In June, our CEO, Rachel King, and Social Content Director, Nicole Stephens hosted a LinkedIn Live Webinar with Abby Eaton Feinberg, Senior Manager of Employee Experience at RTX as a guest…

It was a Crash Course in Employer Brand Building, where they discussed the importance of building an authentic employer brand while debunking common myths and explaining the components of a basic employer brand framework.

They also shared tips for externalizing employer brand messages, including using user-generated content and creating authentic videos. The webinar highlighted the need for transparency and authenticity in employer branding for organizations to attract and retain the right candidates.

Here are the main topics discussed:

• Employer brand is the honest, unique, and compelling story about who you are as an employer.
• The EVP is just one part of the employer brand and should not be seen as a standalone solution.
• Building an employer brand requires understanding your organization, organizing and analyzing data, simplifying and crafting the brand language, and getting leadership buy-in.
• Effective ways to externalize employer brand messages include using recruiter communications, social media, job adverts, career sites, and employee-generated content.
• Authentic videos, such as behind-the-scenes footage and employee testimonials, are more effective in conveying the real company culture and attracting the right candidates.

Here are 3 video highlights from the conversation and scroll below for a replay of the full webinar and transcript:

Nicole & Abby’s Hopes & Dreams for the Future of Employer Branding:

How to Bring your Employer Brand to Life through Content and Messaging:

Best Types of Employee-Generated Videos

Watch the Full Webinar Replay:

CHAPTERS:
00:00: Introduction and Purpose of the Webinar
02:58: Defining Employer Brand and Debunking Myths
09:56: Building an Employer Brand Framework
23:13: The Power of Authentic Videos in Employer Branding
28:48: Creating User-Generated Content for an Engaging Employer Brand
32:00: Conclusion and Closing Remarks

Favorite Soundbites from Abby Feinberg:

“Your EVP is one part of your employer brand.”

“Candidates are asking for real transparency. They want community, they want purpose, they want growth alongside those material goods.”

“Your employer brand platform is an internal-facing document of grounding language that informs your external activation.”

Crash Course in Employer Brand Building Webinar Full Transcript:

Rachel King – EditMate (00:37.514)
Thank you everyone so much for showing up today. This is EditMate’s first webinar, so we’re very thrilled that you’re all here. The reason why we decided to put this on was because we found that a lot of our customers who use EditMate as a way to collect authentic employee -generated video and create authentic recruitment marketing, talent acquisition, and employer brand content. Were sort of looking to build a more solid foundation of their employer brand, define better their employer value proposition, and sort of get a better understanding of what they need to do that, if they need to do that. So I decided to bring in two experts today who can talk to you about all of that and more.

So here we’re with Abby Feinberg and she comes from employee experience at RTX and has a long history of working in the talent acquisition and employer branding space at global brands and huge organizations. She also lives on a blueberry farm in coastal Maine. So she’s living our like coastal grandma dreams already.

And then we’re also here with Nicole Stevens who works in recruitment, who is a recruitment marketing manager at Floor & Decor. She comes from a lot of experience in the employer brand, employee experience, and talent acquisition space. And she’s also particularly talented when it comes to creating social media content. You’ve probably seen her in our employer brand minute videos that we release every Thursday. So we have a lot to share today, so we’re gonna get right into it. I’m gonna hand it over to Nicole and Abby, and if you have any questions, just pop them in the chat. Even if you can’t stick around for the whole 30 minutes, add your questions in and we’ll reach out to you over LinkedIn Messenger to answer your questions later. So looking forward to this, and thank you again for being here.

Abby Feinberg She/they (02:36.855)
Thank you.

Nicole Stephens (02:57.622)
Awesome. Thanks so much, Rachel. And hi, everyone. Thanks for coming to the first LinkedIn Live. So like Rachel said, we’re just going to get right into it. So Abby, how do you define one of the key questions in our industry? How do you define employer brand?

Abby Feinberg She/they (03:18.475)
Okay, so in terms of what it is, right? It’s the honest, unique and compelling story about who you are as an employer. But employer brand is this broad term for all of the pieces that sit within it. And some will call that a brand platform, some will call that a brand framework. And there are more pieces than simply an EVP. And I didn’t think that 15 seconds in we would like get to like Abby’s first hot take, which if we haven’t met, hi, I am known for these. This is the first one for those keeping track. Folks like to talk about EVPs as though they are the one thing that’s gonna solve your employer brand. And that like, we just have an EVP that changes things and your EVP is, I don’t know, they put it on a pedestal. And in my humble point of view, your EVP is one part of your employer brand.

I genuinely don’t know how useful they are today. Because, okay, here’s the thing is that employer brand, just like consumer brand, like it’s telling people who you are. And then when you move it to like recruitment marketing, it’s selling who you are to your candidates, right? And that, like 10 years ago, even maybe five years ago, that worked because that was just where we were from a maturity standpoint.

But we are not anymore really a society who can be sold to because sales pitches don’t work on us. Our culture has evolved past the hard sell and needing more than the material stuff. Candidates are asking for real transparency. They want community, they want purpose, they want growth alongside those material goods. They want it with a great manager and they want a relationship. They don’t want the like…

Here’s what I give you and so here’s what you give me. Like that feels very tit for tat. It feels very transactional. It feels like a contract and people don’t want that. They want a relationship. And the EVP is essentially framed as the transaction. So I’m gonna share the EVP here. We’re gonna talk about it, but like, you know, take it with a healthy dose of skepticism. And I really like,

Abby Feinberg She/they (05:45.547)
If there’s one thing that you get from any of this time, please don’t be afraid to question, is the EVP the right thing for us? Or how can we evolve the EVP so that it serves us rather than us doing it because 10 years ago or five years ago, it was the right thing to do.

Nicole Stephens (06:03.574)
I love that and keep coming with the hot takes. They’re more than welcome. I have a few of my own as well. And I meant to do this in the beginning, but if people listening, if you all want to drop in the chat where you’re dialing in from, it would be awesome to see kind of locations represented. Maybe there are some local people to you. And if there’s anything specific that you hope we cover or like Rachel mentioned, any questions, just go ahead and drop them in the chat.

Abby Feinberg She/they (06:04.299)
Okay, off soap box. Off soap box

Nicole Stephens (06:31.926)
We’re going to keep going with hot takes because I think they’re fantastic. What other myths or things that are commonly said about employer brand or EVPs are you here to dispel? And this is your chance to get back on that soapbox.

Abby Feinberg She/they (06:50.027)
Cool. So all right, we heard soapbox number one, which is the EVP itself, but Nicole, I want to talk about all of these websites. All you have to do is like type in like EVP example into Google, right? And how many of us have done this or employer brand example. And it gives you like, you know, like, I’m sorry, my air pod is falling out of my ear. There we go. All right, sorry. I have, I have tiny little ears and they don’t work for AirPods.

These websites that are just like, yeah, we have 35 EVP examples. Y ‘all, those aren’t EVPs. Those are employer brand headlines. Those are external facing messages that are being said directly to employees. Very few of any of those, like I don’t want to play with a broad brush and say there isn’t one EVP in the bunch, but like very few of any of those actually are containing the content that an EVP requires.

Like your brand platform, like unless you specifically crafted otherwise, and I really would advise against it, but live your life. It’s an internal document that informs your external activation strategy. Very few companies are posting internal information on their career site. Some do. I know that like, I think HubSpot has their EVP, their culture document, right? So like, I’m not saying that none exists, but like very few are happening. And on top of that, like I’m also kind of like gonna get into it on this like internal versus external messaging like And this is me just like being a just a writing nerd and a little bit of a brand nerd But like when you are writing your brand platform language, as I said, it is internal grounding language You are writing as the employer about yourself the company when you’re writing messaging to go places like career sites and socials, etc You are primarily writing to the candidate. And so those two things are like, like pretty fundamentally different. The internal informs the external. So that external headline that you’re seeing is informed by an, by an EVP most likely, it’s informed by an entire brand platform, not just the EVP. And so I want everybody to just like, if, if you haven’t worked in with a brand framework before and I just want to make sure that we’re all kind of coming in here with eyes wide open and really knowing what we’re working with here.

Nicole Stephens (09:25.59)
Yeah, I think that’s a really interesting call. And I was on a webinar yesterday with Phenom, who I think a lot of companies use, and they said 37 % of the Fortune 500 companies have an EVP on their career site. And I thought it was really interesting thinking of this conversation coming up, because they might have things that are attractive to candidates and things that could be considered value props, but they’re probably not their EVP. Maybe one or two of them have their actual EVP on the career site, but I thought it was interesting that that stat was shared and they’re most likely not the actual employer value prop front and center on the career site. But for those of us who maybe haven’t worked at places with EVPs or would love to understand a little bit more about your experience and how you lay things out, how do people get started with an employer brand EVP framework?

Abby Feinberg She/they (10:26.571)
Yeah, I think this is a great question, especially like coming off of that soapbox of like, that’s not what you’re seeing. It’s like, you know, I feel like probably the next natural question is like, well, then what the heck is even a brand framework? Like how do I even wrap my head around that? It feels very abstract. And I promise you tools, I always deliver.

Abby Feinberg She/they (10:50.763)
Let’s make that happen.

Nicole Stephens (11:06.454)
You’re good.

Abby Feinberg She/they (11:07.883)
Beautiful we’re on. Okay, so screenshot this slide. Feel free to recreate it, use it, take it, love it. These are the pieces that make up a brand framework. The top two pieces that you see here, you’re going to recognize those, right? You’re going to be able to fill those in on your own because those should already exist within your workplace. If they don’t then…

Sounds like you have some other foundational work before you finally get to an EB, which is fine. Like no problem. Everybody’s at a different place, right? But they’re on here because your purpose and your value should seamlessly slide into place as though they were all written at the same time. Then when we get to your brand positioning, just like with a consumer brand, it’s a statement that articulates how you want to be perceived in the market. So that’s what that actually like. So that’s the goal of what you’d be trying to create with brand positioning.

When you get to a step lower than that is your narrative, that’s your employer brand story. That is the story of who you are as an employer. And your headline, I kind of included that sort of in the same area. If you choose to create that within your platform, and many do, so that’s why I’ve placed that here, that is the external facing touch phrase of your employer brand. That is the one thing that lives here that I would call like, that is like deliberately externally facing.

All the rest of this is internal graphing. Then when we move down, you see the pillars. There can be, you know, every company can decide how many pillars they want within their brand framework. It’s generally four to six. Those are the attributes and the behaviors that really make your brand true. Those are your employer brand building blocks. And then lastly, once you complete your employer brand, just kind of as is, I suggest to a lot of organizations to create personas but that is a whole different topic and I could take a whole half hour just talking about personas. So we’re just gonna neatly talk those at the end. And I know I said it twice already, but I’m gonna say it a third time for the folks in the back. Your employer brand platform is an internal facing document of grounding language that informs your external activation. Unless you specifically are crafting external messaging to go along with it like.

Abby Feinberg She/they (13:28.747)
It’s that is an internal document. It’s the who we are information that informs how we market ourselves to the candidates who we want to attract.

Nicole Stephens (13:39.414)
Yep, say it again, absolutely. I don’t think that can be underscored enough, truly, just because there are some basics that everyone needs to align on before we can move this type of work forward. As we were talking about before, keep moving the industry forward. So I think this is a fantastic layout. And for someone looking at this, like Abby said, screen grab it, and then, okay, say I work somewhere without an EVP.

Abby Feinberg She/they (13:42.571)
Yeah.

Nicole Stephens (14:08.406)
And I’m looking at this slide, and I’m wondering, OK, this looks like a great layout, but how would you go about getting started in a thoughtful way so I can start filling out some of these sections? What recommendations would you give?

Abby Feinberg She/they (14:24.779)
Yeah, well, let’s start by saying like, you’re not just going to go in and fill in the sections I wish it was, I dream it would be so easy. There’s, you know, there’s, good Lord, I just almost poked myself in the face with my pen. There’s a lot of work to get there, right? And so the tools don’t end here. I’ve created the four, not at all quick steps to building your employer brand. This is a whole process. This is like an entire like scope of work. This is a full -time job. I used to do this when I was an employer brand consultant. This was my work. This is also can be absolutely be done internally as well. But this is the highest possible level overview of how you can take the idea of building an employer brand and make it a reality. Like just really like we’re thinking at like 60 ,000 feet here. So there’s a lot that has to be done under here. But I also trust that everybody who’s on here is problem solvers.

And that there are helpful, wonderful consultants along the way who can act as guides, who can be there to support. There are also leaders who know EB and can support from this lens. But it does. It takes an extraordinary amount of time, energy, resources, and collaboration to get you there. But you can get yourself there. So I’ve summed it up into a couple of steps to get you started and start thinking about what that would look like. It starts by knowing your organization really, really, really well. So it’s conducting and analyzing surveys. It’s running focus groups with employees of all levels. It’s holding interviews with your leaders, with your key stakeholders, with your kind of culture champions. It’s reading the Glassdoor reviews. It’s getting an enormous amount of information under you about how people feel about what you’re doing, what they want to offer, what the vision is for the organization. And then…

You move to step two, you have all of this information, what do you do with it? Once you’ve understood your organization really well, you need to organize all that data and elevate the themes so that you can see what the data is telling you about the experience at the organization from lots of different seats, from the leadership seat, from the candidate seat, from the employee seat, from the specifically the software engineer seat versus the marketing seat versus the customer service seat.

Abby Feinberg She/they (16:50.987)
Really understand it, get those insights. Once you’ve identified what those things are, those insights, I really recommend just writing, writing, writing, and simplifying, simplifying, simplifying. Once you’re there and you’ve gotten to the place of, okay, I really understand, I’ve elevated my themes, now what do I do with it? Now you’ve gotten to the place of creative development. And so you can start really crafting the language that can go within your framework.

And the best advice that I have for you here is to get really specific, get really simple and clear. You know, don’t lock yourself into a cave, like collaborate with people on this. It shouldn’t be done alone. and get to a place where you are, you know, really using the organization’s voice and those insights are, you know, appropriately elevated. And this is also where you’re going to look at that framework and go, where’s the right places for these different insights to show themselves. And because some things are gonna be pillars because those are gonna be really like, you know, the foundational elements of the brand. Some things, you know, are, you know, gonna show up. Maybe it’ll have a mention in the story, but it’s not necessarily gonna be elevated to be, you know, mentioned in the positioning statement, et cetera. So you’re gonna really wanna like look at what the framework is asking and then how your insights best work within that framework. And then also,

If you think the framework is garbage, it is absolutely okay to think that the framework that I’ve given you doesn’t work for you. And if it doesn’t work for you, awesome, go make your own. A framework is meant to be bent and moved and shifted. They are not meant to be created 10 years ago and still be workable today. So if you want to create a different model, go create a different model. That is great.

The one thing that I will suggest is just make sure that you are creating something that is systemic, that you can use again. Because once you become awesome at this, you’re going to want to create more EVPs and you’re going to want to be able to have that template to work from. And then lastly, once you create the thing that’s not going to be the end, you’re going to have to go to leadership, you’re going to have to socialize it with lots of different people, you’re going to have to refine over and over and over and finally get it approved to do something with it.

Abby Feinberg She/they (19:15.595)
You become a company navigator here, right? You’re gonna have to work with your leaders, get feedback and really identify who that final approver is. And so that you can understand like when you can stop refining and you can start moving ahead into how do we activate.

Nicole Stephens (19:32.214)
I think that’s such a good call out, Abby, because if you don’t have that stopping point, you can keep doing this forever. You can keep collecting insights. You can keep having focus groups and reading Glassdoor reviews and digging in to understand experiences with employees across the company. And you need to kind of solidify, OK, we’re going to be comfortable at X point and we’re going to do something with it. Because otherwise, I can just imagine, especially for, you know, people, other people who are data nerds, myself included, like, I want more, I want to understand this particular role. Like, at some point, you need to kind of actually leverage what you’ve found out, what you’ve created from that, and then put it out into the universe and put it to use. So, in terms of once this is created, you know, you’ve reached that stopping point, everyone’s bought in, hopefully.

What are some of the ways that you found success externalizing some of these messages?

Abby Feinberg She/they (20:37.195)
And this right back to you. Nicole is the ultimate in terms of recruitment marketing. So, Nicole, I want you to talk about this one.

Nicole Stephens (20:40.822)
Yeah.

Nicole Stephens (20:49.654)
Okay, fair enough. I can definitely talk about some of them and I would love your ideas as well. And if you have ideas in the chat that we’re not discussing, that you found successful, or maybe that you haven’t done, but you want to try, drop them in. So the very first thing, and these are a little bit in order, but on the candidate side is recruiter comms. They should be involved in your discovery, but definitely equip them right with the messaging and the talking points.

So that they can ensure consistent messaging with candidates and they’re reinforcing what they’re seeing on job descriptions and get the career site, social media posts, et cetera. Speaking of social, you know, this can go any and everywhere. So LinkedIn, YouTube, TikTok, I don’t know if we’re abbreviating it TT, but I’m trying to make that a thing. Instagram, like whatever channels you are spending time and potentially money on speaking to candidates and creating candidate-focused content is where you should be reinforcing this messaging through different tactics. Job adverts, absolutely. If your company is mature enough that you have different job adverts from job descriptions, please leverage this real estate for reinforcing that messaging as well. And then your career site has a ton of places that you can be leveraging this. Blogs, any copy, if you have testimonials, share, hey, this is something that you can speak to. Don’t direct people to talk only about something. But if people say, I’d love to give a testimonial, but I don’t necessarily know what to talk about, or I have these couple ideas, give people options. All of this can be done via video, and that’s where the kids spend their time these days, myself included.

Right, the younger generations live on TikTok, they live on YouTube, they’re not Googling things, they’re looking to Reddit. They’re literally searching, da da da da da, Reddit to get to, you know, those answers, YouTube videos, TikTok videos. So while we’re thinking about creating this content that reinforces, you know, our brand positioning and messaging, we’ve also gotta be thinking about how we’re doing it. So if it’s a day in the life video,

Nicole Stephens (23:11.926)
Is it polished? Does it have music behind it? Are there really nice, beautiful transitions? Or is it a little bit more raw? And do people find it believable and relatable? Because if not, you’re losing credibility while you’re trying to share messaging. So that’s a huge opportunity there. And then once people are employees, reinforce it in onboarding, employee recognition program content.

Internal comms has a lot of opportunity, ERGs as well. So tons of opportunities and Abby, I’d love to hear, you know, in addition to these or if there’s anything specific within these opportunities, what you’ve seen or what you’ve done in terms of activation.

Abby Feinberg She/they (23:57.899)
Yeah, so I want to share an idea that Nicole and I were just talking, like truly just talking about when we were running through this, which is that She and I both, like our hopes and dreams is that someday somebody is creating an entirely user generated employer brand. Like we want to see an employer, like, and I would love to see it as an experiment because I want to see an employer brand that employees have created the content from start to finish. And maybe it’s not like maybe the framework is like, yeah, employees are like a huge proponent in terms of an input, but the framework is maybe like built out with brand language, but then every activation is user generated. I don’t know how it needs to be done, but I’m not the one who’s probably gonna do it. Just because I’m living in the employee experience land right now.

But I want to invite and challenge all of you to think about user generated content and think about how you can get your employees engaged in the work. And there are a zillion different ways that you can do that. But like, when we go back to kind of what I was originally talking about, where like people we’ve moved beyond the sales pitch, right? People do not want to be sold to anymore. Companies have eroded trust with their employees and their candidates over a long period of time. And that has not been healed and employees and candidates feel that. And we need to, and one way that we can help to bridge that gap is by instilling trust in our employees telling our story and by empowering and engaging them to do that. So that’s something that like, that’s just like a hope and dream that I know feels passionately about and that I do as well, that I would really like to see people dig into in the future.

Nicole Stephens (25:56.342)
And if anyone is wondering, and Abby, you I think spoke to your experience and your managing and play experience. So I’m three weeks into my new company at Floor & Decor. And if anyone’s thinking, okay, if this is your hope and dream, like, why don’t you make it happen? I am working on it, 100 % because, you know, stock photos don’t cut it. Those beautiful, like really overly polished videos. Like if it’s a really cool Nike ad, like maybe, but ultimately, you know, there are thousands of companies that no one’s ever heard of. A lot of us probably work for them. And we’re working on brand awareness. And simultaneously, hopefully, we’re working on employee engagement, because that’s such a big part of employer brand. And so the opportunity for Abby, for me, for the people on this call, for people in our industry to make a difference and do things in a way that makes sense and that candidates want is huge. And we’re all busy. We have a million priorities.

But with the framework that Abby laid out, I think there are a lot of takeaways that people can go and make things happen after this call.

Rachel King – EditMate (27:05.404)
And just to pop in, one question I had, specifically with what you guys were saying, with authentic videos and UGC and building that kind of stuff based on your employer brand and all of that, is What do you think are the most effective types of videos for a job candidate and also for the people who are already working at a company? What do you think they would want to see? Is it day in the life? Is it interviews about someone’s career trajectory at a company? Is it behind the scenes with the internship program? What have you guys seen in your experience that’s really effective and really works well?

Nicole Stephens (27:47.158)
I have so many thoughts, so I’ll start and then I’ll let Abby jump in. So I think behind the scenes, if it’s real, there, I think it was Google a couple of years ago that like allowed employees to share like real behind the scenes or LinkedIn or one of the big companies. And they were like, here, I’m grabbing my coffee and like I’m joining my 90th meeting of the day. And it just, you know, okay, now I understand you have a lot of meetings, but it was just like real and you could understand what their day was like without it seeming like now I’m joining another meeting. You know, it was like, okay, I have 90 meetings today. I can relate to that feeling, but I would be okay working somewhere with that, with that experience. So I think real day in the life’s that a lot of companies aren’t quite ready for. And I also think behind the scenes in really short snippets. So for example, I’ll just use my own company. So we’re like flooring wood tile. So if we have like a new product, instead of doing a marketing piece and saying we have a new a tile, I don’t know, three weeks in, forgive me, but you know, we have this new tile product. Have an employee, you know, share a video that’s 30 seconds because you’re reinforcing employee credibility and that they’re experts in the space, which makes customers more confident. So marketing’s happy. And you’re also giving employees that voice, right? Nordstrom does a really good job of this. They currently do it. If you go to their site and you click on products, a lot of them have employees discussing, you know, the features of a dress.

And I think that is in a way a behind the scenes without overtly being like, here’s what I do. It’s not that exact. It’s letting them talk about what they do without saying, I do this.

Rachel King – EditMate (29:28.891)
Yeah, it’s almost like using employees in a similar manner as ambassadors or influencers, but in a way that kind of benefits both sides of it, where it’s like you’re getting an organic view of things and you’re also giving your employees a platform.

Abby Feinberg She/they (29:45.39)
Right. And really like giving them the opportunity to talk about how they did something. Like great, big product launch, like talk to the employees so that they’re allowed to stay off the cuff. Like here was the process, like here’s what we went through. Here we started in design and then we did here and then we had to go back again because we learned something new. And so like to be able to kind of document that experience.

Nicole Stephens (29:45.398)
Yeah, exactly.

Rachel King – EditMate (29:49.914)
Mm.

Abby Feinberg She/they (30:11.531)
That to me is so much more meaningful than a talking head about my career experience at XYZ company.

Nicole Stephens (30:20.374)
Yeah, especially if it’s during a certain month, like during Pride Month this month, a lot of my experience in the ERG, and that’s great, but can you have that employee talk about a life experience or if they want to share what they do at work, kind of broaden the opportunities for what people share.

Rachel King – EditMate (30:39.898)
Totally. And I think like, like we were talking about before this started is that now like everyone, there’s so much out there on, you know, YouTube, on blogs, there’s like so much content that you really need to be creating stuff that like cuts through the noise. And people are constantly getting inundated with so much stuff, so much marketing, so much promotions that they’re like skeptical. Like they want to see something that’s more authentic and especially with the younger generations, like they just don’t necessarily buy like a scripted talking head video with a green screen in the background. Like they don’t really, they don’t believe that like, yeah, that’s what it’s like to work there. They want to know that like, no, you do have to attend 90 meetings per day at Google. And it kind of benefits the businesses too, to like actually show that because if they’re showing their real company what the real culture is like, they’re going to get applicants that are actually a good fit and will actually be a good fit in the office, in the company culture, and that’ll help with retention and hiring and saving money that way and everything else. So it’s kind of like, it might feel a little bit risky to put your company out there in a raw, authentic way, but I feel like it pays off in the end.

Nicole Stephens (31:56.438)
Yeah, 100%.

Rachel King – EditMate (32:00.888)
Well, do you guys have anything else to add? I think we’re about at the 1130 mark and we wanted for this to be like a tight 30 minute thing so everyone can get back to work and not have their whole mornings taken up. Do you guys have anything else to add before we stop recording?

Abby Feinberg She/they (32:21.067)
Not for me.

Nicole Stephens (32:22.55)
No, I think Abby, thank you so much for joining and Rachel and EditMate, thank you so much for hosting this.

Rachel King – EditMate (32:28.824)
Awesome. Thank you. You guys were amazing. I was completely blown away. Thank you so much to both of you and thank you to everyone who attended. We’re planning on doing one of these every month, the last Thursday of every month. This was our first one. So thank you again. We’re thrilled that you’re all here and hope you have a good rest of your Thursday. Bye.

Abby Feinberg She/they (32:29.547)
Yes, thank you.

Abby Feinberg She/they (32:50.699)
Bye.

Nicole Stephens (32:51.062)
Thanks everyone!

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