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Octopyd vs Workday

Octopyd is a complete, AI-first recruitment platform. Use it as your standalone ATS, run its agents alongside Workday, or let the Workday integration make the transition easy. Here is what Workday does, what Octopyd does on its own, and the two together.

Compare Octopyd with

The Octopyd platform

Weighted rubric

Decision learning

Multi-model check

Authenticity Check

White Glove

Weighted rubric

Ivy builds a transparent, weighted 20-30 criterion rubric

Decision learning

Learns from hiring-manager decisions and re-ranks

Multi-model check

Several AI models cross-check every score

Authenticity Check

Flags exaggerated or unsupported résumé claims

White Glove

Ownership controls and vetted technical experts

Native or included Native to OctopydProduct A separate Workday product or package Different approach or coming soon Not established / not offered

Capability	Workday	Workday Octopyd during a transition, or alongside	Octopyd
Core platform and enterprise talent operations
Enterprise HCM and recruiting system of record	Workday connects recruiting with enterprise people, skills, workforce, and organizational data.^W1^W2	Workday remains the system of record.	A complete recruiting ATS and system of record; not a full enterprise HCM.
End-to-end talent acquisition lifecycle	Sourcing, requisitions, screening, interviews, offers, preboarding, onboarding, analytics, and compliance.^W1^W2	Existing Workday workflows remain intact.	Full lifecycle from requisition to onboarding and org chart.
Frontline, corporate, full-time, and contingent hiring	Talent Acquisition supports frontline and corporate hiring; Workday VNDLY covers contingent workforce.^W2^W15	Workday remains the broader workforce foundation.	Corporate and volume hiring; not a contingent-workforce VMS.
Requisition management and approvals	Requisition creation, prepopulation, workflows, collaboration, and mobile actions.^W1^W2	Existing Workday requisition workflows remain intact.	Native requisitions, approvals, and headcount tracking.
Career sites, job distribution, and employer branding	Branded career experiences, job content, landing pages, and recruiting campaigns.^W1^W7	Existing Workday career experiences remain available.	Branded career site and job posting.
Offer letters, agreements, preboarding, and onboarding	Native.^W2	Workday remains the system of record through hire and onboarding.	Offers and onboarding, with org-chart handoff.
Recruiting CRM and campaign management	ProductWorkday Candidate Engagement supports targeted email campaigns, dynamic pools, landing pages, and events.^W2^W7	Candidate Engagement remains available; Nova can supplement selected outbound workflows.	Talent network and Nova campaigns and sequences.
Candidate portal and application-status visibility	Candidates can check status, receive job recommendations, and select interview times.^W1	Workday's candidate portal remains available.	Talent Portal with status, recommendations, and journey visibility.
Candidate-facing résumé-based job recommendations	Workday can infer skills from a résumé and recommend relevant opportunities.^W1^W8	Existing Workday recommendations remain available.	Ranks open roles for a candidate by fit.
Mobile and conversational application experience	ProductCandidate Experience Agent supports search and applications through mobile chat, SMS, WhatsApp, Messenger, and career sites.^W5^W6	Workday Paradox remains the primary conversational application layer.	Multichannel candidate journey; more chat channels on the roadmap.
Enterprise skills intelligence	Workday Skills Cloud supports skills inference, matching, recommendations, learning, and workforce insights.^W8	Workday remains the enterprise skills foundation.	Role-specific skills evaluation; not an enterprise-wide skills graph.
Internal mobility and employee opportunity matching	ProductSkills Cloud and Talent Mobility Agent connect employees to roles and provide personalized guidance.^W8^W9	Workday remains the primary internal-mobility platform.	Evie rediscovers internal talent for roles; not a full mobility marketplace.
AI-agent governance and analytics	ProductAgent System of Record manages, measures, governs, and monitors Workday and third-party agents.^W10	ComplementaryOctopyd agents may operate alongside Workday, but Agent Gateway registration and monitoring must be technically validated.	Octopyd governs its own agents; not an enterprise agent registry.
Direct-hire external-recruiter submission portal	Workday VNDLY provides vendor access and contingent-workforce governance; a direct-hire agency nomination portal was not established.^W15	Octopyd addsExternal recruiters can prepare, introduce, and track candidates through a recruiter-facing workflow.^O3^O10	Recruiter Panel for external submissions and tracking.
Candidate-ownership review for agency submissions	A direct-hire candidate-ownership adjudication workflow was not established.	Octopyd addsHiring teams can review recruiter-submitted candidates and resolve ownership before acceptance.^O3^O10	Ownership adjudication before a candidate enters the pipeline.
Optional managed recruiting and subject-matter-expert service	A Workday-operated full-service recruiting and technical-expert service was not established.	White GloveWhite Glove combines the platform with specialized recruiters and vetted technical experts.^O9	White Glove specialized recruiters and vetted experts.
Complete standalone recruitment platform	Workday is a full enterprise platform.	Keep Workday as the system of record, or run Octopyd standalone; the integration eases a transition.^O1^O4	Octopyd is a complete AI-first ATS you can adopt directly.
AI screening, evaluation, and decision learning
AI candidate grading and prioritization	ProductRecruiting Agent powered by HiredScore grades candidates against role requirements and prioritizes relevant applicants.^W3^W4^W5	EnhancedIvy's transparent weighted evaluation and ordered shortlist.^O1^O2	Ivy: transparent weighted evaluation and an ordered shortlist.
AI sourcing, screening, and matching in one recruiting suite	Workday connects Recruiting Agent and Candidate Experience Agent to Recruiting and Candidate Engagement.^W2^W5^W19	Workday's connected suite remains available.	Levi, Ivy, Nova, Evie, and Arvo in one connected suite.
Semantic and skills-based matching beyond exact keywords	Skills Cloud and HiredScore assess skills, experience, and qualifications against role requirements.^W3^W8^W20	EnhancedIvy's explicit contextual criteria for each role.	Contextual evaluation beyond keywords.
Explainable candidate recommendations	HiredScore provides clear reasoning, transparent recommendations, logging, and bias auditing.^W4^W12	EnhancedA reason, evidence, score, and weight for each Ivy criterion.^O1^O11	A reason, evidence, score, and weight for each criterion.
Full role context converted into a detailed evaluation rubric	Workday grades against role requirements and uses GenAI for job descriptions; a visible 20 to 30-criterion rubric was not established.^W2^W4	Octopyd addsIvy converts the role into a detailed, job-specific rubric.^O2^O4	Ivy builds a detailed, job-specific rubric from the role context.
Hiring-manager preferences beyond the formal job description	Workday supports recruiter and manager collaboration and in-flow guidance, but an explicit preference-to-rubric workflow was not established.^W3^W4	Octopyd addsIvy incorporates hiring-manager preferences into the evaluation criteria.^O2	Hiring-manager preferences become explicit criteria.
Ideal-candidate profile and disqualifying traits	Role qualifications and business rules can be configured, but the exact ideal-profile and red-flag rubric workflow was not established.	Octopyd addsPositive signals, ideal-profile attributes, and red flags become explicit criteria.	Ideal profile, positive signals, and red flags as criteria.
Reference candidates used to develop the initial evaluation model	A role-level reference-candidate-to-rubric workflow was not established.	Octopyd addsRepresentative candidate profiles can help define what the role requires.	Reference profiles help define the initial rubric.
Criterion-by-criterion scorecard	Workday provides match grades, rationale, and role-requirement comparison; a detailed weighted criterion scorecard was not established.^W12^W13	Octopyd addsEvery candidate receives a detailed score for each criterion, supporting evidence, and an overall result.^O1^O2	Evidence-backed score for every criterion, plus an overall result.
Direct numerical ranking of the candidate pool	HiredScore provides candidate grading and prioritization, including an A-D Spotlight grading model.^W3^W13	EnhancedIvy's weighted score and directly ordered shortlist.	Weighted score and a directly ordered shortlist.
Contextual evaluation of ownership, scope, progression, and environment	Workday evaluates job-relevant qualifications, skills, and experience; the exact set of contextual Ivy questions is not documented.^W12^W17	Octopyd addsIvy can explicitly score contextual evidence such as ownership, progression, responsibility, startup exposure, and actual skill application.	Scores ownership, scope, progression, and real skill application.
Continuously updated talent recommendations	HiredScore continuously updates recommendations as roles, talent, and business needs evolve.^W20	Workday's broader dynamic recommendations remain available.	Re-evaluates candidates as the rubric improves.
Balanced learning sets and bias-removal methods	HiredScore documents balanced learning sets, removal of protected and correlated data, explainability, and extensive logging.^W12	Workday's responsible-AI controls remain part of the combined environment.	Bias-checked, consistent rubric with blind-review options.
Automatic learning from the current hiring manager's reviews and dispositions	Workday documents dynamic recommendations and learning methods, but an automatic role-level feedback loop that changes a visible rubric from current hiring-manager decisions was not established.^W12^W20	Octopyd addsIvy learns from advances, holds, rejections, and reviews to better reflect what the team is selecting for.^O1^O3	Ivy learns from advances, holds, rejections, and reviews.
Automatic adjustment of evaluation criteria and weighting	An automatic workflow that visibly rewrites criteria and weights from hiring-manager feedback was not established.	Octopyd addsIvy adaptively changes the rubric and weighting as decision evidence accumulates.	Ivy adaptively changes criteria and weighting.
Automatic re-evaluation after the decision model changes	A hiring-manager-feedback-driven re-evaluation loop was not established.	Octopyd addsThe full candidate pool can be reassessed and re-ranked against the refined model.	Re-ranks the full pool against the refined model.
Multiple AI models independently cross-check the candidate score	A multi-model consensus architecture was not publicly established.	Octopyd addsMultiple AI models cross-check Ivy's scores to improve consistency and reduce hallucination risk.^O1^O4^O11	Multiple AI models cross-check each score.
Résumé-claim consistency and authenticity analysis	HiredScore explicitly processes submitted candidate data at face value; claim-by-claim external validation was not established.^W12	Octopyd addsIvy flags potentially exaggerated, embellished, inconsistent, or unsupported claims for structured human review.^O1	Authenticity Check flags exaggerated or unsupported claims.
Use of external professional evidence to validate candidate claims	By design, HiredScore states it does not process social-media, personal, or web data and does not create derived features.^W12	Octopyd addsIvy can use relevant professional and public signals to test the consistency of résumé claims, subject to policy, notice, consent, and applicable law.^O2	Tests claims against professional signals, subject to policy and consent.
Application-fraud and malicious-activity signals	Workday's 2026 Recruiting release introduced data signals intended to expose malicious application activity.^W16	CombinedWorkday's technical application signals can be combined with Octopyd's claim-consistency review.	Résumé-claim consistency today; application-metadata fraud coming soon.
AI-led role-specific technical assessment	A native adaptive technical interviewer was not established in the core Talent Acquisition materials; partner products may be available through the ecosystem.	Octopyd addsIvy can conduct a role-specific adaptive technical assessment, with optional expert validation.^O2^O9	Ivy runs adaptive role-specific technical assessments.
Independent expert validation of technical capability	A Workday-provided expert-interview service was not established.	White GloveVetted specialists can conduct role-matched technical evaluations.^O2^O9	White Glove experts conduct role-matched evaluations.
Human remains responsible for employment decisions	Workday states its AI supports human judgment and does not make hiring decisions or automatically reject candidates.^W12^W17^W18	Octopyd also ranks and recommends while authorized people make the final decision.^O1^O4	Octopyd ranks and recommends; people decide.
Sourcing, enrichment, rediscovery, and engagement
AI-assisted sourcing and talent discovery	ProductRecruiting Agent surfaces relevant applicants and likely-to-apply leads from existing databases and trusted partner networks.^W3^W4^W20	EnhancedWorkday sourcing remains available; Levi can add another sourcing lane for selected roles.^O5	Levi sources from the role rubric.
Passive-candidate discovery outside the current applicant flow	Workday uses existing databases, CRM contacts, HCM data, and partner networks to surface relevant talent.^W3^W20	EnhancedLevi sourcing passive prospects from the same role context used by Ivy.^O5	Levi finds passive prospects from the role context.
Candidate rediscovery from past applicants and CRM talent	Recruiting Agent automatically surfaces and grades relevant past applicants and leads.^W4^W5	EnhancedWorkday rediscovery remains available; Evie can provide a second role-specific rediscovery and Ivy re-evaluation.^O3^O8	Evie rediscovers and Ivy re-evaluates.
Employees and external candidates assessed together	HiredScore evaluates employees, current and past applicants, CRM contacts, and trusted networks against role requirements.^W5^W20	Workday remains the stronger enterprise-wide internal and external talent foundation.	Evaluates applicants and internal talent for a role.
Proactive internal-talent matching and coaching	ProductTalent Mobility Agent provides personalized job matching, manager-activated mobility, and in-flow career guidance.^W9	Workday remains the primary internal-mobility layer.	Evie rediscovery of internal talent; not a full mobility and coaching suite.
Open professional-profile sourcing driven by the role rubric	Workday emphasizes internal systems, candidate databases, and trusted partner networks; an equivalent Levi open-profile workflow was not established.^W3^W20	Octopyd addsLevi can source passive professionals according to Ivy's job-specific context.^O5	Levi sources open professional profiles from Ivy's context.
Verified email and phone enrichment before outbound outreach	A native contact-validation workflow equivalent to Nova's was not established in the official materials reviewed.	Octopyd addsNova enriches contact information through trusted third-party providers before outreach.^O6	Nova enriches contacts through trusted providers before outreach.
Targeted recruiting email campaigns	ProductCandidate Engagement creates and schedules branded email campaigns for dynamic candidate pools.^W7	Workday campaigns remain available; Nova can supplement highly targeted candidate sequences.	Nova campaigns and adaptive sequences.
Recruitment landing pages, events, and campaign analytics	ProductCandidate Engagement provides landing pages, events, open and click analytics, prospect creation, and reporting.^W2^W7	Workday remains the primary recruitment-marketing platform.	Nova sequences and analytics; not a full events and landing-page suite.
Conversational candidate engagement	ProductCandidate Experience Agent provides 24/7 conversational search, applications, screening, reminders, and scheduling.^W5^W6	Workday Paradox remains the primary high-volume conversational layer.	Nova outreach and Talent Portal; not a full 24/7 conversational agent.
SMS, WhatsApp, Facebook Messenger, and web chat	ProductCandidate Experience Agent supports applications and engagement through these mobile channels.^W6	Existing Workday conversational channels remain available.	Email, SMS, and voice via Nova; more chat channels on the roadmap.
Two-way SMS	ProductWorkday Messaging supports candidate SMS, notifications, and opt-in and opt-out controls.^W11	Workday Messaging remains available.	Two-way SMS within Nova sequences.
Hyper-personalized outbound sequences grounded in criterion-level evidence	Workday supports targeted campaigns, conversational engagement, and AI matching; the exact use of a transparent criterion-level scorecard to generate each sequence was not established.^W5^W7	Octopyd addsNova uses role context and candidate evidence to create skill-aware, hyper-personalized sequences.^O6	Nova uses Ivy's evidence to compose each sequence.
Email, SMS, and voice outbound orchestration	Workday supports email campaigns, two-way SMS, and conversational channels; an equivalent unified email, SMS, and voice sequence was not established.^W6^W7^W11	Octopyd addsNova orchestrates adaptive sequences across email, SMS, and voice.^O6	Nova orchestrates email, SMS, and voice.
Intelligent response routing	Candidate Experience Agent answers questions, screens, and moves qualified candidates into scheduling.^W5^W6	EnhancedNova routing responses to Arvo, the hiring manager, or sequence termination based on intent.^O6	Intent-based routing to Arvo or the hiring manager.
Connected source, grade, engage, and schedule workflow	Workday connects Recruiting Agent, Candidate Experience Agent, Recruiting, and Candidate Engagement.^W2^W5^W19	Workday's connected workflow remains available.	Levi, Ivy, Nova, and Arvo connected end to end.
Connected source, enrich, evaluate, and engage using one evolving weighted rubric	Workday connects talent data and agents, but the exact Ivy-rubric orchestration was not established.	Octopyd addsLevi, partner enrichment, Ivy, and Nova operate from the same hiring-manager-adaptive role model.^O3^O5^O6	All agents share one adaptive role model.
Scheduling, interviews, and feedback
Calendar-synchronized candidate self-scheduling	ProductCandidate Experience Agent synchronizes with hiring-team calendars and lets candidates self-schedule through SMS, WhatsApp, or chat.^W5^W6	Workday Paradox scheduling remains available.	Arvo calendar-synced self-scheduling.
Automated candidate qualification before scheduling	ProductCandidate Experience Agent asks required knockout questions and can move qualified candidates forward.^W5^W6	EnhancedExisting Workday qualification remains available; Ivy can add deeper contextual evaluation.	Ivy evaluates candidates before scheduling.
Candidate reminders and scheduling communication	ProductCandidate Experience Agent handles scheduling administration and sends timely reminders.^W2^W6	EnhancedArvo's multichannel reminders, rescheduling support, and stage-level audit trail.^O7	Arvo multichannel reminders and rescheduling.
Interview-team and interview-management workflow	Workday supports interview teams, interview management, collaboration, and structured hiring activities.^W1^W2	Workday remains the primary interview system of record.	Arvo coordinates interview teams and stages.
Hiring-manager feedback through Microsoft Teams and Slack	Hiring managers can exchange interview feedback in their everyday collaboration tools.^W1	Existing Workday collaboration remains available.	Feedback collected in Octopyd; native Teams and Slack posting on the roadmap.
AI-generated interview-feedback summaries	Workday's 2026 release and datasheet document GenAI interview-feedback summaries for recruiters and hiring managers.^W2^W16	Workday remains the primary interview-summary layer.	Feedback consolidated and summarized after each interview.
Dedicated agent that manages the complete interview journey across stages	Workday provides strong conversational scheduling, interview management, alerts, and collaboration; an equivalent Arvo stage-journey model was not established.	Octopyd addsArvo coordinates intro calls, technical interviews, panels, onsite stages, reminders, rescheduling, and feedback follow-through.^O3^O7	Arvo owns the interview journey across stages.
Structured feedback collection and consolidation after every stage	Workday supports interview feedback, collaboration, alerts, and AI summaries.^W1^W2^W16	EnhancedArvo actively collecting and consolidating stage feedback and recording the workflow.^O4^O7	Auto-collected and consolidated after each stage.
Candidate-facing stage guidance and interview workspace	Workday provides candidate updates, scheduling, and conversational support; an equivalent candidate-guide workspace was not established.	Octopyd addsCandidates can see stage instructions, job information, available times, communications, and rescheduling controls.^O7^O10	Talent Portal shows stage guidance, times, and communications.
Feedback automatically recalibrates résumé evaluation criteria and weights	An automatic feedback-to-visible-rubric recalibration loop was not established.	Octopyd addsHiring-manager decisions can refine Ivy's criteria and weighting for the next evaluation cycle.	Decisions refine Ivy's criteria and weighting.
Interview decisions trigger automatic candidate-pool re-ranking	An automatic re-ranking workflow was not established.	Octopyd addsRemaining candidates can be re-evaluated against the improved decision model.	Remaining candidates are re-ranked after decisions.
Candidate experience, agencies, analytics, and governance
Consistent mobile and desktop application experience	Workday supports a consistent application experience across mobile and desktop.^W1	Existing Workday experience remains available.	Consistent candidate experience across devices.
Candidate application status, alerts, recommendations, and interview selection	Native.^W1	Workday remains the primary candidate account and status layer.	Talent Portal with status, alerts, and recommendations.
24/7 candidate questions and support	ProductCandidate Experience Agent provides always-available conversational assistance.^W6	Workday Paradox remains the primary conversational-support layer.	Nova replies and Talent Portal; a full 24/7 conversational agent on the roadmap.
Internal career recommendations and development guidance	Skills Cloud and Talent Mobility Agent support job matching, career guidance, and internal movement.^W8^W9	Workday remains the primary employee-career platform.	Focused on hiring, not employee career development.
Contingent supplier and extended-workforce governance	ProductWorkday VNDLY manages contingent labor, vendors, statements of work, compliance, invoicing, and vendor performance.^W15	Workday VNDLY remains the primary extended-workforce platform.	Not a contingent-workforce VMS; Octopyd focuses on direct hiring.
Direct-hire agency nomination and ownership adjudication	Contingent-vendor management is strong, but an equivalent direct-hire candidate-claim workflow was not established.	Octopyd addsRecruiter nominations can be checked against identifying information and prior ownership before approval.^O3^O10	Recruiter nominations with ownership review.
Recruiting analytics, dashboards, and compliance reporting	Workday provides comprehensive analytics, dashboards, reporting, security, and compliance controls.^W1^W2	Workday remains the primary enterprise analytics layer.	Evaluation, pipeline, and decision analytics.
Candidate-engagement performance analytics	ProductCandidate Engagement reports campaign, landing-page, open, click, view, and prospect metrics.^W7	Workday remains the primary recruitment-marketing analytics layer.	Outreach and sequence analytics.
Explainable and logged AI recommendations	HiredScore documents explainable recommendations, extensive logging, reportability, and human control.^W4^W12	EnhancedIvy's visible rubric, evidence, weights, model cross-checks, and decision history.^O1^O11	Visible rubric, evidence, weights, and decision history.
Independent analysis of recruiting-AI outcomes	Workday published an independent third-party analysis of HiredScore Spotlight outcomes using its own applicant-flow data.^W13	Workday's independent evaluation remains an important component of the combined environment.	Multi-model cross-checks; published third-party outcome audits on the roadmap.
Responsible-AI governance and recognized AI standards	Workday documents NIST AI RMF alignment, ISO/IEC 42001 certification, formal governance, and independent verification.^W18	Workday remains the stronger independently certified AI-governance foundation.	Explainable, bias-checked AI; formal ISO/NIST certification on the roadmap.
SOC 2 Type II coverage	Workday's SOC 2 Type II scope includes Workday Enterprise Products and HiredScore AI products.^W14	Workday's controls remain in place; Octopyd must be evaluated as an additional connected processor.^O11	Security controls documented on the Trust page; confirm current certifications.^O11
Candidate data processed at face value without web-data inference	By design, HiredScore documents this approach to transparency, explainability, and bias mitigation.^W12	CombinedCustomers can retain Workday's grading while selectively using Octopyd's separate authenticity check under an approved policy.	Uses submitted data, with optional consistency checks under policy.
Criterion-level evaluation and rejection audit trail	Workday logs grades, rationale, recruiting actions, and interview records; an equivalent adaptive weighted-rubric history was not established.^W12^W16	Octopyd addsRubric versions, scores, evidence, weighting, decisions, and rejection reasons can be retained in a defensible audit trail.^O1^O3^O11	Rubric, evidence, scores, and decision reasons retained.
Agent lifecycle, accountability, and cross-agent observability	ProductAgent System of Record provides registration, lifecycle management, permissioning, observability, analytics, and third-party agent governance.^W10	ComplementaryWorkday can govern the broader agent environment while Octopyd supplies specialized recruiting agents, subject to validated Agent Gateway compatibility.	Governs its own agents; not an enterprise agent registry.
Post-hire quality feedback used to improve future recruiting	Workday connects recruiting, skills, performance, talent, and workforce data, but the exact Octopyd White Glove post-hire evaluation loop was not established.	White GloveExpert and post-hire feedback can inform future evaluation methods.^O9	White Glove post-hire feedback informs future evaluation.

Octopyd is a complete AI-first recruitment platform. Most teams adopt Octopyd directly. You can also run Octopyd’s agents alongside Workday, and the Workday integration is designed to make a move from Workday to Octopyd easy, keeping candidates and history in sync while you transition. Workday remains the stronger enterprise HCM and workforce platform; Octopyd adds a transparent, hiring-manager-adaptive decision layer.

Octopyd stands on its own. Alongside or during a transition, it adds a decision model that gets sharper with each decision.

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Run Octopyd as your all-in-one ATS, or add its agents on top of Workday during a transition.

How it works

Published by Octopyd and reviewed in July 2026. Workday capabilities are based on official Workday product pages, 2026 product datasheets, release materials, legal and responsible-AI documentation, and security pages. “Not established” means an equivalent capability was not found in the official materials reviewed; it does not prove Workday cannot support the requirement through configuration, Workday Extend, Agent Gateway, a Marketplace product, a private release, or another package. Octopyd is designed to operate alongside Workday, but the production connector, supported objects, API permissions, synchronization direction, data residency, security review, and workflow ownership should be confirmed for each deployment, and Workday's SOC 2 or ISO certifications do not extend to Octopyd. Octopyd's Authenticity Check is a consistency and validation signal, not proof of dishonesty. AI should support human judgment; authorized people remain responsible for employment decisions. All product and company names are trademarks of their respective owners.

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