May 22, 2025 • 11 mins
In this episode, Krish, the founder and CEO of Know, discusses the transformative mission of his company to make every frontline worker a 'superhero.' Krish explains how the Know app helps streamline day-to-day operations, reduce chaos, and improve worker satisfaction and retention in industries with high turnover, like restaurants. The app functions as a comprehensive digital assistant, offering training, task management, and direct communication from management. Krish also explores the importance of micro-learning and the app's multilingual capabilities, emphasizing the need to meet workers where they are, both geographically and technologically.
00:00 Introduction to Krish and His Mission
00:27 Streamlining Day-to-Day Operations
01:28 Addressing Employee Turnover
03:47 The Role of Technology in Training
04:44 Customizing and Documenting Processes
07:36 Micro Learning and On-Demand Information
09:52 International Reach and Multi-Language Support
11:07 Conclusion and Contact Information
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Jeremy Julian (00:00):
well, Krish, why don't you introduce our yourself
to our listeners.
You can look my way or look thatway, but who's Krish?
Krish Sridhar (00:06):
well thanks for having me.
Yeah.
I'm Krish, I'm the founder andCEO of Know, we are on a mission
to make every frontline worker asuperhero.
Jeremy Julian (00:14):
So what does that exactly mean?
Because I, I get the privilegeof hanging out with you at
different trade shows, so I knowwhere you're at and where you're
going.
But I'd love for our audience tohear a little bit more about
that.
'cause that's a huge, boldvision that I think is amazing,
and I think it's great that,that you're on that path.
No, absolutely.
So I
Krish Sridhar (00:28):
think, two things.
First of all.
on a day to day, whether youworker working a, in a
restaurant or a manager, youshould just get inundated with,
obviously your day to day job.
But then you have data, youhave, all of the things which
are just day-to-day chaos.
We wanna streamline all of thatwhere you can almost run the
things that you need to do.
Like a playbook, right?
(00:48):
So somebody joins theorganization, they get our app,
the no app.
And then no, essentially becomeslike a sidekick that drives your
day to day.
So you don't have to sit therewondering, what do I have to do
today?
Or if I have a question, the appwill answer it.
Yeah.
So it can train you, it can giveyou all the information you
need.
It has a task management featureas well, and it's on task
(01:09):
management, on steroids.
So it's not just a, you don'tneed another checklist app.
There's, there's 50 of them outthere.
what you want is all of thesethings to sing and dance with
each other.
So the worker, just theday-to-day for the, either the
worker or the manager is justsuper simple.
the app drives everything andfrees up time and reduces all
the chaos so that they can thenfocus on the guest.
Jeremy Julian (01:28):
and in our industry, we know that the
turnover is typically a prettychallenging part of the space
that we're in.
Yeah.
even pre pandemic, but postpandemic, it's even worse if
people don't want to come intowork, and then when they do,
they're not staying for superlong periods of time.
So something like that.
Help me understand how does itactually work?
Because I, I hear a lot ofpeople say, oh, we're gonna make
their lives easier.
Yeah.
And at the end of the day, theydon't think through those
(01:49):
things.
Yeah.
So how does it work with thesenew employees or these employees
that might be taken on a newrole or having to do something
different?
No, it's a great
Krish Sridhar (01:55):
question.
So why, people churn for variousreasons, but some of the big
ones are, one, they're justfrustrated with their job.
they don't know what they haveto do.
there's research which showsthat, the average restaurant
employee doesn't stay for morethan two or three months, right?
And a huge factor of that isjust frustration with the job,
not knowing what their jobentails.
Maybe they took on the job anddidn't realize what it was
(02:16):
about.
Jeremy Julian (02:17):
Yeah.
Krish Sridhar (02:17):
They're getting yelled at by guests because they
don't know what they're doing'cause they don't have tools
like what you have.
And the manager's busy.
Maybe we don't have the time tocoach them, guide them, do all
of the kind of things that theydo.
And finally, the other reasonthey leave is because they don't
feel like they're part ofsomething, right?
we all talk about culture allday long.
The building culture ischallenging.
Yep.
And how do you connect the topfloor of the organization?
(02:38):
With the shop floor, right?
Yep.
Jeremy Julian (02:40):
With the people that are actually interacting
with your guests.
Krish Sridhar (02:42):
Yep.
And those are reasons why peoplechurn and.
With No.
What happens is management has adirect line to every last person
in the store, right?
So we have this beautifulfeature, which is almost like a
TikTok, but for yourorganization, which allows you
to share company news, right?
Share, celebrate wins thatyou're having, not just wins,
Hey, you did a great job, butmaybe make them feel like
(03:04):
they're part of theorganization.
we were, I was just listening tothe Brinker CEO talk about how
he sets the vision and then, atthe end it drives 31% sales
growth, right?
Yep.
But that.
Growth was driven by every lastworker and every last manager.
Now, if you make them feel likethey're part of that 31% growth
story and why.
Chilies has had such a massiveturnaround, they would feel like
(03:24):
they're actually part ofsomething.
Absolutely.
Jeremy Julian (03:26):
And you talk about even churn, oftentimes
it's'cause they don't have apath forward.
They don't know how to getthere.
That's right.
That's right.
And unfortunately, the manager,to your point, has too many
things to do.
So that one-on-one coaching,that apprenticeship that we
might have had 20 or 30 yearsago, doesn't exist.
And number one, and number two,they don't have the time.
They don't have the energy.
And number two, oftentimes thisgeneration doesn't learn that
way.
Yeah.
They're learning through adigital means.
(03:47):
So talk to me about how youphilosophically think through
that.
Krish Sridhar (03:50):
Yeah, no, a hundred percent.
So the nobody has the time tosit through any long training
content, even if they had thetime.
Nobody has the attention span.
in fact, I guarantee you anylistener listening to this
podcast has probably looked attheir phone six times between
while they're listening, whilethey're listening to this.
So that's how we all live it.
And if you're a Gen Z,millennial, anything like that,
then that's, what you've grownup with.
Right?
And that convenience, that quickaccess to information, that
(04:12):
being able to do all of thesethings quickly is the way
today's workforce wants to.
Work and we have basically builtthat platform that bite sizes
everything, right?
And creates a playbook where ifit's eight o'clock in the
morning, people don't have tothink what they have to do
because the app essentiallyprompts you saying, Hey, it's
eight o'clock time for you to godo this walkthrough of
something, right?
(04:33):
So then there's no frustration.
There's very CLA in it,absolutely clear on what they
need to do.
And you also don't have to getyelled at later on because maybe
you forgot something or didn'tdo something right, which adds
more to the frustration and soon.
Jeremy Julian (04:44):
So for those brands that maybe don't have it
documented, I know for me, andit's been a long time, lots of
gray hairs here.
So it's been a long time since Iworked in the core restaurant,
but for me it was follow theseguys around for three days to
figure out what you're supposedto do.
And maybe they did it right,maybe they did it wrong, but
that was part of the trainingwhen you were server on the
floor.
For those that maybe haven'tdocumented are still in that
(05:05):
place.
How do you help restaurants getto a place where they are
documenting those things?
Yeah.
Where they are putting thosesystems in place?
Because that is a criticalcomponent of it, is just to
define who you are and whereyou're going.
Yeah.
Prior to recording the toolsthat, that are gonna allow them
there.
Krish Sridhar (05:19):
And by the way, I don't think it's completely
replaceable.
So there's a, I mean we are inthe restaurant business after
all.
Yeah.
So that in-person thing willcontinue to remain, but.
Two, two things to your thing.
So number one is, we have acollection of templates,
libraries, content partners andthings like that.
So we can, if you don't havesomething, we can give that to
you as well.
So that's the easy, that's one.
(05:40):
But secondly, I think, we can,we have complete, I don't want
this to be a sales conversationkind of thing, but we have.
Complete white glove service.
So if you don't have something,we can help you shoot it, we can
edit it, we can do all of thatfor you as well as part of the
no platform.
That's great.
but more importantly, I think wework with you as partners.
we have this big saying at no,we say not vendors, partners.
(06:01):
Yep.
We hate it when somebody viceversa.
We hate it when people treat uslike vendors as well.
So because we say this is a longterm partnership, if you have a
problem, we are here to help yousolve it.
If it's not in our world, wepoint you to somebody else.
But the codifying thing, we haveso many best practices from so
many places as well.
So templates, we help you thinkthrough these things.
We have partnerships.
Lots of things made to solvethat.
Jeremy Julian (06:21):
Yeah, no, and I think that's incredible and the
fact that you guys have beenthere, done, that is also a
piece that I thinkunderestimate.
there's certain things that makepeople's secret sauce.
Yeah, I was just at TexasRoadhouse this week and they
have a different service modelthan even a Chili's.
Yeah.
And so there's certain thingsthat culturally are part of
that.
Yeah.
but then there's also thingsthat are core to what you need
to do.
You need to check the saltshakers to make sure there's
salt in there and you need tofill them properly.
(06:41):
You need to make sure thatyou're doing those things on a
daily
Krish Sridhar (06:43):
basis.
Yeah.
But it goes more strategic aswell.
It's not just the tacticalbecause.
you are a brand, you wannaensure your brand standards flow
all the way down to everybody,right?
And it may be literally from howdo you greet somebody when they
come in?
we have a Mexican restaurantchain, which has an entire
playbook on how they, you wouldcome in, they say"Hola" and they
welcome you for something,right?
Or when they serve yousomething, what they have to
say.
So it's not just the tacticalstuff, but it's also,
(07:05):
strategically how you positionyour brand and make your brand
standards and everything likethat flow all the way down to
the last person.
That person leaves in a coupleof months.
You're not now again, oh crap,like I have bad service until
the next person picks up.
You almost plug and play.
Jeremy Julian (07:18):
Yeah, no, and I think that's incredible and I
think we all, it resonates withus when we go to a Chick-fil-A,
they, it's very consistent.
Exactly.
and part of why they continue tobe successful.
I think Chili's is as you talkedabout with the CEO, they figured
out that way that, that createsthat Chili's experience and.
We also have been in thosebrands that don't have that.
Yeah.
And they struggle.
Yeah.
last piece is the micro learningaspect.
(07:39):
Help me understand why microlearning is so critical and
really even the micro learningwhen I need it, where I need it.
Yeah.
Because that's the piece that Ithink a lot of people, just, you
learned it six weeks ago whenyou went through training, don't
you remember?
Whereas having it in an app,that ability to get to that
data, because that's where welive every day.
Yeah.
I have a problem.
Plumbing problem.
I first search YouTube.
(08:00):
Real silly story.
I just bought a nail gun.
Nail gun.
I'm having a struggle with.
Yeah.
Did I go back to Home Depot tohave them?
Did I go to the website?
No.
I went on YouTube and said RyobiNail gun.
Yeah.
Nails bending.
Yep.
And amazing.
this video shows up that says,oh, this is what your problem
is.
I fix it.
Problem goes away.
Yep.
So in this world today, I thinktoo many, everybody is in that
on demand.
(08:21):
Yeah.
So the fact that you guys areable to fulfill that.
Where they're at.
Is that really part of
Krish Sridhar (08:25):
the secret sauce?
It is, and it's on demand, butit's also with all the AI stuff.
Now we can literally suck in.
Imagine in the, we can suck inthat manual from abi, and in
literally three seconds, thestaff can now ask questions
against that manual and getanswers, right?
So we can take your recipes, wecan take your menus, we can take
all of that, digitize thatinside, know in seconds, and
(08:46):
then you can start gettinganswers anytime you want.
You don't have to flick throughpage four of my menu to find
something.
So if you're.
You have a customer comes inwith vegan, you can basically,
and you can just ask a questionand it'll give you the answer.
Jeremy Julian (08:55):
That was exactly where my head was going is I've
got somebody that doesn't likeshellfish and or has a peanut
allergy and yep.
What are the items that theyneed to avoid?
is that kind of a common percentfor you guys?
Yeah, it is.
Absolutely.
Krish Sridhar (09:05):
And if it, and to build on that, we also have this
concept where you can place QRcodes and things like that
throughout your restaurant.
You scan a QR code, it will takeyou directly to the training as
well.
So imagine that, you have acoffee machine that you have to
clean every day at the end ofthe day.
You just scan the qr, it'll takeyou to step-by-step instructions
on how to clean that coffeemachine.
Jeremy Julian (09:22):
Alright, so when are you selling McDonald's?
So that my, I can get myMcFlurry, because that's one of
biggest challenges.
happy to take that call wheneverthat comes in.
I love it.
I love it.
Krish, how do people learn more?
How do people get, engaged withthe brand and learn more and
talk with you and your team?
Krish Sridhar (09:35):
And again, white glove.
So happy to talk to peopledirectly.
I'm Krish@getknowapp.com.
but if you just search for us,Know the app, we have 1.8
million people use our app eachmonth.
you can find us quite easily,but, I'll be personally
delighted to help anybody.
Jeremy Julian (09:50):
Love that.
Last thing real quick.
multi-language.
Yes.
So talk to me a little bit aboutmulti-language.
'cause I know you guys are alsoan international Yeah,
international.
26 countries.
So 26 countries.
So the fact that oftentimes alot of these products that are
similar to yours.
We started in the US and that'sthe only place that they've done
it.
And then you've got, nativelanguage speakers that are
speaking Korean or Chinese or,Spanish.
So I guess help, help ourlisteners understand how that
(10:13):
also translates, because I thinkit's a critical piece that as
our workforce continues to getmore diverse, you have to meet
them where they are.
Yeah.
The thing that I keep hearingyou say is we're meeting them
where they are and what they're
Krish Sridhar (10:23):
looking for.
Yeah.
No, the app works in practicallyany language you want.
we have now with the AI stuff,we have things that convert the
training as well into differentlanguages.
we have many new functionalitycoming, which will help you.
Like today we have a way youcan, from a prompt create
training in different languages,right?
That's incredible.
and so all of these sorts offunctionality, it's not perfect
today.
AI is evolving every month.
(10:44):
you talked to me in threemonths, this thing will be on a
completely different planet.
Yeah.
So I think one of the thingsalso is we try to be super
nimble because the technologyworld is evolving faster than
any time before.
but at the same time, Yeah.
Language and stuff is almostbecome right now table stakes.
Yep.
Absolutely.
so that's, we have plenty offunctionality like that.
You can create a training, youcan see, learn it in different
languages, it'll give you statsacross everything for the
(11:06):
managers.
all of that's possible.
Jeremy Julian (11:07):
Love it.
Krish, thank you very much forstopping by.
Thank you for what you guys doto ultimately make the
restaurant a better place.
And, have a great rest of theconference.
Pleasure, pleasure having you.
Thank you so much for having mehere.
Awesome.
Yep.
well, Krish, why don't you introduce our yourself
to our listeners.
You can look my way or look thatway, but who's Krish?
Krish Sridhar (00:06):
well thanks for having me.
Yeah.
I'm Krish, I'm the founder andCEO of Know, we are on a mission
to make every frontline worker asuperhero.
Jeremy Julian (00:14):
So what does that exactly mean?
Because I, I get the privilegeof hanging out with you at
different trade shows, so I knowwhere you're at and where you're
going.
But I'd love for our audience tohear a little bit more about
that.
'cause that's a huge, boldvision that I think is amazing,
and I think it's great that,that you're on that path.
No, absolutely.
So I
Krish Sridhar (00:28):
think, two things.
First of all.
on a day to day, whether youworker working a, in a
restaurant or a manager, youshould just get inundated with,
obviously your day to day job.
But then you have data, youhave, all of the things which
are just day-to-day chaos.
We wanna streamline all of thatwhere you can almost run the
things that you need to do.
Like a playbook, right?
(00:48):
So somebody joins theorganization, they get our app,
the no app.
And then no, essentially becomeslike a sidekick that drives your
day to day.
So you don't have to sit therewondering, what do I have to do
today?
Or if I have a question, the appwill answer it.
Yeah.
So it can train you, it can giveyou all the information you
need.
It has a task management featureas well, and it's on task
(01:09):
management, on steroids.
So it's not just a, you don'tneed another checklist app.
There's, there's 50 of them outthere.
what you want is all of thesethings to sing and dance with
each other.
So the worker, just theday-to-day for the, either the
worker or the manager is justsuper simple.
the app drives everything andfrees up time and reduces all
the chaos so that they can thenfocus on the guest.
Jeremy Julian (01:28):
and in our industry, we know that the
turnover is typically a prettychallenging part of the space
that we're in.
Yeah.
even pre pandemic, but postpandemic, it's even worse if
people don't want to come intowork, and then when they do,
they're not staying for superlong periods of time.
So something like that.
Help me understand how does itactually work?
Because I, I hear a lot ofpeople say, oh, we're gonna make
their lives easier.
Yeah.
And at the end of the day, theydon't think through those
(01:49):
things.
Yeah.
So how does it work with thesenew employees or these employees
that might be taken on a newrole or having to do something
different?
No, it's a great
Krish Sridhar (01:55):
question.
So why, people churn for variousreasons, but some of the big
ones are, one, they're justfrustrated with their job.
they don't know what they haveto do.
there's research which showsthat, the average restaurant
employee doesn't stay for morethan two or three months, right?
And a huge factor of that isjust frustration with the job,
not knowing what their jobentails.
Maybe they took on the job anddidn't realize what it was
(02:16):
about.
Jeremy Julian (02:17):
Yeah.
Krish Sridhar (02:17):
They're getting yelled at by guests because they
don't know what they're doing'cause they don't have tools
like what you have.
And the manager's busy.
Maybe we don't have the time tocoach them, guide them, do all
of the kind of things that theydo.
And finally, the other reasonthey leave is because they don't
feel like they're part ofsomething, right?
we all talk about culture allday long.
The building culture ischallenging.
Yep.
And how do you connect the topfloor of the organization?
(02:38):
With the shop floor, right?
Yep.
Jeremy Julian (02:40):
With the people that are actually interacting
with your guests.
Krish Sridhar (02:42):
Yep.
And those are reasons why peoplechurn and.
With No.
What happens is management has adirect line to every last person
in the store, right?
So we have this beautifulfeature, which is almost like a
TikTok, but for yourorganization, which allows you
to share company news, right?
Share, celebrate wins thatyou're having, not just wins,
Hey, you did a great job, butmaybe make them feel like
(03:04):
they're part of theorganization.
we were, I was just listening tothe Brinker CEO talk about how
he sets the vision and then, atthe end it drives 31% sales
growth, right?
Yep.
But that.
Growth was driven by every lastworker and every last manager.
Now, if you make them feel likethey're part of that 31% growth
story and why.
Chilies has had such a massiveturnaround, they would feel like
(03:24):
they're actually part ofsomething.
Absolutely.
Jeremy Julian (03:26):
And you talk about even churn, oftentimes
it's'cause they don't have apath forward.
They don't know how to getthere.
That's right.
That's right.
And unfortunately, the manager,to your point, has too many
things to do.
So that one-on-one coaching,that apprenticeship that we
might have had 20 or 30 yearsago, doesn't exist.
And number one, and number two,they don't have the time.
They don't have the energy.
And number two, oftentimes thisgeneration doesn't learn that
way.
Yeah.
They're learning through adigital means.
(03:47):
So talk to me about how youphilosophically think through
that.
Krish Sridhar (03:50):
Yeah, no, a hundred percent.
So the nobody has the time tosit through any long training
content, even if they had thetime.
Nobody has the attention span.
in fact, I guarantee you anylistener listening to this
podcast has probably looked attheir phone six times between
while they're listening, whilethey're listening to this.
So that's how we all live it.
And if you're a Gen Z,millennial, anything like that,
then that's, what you've grownup with.
Right?
And that convenience, that quickaccess to information, that
(04:12):
being able to do all of thesethings quickly is the way
today's workforce wants to.
Work and we have basically builtthat platform that bite sizes
everything, right?
And creates a playbook where ifit's eight o'clock in the
morning, people don't have tothink what they have to do
because the app essentiallyprompts you saying, Hey, it's
eight o'clock time for you to godo this walkthrough of
something, right?
(04:33):
So then there's no frustration.
There's very CLA in it,absolutely clear on what they
need to do.
And you also don't have to getyelled at later on because maybe
you forgot something or didn'tdo something right, which adds
more to the frustration and soon.
Jeremy Julian (04:44):
So for those brands that maybe don't have it
documented, I know for me, andit's been a long time, lots of
gray hairs here.
So it's been a long time since Iworked in the core restaurant,
but for me it was follow theseguys around for three days to
figure out what you're supposedto do.
And maybe they did it right,maybe they did it wrong, but
that was part of the trainingwhen you were server on the
floor.
For those that maybe haven'tdocumented are still in that
(05:05):
place.
How do you help restaurants getto a place where they are
documenting those things?
Yeah.
Where they are putting thosesystems in place?
Because that is a criticalcomponent of it, is just to
define who you are and whereyou're going.
Yeah.
Prior to recording the toolsthat, that are gonna allow them
there.
Krish Sridhar (05:19):
And by the way, I don't think it's completely
replaceable.
So there's a, I mean we are inthe restaurant business after
all.
Yeah.
So that in-person thing willcontinue to remain, but.
Two, two things to your thing.
So number one is, we have acollection of templates,
libraries, content partners andthings like that.
So we can, if you don't havesomething, we can give that to
you as well.
So that's the easy, that's one.
(05:40):
But secondly, I think, we can,we have complete, I don't want
this to be a sales conversationkind of thing, but we have.
Complete white glove service.
So if you don't have something,we can help you shoot it, we can
edit it, we can do all of thatfor you as well as part of the
no platform.
That's great.
but more importantly, I think wework with you as partners.
we have this big saying at no,we say not vendors, partners.
(06:01):
Yep.
We hate it when somebody viceversa.
We hate it when people treat uslike vendors as well.
So because we say this is a longterm partnership, if you have a
problem, we are here to help yousolve it.
If it's not in our world, wepoint you to somebody else.
But the codifying thing, we haveso many best practices from so
many places as well.
So templates, we help you thinkthrough these things.
We have partnerships.
Lots of things made to solvethat.
Jeremy Julian (06:21):
Yeah, no, and I think that's incredible and the
fact that you guys have beenthere, done, that is also a
piece that I thinkunderestimate.
there's certain things that makepeople's secret sauce.
Yeah, I was just at TexasRoadhouse this week and they
have a different service modelthan even a Chili's.
Yeah.
And so there's certain thingsthat culturally are part of
that.
Yeah.
but then there's also thingsthat are core to what you need
to do.
You need to check the saltshakers to make sure there's
salt in there and you need tofill them properly.
(06:41):
You need to make sure thatyou're doing those things on a
daily
Krish Sridhar (06:43):
basis.
Yeah.
But it goes more strategic aswell.
It's not just the tacticalbecause.
you are a brand, you wannaensure your brand standards flow
all the way down to everybody,right?
And it may be literally from howdo you greet somebody when they
come in?
we have a Mexican restaurantchain, which has an entire
playbook on how they, you wouldcome in, they say"Hola" and they
welcome you for something,right?
Or when they serve yousomething, what they have to
say.
So it's not just the tacticalstuff, but it's also,
(07:05):
strategically how you positionyour brand and make your brand
standards and everything likethat flow all the way down to
the last person.
That person leaves in a coupleof months.
You're not now again, oh crap,like I have bad service until
the next person picks up.
You almost plug and play.
Jeremy Julian (07:18):
Yeah, no, and I think that's incredible and I
think we all, it resonates withus when we go to a Chick-fil-A,
they, it's very consistent.
Exactly.
and part of why they continue tobe successful.
I think Chili's is as you talkedabout with the CEO, they figured
out that way that, that createsthat Chili's experience and.
We also have been in thosebrands that don't have that.
Yeah.
And they struggle.
Yeah.
last piece is the micro learningaspect.
(07:39):
Help me understand why microlearning is so critical and
really even the micro learningwhen I need it, where I need it.
Yeah.
Because that's the piece that Ithink a lot of people, just, you
learned it six weeks ago whenyou went through training, don't
you remember?
Whereas having it in an app,that ability to get to that
data, because that's where welive every day.
Yeah.
I have a problem.
Plumbing problem.
I first search YouTube.
(08:00):
Real silly story.
I just bought a nail gun.
Nail gun.
I'm having a struggle with.
Yeah.
Did I go back to Home Depot tohave them?
Did I go to the website?
No.
I went on YouTube and said RyobiNail gun.
Yeah.
Nails bending.
Yep.
And amazing.
this video shows up that says,oh, this is what your problem
is.
I fix it.
Problem goes away.
Yep.
So in this world today, I thinktoo many, everybody is in that
on demand.
(08:21):
Yeah.
So the fact that you guys areable to fulfill that.
Where they're at.
Is that really part of
Krish Sridhar (08:25):
the secret sauce?
It is, and it's on demand, butit's also with all the AI stuff.
Now we can literally suck in.
Imagine in the, we can suck inthat manual from abi, and in
literally three seconds, thestaff can now ask questions
against that manual and getanswers, right?
So we can take your recipes, wecan take your menus, we can take
all of that, digitize thatinside, know in seconds, and
(08:46):
then you can start gettinganswers anytime you want.
You don't have to flick throughpage four of my menu to find
something.
So if you're.
You have a customer comes inwith vegan, you can basically,
and you can just ask a questionand it'll give you the answer.
Jeremy Julian (08:55):
That was exactly where my head was going is I've
got somebody that doesn't likeshellfish and or has a peanut
allergy and yep.
What are the items that theyneed to avoid?
is that kind of a common percentfor you guys?
Yeah, it is.
Absolutely.
Krish Sridhar (09:05):
And if it, and to build on that, we also have this
concept where you can place QRcodes and things like that
throughout your restaurant.
You scan a QR code, it will takeyou directly to the training as
well.
So imagine that, you have acoffee machine that you have to
clean every day at the end ofthe day.
You just scan the qr, it'll takeyou to step-by-step instructions
on how to clean that coffeemachine.
Jeremy Julian (09:22):
Alright, so when are you selling McDonald's?
So that my, I can get myMcFlurry, because that's one of
biggest challenges.
happy to take that call wheneverthat comes in.
I love it.
I love it.
Krish, how do people learn more?
How do people get, engaged withthe brand and learn more and
talk with you and your team?
Krish Sridhar (09:35):
And again, white glove.
So happy to talk to peopledirectly.
I'm Krish@getknowapp.com.
but if you just search for us,Know the app, we have 1.8
million people use our app eachmonth.
you can find us quite easily,but, I'll be personally
delighted to help anybody.
Jeremy Julian (09:50):
Love that.
Last thing real quick.
multi-language.
Yes.
So talk to me a little bit aboutmulti-language.
'cause I know you guys are alsoan international Yeah,
international.
26 countries.
So 26 countries.
So the fact that oftentimes alot of these products that are
similar to yours.
We started in the US and that'sthe only place that they've done
it.
And then you've got, nativelanguage speakers that are
speaking Korean or Chinese or,Spanish.
So I guess help, help ourlisteners understand how that
(10:13):
also translates, because I thinkit's a critical piece that as
our workforce continues to getmore diverse, you have to meet
them where they are.
Yeah.
The thing that I keep hearingyou say is we're meeting them
where they are and what they're
Krish Sridhar (10:23):
looking for.
Yeah.
No, the app works in practicallyany language you want.
we have now with the AI stuff,we have things that convert the
training as well into differentlanguages.
we have many new functionalitycoming, which will help you.
Like today we have a way youcan, from a prompt create
training in different languages,right?
That's incredible.
and so all of these sorts offunctionality, it's not perfect
today.
AI is evolving every month.
(10:44):
you talked to me in threemonths, this thing will be on a
completely different planet.
Yeah.
So I think one of the thingsalso is we try to be super
nimble because the technologyworld is evolving faster than
any time before.
but at the same time, Yeah.
Language and stuff is almostbecome right now table stakes.
Yep.
Absolutely.
so that's, we have plenty offunctionality like that.
You can create a training, youcan see, learn it in different
languages, it'll give you statsacross everything for the
(11:06):
managers.
all of that's possible.
Jeremy Julian (11:07):
Love it.
Krish, thank you very much forstopping by.
Thank you for what you guys doto ultimately make the
restaurant a better place.
And, have a great rest of theconference.
Pleasure, pleasure having you.
Thank you so much for having mehere.
Awesome.
Yep.
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