Are you talking at your team in video calls while they check out and work on anything else? Get them engaged by flipping the script. Give them time to connect and cross pollenate across the broader team by sitting in smaller groups.

Level up your town hall, sales meetings, strategic kick-offs and team meetings.

👎  Or Suffer Through Video Tools...

Losing people to ‘multi-tasking’ through your big meeting? Group video calls start everyone in a big video grid and make it very hard for conversations to occur except for the few most outspoken people.

Jumping into the Cafe you can see the different people and conversations present. The social cue is that if I’m in the Cafe, I’m open to socializing - whether I’m on a break or working away but open for a chat. I can move between the tables and say high to different people and groups.

Sure you could fire up a group video call and leave it running all day, but that’s just one conversation, you don’t know who’s in it before you join and let’s just say it — kinda creepy.

Talking at your team in video calls while they check out and work on anything else? Get them engaged by flipping the script. Give them time to connect and cross pollenate across the broader team by sitting in smaller groups. Share that great news and inspiration but give them time to internalize it and work as a table to process and plan.

Participants at audience tables can interact with table mates while seeing and hearing the presenters on stage. You start in a small group experience, instead of being pushed there in a ‘breakout’ later. Talk with people at the table while everyone is getting settled. Socialize and network just like you would in a real room together. Then absorb what’s happening on stage where up to 6 presenters can be in front of the group. Because participants are in charge, you can change tables at any time (as directed by folks on stage or otherwise).

Perfect for town hall, sales meetings, strategic kick-offs, team meetings and other group gatherings.

How many people are ‘multi-tasking’ through your big meeting and completely disengaged? Group video calls start with everyone in a big video grid and make it very hard for conversations to occur except for the few most outspoken people. Then people are pushed into breakout rooms. If you’re looking to just spray content at people, by all means use those other video tools. If you want an engaged audience who connects not just with you but with each other, you need LexGo.

When live training matters, combine expert guidance from the stage with small group exercises & practice time to solidify learning. Participants stay at their tables instead of being pushed into breakouts. Of course you can always have folks shift around during the training as well. Participants at audience tables can interact with table mates while seeing and hearing the presenters on stage.

You start in a small group experience, instead of being pushed there in a ‘breakout’ later. Talk with people at the table while everyone is getting settled to socialize and network just like you would in a real room together. Then absorb what’s happening on stage where up to 6 presenters can be in front of the group.

Trainers can go back to the concept of ‘table time’ and using small groups to reinforce learning through exercises & practice. They can use the mic and the stage title text from the stage to talk to all of the tables during exercises to update them on what’s next.

LexGo also allows instructors to peak into a table to ensure that they’re on track (and jump in to offer guidance if needed) just like we would in the ‘real’ world.

Group video call breakouts are jarring to move in and out of and take users out of the context of their small group. They’re also an eerily silent place other than the occasional blasted group message - there’s no way for a trainer to talk to the whole group in their breakouts.

Using LexGo for interviews allows recruiters and interviewers to fluidly move in and out of conversations and manage the flow. Once again a single candidate experience can span multiple successive interviews.

A candidate enters the lobby. They’re greeted by a real person (the recruiter) and escorted to an interview room. After the initial conversation, the first interviewer who is waiting in the bullpen is invited into the room and the recruiter steps out.

If the interviewer is starting to run long, the recruiter can jump in with a 2 minute warning. If the interview wraps early, the recruiter can step in to keep the conversation warm and the candidate engaged. Interviews can be adjusted in real time and in this competitive landscape, a series of interviews can be run with a team from anywhere to get to a fast decision.

And... the candidate has just experienced a highly differentiated and hands on hiring process.

Remote interviewing requires a batch of video meeting links and let’s say it — kinda sucks. When an interviewer is late, the candidate doesn’t know what to do and they’re just stuck staring at a ‘waiting for host’ message. If two interviewers need to swap times, it requires complicated calendar gymnastics to flip all the links and calendar times around — and how many times does that lead to people not being where they need to be? Advanced users have tried using the same meeting link for successive interviews - with no idea when the earlier interview is actually complete so they step on each other or leave awkward gaps for the candidate. It’s a disjointed experience of separate meetings.

Build better connections and ramp-up faster by wrapping the onboarding process around the newbies and making sure they have easy access to the resources they need.

Your new team members have a common locale for their first couple weeks of onboarding. They hang out in team rooms together as they ramp-up and get to know each other. Leaders come visit the group to share stories and start wrapping them in the culture. Key personnel from HR and IT are also present for quick access for the many questions that always surface. Various team members even set up office hours to be available as resources. It’s all about getting them connected to each other and others in the team as quickly as possible.

Having the first two weeks at the company be comprised of a bunch of video meeting links is just depressing.