are all important. Computers can help a lot with that but at the end of the day it's smart people making good decisions that are going to be the success factor that determines how well you do. >> Right, right. Another kind of theme that we are hearing over and over is really collaboration amongst the companies amongst the competitors, sharing information about the threat profiles, about the threats that are coming in to kind of enable everybody to actually kind of be on the same team. That didn't always used to be the case, was it? >> Well, people have been working on this for a while but I think what's been a challenge is getting people to feel comfortable contributing their data into that data set. Naturally they are very sensitive about that, right? >> Right. >> This is some of our most confidential information that we've had a security issue and we're really not you know, dying to give that out to the general public. And so I think it's been, the industry's been trying to figure out how can we show enough value back when that information's contributed to some kind of a forum to make people feel more comfortable about doing that? So I think we've seen a little bit of progress over this last year and they'll be more going forward, but this is a, It's marathon not a sprint, I think to solve that problem. But, it is crucial because if we can get to that point that's what ultimately allows us to turn the tables on the bad guys. Because they cooperate, big time, they are sharing vulnerabilities, they are sharing tactics, they are sharing information about targets, and it's only when the good guys similarly share what they're experiencing that we'll have that opportunity to turn the table on them. >> It's funny we had a Verizon thing the other night and the guy said if you are from the investigator point of view, it's probably like a police investigator. They see the same pattern over and over and over and over and over it's only when it's the first time it's happen to you that's it's unique and different. So really the way to kind of short-circuit the whole response. >> How do you find out you've been breached? There is short list. One, Brian Crebs, very famous reporter happens to find out, he tells you. Number two, FBI. >> They tell you. >> Unfortunately, that's usually, it's usually external sources like that as oppose to organization internal systems that tip them off to a breach. Another example of how we are doing better but we need to do a lot better. >> And then there's this whole thing coming up called IOT, right. And 5G and all these connected device in the home, our cars, our nest, So the attacks surface gets giant. Like I said, they said in the keynote, you plug something in the internet they are on it within an hour. How does that really change the way that you kind of think about the problem? >> It makes it a lot harder. The attack surface gets harder, gets bigger, the potential risks go up quite a bit, right. I mean you are talking about heart implants, or things like that which may have connectivity to some degree, then obviously the stakes are severe. But the thing that makes those devices even trickier is so often they're embedded systems, and so unlike your Windows PC's or your Mac where, I mean it's updating itself all the time. >> Right, right. >> And you barely even think about it, you turn it on one morning and there is a new update. A little harder to make those update happen on IOT kinds of devices, either because they're harder to get to or the system's aren't as open or people aren't use to allowing those updates to occur. So even though we may know about the vulnerabilities patching them up is even harder in an IOT environment typically than in a traditional. >> It's crazy. Alright, so give us a little update on Resilient. What exactly is do you guys do inside this crazy eco-system of protecting us all? >> Sure. So five or six years ago, myself and my co-founder John started the company and it was really was acknowledging that we've gone through the era of prevention, to detection and now it's all about response. And at the end of the day when organizations were trying to deal with that we saw them using ticketing systems, spreadsheet, email, chat I mean a mess. And so we built our platform, the Resilient IRP from the ground up specifically to help them tie together the people processing in technology around incident response. And that's gone amazing. I mean the growth that we've seen even before the IBM acquisition but afterwards has been breath taking. And more recently we been adding more and more intelligence in automation and orchestration into the platform, to help not only advise people what to do, which we've done forever, but help them do it, click a bottom and we'll deploy that patch or we'll revoke that user's privileges or what have you. >> Right. Yeah a lot of conversation about kind of evolution of big data, evolution of things like Sparks so that you know can react in real time as opposed to kind of looking back after the fact and then trying to go and sell something. >> For sure. And for us it's really empowering that human. It's either the enrichment activity where they'd normally go to 10 different screens, to look up different data about a malware thread or about vulnerabilities, we just spoon feed that to them right within the platforms so they don't have to have those 10 tabs opened in the browser. And after they'd had a chance to evaluate that, and they want to know what to do, again they don't have to go to another tool and make that action happen, they can as click a button within Resilient and we'll do that for them. >> Alright. Ted Julian, we are rooting for you. >> Ted: Thanks, yeah. >> IBM, give him some more recourses. He's Ted Julian and I'm Jeff Frick. You're watching theCUBE at RSA Conference 2017, at Moscone Center, San Francisco. Thanks for watching.

>>The Cube presents UI Path Forward five, brought to you by UI Path. >>Hi everybody. Welcome to Las Vegas. We're here in the Venetian, formerly the Sans Convention Center covering UI Path Forward five. This is the fourth time the Cube has covered forward, not counting the years during Covid, but UiPath was one of the first companies last year to bring back physical events. We did it at the Bellagio last year, Lisa Martin and myself. Today, my co-host is David Nicholson, coming off of last week's awesome CrowdStrike show back here in Vegas. David talking about UI path. UI path is a company that had a very strange path, as I wrote one time to IPO this company that was founded in 2005 and was basically a development shop. And then they realized they got lightning in a bottle with this RPA thing. Yeah. And Daniel Deez, the founder of the company, just really drove it hard and they really didn't do any big kind of VC raise for several years. >>And then all of a sudden, boom, the rocket ship took off, kind of really got out over their skis a little bit, but then got to IPO and, and has had a very successful sort of penetration into the market. The IPO obviously has not gone as well. We can talk about that, but, but they've hit a billion dollars in arr. There aren't a lot of companies that, you know, have hit a billion dollars in ARR that quickly. These guys had massive valuations that were cut back, obviously with the, with the downturn, but also some execution misuses. But the one thing about UiPath, Dave, is they've been very successful at penetrating customers. And that's the thing you always get at forward customer stories. And the other thing I'll, I'll, I'll add is that it started out with the narrative was, oh, automation software, robots, they're gonna take away jobs. The opposite has happened, the zero unemployment. Now basically we're heading into a recession, we're actually probably in a recession. And so how do you combat a recession? You put automation to work and gain if, if, if, if inflation is five to 7% and you can get 20% from automation. Well, it's a good roi. But you sat in the keynotes, it was really your first exposure to the company. What were your thoughts? >>Yeah, I think the whole subject is interesting. I think if you've been involved in tech for a while, the first thing you think of is, well, hold on a second. Isn't this just high tech scripting? Aren't you essentially just automating stuff? How, how cool can that possibly be? >>Well, it kinda was in the >>Beginning. Yeah, yeah. But, but, but when you dig into it, to your, to your point about the concern about displacing human beings, the first things that can automate it are the mundane and the repetitive tasks, which then frees individuals up frontline individuals who are doing those tasks to do more strategic things for the business. So when you, when we, you know, one of the things that was talked about in the keynote was this idea of an army of citizen developers within an organization. Not, you know, not just folks who are innovating and automating at the core of enterprise applications, but also folks out on the front line automating the tasks that are interfering with their productivity. So it seems like it's a win-win for, for everybody throughout the enterprise. >>Yeah. So let's take a, let's take folks through the, the keynote to, basically we learned there are 3,500 people here, roughly, you know, we're in the Venetian and we do a lot of shows at, at the Venetian, formerly the San Convention Center. The one thing about UiPath, they, they are a cool company. Yeah, they are orange colors, kinda like pure storage, but they got the robots moving around. The setup is very nice, it's very welcoming and very cool, but 300 3500 attendees, including partners and UiPath employees, 250 sessions. They've got a CIO, automation council and a pickleball court inside this hall, which pickleball is, you know, all the rage. So Bobby, Patrick and Mary Telo kicked it off. Bobby's the cmo, Mary's the head of branding, and Bobby raised four themes. It it, this is a tool that it's, this is RPA is going from a tool to a way of operating and innovating. >>The second thing is, the big news here is the UI path business platform, something like that. They're calling, but they're talking about about platform and they're really super gluing that to digital transformation. The third is really outcomes shifting from tactical. I have a robot, a software robot on my desk doing, you know, mimicking what I do with the script to something that's transformative. We're seeing this operationalized very deeply. We'll go into some examples. And then the fourth theme is automation is being featured as a strategic line item in annual reports. Bobby Patrick, as he left the stage, I think he was commenting on my piece where I said that RPA automation is more discretionary than some other things. He said, this is not discretionary, it's strategic. You know, unfortunately when you're heading into a recession, you can, you can put off some of the more strategic items. However, the flip side of that, Dave, is as they were saying before, if you're gonna, if if you're, if you're looking at five to 7% inflation may be a way to attack that is with automation. Yeah. >>There's no question, there's no question that automation is a way to attack that. There's no question that automation is critical moving forward. There's no question that we have moved. We're in the, you know, we're, we're still in the age of cloud, but automation is gonna be absolutely critical. The question is, what will UI path's role be in that market? And, and, and when you hear, when you hear UI path talk about platform versus tool sets and things like that, that's a critical differentiator because if they are just a tool, then why wouldn't someone exploit a tool that is within an application environment instead of exploiting a platform? So what I'm gonna be looking for in terms of the, the folks we talked to over the next few days is this question of, you know, make the case that this is actually a platform that extends across all kinds of application environments. If they can't seize that high ground moving forward, it's it's gonna be, it's gonna be tough for them. >>Well, they're betting the company on >>That, that's Rob Ensslin coming in. That's why he's part of the, the equation. But >>That platform play is they are betting the company. And, and the reason is, so the, the, the history here is in the early days of this sort of RPA craze, Automation Anywhere and UI path went out, they both raised a ton of money. UI Path rocketed out to the lead. They had a much e easier to install, you know, Automation Anywhere, Blue Prism, some of the other legacy business process folks, you know, kind of had on-prem, Big Stacks, UiPath came in a really simple self-serve platform and took off and really got a foothold in the market. And then started building or or making some of these acquisitions like Process Gold, like cloud elements, which is API automation. More recently Reiner, We, which is natural language processing. We heard them up on the stage today and they've been putting that together to do not just rpa but process mining, task mining, you know, document automation, et cetera. >>And so Rob Ins insulin was brought in from Google, formerly Google and SAP, to really provide that sort of financial and go to market expertise as well as Shim Gupta who's, who's the cfo. So they, they, and they were kinda late with that. They sort of did all this post ipo. I wish they had done it, you know, somewhat beforehand, but they're sort of bringing in that adult supervision supervision that's necessary. Rob Sland, I thought was very cogent. He was assertive on stage, he was really clear, he was energetic. He talked about the phases, e r p, Internet cloud and the now automation is a new S-curve. He quoted a Forester analyst talking about that. He also had a great quote. He said, you know, the old adage better, faster, cheaper, pick two. He said, You don't have to do that anymore with automation. He cited reports from analysts, 50% efficiency improvement, 40% productivity improvement, 40% improvement in customer satisfaction. >>And then what I always, again, love about UiPath is they're no shortage of customers. They do as good a job as anybody, and I think I would say the best of, of, of getting customers to talk about their experiences. You'll see that on the cube all this week, talked about Changi airport from Singapore. They're adding 50 able to service 50 million new customers, new travelers with no new headcount company called Vital or retail. And how you say that a hundred thousand employees having access to it. Uber, 150% ROI in one year. New York state getting 1.2 million relief checks out in two weeks and identifying potentially 12 billion in fraud. They also talk about 25% of the, of the UI path finance team is digital. And they've, they've only incremented headcount, you know, very slightly one and a half times their revenue's grown. What a 10 x? And really he talked about how to, for how to turn automation into a force multiplier for growth. And to your point, I think that's their challenge. What were your thoughts on Rob ens insulin's keynote? >>First of all, in addition to his background, Rob brings a brand with him. Rob Ensslin is a brand, and that brand is enterprise overarching platform. Someone you go to for that platform play, not for a tool set. And again, I'll, I'll say it again. It's critically important that they, that they demonstrate this to the marketplace, that they are a platform worth embracing as opposed to simply a tool set. Because the large enterprise software providers are going to provide their own tool sets within their platforms. And if you can't convince someone that it's worth doing two things instead of one thing, you're, you're, you're never gonna make it. So I've had experiences with Rob when he was at Google. He's, he's, he's the right person for the job and I, and I I I buy into his strategy and narrative about where we are and the critical nature of automation question remains, will you I path to be able to benefit from that trend. >>So a couple things on that. So your point about sap, you know, is right on EY was up on stage. They, EY is a huge SAP customer and they chose UI path to automate their SAP installation, right? And they're going all in with UI path as a partner. Of course. I I often like to say that the global system integrators, they like to eat at the trough, right? When you see GSIs like EY and others coming into the ecosystem, that means there's business being done. We saw Orange up on stage, which was really interesting. >>Javier from Spain. Yeah. Yep. >>Talking about he had this really cool dashboard and then Ted Coomer was talking about the business automation platform and all the different chapters and the evolution. They've gotta get to a platform play because the thing I failed to mention is Microsoft a couple years ago made a tuck in acquisition and got it to this market really providing individual automations and making it, you know, it's Microsoft, they're gonna make it really easy to add it really >>Cheaply. SAP would tell you that they have the same thing and, >>And then, and then just grow from that. So UiPath has to pivot to a platform play. They started this back in 2019, but as you know, it takes a long time to integrate stuff. Okay. So they're, they're, they're working through that. But this is, you know, Rob ends and put up on the, the slide go big, I, I tweeted, took a page outta Michael Dell. Go big or go home. Final thoughts before we break? >>I think go big or go home is pretty much sums it up. I mean this is, this is an existential mission that UiPath is on right now, starting to stay forward. They need to seize that high ground of platform versus tool set. Otherwise they will never get beyond where they are now. I I I, I do wanna mention too, to folks in the audience, there's a huge difference between a billion dollar valuation and a billion dollars in revenue every year. So, so, you know, these, these guys have reached a milestone, there's no question about that. But to get to that next level platform, platform, platform, and I know we'll be, we'll be probing our guests on that question over the next couple years. >>Yeah. And the key is obviously gonna be keep servicing the customers, you know, all the financial machinations and you know, they reduced yesterday their guidance from the high end being 25% ARR growth down to roughly 20% when you, when you factor out currency conversions. UiPath has a lot of business overseas. They're taking that overseas revenue and converting it back to dollars though dollars are appreciated. So they're less of them. I know this is kind of the inside baseball, but, but we're gonna get into that over the next two days. Dave Ante and Dave, you're watching the Cubes coverage of UI path forward, five from Las Vegas. We'll be right back, right after this short break.

(upbeat music) >> Hey everyone! Welcome to the AWS Partner Showcase. This is season one, episode three with a focus on women in tech. I'm your host, Lisa Martin. I've got two guests here with me, Sue Persichetti, the EVP of Global AWS Strategic Alliances at Jefferson Frank. A Tenth Revolution Group company. And Danielle Greshock, one of our own CUBE alumni, joins us, ISV PSA director. Ladies, it's great to have you on the program talking about a topic that is near and dear to my heart, women in tech. >> Thank you, Lisa! >> Great to be here! >> So let's go ahead and start with you. Give the audience an understanding of Jefferson Frank, what does the company do, and about the partnership with AWS. >> Sure, so let's just start, Jefferson Frank is a Tenth Revolution Group company. And if you look at it, it's really talent as a service. So Jefferson Frank provides talent solutions all over the world for AWS clients, partners, and users, et cetera. And we have a sister company called Revolent, which is a talent creation company within the AWS ecosystem. So we create talent and put it out in the ecosystem. Usually underrepresented groups, over half of them are women. And then we also have a company called Rebura, which is a delivery model around AWS technology. So all three companies fall under the Tenth Revolution Group organization. >> Got it, Danielle, talk to me a little bit about from AWS' perspective and the focus on hiring more women in technology and about the partnership. >> Yes, this has definitely been a focus ever since I joined eight years ago, but also just especially in the last few years of we've grown exponentially and our customer base has changed. We want to have an organization interacting with them that reflects our customers, right? And we know that we need to keep pace with that even with our growth. And so we've very much focused on early career talent, bringing more women and underrepresented minorities into the organization, sponsoring those folks, promoting them, giving them paths to grow inside of the organization. I'm an example of that, of course, I've benefited from it. But also, I try to bring that into my organization as well and it's super important. >> Tell me a little bit about how you benefited from that, Danielle. >> I just think that I've been able to get, a seat at the table. I think that. I feel as though I have folks supporting me very deeply and want to see me succeed. And also they put me forth as a representative to bring more women into the organization as well. They give me a platform in order to do that, like this, but also many other spots as well. And I'm happy to do it because I feel that... you always want to feel that you're making a difference in your job. And that is definitely a place where I get that time and space in order to be that representative. To bring more women into benefiting from having careers in technology, which there's a lot of value there. >> Lot of value. Absolutely. So back over to you, what are some of the trends that you are seeing from a gendered diversity perspective in tech? We know the numbers of women in technical positions. >> Right. There's so much data out there that shows when girls start dropping out, but what are some of the trends that you're seeing? >> So that's a really interesting question. And Lisa, I had a whole bunch of data points that I wanted to share with you but just two weeks ago, I was in San Francisco with AWS at The Summit. And we were talking about this, we were talking about how we can collectively together attract more women, not only to AWS, not only to technology, but to the AWS ecosystem in particular. And it was fascinating because I was talking about the challenges that women have, and how hard to believe but about 5% of women who were in the ecosystem have left in the past few years. Which was really, really something that shocked everyone when we were talking about it, because all of the things that we've been asking for, for instance working from home, better pay, more flexibility, better maternity leave. Seems like those things are happening. So we're getting what we want, but people are leaving. And it seemed like the feedback that we got was that a lot of women still felt very underrepresented. The number one thing was that they couldn't be... you can't be what you can't see. So because they... we feel, collectively women, people who identify as women, just don't see enough women in leadership, they don't see enough mentors. I think I've had great mentors, but just not enough. I'm lucky enough to have the president of our company, Zoe Morris is a woman and she does lead by example. So I'm very lucky for that. And Jefferson Frank really quickly we put out a hiring, a salary, and hiring guide. Career and hiring guide every year. And the data points, and that's about 65 pages long, no one else does it. It gives an abundance of information around everything about the AWS ecosystem that a hiring manager might need to know. What I thought was really unbelievable was that only 7% of the people that responded to it were women. So my goal, being that we have such a very big global platform, is to get more women to respond to that survey. So we can get as much information and take action. So... >> Absolutely only 7%. So a long way to go there. Danielle, talk to me about AWS' focus on women in tech. I was watching, Sue, I saw that you shared on LinkedIn the TED Talk that the CEO and founder of Girls Who Code did. And one of the things that she said was that there was a survey that HP did some years back that showed that 60%... that men will apply for jobs if they only meet 60% of the list of requirements. Whereas with females, it's far, far less. We've all been in that imposter syndrome conundrum before. But Danielle, talk to us about AWS' specific focus here to get these numbers up. >> Well, I think it speaks to what Susan was talking about how I think we're approaching it top and bottom, right? We're looking out at who are the women who are currently in technical positions and how can we make AWS an attractive place for them to work? And that's a lot of the changes that we've had around maternity leave and those types of things. But then also, a more flexible working arrangements. But then also early... how can we actually impact early career women and actually women who are still in school. And our training and certification team is doing amazing things to get more girls exposed to AWS, to technology, and make it a less intimidating place. And have them look at employees from AWS and say like, "Oh, I can see myself in those people". And kind of actually growing the viable pool of candidates. I think we're limited with the viable pool of candidates when you're talking about mid-to-late career. But how can we help retrain women who are coming back into the workplace after having a child, and how can we help with military women who want to... or underrepresented minorities who want to move into AWS? We have a great military program but then also just that early high school career getting them in that trajectory. >> Sue, is that something that Jefferson Frank is also able to help with is getting those younger girls before they start to feel... >> Right. "There's something wrong with me, I don't get this." >> Right. >> Talk to us about how Jefferson Frank can help really drive up that in those younger girls. >> Let me tell you one other thing to refer back to that Summit that we did we had breakout sessions and that was one of the topics. Cause that's the goal, right? To make sure that there are ways to attract them. That's the goal. So some of the things that we talked about was mentoring programs from a very young age, some people said high school. But then we said, even earlier, goes back to you can't be what you can't see. So getting mentoring programs established. We also talked about some of the great ideas was being careful of how we speak to women using the right language to attract them. And so there was a teachable moment for me there actually. It was really wonderful because an African American woman said to me, "Sue". And I was talking about how you can't be what you can't see. And what she said was, "Sue, it's really different for me as an African American woman" Or she identified as non-binary but she was relating to African American women. She said, "You're a white woman. Your journey was very different than my journey". And I thought, "This is how we're going to learn". I wasn't offended by her calling me out at all. It was a teachable moment. And I thought I understood that but those are the things that we need to educate people on. Those moments where we think we're saying and doing the right thing, but we really need to get that bias out there. So here at Jefferson Frank we're trying really hard to get that careers and hiring guide out there. It's on our website to get more women to talk to it, but to make suggestions in partnership with AWS around how we can do this. Mentoring. We have a mentor me program. We go around the country and do things like this. We try to get the education out there in partnership with AWS. We have a women's group, a women's leadership group. So much that we do and we try to do it in partnership with AWS. >> Danielle, can you comment on the impact that AWS has made so far regarding some of the trends and and gender diversity that Sue was talking about? What's the impact that's been made so far with this partnership? >> Well, I think just being able to get more of the data and have awareness of leaders on how... it used to be a couple years back, I would feel like sometimes the solving to bring more women into the organization was kind of something that folks thought, "Oh, this is... Danielle is going to solve this." And I think a lot of folks now realize, "Oh, this is something that we all need to solve for." And a lot of my colleagues, who maybe a couple years ago didn't have any awareness or didn't even have the tools to do what they needed to do in order to improve the statistics on their or in their organizations, now actually have those tools and are able to kind of work with companies like Susan's work with Jefferson Frank in order to actually get the data, and actually make good decisions, and feel as though they often... these are not lived experiences for these folks. So they don't know what they don't know. And by providing data, and providing awareness, and providing tooling, and then setting goals, I think all of those things have really turned things around in a very positive way. >> And so you bring up a great point about from a diversity perspective. What is Jefferson Frank doing to get those data points up to get more women of all, well, really underrepresented minorities to be able to provide that feedback so that you can have the data and gleamy insights from it to help companies like AWS on their strategic objectives? >> Right, so when I go back to that careers and hiring guide, that is my focus today really, because the more data that we have and the data takes... we need people to participate in order to accurately get ahold of that data. So that's why we're asking. We're taking the initiative to really expand our focus. We are a global organization with a very, very massive database all over the world. But if people don't take action then we can't get the right... the data will not be as accurate as we'd like it to be, therefore take better action. So what we're doing is we're asking people all over the world to participate on our website jeffersonfrank.com In the survey so we can learn as much as we can. 7% is such a... Danielle and I we've got to partner on this just to sort of get that message out there, get more data so we can execute. Some of the other things that we're doing, we're partnering, as I mentioned, more of these events. We're doing around the Summits, we're going to be having more EDNI events, and collecting more information from women. Like I said, internally, we do practice what we preach and we have our own programs that are out there, that are within our own company where the women who are talking to candidates and clients every single day are trying to get that message out there. So if I'm speaking to a client or one of our internal people are speaking to a client or a candidate, they're telling them, "Listen, we really are trying to get these numbers up. We want to attract as many people as we can. Would you mind going to this hiring guide and offering your own information?" So we've got to get that 7% up. We've got to keep talking. We've got to keep getting programs out there. One other thing I wanted to Danielle's point, she mentioned women in leadership, the number that we gathered was only 9% of women in leadership within the AWS ecosystem. We've got to get that number up as well, because I know for me, when I see people like Danielle or her peers it inspires me. And I feel like I just want to give back. Make sure I send the elevator back to the first floor and bring more women in to this amazing ecosystem. >> Absolutely, we need- >> Love that metaphor. >> I do too! But to your point to get those numbers up not just at AWS, but everywhere else we need It's a help me help you situation. >> Exactly. >> So ladies, underrepresented minorities, if you're watching go to the Jefferson Frank website, take the survey. Help provide the data so that the women here that are doing this amazing work, have it to help make decisions and have more of females in leadership roles or underrepresented minorities. So we can be what we can see. >> Exactly. >> Ladies, thank you so much for joining me today and sharing what you guys are doing together to partner on this important cause. >> Thank you for having me, Lisa! >> Thank you! Thank you! >> My pleasure! For my guests, I'm Lisa Martin. You're watching theCUBES coverage of the AWS partner showcase. Thanks for your time. (gentle xylophone music)

>>Hey, everyone. Welcome to the AWS partner, showcase women in tech. I'm Lisa Martin from the cube. And today we're gonna be looking into the exciting evolution of women in the tech industry. I'm going to be joined by Danielle GShock, the ISP PSA director at AWS. And we have the privilege of speaking with some wicked smart women from Teradata NetApp. JFI a 10th revolution group, company and honeycomb.io. We're gonna look at some of the challenges and biases that women face in the tech industry, especially in leadership roles. We're also gonna be exploring how are these tech companies addressing diversity, equity and inclusion across their organizations? How can we get more young girls into stem earlier in their careers? So many questions. So let's go ahead and get started. This is the AWS partner showcase women in tech. Hey, everyone. Welcome to the AWS partner showcase. This is season one, episode three. And I'm your host, Lisa Martin. I've got two great guests here with me to talk about women in tech. Hillary Ashton joins us the chief product officer at Terry data. And Danielle Greshaw is back with us, the ISV PSA director at AWS ladies. It's great to have you on the program talking through such an important topic, Hillary, let's go ahead and start with you. Give us a little bit of an intro into you, your background, and a little bit about Teradata. >>Yeah, absolutely. So I'm Hillary Ashton. I head up the products organization. So that's our engineering product management office of the CTO team. Um, at Teradata I've been with Terra data for just about three years and really have spent the last several decades. If I can say that in the data and analytics space, um, I spent time, uh, really focused on the value of, of analytics at scale, and I'm super excited to be here at Teradata. I'm also a mom of two teenage boys. And so as we talk about women in tech, I think there's, um, uh, lots of different dimensions and angles of that. Um, at Teradata, we are partnered very deeply with AWS and happy to talk a little bit more about that, um, throughout this discussion as well. >>Excellent. A busy mom of two teen boys. My goodness. I don't know how you do it. Let's now look, Atter data's views of diversity, equity and inclusion. It's a, the, it's a topic that's important to everyone, but give us a snapshot into some of the initiatives that Terra data has there. >>Yeah, I have to say, I am super proud to be working at Teradata. We have gone through, uh, a series of transformations, but I think it starts with culture and we are deeply committed to diversity, equity and inclusion. It's really more than just a statement here. It's just how we live our lives. Um, and we use, uh, data to back that up. Um, in fact, we were named one of the world's most ethical companies for the 13th year in a row. Um, and all of our executive leadership team has taken an oath around D E and I that's available on LinkedIn as well. So, um, in fact, our leadership team reporting into the CEO is just about 50 50, um, men and women, which is the first time I've worked in a company where that has been the case. And I think as individuals, we can probably appreciate what a huge difference that makes in terms of not just being a representative, but truly being on a, on a diverse and equitable, uh, team. And I think it really, uh, improves the behaviors that we can bring, um, to our office. >>There's so much value in that. It's I impressive to see about a 50 50 at the leadership level. That's not something that we see very often. Tell me how you, Hillary, how did you get into tech? Were you an engineering person by computer science, or did you have more of a zigzaggy path to where you are now? >>I'm gonna pick door number two and say more zigzaggy. Um, I started off thinking, um, that I started off as a political science major or a government major. Um, and I was probably destined to go into, um, the law field, but actually took a summer course at Harvard. I did not go to Harvard, but I took a summer course there and learned a lot about multimedia and some programming. And that really set me on a trajectory of how, um, data and analytics can truly provide value and, and outcomes to our customers. Um, and I have been living that life ever since. Um, I graduated from college, so, um, I was very excited and privileged in my early career to, uh, work in a company where I found after my first year that I was managing, um, uh, kids, people who had graduated from Harvard business school and from MIT Sloan school. Um, and that was super crazy, cuz I did not go to either of those schools, but I sort of have always had a natural knack for how do you take technology and, and the really cool things that technology can do, but because I'm not a programmer by training, I'm really focused on the value that I'm able to help, um, organizations really extract value, um, from the technology that we can create, which I think is fantastic. >>I think there's so much value in having a zigzag path into tech. You bring Danielle, you and I have talked about this many times you bring such breadth and such a wide perspective. That really is such a value. Add to teams. Danielle, talk to us from AWS's perspective about what can be done to encourage more young women to get and under and underrepresented groups as well, to get into stem and stay. >>Yeah, and this is definitely a challenge as we're trying to grow our organization and kind of shift the numbers. And the reality is, especially with the more senior folks in our organization, unless you bring folks with a zigzag path, the likelihood is you won't be able to change the numbers that you have. Um, but for me, it's really been about, uh, looking at that, uh, the folks who are just graduating college, maybe in other roles where they are adjacent to technology and to try to spark their interest and show that yes, they can do it because oftentimes it's really about believing in themselves and, and realizing that we need folks with all sorts of different perspectives to kind of come in, to be able to help really, um, provide both products and services and solutions for all types of people inside of technology, which requires all sorts of perspectives. >>Yeah, the diverse perspectives. There's so much value and there's a lot of data that demonstrates how much value revenue impact organizations can make by having diversity, especially at the leadership level. Hillary, let's go back to you. We talked about your career path. You talked about some of the importance of the focus on de and I at Tarana, but what are, what do you think can be done to encourage, to sorry, to recruit more young women and under groups into tech, any, any carrot there that you think are really important that we need to be dangling more of? >>Yeah, absolutely. And I'll build on what Danielle just said. I think the, um, bringing in diverse understandings, um, of, of customer outcomes, I mean, I, the we've really moved from technology for technology's sake and I know AWS and entirety to have had a lot of conversations on how do we drive customer outcomes that are differentiated in the market and really being customer centric and technology is wonderful. You can do wonderful things with it. You can do not so wonderful things with it as well, but unless you're really focused on the outcomes and what customers are seeking, um, technology is not hugely valuable. And so I think bringing in people who understand, um, voice of customer who understand those outcomes, and those are not necessarily the, the, the folks who are PhD in mathematics or statistics, um, those can be people who understand a day in the life of a data scientist or a day in the life of a citizen data scientist. And so really working to bridge the high impact technology with the practical kind of usability, usefulness of data and analytics in our cases, I think is something that we need more of in tech and sort of demystifying tech and freeing technology so that everybody can use it and having a really wide range of people who understand not just the bits and bites and, and how to program, but also the value in outcomes that technology through data and analytics can drive. >>Yeah. You know, we often talk about the hard skills, but this, their soft skills are equally, if not more important that even just being curious, being willing to ask questions, being not afraid to be vulnerable, being able to show those sides of your personality. I think those are important for, for young women and underrepresented groups to understand that those are just as important as some of the harder technical skills that can be taught. >>That's right. >>What do you think about from a bias perspective, Hillary, what have you seen in the tech industry and how do you think we can leverage culture as you talked about to help dial down some of the biases that are going on? >>Yeah. I mean, I think first of all, and, and there's some interesting data out there that says that 90% of the population, which includes a lot of women have some inherent bias in their day, day behaviors when it comes to to women in particular. But I'm sure that that is true across all kinds of, of, um, diverse and underrepresented folks in, in the world. And so I think acknowledging that we have bias and actually really learning how, what that can look like, how that can show up. We might be sitting here and thinking, oh, of course I don't have any bias. And then you realize that, um, as you, as you learn more about, um, different types of bias, that actually you do need to kind of, um, account for that and change behaviors. And so I think learning is sort of a fundamental, um, uh, grounding for all of us to really know what bias looks like, know how it shows up in each of us. >>Um, if we're leaders know how it shows up in our teams and make sure that we are constantly getting better, we're, we're not gonna be perfect anytime soon. But I think being on a path to improvement to overcoming bias, um, is really, is really critical. And part of that is really starting the dialogue, having the conversations, holding ourselves and each other accountable, um, when things aren't going in, in a, in a Coptic way and being able to talk openly about that, that felt, um, like maybe there was some bias in that interaction and how do we, um, how do we make good on that? How do we change our, our behavior? Fundamentally of course, data and analytics can have some bias in it as well. And so I think as we look at the, the technology aspect of bias, um, looking at at ethical AI, I think is a, a really important, uh, additional area. And I'm sure we could spend another 20 minutes talking about that, but I, I would be remiss if I didn't talk more about sort of the bias, um, and the over the opportunity to overcome bias in data and analytics as well. >>Yeah. The opportunity to overcome it is definitely there you bring up a couple of really good points, Hillary. It, it starts with awareness. We need to be aware that there are inherent biases in data in thought. And also to your other point, hold people accountable ourselves, our teammates, that's critical to being able to, to dial that back down, Daniel, I wanna get your perspective on, on your view of women in leadership roles. Do you think that we have good representation or we still have work to do in there? >>I definitely think in both technical and product roles, we definitely have some work to do. And, you know, when I think about, um, our partnership with Teradata, part of the reason why it's so important is, you know, Teradata solution is really the brains of a lot of companies. Um, you know, the what, how, what they differentiate on how they figure out insights into their business. And it's, it's all about the product itself and the data and the same is true at AWS. And, you know, we really could do some work to have some more women in these technical roles, as well as in the product, shaping the products. Uh, just for all the reasons that we just kind of talked about over the last 10 minutes, um, in order to, you know, move bias out of our, um, out of our solutions and also to just build better products and have, uh, better, you know, outcomes for customers. So I think there's a bit of work to do still. >>I agree. There's definitely a bit of work to do, and it's all about delivering those better outcomes for customers at the end of the day, we need to figure out what the right ways are of doing that and working together in a community. Um, we've had obviously a lot had changed in the last couple of years, Hillary, what's your, what have you seen in terms of the impact that the pandemic has had on this status of women in tech? Has it been a pro is silver lining the opposite? What are you seeing? >>Yeah, I mean, certainly there's data out there that tells us factually that it has been, um, very difficult for women during COVID 19. Um, women have, uh, dropped out of the workforce for a wide range of, of reasons. Um, and, and that I think is going to set us back all of us, the, the Royal us or the Royal we back, um, years and years. Um, and, and it's very unfortunate because I think we we're at a time when we're making great progress and now to see COVID, um, setting us back in, in such a powerful way. I think there's work to be done to understand how do we bring people back into the workforce. Um, how do we do that? Understanding work life balance, better understanding virtual and remote, working better. I think in the technology sector, um, we've really embraced, um, hybrid virtual work and are, are empowering people to bring their whole selves to work. >>And I think if anything, these, these zoom calls have, um, both for the men and the women on my team. In fact, I would say much more. So for the men on my team, I'm seeing, I was seeing more kids in the background, more kind of split childcare duties, more ability to start talking about, um, other responsibilities that maybe they had, uh, especially in the early days of COVID where maybe daycares were shut down. And, um, you had, you know, maybe a parent was sick. And so we saw quite a lot of, um, people bringing their whole selves to the office, which I think was, was really wonderful. Um, uh, even our CEO saw some of that. And I think, um, that that really changes the dialogue, right? It changes it to maybe scheduling meetings at a time when, um, people can do it after daycare drop off. >>Um, and really allowing that both for men and for women makes it better for, for women overall. So I would like to think that this hybrid working, um, environment and that this, um, uh, whole view into somebody's life that COVID has really provided for probably for white collar workers, if I'm being honest for, um, people who are in a, at a better point of privilege, they don't necessarily have to go into the office every day. I would like to think that tech can lead the way in, um, you know, coming out of the, the old COVID. I don't know if we have a new COVID coming, but the old COVID and really leading the way for women and for people, um, to transform how we do work, um, leveraging data and analytics, but also, um, overcoming some of the, the disparities that exist for women in particular in the workforce. >>Yeah, I think there's, there's like we say, there's a lot of opportunity there and I like your point of hopefully tech can be that guiding light that shows us this can be done. We're all humans at the end of the day. And ultimately if we're able to have some sort of work life balance, everything benefits, our work or more productive, higher performing teams impacts customers, right? There's so much value that can be gleaned from, from that hybrid model and embracing for humans. We need to be able to, to work when we can, we've learned that you don't have to be, you know, in an office 24, 7 commuting, crazy hours flying all around the world. We can get a lot of things done in a ways that fit people's lives rather than taking command over it. Wanna get your advice, Hillary, if you were to talk to your younger self, what would be some of the key pieces of advice you would say? And Danielle and I have talked about this before, and sometimes we, we would both agree on like, ask more questions. Don't be afraid to raise your hand, but what advice would you give your younger self and that younger generation in terms of being inspired to get into tech >>Oh, inspired and being in tech? You know, I think looking at technology as, in some ways, I feel like we do a disservice to, um, inclusion when we talk about stem, cuz I think stem can be kind of daunting. It can be a little scary for people for younger people. When I, when I go and talk to folks at schools, I think stem is like, oh, all the super smart kids are over there. They're all like maybe they're all men. And so, um, it's, it's a little, uh, intimidating. Um, and stem is actually, you know, especially for, um, people joining the workforce today. It's actually how you've been living your life since you were born. I mean, you know, stem inside and out because you walk around with a phone and you know how to get your internet working and like that is technology right. >>Fundamentally. And so demystifying stem as something that is around how we, um, actually make our, our lives useful and, and, and how we can change outcomes. Um, through technology I think is maybe a different lens to put on it. So, and there's absolutely for, for hard sciences, there's absolutely a, a great place in the world for folks who wanna pursue that and men and women can do that. So I, I don't want to be, um, uh, setting the wrong expectations, but I, I think stem is, is very holistic in, um, in the change that's happening globally for us today across economies, across global warming, across all kinds of impactful issues. And so I think everybody who's interested in, in some of that world change can participate in stem. It just may be through a different, through a different lens than how we classically talk about stem. >>So I think there's great opportunity to demystify stem. I think also, um, what I would tell my younger self is choose your bosses wisely. And that sounds really funny. That sounds like inside out almost, but I think choose the person that you're gonna work for in your first five to seven years. And it might be more than one person, but be, be selective, maybe be a little less selective about the exact company or the exact title. I think picking somebody that, you know, we talk about mentors and we talk about sponsors and those are important. Um, but the person you're gonna spend in your early career, a lot of your day with a lot, who's gonna influence a lot of the outcomes for you. That is the person that you, I think want to be more selective about, um, because that person can set you up for success and give you opportunities and set you on course to be, um, a standout or that person can hold you back. >>And that person can put you in the corner and not invite you to the meetings and not give you those opportunities. And so we're in an economy today where you actually can, um, be a little bit picky about who you go and work for. And I would encourage my younger self. I actually, I just lucked out actually, but I think that, um, my first boss really set me, um, up for success, gave me a lot of feedback and coaching. Um, and some of it was really hard to hear, but it really set me up for, for, um, the, the path that I've been on ever since. So it, that would be my advice. >>I love that advice. I it's brilliant. I didn't think it choose your bosses wisely. Isn't something that we primarily think about. I think a lot of people think about the big name companies that they wanna go after and put on a resume, but you bring up a great point. And Danielle and I have talked about this with other guests about mentors and sponsors. I think that is brilliant advice and also more work to do to demystify stem. But luckily we have great family leaders like the two of you helping us to do that. Ladies, I wanna thank you so much for joining me on the program today and talking through what you're seeing in de and I, what your companies are doing and the opportunities that we have to move the needle. Appreciate your time. >>Thank you so much. Great to see you, Danielle. Thank you Lisa, to see you. >>My pleasure for my guests. I'm Lisa Martin. You're watching the AWS partner showcase season one, episode three. Hey everyone. Welcome to the AWS partner showcase. This is season one, episode three, with a focus on women in tech. I'm your host, Lisa Martin. I've got two guests here with me, Sue Peretti, the EVP of global AWS strategic alliances at Jefferson Frank, a 10th revolution group company, and Danielle brushoff. One of our cube alumni joins us ISV PSA director, ladies. It's great to have you on the program talking about a, a topic that is near and dear to my heart at women in tech. >>Thank you, Lisa. >>So let's go ahead and start with you. Give the audience an understanding of Jefferson Frank, what does the company do and about the partnership with AWS? >>Sure. Um, so let's just start, uh, Jefferson Frank is a 10th revolution group company. And if you look at it, it's really talent as a service. So Jefferson Frank provides talent solutions all over the world for AWS clients, partners and users, et cetera. And we have a sister company called revelent, which is a talent creation company within the AWS ecosystem. So we create talent and put it out in the ecosystem. Usually underrepresented groups over half of them are women. And then we also have, uh, a company called rubra, which is a delivery model around AWS technology. So all three companies fall under the 10th revolution group organization. >>Got it. Danielle, talk to me a little bit about from AWS's perspective and the focus on hiring more women in technology and about the partnership. >>Yes. I mean, this has definitely been a focus ever since I joined eight years ago, but also just especially in the last few years we've grown exponentially and our customer base has changed. You know, we wanna have, uh, an organization interacting with them that reflects our customers, right. And, uh, we know that we need to keep pace with that even with our growth. And so we've very much focused on early career talent, um, bringing more women and underrepresented minorities into the organization, sponsoring those folks, promoting them, uh, giving them paths to growth, to grow inside of the organization. I'm an example of that. Of course I benefit benefited from it, but also I try to bring that into my organization as well. And it's super important. >>Tell me a little bit about how you benefited from that, Danielle. >>Um, I just think that, um, you know, I I've been able to get, you know, a seat at the table. I think that, um, I feel as though I have folks supporting me, uh, very deeply and wanna see me succeed. And also they put me forth as, um, you know, a, represent a representative, uh, to bring more women into the organization as well. And I think, um, they give me a platform, uh, in order to do that, um, like this, um, but also many other, uh, spots as well. Um, and I'm happy to do it because I feel that, you know, if you always wanna feel that you're making a difference in your job, and that is definitely a place where I get that time and space in order to be that representative to, um, bring more, more women into benefiting from having careers in technology, which there's a lot of value there, >>A lot of value. Absolutely. So back over to you, what are some of the trends that you are seeing from a gender diversity perspective in tech? We know the, the numbers of women in technical positions, uh, right. There's so much data out there that shows when girls start dropping up, but what are some of the trends that you are seeing? >>So it's, that's a really interesting question. And, and Lisa, I had a whole bunch of data points that I wanted to share with you, but just two weeks ago, uh, I was in San Francisco with AWS at the, at the summit. And we were talking about this. We were talking about how we can collectively together attract more women, not only to, uh, AWS, not only to technology, but to the AWS ecosystem in particular. And it was fascinating because I was talking about, uh, the challenges that women have and how hard to believe, but about 5% of women who were in the ecosystem have left in the past few years, which was really, really, uh, something that shocked everyone when we, when we were talking about it, because all of the things that we've been asking for, for instance, uh, working from home, um, better pay, uh, more flexibility, uh, better maternity leave seems like those things are happening. >>So we're getting what we want, but people are leaving. And it seemed like the feedback that we got was that a lot of women still felt very underrepresented. The number one thing was that they, they couldn't be, you can't be what you can't see. So because they, we feel collectively women, uh, people who identify as women just don't see enough women in leadership, they don't see enough mentors. Um, I think I've had great mentors, but, but just not enough. I'm lucky enough to have a pres a president of our company, the president of our company, Zoe Morris is a woman and she does lead by example. So I'm very lucky for that. And Jefferson, Frank really quickly, we put out a hiring a salary and hiring guide a career and hiring guide every year and the data points. And that's about 65 pages long. No one else does it. Uh, it gives an abundance of information around, uh, everything about the AWS ecosystem that a hiring manager might need to know. But there is what, what I thought was really unbelievable was that only 7% of the people that responded to it were women. So my goal, uh, being that we have such a very big global platform is to get more women to respond to that survey so we can get as much information and take action. So >>Absolutely 7%. So a long way to go there. Danielle, talk to me about AWS's focus on women in tech. I was watching, um, Sue, I saw that you shared on LinkedIn, the Ted talk that the CEO and founder of girls and co did. And one of the things that she said was that there was a, a survey that HP did some years back that showed that, um, 60%, that, that men will apply for jobs if they only meet 60% of the list of requirements. Whereas with females, it's far, far less, we've all been in that imposter syndrome, um, conundrum before. But Danielle, talk to us about AWS, a specific focus here to get these numbers up. >>I think it speaks to what Susan was talking about, how, you know, I think we're approaching it top and bottom, right? We're looking out at what are the, who are the women who are currently in technical positions and how can we make AWS an attractive place for them to work? And that's all a lot of the changes that we've had around maternity leave and, and those types of things, but then also, um, more flexible working, uh, can, you know, uh, arrangements, but then also, um, early, how can we actually impact early, um, career women and actually women who are still in school. Um, and our training and certification team is doing amazing things to get, um, more girls exposed to AWS, to technology, um, and make it a less intimidating place and have them look at employees from AWS and say like, oh, I can see myself in those people. >>Um, and kind of actually growing the viable pool of candidates. I think, you know, we're, we're limited with the viable pool of candidates, um, when you're talking about mid to late career. Um, but how can we, you know, help retrain women who are coming back into the workplace after, you know, having a child and how can we help with military women who want to, uh, or underrepresented minorities who wanna move into AWS, we have a great military program, but then also just that early high school, uh, career, you know, getting them in, in that trajectory. >>Sue, is that something that Jefferson Frank is also able to help with is, you know, getting those younger girls before they start to feel there's something wrong with me. I don't get this. Talk to us about how Jefferson Frank can help really drive up that in those younger girls. >>Uh, let me tell you one other thing to refer back to that summit that we did, uh, we had breakout sessions and that was one of the topics. What can cuz that's the goal, right? To make sure that, that there are ways to attract them. That's the goal? So some of the things that we talked about was mentoring programs, uh, from a very young age, some people said high school, but then we said even earlier, goes back to you. Can't be what you can't see. So, uh, getting mentoring programs, uh, established, uh, we also talked about some of the great ideas was being careful of how we speak to women using the right language to attract them. And some, there was a teachable moment for, for me there actually, it was really wonderful because, um, an African American woman said to me, Sue and I, I was talking about how you can't be what you can't see. >>And what she said was Sue, it's really different. Um, for me as an African American woman, uh, or she identified, uh, as nonbinary, but she was relating to African American women. She said, your white woman, your journey was very different than my journey. And I thought, this is how we're going to learn. I wasn't offended by her calling me out at all. It was a teachable moment. And I thought I understood that, but those are the things that we need to educate people on those, those moments where we think we're, we're saying and doing the right thing, but we really need to get that bias out there. So here at Jefferson, Frank, we're, we're trying really hard to get that careers and hiring guide out there. It's on our website to get more women, uh, to talk to it, but to make suggestions in partnership with AWS around how we can do this mentoring, we have a mentor me program. We go around the country and do things like this. We, we try to get the education out there in partnership with AWS. Uh, we have a, a women's group, a women's leadership group, uh, so much that, that we do, and we try to do it in partnership with AWS. >>Danielle, can you comment on the impact that AWS has made so far, um, regarding some of the trends and, and gender diversity that Sue was talking about? What's the impact that's been made so far with this partnership? >>Well, I mean, I think just being able to get more of the data and have awareness of leaders, uh, on how <laugh>, you know, it used to be a, a couple years back, I would feel like sometimes the, um, uh, solving to bring more women into the organization was kind of something that folks thought, oh, this is Danielle is gonna solve this. You know? And I think a lot of folks now realize, oh, this is something that we all need to solve for. And a lot of my colleagues who maybe a couple years ago, didn't have any awareness or didn't even have the tools to do what they needed to do in order to improve the statistics on their, or in their organizations. Now actually have those tools and are able to kind of work with, um, work with companies like Susan's work with Jefferson Frank in order to actually get the data and actually make good decisions and feel as though, you know, they, they often, these are not lived experiences for these folks, so they don't know what they don't know. And by providing data and providing awareness and providing tooling and then setting goals, I think all of those things have really turned, uh, things around in a very positive way. >>And so you bring up a great point about from a diversity perspective, what is Jefferson Frank doing to, to get those data points up, to get more women of, of all well, really underrepresented minorities to, to be able to provide that feedback so that you can, can have the data and gleamy insights from it to help companies like AWS on their strategic objectives. >>Right? So as I, when I go back to that higher that, uh, careers in hiring guide, that is my focus today, really because the more data that we have, I mean, the, and the data takes, uh, you know, we need people to participate in order to, to accurately, uh, get a hold of that data. So that's why we're asking, uh, we're taking the initiative to really expand our focus. We are a global organization with a very, very massive database all over the world, but if people don't take action, then we can't get the right. The, the, the data will not be as accurate as we'd like it to be. Therefore take better action. So what we're doing is we're asking people all over the, all over the world to participate on our website, Jefferson frank.com, the se the high, uh, in the survey. So we can learn as much as we can. >>7% is such a, you know, Danielle and I we're, we've got to partner on this just to sort of get that message out there, get more data so we can execute, uh, some of the other things that we're doing. We're, we're partnering in. As I mentioned, more of these events, uh, we're, we're doing around the summits, we're gonna be having more ed and I events and collecting more information from women. Um, like I said, internally, we do practice what we preach and we have our own programs that are, that are out there that are within our own company where the women who are talking to candidates and clients every single day are trying to get that message out there. So if I'm speaking to a client or one of our internal people are speaking to a client or a candidate, they're telling them, listen, you know, we really are trying to get these numbers up. >>We wanna attract as many people as we can. Would you mind going to this, uh, hiring guide and offering your own information? So we've gotta get that 7% up. We've gotta keep talking. We've gotta keep, uh, getting programs out there. One other thing I wanted to Danielle's point, she mentioned, uh, women in leadership, the number that we gathered was only 9% of women in leadership within the AWS ecosystem. We've gotta get that number up, uh, as well because, um, you know, I know for me, when I see people like Danielle or, or her peers, it inspires me. And I feel like, you know, I just wanna give back, make sure I send the elevator back to the first floor and bring more women in to this amazing ecosystem. >>Absolutely. That's not that metaphor I do too, but we, but to your point to get that those numbers up, not just at AWS, but everywhere else we need, it's a help me help use situation. So ladies underrepresented minorities, if you're watching go to the Jefferson Frank website, take the survey, help provide the data so that the woman here that are doing this amazing work, have it to help make decisions and have more of females and leadership roles or underrepresented minorities. So we can be what we can see. Ladies, thank you so much for joining me today and sharing what you guys are doing together to partner on this important. Cause >>Thank you for having me, Leah, Lisa, >>Thank you. My pleasure for my guests. I'm Lisa Martin. You're watching the cubes coverage of the AWS partner showcase. Thanks for your time. Hey everyone. Welcome to the AWS partner showcase season one, episode three women in tech. I'm your host, Lisa Martin. We've got two female rock stars here with me next. Stephanie Curry joins us the worldwide head of sales and go to market strategy for AWS at NetApp and Danielle GShock is back one of our QM ISV PSA director at AWS. Looking forward to a great conversation, ladies, about a great topic, Stephanie, let's go ahead and start with you. Give us an overview of your story, how you got into tech and what inspired you. >>Thanks so much, Lisa and Danielle. It's great to be on this show with you. Um, thank you for that. Uh, my name's Stephanie cur, as Lisa mentioned, I'm the worldwide head of sales for, uh, AWS at NetApp and run a global team of sales people that sell all things AWS, um, going back 25 years now, uh, when I first started my career in tech, it was kind of by accident. Um, I come from a different background. I have a business background and a technical background from school, um, but had been in a different career and I had an opportunity to try something new. Um, I had an ally really that reached out to me and said, Hey, you'd be great for this role. And I thought, I'd take a chance. I was curious. Um, and, uh, it, it turned out to be a 25 year career, um, that I'm really, really excited about and, and, um, really thankful for that person, for introducing me to the, to the industry >>25 years in counting. I'm sure Danielle, we've talked about your background before. So what I wanna focus on with you is the importance of diversity for high performance. I know what a machine AWS is, and Stephanie'll come back to you with the same question, but talk about that, Danielle, from your perspective, that importance, um, for diversity to drive the performance. >>Yeah. Yeah. I truly believe that, you know, in order to have high performing teams, that you have to have people from all different types of backgrounds and experiences. And we do find that oftentimes being, you know, field facing, if we're not reflecting our customers and connecting with them deeply, um, on, on the levels that they're at, we, we end up missing them. And so for us, it's very important to bring people of lots of different technical backgrounds experiences. And of course, both men, women, and underrepresented minorities and put that forth to our customers, um, in order to make that connection and to end up with better outcomes. So >>Definitely it's all about outcomes, Stephanie, your perspective and NetApp's perspective on diversity for creating highly performant teams and organizations. >>I really aligned with Danielle on the comment she made. And in addition to that, you know, just from building teams in my, um, career know, we've had three times as many women on my team since we started a year ago and our results are really showing in that as well. Um, we find the teams are stronger, they're more collaborative and to Danielle's point really reflective, not only our partners, but our customers themselves. So this really creates connections, which are really, really important to scale our businesses and, and really, uh, meet the customer where they're at as well. So huge proponent of that ourselves, and really finding that we have to be intentional in our hiring and intentional in how we attract diversity to our teams. >>So Stephanie let's stay with you. So a three X increase in women on the team in a year, especially the kind of last year that we've had is really incredible. I, I like your, I, your thoughts on there needs to be a, there needs to be focus and, and thought in how teams are hired. Let's talk about attracting and retaining those women now, especially in sales roles, we all know the number, the percentages of women in technical roles, but what are some of the things that, that you do Stephanie, that NetApp does to attract and retain women in those sales roles? >>The, the attracting part's really interesting. And we find that, you know, you, you read the stats and I'd say in my experience, they're also true in the fact that, um, a lot of women would look at a job description and say, I can't do a hundred percent of that, that, so I'm not even going to apply with the women that we've attracted to our team. We've actually intentionally reached out and targeted those people in a good way, um, to say, Hey, we think you've got what it takes. Some of the feedback I've got from those women are, gosh, I didn't think I could ever get this role. I didn't think I had the skills to do that. And they've been hired and they are doing a phenomenal job. In addition to that, I think a lot of the feedback I've got from these hires are, Hey, it's an aggressive sales is aggressive. Sales is competitive. It's not an environment that I think I can be successful in. And what we're showing them is bring those softer skills around collaboration, around connection, around building teams. And they do, they do bring a lot of that to the team. Then they see others like them there and they know they can be successful cuz they see others like them on the team, >>The whole concept of we can't be what we can't see, but we can be what we can't see is so important. You said a couple things, Stephanie, that really stuck with me. And one of them was an interview on the Cub I was doing, I think a couple weeks ago, um, about women in tech. And the stat that we talked about was that women will apply will not apply for a job unless they meet 100% of the skills and the requirements that it's listed, but men will, if they only meet 60. And I, that just shocked me that I thought, you know, I, I can understand that imposter syndrome is real. It's a huge challenge, but the softer skills, as you mentioned, especially in the last two years, plus the ability to communicate, the ability to collaborate are incredibly important to, to drive that performance of any team of any business. >>Absolutely. >>Danielle, talk to me about your perspective and AWS as well for attracting and retaining talent. And, and, and particularly in some of those challenging roles like sales that as Stephanie said, can be known as aggressive. >>Yeah, for sure. I mean, my team is focused on the technical aspect of the field and we definitely have an uphill battle for sure. Um, two things we are focused on first and foremost is looking at early career women and that how we, how can we bring them into this role, whether in they're in support functions, uh, cl like answering the phone for support calls, et cetera, and how, how can we bring them into this organization, which is a bit more strategic, more proactive. Um, and then the other thing that as far as retention goes, you know, sometimes there will be women who they're on a team and there are no other women on that team. And, and for me, it's about building community inside of AWS and being part of, you know, we have women on solution architecture organizations. We have, uh, you know, I just personally connect people as well and to like, oh, you should meet this person. Oh, you should talk to that person. Because again, sometimes they can't see someone on their team like them and they just need to feel anchored, especially as we've all been, you know, kind of stuck at home, um, during the pandemic, just being able to make those connections with women like them has been super important and just being a, a long tenured Amazonian. Um, that's definitely one thing I'm able to, to bring to the table as well. >>That's so important and impactful and spreads across organizations in a good way. Daniel let's stick with you. Let's talk about some of the allies that you've had sponsors, mentors that have really made a difference. And I said that in past tense, but I also mean in present tense, who are some of those folks now that really inspire you? >>Yeah. I mean, I definitely would say that one of my mentors and someone who, uh, ha has been a sponsor of my career has, uh, Matt YK, who is one of our control tower GMs. He has really sponsored my career and definitely been a supporter of mine and pushed me in positive ways, which has been super helpful. And then other of my business partners, you know, Sabina Joseph, who's a cube alum as well. She definitely has been, was a fabulous partner to work with. Um, and you know, between the two of us for a period of time, we definitely felt like we could, you know, conquer the world. It's very great to go in with a, with another strong woman, um, you know, and, and get things done, um, inside of an organization like AWS. >>Absolutely. And S I've, I've agreed here several times. So Stephanie, same question for you. You talked a little bit about your kind of, one of your, uh, original early allies in the tech industry, but talk to me about allies sponsors, mentors who have, and continue to make a difference in your life. >>Yeah. And, you know, I think it's a great differentiation as well, right? Because I think that mentors teach us sponsors show us the way and allies make room for us at the table. And that is really, really key difference. I think also as women leaders, we need to make room for others at the table too, and not forget those softer skills that we bring to the table. Some of the things that Danielle mentioned as well about making those connections for others, right. And making room for them at the table. Um, some of my allies, a lot of them are men. Brian ABI was my first mentor. Uh, he actually is in the distribution, was in distribution, uh, with advent tech data no longer there. Um, Corey Hutchinson, who's now at Hashi Corp. He's also another ally of mine and remains an ally of mine, even though we're not at the same company any longer. Um, so a lot of these people transcend careers and transcend, um, um, different positions that I've held as well and make room for us. And I think that's just really critical when we're looking for allies and when allies are looking for us, >>I love how you described allies, mentors and sponsors Stephanie. And the difference. I didn't understand the difference between a mentor and a sponsor until a couple of years ago. Do you talk with some of those younger females on your team so that when they come into the organization and maybe they're fresh outta college, or maybe they've transitioned into tech so that they can also learn from you and understand the importance and the difference between the allies and the sponsors and the mentors? >>Absolutely. And I think that's really interesting because I do take, uh, an extra, uh, approach an extra time to really reach out to the women that have joined the team. One. I wanna make sure they stay right. I don't want them feeling, Hey, I'm alone here and I need to, I need to go do something else. Um, and they are located around the world, on my team. They're also different age groups, so early in career, as well as more senior people and really reaching out, making sure they know that I'm there. But also as Danielle had mentioned, connecting them to other people in the community that they can reach out to for those same opportunities and making room for them >>Make room at the table. It's so important. And it can, you never know what a massive difference and impact you can make on someone's life. And I, and I bet there's probably a lot of mentors and sponsors and allies of mine that would be surprised to know, uh, the massive influence they've had Daniel back over. Let's talk about some of the techniques that you employ, that AWS employees to make the work environment, a great place for women to really thrive and, and be retained as Stephanie was saying. Of course that's so important. >>Yeah. I mean, definitely I think that the community building, as well as we have a bit more programmatic mentorship, um, we're trying to get to the point of having a more programmatic sponsorship as well. Um, but I think just making sure that, um, you know, both everything from, uh, recruit to onboard to ever boarding that, uh, they they're the women who come into the organization, whether it's they're coming in on the software engineering side or the field side or the sales side that they feel as that they have someone, uh, working with them to help them drive their career. Those are the key things that were, I think from an organizational perspective are happening across the board. Um, for me personally, when I run my organization, I'm really trying to make sure that people feel that they can come to me at any time open door policy, make sure that they're surfacing any times in which they are feeling excluded or anything like that, any challenges, whether it be with a customer, a partner or with a colleague. Um, and then also of course, just making sure that I'm being a good sponsor, uh, to, to people on my team. Um, that is key. You can talk about it, but you have to start with yourself as well. >>That's a great point. You you've got to, to start with yourself and really reflect on that. Mm-hmm <affirmative> and look, am I, am I embodying what it is that I need? And not that I know they need that focused, thoughtful intention on that is so importants, let's talk about some of the techniques that you use that NetApp uses to make the work environment a great place for those women are marginalized, um, communities to really thrive. >>Yeah. And I appreciate it and much like Danielle, uh, and much like AWS, we have some of those more structured programs, right around sponsorship and around mentorship. Um, probably some growth there, opportunities for allies, because I think that's more of a newer concept in really an informal structure around the allies, but something that we're growing into at NetApp, um, on my team personally, I think, um, leading by example's really key. And unfortunately, a lot of the, um, life stuffs still lands on the women, whether we like it or not. Uh, I have a very, uh, active husband in our household, but I still carry when it push comes to shove it's on me. Um, and I wanna make sure that my team knows it's okay to take some time and do the things you need to do with your family. Um, I'm I show up as myself authentically and I encourage them to do the same. >>So it's okay to say, Hey, I need to take a personal day. I need to focus on some stuff that's happening in my personal life this week now, obviously to make sure your job's covered, but just allowing some of that softer vulnerability to come into the team as well, so that others, um, men and women can feel they can do the same thing. And that it's okay to say, I need to balance my life and I need to do some other things alongside. Um, so it's the formal programs, making sure people have awareness on them. Um, I think it's also softly calling people out on biases and saying, Hey, I'm not sure if you know, this landed that way, but I just wanted to make you aware. And usually the feedback is, oh my gosh, I didn't know. And could you coach me on something that I could do better next time? So all of this is driven through our NetApp formal programs, but then it's also how you manifest it on the teams that we're leading. >>Absolutely. And sometimes having that mirror to reflect into can be really eye-opening and, and allow you to, to see things in a completely different light, which is great. Um, you both talked about, um, kind of being what you, uh, can see, and, and I know both companies are upset customer obsessed in a good way. Talk to me a little bit, Danielle, go back over to you about the AWS NetApp partnership. Um, some of that maybe alignment on, on performance on obviously you guys are very well aligned, uh, in terms of that, but also it sounds like you're quite aligned on diversity and inclusion. >>Well, we definitely do. We have the best partnerships with companies in which we have these value alignments. So I think that is a positive thing, of course, but just from a, from a partnership perspective, you know, from my five now plus years of being a part of the APN, this is, you know, one of the most significant years with our launch of FSX for NetApp. Um, with that, uh, key key service, which we're making available natively on AWS. I, I can't think of a better Testament to the, to the, um, partnership than that. And that's doing incredibly well and it really resonates with our customers. And of course it started with customers and their need for NetApp. Uh, so, you know, that is a reflection, I think, of the success that we're having together. >>And Stephanie talk to, uh, about the partnership from your perspective, NetApp, AWS, what you guys are doing together, cultural alignment, but also your alignment on really bringing diversity into drive performance. >>Yeah, I think it's a, a great question. And I have to say it's just been a phenomenal year. Our relationship has, uh, started before our first party service with FSX N but definitely just, um, uh, the trajectory, um, between the two companies since the announcement about nine months ago has just taken off to a, a new level. Um, we feel like an extended part of the family. We worked together seamlessly. A lot of the people in my team often say we feel like Amazonians. Um, and we're really part of this transformation at NetApp from being that storage hardware company into being an ISV and a cloud company. And we could not do this without the partnership with AWS and without the, uh, first party service of Fs XM that we've recently released. Um, I think that those joint values that Danielle referred to are critical to our success, um, starting with customer obsession and always making sure that we are doing the right thing for the customer. >>We coach our team teams all the time on if you are doing the right thing for the customers, you cannot do anything wrong. Just always put the customer at the, in the center of your decisions. And I think that there is, um, a lot of best practice sharing and collaboration as we go through this change. And I think a lot of it is led by the diverse backgrounds that are on the team, um, female, male, um, race and so forth, and just to really, uh, have different perspectives and different experiences about how we approach this change. Um, so we definitely feel like a part of the family. Uh, we are absolutely loving, uh, working with the AWS team and our team knows that we are the right place, the right time with the right people. >>I love that last question for each of you. And I wanna stick with you Stephanie advice to your younger self, think back five years. What advice would you seen what you've accomplished and maybe the thet route that you've taken along the way, what would you advise your youngest Stephanie self. >>Uh, I would say keep being curious, right? Keep being curious, keep asking questions. And sometimes when you get a no, it's not a bad thing, it just means not right now and find out why and, and try to get feedback as to why maybe that wasn't the right opportunity for you. But, you know, just go for what you want. Continue to be curious, continue to ask questions and find a support network of people around you that wanna help you because they are there and they, they wanna see you be successful too. So never be shy about that stuff. >><laugh> absolutely. And I always say failure does not have to be an, a bad F word. A no can be the beginning of something. Amazing. Danielle, same question for you. Thinking back to when you first started in your career, what advice would you give your younger self? >>Yeah, I think the advice I'd give my younger self would be, don't be afraid to put yourself out there. Um, it's certainly, you know, coming from an engineering background, maybe you wanna stay behind the scenes, not, not do a presentation, not do a public speaking event, those types of things, but back to what the community really needs, this thing. Um, you know, I genuinely now, uh, took me a while to realize it, but I realized I needed to put myself out there in order to, um, you know, allow younger women to see what they could be. So that would be the advice I would give. Don't be afraid to put yourself out there. >>Absolutely. That advice that you both gave are, is so fantastic, so important and so applicable to everybody. Um, don't be afraid to put yourself out there, ask questions. Don't be afraid of a, no, that it's all gonna happen at some point or many points along the way. That can also be good. So thank you ladies. You inspired me. I appreciate you sharing what AWS and NetApp are doing together to strengthen diversity, to strengthen performance and the advice that you both shared for your younger selves was brilliant. Thank you. >>Thank you. >>Thank you >>For my guests. I'm Lisa Martin. You're watching the AWS partner showcase. See you next time. Hey everyone. Welcome to the AWS partner showcase season one, episode three women in tech. I'm your host, Lisa Martin. I've got two female rock stars joining me. Next Vero Reynolds is here engineering manager, telemetry at honeycomb, and one of our cube alumni, Danielle Ock ISV PSA director at AWS. Join us as well. Ladies. It's great to have you talking about a very important topic today. >>Thanks for having us. >>Yeah, thanks for having me. Appreciate it. >>Of course, Vera, let's go ahead and start with you. Tell me about your background and tech. You're coming up on your 10th anniversary. Happy anniversary. >>Thank you. That's right. I can't believe it's been 10 years. Um, but yeah, I started in tech in 2012. Um, I was an engineer for most of that time. Uh, and just recently as a March, switched to engineering management here at honeycomb and, um, you know, throughout my career, I was very much interested in all the things, right. And it was a big FOMO as far as trying a few different, um, companies and products. And I've done things from web development to mobile to platforms. Um, it would be apt to call me a generalist. Um, and in the more recent years I was sort of gravitating more towards developer tool space. And for me that, uh, came in the form of cloud Foundry circle CI and now honeycomb. Um, I actually had my eye on honeycomb for a while before joining, I came across a blog post by charity majors. >>Who's one of our founders and she was actually talking about management and how to pursue that and whether or not it's right, uh, for your career. And so I was like, who is this person? I really like her, uh, found the company. They were pretty small at the time. So I was sort of keeping my eye on them. And then when the time came around for me to look again, I did a little bit more digging, uh, found a lot of talks about the product. And on the one hand they really spoke to me as the solution. They talked about developers owning their coding production and answering questions about what is happening, what are your users seeing? And I felt that pain, I got what they were trying to do. And also on the other hand, every talk I saw at the time was from, uh, an amazing woman <laugh>, which I haven't seen before. Uh, so I came across charity majors again, Christine Y our other founder, and then Liz Jones, who's our principal developer advocate. And that really sealed the deal for me as far as wanting to work here. >>Yeah. Honeycomb is interesting. This is a female founded company. You're two leaders. You mentioned that you like the technology, but you were also attracted because you saw females in the leadership position. Talk to me a little bit about what that's like working for a female led organization at honeycomb. >>Yeah. You know, historically, um, we have tried not to over index on that because there was this, uh, maybe fear awareness of, um, it taking away from our legitimacy as an engineering organization, from our success as a company. Um, but I'm seeing that, uh, rhetoric shift recently because we believe that with great responsibility, uh, with great power comes great responsibility, and we're trying to be more intentional as far as using that attribute of our company. Um, so I would say that for me, it was, um, a choice between a few offers, right. And that was a selling point for sure, because again, I've never experienced it and I've really seen how much they walk that walk. Um, even me being here and me moving into management, I think were both, um, ways in which they really put a lot of trust and support in me. And so, um, I it's been a great ride. >>Excellent. Sounds like it. Before we bring Danielle in to talk about the partnership. I do wanna have you there talk to the audience a little bit about honeycomb, what technology it's delivering and what are its differentiators. >>Yeah, absolutely. Um, so honeycomb is an observability tool, uh, that enables engineers to answer questions about the code that runs in production. And, um, we work with a number of various customers. Some of them are Vanguards, slack. Hello, fresh, just to name a couple, if you're not familiar with observability tooling, it's akin to traditional application performance monitoring, but we believe that observability is succeeding APM because, uh, APM tools were built at the time of monoliths and they just weren't designed to help us answer questions about complex distributed systems that we work with today, where things can go wrong anywhere in that chain. And you can't predict what you're gonna need to ask ahead of time. So some of the ways that we are different is our ability to store and query really rich data, which we believe is the key to understanding those complex systems. >>What I mean by rich data is, um, something that has a lot of attributes. So for example, when an error happens, knowing who it happened to, which user ID, which, um, I don't know, region, they were in, um, what, what, what they were doing at the time and what was happening at the rest of your system. And our ingest engine is really fast. You can do it in as little as three seconds and we call data like this. I said, kind of rich data, contextual data. We refer it as having high ality and high dimensionality, which are big words. But at the end of the day, what that means is we can store and we can query the data. We can do it really fast. And to give you an example of how that looks for our customers, let's say you have a developer team who are using comb to understand and observe their system. >>And they get a report that a user is experiencing a slowdown or something's wrong. They can go into comb and figure out that this only happens to users who are using a particular language pack with their app. And they operated their app last week, that it only happens when they are trying to upload a file. And so it's this level of granularity and being able to zoom in and out, um, under your data that allows you to understand what's happening, especially when you have an incident going on, right. Or your really important high profile customer is telling you that something's wrong. And we can do that. Even if everything else in your other tools looks fine, right? All of your dashboards are okay. You're not actually getting paged on it, but your customers are telling you that something's wrong. Uh, and we believe that's where we shine in helping you there. >>Excellent. It sounds like that's where you really shine that real time visibility is so critical these days. Danielle, Danielle, wanna bring you into the conversation. Talk to us a little bit about the honeycomb partnership from the AWS lens. >>Yeah. So excuse me, observability is obviously a very important, uh, segment in the cloud space, very important to AWS, um, because a lot of all of our customers, uh, as they build their systems distributed, they need to be able to see where, where things are happening in the complex systems that they're building. And so honeycomb is a, is an advanced technology partner. Um, they've been working with us for quite some time and they have a, uh, their solution is listed on the marketplace. Um, definitely something that we see a lot of demand with our customers and they have many integrations, uh, which, you know, we've seen is key to success. Um, being able to work seamlessly with the rest of the services inside of the AWS platform. And I know that they've done some, some great things with people who are trying to develop games on top of AWS, uh, things in that area as well. And so, uh, very important partner in the observa observability market that we have >>Back to you, let's kind of unpack the partnership, the significance that honeycomb ha is getting from being partners with an organization as potent and pivotal as AWS. >>Yeah, absolutely. Um, I know this predates me to some extent, but I know for a long time, AWS and honeycomb has really pushed the envelope together. And, um, I think it's a beneficial relationship for both ends. There's kind of two ways of looking at it. On the one side, there is our own infrastructure. So honeycomb runs on AWS and actually one of our critical workloads that supports that fast query engine that I mentioned uses Lambda. And it does so in a pretty Orthodox way. So we've had a longstanding conversation with the AWS team as far as drawing outside those lines and kind of figuring out how to use this technology in a way that works for us and hopefully will work for other customers of theirs as well. Um, that also allows us to ask for early access for certain features when they become available. >>And then that way we can be sort of the Guinea pigs and try things out, um, in a way that migrates our system and optimizes our own performance, but also allows again, other customers of AWS to follow in that path. And then the other side of that partnership is really supporting our customers who are both honeycomb users and AWS users, because it's, as you imagine, quite a big overlap, and there are certain ways in which we can allow our customers to more easily get their data from AWS to honeycomb. So for example, last year we built a tool, um, based on the new Lambda extension capability that allowed our users who run their applications in Lambdas to get that telemetry data out of their applications and into honeycomb. And it man was win, win. >>Excellent. So I'm hearing a lot of synergies from a technology perspective, you're sticking with you, and then Danielle will bring you in, let's talk about how honeycomb supports D and I across its organization. And how is that synergistic with AWS's approach? Yeah, >>Yeah, absolutely. So I sort of alluded to that hesitancy to over index on the women led aspect of ourselves. Um, but again, a lot of things are shifting, we're growing a lot. And so we are recognizing that we need to be more intentional with our DEI initiatives, and we also notice that we can do better and we should do better. And to that, and we're doing a few things differently, um, that are pretty recent initiatives. We are partnering with organizations that help us target specific communities that are underrepresented in tech. Um, some examples would be after tech hu Latinas in tech among, um, a number of others. And another initiative is DEI head start. That's something that is an internal, um, practice that we started that includes reaching out to underrepresented applicants before any new job for honeycomb becomes live. So before we posted to LinkedIn, before it's even live on our job speech, and the idea there is to kind of balance our pipeline of applicants, which the hope is will lead to more diverse hires in the long term. >>That's a great focus there. Danielle, I know we've talked about this before, but for the audience, in terms of the context of the honeycomb partnership, the focus at AWS for D E and I is really significant, unpack that a little bit for us. >>Well, let me just bring it back to just how we think about it, um, with the companies that we work with, but also in, in terms of, you know, what we want to be able to do, excuse me, it's very important for us to, you know, build products that reflect, uh, the customers that we have. And I think, you know, working with, uh, a company like honeycomb that is looking to differentiate in a space, um, by, by bringing in, you know, the experiences of many different types of people I genuinely believe. And I'm sure Vera also believes that by having those diverse perspectives, that we're able to then build better products for our customers. Um, and you know, it's one of, one of our leadership principles, uh, is, is rooted in this. I write a lot, it asks for us to seek out diverse perspectives. Uh, and you can't really do that if everybody kind of looks the same and thinks the same and has the same background. So I think that is where our de and I, um, you know, I thought process is rooted and, you know, companies like honeycomb that give customers choice and differentiate and help them, um, to do what they need to do in their unique, um, environments is super important. So >>The, the importance of thought diversity cannot be underscored enough. It's something that is, can be pivotal to organizations. And it's very nice to hear that that's so fundamental to both companies, Barry, I wanna go back to you for a second. You, I think you mentioned this, the DEI head start program, that's an internal program at honeycomb. Can you shed a little bit of light on that? >>Yeah, that's right. And I actually am in the process of hiring a first engineer for my team. So I'm learning a lot of these things firsthand, um, and how it works is we try to make sure to pre-load our pipeline of applicants for any new job opening we have with diverse candidates to the best of our abilities, and that can involve partnering with the organizations that I mentioned or reaching out to our internal network, um, and make sure that we give those applicants a head start, so to speak. >>Excellent. I like that. Danielle, before we close, I wanna get a little bit of, of your background. We've got various background in tag, she's celebrating her 10th anniversary. Give me a, a short kind of description of the journey that you've navigated through being a female in technology. >>Yeah, thanks so much. I really appreciate, uh, being able to share this. So I started as a software engineer, uh, back actually in the late nineties, uh, during the, the first.com bubble and, uh, have, have spent quite a long time actually as an individual contributor, um, probably working in software engineering teams up through 2014 at a minimum until I joined AWS, uh, as a customer facing solutions architect. Um, I do think spending a lot of time, hands on definitely helped me with some of the imposter syndrome, um, issues that folks suffer from not to say I don't at all, but it, it certainly helped with that. And I've been leading teams at AWS since 2015. Um, so it's really been a great ride. Um, and like I said, I'm very happy to see all of our engineering teams change, uh, as far as their composition. And I'm, I'm grateful to be part of it. >>It's pretty great to be able to witness that composition change for the better last question for each of you. And we're almost out of time and Danielle, I'm gonna stick with you. What's your advice, your recommendations for women who either are thinking about getting into tech or those who may be in tech, maybe they're in individual positions and they're not sure if they should apply for that senior leadership position. What do you advise them to do? >>I mean, definitely for the individual contributors, tech tech is a great career, uh, direction, um, and you will always be able to find women like you, you have to maybe just work a little bit harder, uh, to join, have community, uh, in that. But then as a leader, um, representation is very important and we can bring more women into tech by having more leaders. So that's my, you just have to take the lead, >>Take the lead, love that there. Same question for you. What's your advice and recommendations for those maybe future female leaders in tech? >>Yeah, absolutely. Um, Danielle mentioned imposter syndrome and I think we all struggle with it from time to time, no matter how many years it's been. And I think for me, for me, the advice would be if you're starting out, don't be afraid to ask, uh, questions and don't be afraid to kind of show a little bit of ignorance because we've all been there. And I think it's on all of us to remember what it's like to not know how things work. And on the flip side of that, if you are a more senior IC or, uh, in a leadership role, also being able to model just saying, I don't know how this works and going and figuring out answers together because that was a really powerful shift for me early in my career is just to feel like I can say that I don't know something. >>I totally agree. I've been in that same situation where just ask the question because you I'm guaranteed, there's a million outta people in the room that probably has the, have the same question and because of imposter syndrome, don't wanna admit, I don't understand that. Can we back up, but I agree with you. I think that is, um, one of the best things. Raise your hand, ask a question, ladies. Thank you so much for joining me talking about honeycomb and AWS, what you're doing together from a technology perspective and the focus efforts that each company has on D E and I, we appreciate your insights. Thank you so much for having us great talking to you. My pleasure, likewise for my guests, I'm Lisa Martin. You're watching the AWS partner showcase women in check. Welcome to the AWS partner showcase I'm Lisa Martin, your host. This is season one, episode three, and this is a great episode that focuses on women in tech. I'm pleased to be joined by Danielle Shaw, the ISV PSA director at AWS, and the sponsor of this fantastic program. Danielle, it's great to see you and talk about such an important topic. >>Yes. And I will tell you, all of these interviews have just been a blast for me to do. And I feel like there has been a lot of gold that we can glean from all of the, um, stories that we heard on these interviews and good advice that I myself would not have necessarily thought of. So >>I agree. And we're gonna get to set, cuz advice is one of the, the main things that our audience is gonna hear. We have Hillary Ashton, you'll see from TETA there, Reynolds joins us from honeycomb, Stephanie Curry from NetApp and Sue Paris from Jefferson Frank. And the topics that we dig into are first and foremost, diversity equity and inclusion. That is a topic that is incredibly important to every organization. And some of the things Danielle that our audiences shared were really interesting to me. One of the things that I saw from a thematic perspective over and over was that like D Reynolds was talking about the importance of companies and hiring managers and how they need to be intentional with de and I initiatives. And that intention was a, a, a common thing that we heard. I'm curious what your thoughts are about that, that we heard about being intentional working intentionally to deliver a more holistic pool of candidates where de I is concerned. What are your, what were some of the things that stuck out to you? >>Absolutely. I think each one of us is working inside of organizations where in the last, you know, five to 10 years, there's been a, you know, a strong push in this direction, mostly because we've really seen, um, first and foremost, by being intentional, that you can change the, uh, the way your organization looks. Um, but also just that, you know, without being intentional, um, there was just a lot of, you know, outcomes and situations that maybe weren't great for, um, you know, a healthy, um, and productive environment, uh, working environment. And so, you know, a lot of these companies have made a big investments and put forth big initiatives that I think all of us are involved in. And so we're really excited to get out here and talk about it and talk about, especially as these are all partnerships that we have, how, you know, these align with our values. So >>Yeah, that, that value alignment mm-hmm <affirmative> that you bring up is another thing that we heard consistently with each of the partners, there's a cultural alignment, there's a customer obsession alignment that they have with AWS. There's a D E and I alignment that they have. And I, I think everybody also kind of agreed Stephanie Curry talked about, you know, it's really important, um, for diversity on it, on, on impacting performance, highly performant teams are teams that are more diverse. I think we heard that kind of echoed throughout the women that we talked to in >>This. Absolutely. And I absolutely, and I definitely even feel that, uh, with their studies out there that tell you that you make better products, if you have all of the right input and you're getting all many different perspectives, but not just that, but I can, I can personally see it in the performing teams, not just my team, but also, you know, the teams that I work alongside. Um, arguably some of the other business folks have done a really great job of bringing more women into their organization, bringing more underrepresented minorities. Tech is a little bit behind, but we're trying really hard to bring that forward as well to in technical roles. Um, but you can just see the difference in the outcomes. Uh, at least I personally can just in the adjacent teams of mine. >>That's awesome. We talked also quite a bit during this episode about attracting women and underrepresented, um, groups and retaining them. That retention piece is really key. What were some of the things that stuck out to you that, um, you know, some of the guests talked about in terms of retention? >>Yeah. I think especially, uh, speaking with Hillary and hearing how, uh, Teradata is thinking about different ways to make hybrid work work for everybody. I think that is definitely when I talk to women interested in joining AWS, oftentimes that might be one of the first, uh, concerns that they have. Like, am I going to be able to, you know, go pick my kid up at four o'clock at the bus, or am I going to be able to, you know, be at my kids' conf you know, conference or even just, you know, have enough work life balance that I can, um, you know, do the things that I wanna do outside of work, uh, beyond children and family. So these are all very important, um, and questions that especially women come and ask, but also, um, you know, it kind of is a, is a bellwether for, is this gonna be a company that allows me to bring my whole self to work? And then I'm also gonna be able to have that balance that I need need. So I think that was something that is, uh, changing a lot. And many people are thinking about work a lot differently. >>Absolutely. The pandemic not only changed how we think about work, you know, initially it was, do I work from home or do I live at work? And that was legitimately a challenge that all of us faced for a long time period, but we're seeing the hybrid model. We're seeing more companies be open to embracing that and allowing people to have more of that balance, which at the end of the day, it's so much better for product development for the customers, as you talked about there's, it's a win-win. >>Absolutely. And, you know, definitely the first few months of it was very hard to find that separation to be able to put up boundaries. Um, but I think at least I personally have been able to find the way to do it. And I hope that, you know, everyone is getting that space to be able to put those boundaries up to effectively have a harmonious, you know, work life where you can still be at home most of the time, but also, um, you know, have that cutoff point of the day or at least have that separate space that you can feel that you're able to separate the two. >>Yeah, absolutely. And a lot of that from a work life balance perspective leads into one of the next topics that we covered in detail with, and that's mentors and sponsors the differences between them recommendations from, uh, the women on the panel about how to combat imposter syndrome, but also how to leverage mentors and sponsors throughout your career. One of the things that, that Hillary said that I thought was fantastic, advice were mentors and sponsors are concerned is, is be selective in picking your bosses. We often see people, especially younger folks, not necessarily younger folks. I shouldn't say that that are attracted to a company it's brand maybe, and think more about that than they do the boss or bosses that can help guide them along the way. But I thought that was really poignant advice that Hillary provided something that I'm gonna take into consideration myself. >>Yeah. And I honestly hadn't thought about that, but as I reflect through my own career, I can see how I've had particular managers who have had a major impact on helping me, um, with my career. But, you know, if you don't have the ability to do that, or maybe that's not a luxury that you have, I think even if you're able to, you know, find a mentor for a period of time or, um, you know, just, just enable for you to be able to get from say a point a to point B just for a temporary period. Um, just so you can grow into your next role, have a, have a particular outcome that you wanna drive, have a particular goal in mind find that person who's been there and done that and can really help you get through. If you don't have the luxury of picking your manager mentor, who can help you get to the next step. >>Exactly. That, that I thought that advice was brilliant and something that I hadn't really considered either. We also talked with several of the women about imposter syndrome. You know, that's something that everybody, I think, regardless of gender of your background, everybody feels that at some point. So I think one of the nice things that we do in this episode is sort of identify, yes, imposter syndrome is real. This is, this is how it happened to me. This is I navigated around or got over it. I think there's some great advice there for the audience to glean as well about how to dial down the imposter syndrome that they might be feeling. >>Absolutely. And I think the key there is just acknowledging it. Um, but also just hearing all the different techniques on, on how folks have dealt with it because everybody does, um, you know, even some of the smartest, most confident men I've, I've met in, uh, industry still talk to me about how they have it and I'm shocked by it oftentimes, but, um, it is very common and hopefully we, we talk about some good techniques to, to deal with that. >>I think we do, you know, one of the things that when we were asking the, our audience, our guests about advice, what would they tell their younger selves? What would they tell young women or underrepresented groups in terms of becoming interested in stem and in tech and everybody sort of agreed on me, don't be afraid to raise your hand and ask questions. Um, show vulnerabilities, not just as the employee, but even from a leadership perspective, show that as a leader, I, I don't have all the answers. There are questions that I have. I think that goes a long way to reducing the imposter syndrome that most of us have faced at some point in our lives. And that's just, don't be afraid to ask questions. You never know, oh, how can people have the same question sitting in the room? >>Well, and also, you know, for folks who've been in industry for 20, 25 years, I think we can just say that, you know, it's a, it's a marathon, it's not a sprint and you're always going to, um, have new things to learn and you can spend, you know, back to, we talked about the zing and zagging through careers, um, where, you know, we'll have different experiences. Um, all of that kind of comes through just, you know, being curious and wanting to continue to learn. So yes, asking questions and being vulnerable and being able to say, I don't know all the answers, but I wanna learn is a key thing, uh, especially culturally at AWS, but I'm sure with all of these companies as well, >>Definitely I think it sounded like it was really ingrained in their culture. And another thing too, that we also talked about is the word, no, doesn't always mean a dead end. It can often mean not right now or may, maybe this isn't the right opportunity at this time. I think that's another important thing that the audience is gonna learn is that, you know, failure is not necessarily a bad F word. If you turn it into opportunity, no isn't necessarily the end of the road. It can be an opener to a different door. And I, I thought that was a really positive message that our guests, um, had to share with the, the audience. >>Yeah, totally. I can, I can say I had a, a mentor of mine, um, a very, uh, strong woman who told me, you know, your career is going to have lots of ebbs and flows and that's natural. And you know that when you say that, not right now, um, that's a perfect example of maybe there's an ebb where it might not be the right time for you now, but something to consider in the future. But also don't be afraid to say yes, when you can. <laugh> >>Exactly. Danielle, it's been a pleasure filming this episode with you and the great female leaders that we have on. I'm excited for the audience to be able to learn from Hillary Vera, Stephanie Sue, and you so much valuable content in here. We hope you enjoy this partner showcase season one, episode three, Danielle, thanks so much for helping >>Us with it's been a blast. I really appreciate it >>All audience. We wanna enjoy this. Enjoy the episode.

>>Hey everyone. Welcome to the AWS partner showcase. This is season one, episode three, with a focus on women in tech. I'm your host, Lisa Martin. I've got two guests here with me, Sue Peretti, the EVP of global AWS strategic alliances at Jefferson Frank, a 10th revolution group company, and Danielle GShock. One of our alumni joins us ISV PSA director, ladies. It's great to have you on the program talking about a, a topic that is near and dear to my heart at women in tech. >>Thank you, Lisa. >>So let's go ahead and start with you. Give the audience an understanding of Jefferson Frank, what does the company do and about the partnership with AWS? >>Sure. Um, so let's just start, uh, Jefferson Frank is a 10th revolution group company. And if you look at it, it's really talent as a service. So Jefferson Frank provides talent solutions all over the world for AWS clients, partners and users, et cetera. And we have a sister company called revelent, which is a talent creation company within the AWS ecosystem. So we create talent and put it out in the ecosystem. Usually underrepresented groups over half of them are women. And then we also have, uh, a company called Ruba, which is a delivery model around AWS technology. So all three companies fall under the 10th revolution group organization. >>Got it. Danielle, talk to me a little bit about from AWS's perspective and the focus on hiring more women in technology and about the partnership. >>Yes. I mean, this has definitely been a focus ever since I joined eight years ago, but also just especially in the last few years of we've grown exponentially and our customer base has changed. You know, we wanna have, uh, an organization interacting with them that reflects our customers, right. And, uh, we know that we need to keep pace with that even with our growth. And so we've very much focused on early career talent, uh, bringing more women and underrepresented minorities into the organization, sponsoring those folks, promoting them, uh, giving them paths to grow, to grow inside of the organization. I'm an example of that. Of course I've benefit benefited from it, but also I try to bring that into my organization as well. And it's super important. >>Tell me a little bit about how you be benefited from that, Danielle. >>Um, I just think that, um, you know, I I've been able to get, you know, a seat at the table. I think that, um, I feel as though I have folks supporting me, uh, very deeply and wanna see me succeed. And also they put me forth as, um, you know, a, represent a representative, uh, to bring more women into the organization as well. And I think, um, they give me a platform, uh, in order to do that, um, like this, um, but also many other, uh, spots as well. Um, and I'm happy to do it because I feel that, you know, you always wanna feel that you're making a difference in your job. And that is definitely a place where I get that time and space in order to be that representative to, um, bring more, more women into benefiting from having careers and technology, which there's a lot of value there. >>Lot of value. Absolutely. So back over to you, what are some of the trends that you are seeing from a gender diversity perspective in tech? We know the, the numbers of women in technical positions. Uh, there's so much data out there that shows when girls start dropping up, but what are some of the trends that you are seeing? >>So it's, that's a really interesting question. And, and Lisa, I had a whole bunch of data points that I wanted to share with you, but just two weeks ago, uh, I was in San Francisco with AWS at the, at the summit. And we were talking about this. We were talking about how we can collectively together attract more women, not only to, uh, AWS, not only to technology, but to the AWS ecosystem in particular. And it was fascinating because I was talking about, uh, the challenges that women have and how hard to believe, but about 5% of women who were in the ecosystem have left in the past few years, which was really, really, uh, something that shocked everyone when we, when we were talking about it, because all of the things that we've been asking for, for instance, uh, working from home, um, better pay, uh, more flexibility, uh, better maternity leave. >>It seems like those things are happening. So we're getting what we want, but people are leaving. And it seemed like the feedback that we got was that a lot of women still felt very underrepresented. The number one thing was that they, they couldn't be, you can't be what you can't see. So because they, we feel collectively women, uh, people who identify as women just don't see enough women in leadership, they don't see enough mentors. Um, I think I've had great mentors, but, but just not enough. I'm lucky enough to have a pres a president of our company, the president of our company, Zoe Morris is a woman and she does lead by example. So I'm very lucky for that. And Jefferson, Frank really quickly, we put out a hiring a salary and hiring guide a career and hiring guide every year and the data points. And that's about 65 pages long. No one else does it. Uh, it gives an abundance of information around, uh, everything about the AWS ecosystem that a hiring manager might need to know. But there is what, what I thought was really unbelievable was that only 7% of the people that responded to it were women. So my goal, uh, being that we have such a very big global platform is to get more women to respond to that survey so we can get as much information and take action. So >>Absolutely only 7%. So a long way to go there. Danielle, talk to me about AWS's focus on women in tech. I was watching, um, Sue, I saw that you shared on LinkedIn, the Ted talk that the CEO and founder of girls and co did. And one of the things that she said was that there was a, a survey that HP did some years back that showed that, um, 60%, that, that men will apply for jobs if they only meet 60% of the list of requirements. Whereas with females, it's far, far less, we've all been in that imposter syndrome, um, conundrum before. But Danielle, talk to us about AWS, a specific focus here to get these numbers up. >>Well, I think it speaks to what Susan was talking about, how, you know, I think we're approaching it top and bottom, right? We're looking out at what are the, who are the women who are currently in technical positions and how can we make AWS and attractive place for them to work? And that's all a lot of the changes that we've had around maternity leave and, and those types of things, but then also a more flexible working, uh, can, you know, uh, arrangements, but then also, um, early, how can we actually impact early, um, career women and actually women who are still in school. Um, and our training and certification team is doing amazing things to get, um, more girls exposed to AWS, to technology, um, and make it a less intimidating place and have them look at employees from AWS and say like, oh, I can see myself in those people. >>Um, and kind of actually growing the viable pool of candidates. I think, you know, we're, we're limited with the viable pool of candidates, um, when you're talking about mid to late career. Um, but how can we, you know, help retrain women who are coming back into the workplace after, you know, having a child and how can we help with military women who want to, uh, or underrepresented minorities who wanna move into AWS, we have a great military program, but then also just that early high school, uh, career, you know, getting them in, in that trajectory. >>Sue, is that something that Jefferson Frank is also able to help with is, you know, getting those younger girls before they start to feel there's something wrong with me. I don't get this. Talk to us about how Jefferson Frank can help really drive up that when those younger girls, >>Uh, let me tell you one other thing to refer back to that summit that we did, uh, we had breakout sessions and that was one of the topics. What can cuz that's the goal, right? To make sure that, that there are ways to attract them. That's the goal? So some of the things that we talked about was mentoring programs, uh, from a very young age, some people said high school, but then we said even earlier, goes back to you. Can't be what you can't see. So, uh, getting mentoring programs, uh, established, uh, we also talked about some of the great ideas was being careful of how we speak to women using the right language to attract them. And some, there was a teachable moment for, for me there actually, it was really wonderful because, um, an African American woman said to me, Sue and I, I was talking about how you can't be what you can't see. >>And what she said was Sue, it's really different. Um, for me as an African American woman, uh, or she identified, uh, as nonbinary, but she was relating to African American women. She said, you're a white woman. Your journey was very different than my journey. And I thought, this is how we're going to learn. I wasn't offended by her calling me out at all. It was a teachable moment. And I thought I understood that, but those are the things that we need to educate people on those, those moments where we think we're, we're saying and doing the right thing, but we really need to get that bias out there. So here at Jefferson, Frank, we're, we're trying really hard to get that careers and hiring guide out there. It's on our website to get more women, uh, to talk to it, but to make suggestions in partnership with AWS around how we can do this mentoring, we have a mentor me program. We go around the country and do things like this. We, we try to get the education out there in partnership with AWS. Uh, we have a, a women's group, a women's leadership group, uh, so much that, that we do, and we try to do it in partnership with AWS. >>Danielle, can you comment on the impact that AWS has made so far, um, regarding some of the trends and, and gender diversity that Sue was talking about? What's the impact that's been made so far with this partnership? >>Well, I mean, I think just being able to get more of the data and have awareness of leaders, uh, on how, you know, it used to be a, a couple years back, I would feel like sometimes the, um, solving to bring more women into the organization was kind of something that folks thought, oh, this is Danielle is gonna solve this. You know? And I think a lot of folks now realize, oh, this is something that we all need to solve for. And a lot of my colleagues who maybe a couple years ago, didn't have any awareness or didn't even have the tools to do what they needed to do in order to improve the statistics on their, or in their organizations. Now actually have those tools and are able to kind of work with, um, work with companies like Susan's work with Jefferson Frank in order to actually get the data and actually make good decisions and feel as though, you know, they, they often, these are not lived experiences for these folks. So they don't know what they don't know. And by providing data and providing awareness and providing tooling and then setting goals, I think all of those things have really turned, uh, things around in a very positive way. >>And so you bring up a great point about from a diversity perspective, what is Jefferson Frank doing to, to get those data points up, to get more women of, of all well, really underrepresented minorities to, to be able to provide that feedback so that you can, can have the data and glean the insights from it to help companies like AWS on their strategic objectives. >>Right? So as I, when I go back to that higher that, uh, careers in hiring guide, that is my focus today, really because the more data that we have, I mean, the, and the data takes, uh, you know, we need people to participate in order to, to accurately, uh, get ahold of that data. So that's why we're asking, uh, we're taking the initiative to really expand our focus. We are a global organization with a very, very massive database all over the world, but if people don't take action, then we can't get the right. The, the data will not be as accurate as we'd like it to be. Therefore take better action. So what we're doing is we're asking people all over the, all over the world to participate on our website, Jefferson frank.com, the se the high, uh, in the survey. So we can learn as much as we can. >>7% is such a, you know, Danielle and I we're, we've got to partner on this just to sort of get that message out there, get more data so we can execute, uh, some of the other things that we're doing. We're, we're partnering in. As I mentioned, more of these events, uh, we're, we're doing around the summits, we're gonna be having more ed and I events and collecting more information from women. Um, like I said, internally, we do practice what we preach and we have our own programs that are, that are out there that are within our own company where the women who are talking to candidates and clients every single day are trying to get that message out there. So if I'm speaking to a client or one of our internal people are speaking to a client or a candidate, they're telling them, listen, you know, we really are trying to get these numbers up. >>We wanna attract as many people as we can. Would you mind going to this, uh, hiring guide and offering your own information? So we've gotta get that 7% up. We've gotta keep talking. We've gotta keep, uh, getting programs out there. One other thing I wanted to Danielle's point, she mentioned, uh, women in leadership, the number that we gathered was only 9% of women in leadership within the AWS ecosystem. We've gotta get that number up, uh, as well because, um, you know, I know for me, when I see people like Danielle or, or her peers, it inspires me. And I feel like, you know, I just wanna give back, make sure I send the elevator back to the first floor and bring more women in to this amazing E ecosystem. >>Absolutely. That's that metaphor I do too. But we, but to your point to get that those numbers up, not just at AWS, but everywhere else we need, it's a help me help use situation. So ladies underrepresented minorities, if you're watching go to the Jefferson Frank website, take the survey, help provide the data so that the women here that are doing this amazing work, have it to help make decisions and have more of females in leadership roles or underrepresented minorities. So we can be what we can see. Ladies, thank you so much for joining me today and sharing what you guys are doing together to partner on this important. Cause >>Thank you for having me, Lisa, >>Thank you. My pleasure for my guests. I'm Lisa Martin. You're watching the cubes coverage of the AWS partner showcase. Thanks for your time.

(upbeat music) >> Welcome to this CUBE Conversation. This is part of the second season of the AWS startup showcase, season two, episode one. I'm Dave Nicholson, and I am joined with a very special guest, CEO and co-founder of Tidelift, Mr. Donald Fischer. Donald, welcome to the CUBE. >> Thanks David. Really glad to be here. >> So, first and foremost, tell us about Tidelift. >> Happy to, yeah, so, at Tidelift we're on a mission. Our mission is to make open source software work better for everyone, and when we say that, we mean, make it work better for all the organizations and governments and everybody that depends on open source software to build the applications that we all rely on. But also part of our mission, is making open source work better for the creators of open source. The independent open source maintainers, who are behind so many of those building blocks, technology building blocks that our commerce industry and society is comprised of these days. They've got a hard task to hold up all of that stuff and make sure that it meets, you know, professional grade standards and that we can all rely on it. And so, we want to do our part to help both sides of that equation. >> Fantastic, well, I want to double click on a few of the things that you said, but I think I want to format this by starting out with a little role play between the two of us, if you don't mind. I know you're CEO, but for the sake of this, you're going to be the CIO and I'm going to be the CEO, and we're going to play off some recent events here. So, hey Donald, come on in, sit down. Listen, I want to talk to you about this whole log shell, log for something, or another thing that's going on. So, let me get this straight. Our multinational Fortune 500 company is dependent upon software, that's free, and somehow we've been running this and the people who maintain it, do it for free, we don't pay for it, but somehow this has opened us up to a threat from people who can log into a system we're using to keep track of stuff, and then, what's going on? By the way, you're fired, but I want to know if, I want to know if you can stay on for the next 90 days to train your replacement, but, explain to me what's going on with this whole open-source nonsense? >> Yeah. Don't panic boss. Only about 70 or 80% of the software in our enterprise that is third-party open source software. So, there's definitely, like 20 or 30% that's not, and we're on top of it. Now, yeah, I think it's a, you know, you're right to say, we are completely dependent on this software, that's being created by these, you know, amazing folks on the internet. Boss, you told me that we had to have a global corporation here with modern digital customer experience. We're not going to be able to do it using Microsoft front page from 1997, and there's no other path to take than to build with modern building blocks. And today in, you know, the modern era, that means building on open source packages and technologies across a whole slew of language, ecosystems, like JavaScript and Java PHP, Ruby, Python, .NET, Rust, Go, we use all of it here, boss, and, we don't get to have a business unless we do. >> Okay, so, I didn't understand a word that you just said, but it was enough to convince me to let you keep your job. So, end-scene, we're not getting paid scale wages to do this, Donald, so I think we can go back to our normal personas. So, how does Tidelift play into all of this? I'd really want to hear about this concept of what an open source maintainer is, because these are largely volunteers, aren't they, in terms of the maintenance that they're doing? >> Yeah, so, I mean, open source, there's a lot of different models for open source software development. There certainly are a number of foundational open source projects, certainly at the infrastructure level, like operating systems, databases and things like that, that tend to be, you know, predominantly driven by vendors, software vendors, you know, like you can think of Red Hat, VMware organizations like that. But when you get up to the application development world, teams, building, you know, websites, web applications, mobile applications, most of the building blocks at that tier in these a programming language ecosystems, most of the software there is actually being created, that enterprise organizations use, is being created by individual, independent, open source maintainers, where it's not their day job, it's a side hustle for them. And it's a really interesting question, like, how did we get here? You know, why are these folks doing it? It sort of rhymes with the question I asked myself years ago, like, who's typing all this stuff into Wikipedia, and why? Like, it's amazing resource, I'm so glad it's there, but why are they doing this, right? And it turns out that there's a bunch of motivations there's some cynical motivations for the open source maintainers that people attribute that are practical too, you know, people say your GitHub repository is your resume in as a modern developer, things like that helps you get a reputation, you can use that to get a job. But, when we've talked to the maintainers of the most widely used open source packages, and by that, I mean, thousands of packages that every major organization that builds software relies on, the main reason why they do it is actually impact. We find we've actually done direct surveys of this audience and the reason why they spend their nights and weekends and carve out time, where they could be, you know, getting paid to do something else or going skiing or going to the beach, is it really feels good to have this activity that they put out into the world, and, you know, they know that folks use this stuff and rely on it, and there's a pride in their work and the impact that they're making. But the challenge with this model is that when it's only an impact and pride, and sort of a, you know, a good feeling driven effort, it means that maybe all of the things that organizations might want their standards that organizations might want their software to meet doesn't get done, right? Like it's one thing, if you've got a job as a software engineer, building corporate software, or even as a, you know, a maintainer at a corporate open source company, and you have a checklist of, you know, standard enterprise software development, commercial grade software development tasks that you need to be completing, if you're doing it as a side hustle for good reasons, like impact and, you know, releasing your creative juice, you might not get to some of the more boring aspects of commercial software engineering, like security engineering and some of the documentation and release engineering and, you know, making sure there's structured metadata around all the elements of it. And then that's the gap that we're really trying to fill at Tidelift, by connecting these two audiences. >> Yeah. How? How? You want to fill the gap, you want to connect the audiences, but, how do you do that? >> Yeah, perfect, so, we do it by paying the maintainers, paying the open source maintainers, actual dollars, or the currency of their preference, and what we're paying them for is not just to sort of hack on their projects, or hack on their projects more, we're asking them to help us ensure that the software that the organizations that we work with depend on meets certain specific concrete enterprise standards, and those standards fall into three categories, security, licensing, and maintenance. So, on the security front, you know, a baseline standard, there is making sure that we have known versions of the open source packages that are free of known defects, right? So there's like a catalog of known security defects that the industry uses called the National Vulnerability Database, you may have seen the terminology CVE referred to in passing, that's the identifier for these things. So, we work with the open-source maintainers to make sure that we've figured out, mapped out, which versions of software packages are impacted by known security vulnerabilities. And then we also look forward and make sure that we have a plan in place for what happens in the future when there are security vulnerabilities. So, you know, traditional commercial software, there's a security response team, who's kind of standing by 24/7, ready to respond, and then there's a defined protocol of what's going to happen, in terms of what's called responsible disclosure, telling the right folks in the right sequence, that there is a vulnerability causing there to be a patch version of the software available, communicating that through, you know, traditional commercial software vendors for, you know, years have been doing that internally, that doesn't exist by default for volunteer, you know, part-time open source, independent open source maintainers. So we fill that gap and we pre-wire that with them to make sure that that first track security is can be buttoned up. >> So, you're paying them, are you and your co-founders wealthy philanthropists that are just doing this, or what's the business model here? Now you're pulling these people who were doing it for free, they're happy, but how does that translate into a business model for Tidelift. >> Perfect, so, the work that they're doing, you know, I talked a little bit about security, we also do similar things on those other attributes, like licensing, making sure that the licenses are completely accurate, and we kind of know who wrote the software, et cetera, and then maintenance, is it being proactively cared for going forward? Is somebody still on the case with these projects? Now, the result of all of that work, is we create a vetted catalog of known good open source releases that we've vetted with the experts, often the individuals and teams that wrote the code in the first place, usually, we vet that it meets these enterprise standards. That's a really useful tool for organizations that are building with that. So, the way that we convey that to organizations that are building software in a useful way is we have a SAS service software, that as a service platform, that's what Tidelift is, and basically, the teams that use this stuff, they plug us into their software development process, typically alongside other tools that they might have, like CI/CD tools that are running tests on their application logic, they'll plug in Tidelift into their release process to ensure that those, the 70 or 80% of the software that they ship, that comes from GitHub, comes from the Python package index, or NPM, or the Maven Central Repository for Java, we're vetting that that meets their enterprise standards and ensuring that the ingredients, the building blocks that go into their applications are known good and vetted to these concrete standards. And they are, you know, this is an unsolved problem for almost every serious organization. There's a couple of, you know, over-performing organizations, like Google has done some amazing internal work on this, Amazon has an incredible dedicated team that does this internally for Amazon developers, very few other organizations, even some of the largest multinational companies have a dedicated internal function doing this comprehensively and systematically. Tidelift is that function that these organizations can use. They can work with us and our network, our unique network of hundreds of these independent open source maintainers, to ensure that there is a feed of known good vetted packages to go into their applications. >> So, were maintainers going in and auditing, and editing, and vetting software that was essentially created by others? That's one question, and then the other question that kind of goes along with that is, are you vetting a gold copy of something and saying, this software meets certain criteria, you should feel okay using it, that's one thing. Validating that the actual distribution, you know, the actual code that's being executed in their enterprise is secure and hasn't been tampered with is another thing. So where do you sit in that distribution channel or that supply chain? >> Sure, so, on the distribution front, you can think of us, we're sort of a GPS system that your application developers can use to know which versions of software are going to meet your enterprise standards. We don't create a separate world where we have our own, you know, side copy of the entire development ecosystem. It's not what these organizations want. They don't want to use some weird enterprise world set of open source packages, they want to just, you know, type NPM install have the, you know, software flow into their organization, but they also want it to not have no insecurity vulnerabilities in it, and they don't want to get bitten two weeks or two years later with a license violation, because there was kind of fuzzy, or incomplete data around the open source license. So what we do is, we help them consume the open source software, you know, knowing that it's been vetted to these standards. And then we also work with the open source community to cause the software to be changed to meet those standards, right? So back to the first part of your question, We work with a lot of projects with the prime maintainers, often the authors, as I said, and we've actually been extending our model over the years to work with these open source maintainers to cover not just their own project, but, some of those neighboring projects, right? Like the core projects that their project depends on, other projects that are co-used with them, they have a lot of expertise, and also, you know, relationships with the surrounding open source community there. So, they're working with us as curators, if you will, our ambassadors that help us get on the community and cover as much of the landscape as possible. >> And, so, what's the relationship with AWS? This is, you know, we're talking here as part of the AWS startup showcase season two, episode one, which is, that's actually pretty cool. So we need to, you know, the challenge here is, season one was awesome, much like Ted Lasso, season two, we have big shoes to fill here, Donald. So, what's the-- >> We got to up our game. >> (laughs) What's the relationship with AWS? And, I mean, why would they call you out as someone interesting for us to talk to? >> Yeah, so, we've had a great relationship that we've been investing in, and working on together with AWS. So, every one of AWS's customers faces this challenge around the software workloads that they're deploying on AWS. You know, it's just, you can't argue against the fact that the vast majority of the application software in the modern world is comprised majority of this third-party open source software. And so, it's really important whether it's running on a device, you know, an Edge device, or whether it's running in a Cloud data center, that those applications meet these standards, especially on the security front. So, AWS recognizes this need and opportunity for their customers, and so we've been working really well jointly with them. We're glad to say that we're an ISV, and AWS ISV accelerate partner now, which gives us the ability to co-engage with AWS and work together to solve mutual customers challenges, and we've had a great time working with the AWS team to help scale up our efforts to get the word word out around this important area, and then more importantly, give organizations the tools to address it and make sure that they have a comprehensive strategy for managing their open source in place. >> Fantastic, Donald, we're up against time, but I do have a 10 second answer I'd like from you. Tidelift, is that a reference to a rising tide lifting all boats, or is it an admonishment not to build a house on the beach in Malibu? >> It's the former, you know, think about this network of independent open source maintainers, working together, a rising tide lifts all boats. >> Eight seconds, that was like four seconds. Perfect. Donald Fischer, from Tidelift, thank you so much. For me, Dave Nicholson here at the CUBE. This has been a CUBE Conversation, as part of AWS's startup showcase, season two, episode one. Come to the CUBE for the best in tech coverage. (soft music)

>>Hello from Las Vegas. It's the cube live at AWS reinvent 2021, Lisa Martin and Dave Nicholson here. We're in our fourth day, Dave, we have two live sets of the kid. There's a dueling set right across from us, kind of like dueling pianos, only a little bit louder. We have had about a hundred guests on the program at AWS reinvent this year. And we're pleased to welcome back. One of our alumni, Richard Potter joins us the CEO of peak. Richard. Welcome back to the cube. >>Great to be here. Talk to >>Us. So we haven't seen you in a couple of years. Talk to us about what's going on at pink. I know there's some news. >>Yeah, yeah. Loads of things going on at peak. I mean, we've been growing really quick. So since the last time you saw us, which was yeah, in London a few years ago, uh, we've grown to be the, sort of essentially the global leader in decision intelligence systems. Um, us as an AI company, we specialize in putting artificial intelligence right into the heart of how companies run their businesses and make their day-to-day decisions, which is why we call it decision intelligence. We think it's the biggest thing in software and, uh, probably the biggest new category of software. Um, we will see this decade. So it's super exciting to be in that position and great to be back chatting to you guys on the cube. When were you based founded? We were founded in 2016. Uh, and, uh, yeah. And you can probably tell by my accent English company headquartered in Manchester, but we're global. Now we have operations in India. We have a couple of development centers in India. We have a growing customer base in Asia and a growing customer base in the U S as well. Uh, so yeah, we're kind of international, but born out of, uh, Northern English roots. >>I like it. Talk to me about back in 2016, what were some of the gaps in the market that you saw from a, because you know, as, as here we are in almost 20, 22, every company is a data company. They have to be being able to extract intelligence timely hard. What gaps did you see back in 2016 >>Back then a read on the market was really simple, which was the companies that are going to harness data to run themselves well, we'll win, but the most companies were struggling to make that change to be data-driven. So our rich was, you know, as founders, there's three of us who started the business was trying to explore that problem. Like what, what, what stops companies running on data? And there's loads of reasons, right? Tech ones, uh, skills, ones, even just like business people using data in their day-to-day decision-making rather than say their gut-feel, which I think is also a data-driven decision. They just don't understand that necessarily. Uh, so we really honed in on that problem and we grew quite quickly to be the leading business in that sort of applied data space in the UK, you know, a market leader in, uh, helping companies perform better with data. And over time that has taken us on this journey to be the sort of global leader in decision intelligence, which is really cool. But the itch we were scratching was that, Hey, you know, there's something in this, we think companies that do this and do it well are gonna win, but no one's doing it. So why is that? And then, and then we've built software that effectively responds to that opportunity. >>You mentioned harnessing data. Yeah. How do you balance the harnessing of data successfully with being harnessed by data? Because, because if you're talking about the concept of Dai yeah. Who's making the decision. If the machine is making the decision, I better trust it. Why should I trust it? So how do you, how do you strike that balance to get people to trust what you're doing? The work you're doing for them behind the scenes? Yeah, >>I think it's, it's really important that humans trust the machines that they're working alongside. And I think that's the big change we're seeing, right? So this is a new industrial revolution, the intelligence era that we're in, but all previous industrial revolutions have all amplified human potential. They've amplified like a physical potential, whether it was, you know, machinery, steam, power and so on, or computers have amplified our cognitive capability, but humans have always controlled those machines. If you think about it now in the intelligence era, our machines can think with us, they can think alongside us. So we have to learn how to, as people, how to co-exist with those machines and then let those machines amplify us and essentially make us superhuman and what we do. And that's a part of the challenge we face at peak as to how do we make, how do we humanize that? >>How do we make it such that everyone trusts the machine? Uh, and we always have that human in the loop is the way we think about it. Uh, decision intelligence empowers us to be awesome at our jobs, make the great decisions all the time. If we trust the machine so much that we just want it to make the decision for us, we can let it, but we're always in control and we're in control of how it thinks and what it does. And it's our job as a software company to build software that lets you understand why that recommendation or that decision is being suggested to you. So I think, I think the coexistence of our machines alongside people in a new way that a human to machine interface is going to completely change with artificial intelligence and decision intelligence and, and us as people we're going to have to relearn how we, how we work with our technology. >>You just mentioned a couple of really good words in terms of, of the people, part of people, process and technologies, amplify and empower. Those are two things that stuck out at me is that's what you're giving people in any, whether they're an operations or finance or marketing, it's the amplification to do their jobs, empowering them to do their jobs with data that will help make them more skilled and better able to make decisions that benefit themselves, the company. >>That's exactly right. Yeah, because if you, if you redact doing business to its basics, it's, it's actually just making decisions, right. Companies are make great decisions. They win and those decisions could be anything, you know, they could be product decisions, they could be pricing decisions, operational supply chain decisions, but it's a sequence of decisions that creates value for my company. And so that's why I believe this technology is so empowering because as people we're, we're actually great at making those decisions. What we're not great at is making those decisions 24 by seven really, really quickly, very consistently. So, you know, humans are awesome at forecasting. They're awesome at choosing pricing that would appeal to other people, but alongside this technology, we can have machines that do a lot of that thinking for us, speed us up and help us make more, um, quick, great consistently awesome decisions. And then that just makes us great at our jobs. If you're a marketeer or in finance or in supply chain, you, you become awesome. And I think that that, that empowerment is key to the sort of humanization of AI in business. And actually that's what it means in practice. It isn't AI coming for peoples' jobs or replacing jobs. It's it's AI helping us all be gray. And our companies grow faster with wider profit margins when we do that, which creates more jobs for people, which is really cool. >>So, um, we talk about people trusting machines to do things for them. Uh, it's, it's not necessarily a new concept. We just sort of take some of those things for granted. Um, I trust my refrigerator at home to measure the internal temperature and make adjustments as necessary. Turn the compressor on, turn the compressor off. And I'm sorry, I you're from England refrigerators, this thing, it's a box. We use it to refrigerate our beer, which I took to make it >>Cold, which I know. >>So it's kind of a, you know, got to love those cliches, but so can you give us an example of a situation where a customer is trusting something that it's gotten from DEI from peak, where if you, as the CEO heard that anecdotal story, you would be absolutely delighted. >>Well, I think the earth is loads of great examples of that. So, um, the reason we call it decision intelligence decision intelligence is because it's the, it's applying AI into the active decision making, right? Uh, artificial intelligence or machine learning is making a prediction or a categorization over a huge data set. Right? But that on its own is kind of useless. You need to take that prediction that forward looking view and then effectively infuse it with business logic constraints and like knowledge of how your company works to give you a recommendation. Right? So let's just say I'm a marketeer and I'm trying to work out who I should send a particular offer to on black Friday over email, or even not even over email over any channel. When, if I, if I was CEO and I heard one of my teams say, Hey, what I've done is I've used the decision intelligence platform to tell me who buy, who are my customers that are in market for X type of products at why kind of price and what channels do they like to be communicated to over? >>Uh, I would think that's awesome. And then that market here, we're typically infuse that message with the sort of language and content that would appeal to that customer. But they're using the artificial intelligence to be super targeted and really like deliver the message to that person in the way they want to consume it, which creates a really enjoyable experience as a customer. You don't feel spammed or you don't feel like it's effectively used. You feel like you're having a direct one-to-one personal communication with the brand or retailer. That's talking to you, which in itself creates loyalty and like increases the lifetime value of that relationship, which is great for the retailer. But I think using AI for those kinds of decisions is essentially like a great example of like amplifying the human potential of a marketing team for this. >>Absolutely. Because what we expect as consumers, regardless of what the product or service is, is that we want brands to know who we are, what we want. Don't if I just bought a tent on Amazon, don't show me more tests, show me other things that go with it. I want you to know that. And so we have this expectation that brands when whatever industry they're in, no, oh, Richard bought this. >>Exactly, exactly. So, and I think that it starts to really jar. Now you've got some retailers and brands doing this really well, and you get really enjoyable, uh, communications at the frequency you want with the offers and the promotions that were irrelevant to you. When you just start to get trapped, you know, effectively stalked around the internet for something you've already bought, it becomes really jarring and frustrating. And then that actually creates a negative brand effect for that particular brand. So it's super important that these retailers, CPG com everyone really moves to this way of thinking and tries to have a direct. And that's the beauty of AI and decision intelligence. I think for retail, if we get into retail specifically, it allows us to treat every individual customer individually because we can use the machine to make decisions on a per customer basis. And then our marketing can be amplified by that. Whereas in the past, we bucketed customers into groups and just treated them all the same, which does create a rather impersonal experience. >>Yeah. Which can be a negative for a brand, as you mentioned, but give them the ability to treat people individually, but at scale, and in real time, one of the things we learned in the pandemic is that real-time data access isn't no is not a nice to have. It's an essential one of the themes too, that Dave and I have been talking about the last few days is that we're hearing at re-invent is every company has to be a data company. Yep. Talk to me about with that in mind, are you talking to more chief data officers, chief digital officers, where are your customer conversations as we've we're in this explosion of data? >>It's a great question though. So if every company has to be a data company and a company that's powered by AI, that means you have to be talking to everyone really. So your chief data, chief chief information officers, chief data officers, CEO, CFOs, and every sort of head of business, head of line of business, it's really important. So what we do at peak is as a decision intelligence platform, peak itself, unifies everything you need in one cloud platform, into a single software product that gives you all the infrastructure for your technical teams to process data for your data scientists to create the intelligence, but then it gives you a place to work for your business teams. So unifies your whole business around a platform. And then that means our conversations. As you know, as the provider of that technology are with technical teams, they're with business teams, they're with business leaders because it has to permeate everything. So I think it's, I think that's the future companies will have to effectively run alongside they'll create their own intelligence, basically on a dedicated platform like peek. And that intelligence will then be distributed across the whole business, um, with w w you know, in the way we do it. So I think it's really cool and exciting. Yeah. >>Let let's say hypothetically, now this is something that would never happen, but just hypothetically say I'm an American goes to England to take over coaching, a British soccer, soccer, or football. Okay. I sounds crazy, but how would I, how would I use peak and Dai and BI to help improve my winning percentage if I cared about winning? Because it's possible that I would, I I'm really only interested in the personal development of my, of my team as individuals, but, but, but what would in athletics? Is that something that is a, >>I think possible? Yeah, for sure. I mean, you're seeing an explosion of data science and analytics and AI techniques being used in sport. Right. I mean, peak we're very much focused on the commercial application of AI with our platform. So we, we work with, uh, commercial businesses and so on, but in that space, yeah, absolutely. I mean, there's, if you think about it, what do you need to create that intelligence? You need data and you can see it on the back of every players share. They've got the little devices that are gathering data in training in matches, constantly monitored. Those data points, feed algorithms. Those algorithms can show us if a player is fatigued, you know, where they are, or they can even show us, uh, deep learning techniques can help us see patterns of play and understand like how should we better set our teams up? How should we get players to interact in for, you know, on a soccer field? Um, and yeah, and you're seeing premier league clubs use those sort of techniques all the time. We don't do that at peak, but yeah, I mean, I think, uh, I think those sort of things are readily available now for, uh, those kinds of clubs to do that kind of stuff. >>I think Dave is angling to be a consultant on Ted last. So I think what I'm hearing last question for you, you guys are from an AWS relationship perspective. Richard, you guys were announced just yesterday, you're named by AWS as an ISB partner, APN partner of the year for 2021 for UK. And I, congratulations. Talk to us a little bit about that. >>Yeah, it was really, I kind of, yeah, it's super exciting for us. It's a great recognition. Obviously they give one of those awards out every year, uh, as a global company, it's nice to have that sort of stamp of approval that AWS sees us as their independent software vendor partner of the year. It's a, it's a great recognition for us because we come from a heritage of, uh, starting peak as a consulting company, actually just to do whatever it took to help our customers be successful. And in doing that, we had an idea for a software platform. Uh, we got some venture funding to do that, and we've turned into a, you know, we became a software company a couple of years after we founded, uh, and to get to this point now a few years later where AWS are recognizing us as their software vendor partner of the year is, um, a huge team. Fantastic. It's a huge Testament to, uh, to our engineering teams and the, and the, and the technical teams at peak that we've built something so impactful. Yeah, >>Absolutely. That validation is really, really critical. And last question in our last 30 seconds or so what are some of the things on the roadmap that you're excited for for, for peak for 20 22, 22 >>Is going to be a huge year for us. Cause I think it's the year that, uh, our platform goes out there into the wild, into the mainstream. So we made a couple of big announcements in the last few weeks. Uh, we've launched some new products on the pig platform. So there's three big platform, product sets. Now, one very much geared around creating your AI ready data set. That's called doc, uh, one that's very much geared around creating your intelligence, which is factory. And then an area where our business like the business teams of our customers go to work, which is called work actually. So those three big feature sets are going to be available from January. And the platform is being totally opened up as a self-serve platform for anyone anywhere to build upon. So I think it's a huge moment for decision intelligence. Garner is saying decision intelligence is the big tech trend of next year. And we feel as the market leader, we've got the platform that can help everyone get on, get on that trend really. So I think we're really looking forward to 2022 and what it brings. And, um, we think that our platform and our company is in a great shape to help more and more businesses take that leap into being powered by decision Intel. >>It sounds exciting, Richard, so we'll have to follow up with you next year and see what's going on. We appreciate you joining us on the cube, talking about peep, what you're doing, your relationship with AWS and how impactful decision intelligence can be for everybody. We appreciate it. Thanks for Dave Nicholson. I'm Lisa Martin. You're watching the cube, the global leader in live tech coverage.