Grokbot = Infinite Talent Glitch

0:00Grockbot gives you an infinite talent glitch. And so, as we all know, the best entrepreneurs in the world, whether it's Steve Jobs from Apple, or you have Reed Hastings from Netflix, or you have Jeff Bezos from Amazon, or if you have Andrew Carnegie from back in the day in the steel days, you have Paul Graham who invested in Airbnb and all these other amazing companies. They have all said that talent is the X factor. It is the most important thing. Steve Jobs from Apple has famously said that A players hire A players, B players hire C players, and then you have C players that will eventually hire D players,

0:31right? And then if you think about Jeff Bezos, he has always said that we are always looking for people that will raise the average level of effectiveness of the group that they're hiring. And we want to think about the dimensions in which a person can be a superstar, okay? Now, David Ogilvy has once said that if each of us hires people who are smaller than we are, we shall become a company of dwarfs. And then you have Paul Graham who has said that, "Could you describe this person as an animal?" It means someone who takes their work a little too seriously, someone who does what they do so well that they pass right

1:00through the professional and cross over into the obsessive, okay? So, Andrew Carnegie, the steel mogul back in the day, the epitaph that he wrote for himself says that, "Here lies a man who knew how to enlist in his service a better men than himself." So, all these people are saying that talent is the most important thing. It is the X factor. So, what I'm going to show you is actually a combination of Grockbot. So, Grockbot is amazing, right? That's the agents that you can use, and Jev. So, Jev is the classifier, but they recently just added image classification. So, let me just give you a recap of what Jev does real

1:31quick, okay? Okay, so Jev recently just added the ability to classify images, and they're going full multimodal, right? So, what you can see here is that the cost per million queries, Jev, about a little over $100 for a million queries, all right? Now, if you look at the intelligence levels, it's it's off the charts versus all the other classifiers in here, okay? So, Jev 1.14, that is the version that allows you to classify images. That means that when you have a talent recruiting system, when you have talent bots that can help you with this. They can look at They can

2:02read pages very quickly, okay? Um and they can classify it for you very quickly. And And literally, I've seen this happen. It classifies ad images very quickly from a marketing angle. Um it can classify when I play tennis, for example. Uh it classifies that that very quickly as well. And that we're talking about like a fraction of a penny here, all right? Its intelligence is very high over here. And also, the costs are are fairly low. Now, the other piece is from a calibration standpoint. So, let's just

2:25look at this as hallucination rate. We'll call that. You can see that it has It's the lowest among all the other ones over here, okay? So, that's very important cuz if you can classify images, you can classify text very quickly, eventually be able to classify videos very quickly as well. Uh imagine all the things that you can do from a talent standpoint. You can quickly scroll these uh scroll through these these uh profiles very quickly. Now, I just want to show you this is Jev used in the last 30 days with my organization. So, you can see 500 million tokens, okay? And I've spent less than $20. So, it is actually very

2:55bad. I think you're you're putting yourself at a disadvantage if you are not using this, okay? So, Grok Bot Grok Bot is is is great, but you have to be combining the Jev API with this. That's going to help you quite a bit when it comes to building a talent machine. And this will basically give you an entire talent team. So, no longer do you have people on your team saying, "Oh, I need to review 150 emails." It's like, "No, you just let Jev go through go through it." Yeah, you let your bots go through it. That's fine. Um when it comes to outreaching to people, when it

3:21comes to outreaching to people that have qualifications that you're looking for, when it comes to people who are interested, maybe you're sending them questions to pre-qualify them so you don't have to spend a lot of time screening them. That ultimately is going to save you a lot of time. And it makes things a lot easier. So, this video is intended for people who are serious about upgrading and up-leveling their talent team. Because I will tell you this, if you don't define as a leader how you want talent to work at your company, your the people who you hired, the talent team, they're going to define it for you, okay? And chances are

3:51most of them don't know how to use the AI stuff at at the level that you know how to use it at uh if you're watching this video right now, okay? And you want to hire people that how all this stuff works. In fact, you should send them this video so they understand how this stuff works, okay? So, what I'm going to show you over here is the This is These are the workflows right now, and I'm going to show you how all this stuff works. I'm going to show you the questions to ask, and the reason why part of the reason why I'm making this

4:10video right now is so I can train future people on how to work like this, and you can take the transcript from this video, and you can make this into a skill, and you can run this yourself, okay? So, by the way, these are the different bots that we have. We have a team uh we have a team talent bot. We have a team juice box bot. We have a team uh LinkedIn recruiter bot, which I'll explain how these work in a second. Um and then you can see, you know, we have these bots here for sourcing in the blue. So, uh team tailor is for our applicant

4:35tracking system, right? Uh and then X, so whenever we send like a blast through X, usually we'll get a a ton of applicants. Um so, someone's going to have to triage those. Um LinkedIn recruiter, so it's using inmails to send to people as well. And then juice box is it's an agentic recruiter that we still pay for right now. Um and, you know, and also we have Instantly. Instantly is typically cold outbound infrastructure,

4:56but we use that for recruiting as well. By the way, if you're enjoying this video, it is brought to you by a Riverside. So, Riverside is amazing when it comes to running my webinars, running my podcast recordings, even recording short-form videos for you. The Riverside API and MCP has been great because I can just tell my AI harnesses to just do the work. It can pull from Riverside, it can come up with interesting angles, and it can just publish it to social media running running with my other connectors. So, it has been great. Even when I run webinars, I can live stream to other channels as well. And so, to

5:25me, having an all-in-one product like this that just works, having a team that's shipping all the time, it has been incredible. So, Riverside, they are giving you 1 month free of the grow plan. So, that is That will be the link in the description. You can check that out. You can use the code leveling up to learn more about it. And we'll see you on the other side. And so, when you have all these inside of your rotation, these I look at these as multiple bullets in your chamber. You have 1 2 3 4 5 bullets to fire from. You actually have a lot of firepower here, and a human is never

5:54going to be able to triage these as quickly. A human's not going to be able to put these sequences together as quickly. They're not going to think through this stuff as as much as as as you will as well. So, you have to do these things first, all right? So, then what happens is we will screen before any outreach, right? So, we'll check our do not contact list. So, who are people that we do not want to contact? Maybe we don't want to reach out to uh you know, friendly companies, right? Uh maybe we don't want to reach out to people that we have rejected in

6:18the past. Um and then we'll check the title, you know, are they is this a title fit for what we're for for what we're looking for? Um and then for us, for someone who's mid-senior level, we want to see two promotions, um ideally at two different companies, plus we want to see 10 years. So, average 3 years or more, ideally. Um so, we we're we're basically pre-qualifying here, all right? And then if they pass over here, then we'll send them a first message. So, um we'll send them a first message and then they these seven questions will get sent, okay? So, by the way, these are the caps per role

6:45that we're we're these are the roles that the the more critical roles that we're hiring for right now. So, um around SEO, paid media, uh product, you know, sales, right? And so, we're doing this 7 days a week. It's not just 5 days a week. Um and then we have a bounce prevention rail here, too. So, we want to verify every mail, drop catch-alls, auto pause on any campaigns that have over 2% bounce rate cuz you want to

7:03preserve um those those accounts, right? You otherwise you're going to burn that campaign up. So, normal talent people are not going to know how to do Are they even going to know about deliverability rates? No. Like, by the way, you as a mar- if you're a marketer watching this right now, the world is your oyster cuz you understand this stuff, all right? So, I I mean, most of your great your greatest talent's going to come through outreach cuz you can you can look for these you can classify these things now, right? Which which is why Jeff is so important. Okay. Now, um did they, you know, no slip rail,

7:32right? Did we actually um do we make sure that that we're actually sending these these things cuz sometimes the bots will break. Uh so, we want to make sure that these bots will continue to fire, right? Um and then we'll grade them. So, once they answer the seven questions, which I'll review with you in a moment, but once they answer the seven questions, then we're going to send them either my booking link or it could be some other hiring manager's booking link. Um and then, you know, we're going to every day we we get a short list of people that that are moving forward, right? And then ultimately, the call

7:57goes to me at the end of the day. And And don't think that um you should be able to, you know, just hand off hiring, right? Because when you think about the the greatest entrepreneurs in the world, I think I think it was Jeff Bezos went up to the first um, you know, 1,000 people or so, right? And the same thing with the DoorDash founder. And, uh, you know, if you're not meeting the people that you're meeting with, like, again, you're going to end up hiring a company of dwarves, right? Cuz people don't want to hire, um, you Inevitably, you're going to have some B and C players, but if you are

8:21filtering, then you're going to have a better shot of success. Um, and so, this is how this entire system works over here. Um, and so, that is This is why GrokBot is so great, cuz GrokBot, you can actually make team bots, which I'll show you in a moment. Uh, but your team can start to manage these as well. Your team can start to improve the scaffolding of these bots. So, we have a, uh, team Juice Bots bot, which I told you about already, so it manages that that, uh, it manages Juice Box, and it just kind of logs into the the the the UI. Um, for LinkedIn, it

8:50actually logs into the UI as well, and it's just sending through there. Um, and just keep in mind, if you're using GrokBot, the box, the computer that it's on can get filled up really quickly. It can eat up RAM very quickly. Um, so, you have to make sure that you set something in place to make sure that, um, once it's going over a certain amount in terms of RAM usage, that you're you're killing some other processes that are running right now, okay? Now, the team talent bot that we have will look at inbound, uh, applications that are coming in, and then we'll screen those people. So, that's a little

9:16different than, you know, outbound. Um, it'll screen those people, and then it'll also leverage X. When we you need to use my X DMs, um, when a bunch of people DM me, someone needs to triage that, okay? So, all of these things, uh, team talent bot will also manage instantly as well. So, by having this, like, if you look over here, okay? Sourcing in itself, that is one job, okay? Um, and then, you know, making judgment calls in terms of, uh, screening the people, okay? That that's probably second job as well. And then, the third thing is from like an automation expertise standpoint, that that's another third job to kind of keep

9:46make sure that this this stuff is running. Um, but in my mind, too, I think when it comes to the strategic piece around recruiting, like, what sequences should you run? Um, where else should we reach out to these people? It actually frees up the human to think about that stuff. So, in my mind, this is multiple things that are happening already, cuz usually with recruiting, you need You need a sourcer, right? And you need someone who's who's, uh, actively screening as well. But this can do the job of a lot of different people. Otherwise, if if back to old human processes, it's let's just keep hiring more sourcers, let's

10:13keep hiring more let's hiring keep hiring more screeners. But if you have have someone who's strategic that knows how to manage these systems, um then and and also they have the Rolodex, they have the experience, I would rather wait a very long time for that person cuz that's going to make things a lot

10:28easier, right? And so again, like there's no there's no one spot to find people usually. Like sometimes it's going to be on LinkedIn, sometimes it's going to be on X, sometimes it's going to be somewhere else. If it's executive recruiting, sometimes it's going to take a little longer than that. So you you just have to keep that in mind. So anyway, all that to say is when you're recruiting people, if you're recruiting a recruiter, they better you should send them this video and ask them how how are they working like this right now. If they're not working like this, it's not going to be a good fit, okay? So now

10:54we're on to the seven questions over here. So I wanted to go through the seven questions and then I'm going to show you the bots and and and walk around Rockbot for for a moment, okay? So these are the seven questions. So how much of your daily work does AI do today? So if you're an engineer, then we want that to be be 95% plus. If you're non-engineer, it's 70% plus and probably that's going up to 80% if I'm being honest. Um your daily driver, you know, what are you using? Um how are you using it? So we want specifics. We don't want just I use ChatGPT for recipes,

11:20otherwise you're out. Um what you spend on AI out of pocket per month as a number. So people who are serious, obviously they pay for their own tools and you can press them on this. Um and by the way, anybody that's watching this video right now, if you like, oh, you know, I can game it now that I know the answers, not if you're in the conversation, right? Um so you just have to, you know, press people a little more. Um now, a task you stopped doing by hand in the last 6 months, what replaced it? So we want to go because the stuff is changing

11:42so quickly, what are you actively replacing cuz you can't do everything. Now number five, the last time your AI work went wrong, like what broke, what what lost and and uh you know, what you lost and what changed. So, you know, we all we want to understand here like how do you deal with adversity and how did you turn it around? Um and then number six, we want an unedited Loom about 10 minutes of you doing real work with AI talking out loud. So, um you know, if you're an engineer, uh whether you're an engineer or a non-engineer, [snorts] it kind of doesn't matter. Like you just

12:09have to be able to talk through the work that you're doing, the model that you're using, um and we we could we could tell if you have the passion, if you really are obsessed with this stuff. That Those are the types of people that we want to hire. Um and then hours a week on X, the bar is honestly more than three, um but three is the absolute minimum. The Some of these people that message us, um they're spending like, you know, 10, 15, 20 hours a week on X. Um and this is the thing, like you might be watching this right now and say, "Well, you know, um

12:36well well, you know, that's expecting a lot." But you should have high expectations if you're looking to hire someone amazing. One more thing, if you're enjoying this video right now, we are hiring more amazing people. So, we're hiring four deployed marketers, especially if you're into SEO, creative, or paid media. We're hiring more four deployed engineers. We are hiring more amazing sales people as well. We're

12:54hiring more amazing product people. We're hiring more amazing interns as well. So, you can just go to singlegrain.com/careers to learn more. Again, singlegrain.com/careers to learn more. If you know someone that works like this, well, send them this video as well. That being said, back to the video. Um and if it goes back to what Paul Graham said earlier, what I mentioned, um which is you want to hire people that are absolute animals. You want to hire the people that who are borderline obsessed, and that's how you create an amazing team. Um you don't want to start you The moment you start to cut corners, and and

13:22take this from me, like I cut corners many times when it comes to talent, um everything starts to fall apart, okay? So, you you don't you don't want to do that. Um so, these are the seven questions that we ask, and then we we This is kind of the eval that we set for it. And then we use something like a Jeff to classify if people are passing through it. Um but you couldn't do this

13:37before cuz it was too expensive to do. But that's why you need something like a Jeff to do it, okay? All right, so that's the seven questions. Let me scroll around here. So, [snorts] right now I've moved these Grockbots into Slack, okay? So, the cool thing about Grockbot is you can make uh there's a there's a Teams version that you can have. So, I've added uh these multiple bots. There's There's just There's a Team Juice Box bot. There's a Team Talent bot. Um I've even added my

13:58my uh Open AI dots into this as well. So, you can see every day there's like a funnel report. Okay, these are the people who are pre-qualified. These are the people who emailed today. Here are the people who replied. These are interested people that are new today, okay? Today is a Sunday. Um seven questions sent, seven questions answered within 24 hours, and then shortlisted, okay? So, now we know if the funnel is working or not. and then we can continually ask it to to fix this stuff every single day, okay? Hey, I'm noticing that there's traction at the first three stages of the funnel, but afterwards there's nothing, and and I I

14:24don't find that to be very uh plausible. And then the Apollo thing, if there's a 250 credit cap, then like what else can we what else can we use? Aren't we paying for Apollo? Um and then the other stuff, you're saying Instantly campaigns not set to set to send on Sundays, just go ahead and fix that. Um and then the other stuff, Bounce Guard paused the TPM Instantly campaign one bounce and 20 cents, well uh resume that. Like don't don't wait for me on that. Like if it if there's a bounce and it gets paused, then then you know, come up with a solution, right? We should be 1316 that

14:52that that uh at that stack. And then um head of sales Juicebox agent shows paused. Like you just need to get the stuff going again. You need to keep moving the ball forward. Um we we've talked about this already, and then we have the trust of continuation, um you know, that it that you're already set with, so why don't we continue to do

15:09that? And that's that's all you can continue to do. So, this is why you need someone that's on this. You need a bot manager, cuz you can make this yourself. Like I can make this myself, but what I've been doing with my team is I've just been handing it off. Once I hand it off, then that then you hand it off to the team in here, then they can make adjustments in there, and you can make them managers

15:26inside of a inside of Grockbot, right? So, you can see now, um it says it's on it. It's it's turning on Sunday sending. It's resuming this. So, it's connected to Instantly API. It's connected to all these different APIs over here, and you just keep pushing it. What I will say is I've tried doing this with Open Claw back in the day. I've tried doing doing this with Hermes. Grockbot to me is the most reliable, but even then it still has some issues. Now, let me talk about what's working here, okay? So, right now this the hourly seven questions loop is running, okay? So, we have that running, and then we we send

15:53these questions out. It's confirmed to Gmail, and then we have the do not log do not contact log. Uh we have this Bounce Guard, and these we put together recently. Uh email checks run before sends no slip clot, so uh caps run 7 days a week, okay? So, this is good. These are the things These are the safeguards that we want in this thing uh to make sure that's working. So, what actually needs work over here, okay? So, every role ran under the cap, okay? Um and you know, that's not good because we we we want to hit the cap every single day. Zero greater than zero bookings

16:23this is a new new booking. So, obviously we're we're not going to see a lot today. Team Taylor won't let the bots write seven questions. Okay, so that needs to be fixed. It needs a key that can write questions. Okay, so that's a little API fix that needs to happen. The bots going down caused missed runs and so that's that's a grow bot issue, right? So, we need we need a more powerful bots. There's no booking ledger. So, we do need to have some log system, right? So, it's really helpful for you. I'm not going to read all this stuff, but it's helpful for you to understand hey, what's working with

16:49this flow, what's not working with this flow and what do we need to do to upgrade it? What would you do differently knowing that you've built this and you should ask that quite often with your harnesses. Okay? So, by far one of the highest leverage things I think you can do is make sure that you are getting these talent bots up and you're making sure that you're constantly optimizing them over time because I think this is going to be the most valuable thing that you can do at

17:12your company. Sure marketing is important, sure sales is important, sure product is important, but none of that stuff scales without having the right people in the right seat. And all this other stuff that you're hearing from a talent standpoint like I I think it's good you're going to see slow innovation when it comes to this right now, but if you start to use it like this, you have an infinite talent glitch. That's what I truly believe. So, hope you enjoyed this video and we'll

17:34catch you in the next one.