One of the big players when it comes to compensation, data is Willis towers. Watson they've been around for quite some time and they actually have some really amazing and extensive datasets. But addition to that, if you didn't know, they also have a compensation management technology that they also sell.
So they have this tool that allows you to use that data. Or other data sources and bring them in and start to do market pricing for jobs and managing all of your, the skills right of your jobs, those kind of things. You can do all those things within the products. But one of the things that I saw during the briefing with Willis towers, Watson, as part of this research was they've started adding some other products around, wrapping them around the compensation kind of core capabilities.
So things like skills view, and being able to price a skill and see how that adjusts the price of an actual. The pay rate for a job. So adding in this in-demand skill, that's, that's rapidly growing. We know that sometimes the traditional compensation surveys are not fast enough to keep up with some of those things when they're changing really quickly.
And that allows you to do that in a more robust way through some partner integrations they have, of the other ones that they have is argue, which allows you to start looking at your. Organization, looking at the different roles you have and elevating the conversation about comp to say, what if we automated some of these things?
What if we outsource some of these things, do we have to pay for all of this? The stuff's getting done. Maybe some of this, this work is a good candidate for. Robotic process automation, RPA. So it allows you to see some of those other things. So while those don'ts are not sitting in the exact compensation product, they're wrapped around that to give compensation leaders a different set of perspectives, a different set of opportunities to engage with and connect with their leadership and help have better conversations about how to drive the business, not just sending a pay rate, which we know is important, but how to actually drive the business.