What’s New in Artificial Intelligence in 2020

Image of motherboard with text "Artificial Intelligence in 2020" on top

The year 2020 has seen a lot of change, and much of that change hasn’t been great. One thing that has changed for the better this year is Artificial Intelligence. AI is continuing to advance rapidly, the way computer-based technology usually does.

How Did We Get Here? 

Artificial Intelligence (AI) became a field of study around 70 years ago. As recently as two years ago, most talks of AI technology from software vendors were considered spurious at best. This suspiciousness is well-deserved. AI has been caught in a vicious Hype Cycle that is only now beginning to approach the phase that Gartner calls the Slope of Enlightenment, where we get to use the good stuff, and all of those promises start to generate real value.

Graph showing the change in expectations over time of new technologies. Created by Gartner.

What’s New in Artificial Intelligence?

AI-Assisted creation is the new jam. Aside from self-driving cars keeping us safe (and making traffic less miserable) and digital assistants giving us instant, easy access to knowledge, 2020 is giving us a glimpse at a new AI capability: AI-assisted creation. 

AI-assisted creation is the ability to create new works with AI assistance. Today, we see the potential of new music, movies, articles, novels, and more being created by AI in our direction.

What if Siri could create new music for you? What if the AI could draw from the foundation of all recorded music and create original works with your direction? After all, music is just math. It will go something like this:

Human: Siri, make a new band. Combine the instrumental styles of The Beatles, The Black Eyed Peas, and Daft Punk, with the lyrical style of Kanye West and Elton John.

AI: I’ve created a new band. Here is the first song.

[Plays song]

Human: Great, now add a bit of Metallica to the vocal style, and change the main vocalist to female.

AI: Here’s the new band.

[Plays revised song]

What We Have Already Seen

This year, this type of AI-assisted creation capability has already been demonstrated by Google’s Deepmind in the form of GPT-3, or Generative Pre-Trained Transformer 3. 

GPT-3 has written articles published in major periodicals, working code in multiple programming languages, and designed web pages and User Interfaces. It’s also been responsible for generating new Machine Learning models, functioning spreadsheets, and more, for users who ask for what they want in plain English. This technology has the potential to disrupt creation itself.

Younger people are ready for this. My 9-year-old daughter uses both Siri and Alexa and asks questions like, “Show me a picture of endangered animals,” or “How long would it take to drive to the moon?” 

It’s amazing to watch her interact with AI and see the knowledge get instantly delivered.

How Artificial Intelligence Assisted Creation Could Change the Future

Some people are concerned that this will limit our ability or tenacity to think and learn for ourselves. I believe the opposite is true. 

In 2020 Artificial Intelligence is reducing the busy work involved in learning. A 4th grader can write a report on an endangered species in an hour with AI, or a week without it. We have to ask ourselves what it means to learn. The manual act of searching, scrolling, reading, and flipping pages, isn’t necessarily where the learning happens. Often it’s just busywork. 

AI is freeing us to learn more and do more in less time. In some sense, my daughter is already using AI-assisted creation to speed up her education. Interestingly, she did this on her own, asking, “Why do I need to write or type if Siri will do it for me?” The appropriate use of this tech could be an incredible advantage that we’ve barely scratched the surface of.

In my next article, I’ll dive into more technical detail on how GPT-3 works, what its limitations are, and what we might see next in GPT-4. That is, unless Deepmind gives me API access, in which case, I’ll be having GPT-3 write all of my future articles.

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Paving the Path to the Future of Work

Where Can Paths Take You?

Why we created Paths

HiringSolved started because I was forced to do contingency recruiting. I was an unemployed engineer and my recruiter-friend talked me into it. I thought: “I’m an engineer, I’ll be recruiting other engineers” –it sounded like easy money! Boy was I wrong! We started out on contingency reqs to hire brilliant engineers for Google and Apple and I was shocked at how hard it was to hire people. I went onsite at Google and I was baffled by how much work was involved to source, qualify, prepare, interview, and finally hire people. It was a crushing amount of work for the recruiters, the hiring managers, and the candidates themselves. That experience and the obvious difficulty inherent in the hiring process inspired me to think about how we could do it better. After 3 years of recruiting in the trenches, we started HiringSolved to build software to make it better.

The Future of Job Search and Hiring

Paths is a mobile-first job search platform that empowers candidates with the hiring insights.
Paths is a mobile-first job platform

Today, about 11 years after those first recruiting experiences, HiringSolved is launching Paths, our first application to help people find work. It’s been a long road so I’ll share a little bit about how we got here and how we see the future of hiring evolving, plus what we’re doing to help with the new, extreme hiring needs we now see from both the enterprise and job-seeker perspectives. This is an incredibly exciting time for us as we have been wanting to deploy our technology to the job seeker for many years.

The vision for Paths is to transform the way people find work. The early design concepts asked the question: What if you could interact with super-smart software and ask it questions like “What do I need to do to work at SpaceX?” or “I need to make more money and work remotely, how can I do that?” or “I need to move my family of 4 to Chicago, how can I land a job there in the next month? and what if that software knew everything about the job market and could guide you and advise you on your journey? What if it could show you new opportunities you’d never known about or never considered? We believe this is all within reach. The data is out there, we just need to build amazing software around it. We can do this.

Talent Intelligence – Hiring Data & Recruiting Insights

HiringSolved at its core is a company that understands how to analyze, structure, and derive intelligence from data. We started as a software company focused on building recruiting tools to help other companies hire. In the beginning, we chose to focus on what I call “the find problem”, which makes the assumption that the old saying: “good people are hard to find” is true, and seeks to solve it by automating some of the labor-intensive tasks involved in finding good people. There are many such tasks including matching people to jobs, searching, sorting, ranking, and filtering just to name a few. Looking back, I feel we’ve done a great job at solving some of these problems from the enterprise perspective with HiringSolved’s recruiter focused products. On the way we’ve invented new technologies, won awards and built amazing success stories with our customers. Yet, we have always aspired to do more. 

Helping Job Seekers Unlock Hiring

Now in 2020, we’ve seen unemployment skyrocket due to the COVID-19 pandemic. Also, We live in a world where applying for a job often means having your application evaluated by a machine to some degree. And, sometimes, HiringSolved is that machine. We have become successful in the enterprise, now we want to bring those tools to everyone.

To help more people, and to unlock more opportunities for everyone, we know we need to build solutions for the job-seeker. We need to apply all that we have learned and bring better technology not just to companies, but to everyone seeking work. That’s why we’re building Paths. Simply put, Paths does for job seekers what HiringSolved has done for hiring companies: it takes the hard part out of finding a job. It works by crunching enormous amounts of information on the entire job market to solve “the find problem” by making it easy to understand what jobs are available, what skills they require, and how the user matches up to those jobs. Paths enables a new type of career discovery, in addition to being a better way to find work.

Sign Up for Paths

Paths by HiringSolved helps job seekers unlock hiring with jobs data.
Paths empowers job seekers with hiring insights with access to corporate-level data.

Today, on April 29th, 2020, we’re launching Paths Beta 1. 

This is our first public release of this new technology designed to empower job seekers by helping them understand the job market and their opportunities within it. Like HiringSolved’s other products, this will be a long road. We’re at the very beginning of this journey. If you’d like to see what we’re working on, you can signup at Paths.io

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Exiting a market we helped create


HiringSolved has always strived to build the best software possible. Due to changes in the market, we now believe that building the best possible aggregator is in conflict with our core values.

Because of these changes, we have chosen to exit the aggregator market and focus on our automation products like TalentFeed+ and our new Recruiting Automation Platform, HiringSolved R6.

IMPORTANT: We will be operating and maintaining our aggregator products through Q1 2021 but we will not be selling or renewing annual enterprise contracts from this point forward.

Below is a podcast with our VP, Customer Experience, Jeremy Roberts discussing the move on the Chad and Cheese podcast.


HiringSolved is one of the main companies that started the “people aggregator” market along with OpenCV/Dice OpenWeb , TalentBin, Entelo, and Gild. In 2012 there was a lot of value in simply providing an improved talent search (software / UI) and combining data from multiple sources.  In the early days of HiringSolved, contact information was sparse, with only about 5-10% of profiles having any sort of email or phone information and those profiles were ones where the individual prominently displayed their contact info on the profile itself. Links to the source information were considered valuable and the speed and ease of the software of use increased that value for HiringSolved customers.

In 2015, our investors suggested that we write a code of conduct to help us navigate this new world of Big Data and aggregated open web information. We spent a good amount of time understanding our place in the market and our responsibility to our users, customers, investors, and the people whose information we collected. We then created a code of conduct, which we still operate by today.

In 2016, based on customer requests, HiringSolved analyzed the data acquisition methods required for mass collection (and aggregation) of personal emails and phones and found that it was technically trivial, and not illegal. However, we felt that doing so would violate our code of conduct in multiple ways. Further, unlike public data and social links, we feel that this level of PII is too invasive and has too much risk and potential for abuse.

Instead of working on mass data collection, we built RAI and in 2017 we conducted our first Candidate Facing Experiments, using a Facebook bot to engage with prospective candidates directly and talking to them about jobs. We learned a ton and we’ve been working ever since on our Next Big Thing.


Today, with the changes in law, privacy concerns, easy availability of mass amounts of PII, and the expectations of users, we are announcing that we are moving in a different direction. We believe the aggregator market is now a race to the bottom. Instead of following that path, we will innovate and change the game.

Our name is HiringSolved and that is our mission. To live up to our name we knew we would need build candidate-facing experiences and applications. We have been working on bringing the power of HiringSolved to the job seeker. If you’d like a sneak peek at our next big thing, click here.

Again, we will be taking care of our customers and ensuring that our aggregator products work well throughout Q1, 2021. Our goal here is not to rip anything away but to communicate our larger strategy and be open about where we see the market heading. If you’d like to speak in person about this change please email us: support@hiringsolved.com, we would love to chat with you about it.

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HiringSolved names Alex Wong as COO

Chandler, Arizona (October 1, 2018) — HiringSolved (Robocog, Inc), the leader in AI-based recruiting automation software, is proud to announce the arrival of Alex Wong in the newly formed position of Chief Operating Officer (COO).

Alex’s key responsibilities will be to identify and implement operational strategies, as well as develop and drive process discipline across all areas of the business, with an initial focus on Sales, Customer Success, and Engineering to strengthen HiringSolved’s existing operations for sustained high-growth. 

Alex comes to HiringSolved with more than 20 years in senior-level leadership experience where he has scaled companies through technology alignment and implementation as well as lead major change initiatives related to continuous business process improvement and operational excellence.

Shon Burton, CEO, HiringSolved, commented, “We’re thrilled that Alex is joining our team at HiringSolved.He joins at an exciting time as HiringSolved is launching “R6”, the next version of our TalentFeed+ recruiting automation platform. We see a huge opportunity in the market today as demand for our software is increasing dramatically. HiringSolved is bringing intelligent automation to HR Tech, an industry that is in great need of innovation. Alex’s operational experience and technical background make him a major asset for our management team as we continue to scale the company at an aggressive pace.”

About HiringSolved

HiringSolved makes talent discovery easy. We simplify the daily workflow of recruiters and managers by applying intelligent software that automates everyday tasks, improves and learns automatically, and reduces the time and effort required to hire for any position.


Media Contact:

Jeremy Roberts



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AGS Ignite Team

HiringSolved is almost 5 years old. It’s amazing to look back and see where we came from and where we are going. I’m thrilled to say that over the last 2 years we have made tremendous progress on almost every front. We have grown our team dramatically, greatly enhanced our technology, continued to build innovative products and accelerated our business through the development of a stellar sales and customer success team. As one of the founders HiringSolved, I’m super proud of what HiringSolved has achieved over the past 5 years. It’s been a very difficult road but it’s also been very rewarding.

We’ve become more sophisticated in measuring our performance by establishing KPIs for our teams, technology and business as a whole but one of the best indications we have that we’re moving in the right direction is that we have established many new partnerships in the last year. We have established important new vendor partnerships with companies like Smashfly and iCIMS, which have enabled us to seamlessly add value for our mutual customers. But the biggest evidence of our advancement in my mind is that our customers view HiringSolved as a true partner. Being a partner to your customers means many things and it may seem like a buzzword, but to me It’s not just lip service. Some of our largest customers consider us a core part of their talent acquisition strategy. We work deeply with them to understand the ever changing talent acquisition market and their challenges within with it. They strategize with us. They tell us what they see and what they need and in turn they shape our view of the market and help us define our product development strategy.

Ignite + HiringSolved = AWESOME

I feel that we’re incredibly lucky to have such customer partners. Without them it would be easy for us to get lost among the hype and buzz of the industry and our own technical and product aspirations. We’re fortunate to have great partners. We’re fortunate to have their trust. We’re thrilled to have built something that they feel is important enough to consider strategic to their cause.

One of these great partners is Allegis. We’ve been excitedly working together now for more than a year. Helping each other to build and strategize. Their knowledge of and visibility into the talent acquisition market is simply invaluable. I’d like to give a big thanks to Allegis for their partnership. I’ll give a shout out to our own Mike Dolan for connecting us and educating me on Allegis. Also huge shout outs to Fara Rives and Tom Jewett for believing in us and to Emily Wares and the entire AGS Ignite team for sending us pictures of the team wearing our “I AM A HUNTER” shirts! You are indeed hunters and you look awesome in the shirts!!! Thanks to you all!


#lifeatags, #hiringsolved+ignite, agsrox



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Introducing RAI: The First AI Assistant for Recruiters

HiringSolved Introduces RAI, the First Artificial Intelligence Assistant for Recruiters


The “Siri for recruiting,” RAI uplevels talent acquisition through unmatched targeting and efficiency

CHANDLER, Ariz., September 27, 2016—HiringSolved, a technology company that leverages artificial intelligence and machine learning to solve problems for talent acquisition practitioners, has introduced RAI, an artificial intelligence assistant for recruiters. Pronounced “Ray,” the solution (Recruiting Artificial Intelligence) maximizes the accuracy and efficiency of recruiters by providing a Siri-like conversational interface for sourcing top talent.

RAI is built upon HiringSolved’s TalentFeed search engine, which uses a layered approach to search relevance, combining multiple scoring algorithms to find the best results. Similarly, RAI’s flexible Knowledge Engine provides recruiters with detailed insights about companies, skills, title concentrations and specific people that can be sorted based on location, gender and more. Specifically regarding diversity, RAI is able to predict candidates’ genders through HiringSolved’s Diversity Search tool, which uses proprietary data that HiringSolved has access to, as opposed to relying on published statistics as most companies do. For instance, if a recruiter wants to know Google’s male-female ratio, the engine analyzes every employee working for Google, predicting their gender with an error rate of ~3%, and computing the ratio. RAI produces insights about talent in real-time, bringing context to recruiting.

“We’re building Siri for recruiting and in effect, introducing the recruiting process of tomorrow” said Shon Burton, founder and CEO of HiringSolved. “RAI reduces the level of manual labor involved in recruiting by automating many of the steps required to find and initially contact candidates. Like a chatbot, RAI is conversational, possessing the ability to have similar discussions that a human recruiter has with a hiring manager. RAI asks a series of questions like what sort of person the user is hiring, where they need to be and what skills they should have in order to significantly narrow down the candidate pool. Recruiters can reach peak performance as they match their organizations with ideal job candidates through these highly-specified search results.”

To develop RAI, HiringSolved combined multiple recent technological advances in artificial intelligence, real-time web crawling, data mining, and machine learning. Central to the user experience is RAI’s conversational interface, which is driven by a custom natural language processing engine that has been modeled after early-stage recruiting conversations, such as the discussions between a hiring manager and a recruiter.

RAI builds upon five years of research and development, and depends on data fed by multiple web-based sources, as well as HiringSolved’s TalentFeed database, which contains aggregated information from more than three billion social profiles and collected data from the public web. The database and search applications that RAI is based on uses advanced AI technologies, including predictive models, neural networks, facial recognition, and custom graph analysis systems.

RAI is available in Beta for HiringSolved customers. Users can sign up for RAI on the waiting list: https://hiringsolved.com/hello/rai

About HiringSolved

HiringSolved makes it faster and easier to find the right person for any job. Our people aggregator gathers data from across the web and filters the most relevant information into a database of candidate profiles. With global coverage, all skill sets, the most advanced search capabilities on the market, and jaw-dropping speed, users are able to source the perfect candidate in seconds.

Media Contact:

Jeremy Roberts



Jenna Saper

(646) 571-0120


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Talent Has A Genome

What if more people loved what they do?

What if we could indicate how to make your current staff happier, healthier and more productive? What if ‘culture fit’ was quantifiable? What if we could understand the interaction of aptitude, attitude and environment? What if we could predict untapped potential in people? Could we use that knowledge to make life better? Could we put more people to work? Could we help the unemployed and better utilize the underemployed? Could we give people jobs they love? Can we do these things? We think we can.


Viewing talent as a genome

We are taking a scientific approach to decoding and understanding candidates and employee/employer ‘fit’ at a fundamental level. Through this project we seek to understand in detail what makes a person fit in with a team, a role and a company. The Beatles were great not just because of the talented, hard-working individuals who made up the band, but the because of the subtle interactions of the group as a whole. By better understanding people at a fundamental level we will achieve a better understanding of those subtle interactions that make some teams so excellent.

Our data analysis approach Inspired by Semantic Networks, Bioinformatics, Phylogenetics, Cladistics and Music. Through this fundamental analysis we are able to define traits which are able to be classified and ultimately used to form taxonomies for talent. This approach enables new types of analysis on candidate data which lead to the ability to form models to predict candidate behavior and ultimately to predict many interesting properties, such as “culture fit”, willingness to travel or relocation, and even happiness within various companies and roles. We’re also looking to find hidden talents. Detecting non-obvious aptitudes, underemployment, even fitness to a role in the absence of direct experience.

By viewing people as organisms which survive and thrive differently in different work environments, we also view the employer or company as the environment in which the organism evolves. Using this model we see how the organisms interact with their environments. By analyzing and comparing employment histories we gain insight into these interactions which is used as feedback to adapt our predictive models. Our goal is to be able to use these models to enable us to predict the “fitness” of a person to a particular team or environment.


Where do we start?

We start by analyzing billions of data points. We push the data through algorithms and neural networks and see what happens. We tune the models and repeat. We’ve been working for years to collect enough data, and to refine our data analysis techniques enough to get to this point. We can see the patterns. We now have enough historical data where we can look at years of employment history for hundreds of millions of people. We’re also partnering with ATS/CRM vendors to collect anonymous statistics on people during the hiring process. This data allows us to see the other side of the signal. The people who weren’t selected for interviews or weren’t hired for particular jobs. Understanding who didn’t get the job is sometimes more important that who got the job. Having both sides of the picture gives us very clear signal and deep insights into what is happening in each type of job, location, employer and industry combinations and how they related to types of people. Gaining these insights is the first step to optimizing the employment world in a way that’s never been possible before. And, maybe even bringing some more joy to the world!

Interested in learning more? Email us at talentgenome@hiringsolved.com

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What We Learned From Sponsoring SourceCon

We’re back from Redmond after sponsoring our first industry conference, SourceCon. This was the first industry event we have ever attended and by far the largest marketing expense we’ve had in our history. To recap, HiringSolved is growing fast. We started this year with a major pivot that left over 10,000 lines of code on the cutting-room floor and refocused all our efforts on building the best social sourcing tool available. With our new focus and our recent growth, SourceCon seemed like the perfect fit for us. Since we haven’t done much marketing (we mainly do email campaigns that cost about $30 each) and have never even published a press release, we decided to make a big splash and use this event to announce ourselves to the world. After living for a long time on so little, writing a big check to be a major sponsor was scary.

Leading up to the event I felt under-prepared and worried that the expense wouldn’t pay off. For the TLDR crowd, it “felt like a movie”. We had an amazing time. Better than we could have hoped. Best of all we already have a 10X return on our investment in  booked revenue. We’ve already closed business with customers we met at the event. Here’s how it all went down:

2 months prior to the event, we worked on creating easily digestible marketing content which would clearly differentiate us from our competitors. This was a grueling process that took a large amount of time. Finally, a few days before the event we had a solid differentiating message: “HiringSolved is the only sourcing tool that let’s you find talent for all skill sets, anywhere in the world.” and we had a quick video which conveyed this concept. Since many of our emerging competitors, including Gild, Entelo and TalentBin, who were all present at the event, focus almost exclusively in the U.S. based software engineering market, this turned out to be a powerful message for us.

In exchange for our sponsorship dollars ($15,000) we were given a 6ft x 2ft table placed right in front of the exit doors in the main conference hall. We also rented 2 42″ LCD displays on 6ft stands placed behind our table so that we could do live demos. But what about Shwag? We needed something to give away at our table right? I actually hate schwag… I’ve seen too many conferences where vendors give away USB sticks and keychains with their logo, only to guilt you in to talking to them about a product you could care less about. That said, Jenny found some schwag I couldn’t refuse. Branded glasses with our message on the lenses, and branded knock-off Raybans with EL-Wire blinking in HiringSolved Blue! We spent about $1400 to buy 100 of the lens-message glasses and 50 of the coveted blue EL-Wire glasses. Cheap considering the payoff; within a few hours of busting the glasses out, we had pictures of our competitors wearing them!

We also printed up some T-shirts ($900 for 120) which I designed last minute. The shirts turned out to be a hit. They say “I am a hunter.” on the front and HiringSolved on the back. We spotted people wearing the shirts on the 2nd day of SourceCon and that weekend! The glasses were even bigger… Trevor, our CTO was being chased around during the afterparty by crowds wanting our glasses. We overheard people saying “The guy with the beard has the glasses, grab him!” several times during the night. It was awesome to see some of the best sourcers in the world wearing our glasses. The week after SourceCon was HR Tech in Chicago… we didn’t make it to that convention, but our glasses did!

Other things we learned during the event:

  • Sourcers are basically hackers.
  • Sourcers can sing!
  • Sourcers know HEX Color codes –our #038fd8 Champagne riddle was not challenging for them.
  • Sourcers really love new sourcing tools like HiringSolved 🙂

The event has already paid for itself many times over. Before committing as a sponsor, we thought about going “guerrilla” and just buying tickets and bringing our schwag, which would have worked because our schwag was awesome. However, having a booth with big monitors displaying our sourcing tool, and watching a huge crowd of great sourcers gather around our booth during each intermission, was well worth the extra cost of sponsoring. Jeremy Roberts and all of the SourceCon organizers have been amazing to work with and took extra time to connect us with people at the event. Overall: #WINWINWIN!!


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Goodbye Big Data — mdadm: No recognizable superblock

Short version for googlers: if your md devices disappear and mdadm claims to find no superblock, try this:

sudo mdadm --examine --scan --config=mdadm.conf >> /etc/mdadm/mdadm.conf

HiringSolvedAs a bootstrapped Big Data startup, we have had to get pretty creative in our approach to our crawler infrastructure. Hence, lots of cheap disks and some software raid via mdadm. We have also been creative in managing our infrastructure, using my rusty old SA skills to get the job done some of the time. That’s creative because I’m the CEO and was never really an SA in the first place. It’s been ages since I worked on this stuff. Also my mind is mostly spending cycles on recruiting, sales, marketing, product development these days. So today when when our arrays would not mount, our md0 and md1 devices had disappeared from /dev and mdadm was saying fun things like “mdadm: no recogniseable superblock”, it was a facepalm moment for me.

The excitement happened after a rare and innocent reboot on one of our crawler-data machines today. On boot, the machine reported that the MD disks had no superblocks. The md devices were not showing up in /dev at all. This was happening on multiple arrays with multiple disks each and the machine was shutdown cleanly. Manually attempting to mount the arrays failed, as did re-assembling the arrays with mdadm –assemble. We also tried fsck and several other tools.

I won’t bore you with all of the steps I took but many tools reported the lack of a superblock or a corrupt superblock on the disks or arrays. After an hour of messing around, Trevor was getting worried. There was a lot of data on those disks. Many of the forum threads were either inconclusive or talking about data recovery… not a great sign. One post said just to keep rebooting and it would fix itself. Then I found this post, the gem that we all look for with that one helpful command near the end of the thread, and the joyful confirmation posts from the lucky souls the OP of solution post helped. The command that fixed things was:

sudo mdadm –examine –scan –config=mdadm.conf >> /etc/mdadm/mdadm.conf

The output of this command contains the uuids of your devices and copies them to your mdadm.conf (assuming it’s in that location). Trevor suspected early on that this might be uuid (or lack of) related. After echoing this output to the end of the mdadm.conf /dev/md0 and /dev/md1 came back and we were able to fsck and mount with no issue, without a reboot.

Thanks to the OP for saving the day. Also thanks to the hard work of the Matt Ekstrom and the HiringSolved sales team, we’re growing fast enough to build a much better crawler infrastructure and hire a real SA! 🙂

Now… back to accounting…

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