Pod Insights The Chad & Cheese Podcast Domino’s HR Tech Transformation with Matt King About this episode Domino’s isn’t just delivering pizza in 30 minutes or less anymore—they’re trying to deliver candidates, too. In this episode, we sit down with Matt King, Director of HR Tech at Domino’s, to talk AI, ATS drama, and why franchisees always have “better ideas” than corporate. From killing off Kenexa (RIP, nobody misses you) to jumping into bed with SmartRecruiters, Domino’s is betting big on speed, automation, and a sprinkle of chatbot charm. Matt spills on: Why hiring at Domino’s must be as fast as ordering a pepperoni with extra cheese. How chatbots went from clunky decision trees to almost-human assistants (minus the dad jokes). What happens when franchisees get in a room with vendors. The eternal struggle between human touch and “just let the damn bot send the background check reminder.” And yes—we even asked about the Noid. Because if Domino’s doesn’t bring him back as a recruiting chatbot, what are we even doing here? It’s tech, pizza, and questionable morals—just another day on The Chad & Cheese Podcast: AI Sessions.
Transcript 0:00 Speaker 00 Dude, it turns out that Winston Smart Recruiter's first AI hiring sidekick is taking all the grunt work out of Recruiter's Day. Things like candidate screening, scheduling, all the admin garbage no one actually wants to touch. Winston can do it all.
0:17 Speaker 01 Man, you know I'm a fan of using new tech that takes the boring repetitive crap out of a Recruiter's Day and allows them to have more time to connect with hiring managers and candidates.
0:29 Speaker 00 Yep, Winston is doing the heavy lifting while recruiters kick back and do the actual hiring stuff. You know, like talking to people.
0:37 Speaker 01 I really dig that Smart Recruiters is evolving out of the legacy ATS model and embracing cleaner processes using AI. With most ATS providers, it's like, hey, 2003 called and it wants its 30-minute application process back.
0:53 Speaker 00 No doubt. It sounds like Rebecca and the team are using Winston to push Smart Recruiters into the future while the ATS vendors are basically on an AOL dial-up modem with a dashboard.
1:05 Speaker 01 With Smart Recruiters, Winston does the grind and the recruiters get the glory.
1:11 Speaker 00 For more information on superhuman hiring with Winston, visit smartrecruiters.com. That's smartrecruiters.com.
1:19 Speaker 01 Start using Winston today, or I guess you can stick with...
1:25 Speaker 02 Now we return you to our regular scheduled program in progress.
1:29 Speaker 03 Hide your kids, lock the doors. You're listening to HR's Most Dangerous Podcast. Chad Soash and Joel Cheeseman are here to punch the recruiting industry right where it hurts. Complete with breaking news, brash opinion, and loads of snark. Buckle up, boys and girls. It's time for the Chad and Cheese Podcast.
1:50 Speaker 00 All right, let's do this. We are the Chad and Cheese Podcast. I'm your co-host, Joel Cheeseman. Fighting shotgun is Chad Soash, and this is the AI Sessions Frontline Series as we welcome Matt King, Director of HR Technology at Domino's. Matt, welcome to HR's Most Dangerous Podcast.
2:09 Speaker 04 Pleasure to be here, fellas.
2:11 Speaker 00 Glad to have you here. So a lot of people know Domino's Pizza, but they may not know Matt King. So give us the elevator pitch on you and what you're doing at Domino's.
2:19 Speaker 04 It's been a long journey. So I got my start in educational technology and made a big career pivot a few years ago and went into HR technology and found myself at Domino's. And I manage our HR tech stack. So I manage our SaaS applications, hiring, learning systems, workforce management systems, talent systems, and I also help manage our core HCM. And one thing that's interesting about our tech stack and the way we deploy it to our US system is we play both in the corporate space and the franchise space. So we have managed deployments of some of these platforms to our franchisees, make them available to them as well.
2:54 Speaker 00 Make it available to them, but they don't have to actually use it? Is that what I'm hearing?
2:58 Speaker 04 It depends. Yeah. So in the case of our learning systems, they're optional for our franchisees to use, for our hiring systems to help us create brand unity and sort of a centralized branding experience for potential Domino's employees, either at our franchise organizations or for our corporate organizations. We do mandate the use of an ATS solution, Smart Recruiters, and we have a centralized career site that covers the whole brand.
3:22 Speaker 00 And Domino's was tech before tech was cool, right? I mean, they were doing mobile ordering before anyone else. Does that mentality permeate into the recruitment set?
3:31 Speaker 04 Yeah, it certainly does. You know, we have a lot of technology differentiators in our brand and our hiring technology, recruitment technology is no different. But we've been on an interesting journey, right? Like, I think that one of the things you observe is there are there are changes in how you think about the engagement of candidates, the level of engagement that's appropriate to have with candidates. Sometimes you want a lot of human touch. Sometimes you want a lot of automation. It's hard to really connect those two things. So we kind of ebb and flow, right? In terms of the amount of automation that we enable. And one thing that's interesting about our business too is it's not just automation. It's not just, you know, ease of candidate experience that we think about. It's also extensibility to our franchisees because these are independent business owners.
4:13 Speaker 04 Our franchisees are incredibly entrepreneurial. They're incredible operators. They're coming to us all the time with ways that they've optimized their hiring processes that we're considering for our corporate locations as well. So we want to make sure that we're giving them tools that are forward-facing, really, really cutting-edge, but also have a lot of flexibility for them to manipulate them, to satisfy the needs that they have as unique, independent businesses. And that can be a real challenge.
4:38 Speaker 01 So being in the, how many corporate stores versus franchises? What's the percentage around?
4:45 Speaker 04 Yeah, so we have about 7,100 locations in the United States, about 21,000 internationally. In the, in the United States, we have, it fluctuates, but anywhere between 250, 300 corporate stores. And then the rest is franchise.
5:00 Speaker 01 Yeah, so the bulk is franchise. So has there been kind of like a draw for people wanting to use AI in your space? To be able to help them actually prospectively become a standard throughout all of Domino's? Cause we're seeing restaurants using chatbots at the drive through. I mean, they're, they're all over the place, right? So is this almost kind of like a cool factor they might be able to get into now? And it might allow you from a corporate standpoint, really to get more standardized across all the franchises?
5:32 Speaker 04 You know, I think so. I mean, I think in terms of the, the candidate job search and application experience, like my perspective on this. And I think that, you know, our corporate recruiters share this perspective is that conversational applications is essentially table stakes in our space now. That's no longer sort of cutting edge or, cutting edge or cool. I guess it will always sort of be cool. But, you know, we started with a candidate facing chatbot that allows for job search, application, answering screening, screening questions all within that, that one experience. What I'm seeing there is there's kind of like two evolutions I'm observing. One is just that experience has gotten a lot better. So it's not quite as scripted. It doesn't feel like, you know, it's automated responses to very specific prompts.
6:13 Speaker 00 The decision tree is leaving.
6:15 Speaker 04 Exactly, and it feels a lot more human.
6:17 Speaker 00 That's a dad joke chat, leaving.
6:19 Speaker 04 The other thing that's nice about it gives you opportunities to like add in additional validations that weren't possible before. Like this doesn't look like a real social security number, that kind of thing. And say that in a nice way. But the other thing that I think we're starting to see is the, the workflow orchestration that happens. That's, you know, conversational assistant assisted. And that really touches the recruiters and the orchestration of the candidate experience as they go through the hiring process. Because our goal is to get the initial touch point with the candidate. Into the applicant tracking system as quickly as possible.
6:51 Speaker 01 Yeah.
6:51 Speaker 04 We don't want to bombard them with like a 20 question application and capture all this information upfront.
6:56 Speaker 01 Yeah.
6:56 Speaker 04 We want to capture it only if we need it. And you know, I think, you know, for the most part, that's been our objective is like appropriate information at the appropriate time. Capture it through an omni-channel, multi-channel experience that meets candidates where they're at.
7:09 Speaker 01 So what from the recruiter standpoint, I mean, because we always talk about candidate experience. We never talk about recruiter experience, right? And that's pretty important because we want to keep them around. We want to make sure that their job doesn't suck. So on that side of the house, have you seen that this could make a much better recruiter experience? And then how are you currently structured? Do the recruiters only hire for corporate? Do they also help out with franchise? How does, what's that dynamic look like?
7:37 Speaker 04 Yeah, it's interesting. So we don't, our recruiters don't advise or support our franchisees in any particular way, other than best practice sharing.
7:46 Speaker 01 Gotcha.
7:46 Speaker 04 So if we're doing something in the corporate space that we think is beneficial for franchisees to be aware of and then think about whether they want to adopt for their organization. We certainly will make that information available and our recruitment team has relationships with our franchise recruitment teams that operate within these franchisees.
8:03 Speaker 04 You know, beyond that, like I think that we've really endeavored, especially after the switch to smart recruiters, to bring franchisees much more into the mix in expressing their needs to our vendor partner. So we've, we've had onsite sessions where we've brought in some of our major franchisees to speak directly with smart recruiters, have their, run in their entire recruiting teams.
8:22 Speaker 01 Gotcha.
8:22 Speaker 04 And had them speak directly with smart recruiters product teams. And that has been, you know, a pretty unique experience because we can make a lot of assumptions.
8:30 Speaker 01 Yeah.
8:30 Speaker 04 Sitting, sitting at corporate headquarters about what our franchisees need. But I think the thing that I always keep in mind is like the persona of the franchisee. It's a privilege to some extent to be a dedicated recruiter. But these franchisees are responsible for the P and L of their entire business.
8:45 Speaker 01 Yeah.
8:45 Speaker 04 They may have a recruitment team, they may not.
8:47 Speaker 01 Right.
8:47 Speaker 04 They may be a single store operator who's doing everything from recruitment to managing their store, to ordering food. So there's a lot on their plate.
8:57 Speaker 01 You highlighted.
8:58 Speaker 00 Speed and I think that's incredibly important. I think my guess is if Domino's takes too long, I'm at Pizza Hut or Papa John's or McDonald's or any other sort of fast food or hourly job. But I know that you're also very aware of your brand and what Domino's means and the promise. And I mean, even when we were kids, it was like 30 minutes or less, which I know has changed. Like those things stick with you. And I think that they stay with you.
9:22 Speaker 04 Or free.
9:22 Speaker 00 And the job search, the job search experience. So how do you balance speed? But then also the experience is something that Domino's, you know, supports.
9:33 Speaker 04 Yeah, I mean, I guess I would start by saying it is a balance, right? And I think, you know, across the entire US footprint, it's hard to find one size fits all because, you know, as I mentioned, there's variations in how franchisees choose to run their hiring. I think that, you know, in terms of like, sort of how we identify as a brand, there are certain things that are sort of core tenets of who we are. Operational efficiency, speed, customer service. These are the types of things that we tend to select for in terms of our hiring as well. And, you know, every franchisee and like every business unit in corporate sort of makes some of their own decisions about how to prioritize those different factors. But that's the DNA of the brand, right? It's customer focused. It's amazing product.
10:14 Speaker 04 It's, you know, hiring at the speed of our business and our business moves very, very fast operationally. So I'd say that like, because it's, because that is part of who we are, that focus on efficiency, that focus on accuracy.
10:29 Speaker 00 It almost sounds like speed is the brand.
10:31 Speaker 04 The speed is the.
10:31 Speaker 00 You're killing two birds with one stone. Not only are we fast, but we're supporting the brand.
10:35 Speaker 04 Exactly.
10:35 Speaker 00 Efficiency.
10:36 Speaker 04 Exactly. But I think, you know, the other thing too is like you walk into a Domino's store and you expect, you expect the store to be clean. You expect the people to be friendly. You expect your pizza to be made with a smile. You expect the same, the same pizza every time. And you expect the same level of value every time. And so I think that, you know, there is sort of a representation of that and how we choose to, to run hiring as a, as a corporate entity. Now our franchisees choose to run hiring. And I think one of the things that really helps us create sort of the centralization point is the, the brand wide career site. Because that allows us to sort of tell the EVP within the context of our branding.
11:12 Speaker 04 Our, our career site tells the story of who we are. It tells the story of what we're about. It tells the story of our history. It tells the story of prospective candidates of like. If you're into these values, if you're into these priorities in a job that you work, there's opportunity here for you. And so I think regardless of how franchisees choose to structure their hiring processes, or how we do on the corporate side, you can still sort of tell the same story about what it's like to work in a Domino's store. And I think that's really critical. And I think, you know, part of the reason that having sort of centralized employment branding focus, at least at the high level, has been really advantageous for us.
11:48 Speaker 01 Meet Dave. Dave's resume says he's customer centric, a point of sale systems expert, and a people leader. Reality check, Dave's resume was written by AI and AI applied to thousands of jobs while Dave was on his couch binging episodes of Jackass all day.
12:09 Speaker 01 How can you insert trust back into your hiring process? One word, Tatio. Tatio cuts through the BS by using real world job simulations, testing candidates so you can actually see how they perform the job before you waste a single minute interviewing or onboarding a fake. Insert trust back into your hiring process with Tatio. Check out Tatio today at T A T I O dot I O. That's T A T I O dot I O. So talk about choice, because there are plenty of platforms that are out there. You've chosen smart recruiters, right? You obviously, you know, did due diligence around
12:48 Speaker 01 that. What, what was that process? What did it look like? Number one. And then from a, not just corporate, but also from a franchisee standpoint, I mean, how much did they get to weigh in? And then also, what's the, the penetration rate right now for, for usage? How, you know, what's, what's it look like? 90% franchises are using 100%? What's that look like?
13:09 Speaker 04 Yeah. So the selection process, it helps to understand where we came from.
13:13 Speaker 01 Yeah.
13:14 Speaker 04 So we had, we were on Canexa before and we had a very-
13:17 Speaker 01 I'm sorry. I'm sorry. Canexa, Brass Ring, 37 other names. Yeah.
13:22 Speaker 04 Yeah. I mean, it was like IBM, Canexa, Brass Ring on cloud, which, you know, when we implemented it was, I wouldn't say it was a cutting edge system, but was, you know, relatively modern compared to what else was in the space. The problem was we grew a lot of other technologies around it and integrated them. And so what we ended up with was a very unwieldy tech stack. And so you'd have your automation layer, you'd have your communication layer, you'd have your core ATS, you'd have the recruiter facing hired score driven overlay to Konekse. And it all sort of worked, but it was very expensive. It was incredibly unwieldy to maintain. And it was candidly just quite expensive. And so what we were looking for was, well, we're seeing a lot of movement in the ATS space into more integrated solutions where,
14:07 Speaker 04 you know, a texting engine, communications automation engine, CRM, these things are sort of baked into the offering. And so we found that in Smart Recruiters. We did a lengthy RFP process. You asked about franchise involvement in that process. When we source technologies like this, typically we'll have franchisee focus groups that will weigh in on behalf of the system. And they're deeply involved in the requirements definition and design and validation of the solution.
14:33 Speaker 01 You're saying the franchisees have an opinion.
14:35 Speaker 04 They absolutely, they absolutely have an opinion and they do, they do. And they, you know, they call out things that we miss, right? Because they're, they're on the front lines. They see things we don't see.
14:45 Speaker 01 Day to day.
14:45 Speaker 04 Day to day. And, you know, the other thing too is like, we can be very prescriptive about how we want hiring to work for the people that work for Domino's corporate.
14:53 Speaker 01 Yeah.
14:54 Speaker 04 We can't be prescriptive about that for our franchise operators. They have different needs and, you know, you don't know what they are until you bring them in. The great thing is Smart Recruiters was fantastically receptive to having those conversations. So it was almost like we were doing sort of two implementations simultaneously. One for corporate, much more prescriptive, much more buttoned up in terms of like the rigidity of our hiring processes. And then one for our franchisees, which was about maximizing flexibility. And by and large, that's what we've gotten. Smart Recruiters, I think, has been on a journey of evolution. I think they've learned a lot, a lot from us and vice versa, especially in the high volume space.
15:31 Speaker 01 Oh yeah. Well, I mean, you're actually helping them through the piloting of Winston, which we've seen Winston all over the place lately. Talk a little bit about that, especially the, the genesis of that. Conversation of, hey, we're looking to do a big pivot. I mean, they literally were modeled off of legacy systems and they're pivoting very hard into agentic. Was that exciting for you, knowing that they were your platform? A little risky, maybe? Talk a little bit about that because you got involved. Yeah.
16:01 Speaker 04 Yeah, I mean, I have like a sort of internal debate raging all the time of like, am I a Luddite about this stuff?
16:08 Speaker 01 Like, this is about, you know, KFC or.
16:11 Speaker 00 Chipotle you talk about is usually the two. The fight within, yeah.
16:15 Speaker 04 Yeah. No, I feel your, I feel your trauma, man. It's, um, yeah, I mean, I think that, like I mentioned earlier, that I think that like conversational application experiences are table stakes now. Like, I don't think that those are edgy or cool or differentiating. And I think, you know, what has been like reassuring, I think about the, the realization smart recruiters has had about their position in the market is I think there's a pretty important space there for them to occupy. You're going to have like your big enterprises that have Workday and they're going to use Workday as their ATS, but they're going to have like a really nice candidate facing front end and they're going to optimize the recruiter experience with, you know, other bolt on tools. But what about companies that are in a position where they're either like in the process of choosing a new enterprise ERP, new HCM?
17:01 Speaker 04 They may not want to invest in something like Workday because it's a little bit bulky for their needs. I want to go with like a tier 1.5 or tier 2 HCM vendor.
17:08 Speaker 01 More global, maybe.
17:10 Speaker 04 But that, yeah, exactly. But they really need super high quality and minimize the complexity of your tech stack ATS solutions. And I think smart recruiters is poised to, to really be impactful in that space. In terms of the design relationship, you know, from the moment Winston was a glint in the product team's eye. We've been, I think, on the same page that this is, this is something that is necessary to make sure that like they remain competitive in this space.
17:37 Speaker 04 There are a lot of, there are a lot of brands and companies out there who want to take the same approach we did, which was we want one vendor we can work with who can do all this stuff reliably. And so what are the, what are the things that are going to make you competitive if that's what people are looking for? Conversational application, recruiter enablement, both of those things are the places where I see the most value in Winston.
17:58 Speaker 01 Yeah.
17:59 Speaker 04 And seem to be the places that they're focusing.
18:01 Speaker 01 How important is the asynchronous messaging versus synchronized? Because it seems like we try to push really hard on the synchronized to get everything done, right? We human to human, but then we're going chatbot and it's more async. And we can do more to try to enrich profiles and things like that. Ask questions later on down the road, not to mention nudge them and remember, remind them their, their first day is, you know, starting in a couple of days. What, is that a big step for, for Domino's and the franchisees to think that, okay, we, we want real people having real messaging. If a chatbot takes over, it might not feel as real.
18:43 Speaker 04 It's a really hard question to answer because I think that it depends on how well the chatbot works and what you use it for. I don't think that like automating a notification that we're waiting on your background check invitation to be completed is something that a candidate feels is an important moment of human touch.
19:01 Speaker 01 Yeah.
19:01 Speaker 04 You don't want the chatbot to be a jerk about it. Like you don't want it to be like sort of totally cold. It has to sort of fit into like your sort of employment branding persona.
19:08 Speaker 01 Right.
19:09 Speaker 04 But that's not something that you need human touch for.
19:12 Speaker 01 Right.
19:13 Speaker 04 You know, where, where I think I see the line being drawn is there is a, there is a moment of human interaction during the interview that's really important because part of what I think we and our franchisees are selecting for is somebody who's going to like represent the brand well, right? Like somebody who presents well, presents as Domino's. And you know, that takes many forms, but like it's very hard to discern that from automated screening. It's very hard to discern that from somebody typing in like, what's your perspective on customer service and having an AI sort of churn on that.
19:44 Speaker 01 Yeah.
19:45 Speaker 04 Like that's, those are vibes you get from interacting with a human being, whether it's through a video interview or an in-person interview. So I think, you know, it's about the, the moments where you choose to use it, right? It's some, some asynchronous makes sense, some synchronous makes sense. It just depends on like the sort of feel you're trying to create for your brand and how you drive selection based on that.
20:06 Speaker 00 It's commercial time.
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21:21 Speaker 00 Going back to the franchisees for a second, not only are they probably opinionated on what you're going to do, they're opinionated on what they think you should be doing into the future. So what is Domino's wish list for what it wants to be doing from a recruiting standpoint, let's call it two to three years from now?
21:39 Speaker 04 That's a great question. So the first thing I would say is like, it's in our interest and in our franchise's interest to deliver optionality that allows franchisees to push the limits of what's possible within our brand. We have driven so much innovation in our brand with the help of our franchisees. Product innovation, operations innovation, they're critical partners. It is not sort of a top pushing down on these things. It is the corporate entity working with our franchisees to enable this. I don't think that you get that kind of innovation coming out of our franchisees without providing the optionality for our, our franchise operators to like try things, make mistakes and maybe discover new things that work better.
22:20 Speaker 04 So for us, it's not just the, it's not just the need for us to deliver solutions that allow them to run their businesses the way they want.
22:26 Speaker 01 Yeah.
22:27 Speaker 04 It's also the need to create a sandbox for them to try new things that help us to innovate hiring across the whole brand through their feedback and through their willingness to, to try things, make mistakes, to adjust. It's just to serve that entrepreneurial spirit. If I'm thinking about what I want, like the candidate and recruiter experience to be a few years from now, I think that that's where, you know, I'm, I'm sort of comfortable making some predictions about where that's going to go. Like, I do think that the sort of the perceived necessity on like high human touch, retaining some actions as sort of manual actions that take place and the, the avoidance of automated screening for certain things, like I'm talking pre-interview. I think that it's likely that there's going to be some softening on that.
23:11 Speaker 04 I mean, you see it happening across our industry.
23:15 Speaker 04 It's always useful, I think, to take sort of a snapshot, comparison snapshot of where we are versus our competitors in terms of our willingness to entertain those solutions.
23:22 Speaker 01 Yeah.
23:22 Speaker 04 I think the critical thing is like, well, how do you build the trust there? And so as we work with Smarter Cures as an example, we were early adopters of their matching tool. So this is like pre-Winston. I forget what the name of it was, but you know, it gave you like a match score. And so we found that like this thing didn't work very well, in all honesty. Like our franchisees said, like, hey, it's like, this doesn't match up to what this candidate actually is. It's like producing summaries are like completely nonsensical.
23:47 Speaker 01 Must have been using LinkedIn tech.
23:49 Speaker 04 Yeah. It's like, you know, it's saying that like, um, you know, we, we require a motor vehicle report for this position in the job description. And then it's saying, it's assessing the candidates, uh, what the candidate has put in the application and it's saying, um, the candidate has never worked for the Department of Motor Vehicles.
24:09 Speaker 04 You know, there's some, there's some trust rebuilding is my point. And so I think the thing is like, we're just very mindful of that, right? Like as we work with smart recruiters, the message has been like, look, the outputs of these things have to be things we can trust. They have to be consistent. We have to know how you got there. And, you know, most critically, we, you can't rely on us to train that. Like we can, we're always training these tools through our, our interactions with them, but it's got to be better out of the gate. And so they've been very receptive to that feedback as we've gone through the Winston journey period, right? Like the ability to show the math has been critical. The other thing that I'll say is in terms of the design partnership, they've been very assertive about bringing us in early and often.
24:49 Speaker 04 So we have a lot of touch points with their design team. We shovel a ton of feedback to them. I think a lot of it sometimes may be a little bit overwhelming, but they always receive it very graciously. And, and then we're given the opportunity to kind of battle test these things and test environments. And typically they give us the optionality to do like limited deployments of them and basically test them in a pilot capacity ahead of time. And so that for us is like, that really gives us the foothold to say, yes, we think this is something that can scale. We think the trust factor is there. We've had an opportunity to bring in our counsel and legal teams and privacy teams. And, you know, they've had a chance to kind of pick apart the solution. So that to us is like, it makes us feel more confident that we may land in a position with Winston where we can actually deploy this thing and actually use it.
25:34 Speaker 00 The future is in QR codes, Matt. I want you to remember that.
25:36 Speaker 04 QR codes.
25:37 Speaker 00 Your next meeting.
25:38 Speaker 04 That is the comeback story of the decade.
25:40 Speaker 00 That's what I'm saying. That's what I'm saying.
25:42 Speaker 04 I'm all about it.
25:43 Speaker 00 Chad doesn't agree with me.
25:44 Speaker 01 I totally agree with you. I was always on board with QR codes, always, even before COVID.
25:51 Speaker 00 Can I ask the question I've wanted to ask Matt?
25:53 Speaker 01 No, I do. I do. I do.
25:54 Speaker 00 You go first.
25:55 Speaker 01 Stuff crust or traditional?
25:56 Speaker 04 Uh, New York style.
25:57 Speaker 01 New York style?
25:58 Speaker 04 Yeah.
25:58 Speaker 01 Oh.
25:59 Speaker 00 Topping choices.
26:00 Speaker 04 Pepperoni, OG.
26:02 Speaker 00 Straight pep?
26:03 Speaker 04 Straight pep. Maybe some banana peppers if I'm feeling fancy.
26:06 Speaker 00 And when is the Noid coming back?
26:08 Speaker 01 Oh.
26:10 Speaker 04 Well, I mean, I.
26:11 Speaker 00 Bonus points if you say the new chatbot is named Noid. But I won't push you on that.
26:17 Speaker 04 So I think the Noid, but this is my personal opinion. I think the Noid would be a fantastic candidate facing representation of our brand.
26:25 Speaker 01 Right? I mean, just awesome.
26:26 Speaker 04 People love the Noid. Yeah, the Noid is great. I mean, he, you know.
26:30 Speaker 00 Kids love the Noid.
26:31 Speaker 04 His morals are debatable. I don't know if I can, I don't know if I can support an entity. I don't know if I can.
26:38 Speaker 00 And I know you're a fan of the show, Matt. Our morals are debatable as well.
26:43 Speaker 04 That's why I knew I would get this question.
26:47 Speaker 04 Well, can you?
26:47 Speaker 00 Are you gonna dance around this or really answer the Noid coming back question?
26:50 Speaker 04 Oh, well, I mean, I don't, I don't, truth, truth be told, I don't know. I think it's a fantastic idea. If anyone's listening to this, like, I mean, you've got your.
26:58 Speaker 00 You make it happen, Matt. You tell them Chad and Cheese want the Noid back.
27:00 Speaker 04 I'll see what I can do. I mean.
27:02 Speaker 01 Tell them the Pep and Cheese Podcast.
27:06 Speaker 04 Would you be satisfied if the Noid is the, the candidate facing chatbot in the, in the Winston deployment?
27:11 Speaker 00 Amen. We, we will pump that shit up on the show every week, Matt, every week. All right, let's leave it there, Matt. Thanks for hanging out with us today. This has been the Chad and Cheese Podcast for Joel Cheeseman, Chad So Wash. This has been the Sessions AI Frontline Series. We out.
27:29 Speaker 01 We out.
27:30 Speaker 06 Wow. Look at you. You made it through an entire episode of the Chad and Cheese Podcast. Or maybe you cheated and fast forwarded to the end. Either way, there's no doubt you wish you had that time back. Valuable time you could have used to buy a nutritious meal at Taco Bell. Enjoy a pour of your favorite whiskey, or just watch big booty Latinas and bugfights on TikTok. No, you hung out with these two chuckleheads instead. Now go take a shower and wash off all the guilt. But save some soap because you'll be back. Like an awful train wreck, you can't look away.
28:14 Speaker 06 And like Chad's favorite Western, you can't quit them either. We out.
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