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Korn Ferry Tops HRO Today's 2026 RPO Baker's Dozen Rankings Key Takeaways (TLDR) Korn Ferry tops HRO Today's 2026 RPO ranking, giving firms a competitive edge in selecting top recruitment partners. HRO Today's Baker's Dozen ranking uses a weighted algorithm analyzing service breadth, deal size, and quality from 450 client surveys. These RPO rankings help organizations find quality talent partners, improving employment opportunities and workforce development for better career outcomes. Korn Ferry leads KellyOCG in the 2026 RPO rankings based entirely on client feedback from extensive industry surveys. Why it Matters The HRO Today Baker's Dozen ranking serves as a trusted benchmark for organizations seeking recruitment process outsourcing (RPO) partners. In a competitive talent landscape, companies rely on these rankings to identify providers that deliver superior service and results. Korn Ferry's top position underscores its strong client relationships and effective talent acquisition solutions, which can help businesses attract and retain top talent, ultimately driving growth. For job seekers, the recognition of top RPO providers signals better career opportunities and support. This news matters because it highlights the providers that can make a tangible difference in workforce development and organizational success. Summary HRO Today has unveiled the winners of its 2026 Baker’s Dozen Customer Satisfaction Ranking for RPO, honoring organizations that earned the highest ratings from their customers. Korn Ferry tops the list, giving companies a competitive edge by identifying the most effective recruitment partners for talent acquisition success. Following Korn Ferry are KellyOCG, Hudson Talent Solutions, PeopleScout, and Cielo. These RPO rankings help organizations find quality talent partners, improving employment opportunities and workforce development for better career outcomes. HRO Today's Baker's Dozen ranking uses a weighted algorithm analyzing service breadth, deal size, and quality from 450 client surveys across 335 companies. “A ranking in the HRO Today Baker’s Dozen for RPO providers reflects the strength of provider-client relationships and the quality and effectiveness of services,” said Elliot Clark, CEO of SharedXpertise and Publisher of HRO Today. “Recognition based directly on client feedback makes this achievement particularly meaningful.” The ratings are based solely on feedback from buyers of the rated services, not on the opinion of HRO Today staff. For the full list of winners, visit HRO Today. The rankings are determined through an annual online survey distributed to buyers directly and indirectly through service providers. Only those organizations that earned the highest ratings from their customers for quality of service, breadth of service, and size of deals are included. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Korn Ferry Tops HRO Today's 2026 RPO Baker's Dozen Rankings.
Vanderbloemen Tackles Pastoral Turnover With 200+ Years of Ministry Insight Key Takeaways (TLDR) Vanderbloemen Search Group leverages 200 years of pastoral experience to help churches reduce costly turnover and secure lasting leadership. Vanderbloemen uses research on pastoral turnover and proven search processes to counsel churches on succession planning and candidate alignment. Vanderbloemen helps churches build healthier leadership transitions, fostering stable ministries that better serve their communities and congregations. Vanderbloemen reports that 24 percent of pastors considered leaving ministry in the past year, down from 42 percent in 2022. Why it Matters This news matters because pastoral turnover directly affects the spiritual and organizational health of thousands of congregations. When pastors leave prematurely, churches face instability, financial strain, and diminished community impact. With nearly a quarter of pastors contemplating exit, the need for expert guidance in succession planning and leadership placement has never been greater. Vanderbloemen’s unique blend of pastoral experience and rigorous search methodology offers a proven path to healthier transitions, helping churches avoid the costly cycle of short-term leadership and instead cultivate lasting, transformative ministry. For pastors discerning their next step and boards preparing for change, this resource provides a steady, experienced voice in uncertain times. Summary As churches nationwide confront pastoral burnout, succession gaps, and prolonged hiring timelines, Vanderbloemen Search Group is stepping forward with seasoned ministry insight to address pastoral turnover—one of the most pressing leadership challenges facing American congregations. The nation’s leading faith-based executive search firm brings over 200 years of combined pastoral experience across its consulting team, offering churches a practical, ministry-tested perspective on what drives turnover and how to foster healthier, longer-lasting leadership transitions. Vanderbloemen’s recent research reveals that 24% of U.S. senior Protestant pastors have seriously considered leaving full-time ministry in the past year—down from a 2022 peak of 42% but still well above pre-pandemic norms. Lifeway Research notes the median pastoral tenure at a single church is eight years, with burnout, conflict, and shifts in calling among the top reasons pastors depart. For search committees and church boards, the takeaway is clear: pastoral hiring now carries higher stakes, narrower margins for error, and greater long-term consequences for church health. Vanderbloemen’s consultants understand these dynamics firsthand, having served as senior pastors, executive pastors, and ministry leaders across denominations. That experience shapes how the firm evaluates candidates, designs search processes, and counsels churches on succession planning, culture assessment, compensation, and onboarding. Having supported thousands of church staffing engagements, Vanderbloemen has identified patterns that distinguish short-tenure placements from leaders who thrive for a decade or more. The firm regularly publishes practical guidance, case studies, and trend analysis through its leadership resource library. Since 2009, Vanderbloemen has been the only Christian executive search firm accredited by AESC, combining rigorous methodology with deep ministry experience to help organizations fill every pastor vacancy with leaders who last. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Vanderbloemen Tackles Pastoral Turnover With 200+ Years of Ministry Insight.
Infor Talent Science Wins HR.com's Best Retail HR Solution Award Key Takeaways (TLDR) Infor Talent Science won HR.com's 2026 Best HR Solution for Retail Business Award, giving retailers a predictive analytics edge to cut turnover and boost productivity. Infor Talent Science uses predictive analytics to assess candidate fit, enabling high-volume hiring and strategic workforce planning for retail organizations. Infor Talent Science helps retailers build stronger teams and create meaningful employee growth opportunities, leading to better customer experiences and a more human workplace. HR.com awarded Infor Talent Science for its predictive people analytics, which help retailers reduce frontline turnover and improve hiring speed. Why it Matters This recognition underscores the growing importance of predictive analytics in solving retail’s chronic turnover and hiring challenges. As retailers face tight labor markets and rising customer expectations, tools that identify the right candidates and reduce frontline turnover can directly improve productivity, customer experience, and bottom-line results. The award signals that data-driven talent decisions are becoming a competitive necessity, not just a nice-to-have, for retail employers. Summary HR.com has honored Infor Talent Science with the Best HR Solution for Retail Business Award for 2026, spotlighting a platform designed to tackle retail’s persistent talent challenges: attracting, selecting, and retaining the right people in a fast-paced, high-volume environment. The award recognizes Infor’s use of predictive analytics to help retailers make smarter hiring decisions, pinpoint candidates with a stronger potential for fit, and build teams positioned for long-term success. By converting workforce data into actionable insights, the solution enables HR teams to move beyond reactive hiring and adopt a more strategic approach to workforce planning and retention. “Congratulations to Infor on this well-deserved recognition,” said Debbie McGrath, CEO of HR.com. “Their innovative HR solutions help retail employers address workforce challenges, strengthen talent practices, and build stronger organizations and people.” Infor Talent Science is transforming retail hiring and talent management with predictive people analytics, helping organizations reduce frontline turnover, accelerate high-volume hiring, improve productivity, develop stronger leaders, and deliver more consistent customer experiences. Trista Tolkacz, Customer Success Leader at Infor, added, “We are honored to be recognized by HR.com and grateful for this award. This recognition reflects our team's commitment to helping organizations make better talent decisions and create meaningful opportunities for employee growth and success.” HR.com, the largest network of HR professionals, supports over 2 million members with career development, networking, and compliance resources. Its offerings include 300+ HR Research Institute industry studies, 500+ annual webcasts and virtual courses, SHRM/HRCI certification prep, in-person conferences, HR tools, and legal updates. For a full list of honorees, visit www.hr.com/awards. More information about HR.com is available in its HR.com Newsroom. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Infor Talent Science Wins HR.com's Best Retail HR Solution Award.
Survale Launches Hiring Manager Candidate Experience Certification Key Takeaways (TLDR) Survale's certification gives hiring managers an edge by boosting offer acceptance, time to hire, and employer brand. Survale's program uses five ten-minute modules and tools like the Panel Role-Assigner Matrix to standardize interview training. Survale's certification fosters respectful interviews, making hiring fairer and improving candidate experiences for a better tomorrow. Survale's certification is built on 15 years of research with two million candidates and includes a Disposition Script Bank. Why it Matters This news matters because it addresses a critical gap in recruiting: while most training focuses on interview techniques, the hiring manager's behavior is the strongest driver of candidate experience and offer acceptance. By certifying hiring managers with research-backed practices, organizations can significantly improve key metrics like time to hire, quality of hire, and employer brand. With 52% of candidates more likely to refer others even after rejection and 26% more likely to reapply to award-winning employers, the ripple effects on talent acquisition and business outcomes are substantial. Survale's program provides a scalable, measurable solution that finally equips the people most responsible for candidate experience with the tools they need to succeed. Summary Survale, the most awarded talent feedback and analytics platform, has announced the general availability of its Hiring Manager Candidate Experience Certification program. This new offering is a structured, scalable training and certification solution designed to help organizations turn interviews into their strongest recruiting advantage. While most interview training focuses on question technique and candidate selection, hiring managers remain the single biggest influence on how candidates experience the hiring process and whether first-choice candidates accept offers. Survale's program goes beyond traditional interviewer training, equipping managers with the mindset, structure, and tools to run faster, more respectful, and more effective interviews that improve offer acceptance, time to hire, quality of hire, and employer brand. Built on 15 years of proprietary CandE Benchmark Research, drawing on feedback from more than two million candidates across over 2,000 employers, the certification consists of five focused modules of approximately ten minutes each: Hiring Manager Impact & Mindset, Pre-Interview Strategy & Setup, Structured Interview Guide, Post-Interview Execution, and Feedback Optimization. Certified managers also receive a practical toolkit, including the Panel Role-Assigner Matrix, the Legal Landmines & Small Talk Guide, the 15-Minute Scorecard Method, and the Disposition Script Bank. Jason Moreau, CEO of Survale, said, "Hiring managers make or break the candidate experience, but until now there's been no research-backed way to train and certify them on it. This program operationalizes everything we've learned from fifteen years of candidate experience research. And Survale clients can measure the effects of the certification within the platform. That closed loop between training and measurement is something no traditional interview training can offer." Kevin Grossman, VP of Benchmark Research at Survale, added, "The data has told the same story for fifteen years: how candidates are treated in the interview directly drives offer acceptance, referrals, brand perception, and even revenue. This certification finally puts CandE best practices directly into the hands of the people who deliver most of the candidate experience - the hiring managers themselves." Designed for the enterprise, the program is fully customizable. Organizations can deliver training through Survale's portal, complete with customizable welcome videos and "bookend" links to their own policies and courses, or deploy the SCORM-compliant modules in their existing LMS. The Hiring Manager Candidate Experience Certification program is available immediately. To learn more, visit https://survale.com/hiring-manager-candidate-experience-training/. Survale's award-winning Talent Feedback Platform provides employers with an "Always On" solution for automatically gathering, analyzing, and acting upon experiential data from candidates, recruiters, hiring managers, and employees at each stage of the hiring process and throughout the talent lifecycle. For more information, visit survale.com. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Survale Launches Hiring Manager Candidate Experience Certification.
StevenDouglas Promotes Amanda Rassi to Lead National HR Search Key Takeaways (TLDR) StevenDouglas promoted Amanda Rassi to Managing Director, expanding its national HR search practice and giving clients a competitive edge in securing top HR talent. Amanda Rassi will lead the national HR search practice, unifying teams and expanding StevenDouglas's footprint to meet growing client demand across the U.S. StevenDouglas's expanded HR search practice under Amanda Rassi helps organizations find leaders who build better workplaces and improve people's lives. Amanda Rassi's promotion at StevenDouglas highlights how a strong network and decade of expertise can lead to leading a national HR search practice. Why it Matters This news matters because the demand for top HR talent is intensifying as organizations navigate complex workforce challenges, from remote work to diversity and inclusion. StevenDouglas’ expansion of its national HR search practice under Amanda Rassi’s leadership means companies across the country will have greater access to specialized expertise in identifying and securing transformative HR leaders. For HR professionals, it signals a robust market for their skills and new opportunities for career advancement. For businesses, it promises a partner capable of delivering the strategic HR leadership essential for driving organizational success in an increasingly competitive landscape. Summary StevenDouglas, one of the nation’s leading boutique Search and Interim firms, has promoted Amanda Rassi to Managing Director of its National Human Resources Search Practice. This strategic move underscores the firm’s commitment to expanding its HR search capabilities and adding HR recruiting experts across the country as client demand grows. Rassi will lead the growth and development of the national practice, including solidifying an HR search team, strengthening StevenDouglas’ footprint across the U.S., and bringing the firm’s HR recruiting capabilities together under one national practice. “There is a significant opportunity to continue to grow our HR practice nationally and Amanda has built an exceptional reputation in the HR community and a strong national network of clients and HR leaders,” said Elizabeth Jacobs, Executive Vice President at StevenDouglas. Rassi joined the firm in 2013 and has built an extensive national network of HR executives and business leaders. Her practice focuses on senior HR leadership roles, including CHRO, Chief People Officer, SVP and VP of Human Resources searches, as well as leadership roles across Talent Acquisition, Total Rewards, HR Operations, Talent Management, Organizational Development and HR Business Partners. The practice serves organizations ranging from emerging and middle-market companies to Fortune 500, privately held and private equity-backed businesses, offering both retained executive search and professional recruiting. “We have an opportunity to build one of the strongest national HR search practices in the country,” said Rassi. “By expanding our team and presence in key markets, while operating as one national practice, we are giving our clients access to deep HR expertise, market intelligence and talent relationships across the country.” This announcement is part of StevenDouglas’ broader strategy to build specialized practices led by recruiters with deep functional expertise while combining strong local market knowledge with national search capabilities. For more information, contact Amanda Rassi at ARassi@StevenDouglas.com or (954) 385-8595. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is StevenDouglas Promotes Amanda Rassi to Lead National HR Search.
Emotional Skill Gap Summit: 4-Day Virtual Event for HR Leaders Key Takeaways (TLDR) Gain a career edge by mastering emotional intelligence skills AI cannot replace at the $29 Emotional Skill Gap Summit. The four-day virtual Emotional Skill Gap Summit runs September 29 to October 2, 2026, with expert-led sessions and recordings. FeelWise, Minds of Light, and Strike Marketing Institute co-host a summit to build emotional skills for inclusive, human-centered workplaces. Learn how neurodivergent perspectives and emotional intelligence can help people work better alongside AI at this virtual summit. Why it Matters As AI rapidly automates analytical and routine tasks, the skills that remain uniquely human—emotional intelligence, cross-communication, and trust-building—are becoming the new currency of workplace success. Yet most organizations have no structured plan to develop them. The Emotional Skill Gap Summit arrives at a critical moment, offering accessible, research-backed training that bridges this gap. For HR leaders, L&D professionals, and team managers, this event provides not just theory but practical tools to cultivate resilience, emotional regulation, and human-centered leadership. With neurodivergent perspectives and AI collaboration as dedicated focus areas, the summit equips attendees to foster inclusive, emotionally intelligent workplaces where every kind of mind can thrive. At just $29, it removes barriers to entry, making essential emotional skills training available to individuals without cumbersome budget approvals. This matters because the future of work depends on our ability to connect, communicate, and lead with empathy—skills that no algorithm can replicate. Summary FeelWise, Minds of Light, and Strike Marketing Institute are joining forces to present the Emotional Skill Gap Summit, a four-day virtual event scheduled for September 29 through October 2, 2026. Running daily from 9 a.m. to 2 p.m. Central Time, the summit targets learning and development professionals, HR leaders, and team managers who recognize that as AI assumes analytical and routine tasks, human-centric abilities such as emotional intelligence, cross-communication, and trust-building are becoming indispensable for team success. According to the World Economic Forum's Future of Jobs Report 2025, employers expect 39% of core skills to change by 2030, with leadership and social influence rising 22 percentage points since 2023. Despite this, most organizations lack a structured approach to developing these skills. The summit addresses that gap by pairing research-based frameworks with actionable tools attendees can immediately apply with their teams. Tina Schweiger, founder of FeelWise, emphasizes the urgency: “Companies have a plan for AI adoption. Few have a plan for the skills AI doesn't replace. Those skills can be taught and practiced like any other, and these four days show how.” The event features over 25 speakers, including Russell Scherwin, leadership professor at the University of Georgia and former CMO of IBM Watson Commerce; Dr. Justin James Kennedy, professor of behavioral neuroscience and TEDx speaker; Stephen Busette of Siemens; Robert Gramillano, executive coach and clinical professor at DePaul University; Dr. Charmain Jackman, CEO of InnoPsych; and Drs. Judith and Bob Wright of LiveWright. Two days focus on emotional regulation, resilience, human-centered leadership, and workplace culture. Minds of Light Day, led by Executive Director Alison Jones, highlights neurodivergent perspectives and communication between neurodivergent and neurotypical colleagues. Jones notes, “Neurodivergent people are a growing part of the workforce, and the unwritten emotional rules of most workplaces were not designed for how they communicate. Many spend energy every day decoding tone, masking, and translating between communication styles, on top of the job itself. Rapid change in how work gets done adds to that load. Emotional skills training has to work for every kind of mind.” The final day, Emotionally Intelligent AI Day on October 2, sponsored by Grand Strategy Consulting, tackles staying emotionally grounded while working alongside AI tools. Speakers include Zena Collins, consultant at Grand Strategy Consulting, MSCEIT 2 emotional intelligence practitioner, and author of Stop Wasting Time With AI. Registration is $29, intentionally priced so individuals can attend without a budget approval process, and closes September 29. Attendees can add a donation to Minds of Light or bundle registration with the FeelWise emotional intelligence card deck. All registered attendees receive recordings of every session. For more details and to register, visit the-emotional-skill-gap-summit.heysummit.com. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Emotional Skill Gap Summit: 4-Day Virtual Event for HR Leaders.
Law Firm Launches Employers Think Pink to Save Lives Key Takeaways (TLDR) Companies joining Employers Think Pink gain a loyalty edge by offering paid time off for mammograms while competitors risk losing talent. Employers Think Pink asks businesses to add their name online and grant paid hours for annual mammograms, following Davis Saperstein and Salomon's model. Paid time off for mammograms lets workers prioritize early detection without losing pay, making workplaces healthier and saving lives nationwide. A case manager's delayed mammogram inspired Employers Think Pink, a campaign urging companies to give paid time off for breast cancer screening. Why it Matters This initiative matters because it directly addresses a preventable barrier to breast cancer screening: the fear of losing pay or falling behind at work. When employees delay mammograms due to job obligations, cancers can advance to later, more lethal stages, as happened to Annette. By encouraging employers to offer paid time off for screenings, Employers Think Pink can help detect breast cancer earlier, when treatment is most effective. With over 321,000 new invasive breast cancer cases expected in the U.S. in 2026, making it easier for workers to attend annual mammograms is a simple, low-cost way for businesses to protect their employees’ health and save lives. The campaign also shifts workplace culture toward prioritizing preventive care, showing that a job should never stand in the way of a potentially lifesaving test. Summary No employee should ever have to choose between earning a paycheck and getting a potentially lifesaving mammogram. That is the core message behind Employers Think Pink, a new initiative launched by the New Jersey-based personal injury law firm Davis, Saperstein & Salomon, P.C. The program calls on businesses across New Jersey and the entire country to grant employees paid time off for the hours needed to receive their annual breast cancer screenings. The firm was inspired to create the campaign after a longtime case manager named Annette was diagnosed with Stage 2B breast cancer in 2009. Annette had delayed her annual mammogram for several months due to a busy work schedule, and she eventually discovered a lump in the shower. If she had kept her original appointment, her cancer might have been caught at Stage 1 instead of advancing to Stage 2B. After surgery and chemotherapy, Annette was declared cancer-free, but her ordeal left the firm with a lasting conviction: no one should have to risk their health or their income to get screened. Garry R. Salomon, Esq., Founding Partner of Garry R. Salomon, emphasized the stakes: “There is nothing more important than saving lives. Paid time off for breast cancer screening is a perk every caring employer can do to protect their staff and their families from this horrible disease.” The American Cancer Society estimates that about 321,910 women in the United States will be diagnosed with invasive breast cancer in 2026, and 42,140 women will die from the disease. Early detection through mammograms can find cancer before symptoms appear, when treatment is more likely to succeed. Employers Think Pink offers a straightforward way for companies of all sizes to support that goal by making room for screenings during the workday. Businesses can join by adding their company name at www.employersthinkpink.com or by scanning the campaign’s QR code to watch an introduction video and learn more. For further information or an “Employer’s Think Pink” press release kit, contact Elizabeth Sheldon at (201) 907-5000 or Elizabeth.sheldon@dsslaw.com. Since 1981, the compassionate personal injury lawyers at Davis, Saperstein & Salomon have been delivering results for injured individuals, never representing corporations. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Law Firm Launches Employers Think Pink to Save Lives.
Meeder Investment Management Appoints Mark Francher as CHRO Key Takeaways (TLDR) Meeder named Mark Francher CHRO, leveraging his CAPTRUST and Qualcomm experience to strengthen talent strategy and drive growth. Francher leads Meeder's HR strategy, covering talent management, compensation, benefits, employee engagement, and organizational effectiveness. Meeder's new CHRO focuses on developing people and culture, helping employees grow and contribute to better client and community outcomes. Mark Francher, Meeder's new CHRO, holds a Cornell master's in industrial and labor relations and previously worked at Qualcomm. Why it Matters This leadership appointment signals Meeder Investment Management’s commitment to strengthening its talent strategy and organizational culture as it pursues long-term growth. With over $190 billion in assets under advisement and more than 50 years of history, Meeder recognizes that human capital is a critical driver of success in the competitive investment management industry. Francher’s deep experience at CAPTRUST and Qualcomm positions him to enhance employee engagement, leadership development, and organizational effectiveness, which can ultimately improve client outcomes. For clients and investors, this means the firm is investing in its people to maintain stability and excellence. For industry peers, it highlights the growing importance of strategic HR leadership in financial services. As firms navigate talent shortages and evolving workplace expectations, Meeder’s move underscores the value of dedicated HR expertise at the highest levels. This news matters because it reflects how investment firms are prioritizing culture and talent to drive performance and sustain growth in a rapidly changing landscape. Summary Meeder Investment Management has named Mark Francher as its new Chief Human Resources Officer, bringing aboard a seasoned HR executive with more than two decades of experience in aligning talent, culture, and organizational strategy with business growth. Francher most recently served as Chief Human Resources Officer at CAPTRUST Financial Advisors, and before that held senior HR leadership roles at Qualcomm, where he helped lead talent strategy, organizational development, and workforce initiatives across a large, complex organization. In his new role as a member of Meeder’s Leadership team, Francher will lead the firm’s human resources strategy, including talent management and development, compensation and benefits, employee engagement, and organizational effectiveness. His appointment comes as Meeder continues to invest in the people, capabilities, and infrastructure needed to support long-term growth. “Mark brings a valuable combination of strategic leadership, business and financial acumen, and deep experience developing talent and organizations at scale,” said Bob Meeder, President and CEO. “Our people and culture have always been central to who we are as a firm. As Meeder continues to grow and evolve, Mark will play an important role in ensuring we continue to develop our people, strengthen our organization, and preserve the qualities that have made Meeder distinctive for more than 50 years.” Francher said Meeder’s culture, long-term orientation, and opportunity for continued growth were important factors in his decision to join the firm. “Meeder has built a strong culture around people who genuinely care about doing the right thing for clients, one another, and the communities we serve,” Francher said. “My focus will be on building upon that foundation and developing the talent, leadership, and organizational capabilities that will support Meeder’s continued growth. I am excited to help create an environment where our people can grow, contribute, and do their best work.” Francher holds a Master of Industrial and Labor Relations from Cornell University and a Bachelor of Science in Accounting from the State University of New York at Plattsburgh. Meeder Investment Management has been helping clients achieve their financial goals for more than 50 years. Serving public entities, institutions, financial advisors, and individual investors, Meeder offers a wide range of investment solutions, including mutual funds, model portfolios, cash management, and personalized advisory services. With more than 150 associates and over $190 billion in assets under advisement, Meeder is committed to improving investor outcomes through disciplined investing, education, and long-term partnership. For media inquiries, contact Leah Curtis, Chief Marketing Officer, at lcurtis@meederinvestment.com or (614) 760-2100. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Meeder Investment Management Appoints Mark Francher as CHRO.
Axiom HRS Brings Managed Payroll and HR to Nashville Employers Key Takeaways (TLDR) Axiom HRS expands into Nashville, offering UKG Ready payroll and HR outsourcing to 50-2000 employee employers, gaining an edge over local providers. Axiom HRS connects recruiting, onboarding, time, payroll, and reporting on UKG Ready with a dedicated account team for implementation and support. Axiom HRS helps Nashville employers in healthcare, construction, and manufacturing streamline HR, improving job satisfaction and care for workers. Axiom HRS, a UKG Ready Preferred Partner since 2011, now serves Nashville remotely, applying industry-specific HR models to growing employers. Why it Matters This expansion matters because Nashville and Middle Tennessee are among the fastest-growing regions in the country, with booming healthcare, construction, and manufacturing sectors. Employers in these industries often struggle to keep payroll, onboarding, and HR compliance processes in step with rapid hiring and multi-location growth. Axiom HRS’s remote delivery model offers a scalable alternative to building an internal HR infrastructure from scratch, giving mid-sized employers access to UKG Ready technology and a dedicated account team. For companies feeling the strain of fragmented systems, this provides a practical path to stabilize operations, reduce administrative burden, and improve workforce reporting—without adding local office overhead. The move also signals continued regional demand for outsourced HR solutions that can adapt to industry-specific pressures like credentialing, prevailing wage, and shift-based scheduling. Summary Axiom HRS, an Indianapolis-based UKG Ready Preferred Partner that has provided payroll and HR outsourcing since 2011, is expanding its managed payroll and HR services to employers across Nashville and Middle Tennessee. The move follows the company’s earlier entry into the Louisville/Kentuckiana market and builds on its established base serving Indianapolis and Indiana employers. According to the September 14, 2026 announcement, service in Nashville will be delivered remotely by Axiom’s existing client teams—consistent with how the company already serves employers outside Indiana—rather than through a newly staffed local office. The expansion targets fast-growing, multi-location employers with 50 to 2,000 employees, organizations where hiring volume, management layers, and site count are outpacing the payroll and HR processes originally built to support them. Axiom connects recruiting and onboarding, time and attendance, payroll processing, and workforce reporting on the UKG Ready platform. A single named account team handles implementation and remains involved after go-live, rather than routing clients through a rotating support queue. The company is positioning its Nashville offering around three growth pressure points: onboarding data that must be re-entered at every handoff as hiring accelerates, inconsistent manager approvals as management layers multiply, and workforce reporting that fails to answer leadership’s questions as locations and roles expand. Axiom offers three entry points depending on where a client’s process is breaking down: stabilizing payroll operations, connecting fragmented onboarding and recruiting workflows, or extending day-to-day HR administration capacity. Axiom applies the same operating model to industry patterns it already serves from its Indianapolis base. In healthcare and care services, that includes credentialing, multi-role scheduling, and shift complexity. In construction and trades, it covers job costing, multi-state compliance, and prevailing wage workflows. In manufacturing and retail, the focus is on supporting hourly, shift-based workforces. Employers can Learn more at axiomhrs.com/nashville-hr-services/ or visit axiomhrs.com for more information. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Axiom HRS Brings Managed Payroll and HR to Nashville Employers.
Survale Announces 2026 Global Candidate Experience Awards Winners Key Takeaways (TLDR) Survale's 2026 CandE Awards recognize 43 companies for superior candidate experience, offering a competitive edge in attracting top talent. Winners were selected through data analysis of 77,000 candidate surveys, evaluating overall experience, reapplication, referral, and business relationship status. The CandE Awards highlight companies that prioritize empathy and transparency in hiring, fostering better human connections and sustainable business outcomes. Over 77,000 job candidates shared their experiences, making the CandE Benchmark Research the largest study of its kind since 2011. Why it Matters This news matters because it highlights the critical role of candidate experience in talent acquisition. In a competitive job market, companies that prioritize empathy, transparency, and human connection attract top talent and build stronger employer brands. The CandE Awards set a benchmark for excellence, encouraging organizations to improve their hiring processes, which can lead to better retention, productivity, and overall business success. As AI and automation reshape recruiting, the human touch remains irreplaceable, and these winners demonstrate the tangible benefits of investing in candidate experience. Summary Survale, the leading provider of candidate and employee experience management solutions, and the 15th annual CandE Benchmark Research and Awards Program, now part of Survale, announced the 43 companies recognized for candidate experience excellence as winners of the 2026 Global Candidate Experience Awards. The program, the largest study of its kind, collected feedback from over 77,000 job candidates across 90 registered companies. Winners were determined by a comprehensive data analysis of candidate satisfaction survey scores, focusing on four key rating questions: overall candidate experience ranking, willingness to reapply, likelihood to refer others, and impact on future business relationships. This year, 66 organizations will receive 56 CandE Awards across North America, EMEA, APAC, and Latin America. Kevin Grossman, VP of Benchmark Research at Survale, emphasized the importance of candidate experience in today's uncertain economy, stating, “In today’s ‘low hire, low fire’ uncertain economy... real candidates will always remember how employers made them feel. Improving the candidate experience isn’t just the right thing to do - it’s a vital long-term investment in relationships, human connection, and sustainable business outcomes in any market.” The complete listing of winners is available on the Survale CandE Winner page. CandE-winning companies will also be considered for the Most Innovative Candidate Experience Improvement Awards, to be announced at the virtual CandE Awards ceremony on October 15. Survale’s award-winning Talent Feedback Platform provides employers with an “Always On” solution for gathering, analyzing, and acting on experiential data from candidates, recruiters, hiring managers, and employees throughout the talent lifecycle. For more information, visit survale.com. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Survale Announces 2026 Global Candidate Experience Awards Winners.
Liveops Expands Healthcare BPO for Medicare and Telehealth Key Takeaways (TLDR) Liveops expands healthcare BPO to unify Medicare member services and telehealth support, offering scalable onshore staffing to help health plans cut fixed costs. Liveops uses a distributed agent network to scale staffing up or down, integrating Medicare and telehealth support with compliance and existing workflows. By improving Medicare and telehealth support, Liveops helps patients and members get timely assistance, making healthcare more accessible and responsive. Liveops unites Medicare and telehealth support in one BPO framework, allowing health organizations to flex agent capacity during enrollment spikes. Why it Matters This news matters because the demand for Medicare member services and telehealth support continues to surge, yet many health organizations struggle to staff call centers efficiently during peak periods like open enrollment. Liveops' expanded model offers a scalable, on-demand solution that can help health plans and telehealth providers manage fluctuating call volumes without the burden of fixed staffing costs. As more patients interact with healthcare systems digitally, reliable support infrastructure becomes critical for care coordination and member satisfaction. By providing flexible, compliant agent solutions, Liveops helps ensure that beneficiaries receive timely assistance when comparing plans or seeking care, ultimately improving access to healthcare services and operational efficiency for health organizations. Summary Liveops, a business process outsourcing company based in Scottsdale, Arizona, has expanded its healthcare outsourcing capabilities to meet rising demand for Medicare member services and telehealth support. The move strengthens its position in the healthcare call center outsourcing market and addresses measurable shifts in how health organizations manage patient and member interactions. As telehealth utilization grows and Medicare enrollment climbs across the United States, health plans, managed care organizations, and telehealth providers face increasing pressure to scale member-facing operations quickly and within budget. Liveops has responded by broadening the scope of services available through its agent network. The expansion centers on flexible, scalable staffing models designed to accommodate the variable call volumes that characterize Medicare open enrollment periods and telehealth demand spikes. Rather than requiring health organizations to maintain large fixed headcounts, the Liveops model allows clients to draw on a distributed network of agents whose availability can be adjusted to match fluctuating service needs. Medicare member services represent a significant area of focus, as annual enrollment periods bring sharp increases in inbound call volume from beneficiaries comparing plans, seeking clarification on benefits, and requesting enrollment assistance. Supporting those interactions requires agents familiar with Medicare program structures, plan terminology, and compliance requirements. Liveops has structured its healthcare call center outsourcing services to address those specific operational demands. The telehealth segment has also prompted adjustments to service offerings. Virtual care providers depend on consistent member support infrastructure to manage appointment scheduling, technical assistance, and care coordination inquiries. Liveops has structured its expanded healthcare BPO capabilities to serve both segments within a unified framework, allowing health organizations to address Medicare member services and telehealth support through a consistent operational model. This approach reduces the administrative overhead that can arise when organizations manage multiple vendor relationships across different lines of member support. The agent solutions integrate with existing workflows and operate within relevant compliance frameworks, including data handling standards and call quality requirements. Health organizations can scale agent capacity up or down without the lag time or fixed cost commitments associated with traditional staffing approaches. The expansion reflects broader structural changes in how health organizations are approaching member services infrastructure, with a growing segment evaluating distributed, onshore models that maintain service continuity while absorbing volume fluctuations. Learn more at Liveops. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Liveops Expands Healthcare BPO for Medicare and Telehealth.
Retail Expert Mitch Gould to Share Insights at ECRM Session Key Takeaways (TLDR) NPI's CEO leverages ECRM to secure prime retail shelf space, outmaneuvering competitors by forging direct buyer relationships. NPI's Evolution of Distribution platform streamlines entry into U.S. retail via ECRM's consolidated buyer meetings, enhancing efficiency. ECRM fosters genuine human connections over business, building trust between retailers and brands for mutual success. Mitch Gould's career includes launching celebrity brands for Steven Seagal, Hulk Hogan, and Ronnie Coleman. Why it Matters This news matters because it highlights the enduring importance of face-to-face relationships in retail, even in an increasingly digital world. Gould's participation at ECRM underscores how industry events are adapting to provide efficient yet personal networking opportunities. For brands and retailers, understanding the value of such interactions can lead to more effective partnerships and market expansion strategies, ultimately impacting product availability and consumer choices in the health and wellness sector. Summary Mitch Gould, founder and CEO of Nutritional Products International (NPI), is set to bring his extensive retail expertise to the ECRM Vitamin, Weight Management & Sports Nutrition Session, scheduled for September 14-17 in Palm Beach Gardens, Florida. With a career spanning decades, Gould has successfully sold millions of dollars in consumer products to major retailers including Walgreens, CVS, Walmart, Target, GNC, and Vitamin Shoppe. For Gould, ECRM represents a unique opportunity to consolidate what once required countless individual trips and sales calls into a single event, enabling face-to-face interactions with retail decision-makers from multiple channels all in one location. Gould emphasizes the relational aspect of retail, noting that while technology has accelerated business, personal connections remain paramount. He values the chance to meet buyers in a more relaxed setting, dine together, and build genuine relationships beyond formal meetings. His extensive background includes working with manufacturers, consumer brands, and major retailers across health, wellness, and nutrition industries. He later developed NPI's 'Evolution of Distribution' platform, which provides domestic and international brands a streamlined approach to entering or expanding in the U.S. market by integrating sales, marketing, logistics, and distribution services. At the ECRM session, Gould will represent NPI and the brands it serves, aiming to understand retailer needs and introduce them to products that fit their customers. His philosophy is that combining efficiency with personal relationships creates a powerful business model. Gould's expertise is further underscored by his work with iconic brands and celebrity endorsements, and his role in shaping the U.S. sports nutrition category. NPI, under his leadership, has become a trusted partner for brands looking to navigate the complexities of U.S. retail and achieve scalable growth. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Retail Expert Mitch Gould to Share Insights at ECRM Session.
LaborLab Launches Tools to Expose $1.7B Union-Busting Industry Key Takeaways (TLDR) LaborLab's free search tool gives worker-organizers a strategic edge by revealing employers' anti-union consultants, rates, and win-loss records. LaborLab compiles NLRB and DOL filings into one searchable database covering over 800 consultants, 8,000 law firms, and 21,000 attorneys. LaborLab empowers workers to expose union-busting campaigns and reclaim their voice for better pay and working conditions. LaborLab's cost calculator estimates anti-union campaign expenses and shows the wage increase workers could have received instead. Why it Matters This news matters because it shifts power back to workers. For decades, employers have been able to hire high-priced union-avoidance consultants with little transparency, making it difficult for workers to know who they are up against or how much their employer is spending to defeat organizing efforts. By compiling scattered federal data into a single searchable database and offering a cost calculator, LaborLab gives workers and unions a strategic advantage: they can identify patterns, learn from past campaigns, and make informed decisions about how to respond. The tools also expose the hidden costs of union busting, revealing how much employers spend to deny workers a voice—money that could have gone to wage increases. In an era of stagnant wages and growing inequality, this transparency is a crucial step toward restoring balance in the workplace and ensuring that workers can make a free and fair choice about union representation. Summary LaborLab, a workers' rights watchdog founded in 2021, has launched two free online tools designed to give workers a clearer picture of the forces arrayed against them when they organize. The first is a union-buster search tool that compiles data from National Labor Relations Board and Department of Labor filings on more than 800 consultants, 8,000 law firms, and 21,000 attorneys. It allows workers to research the attorneys and consultants their employer has hired, see how much they are paid when available, and identify patterns in their activity. The second tool, a cost calculator, estimates the full cost of an employer's anti-union campaign, including direct expenditures on attorneys and consultants and hidden internal costs like paid employee time spent in anti-union meetings. It also estimates the wage increase the employer could have provided with those resources instead. Together, the tools aim to help workers better understand, expose, and push back against the specialists mobilized to deny them a voice at work. The launch comes as employers spend an estimated $1.7 billion annually on the $1.7 billion union-avoidance industry, often hiring anti-union consultants and law firms to discourage organizing. These specialists, typically paid more than $400 per hour, coach supervisors on anti-union messaging, track union support, and prepare campaign literature designed to sow fear and doubt. While the law requires many of these relationships to be disclosed, the information has been scattered across federal databases that are notoriously difficult to search. LaborLab's new tools bring that information into one place, a step toward closing the information gap for workers as the Department of Labor and Congress fail to implement long-needed reforms. Bob Funk, executive director of LaborLab, said the tools advance the organization's vision of directly empowering workers to organize their workplaces. He envisions worker-organizers, union staffers, and labor attorneys using the search tool to identify unions that have previously dealt with a particular anti-union attorney or consultant, learn from their experience, and share that information with other workers. LaborLab's estimates have already been presented to the Minnesota Senate and cited in coverage of organizing campaigns by nurses, therapists, and mechanics. The tools are available online, with the union-buster search tool accessible here and the cost calculator here. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is LaborLab Launches Tools to Expose $1.7B Union-Busting Industry.
2026 Home Service Training Study Reveals Top Coaching Programs Key Takeaways (TLDR) DataTurk.ai's 2026 study reveals which training provider excels in each area to give contractors a strategic edge. The study evaluates six training organizations across eight categories, showing Nexstar leads in systems while Service Excellence leads in people-focused areas. DataTurk.ai helps home service contractors improve their businesses, leading to better customer experiences and more satisfying work environments. Discover that no single training provider wins all categories, so contractors should match their specific problem to the right expert. Why it Matters This study matters because it empowers home service contractors to make informed decisions when selecting training and coaching providers. By breaking down the strengths of each organization across eight key areas, contractors can identify which program aligns with their specific business challenges, whether it's improving financial management, enhancing customer experience, or streamlining communication. Rather than relying on generic rankings, the study encourages a tailored approach, potentially saving time and money while driving more effective improvements in business performance. Summary DataTurk.ai has released its 2026 Home Service Training & Coaching Study, offering a detailed comparison of six major organizations that provide training and coaching to home service contractors in HVAC, plumbing, and electrical sectors. The study evaluates Nexstar Network, CertainPath, Service Excellence, Service Nation, CEO Warrior, and Power Selling Pros across eight critical categories, ranging from operational systems and financial accountability to customer experience and cross-department communication. Key findings reveal that Nexstar Network excels in operational and financial infrastructure, ranking first in Operational Systems & Business Infrastructure, Financial Accountability & Performance Management, and Enterprise Scalability. Service Excellence leads in people-focused areas, including Organizational Alignment, Customer Journey Consistency, Cross-Department Communication, Behavioral Reinforcement, and Customer Experience Alignment. CertainPath follows closely as second in the systems-focused categories, while Nexstar Network takes second place in the people-focused ones. Notably, the study does not crown an overall winner, emphasizing that different contractors have different needs. Bryan Eisenberg, VP of DataTurk.ai, stresses that the best training company depends on the specific problem a contractor faces, such as financial controls versus communication gaps. The study also highlights CEO Warrior for leadership and culture, Service Nation for education and peer community, and Power Selling Pros for sales communication coaching. To guide contractors, DataTurk.ai offers a diagnostic quiz that identifies priority areas and links them to the study's categories. The complete 2026 Home Service Training & Coaching Study provides further insights for contractors seeking to improve their operations. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is 2026 Home Service Training Study Reveals Top Coaching Programs.
Epic Labor Revenue Soars 129% in August 2026 Key Takeaways (TLDR) Epic Labor's August revenue surged 129% YoY, signaling strong growth and a competitive edge in on-demand staffing. Epic Labor's August 2026 revenue rose to $382,730 from $167,115 in 2025, a 129% increase, with weekly revenue up 186%. Epic Labor's rapid growth enables more businesses to access reliable staffing, supporting job creation and community development. Epic Labor's August beat last year's five-week August despite having one less week, showing impressive weekly momentum. Why it Matters This news matters because it demonstrates the robust growth of Epic Labor, a subsidiary of Metavesco, which is a publicly traded holding company. The significant year-over-year and sequential revenue increases indicate strong demand for on-demand staffing services, which is a bellwether for economic activity in sectors like construction, warehousing, and hospitality. For investors, this growth could signal potential appreciation in Metavesco's stock value. For businesses, it highlights the viability and increasing reliance on flexible staffing solutions. Moreover, the company's focus on the OTC market infrastructure suggests broader implications for market integrity and transparency, which affects all participants in the OTC ecosystem. Summary Metavesco, Inc. (OTCID: MVCO), a diversified holding company, has announced preliminary, unaudited August 2026 results for its on-demand staffing subsidiary, Epic Labor, Inc. The subsidiary generated revenue of $382,730 in August 2026, a significant increase of approximately 129% from $167,115 in August 2025, despite the fact that August 2025 was a five-week fiscal month while August 2026 was a four-week one. On an average weekly basis, revenue surged about 186% to approximately $95,700 per week from $33,423 in the prior-year period. Additionally, August revenue exceeded July 2026's $340,410, even with one fewer operating week, indicating a sequential weekly increase of about 41%. Ryan Schadel, President and CEO of Metavesco, highlighted the achievement, stating, "A four-week August beat last year's five-week August on total revenue. The weekly run rate is the number that matters, and it accelerated from July. The Epic Labor team keeps executing week after week, and we see lots of expansion opportunity ahead." These results are preliminary and unaudited, reflecting revenue only, with complete results to be reported in periodic filings on otcmarkets.com. Epic Labor provides fast, reliable, on-demand labor to small and mid-sized businesses across construction, warehousing, hospitality, manufacturing, and event staffing, available 24/7 with a 2-Hour Guarantee. Metavesco, as a publicly traded holding company, focuses on building infrastructure and opportunity for the OTC market, operating Epic Labor and other wholly owned subsidiaries. For more information, visit [epiclabor.com](https://www.epiclabor.com) and [metavesco.com](https://www.metavesco.com). The full release is available on [NEWMEDIAWIRE](https://www.newmediawire.com). This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Epic Labor Revenue Soars 129% in August 2026.
HR.com Unveils 2027 Talent Acquisition Advisory Board to Shape Future Insights Key Takeaways (TLDR) HR.com's 2027 Talent Acquisition Advisory Board offers insider insights to outpace competitors in hiring strategies and technology adoption. The board will guide research on TA effectiveness, challenges, and metrics, culminating in a free virtual event on January 27, 2027. This initiative aims to improve the candidate and recruiter experience, fostering a more human-centric approach to talent acquisition. Meet the diverse 2027 Advisory Board, featuring experts from Rippling, Nova Biomedical, and healthcare systems, shaping future hiring trends. Why it Matters This news matters because talent acquisition is a critical function for any organization's success. The research and advisory board will provide HR leaders with data-driven insights on the latest trends, technologies, and strategies to attract and retain top talent. By understanding these emerging practices, companies can improve their hiring processes, reduce costs, and gain a competitive edge. For HR professionals, this research offers an opportunity to stay ahead of the curve and implement effective TA strategies that align with future workforce needs. Summary HR.com's HR Research Institute has unveiled its 2027 Talent Acquisition Advisory Board, a distinguished panel of experts tasked with guiding upcoming research on the future of talent acquisition. The board includes Julia Aybin from Rippling, Talia Edmundson of HRnB Consulting, Brian Gilbert from Nova Biomedical, Keirsten Greggs, Steve Levy, Hannah Miller from St. Francis Health System, Tara Turk-Haynes of Equity Activations, and Emily Walsh from UMC Health System. These professionals bring a wealth of experience to help shape research that will delve into how organizations measure the effectiveness of their talent acquisition functions, the challenges they face, and the strategies and technologies they employ to attract and hire top talent. The research will also examine the impact of technology on both candidate and recruiter experiences, with a focus on evolving hiring needs, automation, and emerging technologies. Insights from this research will inform a corresponding virtual event, the Future of Talent Acquisition 2027 Virtual Event, scheduled for January 27, 2027, and offered free to the HR community. According to Debbie McGrath, CEO of HR.com, the board's deep expertise will ensure the research delivers practical, actionable insights for HR and talent acquisition leaders. The HR Research Institute, a part of HR.com, releases annual 'State of the Industry' reports on various HR topics, including last year's HR.com's Future of Talent Acquisition 2026 report. These free research reports and infographics are available for download at hr.com/researchinstitute. The institute aims to identify key trends and best practices to help over 2 million HR professionals make strategic decisions. For more information, visit HR.com's newsroom or consider joining the HR research influencer panel to participate in surveys and earn rewards. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Unveils 2027 Talent Acquisition Advisory Board to Shape Future Insights.
Stop Scoring Skills in a Vacuum: A Better Way to Hire Key Takeaways (TLDR) HiringBranch's new research shows combined skills scoring outperforms isolated scores, offering a competitive edge in hiring better frontline talent. HiringBranch uses sociopragmatic analysis and machine learning to measure empathy and other skills, validated against on-the-job performance. This approach ensures candidates with empathy can also solve issues, leading to better customer experiences and fairer hiring. HiringBranch's research highlights that empathy alone is useless without problem-solving, and they tailor assessments by region. Why it Matters This research challenges the status quo in hiring assessments, urging companies to look beyond isolated skill scores. By adopting a holistic, context-aware approach, employers can identify candidates who truly excel in customer-facing roles, reducing turnover and improving customer satisfaction. For job seekers, it means being evaluated on real-world abilities rather than fragmented metrics, leveling the playing field for those who shine in practice but not in traditional tests. Summary In the latest episode of the podcast You Should Know, hosted by William Tincup, the spotlight falls on a groundbreaking approach to hiring that could reshape how companies evaluate customer-facing talent. The episode, titled Assessing Skills One at a Time Is Costing You Better Hires, features Assaf Bar-Moshe, Chief of Research and Development Officer at HiringBranch, a Montreal-based assessment company. Bar-Moshe unveils new research that challenges the traditional practice of scoring empathy, acknowledgment, active listening, and reassurance as isolated metrics in pre-hire evaluations. Instead, he advocates for a combined model that reflects the complexity of real customer interactions, which he argues leads to better hires. The conversation dives into the mechanics of HiringBranch's innovative assessment design, which uses open-ended voice and writing prompts to simulate live customer scenarios. Bar-Moshe, a trained linguist, explains that while single-skill scoring shows only moderate correlation with human judgment, their proprietary combined model, which integrates the four pillars of customer service—empathy, acknowledgment, reassurance, and active listening—yields much stronger predictive validity. He emphasizes the importance of a sociopragmatic analysis of candidates' words, rather than personality tests, to gauge on-the-job performance. The assessments are calibrated per client, region, and role, reflecting nuances across markets like Vancouver, Toronto, and Montreal. Bar-Moshe also hints at a future self-serve tool that would allow hiring managers to build assessments from a library of conversation flows, reducing reliance on generic job descriptions. The full study will be available on the HiringBranch website under the AI research tab. The episode illustrates the real-world stakes with a retail anecdote about a mispriced broccoli confrontation, where diplomacy trumped policy. Bar-Moshe's key insight: "If a candidate can express empathy, but is unable to solve the issue correctly or to comprehend the issue correctly or to reassure the customer, then this empathy is nice, but it's actually useless." This episode is part of the WRKdefined Podcast Network, which reaches over 3.9 million monthly listeners, and is available now at the You Should Know Podcast page. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Stop Scoring Skills in a Vacuum: A Better Way to Hire.
SunKnowledge Expands DME Cost-Savings Initiative Across Revenue Cycle Key Takeaways (TLDR) SunKnowledge's expanded DME billing initiative offers a 20% discount plus full-cycle support, giving suppliers a cost and efficiency edge. SunKnowledge integrates eligibility, authorization, documentation, claims, denials, and A/R into a connected workflow to identify and fix reimbursement barriers early. By streamlining billing and reducing administrative burdens, SunKnowledge helps DME suppliers focus more on patient care and less on paperwork. SunKnowledge's approach treats billing as an interconnected cycle, showing that cost savings go beyond just the price of claim processing. Why it Matters This news matters because DME suppliers face increasing administrative complexity and rising billing costs. SunKnowledge's expanded initiative offers a way to reduce expenses beyond claim processing, potentially improving cash flow and operational efficiency for providers. By addressing the entire revenue cycle, suppliers can minimize costly errors and denials, ensuring they receive the reimbursement they've earned. This could be particularly valuable for smaller DME businesses that lack the resources to manage these processes internally, allowing them to compete more effectively and focus on patient care. Summary SunKnowledge Services Inc., a healthcare revenue cycle management company specializing in durable medical equipment (DME) billing, is expanding its DME cost-savings initiative to cover the entire revenue cycle, not just claim submission. The company, which recently introduced a 20% discount on DME billing services, now emphasizes that meaningful cost reductions can be achieved by addressing inefficiencies across multiple stages, including insurance verification, prior authorization, documentation review, claim submission, denial management, payment posting, and accounts receivable follow-up. By treating these functions as an interconnected workflow, SunKnowledge aims to help DME suppliers control administrative costs while keeping reimbursement processes efficient. The initiative comes in response to the complexity of DME reimbursement, which involves more than just submitting claims. Suppliers must verify coverage, obtain prior authorization, and ensure documentation supports the order before equipment is delivered. Missing or inaccurate information at these early stages can lead to delayed claims, additional staff work, denials, and extended accounts receivable. SunKnowledge's DME billing support spans the full revenue cycle, from order intake to A/R follow-up, with the goal of identifying and addressing reimbursement barriers early rather than relying on back-end collection efforts. According to Ronnie Hastings, spokesperson for SunKnowledge, "For DME suppliers, cost efficiency should not stop with the price of processing a claim. The larger opportunity is to identify where administrative work, delays and reimbursement challenges are occurring throughout the revenue cycle. Our focus is on helping suppliers manage those processes while keeping operating costs under control." The company also highlights staffing as a significant expense, offering an alternative model where specialized revenue cycle resources function as an extension of existing operations, allowing suppliers to scale support without building equivalent infrastructure. This approach helps DME providers control costs, protect reimbursements, and allow internal teams to focus on patient service and equipment fulfillment. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is SunKnowledge Expands DME Cost-Savings Initiative Across Revenue Cycle.
AI Adoption Metrics Are Wrong: Measure Outcomes, Not Tool Usage Key Takeaways (TLDR) ServiceNow's AI overlay unifies fragmented systems, giving companies a competitive edge by measuring outcomes rather than tool adoption. ServiceNow's AI control tower integrates 15 LLMs and 100 systems, enabling a unified agentic overlay to streamline workflows and reduce chaos. Shifting focus to outcomes and discretionary effort fosters employee well-being, addressing burnout and the 'am I enough' dialogue for a better workplace. John Phillips, shaped by refugee camp experiences, argues that skills are universal but opportunity is not, highlighting a unique perspective on talent. Why it Matters This discussion matters because it challenges the prevailing approach to measuring AI success in the workplace. As companies pour billions into AI tools, they risk wasting resources on technology that doesn't improve productivity or employee well-being. By shifting the focus from adoption rates to actual outcomes, leaders can better align AI investments with business goals and human performance. The insights from ServiceNow's John Phillips offer a roadmap for cutting through the chaos of fragmented AI agents, ultimately helping organizations achieve real gains and avoid the 'train wreck of productivity' that many are facing today. Summary The August 24, 2026 episode of You Should Know, hosted by Ryan Leary and William Tincup, welcomes John Phillips, Group Vice President of Employee Experience at ServiceNow, for a candid conversation about why AI adoption is being measured the wrong way. Phillips argues that counting tool usage misses the point entirely. What matters is whether jobs get done faster, with less friction, and with better outcomes for both the employee and the business. The discussion lands as CHROs face growing pressure to prove AI productivity gains across increasingly fragmented technology stacks. Across roughly an hour, the conversation moves through several distinct threads pulled directly from Phillips' work leading ServiceNow's employee workflows business: Why the current AI landscape is a train wreck of productivity caused by every system of record shipping its own agent. The two-sided value exchange between employee and employer, and what happens to the 23 hours a tool claims to save you. Discretionary effort versus engagement surveys, and why hyper-personalization beats one-size-fits-all pulse data. The pre-COVID versus post-COVID collapse of work boundaries, burnout, and the am I enough internal dialogue. ServiceNow's AI control tower vision as an agentic overlay that stitches together 15 LLMs and 100 systems. Phillips is blunt about where the industry sits today. Every system of record is now got their little AI agent and it's creating chaos for these practitioners, he tells the hosts. We're watching this like train wreck of productivity. On measurement, he predicts a fast pivot: We're going to quickly stop talking about AI adoption as tool usage, and we're going to start looking at the outcomes and jobs to be done. On human performance, he adds a line that resonates with both hosts: High performance has both extreme focus and extreme recovery. It's in any environment, the highest performers in the world have those things. The episode digs into ServiceNow's approach of layering an agentic companion across existing systems rather than ripping and replacing them. Phillips describes customers arriving with eight purchased AI tools plus one they built themselves, none of which talk to each other. He connects this to a broader philosophy shaped by time spent in refugee camps, arguing that skills and talent is universal and opportunity is not. Tincup revisits his long-standing critique of engagement surveys, pushing Phillips on whether discretionary effort is the truer metric, while Leary shares a personal saga of applying to Home Depot and never receiving so much as an acknowledgment email. About You Should Know You Should Know, part of the WRKdefined Podcast Network based in Arlington, Texas, is co-hosted by Ryan Leary and William Tincup. The show tackles pivotal leadership challenges shaping the modern workplace, from AI and workforce dynamics to career mobility and hiring technology. With more than 3.9 million verified monthly listeners, it delivers unfiltered conversations for people invested in the evolving world of work. The episode with John Phillips of ServiceNow is available now wherever podcasts are heard. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is AI Adoption Metrics Are Wrong: Measure Outcomes, Not Tool Usage.
One Dynamics Expands Corporate Sailing Team Building at Marina Bay Key Takeaways (TLDR) One Dynamics' scalable sailing program for up to 48 gives firms a unique edge in team building at Marina Bay. The program integrates sailing with a meal, using structured facilitation to link on-water tasks to workplace dynamics. This inclusive sailing experience fosters collaboration and reflection, helping teams build stronger bonds in a scenic setting. Participants learn to navigate a real sailboat, reading wind and managing sails, with no prior experience needed. Why it Matters This news matters because it introduces a scalable, experiential team building solution that combines adventure with professional development. In a corporate world increasingly focused on employee engagement and retention, such programs offer a refreshing alternative to traditional workshops. They provide tangible benefits, including improved communication, leadership discovery, and team cohesion, all within a memorable experience. The inclusion of a meal and the convenience of Marina Bay make it a practical choice for busy HR managers, potentially enhancing workplace relationships and productivity. Summary One Dynamics Team Building has unveiled a new scalable corporate sailing program at Marina Bay, Singapore, designed to accommodate groups of 8 to 48 participants. This adventure team building format combines on-water teamwork with a post-activity meal, offering a complete event package that addresses common logistical challenges for HR managers and event organizers. The program places teams on the water, where they must collaborate to navigate and manage the vessel, fostering communication, task delegation, and coordination in a real-world setting. The bay provides a stunning backdrop, making it ideal for recognition events or annual team days. With facilitators guiding participants of all experience levels, the session connects the sailing experience back to workplace dynamics. The integrated meal allows for reflection and social bonding, creating a structured beginning, middle, and end to the day. This scalable option, ranging from small departments to large cross-functional groups, is conveniently located near the central business district, offering an easy escape from the office. For more details, visit One Dynamics Team Building. The program's design ensures that every participant plays an active role, with no passive observation, making it a powerful tool for surfacing natural leadership styles and communication patterns. This adventure team building approach is particularly effective because it creates pressure-tested situations that reveal how teams interact under real conditions. One Dynamics Team Building structures the session to be fully inclusive, allowing even novices to participate fully. The post-activity meal is a key feature, providing a structured opportunity for teams to decompress and build on the social momentum, while also saving organizers the hassle of arranging separate dining. The program can be tailored for annual team days, departmental outings, client engagement events, or leadership programs, ensuring a cohesive narrative throughout the event. With a capacity of up to 48 participants, it stands out as one of the more scalable on-water options in Singapore, suitable for unified team experiences or sub-team competitions. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is One Dynamics Expands Corporate Sailing Team Building at Marina Bay.
Why Fear-Based Leadership Fails: Building Trust in Remote Teams Key Takeaways (TLDR) Executives gain a competitive edge by replacing fear-based control with trust, improving remote team performance and resilience. Tony Jamous outlines a three-part method: default to best intent, practice non-reactivity, and release the illusion of control. Building trust in remote teams fosters ethical environments, reverses brain drain, and reduces wealth inequality globally. Oyster's founder reveals that leadership ego reduction, not stricter control, leads to better outcomes and a 'clean company'. Why it Matters In a world where remote work is becoming the norm, this conversation offers a critical perspective on leadership. Understanding why fear-based tactics are counterproductive can help leaders build more resilient, trusting teams, which is essential for attracting and retaining top talent. For employees, it highlights the importance of working in environments that value trust and autonomy, leading to greater job satisfaction and productivity. As companies navigate economic uncertainty, shifting from control to trust could be the key to sustainable success. Summary In the latest episode of the WRKdefined podcast You Should Know, co-hosts William Tincup and Ryan Leary sit down with Tony Jamous, founder and Executive Chairman of Oyster, for a deep dive into why fear-based leadership is failing modern companies. The episode, titled Why Fear-Based Leadership Fails: Building Trust in Remote Teams with Tony Jamous, recorded from Cyprus, tackles the shift from control to trust in a distributed workforce. Jamous argues that surveillance and command-and-control tactics are not strategy but fear in disguise, and they are increasingly incompatible with global, remote teams. The conversation covers specific strategies for building trust, including defaulting to best intent, practicing non-reactivity, and releasing the illusion of control. Jamous also discusses Oyster's mission to reverse brain drain and reduce wealth inequality by democratizing access to global job opportunities. The episode touches on the launch of Oyster's Global Payroll product and the company's Silver Lake-led funding round. Jamous reveals a personal shift from his first to second unicorn, describing it as "ego reduction," and shares an emotional story of a teammate in the Philippines who was moved by being trusted. He emphasizes building ethical environments rather than screening for ethical people, and introduces the concept of a "clean company" vibrating at high trust. The hosts connect these ideas to hiring for ethics and the impact of Wall Street pressure on leadership psychology. Jamous's candid insights provide a roadmap for leaders to move from fear to trust, making this episode a must-listen for anyone navigating the complexities of remote work and leadership. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Why Fear-Based Leadership Fails: Building Trust in Remote Teams.
HR.com Seeks Strategic Successor for Iconic Domain and Business Key Takeaways (TLDR) Acquiring HR.com offers a rare, category-defining domain with global recognition and strategic advantage in the HR tech market. HR.com seeks a successor for its domain and assets, leveraging its established platform, community, and research to drive future growth. HR.com's transition aims to continue supporting HR professionals worldwide, enhancing careers and workplace well-being. Only 676 two-letter .com domains exist, and HR.com uniquely matches the universally recognized abbreviation for Human Resources. Why it Matters This news matters because the sale of HR.com could redefine the digital hub for HR professionals worldwide. With the domain being a rare two-letter .com, its acquisition represents a unique investment opportunity. The new owner will inherit a trusted brand with a massive community, potentially influencing how HR technology and services evolve, especially with AI integration. For HR professionals, this could mean changes in the resources and tools available to them, as the platform may pivot under new leadership. For investors and tech companies, it's a chance to own a piece of the HR industry's digital backbone, making it a significant move in the future of work landscape. Summary HR.com, the largest network of HR professionals, has announced its intention to find a strategic successor for its iconic domain and associated business assets. This move represents a rare opportunity to acquire a two-letter .com domain that perfectly matches the universally recognized abbreviation for Human Resources, a function present in every organization worldwide. The announcement highlights three pillars of value: the scarcity of the asset (only 676 two-letter .com domains exist), the established platform with a global community of over 2 million HR professionals, and its positioning at the center of the future of work, especially as AI reshapes HR functions. Deb McGrath, Founder and CEO of HR.com, stated, "We have spent decades building HR.com into a trusted resource for HR professionals worldwide. As technology continues to reshape the future of work, we believe this is the right time to identify a new owner who recognizes both the legacy of the HR.com brand and the opportunities ahead." The company is inviting strategic buyers, investors, and corporate development teams to engage with its advisors. This announcement comes amidst growing interest in premium domain names as strategic digital assets, as seen in recent coverage of the two-letter domain market. HR.com offers a wealth of resources, including 300+ research studies, 500+ annual webcasts, certification prep, and conferences, all aimed at helping HR professionals advance their careers. The sale of HR.com could reshape the digital landscape for HR, providing a new owner with a powerful platform to influence the future of work. Interested parties can contact HR.com's advisors for more information under confidentiality agreements. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Seeks Strategic Successor for Iconic Domain and Business.
EngagedlyFX Wins 2026 Best Employee Engagement Platform Award Key Takeaways (TLDR) EngagedlyFX wins 2026 Best Employee Engagement Platform, giving early adopters a data-driven edge in retention and productivity. EngagedlyFX unifies feedback, recognition, performance, and AI analytics to transform employee insights into measurable actions. EngagedlyFX helps organizations build connected, engaged workplaces, improving employee well-being and creating a better tomorrow. EngagedlyFX leverages AI to turn real-time employee insights into proactive people strategies, a novel approach in HR tech. Why it Matters This recognition matters because it validates the critical role of employee engagement platforms in today's workplaces. EngagedlyFX's win highlights a shift toward data-driven, AI-powered solutions that help organizations not only listen to employees but also act on insights to improve retention, productivity, and well-being. For HR leaders, this award serves as a benchmark for selecting tools that can transform employee feedback into strategic action, ultimately fostering a more engaged and high-performing workforce. As companies navigate evolving workplace dynamics, such platforms are becoming essential for staying competitive and responsive to employee needs. Summary HR.com has announced that Engagedly Frontline Experience (EngagedlyFX) has been named the winner of the 2026 Best Employee Engagement Platform Award. This accolade recognizes EngagedlyFX's dedication to fostering connected, engaged, and high-performing workplaces. The award highlights technology providers that excel in employee listening, culture strengthening, and enabling data-driven decisions to enhance employee experience and business outcomes. In response to the honor, Debbie McGrath, CEO of HR.com, emphasized the importance of real-time insights for HR leaders, noting that EngagedlyFX is advancing the HR space by helping organizations understand employees, act proactively, and create impactful experiences. EngagedlyFX is a data-driven platform that transforms employee insights into measurable action, unifying continuous feedback, recognition, performance, communication, and AI-powered analytics. This integration empowers organizations to improve retention, productivity, and well-being through smarter, proactive people strategies. HR.com, the largest network of HR professionals with over 2 million members, offers resources such as research studies, webcasts, and certification prep. The award is part of the broader HR.com Awards program, which can be explored at www.hr.com/awards. For more updates, visit the HR.com Newsroom. This recognition underscores the growing importance of employee engagement platforms in modern HR strategy. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is EngagedlyFX Wins 2026 Best Employee Engagement Platform Award.
Helus Pharma Strengthens Leadership with Key Hires and Scientific Advisor Key Takeaways (TLDR) Helus Pharma strengthens leadership with ex-Intra-Cellular executives, potentially boosting its pipeline and market position. Helus Pharma appoints Regina Donohue as chief people officer and Suresh Durgam to its Scientific Advisory Board to enhance organizational and scientific capabilities. Helus Pharma's new leadership aims to advance novel treatments for depression and anxiety, offering hope to millions with mental health conditions. Helus Pharma, formerly Cybin, adds two key hires from Intra-Cellular, which was acquired by Johnson & Johnson in April 2025. Why it Matters This news matters because Helus Pharma is advancing promising treatments for major depressive disorder and generalized anxiety disorder, conditions affecting millions worldwide. The addition of seasoned executives from Intra-Cellular, a company with a successful track record in CNS drug commercialization, signals that Helus is preparing for potential market entry. If HLP003 and HLP004 succeed in clinical trials, they could offer new hope for patients who have not responded to existing therapies, potentially reshaping the mental health treatment landscape. Investors and healthcare stakeholders should monitor these developments closely. Summary Helus Pharma, the commercial operating name of Cybin Inc., has announced two key appointments to bolster its leadership as it advances its pipeline of novel serotonergic agonists (NSAs) for mental health conditions. Regina Donohue joins as chief people officer, bringing extensive experience from her previous role as chief human resources officer at Intra-Cellular, where she scaled the company to over 1,000 employees before its acquisition by Johnson & Johnson. Suresh Durgam, M.D., has been appointed to the Scientific Advisory Board, leveraging over two decades of CNS drug development expertise, including his tenure as executive vice president and chief medical officer at Intra-Cellular, where he contributed to FDA approvals for CAPLYTA. CEO Michael Halstead emphasized that these additions strengthen the company's organizational and scientific capabilities as it moves toward commercialization. Helus Pharma is focused on developing proprietary NSAs designed to activate serotonin pathways and promote neuroplasticity, targeting major depressive disorder and generalized anxiety disorder. The company's lead candidate, HLP003, is in Phase 3 trials for adjunctive treatment of major depressive disorder and has received Breakthrough Therapy Designation from the FDA, while HLP004 is in Phase 2 for generalized anxiety disorder. With operations in Canada, the U.S., the UK, and Ireland, Helus Pharma aims to address significant unmet needs in mental health treatment. For more details, visit the full press release at https://ibn.fm/Z7rgQ and explore company updates at www.helus.com. The company's newsroom is available at https://ibn.fm/HELP. This announcement was distributed by InvestorWire, a platform for advanced press release syndication, as part of its Dynamic Brand Portfolio. This news story relied on content distributed by InvestorBrandNetwork (IBN). Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Helus Pharma Strengthens Leadership with Key Hires and Scientific Advisor.
San Diego Employment Attorney Goes Employee-Only to Eliminate Conflicts Key Takeaways (TLDR) Anthony Z. Vargas, Esq. now exclusively represents employees, gaining an edge by eliminating divided loyalty and leveraging trial experience from his public defender days. Vargas's firm applies specific California laws like FEHA and Labor Code 1102.5, and local ordinances, to build strong cases for employee rights. This firm levels the playing field for workers against well-funded employers, ensuring fair treatment and access to justice for all employees in San Diego. Did you know California voids non-compete agreements? Vargas's firm also handles cases under San Diego's higher minimum wage and sick leave laws. Why it Matters This news matters because it addresses a critical power imbalance in employment disputes. Most employees face sophisticated employers with legal teams and prior litigation experience, while workers are often navigating the process for the first time. By focusing exclusively on employee representation, Attorney Anthony Vargas ensures that workers have a dedicated advocate with no divided loyalties. In a state with rapidly evolving employment laws and strict deadlines, having a trial-tested attorney who understands local ordinances can be the difference between justice and forfeited claims. This move provides a valuable resource for San Diego workers, empowering them to assert their rights against well-funded opposition. Summary San Diego employment attorney Anthony Z. Vargas has announced that his law firm, Anthony Z. Vargas, Esq. Attorney at Law, will now exclusively represent employees in employment law matters throughout San Diego County, declining to take on employer-side cases. This strategic narrowing of practice ensures that there is no potential conflict of interest, as the firm will never evaluate a case against the interests of an employer client. The move comes amid significant changes in California employment law, including expanded harassment protections under the Fair Employment and Housing Act (applicable to employers with as few as one employee), the burden-shifting framework of Labor Code 1102.5 for whistleblower retaliation, the statewide voiding of non-compete agreements, and local ordinances in San Diego that exceed state minimums, such as the San Diego Minimum Wage Ordinance and Earned Sick Leave Ordinance. These local laws are often overlooked by employers, making employee representation particularly crucial. Anthony Vargas brings a robust trial background to his employment practice, having previously served as a San Diego County Public Defender where he handled thousands of cases and tried them against government prosecutors in multiple courthouses. This experience is directly relevant to employment litigation, where success often hinges on cross-examination, strategic motion practice, and a readiness to go to trial rather than settle early. The firm handles a comprehensive range of employee-side issues, including workplace harassment, employment discrimination, wrongful termination, whistleblower retaliation, wage and hour violations, denial of reasonable accommodation, leave interference, and severance agreement review. Services are available in English and Spanish, and the firm appears at all four San Diego Superior Court locations. Given the strict filing deadlines for employment claims in California and the potential loss of access to evidence after termination, the firm encourages employees to seek legal advice early. Consultations are free and confidential, and most cases are handled on a contingency fee basis, meaning no attorney fees are owed unless a recovery is obtained. This employee-only focus ensures that workers in San Diego have a dedicated advocate who understands the complexities of both state and local employment laws. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is San Diego Employment Attorney Goes Employee-Only to Eliminate Conflicts.
Mastering New Construction: A Different Sales Game Key Takeaways (TLDR) Builders Update's new training course gives agents an edge in the growing new construction market, with certification that sets them apart from competitors. Builders Update's six-module, self-paced course teaches agents to match buyers to the best-fit new home first, reversing the resale approach. By aligning agents, buyers, and on-site counselors, new construction training fosters trust and helps families find their ideal home sooner. New construction homes can be unsold and unbuilt, with multiple floor plans per community, requiring agents to present the best match first. Why it Matters This news matters because new construction is a growing segment of the housing market, yet many real estate agents lack the specialized skills needed to effectively guide buyers through the process. Understanding the differences between resale and new construction can help agents better serve clients, close deals more efficiently, and stay competitive. For buyers, working with a trained new home specialist can lead to a smoother, more informed purchasing experience. Summary New construction and resale listings may look alike on a listing page, but selling them requires distinct skill sets, and most agent training covers only resale. Bill Gaul, CEO of Builders Update and chair of the RESO Data Dictionary New Construction Subcommittee, explains that a new construction community can have multiple floor plans at various stages of completion, from finished models to unbuilt homes. Agents who treat this like a resale, showing options in ascending order, may not serve buyers effectively. Gaul advocates a 'best fit first' approach: agents should visit builders in their market to understand price points, construction quality, and community demographics, enabling them to match buyers quickly. They should also distinguish between buyers' needs and wants, presenting the best match early to avoid buyer fatigue. The on-site sales counselor is another key difference; agents should collaborate with them rather than compete, leveraging the counselor's product knowledge while providing trust and guidance to the buyer. To address the training gap, Builders Update offers a six-module, self-paced course on new construction sales. The first module is free; the remaining five cost $149, or $129 for agents affiliated with participating MLS organizations. Completing it earns a new home specialist certificate, with a more advanced tier planned. The platform provides detailed listing info only to licensed agents, reflecting an agent-centric model. As new construction grows in many markets, specialized training becomes increasingly vital. This news story relied on content distributed by Keycrew.co. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Mastering New Construction: A Different Sales Game.
HR Compliance Risks: What Companies Are Missing Key Takeaways (TLDR) OutSolve reveals how avoiding I-9 fines of $27,000 per employee gives employers a strategic edge. Jeremy Mancheski outlines steps for HR compliance: electronic I-9s, remote verification, and checking posters for state conflicts. OutSolve's guidance helps create fairer workplaces by reducing bias in AI hiring and protecting remote workers' rights. Podcast episode reveals that break room posters can expose contradictory red and blue state rules. Why it Matters This episode matters because HR compliance is a growing minefield for businesses of all sizes. With fines up to $27,000 per I-9 violation and ICE enforcement on the rise, the financial and legal stakes are higher than ever. As AI reshapes hiring and regulations become more fragmented across states and localities, companies that ignore these risks face costly lawsuits, penalties, and reputational damage. Understanding these pitfalls is essential for HR leaders to stay ahead of the curve and protect their organizations. Summary In the latest episode of You Should Know, hosted by Ryan Leary on the WRKdefined Podcast Network, listeners are treated to an insightful conversation with Jeremy Mancheski, Founder and CEO of OutSolve. Titled The HR Compliance Risks Companies Keep Missing, the episode, published August 11, 2026, dives into the complexities of HR compliance in a landscape fraught with overlapping federal, state, and local regulations, aggressive ICE enforcement, and the rise of AI in hiring. Mancheski, who has led OutSolve since 1998, argues that technology alone cannot replace the nuanced judgment of experienced professionals, and he highlights where employers are most vulnerable. The discussion covers practical compliance pitfalls, including the persistence of paper I-9 forms, inconsistent retention practices, remote workforce challenges, AI hiring bias, and the often-overlooked break room posters. Mancheski emphasizes the financial stakes, noting that I-9 violations can result in fines up to $27,000 per employee, and ICE enforcement is currently high. He also touches on the political swings that have muddied compliance clarity and the uncertain future of the EEO-1 report as states develop their own versions. Drawing parallels to the mid-1990s shift to applicant tracking systems, Mancheski sees today's move to electronic I-9 verification as a similar evolution. He urges HR leaders to physically inspect break room posters to identify contradictions between state and federal requirements, and he compares AI hiring tools to early ATS platforms—useful but flawed, with bias issues being tested in court. The episode is available on the WRKdefined Podcast Network, which reaches over 3.9 million listeners monthly. For more, visit wrkdefined.com/podcast/you-should-know. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR Compliance Risks: What Companies Are Missing.
GTN Wins Best Places to Work for Women Again Key Takeaways (TLDR) GTN's second consecutive Best Places to Work for Women award signals a competitive edge in attracting top female talent, enhancing its market position. Best Companies Group uses a two-part assessment, reviewing policies and confidential employee surveys, to determine the Best Places to Work for Women award. GTN's recognition reflects its commitment to fostering an inclusive environment where women feel valued and empowered to advance their careers. Global Tax Network, a mobility tax firm, has been named a Best Place to Work for Women for the second year in a row. Why it Matters This recognition underscores GTN's dedication to gender equality and workplace culture, which is vital in attracting and retaining top talent. For employees, it signals a supportive environment that values their contributions and offers growth opportunities. For the industry, it sets a benchmark for other firms to prioritize inclusive policies, ultimately benefiting the workforce and driving business success. Summary Global Tax Network (GTN), a leading global mobility tax firm headquartered in Minneapolis, MN, has been named one of the Best Places to Work for Women for the second consecutive year by Best Companies Group. This recognition highlights GTN's commitment to fostering an inclusive and supportive workplace where women can thrive. The award is based on a rigorous two-part assessment that evaluates company policies, practices, and confidential employee feedback, specifically focusing on women's experiences. Eric Loff, President of GTN, expressed pride in the achievement, emphasizing that the company's people are the foundation of its success. He noted that creating an environment where women can build meaningful careers and pursue leadership opportunities is central to GTN's culture. Katie Kobbermann, HR Manager, added that the recognition reflects the intentional culture built by the team, where innovation and collaboration flourish when employees feel respected and empowered. GTN is a technology-enabled mobility tax services firm that helps corporate mobility program managers and mobile employees navigate cross-border tax complexities. The firm supports expatriates, foreign nationals, business travelers, remote workers, and permanent transfers. GTN has also received other accolades, including Accounting Today's Best Firms to Work For and INSIDE Public Accounting's Best of the Best. For more information about the award, visit the Best Companies Group website, and for details about GTN, visit gtn.com. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is GTN Wins Best Places to Work for Women Again.
One Up Solutions Helps Oregon Businesses Choose Right IT Model Key Takeaways (TLDR) One Up Solutions helps Oregon firms slash IT costs by comparing in-house, outsourced, or hybrid models for strategic advantage. Guidance details cost, coverage, and accountability factors to evaluate IT staffing options, ensuring informed decisions for Oregon businesses. Empowers Oregon businesses to choose IT support that reduces stress, prevents downtime, and fosters sustainable growth for all stakeholders. Discover the surprising truth: in-house IT is not always cheaper than outsourcing when all hidden costs are considered. Why it Matters This news matters because small and midsized businesses in Oregon and beyond face a critical decision in how they structure their IT support. With technology becoming more complex and costly, choosing the wrong model can lead to overspending, system downtime, or security vulnerabilities. The guidance from One Up Solutions provides a practical framework to evaluate costs, coverage, and expertise, helping business owners make informed decisions that align with their operational needs and budgets. In an era where cyber threats and reliance on technology are growing, having a clear IT strategy is not just a technical concern but a fundamental business imperative. Summary One Up Solutions Northwest, a managed IT services provider based in Tigard, Oregon, has released new guidance to help small and midsized businesses decide between in-house, outsourced, or hybrid IT staffing models. The company's advisory compares the costs, coverage, expertise, and continuity of each approach, addressing the growing complexity of technology needs. The guidance is designed for organizations weighing whether to hire internal staff, engage an outside provider, or combine both strategies. Dave Chapman, President of One Up Solutions Northwest, emphasizes that the right decision hinges on an honest assessment of workload and existing gaps, noting that "Most owners are trying to make sure their people can get help, their systems are being watched, and the business is not depending on one person to handle everything." The guidance breaks down the trade-offs: In-house IT provides deep familiarity with company workflows but entails costs beyond salary, such as benefits, training, and equipment. Outsourced IT, often billed via recurring agreements, offers access to a broader range of expertise and ensures coverage during employee absences, but may lack the intimate business knowledge of an internal hire. A hybrid model combines internal staff for business-specific priorities with an external provider for additional capacity and specialized skills. The release stresses that neither model is inherently cheaper; the true comparison must consider the full scope of responsibilities, backup support, and tool maintenance. For a deeper dive, the company's blog offers a detailed guide to compare outsourced IT support, internal IT staffing, and hybrid service models. One Up Solutions Northwest provides managed IT services, including proactive monitoring, help desk support, security, cloud solutions, and technology planning, for Oregon businesses since 2003. The company's new guidance aims to equip business owners with a framework to evaluate their unique needs, considering support volume, system complexity, and growth plans. By focusing on coverage and accountability, the advisory helps organizations avoid overpaying for IT while ensuring their technology infrastructure remains reliable and secure. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is One Up Solutions Helps Oregon Businesses Choose Right IT Model.
Vancouver Sleep Practice Outsources Prior Auth to SunKnowledge Key Takeaways (TLDR) SunKnowledge's FTE model gives sleep practices a competitive edge by providing instant expertise without costly recruitment. SunKnowledge's dedicated specialist manages prior authorization end-to-end, reducing delays and improving efficiency for sleep medicine practices. By easing staffing shortages, SunKnowledge helps patients get sleep treatments faster, improving their health and quality of life. Sleep practices are turning to outsourced prior authorization to cope with growing patient volumes and scarce billing talent. Why it Matters For sleep medicine practices, staffing shortages and increasing payer demands can delay patient care and reduce revenue. This partnership highlights a viable solution: outsourcing prior authorization to dedicated specialists. By leveraging SunKnowledge's FTE model, practices can streamline operations, improve efficiency, and focus on patient care. This trend underscores the growing importance of specialized revenue cycle management in healthcare, especially for niche fields like sleep medicine, where expertise is scarce. Summary VANCOUVER – A growing sleep medicine practice in Vancouver has partnered with SunKnowledge to handle prior authorization for its sleep studies and PAP therapy programs. The practice, struggling to find and retain experienced billing staff, turned to SunKnowledge's dedicated Full-Time Equivalent (FTE) model to manage the workload. The partnership reflects a broader trend in sleep medicine where practices are increasingly outsourcing prior authorization due to staffing shortages and growing patient volumes. Under the arrangement, SunKnowledge provides a dedicated specialist who works as an extension of the practice's team, managing all aspects of prior authorization: reviewing physician documentation, preparing and submitting requests, following up with insurers, responding to additional information requests, tracking cases, managing reauthorizations, and handling appeals. The specialist becomes familiar with the practice's documentation standards, payer mix, and scheduling process, reducing back-and-forth and improving efficiency. Ronnie Hastings, spokesperson for SunKnowledge, noted that staffing shortages are a common driver for such partnerships. By outsourcing, practices gain immediate expertise without the time and cost of recruiting and training. As home sleep apnea testing and PAP therapy programs expand, the demand for such services is likely to grow. SunKnowledge also offers AR, claims management, and complete revenue cycle management across specialties, helping practices manage payer requirements without expanding internal teams. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Vancouver Sleep Practice Outsources Prior Auth to SunKnowledge.
Workforce Data Reveals Where Career Mobility Thrives Key Takeaways (TLDR) Burning Glass Institute's Where You Work Matters ranks 1,750 firms, revealing which employers offer the best career advancement to gain a competitive edge. The project analyzes 12 million career histories to measure promotion velocity, retention, pay growth, and regrettable turnover across 1,800 companies. This workforce data empowers job seekers and workers to choose employers that foster growth, reducing inequality and improving career mobility for all. Only 22 of 1,750 companies earned Platinum ratings, and at Whole Foods, food prep workers thrive due to prepared foods driving margin. Why it Matters This news matters because it shifts the power dynamic in the job market. For job seekers, especially recent graduates, it provides a data-driven tool to identify employers that genuinely invest in career growth, rather than relying on brand reputation. For HR leaders and executives, it offers a benchmark to assess their own practices against competitors, highlighting that intentional manager conversations and transparent career paths are key to retaining talent. In an era of AI disruption and shrinking entry-level roles, understanding which companies offer real mobility is crucial for both individual career planning and strategic workforce development. Summary The latest episode of You Should Know, hosted by William Tincup of WRKdefined and published August 4, 2026, features a substantive conversation with Matt Sigelman, president of the Burning Glass Institute, and Rajiv Chandrasekaran, Managing Director of the Schultz Family Foundation. The trio unpacks Where You Work Matters, a newly expanded workforce analytics project that grades 1,750 of America's largest employers on the actual career outcomes of their workers. In a labor market where entry-level roles are eroding and AI is reshaping hiring, the discussion arrives at a moment of urgent relevance for HR leaders, workers, and job seekers. Listeners get a detailed look at how the research works and what it exposes. Key threads include: how a database of 12 million career histories across 1,800 companies measures promotion velocity, retention, pay growth, and regrettable turnover; why the disappearance of entry-level jobs, flagged in a recent Harvard Business Review article, threatens the future talent pipeline; and the concept of "mobility muscle" and how firms like Procter & Gamble, Lockheed Martin, Salesforce, Apple, and Whole Foods stack up role by role. Sigelman explains the methodology in plain terms, cutting through employer marketing claims to focus on empirical outcomes. "If two people start in the same role at directly competing firms, how likely are they each to move up? How likely are they each to stay? How does their pay change over time?" Sigelman asks, describing the core question behind the American Opportunity Index and its successor project. Tincup pushes back on conventional HR wisdom, arguing that regrettable turnover, not raw turnover, is the metric that matters. Chandrasekaran and Sigelman agree, and add that transparency benefits workers too. The conversation goes deep on findings that defy expectations. Only 22 of roughly 1,750 companies earned Platinum ratings across every category measured. Of the hundreds of firms employing financial analysts, just 27 rated as great across early career, growth, and stability stages, and only six of those were in banking or financial services. Standouts included General Mills, Liberty Mutual, and Nike. At Whole Foods, food preparation workers fare surprisingly well because prepared foods drive margin. Chandrasekaran cites conversations with CHROs at top-rated firms who point to intentional manager conversations about career trajectory as the practice that separates leaders from laggards. The site now offers an occupation finder tool for the class of 2026, surfacing roughly 6,000 highly rated entry-level openings. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Workforce Data Reveals Where Career Mobility Thrives.
Gestalt Community Schools Wins Top Compensation Innovation Award from HR.com Key Takeaways (TLDR) Winning HR.com's Most Innovative Compensation Strategy award gives Gestalt Community Schools a competitive edge in attracting top teaching talent. Gestalt Community Schools used market benchmarking, 80%+ employee participation, and collaborative salary redesign to halve teacher vacancies. Gestalt's people-first compensation strategy advances pay equity, strengthening workplace culture and supporting long-term organizational success. Gestalt Community Schools cut teacher vacancies in half by redesigning salaries with high employee participation, earning HR.com's 2026 award. Why it Matters This news matters because it showcases a practical model for how organizations, especially in education, can use innovative compensation strategies to address critical challenges like teacher shortages and pay equity. By highlighting Gestalt's success, it provides a blueprint for other employers to attract and retain top talent, ultimately improving outcomes for employees and the communities they serve. Summary HR.com has announced Gestalt Community Schools as the winner of the 2026 Most Innovative Compensation Strategy Award, recognizing the organization's exceptional approach to compensation that drives talent attraction, retention, and engagement. The award highlights how a data-driven compensation strategy can advance pay equity and support long-term success. Gestalt's People Team implemented a comprehensive transformation that included market benchmarking, over 80% employee participation, and collaborative salary redesign. This people-first strategy not only strengthened equity but also significantly improved teacher recruitment by cutting vacancies in half, establishing a sustainable foundation for compensation excellence. Debbie McGrath, CEO of HR.com, praised the organization for viewing compensation as a strategic investment, leading to stronger workplaces and better business outcomes. HR.com, the largest network of HR professionals, serves over 2 million HR professionals with research, education, and certification prep. For more details on all HR.com awards, visit www.hr.com/awards. This recognition underscores the importance of innovative compensation strategies in the education sector and beyond. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Gestalt Community Schools Wins Top Compensation Innovation Award from HR.com.
HR.com Unveils 2026 Recruitment Tech Advisory Board Key Takeaways (TLDR) HR.com's 2026 Recruitment Technology Advisory Board offers strategic insights to gain a hiring edge through AI and automation. The board will guide research and a virtual event on AI's impact, successful solutions, metrics, and next-gen recruitment innovations. This initiative helps HR professionals improve candidate experiences and make informed decisions, fostering better workplaces for all. Discover how recruitment tech and AI are reshaping hiring in HR.com's free virtual event on November 18, 2026. Why it Matters This news matters because recruitment technology is rapidly evolving, and HR professionals need reliable, forward-looking insights to make informed decisions about AI and automation in hiring. The advisory board's research and events will provide practical guidance that can help organizations improve hiring efficiency and candidate experience, ultimately leading to better talent acquisition outcomes. Summary HR.com's HR Research Institute has announced the formation of its 2026 Recruitment Technology Advisory Board, a distinguished group of HR leaders and talent acquisition experts who will guide new research and educational initiatives focused on the technologies transforming hiring. The board includes professionals from companies like Joveo, The ReWork Group, Plan Z Solutions, Blue Cross Blue Shield of Massachusetts, DataDog, and PWC. Their insights will shape an upcoming HR Research Institute study and a virtual event, the Future of Recruitment Technologies 2026 Virtual Event, scheduled for November 18, 2026, which will explore how organizations leverage recruitment technology, automation, and AI to improve hiring outcomes. The research and event will delve into the current state of recruitment technologies, the growing impact of AI, which solutions are most successful, how employers measure recruiting performance through technology, emerging best practices, and the next generation of innovations. According to Debbie McGrath, CEO of HR.com, the board will ensure that the research and events deliver practical, data-driven insights for HR professionals. The initiative builds on previous reports, including the Future of Recruitment Technologies 2025-26, and offers free resources at hr.com/researchinstitute. HR.com, the #1 source for HR research, aims to help over 2 million HR professionals make informed decisions. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Unveils 2026 Recruitment Tech Advisory Board.
Epic Labor's July Revenue Soars 280% Year-Over-Year Key Takeaways (TLDR) Metavesco's Epic Labor subsidiary surged 280% year-over-year in July 2026, indicating strong growth potential for investors. Epic Labor's July 2026 revenue rose to $340,410, a 204% weekly increase, with gross margin up to 24% from 21.74%. Epic Labor's on-demand staffing services provide reliable work opportunities, supported by its 2-Hour Guarantee and 24/7 availability. Epic Labor hit a record-breaking weekly revenue exceeding $100,000 for the first time in July 2026. Why it Matters This news matters because it signals a strong growth trajectory for Epic Labor, a key subsidiary of Metavesco, indicating the on-demand staffing sector is booming. For investors and stakeholders, the triple-digit revenue growth and improved margins reflect successful execution of the company's strategy. For the broader market, it highlights the increasing demand for flexible labor solutions, which could influence how businesses approach staffing in a post-pandemic economy. Summary Metavesco, Inc. (OTCID: MVCO), a diversified holding company, today announced preliminary, unaudited July 2026 results for its on-demand staffing subsidiary, Epic Labor, Inc. The subsidiary generated top line revenue of $340,410.16 in July 2026, a 280% increase from $89,458.63 in the same month last year. Notably, July 2026 was a five-week fiscal month, while July 2025 had four weeks; on a weekly basis, revenue surged 204% to approximately $68,082 per week from $22,365. During the month, Epic Labor achieved a weekly sales record, exceeding $100,000 in a single week, and gross profit margin improved to 24% from 21.74%. Ryan Schadel, President and CEO of Metavesco, commented, “A five-week month gave us a longer runway in July, but the weekly run rate tells the real story, we've tripled the business year over year. The Epic Labor team has earned these wins and I’m excited to say I think we’re just getting started.” Epic Labor provides fast, reliable on-demand labor to small and mid-sized businesses, offering services in construction, warehousing, hospitality, manufacturing, and event staffing, available 24/7 with a trademark 2-Hour Guarantee. Metavesco, as a holding company, focuses on building infrastructure and opportunity for the OTC market, operating Epic Labor and other wholly owned subsidiaries. The company's forward-looking statements are subject to risks and uncertainties, as detailed in filings on otcmarkets.com. The press release was distributed via NEWMEDIAWIRE and is available on www.newmediawire.com. This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Epic Labor's July Revenue Soars 280% Year-Over-Year.
Metrolinx Wins HR.com's 2026 Performance Management Award Key Takeaways (TLDR) Metrolinx wins 2026 Performance Management Award, showcasing how strategic performance management drives organizational success and employee engagement. The award recognizes Metrolinx's people-centered programs that align employees with strategic priorities, build capabilities, and provide ongoing feedback. Metrolinx fosters an inclusive, purpose-driven culture where employees feel supported and inspired to grow, improving workplace wellbeing. HR.com awards Metrolinx for moving beyond traditional reviews to create a culture of growth, feedback, and recognition. Why it Matters This matters because effective performance management directly influences employee engagement, retention, and productivity. As organizations struggle with remote work and changing expectations, Metrolinx's example shows how thoughtful strategies can create a culture of growth and accountability. For HR professionals, this award offers a benchmark for moving beyond outdated annual reviews to continuous feedback and development, which is crucial for attracting and retaining top talent in a competitive labor market. Summary HR.com has announced the recipient of the 2026 Performance Management Award, recognizing an organization that is transforming performance management to boost employee engagement and drive organizational success. The award celebrates HR initiatives that move beyond traditional processes to create meaningful employee experiences, focusing on clear expectations, ongoing feedback, capability building, and business contribution. Metrolinx, a transit agency in Ontario, has been named the winner for fostering a high-performance culture through clear strategic priorities, empowered leaders, and people-centered programs. Debbie McGrath, CEO of HR.com, highlighted that leading organizations are shifting from traditional reviews to cultures of growth, feedback, and recognition, with Metrolinx exemplifying how thoughtful strategies empower employees. For more details, visit www.hr.com/awards to view all HR.com awards. HR.com, the largest network of HR professionals, supports over 2 million members with career development, networking, and compliance resources. Their offerings include over 300 HR research studies, 500+ annual webcasts and virtual courses, HR exam prep for SHRM/HRCI certification, in-person conferences, and legal compliance updates. This award underscores HR.com's commitment to recognizing innovative HR practices that enhance employee experiences and organizational performance. The HR.com Newsroom provides further updates on such initiatives. Metrolinx's award-winning approach demonstrates that effective performance management can create an inclusive, purpose-driven workplace where employees feel supported and inspired. By focusing on people-centered programs and strategic clarity, they enable their workforce to deliver the future of transit for Ontario. This recognition highlights the importance of evolving performance strategies to align with modern workforce expectations, fostering engagement and accountability across the organization. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Metrolinx Wins HR.com's 2026 Performance Management Award.
HR.com Launches 2026 Advisory Board to Tackle Employee Retention Key Takeaways (TLDR) HR.com's 2026 Advisory Board on Employee Retention offers research-backed strategies to reduce turnover and gain a competitive edge. The board's insights will inform HR.com's 2026 survey and virtual event, providing data-driven retention strategies. By addressing employee well-being and culture, this initiative helps create better workplaces for everyone. An all-star advisory board of HR experts will tackle retention challenges with fresh tactics like flexible work and AI. Why it Matters This news matters because employee retention is a critical issue for organizations facing high turnover costs and talent shortages. The 2026 Advisory Board's research and virtual event will provide HR leaders with actionable strategies to improve retention, enhance workplace culture, and leverage trends like AI and flexible work. By participating, companies can gain a competitive edge in retaining top performers, boosting productivity, and reducing recruitment expenses. The insights from this initiative will help shape the future of work and ensure organizations are equipped to meet evolving employee expectations. Summary HR.com has announced the formation of its 2026 Advisory Board on Employee Retention, a strategic initiative that brings together ten senior HR executives and talent experts to drive new research and a virtual event focused on tackling the pressing challenge of employee retention. The board includes distinguished professionals such as Douglas Brown, Mary Damas, Dick Finnegan, Teri Frangie, Barrie Goodman, Andy Hall, Larren Oliver, Lisa Reinhardt, Sonja Talley, and Natalie Wintermark. These advisors will collaborate to shape the 2026 HR Research Institute survey and the programming for the HR.com's State of Employee Retention 2026 Virtual Event scheduled for November 10, 2026. The event will delve into critical topics including organizational culture, employee well-being, leadership, benefits, flexible work, AI, and proven retention practices, offering attendees research-backed insights to reduce turnover and boost performance. Debbie McGrath, CEO of HR.com, emphasized the importance of continuous adaptation in retaining top talent. The board's collective expertise aims to help HR leaders build more effective strategies that address today's biggest retention challenges and emerging workplace trends. The initiative builds on last year's comprehensive report, HR.com's State of Employee Retention 2025-26, which provided key findings on retention dynamics. Additionally, HR.com offers free access to these and other research reports and infographics at hr.com/researchinstitute, empowering HR professionals with data-driven insights. The HR Research Institute, powered by HR.com, is recognized as the #1 source for HR research, serving over 2 million HR professionals. Through its free membership, HR.com provides access to more than 300 exclusive primary research reports and state-of-the-industry analyses. The institute's advisory boards, composed of thought leaders and industry experts, ensure that the research remains relevant and actionable. By participating in the HR research influencer panel, HR professionals can contribute to future surveys and earn rewards. This initiative underscores HR.com's commitment to equipping organizations with the tools needed to thrive in a competitive talent landscape. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Launches 2026 Advisory Board to Tackle Employee Retention.
Acendeo Revolutionizes Tech Hiring with Nearshore Talent Key Takeaways (TLDR) Acendeo helps U.S. companies save 30-40% on tech hiring costs while accessing pre-vetted LATAM talent for a competitive edge. Acendeo connects U.S. businesses with pre-vetted Latin American engineers, offering all-inclusive monthly rates and two-week onboarding with a replacement guarantee. Acendeo builds long-term partnerships, integrating LATAM engineers into U.S. teams with real-time collaboration for a more inclusive global workforce. LATAM engineers now work within 0-2 hours of U.S. time zones, allowing them to participate in standups and sprint planning from day one. Why it Matters This news matters because it addresses a critical pain point for U.S. businesses: the difficulty of finding and affording top tech talent. Traditional hiring is slow and expensive, while offshore options often suffer from timezone and cultural gaps. Acendeo's nearshore model offers a solution that saves 30-40% in costs, accelerates hiring to two weeks, and ensures real-time collaboration due to timezone alignment. For startups trying to scale, mid-sized companies facing talent shortages, or enterprises seeking cost efficiency, Acendeo provides a practical way to build high-performing engineering teams without sacrificing quality or integration. It also highlights the growing competitiveness of LATAM tech professionals, making global talent more accessible than ever. Summary Acendeo, a nearshore staffing company headquartered in Salt Lake City, UT, is transforming how U.S. businesses scale their tech teams by connecting them with pre-vetted software engineers, data analysts, and AI specialists across Latin America. Co-founder Brad Webb emphasizes that companies should focus on talent quality over location, stating, “If they can do the job and they're great for it, why not save the money?” Acendeo eliminates recruiting fees, upfront costs, and lengthy hiring cycles, offering a faster, more predictable path to building engineering capacity. Their model supports roles from Backend and Frontend Developers to AI Developers and Data Scientists, catering to startups, mid-sized companies, and enterprises across sectors like Tech & SaaS, Finance & FinTech, Healthcare & MedTech, E-Commerce & Retail, and Media & Entertainment. Acendeo's approach leverages Latin America's timezone alignment, with engineers working within 0 to 2 hours of major U.S. time zones, enabling real-time collaboration and seamless integration into team standups and sprint planning. Clients share their tech stack and requirements, interview pre-vetted candidates, and can onboard in two weeks or less with a single monthly rate covering contracts, payroll, equipment, and compliance. The company also provides a risk-free replacement guarantee. VP of Strategic Operations Nelso Villamizar highlights their commitment to long-term partnerships, noting that “a single engagement turns into a 10-person team.” Acendeo reports that clients typically save 30-40% compared to the fully loaded cost of a U.S. tech hire. For more information, visit their contact page to schedule a conversation. Acendeo was founded by industry veterans Brad Webb and Nelso Villamizar, who built the company based on firsthand experience with the challenges of recruiting exceptional tech talent. The company offers flexible hiring models, U.S. timezone alignment, and all-inclusive services, helping businesses from SMBs to Fortune 500s scale their engineering teams quickly, affordably, and without sacrificing quality or cultural fit. This nearshore model is shifting the perception of international hiring from a stopgap to a strategic advantage, as LATAM engineering talent increasingly meets or exceeds domestic standards. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Acendeo Revolutionizes Tech Hiring with Nearshore Talent.
HR.com Unveils 2026 Employee Benefits Award Winners Key Takeaways (TLDR) Winning the Best Employee Benefits Platform award gives Forma a competitive edge in attracting top talent. Forma's platform enables HR teams to design personalized benefits programs through an intuitive, efficient system. These awards highlight innovations that improve employee well-being and make workplaces more supportive and engaging. HR.com's 2026 Employee Benefits Awards honor leaders and platforms that transform how benefits are delivered. Why it Matters This news matters because it highlights best practices in employee benefits, which directly affect employee satisfaction, retention, and organizational performance. By recognizing innovative platforms like Forma and leaders like Blair Swim, the awards provide a benchmark for companies seeking to enhance their benefits strategies. For HR professionals, this serves as a guide to effective benefits management, potentially influencing how they design programs that support employee wellbeing and drive business results. Summary HR.com has announced the winners of the 2026 Employee Benefits Awards, honoring organizations and industry partners that excel in benefits strategy, administration, and delivery. The awards recognize HR professionals and solution providers who have shown exceptional leadership in designing and optimizing employee benefits programs, including health, retirement, financial wellness, mental health, and total rewards initiatives. This year's winners are distinguished by their innovation, operational excellence, and commitment to enhancing the employee experience while driving organizational success. Among the winners, Forma received the 'Best Employee Benefits Platform' award for its flexible lifestyle benefits platform that helps organizations improve employee wellbeing, engagement, and retention. Trusted by leading employers worldwide, Forma's platform enables HR teams to create personalized benefits experiences. Jason Fan, CEO & Co-founder of Forma, expressed pride in the recognition, noting that real user ratings were part of the judging criteria, and highlighted that over 1 million employees use the platform daily to access their benefits. Additionally, Blair Swim, Director of HR Services at Medical Facilities of America (MFA), was named 'Employee Benefits Leader of the Year' for building a scalable, employee-focused benefits strategy that supports growth and enhances the employee experience. Swim expressed honor at receiving the award, emphasizing MFA's role in her professional growth over the past nine years. Debbie McGrath, CEO of HR.com, praised this year's winners for their expertise and commitment to improving employee well-being and engagement. The awards are part of HR.com's broader recognition programs. For a full list of winners, visit www.hr.com/awards. HR.com, the largest network of HR professionals, offers resources including research, education, and certification prep to over 2 million members. More information is available in the HR.com Newsroom. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Unveils 2026 Employee Benefits Award Winners.
Why Texas Startups Fail at Exit Prep: Fractional CFO Insights Key Takeaways (TLDR) Founders can boost exit valuation by hiring a controller and HR leader early, not later, as proven by Trammell's exits. Startups should allocate 2-4% of revenue to accounting/finance, and hire a staff accountant instead of a costly CFO. Early investment in finance and HR reduces founder stress and builds a healthier, more sustainable company for all stakeholders. Bart Davis warns that AI-built financial models are often riddled with errors that only a trained CFO can catch. Why it Matters This news matters because it reveals a critical blind spot for startup founders: underestimating the importance of early investment in accounting, finance, and HR functions. With tighter capital markets and rising compliance demands, founders who neglect these areas risk lower valuations or failed exits. Bart Davis's insights from working with Joel Trammell's portfolio provide a roadmap for professionalizing back-office operations before it's too late. By understanding the right hiring order and cost-effective fractional solutions, founders can avoid costly mistakes and maximize their company's value at exit. Summary In the latest episode of The Building Texas Show, titled Fractional CFO: The 2 Hires Every Founder Gets Wrong Before Their Exit, host Justin McKenzie sits down with Bart Davis, founder and CEO of Austin-based 512Financial. Published July 16, 2026, the conversation comes at a crucial time for Central Texas founders navigating tighter capital markets, increasing compliance demands, and the pressing need to professionalize back-office operations well before an exit. Davis, who spent 2014 to 2021 running fractional finance across Joel Trammell's portfolio, argues that most Texas startups wait far too long to build the accounting, finance, and HR muscle that separates a clean exit from a broken one. Recorded virtually, the episode delves into practical mechanics of fractional leadership. Key topics include Davis's rule that healthy startups should allocate 2 to 4 percent of top-line revenue to the accounting and finance function. He warns against hiring a Fortune 500 or Global 1000 CFO for a company scaling from $1 million to $15 million, as such experience often doesn't translate. The discussion also covers the 2025 acquisitions of Austin PeopleWorks and HireBetter.com, and the 'monetizing churn' thesis behind them, as well as the 1099 versus W-2 risk that Davis regularly encounters when onboarding new HR clients. Davis is candid about the state of financial reporting he inherited from Trammell's portfolio companies, calling it a "random number generator." He emphasizes that founders eyeing an exit cannot repair years of bad books overnight. He points to Trammell's 2018 and 2021 exits as proof that early investment in finance directly shapes valuation. Davis also challenges the conventional hiring order, advocating for a controller and HR leader before product or go-to-market hires. He notes that founders often ask for a CFO when they actually need a staff accountant at roughly 20 percent of the cost—comparing it to "bringing a bazooka to a knife fight." On AI, Davis says his team uses it daily but warns that Claude-built financial models are often "riddled with errors" only a trained CFO can catch. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Why Texas Startups Fail at Exit Prep: Fractional CFO Insights.
isolved and Remote Unlock Global Hiring for SMBs Key Takeaways (TLDR) isolved and Remote enable SMBs to access global talent, giving them a hiring advantage over larger competitors. The partnership integrates Remote's API-first platform with isolved's HCM, offering EOR, contractor, and global payroll in one system. By removing legal and compliance barriers, SMBs can hire skilled workers worldwide, making opportunities more equitable. Pim Altena notes that pre-employment medical exams are mandatory in some countries and forbidden in others, highlighting global labor law diversity. Why it Matters This partnership matters because it levels the playing field for small and midsized businesses, allowing them to access a global talent pool without the complexity of setting up international legal entities. By removing compliance and payroll barriers, SMBs can now hire the best skills regardless of location, which is critical as the war for talent intensifies. For HR and talent acquisition leaders, this means they can adopt a skill-first approach without being constrained by their company's geographic footprint. The integration with ApplicantPro further simplifies the hiring process, making it easier to manage global recruitment in one platform. Ultimately, this alliance could accelerate the shift toward a borderless workforce, benefiting both employers and job seekers worldwide. Summary The July 21, 2026 episode of You Should Know, hosted by William Tincup of WRKdefined, reveals a strategic partnership between isolved and Remote that aims to democratize global hiring for small and midsized businesses (SMBs). The episode, titled How isolved and Remote Are Opening Global Hiring to SMBs, features Barry Gauch, Executive Vice President at isolved, and Pim Altena, GM for Remote Embedded and VP of Partnerships at Remote. They discuss how the alliance dismantles legal, payroll, and compliance barriers that traditionally prevented SMBs from hiring internationally. The timing is crucial as skill-based hiring gains momentum, allowing companies to prioritize talent over location. Tincup guides the conversation through the partnership's evolution, from a formal RFP that narrowed ten providers to five, to a deeper embedded integration. Remote's API-first model offers three hiring modalities: Employer of Record (EOR) for fast market entry, contractor management for flexible engagements, and global payroll for established international teams. Gauch emphasizes that isolved chose partnership over building in-house due to rising customer demand for global hiring, stating, "It's not our key competency, but we know we needed to deliver it." Altena shares a personal anecdote about trying to hire an Italian candidate he couldn't legally employ, underscoring the problem Remote solves. He notes, "You're hiring people for skills, right? Like, that's what you should do, but you're actually constraining yourself often unconsciously by just the compliance capabilities, the legal entity footprint that you already have as a business." The episode dives into operational realities, with Tincup highlighting 192 countries recognized by the State Department, each with unique payroll rules. Altena points to extreme labor law variations, such as mandatory pre-employment medical exams in some jurisdictions and prohibitions in others. Gauch stresses affordability and white-glove service as non-negotiable, and previews the integration with ApplicantPro, now part of isolved, which will excite talent acquisition teams and staffing-company resellers seeking a unified platform. This partnership positions isolved and Remote as key enablers for SMBs looking to compete globally for top talent. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is isolved and Remote Unlock Global Hiring for SMBs.
Recruiterie Partners with The Lutheran Collaborative to Strengthen Nonprofit Leadership Key Takeaways (TLDR) Recruiterie's partnership with The Lutheran Collaborative gives member nonprofits an edge in attracting top mission-driven leaders. Recruiterie will provide executive search and talent acquisition services to over 300 Lutheran Collaborative member organizations. The partnership helps nonprofits build strong leadership teams to better serve vulnerable populations and strengthen communities. The Lutheran Collaborative network includes over 300 nonprofit organizations focused on service, innovation, and faith-based stewardship. Why it Matters This partnership matters because it addresses a critical challenge for nonprofit organizations: finding and retaining mission-driven leaders in a competitive talent market. By combining Recruiterie's specialized executive search expertise with The Lutheran Collaborative's vast network, member nonprofits gain access to top-tier candidates and efficient recruitment processes. This enables them to focus resources on their core mission—serving communities and vulnerable populations—rather than struggling with talent acquisition. The collaboration ultimately strengthens the leadership pipeline for hundreds of faith-based organizations, ensuring they can continue their vital work effectively and sustainably. Summary Recruiterie, a nationally recognized nonprofit executive search firm, has been selected as a recruiting partner of The Lutheran Collaborative, a nationwide network of over 300 nonprofit organizations. Through this partnership, Recruiterie will provide executive search, leadership recruitment, and strategic talent acquisition services to Lutheran service organizations across the US. The goal is to help these nonprofits attract, engage, and retain mission-driven leaders who can advance organizational growth and community impact. The Lutheran Collaborative empowers its member organizations through innovation, operational efficiency, and expanded community impact. By leveraging shared resources and strategic partnerships, they help members serve vulnerable populations and meet evolving community needs. Recruiterie brings extensive experience in recruiting executive and senior-level talent for nonprofits, known for its consultative, relationship-driven approach that identifies leaders aligned with both technical requirements and mission, culture, and long-term vision. Jon Schneider, President of Recruiterie, expressed excitement about the partnership, emphasizing the goal of providing best-in-class nonprofit leadership candidates. Jaimie Fournier, Managing Director of The Lutheran Collaborative, noted that the partnership allows organizations to access expert executive search services without sacrificing mission for resources. As nonprofits face a competitive talent landscape, this collaboration offers member organizations specialized recruiting expertise, expanded candidate networks, and customized search strategies, saving time and resources while attracting top mission-driven talent. Together, they aim to strengthen leadership pipelines, support organizational sustainability, and help deliver life-changing services across the United States. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Recruiterie Partners with The Lutheran Collaborative to Strengthen Nonprofit Leadership.
One Dynamics Launches All-in-One Overseas Retreat Package Key Takeaways (TLDR) One Dynamics’ end-to-end overseas retreat package removes logistical burden, giving HR teams a competitive edge by freeing them to focus on strategy. One Dynamics consolidates six planning stages—objective setting, venue selection, logistics, programme design, on-ground facilitation, and post-event follow-through—into a single managed service. By handling all logistics, One Dynamics lets HR teams fully participate in retreats, fostering genuine team connections and a better workplace culture. One Dynamics integrates team building directly into the retreat programme, ensuring activities are purposefully sequenced rather than bolted on as an afterthought. Why it Matters This news matters because it directly addresses a critical pain point for HR teams and people managers: the complexity and administrative load of planning overseas corporate offsites. By offering a single point of contact for venue sourcing, logistics, and team building, One Dynamics reduces the risk of misaligned schedules and fragmented planning. For businesses that rely on offsites to foster team cohesion and strategic alignment, this integrated solution can lead to more effective retreats with measurable outcomes, while freeing internal staff to focus on participation and leadership rather than event management. Summary One Dynamics, a corporate event planning and team building provider, has launched an end-to-end overseas retreat package designed to simplify corporate offsite planning for HR teams and people managers. The new offering consolidates every element of an overseas company offsite—from venue sourcing and travel logistics to team building facilitation—under a single point of contact. This addresses the common pain point of coordinating across multiple vendors, which often leads to fragmented planning, misaligned schedules, and significant administrative burden on internal teams. The company offers a structured approach across six stages: objective setting, destination and venue selection, logistics coordination, programme design, on-ground facilitation, and post-event follow-through. A key differentiator is that team building is integrated directly into the retreat rather than bolted on as an afterthought, ensuring activities are sequenced deliberately to achieve measurable outcomes like improved collaboration or communication. For more details, visit One Dynamics Team Building. Overseas trip event planning traditionally requires HR teams to act as project managers across an extended supplier chain, managing venue negotiations, accommodation, ground transportation, group meals, activity coordination, facilitator briefings, and contingency planning—often across different time zones. One Dynamics aims to change this dynamic by transferring the coordination load to a dedicated external team while keeping the client informed and in control of key decisions. The company handles supplier relationships, contingency planning, and on-ground execution, allowing internal teams to participate in the retreat as attendees rather than event managers. This model offers a structured alternative for organisations planning their next company offsite abroad, eliminating the need to build a multi-vendor process from scratch. One Dynamics is based in Singapore and specialises in corporate event planning and team building for overseas retreats. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is One Dynamics Launches All-in-One Overseas Retreat Package.
Frisco ISD Trustee Stephanie Elad on Growth, Trades, and Community Voice Key Takeaways (TLDR) Frisco ISD faces declining enrollment; taxpayers can expect shifting resource allocation and potential savings. Frisco ISD uses third-party surveys and apprenticeship pathways to improve teacher retention and workforce readiness. Frisco ISD creates debt-free career paths in trades, offering students high wages and dignity without a four-year degree. A trustee ran after the board president said 'this is our meeting, not the community's,' sparking a standing ovation. Why it Matters This episode matters because it highlights how a once-booming school district is adapting to a new reality of declining enrollment and the growing importance of vocational training. For families in Frisco and beyond, the discussion provides insight into how school board decisions directly affect students' career prospects and the quality of education. Elad's push for apprenticeship programs offers a model for preparing students for high-wage jobs without college debt, a critical issue for many families. Summary In the latest episode of The Building Texas Show, host Justin McKenzie sits down with Stephanie Elad, a corporate HR executive turned two-term Frisco ISD trustee, to discuss the district's shifting landscape. Titled Frisco's Population Boom: What's Really Happening?, the episode delves into how Frisco ISD, once one of the fastest-growing school districts in North Texas, is now landlocked and facing declining enrollment. Elad, who was reelected to a term through 2028, shares insights from her tenure, including the pivotal 2021 board meeting where a comment by the board president—"this is our meeting, not the community's"—sparked her decision to run for office. She describes the moment that galvanized her, stating, "That just did not sit right with me." Elad's HR background shapes her approach to governance, particularly in implementing a confidential employee engagement survey to improve teacher retention and fostering career pathways for students. The conversation also highlights Elad's efforts to expand vocational training within Frisco schools. She discusses building apprenticeship programs in plumbing, electrical, HVAC, and other trades alongside existing CTE tracks. She points to a neighbor who owns a plumbing business and "clears a couple hundred thousand dollars a year" but cannot find apprentice plumbers, arguing that high schoolers should have access to apprenticeship programs that lead to $60,000-$70,000 salaries within a year or two of graduation, without the need for a four-year degree. The episode also touches on the district's new superintendent and Elad's optimism about Frisco ISD's future. McKenzie connects these themes to his advisory work with the startup Founding Up and PTECH welding programs in San Antonio, where students earn college credit hours through community college partnerships. Ultimately, the episode underscores the importance of preparing students for careers that AI cannot replace and encouraging families to vote in low-turnout school board elections. Elad's experience as an HR executive and board trustee provides a unique perspective on the challenges and opportunities facing Frisco ISD as it navigates demographic shifts and workforce readiness. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Frisco ISD Trustee Stephanie Elad on Growth, Trades, and Community Voice.
HR.com Announces 2026 HR in Healthcare Awards Winners Key Takeaways (TLDR) Healthcare employers can use Infor Talent Science to reduce turnover and make data-driven hiring decisions. Infor Talent Science uses behavioral science and responsible AI for predictive hiring and workforce management. HR.com's Healthcare HR Awards honor leaders and teams improving care quality and employee well-being. Stephanie Angelini of BioCryst Pharmaceuticals was named Healthcare HR Leader of the Year. Why it Matters This recognition highlights the critical role of innovative HR strategies in addressing healthcare workforce challenges, such as turnover and talent shortages. For healthcare organizations, these award-winning approaches offer proven models to improve employee engagement, reduce costs, and ultimately enhance patient care quality. Professionals across the industry can learn from these examples to build more resilient and effective teams. Summary HR.com has announced the winners of the 2026 HR in Healthcare Awards, celebrating outstanding HR leaders, teams, and solution providers who are advancing human resources in the healthcare sector. The awards recognize those who help healthcare employers tackle workforce challenges through innovative people strategies, technology, and leadership. Honorees include solution providers, HR leaders, and teams that have driven measurable results in workforce management, employee engagement, talent development, and organizational performance. Among the winners, Infor Talent Science was named Best Healthcare HR Platform. This platform uses behavioral science and responsible AI to help healthcare employers make predictive, data-driven hiring decisions, reducing turnover and strengthening teams. Stephanie Angelini, Chief People and Corporate Communications Officer at BioCryst Pharmaceuticals, Inc., was named Healthcare HR Leader of the Year for her people-first leadership in building culture, talent programs, and an inclusive high-performing environment. Hancock Health received the Healthcare HR Team of the Year award for modernizing HR systems, strengthening governance, and advancing a people-first culture despite limited resources. To view all winners, visit www.hr.com/awards. Debbie McGrath, CEO of HR.com, emphasized the critical role of healthcare HR professionals in attracting, developing, and retaining talent to deliver exceptional care. HR.com, the largest network of HR professionals, supports over 2 million members with career development, networking, and compliance resources. For more information, visit the HR.com Newsroom. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Announces 2026 HR in Healthcare Awards Winners.
Hiring Secrets Every Small Business Owner Needs to Know Key Takeaways (TLDR) Post job ads Sunday morning to beat competitors for Monday lunchtime job seekers. Use 30+ hashtags in listings and 10-minute Zoom pre-interviews with unexpected questions. SCORE Austin's free mentorship and workshops help small business owners build better teams. Shannon Black recorded this episode after recovering from a baby rattlesnake bite. Why it Matters This episode matters because it provides actionable, data-backed strategies for small business owners struggling to attract and retain talent in a competitive labor market. With insights on timing job ads, using hashtags for SEO, and avoiding biased language, listeners can immediately improve their hiring process and reduce turnover. The free mentorship resources from SCORE further empower entrepreneurs to build resilient teams and grow their businesses. Summary Episode 82 of Rock Solid: Round Rock Business Leaders Podcast, titled "Shannon Black | The Hiring Secrets Every Small Business Owner Needs to Know", hosted by Bryan Eisenberg, delivers a candid conversation with the Chair of SCORE Austin on what it actually takes to hire, retain, and grow a team in today's tight Central Texas labor market. Published July 14, 2026, the episode arrives as small business owners nationwide continue to grapple with post-COVID hiring shifts, AI-inflated resumes, and the challenge of protecting company culture during rapid growth. Black, a former Round Rock ISD math teacher who founded and successfully sold Sunrise Montessori, guides listeners through her practical recruiting playbook developed in response to COVID's disruption. Topic threads include why job ads should be posted Sunday morning, not Thursday, to align with Monday-lunchtime job searches; using 30+ hashtags at the bottom of listings to capture SEO without rewriting copy; avoiding "masculine" language that repels female applicants; and screening candidates with a 10-minute Zoom pre-interview and unexpected questions like "What is your favorite color?" Black's approach is systematic, shaped by her math background and a habit of experimentation. On timing, she tells Eisenberg: "The best time of the week to put an ad, to place it, is actually Sunday morning... it takes Google and other search engines about 24 hours to go through and pick up the SEO in your ad. The number one time of the week that people look for jobs are Mondays during lunchtime." She also opens the episode recovering from a baby rattlesnake bite sustained while gardening in Georgetown, crediting St. David's in Round Rock for the antivenom treatment that allowed her to record. The conversation goes deeper into SCORE's free mentorship model, a national nonprofit offering more than 1,000 workshops per month and virtual mentor matching at score.org. Black previews an upcoming women's conference, a trades conference on June 13, and a four-day workshop series on valuing and selling a business. She recounts helping a client named Justin launch a successful Austin clay studio, and points to entrepreneur Desiree Fox of V Wear Love as an example of the idea-stage founders SCORE serves. Eisenberg shares his own home care agency hiring wins after applying Black's tweaks, plus a lease near-miss rescued by Round Rock realtor Bacha Porter. About Rock Solid: Round Rock Business Leaders Podcast: Hosted by bestselling author and keynote speaker Bryan Eisenberg, Rock Solid spotlights the entrepreneurs, nonprofits, and organizations powering Round Rock, Texas. Each episode explores real founder journeys, operating lessons, and the community relationships fueling one of Central Texas's fastest-growing business hubs. Episode 82 is available now wherever podcasts are heard. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Hiring Secrets Every Small Business Owner Needs to Know.
Lotto.com Appoints New COO and VP of HR to Drive Growth Key Takeaways (TLDR) Lotto.com appoints new COO and HR VP to drive expansion, aiming to capture the growing online lottery market. Lotto.com's new COO Ruxandra Tereanu will oversee operations and strategy, leveraging her 13 years at Flutter Entertainment. Lotto.com's growth increases contributions to state programs funding education, parks, and veterans' health services. Lotto.com has created 12 millionaires, including a $3 million scratch ticket winner in Colorado. Why it Matters This news matters because Lotto.com is modernizing the lottery industry, making it more accessible and convenient for consumers while increasing funding for state programs. As the last major gaming category moves online, Lotto.com's expansion could transform how millions of Americans participate in lotteries, potentially boosting revenue for education, veterans' health, and other vital services. The new leadership signals a commitment to scaling operations and maintaining customer trust through responsible gaming practices. Summary Lotto.com, the nation's first online lottery platform to digitally deliver draw games and scratch tickets, has announced the appointments of Ruxandra Tereanu as Chief Operating Officer and Amanda Coyle as Vice President of Human Resources. These strategic hires bolster the company's executive leadership as it expands across the United States, currently operating in 12 jurisdictions including Arizona, Colorado, New Jersey, and New York, with plans for further growth. Tereanu brings over 13 years of experience from Flutter Entertainment, parent company of FanDuel, where she led operations, marketing, and technology. As COO, she will oversee operational strategy and execution, focusing on scaling the business while maintaining Lotto.com's strong culture and customer experience. Coyle, who holds a Professional in Human Resources certification and a Human Resources Management Certificate from Cornell University, will lead people strategy, talent acquisition, and employee experience. Both executives are based at Lotto.com's headquarters in Jersey City, New Jersey. Lotto.com is the only BBB A+ Accredited lottery courier service, certified by Gaming Laboratories International and the National Council on Problem Gambling. The platform has over 4 million customers and has created 12 millionaires, including a record $3 million Scratch Tickets win in Colorado. By enabling digital lottery purchases, Lotto.com helps state lotteries contribute funds to education, parks, veterans' health, and other essential services. For more information, visit www.lotto.com. This news story relied on content distributed by Noticias Newswire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Lotto.com Appoints New COO and VP of HR to Drive Growth.
StevenDouglas Shatters Records with Best Quarter in 43-Year History Key Takeaways (TLDR) StevenDouglas hit record revenue, up 34% in Q2 2026, positioning as a top-tier talent partner for competitive advantage. StevenDouglas achieved record revenue through deliberate culture-first hiring, long-term client relationships, and geographic expansion across the sun-belt. StevenDouglas's growth reflects commitment to client outcomes and community impact, changing lives through exceptional talent placement. Despite summer being slow, StevenDouglas's Search division had its highest revenue month in 43-year history in June 2026. Why it Matters This news matters because StevenDouglas's record performance and industry recognition signal robust demand for specialized talent solutions across the U.S., even during typically slower summer months. For businesses seeking executive search, technology staffing, or interim resources, StevenDouglas's proven track record and expansive network offer a reliable partner to navigate competitive hiring landscapes. The firm's accelerated growth and geographic expansion also highlight the resilience of the recruiting industry and its critical role in driving organizational success amid economic uncertainty. Summary StevenDouglas, a premier boutique Executive Search, Technology Staffing, and Project & Interim Resources firm, has announced record-breaking revenue and a slew of industry accolades in 2025/2026. The firm's Search division achieved its highest revenue month in June 2026, marking the largest quarter in its 43-year history, with Q2 2026 revenue 34% ahead of the previous year. Year-to-date performance is 27% ahead, positioning StevenDouglas for its best year ever. This momentum is driven by a deliberate growth strategy focused on key Sun Belt markets, reinforcing its legacy in Florida, where its corporate headquarters has been based since 1983. The firm's recognitions include being named to the Inc. 5000 Fastest-Growing Private Companies in America, #1 Executive Search Firm in South Florida by the South Florida Business Journal for consecutive years, and Top Executive Search Firm in North Texas and Largest Direct Hire Firm in Houston. Hunt Scanlon Media has consistently ranked StevenDouglas among the Top 50 Executive Search Firms in the Americas and in multiple sector-specific lists, including Financial Sixty and Top 50 Leaders in Healthcare Services Search. These honors span the firm's capabilities across industries and geographies, validating its position as a full-service recruiting powerhouse with global reach. CEO Shore emphasized that the awards reflect the team's commitment to client outcomes, stating, 'Every recognition we receive is a reflection of the people behind it.' Over the past five years, StevenDouglas has more than doubled in size, on track to exceed $130 million in annual revenue with over 25 offices across the Americas, including Canada and Latin America. The firm's culture-first philosophy and counter-cyclical investments have enabled it to emerge stronger from economic downturns, as seen after the 2008 crisis and the 2020 pandemic. For more information, visit www.stevendouglas.com. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is StevenDouglas Shatters Records with Best Quarter in 43-Year History.
Leifheit Launches FOCUS Program to Boost Profitability, Adjusts 2026 Forecast Key Takeaways (TLDR) Leifheit's FOCUS program cuts costs EUR 7.5M annually from 2028, sharpening competitiveness and profitability. Leifheit's FOCUS program reduces up to 70 positions, streamlines operations, and digitalizes processes to achieve EUR 7.5M savings by 2028. Leifheit implements FOCUS with social responsibility, consulting employee representatives to ensure fair and humane workforce reductions. Leifheit plans innovative launches like Black Line expansion and Pegasus Rock Solid dryer despite market challenges. Why it Matters This news matters because Leifheit's restructuring signals a strategic pivot to adapt to a challenging market environment, directly affecting employees, investors, and consumers. For investors, the cost-saving measures and adjusted forecast provide a clearer picture of near-term financial performance and long-term profitability potential. For consumers, Leifheit's continued innovation in core products like the Black Line and Pegasus dryer ensures that household brands like Leifheit and Soehnle remain competitive and relevant. The program's focus on efficiency and digitalization may lead to better products and services, while the workforce reduction highlights the human cost of corporate restructuring. Summary Leifheit AG, a leading European brand supplier of household items, has approved the execution of the FOCUS performance program to sustainably improve profitability, as announced via NEWMEDIAWIRE. The program, approved by the Management Board and Supervisory Board, includes reducing positions, introducing a new operating model, streamlining Group structures, and digitalizing key processes. These measures aim to reduce complexity, shorten decision-making, and lower the cost base, targeting sustainable annual cost savings of approximately EUR 7.5 million starting in 2028. The implementation will involve a Group-wide reduction of up to 70 positions, carried out in stages and in socially responsible consultation with employee representatives. The program will incur special items totaling up to EUR 9.6 million, with about EUR 5.4 million impacting earnings in 2026. In the first half of 2026, Leifheit faced a declining market and weak consumer sentiment, resulting in preliminary turnover of EUR 116.3 million (down from EUR 123.4 million in H1 2025) and EBIT of EUR –2.7 million (compared to EUR 2.0 million in H1 2025). CEO Alexander Reindler emphasized the need for decisive action, noting that business in Q2 fell below expectations. Despite these challenges, Leifheit continues its growth initiatives, including innovations in core segments such as the expansion of the successful Black Line and the launch of the Pegasus Rock Solid standing dryer, alongside enhanced marketing activities with retail partners. Given the declining market and H1 performance, Leifheit adjusted its FY 2026 forecast. Group turnover is now expected to be slightly below the previous year’s EUR 236.2 million, versus earlier expectations of slight growth. EBIT is forecast at EUR 0 million, down from the prior year’s EUR 10.0 million, with special items from the FOCUS program impacting earnings. Excluding these effects, EBIT before special items is expected at EUR 5.4 million. Free cash flow is also forecast at EUR 0 million, compared to the prior year’s EUR 6.4 million. The FOCUS program is intended to lay the groundwork for long-term profitability improvement. This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Leifheit Launches FOCUS Program to Boost Profitability, Adjusts 2026 Forecast.
Assessments Are Dead: Skills Intelligence Takes Over Key Takeaways (TLDR) Workera's AI-driven skills intelligence gives companies a hiring edge by replacing flawed assessments with precise talent measurement. Workera deploys in two phases: first an AI badging framework, then role-specific skills for roles like product managers and marketers. AI can reduce hiring bias overnight by fixing systemic issues, making talent measurement fairer and more inclusive for all. Learning velocity is a new workforce metric measuring skill improvement over time, crucial as skills half-life drops to 2.5 years. Why it Matters This news matters because it challenges the status quo of how we measure talent in the workplace. With skills half-lives shrinking and AI transforming industries, relying on outdated assessments can lead to biased hiring and missed opportunities for upskilling. Embracing skills intelligence can help organizations stay competitive, reduce bias, and better prepare for the future of work. For employees, it means a fairer chance to showcase their evolving skills, not just past credentials. Summary The June 10, 2026 episode of You Should Know dives into a provocative thesis: traditional assessments are dead, and skills intelligence is taking their place. Hosted by William Tincup and Ryan Leary of WRKdefined, the episode features Kian Katanforoosh, CEO and founder of Workera and an adjunct lecturer at Stanford University. Katanforoosh argues that AI-driven skills intelligence is the future of workforce measurement, replacing outdated assessments plagued by bias and mistrust. The conversation touches on the shrinking half-life of skills (now 2 to 2.5 years), the emergence of learning velocity as a key metric, and the role of AI in reducing hiring biases. Katanforoosh asserts that AI can be less biased than humans, stating, "If someone is racist, they're not going to wake up a day and not be racist suddenly... AI doesn't take time. If you actually know what's the problem and you go and you fix it, it will change overnight by definition." The discussion also covers Workera's deployment strategy, which begins with a pyramidal AI badging framework covering understanding, applying, and building AI, including GenAI and responsible AI certifications. This is followed by role-specific skills for roles like product managers and marketers. Katanforoosh cites World Economic Forum data projecting a net 78 million more jobs by 2030, references the Meta-OpenAI talent war, and floats universal basic income as a potential bridge. He also introduces Workera's product, The Sage, an AI mentor that uses multimodal assessment to evaluate candidates through speaking, coding, whiteboarding, or problem-solving. Tincup argues that the word "assessment" carries toxic baggage and should be replaced with "skills measurement." This episode of You Should Know, available now, offers a candid look at how organizations can rethink talent measurement in an era of rapid technological change. For HR leaders and executives, the message is clear: the tools and mindsets for evaluating skills must evolve to keep pace with AI advancements and shifting workforce dynamics. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Assessments Are Dead: Skills Intelligence Takes Over.
Talent Acquisition Week 2026: Virtual Event for HR Leaders Key Takeaways (TLDR) Talent Acquisition Week offers a competitive edge by revealing innovative recruitment strategies to attract top talent. The virtual event from July 27-30, 2026, details modern recruitment methods to improve talent acquisition processes. This event helps HR leaders build better hiring practices, creating more opportunities and fairer workplaces for everyone. InvestorWire syndicates press releases to over 5,000 outlets, ensuring news reaches investors and the public effectively. Why it Matters This news matters because recruitment is a critical business function, and staying ahead of talent acquisition trends is essential for attracting top performers. As remote work and shifting workforce expectations redefine hiring, events like Talent Acquisition Week provide actionable strategies to improve hiring efficiency and employer branding. For HR professionals and business leaders, participating can lead to better talent outcomes and competitive advantage. Summary Talent Acquisition Week(R), a premier virtual event for recruitment and HR leaders, is set to take place from July 27 to 30, 2026. This immersive online gathering will bring together sourcing experts, recruiters, and employer branding professionals to explore innovative strategies for attracting top talent. As workforce dynamics and recruitment practices evolve rapidly, businesses need modern recruitment methods to stay competitive. The event provides a platform for hiring teams to discover fresh ideas and improve their talent acquisition strategies. Key highlights include sessions designed to improve the most effective approaches, with a focus on leveraging technology and data-driven insights. The news release, distributed by InvestorWire (IW), emphasizes the importance of adapting to changing labor markets. IW, a specialized communications platform, offers services such as editorial syndication to 5,000+ outlets and enhanced press release enhancement to maximize reach. The company is part of IBN's Dynamic Brand Portfolio, which delivers comprehensive corporate communications solutions. InvestorWire's network ensures that breaking news like this reaches a wide audience of investors, influencers, and the public. The event's timing and focus on innovation underscore the critical need for organizations to rethink their recruitment approaches. By attending Talent Acquisition Week(R), participants can gain actionable insights to build more effective hiring strategies in an increasingly competitive environment. For more details, visit the Read More>> link. This news story relied on content distributed by InvestorBrandNetwork (IBN). Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Talent Acquisition Week 2026: Virtual Event for HR Leaders.
Applauz Secures $2.75M to Boost AI-Driven Employee Recognition Key Takeaways (TLDR) Applauz raised $2.75M to dominate mid-market employee recognition, giving early investors an edge as competitors cut back. Applauz uses Agentic AI and Culture Intelligence to transform recognition into real-time engagement data for HR leaders. Applauz empowers mid-market companies to build thriving cultures by recognizing employees, making work more meaningful for all. Insider-led $2.75M round from entrepreneurs who built software companies shows strong belief in Applauz's growth. Why it Matters This news matters because it highlights a strategic investment in employee recognition technology at a time when many companies are cutting back. For HR leaders in mid-market firms, Applauz’s focus on Agentic AI and Culture Intelligence means they can gain real-time insights into workforce engagement and culture health, helping to reduce turnover and improve productivity. The platform addresses a gap left by large enterprise vendors, offering tailored solutions for complex, distributed teams. As recognition becomes a key signal of organizational health, this funding enables Applauz to deliver tools that turn recognition into actionable business intelligence, directly impacting how companies manage and retain talent. Summary Applauz, the employee recognition and engagement platform tailored for North American mid-market companies, has secured $2.75 million CAD in growth financing. The round, fully subscribed by existing shareholders and led by a group of technology entrepreneurs and operators, underscores strong insider confidence in the company's trajectory. Notable investors include Étienne Veilleux, Mike Cegelski, Dan Robichaud, Martin-Luc Archambault, and Pierre Fleurent of Rabaska Ventures, many of whom have firsthand experience building and selling software companies. Their reinvestment signals a belief in Applauz's strategic direction during a period when early-stage capital is scarce. The funding will accelerate Applauz's product roadmap, focusing on Agentic AI and Culture Intelligence. The goal is to transform employee recognition from a mere transactional activity into a strategic business intelligence layer that provides HR and business leaders with real-time insights into culture performance, engagement trends, and risk areas. The platform is specifically designed for mid-market companies with 50 to 500 employees and mixed workforces—including hourly and salaried staff across distributed locations—a segment often neglected by large enterprise HCM vendors. By sharpening its focus on this underserved group, Applauz aims to become the definitive recognition and engagement platform for North American mid-market HR teams heading into 2027. While many players in the employee recognition space are consolidating or cutting back, Applauz is making a counter-cyclical bet by investing in product and growth with fresh capital. The financing extends the company's runway and preserves optionality for organic growth and strategic partnerships. As CEO François Fortier emphasized, recognition is becoming one of the most important signals of organizational health, and Applauz is building the tools to read and act on that signal. For more details, visit the Applauz growth financing page. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Applauz Secures $2.75M to Boost AI-Driven Employee Recognition.
HR.com Announces 2026 Learning Tech and Upskilling Award Winners Key Takeaways (TLDR) HR.com's 2026 awards highlight Harbinger Group's AURA and Lenovo's Workday Learning as top tools to gain a competitive edge. Harbinger's AURA uses AI upskilling and role-based learning, while Lenovo's Workday Learning integrates cross-functional collaboration for seamless implementation. These awards celebrate technologies that build capable teams and foster employee growth, making tomorrow's workplaces better for everyone. HR.com's awards recognize innovative learning tech like AURA and Lenovo's implementation that redefine employee development with AI and automation. Why it Matters This news matters because it showcases how leading organizations are leveraging AI and innovative learning technologies to upskill employees and drive business impact. For HR professionals and business leaders, understanding these award-winning strategies can inform their own learning and development initiatives, helping them build more adaptable and skilled workforces. As the future of work demands continuous learning, these examples provide a roadmap for integrating technology to foster employee growth and organizational success. Summary HR.com has announced the recipients of its 2026 Future of Learning Technology and Upskilling Awards, recognizing organizations and solution providers that are transforming workplace learning through innovation, intelligent automation, and technology-enabled development. This year's winners are redefining learning and development by building workforce capabilities, accelerating employee growth, and driving measurable business impact. Among the top honorees is Harbinger Group, which received the Learning Tech Product Award for its AURA platform, an AI upskilling and readiness initiative that redefines employee development through structured, role-based learning and responsible AI adoption. Lenovo was awarded the Best Implementation of Learning Tech Award for its Grow@Lenovo team's enterprise-wide Workday Learning implementation, led by Team Leader Erika Johnson, which created a seamless future-ready learning experience that drives continuous growth and business impact. Debbie McGrath, CEO of HR.com, emphasized the importance of learning and development in building more capable and adaptable teams. She noted that this year's winners are using smarter, innovative technology to create better learning experiences that fuel employee growth and help organizations prepare for what's next. The awards highlight key trends in the industry, including the integration of AI and automation into learning strategies, and the focus on measurable business outcomes. For more information on all HR.com Awards, visit www.hr.com/awards. HR.com, the largest network of HR professionals, is committed to helping HR professionals advance their careers and find optimal solutions to enhance job performance. With over 2 million HR professionals relying on its resources, HR.com offers industry studies, professional education, webcasts, certification prep, and conferences. The full press release and additional details are available in the HR.com Newsroom. These awards underscore the critical role of learning technology in shaping the future of work and empowering employees to thrive in an ever-evolving landscape. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Announces 2026 Learning Tech and Upskilling Award Winners.
My Virtual COO Unveils Talent Strategies to Boost Retention and Engagement Key Takeaways (TLDR) My Virtual COO helps companies reduce turnover and boost productivity, giving them an edge in the war for talent. My Virtual COO implements structured talent management systems that align people strategies with operational goals and performance management. My Virtual COO fosters cultures that develop employee skills, satisfaction, and career growth for a better workplace. My Virtual COO uses fractional COO services to build systems that turn workforce challenges into sustainable growth. Why it Matters This news matters because it addresses a critical pain point for modern organizations: employee retention. With turnover costs and talent shortages rising, the structured talent management strategies from My Virtual COO offer a practical roadmap for businesses to build a loyal, engaged workforce. By focusing on operational leadership and strategic alignment, companies can reduce turnover, improve productivity, and achieve sustainable growth. For leaders feeling the strain of staffing challenges, this approach provides actionable solutions that directly impact the bottom line and long-term viability. Summary In today's competitive labor market, organizations are under immense pressure to not only attract skilled professionals but also retain them. My Virtual COO (MVCOO) is stepping up to address this challenge by offering proven talent management strategies that enhance employee engagement, improve retention, and align workforce capabilities with business goals. Headquartered in North Andover, MA, the firm partners with mission-driven companies to create structured systems that go beyond traditional recruiting. By focusing on strategic workforce planning and operational leadership, MVCOO helps businesses build cultures that foster employee development, clear communication, and professional growth pathways. Effective talent management, as highlighted in the release, is about more than just filling positions. It involves establishing processes that strengthen accountability, boost performance management, and cultivate an engaged workforce. My Virtual COO works closely with leadership teams to implement these strategies, which are especially valuable for growing businesses looking to reduce turnover and create sustainable retention practices. By aligning people strategies with operational objectives, the firm enables organizations to build stronger teams, increase productivity, and position themselves for long-term success. For companies seeking to improve employee satisfaction and reduce turnover, the operational leadership strategies offered by My Virtual COO provide a clear path forward. The firm's approach includes fractional COO support and strategic consulting, helping leadership teams build systems that support sustainable growth and informed decision-making. To learn more about how My Virtual COO can transform your workforce, visit their website at https://myvirtualcoo.com/. As the competition for talent intensifies, adopting these structured talent management strategies could be the key to building a resilient and high-performing organization. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is My Virtual COO Unveils Talent Strategies to Boost Retention and Engagement.
Axiom HRS Bridges the Gap Between Payroll Apps and PEOs Key Takeaways (TLDR) Axiom HRS's single-database HR outsourcing reduces errors and administrative costs, giving mid-market firms a competitive edge. Axiom HRS uses UKG Ready's single-database HCM to unify payroll, time tracking, and benefits, eliminating data silos and errors. Axiom HRS lets businesses retain full control of company culture while offloading administrative burdens, improving work-life balance. Axiom HRS's single-database architecture automatically updates payroll when you change a benefits deduction, saving time and reducing mistakes. Why it Matters This news matters because mid-market companies face a critical choice: basic payroll tools or loss of control via PEOs. Axiom HRS offers a third path that preserves employer independence while providing expert compliance and a unified platform. For growing businesses, this means reduced risk, fewer errors, and the ability to focus on core priorities instead of administrative headaches. Summary Mid-market companies with 50 to 2,000 employees often struggle with workforce management, caught between basic payroll apps that can't handle regulatory complexity and PEOs that reduce corporate control. Axiom Human Resource Solutions (Axiom HRS) addresses this by offering flexible HR outsourcing services that let employers offload administrative burdens while staying the sole employer of record. Founder and CEO Andy Zelt emphasizes that this middle ground combines professional support with a unified, single-database platform, allowing businesses to maintain full control over their culture and strategy. Compliance is a major challenge, as employment laws and tax guidelines vary by jurisdiction. Axiom HRS provides dedicated teams to monitor changes, manage documentation, conduct I-9 audits, and handle unemployment cases. Their single-database architecture, powered by UKG Ready's HCM infrastructure, eliminates data silos and errors by automatically syncing benefits, payroll, and timekeeping. This reduces processing errors and administrative handle times, transforming fixed overhead into scalable value. Scalability is key: businesses can adjust HR support based on market conditions without the fixed costs of a full in-house staff. From time tracking to open enrollment and shift differentials, the unified platform ensures stability. For more on how this approach benefits mid-market firms, visit axiomhrs.com or call (317) 587-1019. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Axiom HRS Bridges the Gap Between Payroll Apps and PEOs.
From Layoff to CEO: Kim Pollok's Journey on Rock Solid Podcast Key Takeaways (TLDR) Kim Pollok's story shows how saying yes and finding mentors can turn a layoff into a CEO role, offering a career advantage. SWBC Payroll & HR uses a secure private AI system for research and workflows to protect client data while ensuring compliance. Pollok champions developing talent and managing multigenerational teams fairly, making workplaces better for everyone. Pollok credits her mentor's 'dead birds' advice for stopping her from solving others' problems without solutions. Why it Matters This news matters because it offers a real-world blueprint for career resilience and leadership in the face of disruption. Kim Pollok's story demonstrates that a layoff can be a catalyst for growth, not a dead end. Her insights on mentoring, managing multigenerational teams, and adopting AI responsibly are directly applicable to professionals and business owners navigating today's volatile job market and technological shifts. The episode provides actionable advice for anyone looking to build a culture of fairness, innovation, and client focus. Summary Episode 79 of Rock Solid: Round Rock Business Leaders Podcast, titled "Kim Pollok | From Layoff to CEO," hosted by Bryan Eisenberg, traces an unlikely climb from a December 31 call-center shutdown to the corner office at SWBC Payroll & HR. Published June 23, 2026, the conversation arrives as employers wrestle with hybrid work, multigenerational teams, and the breakneck arrival of AI inside HR and payroll systems. Pollok, who advanced her career without a college degree, provides a candid guide for leaders on developing talent, keeping clients, and ensuring compliance in an ever-changing environment. Across roughly an hour, Pollok and Eisenberg unpack several threads pulled directly from her 16-year run in the industry. Key topics include saying "yes" through the SWBC PEO acquisition, when no one on the team knew what a PEO was; finding and asking for mentors, including SWBC Mortgage CEO Susan Stewart and FI division CEO Mark Hine; managing baby boomers, Gen X, and Gen Z under one roof without abandoning fairness; implementing a secure, private AI system for research and workflows, ensuring client and financial data remain protected; and why SWBC sponsored the Round Rock Chamber's Women Who Mean Business event featuring Olympian Cat Osterman. Pollok's voice is plainspoken and practitioner-first. On the mentor lesson that reshaped how she leads, she tells Eisenberg: "Stop letting people give you dead birds. Don't allow people to just give you their problem and then you are taking on everybody's problem without some solutions, because you're collecting everyone's dead birds and you can't do anything with it." She credits Susan Stewart with the framing, and now uses it with her own team alongside a second mandate: "You have a seat at the table, you've earned a seat at the table, use your voice." The deeper context is a company built on relationships. SWBC Payroll & HR, privately held by Charlie Amato and Gary Dudley, serves clients from five employees to 7,000 across roughly 42 states, with a typical book between 40 and 300 employees and industries ranging from hospitals and urgent cares to construction, property management, nonprofits, train-car refurbishers, and pig farms. Pollok describes the firm as an essential back-office partner for small and mid-sized businesses, providing over 70 specialists at a cost-effective rate. She joined after her prior call-center employer, with over 2,000 workers, gave staff the choice to relocate to El Paso or be laid off; SWBC ran the closing job fair, then offered her an entry-level benefits coordinator role at $10,000 less than her HR-manager salary. Pollok accepted the offer that very afternoon. Produced by Round Rock Studio and hosted by bestselling author and keynote speaker Bryan Eisenberg, Rock Solid spotlights the entrepreneurs, nonprofits, and large employers shaping Round Rock, Texas. Episode 79 with Kim Pollok is available now wherever podcasts are heard. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is From Layoff to CEO: Kim Pollok's Journey on Rock Solid Podcast.
Why Tech Hiring Cycles Are Getting Longer as Specialist Skill Gaps Grow Key Takeaways (TLDR) Companies like Tech Recruit gain edge by precision placement over volume hiring in scarce specialist markets. Hiring cycles lengthen due to misalignment of specific skills, requiring multi-round assessments and role recalibrations. Skills-based evaluation over traditional paths creates fairer opportunities for diverse talent in tech hiring. Remote work intensifies global competition for niche roles, often causing candidates to exit due to delays. Why it Matters This news matters because prolonged hiring cycles in tech can delay product launches, weaken security postures, and stifle innovation, directly affecting business competitiveness. For professionals, it signals a need to continuously upskill and demonstrate practical expertise. Understanding these trends helps both employers and candidates navigate a market where precision in hiring is paramount. Summary Tech hiring cycles are lengthening across high-growth sectors like AI, cloud infrastructure, cybersecurity, and data engineering, not due to a lack of applicants but because finding the right specialist talent has become increasingly difficult. The core issue is a misalignment between the demand for niche technical skills and the available supply of candidates with hands-on experience in specific tools and frameworks. As digital transformation accelerates, employers require deeper expertise, leading to longer recruitment processes with multiple assessments and recalibrations. This structural imbalance is prompting a shift from reactive hiring to pipeline-based recruitment strategies, where companies proactively build talent networks. Specialist recruitment firms like Tech Recruit are evolving into consultative partners, helping organizations refine role definitions, benchmark market availability, and calibrate expectations using real-time data. The emphasis is on precision placement over volume hiring, particularly in sectors with pronounced skills shortages. Ultimately, adapting internal processes and embracing flexible hiring models are crucial for employers to compete in a market where the right hire directly impacts product delivery, security, and innovation. Global competition for talent, fueled by remote work, adds further pressure, as candidates with advanced skills attract interest from multiple regions. This forces employers to act quickly once a strong candidate is identified, but internal approval processes and multi-stage interviews often cause delays. The gap between market speed and organizational response extends hiring cycles, with some candidates exiting due to competing offers. To address this, companies are investing in ongoing talent mapping and sustained relationship building, reducing the delay between role openings and shortlist formation. Recruitment specialists play a key role as intermediaries between business needs and talent supply, maintaining active candidate networks and market insight. The tension between speed and precision in hiring is a key theme, with organizations recognizing that the cost of a mis-hire in a technical role can outweigh the cost of a longer search. Success is measured by long-term fit, retention, and performance impact, not just time-to-fill. Specialist recruitment support is becoming more consultative, advising on permanent, contract, or hybrid staffing based on urgency and skill scarcity. As technology advances, specialist talent shortages are structural, not temporary, requiring employers to refine role design, strengthen candidate engagement, and adopt flexible models. In this landscape, recruitment is defined by sustained alignment between capability and organizational need. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Why Tech Hiring Cycles Are Getting Longer as Specialist Skill Gaps Grow.
AI and Human Interviews Merge in European Tech Hiring Key Takeaways (TLDR) European Tech Recruit uses AI assessments to uncover hidden talent, giving employers a competitive edge in specialist tech hiring. AI-driven tools evaluate candidates through structured exercises, analyzing reasoning and consistency before human interviews. Hybrid evaluation models reduce bias and ensure fairer hiring by combining AI with human judgment for specialist tech roles. AI assessments can reveal unconventional experts from startups or research, challenging traditional CV-based screening. Why it Matters This shift matters because it directly affects how technical talent is evaluated and hired across Europe. For job seekers, it means their skills will be tested through structured AI assessments, potentially leveling the playing field for those from non-traditional backgrounds. For employers, it offers a way to reduce bias and improve hiring precision in competitive fields like AI and semiconductors. However, over-reliance on automation could exclude creative or cross-disciplinary candidates, making the balance between AI and human judgment critical. The hybrid model aims to combine efficiency with fairness, but its success depends on transparent criteria and human oversight. Summary European tech employers are increasingly combining AI-driven skills assessment with human interviews to evaluate niche talent, according to a news release from European Tech Recruit. The shift comes as demand surges for expertise in AI, semiconductors, cloud infrastructure, robotics, and advanced engineering, pushing traditional CV-led screening to its limits. AI tools evaluate candidates through structured problem-solving, code simulations, and adaptive questioning, analyzing not just correctness but reasoning patterns and consistency. However, hiring leaders caution against over-automation, noting that AI may miss context, creative solutions, or atypical backgrounds from startups or research. The hybrid model—using AI for filtering and humans for deeper assessment—is gaining traction, especially in specialist hiring where poor hires are costly. European Tech Recruit notes that recruiters now must interpret assessment results and contextualize performance, adding advisory responsibility. The human factor remains crucial for evaluating communication, adaptability, and collaboration. Ultimately, the future of specialist tech recruitment lies in balancing automated data with human expertise to make better-informed decisions. Learn more about European Tech Recruit and its approach to specialist technology hiring. The news release highlights that employers are moving beyond keyword matching to focus on demonstrable capability, reducing bias in early-stage screening. AI-driven assessment platforms aim to standardize technical evaluation, comparing candidates more equitably before human-led interviews. Yet, risks include over-reliance on automated scoring, which may exclude candidates with unconventional but valuable experience. The hybrid evaluation model—combining AI testing with human judgment—is becoming more prevalent, reflecting the industry reality that hiring is about adaptability and collaboration, not just correctness. For specialist recruiters, this means closer collaboration with hiring managers to align assessment criteria with genuine job requirements. The adoption signals a broader move towards structured, evidence-based hiring across Europe's technology sector, supporting human judgment with more consistent data. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is AI and Human Interviews Merge in European Tech Hiring.
GVT Launches Reporting Confidence Initiative for Human Services Key Takeaways (TLDR) GVT's FAMCare Reporting Confidence Initiative helps agencies secure funding by improving outcome tracking and audit readiness. FAMCare centralizes data from multiple systems into real-time dashboards, reducing manual reporting and spreadsheet dependency. By automating reporting, the initiative frees staff to spend more time serving people and less time managing data. GVT offers a complimentary 30-Minute Reporting Visibility Review to help organizations identify reporting gaps. Why it Matters This news matters because it directly addresses a common struggle for human services organizations: the lack of confidence in their data. By offering a structured initiative and a free review, GVT empowers agencies to improve reporting accuracy, secure funding, and reduce audit stress. For readers involved in social work or nonprofit management, this means less time on paperwork and more on serving their communities. Summary Global Vision Technologies (GVT), the developer of FAMCare® social work case management software, has launched its Reporting Confidence Initiative to help human services organizations enhance reporting visibility, outcome tracking, funding accountability, and audit readiness. The initiative addresses a critical pain point for agencies: despite having ample data, many lack confidence in its accuracy and ability to demonstrate impact. Staff often waste time reconciling spreadsheets, preparing grant reports, and responding to audits, leaving less time for direct service. The program leverages the FAMCare platform to enable real-time tracking of outcomes and performance indicators, reduce manual reporting, and provide leadership with executive dashboards and operational scorecards. Key features include improved reporting visibility across programs, strengthened compliance documentation, and the ability to adapt forms and workflows as requirements evolve. As funding demands grow, organizations need more than traditional tools; they need software that ensures data consistency and measurable impact. George Ritacco, Vice President at Global Vision Technologies, emphasized that agencies typically seek new software not out of desire but necessity—when reporting becomes too slow, outcomes are hard to defend, or audits create stress. The initiative’s mission is to achieve Reporting Confidence so organizations can focus on serving people. As part of the launch, GVT offers a complimentary 30-Minute Reporting Visibility & Confidence Review for human services organizations to evaluate their reporting processes and identify improvement opportunities. The review assesses dashboard visibility, outcome measurement capabilities, data quality, and leadership access to actionable information. Interested organizations can request a review at the provided link. Global Vision Technologies, through its flagship FAMCare platform, serves a wide range of human services organizations, including government agencies, nonprofits, tribal organizations, child welfare programs, aging services providers, behavioral health organizations, and community-based agencies across North America. The FAMCare software is configurable to manage cases, document services, track outcomes, and demonstrate program impact, ultimately supporting better decision-making and accountability. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is GVT Launches Reporting Confidence Initiative for Human Services.
Recruiter Searches Reveal Physical Therapy Crisis and Software Engineer Title Decline Key Takeaways (TLDR) Recruiters can gain an edge by sourcing Physical Therapists now, as searches surged 1,473% year over year. SignalHire's data shows recruiter searches shifted from generic titles like Software Engineer (down 68%) to specific skills like Java Developer (up 3,257%). Early sourcing for physical therapists addresses a healthcare crisis, ensuring patients get care sooner as shortages intensify. Software Engineer searches fell 75% in the UK while QA Engineer searches rose 567%, reflecting AI's impact on job titles. Why it Matters This news matters because it exposes a critical misalignment between official labor forecasts and real-time recruiter behavior. For job seekers and hiring managers in physical therapy, the data signals an immediate, intense competition for talent that will only worsen. In tech, the shift from generalist software engineer roles to specialized positions like Java Developer means professionals must adapt their skills and search strategies. Companies relying on outdated job titles risk missing top candidates, while those leveraging platforms like SignalHire gain a competitive edge. The report underscores that waiting for public data to confirm trends means falling behind; proactive sourcing and niche targeting are now essential for success. Summary SignalHire's latest analysis of recruiter search behavior reveals a dramatic shift in talent acquisition priorities between 2025 and 2026. The report, based on tens of thousands of recruiter searches, highlights a critical physical therapy shortage that is already a crisis, not a projection. US searches for Physical Therapist surged 1,473% year over year, while Physical Therapist Assistant searches skyrocketed 5,717%. Hiring managers are aggressively sourcing ahead of official forecasts, recognizing that the competition for PT talent is intensifying. This proactive approach means recruiters who start early will fill their pipelines before public data confirms the shortage. Simultaneously, the traditional "Software Engineer" title is losing relevance. Global searches for this broad term fell 68%, with a 75% decline in the UK. Instead, recruiters are targeting specific expertise: Java Developer searches in the UK jumped 3,257%, and QA and Software Test Engineer searches rose 567%. This shift reflects how AI tools have absorbed many generalist coding tasks, forcing hiring managers to seek niche skills. SignalHire, a B2B contact intelligence platform with over 850 million verified professional profiles, provides real-time data to help teams navigate these trends. The key insight: the window between emerging recruiter behavior and public visibility is the critical period for savvy talent acquisition teams. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Recruiter Searches Reveal Physical Therapy Crisis and Software Engineer Title Decline.
Free Workday Clarity Checklist Helps Professionals Reduce Overwhelm Key Takeaways (TLDR) Danielle Siwek's free Workday Clarity Checklist helps professionals gain an edge by cutting distractions and boosting daily productivity. The checklist provides a structured 15-minute routine for setting priorities, scheduling focus blocks, and planning the next day. This resource aims to reduce workplace burnout and stress by helping people create calmer, more intentional workdays. Workers lose 2.1 hours daily to distractions; the checklist offers immediate, no-cost steps to reclaim that time. Why it Matters This news matters because it offers a practical, no-cost solution to a widespread problem: workplace overwhelm and reduced productivity. With many employees struggling with distractions, task-switching, and burnout, the Workday Clarity Checklist provides a simple framework to regain focus and structure. By implementing the checklist's daily 15-minute routine, professionals can potentially improve their efficiency and well-being, making it a valuable tool for anyone feeling reactive and stressed at work. Summary Strategic Planner and HR professional Danielle Marie Siwek has released a free resource, the Workday Clarity Checklist, aimed at helping professionals reduce workplace overwhelm and improve focus. The checklist offers a simple, step-by-step guide for daily organization, focus management, and practical planning—no special software required. Siwek, who has navigated fast-changing business environments at companies like Village Automotive Group, Open Systems International, AspenTech, and Emerson, created the resource based on her own career lessons. "A lot of people are not struggling because they lack skill," Siwek explains. "They are struggling because their day is reactive from the moment it starts." The checklist includes a daily priority-setting framework, a simple focus-session structure, end-of-day reflection prompts, weekly planning questions, and a distraction reduction guide. It addresses alarming workplace statistics: employees lose an average of 2.1 hours daily to distractions, task switching can lower productivity by 40%, nearly three out of four workers report burnout symptoms, and workers spend almost 60% of the week on coordination tasks rather than focused work. Siwek notes, "People often think productivity is about doing more. In reality, it's usually about reducing friction and improving clarity." The resource is designed for immediate use, taking just 15 minutes per day, and emphasizes consistency over intensity. The guide also highlights common mistakes like starting the day without clear priorities, treating every task as equally urgent, constant multitasking, leaving workdays unplanned, and staying permanently reactive to notifications. Siwek emphasizes that the goal is not perfection but creating a calmer, more intentional way to work. The Workday Clarity Checklist is free and available for anyone to download and start using today, with a focus on building sustainable small habits. Siwek is also active in volunteer partnerships with organizations including the Red Cross, Soles 4 Souls, and Bridging. This news story relied on content distributed by 24-7 Press Release. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Free Workday Clarity Checklist Helps Professionals Reduce Overwhelm.
HR.com Unveils 2026 People Analytics Award Winners Key Takeaways (TLDR) SplashBI's platform gives HR teams a competitive edge by reducing turnover and accelerating hiring through AI-driven analytics. SplashBI unifies HR, finance, and operational data to enable smarter decisions in hiring, retention, workforce planning, and DEI. EPAM Systems uses data-driven people analytics to make fairer, faster decisions, improving employee experience and retention. HR.com's 2026 People Analytics Awards celebrate teams like EPAM and SplashBI for turning workforce data into strategic impact. Why it Matters This news matters because it showcases how leading organizations are leveraging people analytics to transform HR from a support function into a strategic powerhouse. For HR professionals, it highlights best practices and tools that can directly improve hiring, retention, and workforce planning—outcomes that affect every employee's experience and a company's bottom line. Understanding these award-winning approaches can help companies stay competitive in an increasingly data-driven world. Summary HR.com has announced the winners of the 2026 People Analytics Awards, recognizing solution providers and teams that excel in leveraging HR data and analytics to drive strategic decision-making and deliver measurable improvements in workforce outcomes and business results. The awards highlight the growing importance of data-driven HR practices in modern organizations. Best People Analytics Platform: SplashBI – SplashBI People Analytics helps HR teams and employers turn workforce data into actionable insights across the full employee lifecycle. By unifying HR, finance, and operational data, the platform enables smarter decisions in hiring, retention, workforce planning, and DEI. AI-driven analytics reduce reporting time and improve agility, helping organizations lower turnover, accelerate hiring, and optimize workforce costs. Naveen Miglani, CEO & Co-founder of SplashBI, emphasized the role of customer feedback in shaping the platform, stating, “Awards are always special, but this one means a little more because it was strengthened by the voices of our customers. Their trust, feedback, and partnership have helped shape who we are as a company, and we hope to continue this in the future.” Most Data-Powered HR Team: EPAM Systems – The EPAM People Analytics function, led by team leader Aliaksei Nekrakha, drives measurable business outcomes by embedding data into hiring, development, rewards, workforce planning, and retention decisions. Through predictive models, AI-driven tools, and trusted global data products, it enables faster, fairer, and more effective decisions that improve retention, efficiency, and performance at scale. Aliaksei Nekrakha, VP, Compensation and Enterprise Analytic at EPAM Systems, remarked, “Winning this award is a testament to our team's commitment to turning data into meaningful people decisions. It validates that HR can and should be a strategic force - one that pairs human expertise with the power of data. We're proud, but more importantly, we're inspired to keep innovating and setting new standards.” View all HR.com Awards at www.hr.com/awards. Debbie McGrath, CEO of HR.com, noted that each year, HR is transformed by data and analytics, and these award winners are making outstanding achievements in HR analytics to deliver strategic impact, improving decision-making, employee experience, and business outcomes. HR.com, the largest network of HR professionals, serves over 2 million HR professionals with resources for career development, networking, and compliance, including research studies, professional education, and certification prep. Learn more at the HR.com Newsroom. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Unveils 2026 People Analytics Award Winners.
From Associate to Principal: Chris Ries Builds His Own CPA Practice Key Takeaways (TLDR) Dark Horse CPAs' Principal Accelerator Program offers CPAs a fast track to equity ownership with support and lead generation. Chris Ries advanced from Associate Principal to Principal by completing Dark Horse's Accelerator Program, which provides training, tech, and operational support. Dark Horse CPAs fosters a supportive community where Principals collaborate, reducing loneliness and improving client service. Ries learned that saying no to mismatched opportunities was key to building a practice aligned with his personal goals. Why it Matters This news matters because it highlights a growing trend in the accounting industry: CPAs are increasingly seeking autonomy and work-life balance through alternative firm models like Dark Horse CPAs. For small business owners, this means access to CPAs who are more focused, intentional, and aligned with their clients' needs, rather than being bogged down by rigid partnership hierarchies. It also demonstrates that experienced professionals can achieve ownership without the traditional years-long grind, potentially reshaping career paths in public accounting. Summary Dark Horse CPAs, an accounting and tax firm serving small businesses across the United States, has announced the promotion of Chris Ries, CPA, from Associate Principal to Principal. Ries successfully completed the firm's Principal Accelerator Program and now joins a growing group of Principals building independent practices within the Dark Horse platform. The journey from associate to principal required a significant shift from pure client service to deliberate practice ownership. While Dark Horse provides administrative infrastructure, sales training, lead generation, and operational support, Ries emphasizes that the responsibility of shaping a practice ultimately falls on the Principal. Ries's path was marked by soul-searching and clarity about the kind of work he wanted to pursue. He credits the supportive leadership team and peer community at Dark Horse as a defining distinction from traditional partnership structures. According to Ries, running a practice can be lonely, but the firm's focus on supporting Principals and Accelerators—rather than splitting attention across client work—makes a critical difference. He also discovered that lead flow was not the primary challenge; instead, the real work involved identifying his ideal clients and learning to say no to opportunities that didn't align with his goals. This focus allowed him to build a practice aligned with his personal and professional priorities. Chase Birky, CEO and co-founder of Dark Horse CPAs, initially doubted Ries's readiness due to his relatively short tenure in public accounting, but Chief Revenue Officer Justin Kurn advocated for him. Birky now acknowledges that Ries's emotional intelligence, maturity, and mentorship background made him an excellent fit. The Dark Horse Principal Accelerator Program is designed for entrepreneurially minded CPAs who want to build a scalable book of business without starting from scratch. It offers resources, technology, and operational support, and upon completion, participants can become equity Principals. Interested CPAs can learn more at abetterway.cpa. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is From Associate to Principal: Chris Ries Builds His Own CPA Practice.
HR.com Launches 2026 Advisory Board on Pay Equity and Transparency Key Takeaways (TLDR) HR.com's 2026 Advisory Board on Pay Equity offers early access to research that can give organizations a compliance edge. The board will guide research on pay equity maturity, decision criteria, and validation methods to produce data-driven reporting. This initiative advances fair pay practices, building trust and improving the employee experience for a better workplace. The advisory board includes experts from Berkshire, Syndio, Trusaic, and Seyfarth Shaw, among others. Why it Matters This initiative matters because pay equity and transparency are critical for building trust and improving employee experience. With evolving regulations and technologies, organizations need data-driven strategies to ensure fair compensation. The advisory board's research and virtual event will provide HR leaders with actionable insights to navigate these complexities, ultimately fostering more equitable workplaces and reducing legal risks. Summary HR.com has announced the formation of its 2026 Advisory Board on Pay Equity and Transparency, bringing together a distinguished group of senior HR executives and compensation thought leaders. The board will guide upcoming research and a virtual learning event focused on advancing fair and transparent pay practices. Members include experts from organizations such as Berkshire, DCI Consulting Group, Syndio, Trusaic, Sander Consulting Services, Merit Analytics Group, Affirmity Workforce Analytics, and Seyfarth Shaw LLP. The advisory board will support the HR Research Institute in developing insights and practical guidance for organizations navigating evolving regulations and technologies. Key areas of focus include examining organizational maturity, compensation decision-making criteria, and methods for measuring and validating equity outcomes. The research will also identify emerging best practices, expected progress in the near future, and effective approaches to communicating findings through clear, data-driven reporting. Findings from the research will directly inform both the 2026 research survey and the HR.com's Future of Pay Equity and Transparency 2026 Virtual Event, scheduled for October 14, 2026. The virtual event is designed to equip HR leaders with actionable, real-world strategies. Debbie McGrath, CEO of HR.com, emphasized that pay equity and transparency are essential to building trust and strengthening the employee experience. She stated that this group will ultimately help organizations strengthen pay strategies, improve decision-making, and advance more consistent, data-driven practices that support fair outcomes for employees. The HR Research Institute releases annual "State of the Industry" reports in a variety of HR topic areas, including last year’s research report, HR.com's Future of Pay Equity and Transparency 2025. These and other free research reports and infographics can be downloaded at hr.com/researchinstitute. HR.com is the #1 source for HR research, read by more HR professionals than any other. The HR Research Institute identifies key trends and best practices to help over 2 million HR professionals make strategic decisions with informed insights. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Launches 2026 Advisory Board on Pay Equity and Transparency.
Awardco Wins HR.com's Best Rewards and Recognition Platform Award Key Takeaways (TLDR) Awardco's platform gives employers an edge by boosting retention and engagement through automated, scalable recognition. Awardco integrates with HRIS, connects recognition to company values and goals, and offers global reward flexibility for seamless management. Awardco helps build meaningful workplace connections and culture, making employees feel valued and appreciated every day. Awardco enables meaningful recognition at scale with automated rewards tied to company values and performance goals. Why it Matters This award matters because employee recognition is a key driver of engagement and retention. By highlighting Awardco's platform, HR professionals gain insight into a solution that automates meaningful recognition, aligns with company values, and integrates seamlessly with existing HR systems. This can help organizations reduce turnover, boost morale, and create a stronger workplace culture, directly impacting productivity and business outcomes. Summary HR.com has announced the winners of its annual HR Awards, with Awardco taking the top honor in the Best Rewards and Recognition Platform category. The award recognizes Awardco's ability to help organizations enhance employee engagement, workplace culture, and retention through automated and meaningful recognition. By integrating appreciation with company values and performance goals, Awardco provides measurable insights and global reward flexibility, supported by seamless HRIS integration. This enables HR teams to manage recognition at scale, making it both impactful and easy to implement. Steve Sonnenberg, Co-Founder and CEO of Awardco, expressed gratitude for the recognition, highlighting the team's passion for creating moments of recognition that build connection and strengthen culture. Debbie McGrath, CEO of HR.com, praised Awardco for elevating employee recognition with scalable solutions that deliver measurable workforce impact, advancing best practices across the HR industry. The full list of HR.com Awards can be viewed at www.hr.com/awards. HR.com, the largest network of HR professionals serving over 2 million members, offers resources including research studies, education, webcasts, and certifications. The platform helps HR professionals advance their careers and find optimal solutions for job performance. For more information, visit www.HR.com or explore the HR.com Newsroom for press releases and updates. This award underscores the growing importance of employee recognition in driving engagement and retention in today's competitive talent market. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Awardco Wins HR.com's Best Rewards and Recognition Platform Award.
RecruitTune.ai Launches to Revolutionize Hiring with AI Assessments Key Takeaways (TLDR) RecruitTune.ai cuts hiring costs by filtering unqualified candidates early, saving $4,700 per hire and avoiding bad hires. RecruitTune.ai uses a three-signal assessment: Must-Have Criteria, Audio Scenario, and Big Five Profile to generate a Job Fit Score. RecruitTune.ai reduces hiring bias and helps employers find the right candidates, making the job market fairer for everyone. RecruitTune.ai's audio assessment lets candidates respond to real workplace scenarios, providing deeper insights than a resume. Why it Matters This news matters because inefficient hiring costs companies thousands of dollars per bad hire and wastes valuable time. RecruitTune.ai directly addresses this pain point by providing a fast, science-backed tool that filters candidates before interviews, saving organizations money and improving hiring quality. For job seekers, it means a more objective and fair assessment process. For the broader economy, reducing hiring friction can help close the gap between high job openings and sluggish hiring rates. Summary Suncoast Venture Studio (SVS) has announced the full commercial launch of RecruitTune.ai, an AI-powered hiring assessment platform designed to streamline the top of the recruiting funnel. Following a successful beta with over 50 organizations, the platform is now available nationwide to HR leaders, talent acquisition professionals, and hiring managers. This launch comes at a critical time when U.S. job openings have surged to 7.6 million, according to the Bureau of Labor Statistics, yet hiring rates have slipped, highlighting the challenge employers face in efficiently identifying the right candidates. The cost of a bad hire is substantial, with the average cost per hire in the U.S. reaching $4,700 to $4,800 and a single mis-hire costing 30% to 50% of that employee’s first-year salary, as reported by SHRM and the U.S. Department of Labor. RecruitTune.ai addresses this top-of-funnel inefficiency with a structured, science-backed three-signal assessment that filters and ranks candidates before any interviews are scheduled. Hiring managers simply upload a job description, and the platform generates a custom behavioral profile aligned to that role. Candidates then complete a 20-minute assessment evaluated across three dimensions: Must-Have Criteria, an Audio-based Role Scenario, and an IPIP Big Five Behavioral Profile mapped to O*NET standards. The result is a Job Fit Score that provides a defensible, data-driven ranking, ensuring that interviews are reserved for genuinely qualified candidates. Unlike legacy tools that require lengthy setup calls, RecruitTune.ai is built for speed, allowing organizations to create assessments and begin screening within minutes. Daniel Alpert, CEO of RecruitTune.ai, emphasized that the platform puts the right people in front of decision-makers faster, stopping expensive guesses. The platform’s launch aligns with the broader acceleration of AI investment in HR technology. With 7.6 million open jobs and a cautious hiring environment, RecruitTune.ai delivers objective behavioral intelligence at a price accessible to companies of all sizes. Available now with a seven-day free trial, subscription plans begin at $99 per month on an annual basis, inclusive of 150 candidate assessments per month. The platform is built on a proprietary three-signal methodology and is designed for HR leaders, talent acquisition professionals, and hiring managers. To learn more, visit www.recruittune.ai. Suncoast Venture Studio, based in Sarasota, Florida, builds and scales technology companies from concept to commercialization, including RecruitTune.ai and ClaimTally.ai. For more information, visit www.suncoastventurestudio.com. This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is RecruitTune.ai Launches to Revolutionize Hiring with AI Assessments.
HRO Today Forum EMEA 2026: HR Evolution in Barcelona Key Takeaways (TLDR) Gain a competitive edge by networking with top HR leaders and learning AI strategies to engage and retain top performers. The 2026 HRO Today Forum EMEA includes HRD interviews, panel discussions, think tank sessions, and an Awards Gala. This event fosters collaboration among HR leaders from Europe, Africa, and the Middle East to improve the future of work. The Awards Gala honors HRD of the Year and TA Team of the Year, spotlighting innovative thought leaders. Why it Matters This news matters because the HRO Today Forum EMEA is a premier event for HR leaders across Europe, Africa, and the Middle East, offering critical insights into leveraging AI and best practices to manage a rapidly changing workforce. Attendees gain access to networking, awards, and strategies that directly impact their ability to attract, retain, and engage top talent in a competitive landscape. For HR professionals not attending, the event sets the agenda for industry trends and innovations that will shape workforce management in the coming years. Summary SharedXpertise Media, LLC, the parent company of HRO Today, has announced the 2026 HRO Today Forum EMEA, set to take place at the NH Collection Barcelona Gran Hotel Calderón in Barcelona. This signature event outside the US will gather HR executives from Europe, Africa, and the Middle East for a packed agenda featuring HRD interviews, panel discussions on HR best practices, "think tank" sessions on key current topics, and the prestigious Awards Gala. The gala will honor the HRD of the Year and TA Team of the Year, celebrating inspirational innovators and thought leaders across the region. This year's theme, "H(R)evolution," highlights the rapidly changing business landscape. Attendees can expect a full schedule of networking events, engaging panels, and thoughtful conversations designed to elevate their work. The forum focuses on leveraging AI in workforce management to engage and retain top performers, a critical skill as today's workforce evolves at a light-speed pace. The event promises to bring together leaders from various countries to share professional insights and network with peers. The Awards Gala remains a highlight, shining a spotlight on exemplary HR leaders. For details on sponsors, VIP guests, speakers, and the full agenda, visit https://www.hrotoday.com/hro-today-emea-forum/. This event is a must-attend for HR professionals seeking to stay ahead in the evolving world of work. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HRO Today Forum EMEA 2026: HR Evolution in Barcelona.
Archangel Brokers Launches Aggressive Expansion and Training Push Key Takeaways (TLDR) Archangel Brokers leads the bilingual Medicare market through aggressive call blitzes and a differentiated training program for high-performance agents. Archangel Brokers combines technology, team culture, and aggressive execution to connect with seniors and provide personalized Medicare advisory services. By offering bilingual, empathetic Medicare guidance, Archangel Brokers protects the well-being and future of Latino families in the U.S. Archangel Brokers launched a national expansion to recruit hungry agents, offering unique training to master Medicare and sales skills. Why it Matters This news matters because it highlights a growing trend in the Medicare insurance industry: specialized, bilingual services for the senior Latino community. Archangel Brokers' success and expansion indicate a rising demand for culturally competent agents who can navigate complex Medicare options. For seniors, this means access to better, more personalized advice. For job seekers, it represents a career opportunity with a company investing heavily in training and growth, potentially reshaping the insurance workforce in Florida and beyond. Summary Archangel Brokers, the top Medicare insurance brokerage in South Florida, kicked off the week with a strategic “call blitz” (intensive prospecting day), demonstrating the high-execution culture that has positioned the firm at the top of the bilingual market. The entire team connected with hundreds of seniors to secure appointments and provide personalized advice from day one. Founding partners Nick Brunzell and Damian Hapke stated, “Closing a hard day’s work with the team is exactly how we win.” The firm’s success lies in its specialization in the senior health insurance market, a segment requiring excellent bilingual service, empathy, and deep regulatory knowledge to protect the well-being and future of Latino families in the U.S. With an undisputed presence among #floridabrokers and #insuranceagents, Archangel Brokers stands out by merging cutting-edge technology, a strong team culture, and aggressive commercial execution that directly responds to the needs of Medicare beneficiaries. Driven by sustained growth, the founders announced an aggressive national expansion phase under the motto #wearehiringnow. To maintain this pace, the company seeks to recruit agents hungry for growth, offering as its main competitive advantage a differentiated and specialized training. This unique training program ensures each agent masters the Medicare portfolio and develops the business skills needed to become a high-performance professional. Founded by Nick Brunzell and Damian Hapke, Archangel Brokers is the fastest-growing insurance firm in South Florida, established as the expert and number one Medicare insurance brokerage. Specializing in bilingual health solutions for the senior community and the Hispanic market, the firm is distinguished by its results-driven culture, operational excellence, and professional development of its agents. For more information, contact Hispanic Target Inc. at 786-818-7419. This news story relied on content distributed by Noticias Newswire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Archangel Brokers Launches Aggressive Expansion and Training Push.
HR.com Announces 2026 Global Expansion in HR Awards Winners Key Takeaways (TLDR) GCE NEXUS and Vensure Global's platforms give companies a competitive edge in global expansion through automation and unified HR management. GCE NEXUS integrates global payroll, EOR, compliance, and analytics into one AI-driven platform for streamlined multi-country HR operations. These awards highlight HR leadership that creates positive employee experiences across regions, making global work better for everyone. HR.com's Global Expansion Awards recognize organizations that master cross-border hiring, compliance, and multi-country HR coordination. Why it Matters This news matters because as companies increasingly operate across borders, effective global expansion strategies are critical. The award-winning solutions from GCE Payroll Advisers and Vensure Global demonstrate how technology can simplify compliance, reduce risks, and improve workforce visibility. HR professionals can leverage these insights to enhance their own international operations, ensuring smoother expansion and better employee experiences worldwide. Summary HR.com has unveiled the winners of the 2026 Global Expansion in HR Awards, celebrating organizations that excel in facilitating international growth. The awards highlight companies that navigate the complexities of cross-border hiring, regulatory compliance, and multi-country HR operations. This year's recipients include GCE Payroll Advisers Inc. and Vensure Global, recognized for their innovative solutions that streamline global workforce management. GCE Payroll Advisers Inc. won Global Expansion Solution of the Year for its GCE NEXUS platform, which integrates global payroll, Employer of Record (EOR), HR compliance, onboarding, and analytics into a unified, AI-driven system. This platform reduces complexity and enhances compliance, enabling HR teams to manage international expansion with greater confidence. Vensure Global received the Best Global HR Expansion award for its technology-driven model that combines EOR, Agent of Record (AOR), and global payroll services. Anthony Falzone, Executive Vice President of Global Operations at Vensure HR, stated, “Winning the HR.com Best Global HR Expansion Award is a powerful validation of how we’ve built Vensure’s global offering to support international growth.” Debbie McGrath, CEO of HR.com, emphasized that global expansion requires strategic HR leadership and deep compliance expertise. The awards underscore the importance of technology in overcoming the challenges of international workforce management. For more details on the winners, visit the HR.com Awards page. HR.com, the largest network of HR professionals, offers resources including research studies, webcasts, and certification prep to support HR professionals in their careers. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Announces 2026 Global Expansion in HR Awards Winners.
Axiom HRS Launches HCM Solutions Unit Led by UKG Expert Cori Weisbeck Key Takeaways (TLDR) Axiom HRS gains a competitive edge by appointing UKG expert Cori Weisbeck to boost client retention and software optimization. Axiom HRS launches a new HCM Solutions Specialist department led by Cori Weisbeck to optimize UKG Ready implementations and client support. Axiom HRS prioritizes people over processes by creating a dedicated team for proactive, high-touch client support and training. Cori Weisbeck, a decade-long UKG Ready specialist, now leads Axiom HRS’s new department to enhance workforce management systems. Why it Matters This news matters because it signals a shift in how HR technology vendors approach client support. By creating a dedicated department focused on proactive optimization and strategic guidance, Axiom HRS is addressing a critical pain point for mid-market employers: the gap between having powerful software and actually using it effectively. For businesses relying on UKG Ready, this means access to specialized expertise that can reduce administrative friction, improve compliance, and extract greater value from their HR investments. The move also sets a new standard for client service in the HCM space, emphasizing long-term partnership over reactive troubleshooting. Summary Axiom Human Resource Solutions (Axiom HRS), an all-in-one HR partner specializing in hire-to-retire workforce management, has announced a significant infrastructure investment with the launch of a new HCM Solutions Specialist department. The dedicated division will be led by Cori Weisbeck, a decade-long specialist in the UKG Ready platform, who brings extensive experience in accounting, workflow process improvement, enterprise-level client training, and complex system problem-solving. The creation of this department addresses increasing demand among mid-market employers for specialized, high-touch technical support that goes beyond standard software troubleshooting. Operating as a direct extension of the firm's client success initiative, the department focuses exclusively on optimizing the UKG Ready ecosystem for organizations across payroll, timekeeping, scheduling, reporting, and advanced system integrations. Andy Zelt of Axiom HRS emphasized that deploying advanced workforce technology is only successful if clients can seamlessly integrate tools into daily operations, and Weisbeck's analytical background and deep system knowledge ensure clients can navigate complex pay rules and reporting structures without administrative friction. The newly formed department represents a structural shift toward proactive customer engagement. Rather than functioning as a reactive support center, the specialized consulting team focuses on comprehensive discovery, optimized onboarding protocols, targeted training resources, and strategic release-note communication. This approach ensures that at-risk accounts receive focused intervention and that all clients maximize the utility of their software configurations. Establishing this dedicated client experience function adds another layer of technical expertise alongside Axiom's active implementation and support teams. The initiative is designed to help organizations extract measurable value from their software investments while reinforcing the company's commitment to prioritizing people over rigid processes. As a Axiom HRS press release notes, the company simplifies the employee journey from hire to retire by combining expert guidance with top-rated UKG technology. Weisbeck's appointment and the formation of the new department underscore Axiom HRS's dedication to raising the standard for client service delivery. With over a decade of specialized HCM expertise, Weisbeck will strengthen implementation quality, improve cross-functional client communication, and establish thorough technical documentation frameworks. The department's focus on proactive engagement and strategic support is expected to help organizations navigate the complexities of modern workforce management more effectively, ultimately building cultures of engagement and foundations for lasting success. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Axiom HRS Launches HCM Solutions Unit Led by UKG Expert Cori Weisbeck.
Unlock Veteran Talent: Free Hiring Pipeline in Texas Key Takeaways (TLDR) Texas employers can access a free state-funded veteran hiring pipeline, gaining disciplined, mission-driven talent overlooked by competitors. WorkInTexas.com auto-matches job postings to qualified candidates, and TAP internships allow 90-day paid trials while military still pays salary. Veterans find meaningful careers through free state services, transforming military discipline into civilian success stories like the HR Director at Texas General Land Office. Over 1,200 attendees including out-of-state candidates flew in for the Texas Veterans Commission job fair at Kalahari last year. Why it Matters This news matters because it reveals a free, state-funded hiring pipeline that connects Texas employers with highly disciplined veteran talent—a resource many business owners don't know exists. For small businesses and large organizations alike, tapping into this pipeline can reduce hiring costs, improve workforce quality, and support veterans transitioning to civilian careers. The upcoming job fair and online tools offer immediate, actionable opportunities to strengthen the local economy and fill critical roles. Summary Episode 75 of the Rock Solid: Round Rock Business Leaders Podcast, hosted by Bryan Eisenberg, features Isaac Marquez-Diaz, Veteran Employer Liaison for the Texas Veterans Commission. Released May 26, 2026, the episode titled 'How Veterans Can Find Great Jobs in Texas' uncovers a free, state-funded hiring pipeline that many Central Texas business owners are unaware of. Marquez-Diaz, a military veteran and former police officer based at the Round Rock Workforce Solutions office, explains why transitioning service members are a highly disciplined and overlooked talent pool. Key topics include how Email Contact can be used to reach him, the WorkInTexas.com auto-matching system, the TAP internship pipeline allowing employers to host soldiers for up to 90 days at no cost, translating military titles like sergeant into civilian equivalents, and the upcoming Texas Veterans Commission Job Fair Con at Kalahari on July 22 with over 200 employers. Marquez-Diaz shares his personal story of leaving law enforcement after the Texas Veterans Commission helped him find work, and pushes back on the myth that veteran hiring requires special handling. The episode includes success stories, such as a Marine veteran who overcame a technical error in his state application to become HR Director for the Texas General Land Office, and last year's Kalahari job fair drawing over 1,200 attendees from as far as New York. Rock Solid is produced at Round Rock Studio and explores the journeys of entrepreneurs and organizations in one of Central Texas's fastest-growing communities. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Unlock Veteran Talent: Free Hiring Pipeline in Texas.
UKG's 950-Employee Restructuring Signals Shift to Small Business HCM Key Takeaways (TLDR) Small businesses can gain an edge by choosing Axiom's personalized UKG service over large vendors after UKG's 950-employee restructuring. UKG restructures 950 employees to focus on AI and SMB sales, while Axiom HRS provides expert UKG implementation for sub-75 employee firms. Axiom's white-glove UKG service ensures small businesses get human expertise, not just software, making work better for their people. UKG's pivot to small business validates Axiom's boutique model, proving big box tech needs local human touch to succeed. Why it Matters For small and mid-sized businesses, this news underscores the importance of choosing an HCM partner that offers both robust technology and personalized support. As large vendors like UKG scale down their workforce and focus on AI, the risk of losing hands-on service grows. Companies under 1,000 employees should consider boutique providers that can tailor solutions to their specific needs, ensuring compliance and efficiency without the impersonal experience of a big-box vendor. Summary UKG, a global workforce technology provider, has announced a restructuring that will affect approximately 950 employees, signaling a strategic pivot toward artificial intelligence investments and the small-to-mid-sized business market. This move comes as the company, known for its enterprise-level HCM solutions, pushes further into the sub-75-employee segment, raising questions about the level of personalized service smaller businesses can expect from a large vendor. Axiom HRS, a boutique HR and payroll partner based in Indianapolis, views this development as validation of its high-touch service model, which has been the cornerstone of its approach since 2011. The contrast between volume-driven enterprise platforms and personalized boutique support is becoming increasingly relevant as large providers like UKG expand their reach. Axiom HRS CEO Andy Zelt emphasizes that while UKG's brand awareness and marketing efforts will educate the market, the true value for small businesses lies in combining technology with human expertise. 'A $5 billion enterprise software company is not going to deliver white-glove service to a 50-person construction company in Indiana,' Zelt notes, highlighting the limitations of a one-size-fits-all approach. For employers under 1,000 employees, the solution is a partner like Axiom HRS that specializes in making platforms like UKG Ready work for their specific needs. Axiom HRS positions itself as a bridge between advanced technology and localized support, offering services that include payroll, compliance, benefits administration, and talent management. By leveraging UKG's technology while providing personalized guidance, the firm aims to help organizations navigate the complexities of HCM without sacrificing the human touch. As the market evolves, Axiom HRS believes that its boutique model will become increasingly critical for businesses seeking both innovation and reliability. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is UKG's 950-Employee Restructuring Signals Shift to Small Business HCM.
Amadeus Fire Extends Gerlitzki's Board Contract Early Through 2031 Key Takeaways (TLDR) Amadeus Fire secures leadership continuity with COO Gerlitzki's reappointment, strengthening competitive edge in personnel services for five more years. The Supervisory Board of Amadeus Fire renewed Dennis Gerlitzki's contract early, extending his tenure as COO from 2027 to 2031. Dennis Gerlitzki's reappointment ensures stable leadership at Amadeus Fire, supporting employee growth and sustainable business development amidst economic challenges. Dennis Gerlitzki, who started at Amadeus Fire in 2003, will continue as COO until 2031, marking nearly three decades of service. Why it Matters This news matters because Dennis Gerlitzki's reappointment ensures leadership continuity at one of Germany's top personnel services providers during a period of economic uncertainty. For investors, it signals stability and confidence in the company's strategic direction. For clients and job seekers, it means continued access to specialized staffing and training services that are critical for navigating a tight labor market. The extension also underscores the importance of experienced leadership in adapting to challenges like digital transformation and skills shortages, directly impacting the competitiveness of businesses relying on Amadeus Fire's expertise. Summary FRANKFURT AM MAIN, GERMANY – The Supervisory Board of the Amadeus Fire Group (ISIN: DE0005093108, Prime Standard) has early reappointed Mr. Dennis Gerlitzki, COO Personnel Services, to the Management Board for a further five years. The new contract extends from January 1, 2027, to December 31, 2031, signaling strong confidence in his leadership amid Germany's economic headwinds. Michael Grimm, Chairman of the Supervisory Board, emphasized that Gerlitzki's extensive experience and proven expertise in personnel services are "of particular importance to the Group" as it navigates current challenges. Gerlitzki, who began his career at Amadeus Fire in November 2003 and joined the Management Board in 2019, will continue to steer the company's core Personnel Services segment, which includes temporary employment, recruitment, interim and project management. Amadeus Fire Group, headquartered in Frankfurt am Main, is a leading German provider of personnel services and professional training. The company focuses on placing specialized professionals and executives, as well as offering training and further education in commercial and IT sectors. Its Training segment delivers publicly funded, practice-oriented courses for individuals and companies. The early contract extension underscores the board's belief in Gerlitzki's ability to drive growth and stability. For more details, visit the company's website at group.amadeus-fire.de. The original news release is available on NEWMEDIAWIRE and at www.newmediawire.com. This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Amadeus Fire Extends Gerlitzki's Board Contract Early Through 2031.
Liveops Launches Flexible Outsourced Call Center Model Key Takeaways (TLDR) Liveops offers a variable-cost call center model that lets businesses scale support up or down, reducing overhead and gaining agility. Liveops deploys experienced agents on-demand via a flexible staffing framework, adjusting capacity based on real-time call volume fluctuations. By providing on-demand, around-the-clock support, Liveops helps businesses deliver reliable customer service across time zones, improving accessibility. Liveops enables companies to treat customer support as a variable resource, scaling quickly without rebuilding infrastructure from scratch. Why it Matters This news matters because businesses increasingly need customer support that can scale dynamically without the overhead of in-house teams. Liveops' model offers a way to handle fluctuating demand, reduce costs, and maintain service quality, which is critical for companies competing in fast-moving markets or serving global customers. By enabling quick adjustments to support capacity, it helps businesses stay agile and responsive, ultimately improving customer satisfaction and operational efficiency. Summary Liveops, a Scottsdale-based provider of outsourced call center services, has launched a flexible, on-demand model that positions its offering as a variable-cost alternative to traditional in-house support. The service allows businesses to tap into a network of experienced agents who can be deployed based on real-time demand, enabling companies to scale their customer support operations up or down without the overhead of fixed staffing. This model addresses a persistent challenge for businesses with fluctuating call volumes, such as seasonal spikes or product launches, by providing a way to maintain service quality and response times without committing to a large permanent team. Key features of the Liveops model include the ability to adjust support capacity as conditions change, reliable service at any hour, and access to agents with established experience in customer service delivery. The network is designed to handle a broad range of interactions, from general inquiries to complex support scenarios, and is particularly relevant for companies serving customers across multiple time zones or requiring after-hours support. The emphasis on consistency addresses common concerns about outsourced support, as agents are familiar with the expectations and standards required for effective customer interaction. Businesses can scale support operations quickly while preserving the consistency that customers expect, making the service a practical option for growing companies or those entering new markets. The announcement reflects a broader shift toward treating customer support as a variable resource rather than a fixed operational cost. By directing support functions through a network-based model, companies can focus internal resources on other priorities while still delivering a dependable customer experience. For more details, visit Liveops or learn more at Liveops. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Liveops Launches Flexible Outsourced Call Center Model.
HRO Today's 2026 Talent Acquisition Summit Set for Atlanta Key Takeaways (TLDR) Attend the HRO Today Talent Acquisition Summit to gain a competitive edge with innovative recruiting strategies and network with industry leaders. The summit features keynote speeches, interactive workshops, and networking events designed to methodically enhance talent acquisition practices. This event empowers HR professionals to improve workforce management and create better opportunities for job seekers and employees alike. Discover unique insights from speakers like Sunil Asija and Jeff Battinus, plus an awards reception celebrating HR excellence. Why it Matters This summit matters because it equips HR leaders with cutting-edge strategies to navigate the evolving recruitment landscape, directly impacting their ability to attract and retain top talent in a competitive market. Summary HRO Today has announced its Talent Acquisition Summit, scheduled for September 15-16, 2026, at the Loudermilk Conference Center in Atlanta, GA. This premier event will gather top talent acquisition (TA) leaders, HR experts, and practitioners to explore innovative strategies and solutions in recruiting top-tier talent. Attendees will engage with renowned speakers like Sunil Asija, Director of Human Resources at Oakland County, and Jeff Battinus, Head of Talent Acquisition at Dental Care Alliance. The summit features keynote speeches, interactive workshops, and networking opportunities designed to empower HR professionals in today's competitive job market. Berthony Poux, VP of Events at HRO Today, emphasized the summit's role as a pivotal event for reimagining recruiting strategies. Highlights include Talent Acquisition Strategy sessions, an Awards Reception celebrating excellence in HR, and extensive networking. Organizations can explore sponsorship packages and speaker opportunities. Special discounts are available for multiple attendees, with inquiries directed to Arturo Aguero. The summit aims to transform HR and workforce management, providing a platform for innovative solutions and celebrating achievements in talent acquisition. HRO Today, a leading provider of HR news, research, and conferences, organizes this event to bring together global HR leaders for sharing best practices and exploring the latest trends. The Talent Acquisition Summit underscores the importance of adapting to evolving recruitment challenges, offering actionable insights into leveraging technology, data-driven hiring, and candidate engagement. By attending, HR professionals can gain a competitive edge in attracting and retaining top talent, making this event crucial for anyone involved in talent acquisition. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HRO Today's 2026 Talent Acquisition Summit Set for Atlanta.
Steyr Motors Appoints Bjorn Krausmann as CFO to Drive Growth Key Takeaways (TLDR) Steyr Motors strengthens its management with a CFO to drive growth and gain an edge in defense and civil engine markets. Bjorn Krausmann appointed CFO at Steyr Motors to oversee finance, HR, IT, and support international expansion and organizational development. Steyr Motors expands its leadership team to ensure sustainable growth, creating long-term value for shareholders and employees. Steyr Motors' new CFO Bjorn Krausmann brings M&A and capital markets expertise to fuel the company's next growth phase. Why it Matters This appointment matters because it signals Steyr Motors' strategic focus on financial discipline and international expansion. For investors and defense industry stakeholders, the addition of an experienced CFO with capital markets and M&A background suggests the company is preparing for accelerated growth, potentially leading to new partnerships, acquisitions, or increased market share. For customers, this stability ensures continued innovation and reliability in mission-critical engines that protect lives and enable operations. Summary STEYR, AUSTRIA - May 19, 2026 (NEWMEDIAWIRE) - The Supervisory Board of Steyr Motors AG (ISIN AT0000A3FW25), a global leader in customized engines for mission-critical defense and civil applications, has expanded its Management Board to two members, appointing Bjorn Krausmann as Chief Financial Officer (CFO) effective June 1, 2026. Krausmann, who brings extensive experience in senior financial roles, corporate development, transformation, and M&A from his tenure at the Pfleiderer Group, will work alongside CEO Julian Cassutti to drive the company's growth strategy. This planned expansion reflects Steyr Motors' increasing internationalization and organizational development. In his new role, Krausmann will oversee finance, human resources, and IT. Dr. Rolf Wirtz, Chairman of the Supervisory Board, expressed enthusiasm for the appointment, stating that Krausmann's experience will be instrumental in further developing and expanding Steyr Motors AG. CEO Julian Cassutti highlighted Krausmann's proven expertise in capital markets, M&A, and international growth financing, noting that his addition will strategically and financially support the company's next growth phase. Together, they aim to strengthen Steyr Motors' position in attractive future markets and increase sustainable value for shareholders. Steyr Motors AG, headquartered in Steyr, Austria, specializes in high-performance customized special engines with high power density and durability. Their engines are used in military special vehicles, military and civilian boats, and as auxiliary power units (APUs) for main battle tanks and locomotives. The company's commitment to innovation and customization positions it as a key player in defense and civil applications. For more details, visit www.steyr-motors.com. View the original release on NEWMEDIAWIRE. This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Steyr Motors Appoints Bjorn Krausmann as CFO to Drive Growth.
HR Research Institute Forms 2026 Employee Productivity and Engagement Advisory Board Key Takeaways (TLDR) Join HR.com's advisory board for early access to research and strategies that boost employee productivity and engagement. The HR Research Institute's 2026 advisory board will research engagement and productivity to develop actionable strategies for HR leaders. This initiative helps organizations create better workplaces by improving employee engagement and productivity in a changing world. The board includes experts from Dell, Daiichi Sankyo, and EPAM Systems to tackle hybrid work and AI challenges. Why it Matters This news matters because employee productivity and engagement are top concerns for organizations adapting to hybrid work and AI. The Advisory Board’s research will provide HR leaders with data-driven strategies to improve these areas, directly impacting workforce performance and retention. By participating in the virtual event or accessing the free reports, HR professionals can gain actionable insights to navigate rapid workplace changes and drive better business outcomes. Summary The HR Research Institute has announced the formation of its 2026 Employee Productivity and Engagement Advisory Board, bringing together senior HR leaders, workforce strategy experts, and engagement specialists from prominent organizations. The board includes Deepti Chaudhary (Dover Corporation), Madeline Des Jardins (WalkMe), Janiece Ferrell (Dell Technologies), Bridgett Hart (Ibex), Shipra Kamra (Responsive), Susana Kelly (Numeracle), Sandra Loughlin (EPAM Systems), Cassandra Lowery (Liminal), Lauren Mutz (Daiichi Sankyo), Jason Richmond (Ideal Outcomes), Kristen Ruttgaizer, and Siri Svay (IAT Insurance Group). These experts will guide a 2026 research initiative and a virtual event focused on improving employee productivity and engagement in the context of hybrid work, remote work, and generative AI. The Advisory Board will explore how organizations define and measure engagement, identify HR and management practices with the greatest impact, and examine how productivity, performance, and retention interconnect to drive better business outcomes. The research findings will inform both a survey and the HR.com's State of Employee Productivity and Engagement Virtual Event scheduled for August 19, 2026. This event aims to provide actionable strategies for HR leaders navigating today's evolving workplace. “We are thrilled to bring together such an outstanding group of experts to guide this important work,” said Debbie McGrath, CEO of HR.com. “Their real-world experience will help HR leaders better connect productivity and engagement in a time of rapid change.” The HR Research Institute, powered by HR.com, releases annual “State of the Industry” reports, including last year’s HR.com's State of Employee Productivity and Engagement 2025. Free research reports and infographics are available at hr.com/researchinstitute. HR.com serves over 2 million HR professionals, offering resources such as surveys, reports, and the HR Research Influencer Panel. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR Research Institute Forms 2026 Employee Productivity and Engagement Advisory Board.
HR.com Honors 2026 HR Tech Innovation Award Winners Key Takeaways (TLDR) Adopt award-winning HR tech like Harbinger's POLESTAR to gain a competitive edge in performance management. Harbinger's POLESTAR integrates with HRMS and LMS, using AI and change management to improve performance processes. These HR innovations enhance employee experiences through continuous feedback and empathetic AI, making workplaces better. Willow Bridge unified five regional businesses into one HR ecosystem, driving efficiency and leadership growth. Why it Matters This news matters because it highlights how leading organizations are leveraging HR technology and AI to improve employee experiences and business outcomes. For HR professionals, understanding these innovations can inspire adoption of similar tools to enhance performance management, streamline operations, and foster a more engaged workforce. The recognition of successful implementations like Willow Bridge’s HRIS modernization provides a blueprint for companies seeking to transform their HR functions, ultimately driving better talent outcomes and competitive advantage. Summary HR.com has announced the winners of the 2026 HR Tech Innovation & Implementation Awards, celebrating organizations that are revolutionizing workforce management through advanced HR technology and AI. Among the standout winners is Harbinger Group, recognized for its innovation with POLESTAR, a tool that transforms performance management into a more human, continuous, and AI-enabled process. POLESTAR enhances manager-employee conversations, addresses real workplace challenges, and drives clarity, fairness, and engagement. It integrates seamlessly with existing HRMS and LMS platforms and employs a proven change-management approach to ensure sustained adoption, delivering measurable business outcomes through AI, trust, and empathy. In the implementation category, Willow Bridge Property Company won Best HR Tech Implementation for its large-scale HRIS modernization. This project unified five regional businesses into a single HR ecosystem, significantly improving employee experience. The HRIS team has driven operational efficiency, accelerated strategic initiatives, and delivered measurable improvements in talent outcomes, leadership capability, and business performance, creating a more connected and effective workplace. The full list of winners can be viewed at www.hr.com/awards. “Technology and AI are reshaping the future of work, and these award-winning solution providers and teams are leading the way through both innovation and successful implementation of HR technology within workplaces,” said Debbie McGrath, CEO of HR.com. “We’re proud to recognize their impact in delivering better employee experiences and stronger business outcomes.” HR.com, the largest network of HR professionals, supports over 2 million HR professionals with career development, networking, and compliance resources, including research studies, webinars, certification prep, and conferences. For more information, visit the HR.com Newsroom. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Honors 2026 HR Tech Innovation Award Winners.
CHRO of the Year Awards 2026 Winners Announced at HRO Today Forum Key Takeaways (TLDR) Winning a CHRO of the Year award from SharedXpertise Media boosts executive reputation and competitive edge in HR industry. SharedXpertise Media evaluated nominees on culture, talent, transformation, leadership, DEI, and measurable business outcomes. The awards honor HR leaders who improve employee experience, foster inclusion, and drive positive workforce change. Tina Campbell from Citizens First Bank won Small Market CHRO of the Year among diverse winners. Why it Matters This news matters because it showcases the HR leaders who are driving transformative change in their organizations, setting benchmarks for talent management, culture, and business outcomes. For HR professionals, recognizing these winners provides insights into best practices and strategies that can be replicated. The awards highlight the growing importance of CHROs in shaping sustainable workforces and innovation, directly impacting how companies attract, retain, and develop talent in a competitive landscape. Summary SharedXpertise Media, the publisher of HRO Today magazine and HRO Today Global, producer of the Baker’s Dozen Customer Satisfaction Ratings, and organizer of the HRO Today Forums and Educational Events, announced the winners of the annual CHRO of the Year Awards at a gala celebration during the 2026 HRO Today Forum North America in Philadelphia. The event, held at The Hilton Philadelphia at Penn's Landing, honored leading HR executives across categories including Small-Market, Mid-Market, Large-Market, Sustainable Workforce, Innovation, Non-Profit, and Lifetime Achievement. The awards recognize HR leaders who excel in areas such as organizational culture, talent acquisition, workforce transformation, leadership during change, DEI initiatives, and measurable business outcomes tied to people strategy. The winners for 2026 include Tina Campbell (Citizens First Bank) for Small Market, Paul Gregory (Securonix, Inc.) for Mid-Market, Jill Larsen (Synopsys) for Large Market, Rosemary Sheehan (Hartford HealthCare) for Sustainable Workforce, and Logan Carmichael (Pittsburgh Water) for Non-Profit. All finalists were honored as Leaders of Distinction. The awards are open to HR leaders across North America and EMEA, and nominations are evaluated based on a comprehensive set of criteria that reflect the evolving role of the CHRO in driving business success through people-centric strategies. This year's gala, the 13th annual Awards Gala, highlighted the critical impact of HR leadership in navigating workforce challenges and fostering innovation. For more details on the winners and the event, visit the HRO Today North America Forum website. SharedXpertise Media continues to provide essential resources for HR professionals through its publications, research, and events, including the influential Baker’s Dozen rankings that help organizations select HR service providers. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is CHRO of the Year Awards 2026 Winners Announced at HRO Today Forum.
Liveops Revolutionizes Customer Support with Flexible Outsourced Call Center Model Key Takeaways (TLDR) Liveops' scalable model lets businesses flex agent capacity on demand, cutting fixed costs while maintaining service quality. Liveops connects companies with certified independent agents across channels, using performance data to ensure consistent support at any volume. Liveops enables work-from-home opportunities for thousands of agents, offering flexibility and income while improving customer experiences. Liveops agents complete client-specific certification before taking live contacts to handle inquiries accurately from the first interaction. Why it Matters This news matters because it offers businesses a viable alternative to maintaining expensive, rigid in-house contact centers. By leveraging a distributed network of certified agents, companies can adapt to fluctuating customer demand without compromising service quality. This model reduces operational risk, improves customer satisfaction, and allows organizations to focus on core competencies while ensuring consistent, omnichannel support. For consumers, it means faster, more knowledgeable service from agents who understand their needs, regardless of time or channel. Summary Liveops has unveiled a scalable outsourced call center model designed to help businesses enhance customer experience outcomes without the fixed costs of traditional in-house contact centers. By connecting companies with experienced, independently contracted agents, Liveops provides consistent support across multiple channels and time zones, addressing the challenge of fluctuating customer demand. The model emphasizes operational flexibility, allowing organizations to scale agent capacity based on actual demand, reducing overhead while maintaining service continuity during peak periods. Agents in the Liveops network bring verified experience in industries such as healthcare, retail, insurance, and financial services, enabling businesses to match customers with agents who understand specific contexts, leading to faster resolutions and higher satisfaction. The company reports that its agent community includes thousands of professionals working from home, supporting extended coverage hours without requiring internal overnight staffing. Liveops positions its model as a customer experience strategy rather than merely a cost-reduction measure. The framework maintains quality benchmarks regardless of volume through performance data and agent certification processes aligned with client expectations. Clients retain visibility into performance metrics, allowing them to assess outcomes and make adjustments. The company's platform gives clients access to thousands of experienced agents ready to support customers consistently, whether handling 500 calls a day or 5,000. This flexibility means businesses are not locked into staffing levels that do not match actual needs. Beyond voice support, Liveops offers chat, email, and digital channel support, enabling omnichannel coverage through a single outsourced call center partnership, simplifying vendor management for client organizations. Agents complete client-specific certification before taking live contacts, ensuring they have the product and policy knowledge to handle inquiries accurately from their first interaction. Liveops is a provider of flexible, virtual contact center solutions connecting businesses with a distributed network of experienced, independently contracted agents. The company supports organizations across healthcare, retail, insurance, financial services, and other industries, delivering scalable customer support without traditional staffing overhead. Liveops serves clients seeking consistent customer experiences across voice, chat, and digital channels. For more information, visit Liveops. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Liveops Revolutionizes Customer Support with Flexible Outsourced Call Center Model.
HR.com Announces 2026 Employee Well-being Award Winners Key Takeaways (TLDR) Avidon Health's platform gives organizations a competitive edge with instant, evidence-based wellness programs that boost engagement and ROI. Avidon Health's behavior change platform uses science-backed coaching for stress, sleep, movement, and nutrition, deployable without IT support. Hancock Health's weight management program blends lifestyle medicine and clinical care to foster lasting well-being and a thriving workplace culture. Hancock Health's year-long wellness initiative achieves results comparable to GLP-1 medications through a comprehensive, sustainable approach. Why it Matters This news matters because employee well-being is a critical factor in workforce productivity, retention, and overall business success. The award winners, Avidon Health and Hancock Health, showcase innovative, scalable solutions that address the holistic health of employees—physical, mental, and behavioral. For employers, these examples provide a roadmap to move beyond traditional wellness programs toward evidence-based, measurable initiatives that deliver real ROI. For employees, these programs promise more personalized and effective support, leading to better health outcomes and job satisfaction. As workplace well-being continues to evolve, these award-winning approaches set a new standard for what is possible, making it essential for HR leaders to pay attention and consider similar strategies to stay competitive and foster a thriving workforce. Summary HR.com has announced the winners of the 2026 Employee Well-being Awards, recognizing outstanding innovation in workplace wellness solutions and comprehensive program design. These awards celebrate organizations that are transforming how employers support physical, mental, and behavioral health to drive engagement, improve outcomes, and deliver measurable business value. Avidon Health won the Best Employee Wellness Solution Award for its rebuilt behavior change platform, which democratizes workplace wellness by making evidence-based coaching accessible to organizations of any size. The platform features a fast, affordable, turnkey design that enables instant deployment without IT support, delivering personalized, science-backed wellness journeys that drive engagement, measurable participation, and sustained behavior change across stress, sleep, movement, and nutrition. A representative from Avidon Health stated, “Winning this award from HR.com is a proud moment for our team. HR and benefits leaders put their credibility on the line every time they recommend a solution. This award is our promise to them that the trust was well placed and that we will keep earning it.” Hancock Health won the Best Comprehensive Wellness Program award for its first-of-its-kind, year-long weight management initiative that blends lifestyle medicine, clinical care, medical fitness, and medication when appropriate. The program focuses on sustainable outcomes rather than access alone, delivering results comparable to GLP-1 benchmarks, supporting long-term behavior change, and generating measurable ROI for employers. Jenny Weidner, Director of Human Resource at Hancock Health, said, “Our wellness strategy is not just a ‘program’; it has become a strategic advantage as we build a culture where every associate can thrive physically, emotionally, and professionally.” Together, these award winners exemplify the future of employee well-being through scalable innovation, clinical rigor, and a commitment to lasting impact. For more details, visit the HR.com Awards page at www.hr.com/awards. Debbie McGrath, CEO of HR.com, commented, “These award winners represent a meaningful shift in how organizations are approaching employee well-being. By combining innovation, accessibility, and measurable outcomes, they are helping employers and employees move beyond traditional wellness programs to deliver real, lasting impact for their workforce and their business.” HR.com, the largest network of HR professionals, supports over 2 million HR professionals with career development, networking, and compliance resources. For more information, visit the HR.com Newsroom. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Announces 2026 Employee Well-being Award Winners.
DrugScreens.com Spotlights SAFElife Drug Tests with Fentanyl & EtG Detection Key Takeaways (TLDR) DrugScreens.com's SAFElife lineup offers B2B buyers fentanyl and EtG detection, giving them a compliance advantage over competitors. SAFElife includes CLIA-waived urine cups, dip cards, and oral fluid kits with FUO and E&I classifications for workplace testing. By enabling accurate fentanyl and EtG detection, SAFElife helps employers ensure safer workplaces and healthier communities. SAFElife urine cups feature tamper-resistant design and fast results, ideal for high-volume onboarding and post-incident screening. Why it Matters This news matters because fentanyl and EtG detection are increasingly critical in workplace and clinical drug testing. Fentanyl, a potent opioid, is a major driver of overdose deaths, while EtG detects recent alcohol use. Employers and program administrators need reliable tests to ensure safety and compliance. DrugScreens.com's SAFElife lineup offers flexible, CLIA-waived options that simplify procurement and reduce regulatory burden, helping organizations quickly implement or upgrade their testing programs. For safety-sensitive industries, having both FUO and E&I classifications from one supplier streamlines operations and ensures legal defensibility. Summary DrugScreens.com has announced that the SAFElife drug test lineup is its featured brand for May, highlighting a product range that includes CLIA-waived urine cups, FUO urine cups with fentanyl and EtG detection, and oral fluid collection options. The spotlight reflects ongoing demand from B2B customers requiring accurate, timely results across workplace and clinical testing programs. The SAFElife line has been available since October, and this month-long feature gives procurement teams, HR professionals, and safety officers a concentrated opportunity to evaluate the full catalog. The featured SAFElife products are organized into three categories. The CLIA-waived urine cups and FUO urine cups are designed for broad panel coverage, including detection for fentanyl and EtG—two substances that many standard panels have historically not included. Because these cups carry CLIA-waived status, they can be administered across non-laboratory settings without additional regulatory burden. The second category includes CLIA-waived dip cards, offering a flexible format with the same regulatory classification. The third category covers saliva drug test kits, available in Forensic Use Only (FUO) and Employment and Insurance (E&I) classifications. Notably, the saliva drug test kits do not include fentanyl detection, a distinction DrugScreens.com communicates to buyers. The SAFElife drug test lineup is positioned exclusively for B2B buyers in the continental United States. Staffing firms, safety-sensitive employers, and clinical programs have been primary customer segments. For safety-sensitive industries, the distinction between FUO and E&I classifications is material. FUO products suit legal or investigative proceedings, while E&I products are for workplace screening tied to hiring or insurance. DrugScreens.com carries multiple brands to match the right test to the situation. The urine cups feature tamper-resistant designs and fast result timelines, reducing wait periods during onboarding or post-incident testing. The CLIA-waived urine cups have been adopted by clinical programs where regulatory compliance is a baseline requirement. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is DrugScreens.com Spotlights SAFElife Drug Tests with Fentanyl & EtG Detection.
Verified First Integrates Background Screening with Oracle NetSuite Key Takeaways (TLDR) Verified First's NetSuite integration gives you a competitive edge with faster, error-free hiring and built-in compliance. The integration embeds background screening into NetSuite, automating workflows and maintaining a single auditable record per hire. This partnership simplifies hiring, reducing errors and stress for HR teams and ensuring fair, accurate candidate evaluations. Verified First's integration with Oracle NetSuite offers a 99.8% accuracy rate and deploys quickly without customization. Why it Matters This integration matters because it streamlines and secures the hiring process within a widely used ERP system, reducing errors and ensuring compliance. For businesses already using Oracle NetSuite, it eliminates manual data entry and provides a single auditable record, saving time and mitigating risk in talent acquisition. Summary Verified First, a leader in employment screening solutions, announced a new partnership and integration with Oracle NetSuite, the premier cloud Enterprise Resource Planning (ERP) provider. This strategic partnership establishes a new standard for compliant talent acquisition by embedding Verified First’s powerful background screening directly into users’ NetSuite platform. The integration enhances the existing NetSuite environment, delivering rapid, compliant deployment, preventing data entry errors, and ensuring a single, auditable record for every new hire—all without leaving the trusted ERP system. Jim Miles, CEO of Verified First, emphasized that the integration is about the future of work, merging NetSuite’s strategic power with the industry’s most flexible screening solution. Key advantages include seamless deployment, data integrity and risk mitigation with a 99.8% accuracy rate, flexibility and customization with à la carte solutions, and award-winning client care and support. This integration allows businesses to build compliant, customized screening workflows that match NetSuite’s flexibility while reducing manual data transfer errors. Verified First’s solutions are now available to all Oracle NetSuite customers at SuiteApp.com, helping organizations navigate today’s hiring landscape with greater efficiency. About Verified First: The company offers streamlined screening experiences including background checks, drug testing, I-9 & E-verify, and more. Its patented technology connects with 150+ cloud-based platforms, with no annual commitments or minimum screening requirements. Learn more at https://verifiedfirst.com. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Verified First Integrates Background Screening with Oracle NetSuite.
The Dillon Agency Expands Services in Nashville Key Takeaways (TLDR) The Dillon Agency's expanded services offer a competitive edge with comprehensive investigations under one roof, reducing client friction. The Dillon Agency structures infidelity, background check, and corporate investigations with documented surveillance, case updates, and evidence packages. The Dillon Agency helps clients gain clarity and peace of mind through discreet, confidential investigations for sensitive personal and professional matters. Founder Paul Dillon's background in fieldwork ensures the agency delivers factual, documented results rather than conjecture or uncertainty. Why it Matters This news matters because it addresses a growing need for comprehensive, trustworthy investigative services in Nashville. Individuals facing personal crises like infidelity or businesses dealing with corporate fraud often struggle to find a single firm that can handle diverse cases discreetly and professionally. The Dillon Agency's expansion means clients no longer need to juggle multiple providers, reducing stress and ensuring consistent, high-quality results. By offering background checks, surveillance, and corporate investigations under one roof, the agency provides a one-stop solution that saves time and increases reliability, making it a valuable resource for anyone needing factual, actionable information in sensitive situations. Summary The Dillon Agency, a private investigation firm based in Nashville, Tennessee, has announced a formal expansion of its service offerings under the continued leadership of founder Paul Dillon. The expansion adds structured programs for infidelity investigations, corporate inquiries, and enhanced surveillance operations to the agency's existing portfolio, positioning it as a comprehensive resource for individuals and businesses seeking professional investigative support. Paul Dillon established the firm after developing a career grounded in investigative fieldwork, emphasizing a methodology that is deliberate, discreet, and oriented toward producing findings that hold up to scrutiny. The agency has worked with more than 200 clients across these service areas over the past several years, and the consistent feedback has driven the expansion to meet client demand for a firm that can handle the full scope of their situation. The updated service lineup now includes infidelity investigations, comprehensive background checks, covert surveillance, and corporate investigations. Each service is structured to meet specific demands: infidelity investigations involve documented surveillance designed to provide verifiable information; corporate investigations address employee misconduct, fraud, and due diligence; and background check services, detailed at thedillonagency.com/background-checks, supply individuals and employers with verified information. The expansion reflects the agency's direct response to client demand in the Nashville market, where private investigator services have historically been distributed across small operators with narrow specializations. The firm has positioned itself to manage multiple investigative needs under one structure, reducing friction for clients whose situations do not fit a single service category. The agency operates with a small, experienced team and maintains a strict confidentiality policy across all case types. Clients receive regular case updates and documented evidence packages upon case completion, a structured reporting process central to Dillon's approach. As a trusted private investigator Nashville resource, The Dillon Agency provides investigative services to individuals and businesses, ensuring clients leave with information they can act on. Learn more at The Dillon Agency. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is The Dillon Agency Expands Services in Nashville.
HR Leaders Form 2026 Advisory Board to Revolutionize Compensation Strategies Key Takeaways (TLDR) HR.com's advisory board helps organizations gain competitive advantage by aligning compensation with business strategy to attract and retain top talent. The HR Research Institute formed a board of experts to guide research on data-driven compensation approaches that link pay to performance and transparency. This initiative aims to create fairer workplaces by improving pay transparency and developing compensation strategies that better support employee well-being and motivation. Learn how AI and analytics are transforming compensation strategies at HR.com's free virtual event on August 5, 2026, featuring industry experts from major companies. Why it Matters This development matters because compensation and benefits strategies directly affect every employee's financial well-being and job satisfaction, while also determining an organization's ability to compete for top talent. In today's tight labor market with increasing demands for pay transparency and equitable compensation, the insights generated by this expert panel will help organizations create fairer, more effective reward systems. For employees, this means potentially more transparent salary structures, better-aligned performance incentives, and benefits packages that truly meet their needs. For employers, implementing these research-backed approaches can reduce turnover costs, improve productivity, and strengthen employer branding. As artificial intelligence and data analytics transform how we measure performance and value work, having expert guidance on adapting compensation systems becomes crucial for both individual career growth and organizational success in the digital economy. Summary The HR Research Institute has launched its 2026 Compensation and Total Rewards Advisory Board, assembling a distinguished panel of senior HR leaders and compensation experts to address critical challenges in today's workforce landscape. This board features prominent professionals including Edelynne Austria-Gavino from Qualcomm, Lisa Barry from Cornerstone Compensation Partners, Mary Bissette-Clarke from Siemens Canada, Emily DuPont from NFI Industries, Chris Fusco from Salary.com, Gail Greenfield from Trusaic, Stephanie Martin from SpringWorks Therapeutics, Tom McMullen from Korn Ferry, Kim Taylor from USI Insurance Services, Eric Tuch from Octave, and Lauren Winans from Next Level Benefits. These experts will guide research and a virtual event focused on transforming how organizations approach compensation and benefits in an era of increasing pay transparency demands, performance-based pay systems, cost management pressures, and rapid technological advancements in AI and analytics. The advisory board's primary mission is to help shape research that demonstrates how compensation and total rewards can more directly support business strategy and talent outcomes. As Debbie McGrath, CEO of HR.com, emphasizes, "Compensation and total rewards are no longer just support functions; they're central to how organizations drive performance and compete for talent." The board will provide research-backed insights for the upcoming HR.com's Future of Compensation and Total Rewards Virtual Event scheduled for August 5, 2026, helping HR leaders develop more agile, data-driven, and performance-aligned compensation approaches to attract, retain, and motivate critical talent. This initiative builds on previous research including HR.com's Future of Compensation and Total Rewards 2025-26 report, continuing the organization's commitment to providing valuable resources for HR professionals. For those interested in participating in this important discussion, registration is available for the HR.com's Future of Compensation and Total Rewards Virtual Event, which promises to deliver cutting-edge insights from industry leaders. The HR Research Institute, powered by HR.com and serving over 2 million HR professionals, continues to be the #1 source for HR research, offering numerous free resources including research reports and infographics available at hr.com/researchinstitute. This advisory board formation represents a significant step forward in addressing the evolving challenges of compensation management, providing HR leaders with the tools and insights needed to connect rewards strategy directly to business impact in an increasingly competitive talent market. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR Leaders Form 2026 Advisory Board to Revolutionize Compensation Strategies.
Ev0-Tech Expands Security-First IT Services to San Antonio Nonprofits & Law Firms Key Takeaways (TLDR) Evolution Technologies gains a competitive edge by targeting underserved nonprofit and legal sectors in San Antonio with specialized security-first IT services. Ev0-Tech implements a security-first infrastructure model with embedded threat detection and access controls, reducing unplanned downtime by 40% for clients. Evolution Technologies helps nonprofits and law firms maintain operations and protect sensitive data, supporting community services and legal integrity in San Antonio. Ev0-Tech's expansion brings enterprise-grade IT security to budget-conscious nonprofits and compliance-focused law firms, two historically overlooked sectors in San Antonio. Why it Matters This expansion addresses critical gaps in technology support for sectors that handle sensitive information but often lack specialized IT resources. Nonprofits manage donor data and beneficiary records while operating on tight budgets, making them vulnerable to cyber threats that could compromise their missions and public trust. Law firms face strict confidentiality requirements and potential legal liabilities if client data is breached. By providing tailored, security-first infrastructure at accessible price points, Evolution Technologies helps these organizations maintain operational continuity, comply with regulations, and protect against increasingly sophisticated cyber threats. This matters because as digital transformation accelerates, organizations serving public interests and handling confidential information need robust technology partners to safeguard their operations and maintain public confidence in an era of frequent data breaches and regulatory scrutiny. Summary Evolution Technologies, operating under the brand name Ev0-Tech, has strategically expanded its Managed IT Services San Antonio operations to specifically target two underserved sectors: nonprofit organizations and law firms across South Texas. This deliberate market shift addresses organizations with significant technology burdens but limited internal resources, positioning the company to tackle the distinct compliance requirements, budget structures, and operational risks inherent to these fields. The company's security-first infrastructure model embeds threat detection, access controls, and data backup protocols at the foundation of every client environment, scaling enterprise-grade tools to fit the financial realities of small and mid-sized organizations. For nonprofits, which typically operate with constrained IT budgets while facing the same cybersecurity threats as larger enterprises, Ev0-Tech offers tailored Nonprofit IT Services structured to align technology investments with long-term programmatic goals. The company conducts operational assessments to identify where managed services will produce the greatest return in staff productivity, data security, or system reliability, covering cloud-based donor platforms, remote access tools, and secure storage under a predictable monthly cost model. This approach supports the fixed-budget planning cycles common to grant-funded organizations, where unplanned system outages can disrupt critical program delivery, donor communications, and grant reporting. For law firms, which handle sensitive client data subject to strict confidentiality obligations, Ev0-Tech provides specialized IT Support San Antonio services including encrypted communications infrastructure, role-based access management, and audit-ready documentation. The company's business continuity framework is central to minimizing downtime for these mission-critical organizations, where even brief disruptions to case management systems or secure client portals can carry professional and legal consequences. CEO Dan Vega emphasized that their security-first model delivers measurable outcomes, citing a demonstrated 40 percent reduction in unplanned downtime for clients in comparable industries, while maintaining cost structures accessible to budget-conscious operations. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Ev0-Tech Expands Security-First IT Services to San Antonio Nonprofits & Law Firms.
First PEO for Creators Launches with Fortune 500-Level Benefits Key Takeaways (TLDR) Essentlcreator.com gives YouTubers and digital creators Fortune 500-level health benefits and HR compliance, providing a competitive edge over solo creators without such corporate-level support. Essentlcreator.com pools creators into a co-employment entity to access group rates for health coverage, 401(k) plans, and HR compliance across all 50 states. This platform improves creators' lives by offering essential benefits like health insurance and retirement plans, making the digital economy more secure and equitable for independent workers. Essentlcreator.com is the first PEO designed exclusively for creators, offering group health benefits and HR tools tailored to variable income and flexible work arrangements. Why it Matters This development matters because it addresses a fundamental inequity in the growing creator economy, where millions of independent content creators have operated without access to basic employment benefits and protections. As digital content creation becomes a primary career for increasing numbers of people, the lack of traditional employment structures has left creators vulnerable to financial instability, inadequate healthcare coverage, and legal exposure. By providing group health benefits, retirement planning, and HR compliance support specifically designed for variable-income creators, essentlcreator.com helps professionalize an industry that contributes significantly to the digital economy. This innovation could improve creators' long-term financial security, reduce healthcare costs through group rates, and provide legal protections that enable sustainable career growth. For the broader economy, it represents an important step in adapting employment systems to new forms of work, potentially serving as a model for other gig economy sectors where traditional benefits structures don't apply. Summary Essentlcreator.com has launched as the first professional employer organization (PEO) built exclusively for independent digital creators, including YouTubers, streamers, and podcasters. Founded by creators who understand the industry's unique challenges, the platform addresses a critical gap in the creator economy by providing Fortune 500-level benefits previously unavailable to solo content businesses. By pooling creators into a single co-employment entity, essentlcreator.com enables access to group-negotiated rates for medical, dental, vision, and mental health coverage, along with 401(k) retirement plans, workers compensation, and comprehensive HR compliance support across all 50 states. The platform's design specifically accommodates the variable income and irregular work arrangements common among digital creators, offering transparent pricing without hidden administrative markups. Unlike traditional PEOs that weren't designed for this audience, essentlcreator.com provides corporate-level benefits without corporate constraints, allowing creators to retain full control of their content and business decisions. The service includes production protection and liability coverage, recognizing that creators face operational risks similar to small business owners. With streamlined onboarding that avoids the delays of traditional HR systems, creators can quickly access benefits that match those available to employees at established companies. Eligible creators include YouTubers, streamers, podcasters, and other independent digital creators operating as sole proprietors or single-member business entities. The platform's co-employment structure preserves the independence that defines the creator economy while providing the HR and benefits standing of traditional employment. As EssentL Creators, Corp. expands outreach to creator networks and talent managers, this innovation represents a significant advancement in professionalizing the creator economy and addressing long-standing gaps in benefits and protections for this growing workforce segment. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is First PEO for Creators Launches with Fortune 500-Level Benefits.
Solo Entrepreneurs Gain Access to Fortune 500-Level Benefits Nationwide Key Takeaways (TLDR) Solo entrepreneurs can now access Fortune 500-level benefits like Cigna health plans through essentL PEO, gaining a competitive edge previously reserved for large corporations. EssentL PEO co-employs workers to pool small businesses into large-group benefit structures, providing corporate-grade insurance and HR compliance across all 50 states through licensed operations. This expansion makes corporate-level healthcare and retirement benefits accessible to freelancers nationwide, improving financial security and quality of life for independent workers. A single freelancer in Montana can now enroll in the same Cigna health plans that large corporations negotiate for thousands of employees. Why it Matters This news fundamentally alters the landscape for the self-employed and micro-businesses, a sector comprising millions of Americans. For decades, these individuals have faced a stark choice: forego essential benefits like comprehensive health insurance and retirement plans or pay exorbitant individual market rates, often compromising their financial security and personal well-being. By leveraging the co-employment model of a Professional Employer Organization (PEO), essentL PEO's expansion democratizes access to risk pools and negotiating power that were once exclusive to large corporations. This directly impacts the solopreneur's ability to attract and retain talent, even if that 'talent' is just themselves, by offering stability and security comparable to traditional employment. In an economy increasingly driven by freelance and gig work, this development helps level the playing field, potentially reducing the benefits gap that has been a major drawback of independent work. It empowers individuals to build sustainable businesses without sacrificing personal healthcare, retirement savings, or legal protections, contributing to a more resilient and equitable entrepreneurial ecosystem. Summary In a significant development for America's growing independent workforce, essentL PEO has officially expanded its full suite of professional employer organization services to solo entrepreneurs and single-employee businesses operating across all 50 states. This move, announced by the Reno-based firm, shatters the traditional barrier that linked comprehensive employee benefits to company size, offering freelancers, gig workers, and micro-business owners a practical path to corporate-grade benefits previously reserved for large employers. The company, which is licensed, bonded, and insured nationally, was established specifically to address the gap in affordable, structured benefits for the smallest businesses. Through its model, essentL PEO enables qualifying businesses—including those with just the owner as an employee—to enroll in a robust benefits package typically negotiated by Fortune 500 companies. This includes access to Cigna Network health plans, MetLife vision and dental coverage, 401k retirement plans, Employment Practices Liability Insurance (EPLI), workers compensation, and unemployment insurance. A key advantage is the access to large-group purchasing power and rates, which contrasts sharply with the higher individual or small-group market premiums these entrepreneurs usually face. The package also includes vital HR compliance support, alleviating a significant administrative burden for solo operators. The national scope of this offering is operationally crucial, as essentL PEO confirms its capacity to serve clients in every U.S. state, a capability not all PEO providers possess. This is particularly relevant for remote workers, cross-state entrepreneurs, and gig economy participants operating under a business entity. Founder Christopher Jackson emphasized that the firm was built to serve overlooked businesses, noting that a substantial portion of inquiries come from solo operators who assumed they didn't qualify for such coverage. For entrepreneurs who have been self-paying for insurance or going without due to cost, this model provides a structural alternative that doesn't require business growth as a precondition for accessing affordable corporate benefits determined by the PEO's group structure. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Solo Entrepreneurs Gain Access to Fortune 500-Level Benefits Nationwide.
HR.com Honors 2026 Hospitality Innovators in Workforce Management Key Takeaways (TLDR) Zimyo's AI-powered HRMS gives hospitality businesses a competitive edge by streamlining operations to boost efficiency, engagement, and retention in a dynamic industry. Zimyo's unified HRMS uses AI to automate hiring, scheduling, payroll, and compliance, reducing manual work and providing real-time insights for workforce management. These awards highlight how HR innovations in hospitality create more resilient, people-first workplaces by empowering employees through better support, engagement, and care. HR.com's 2026 awards spotlight Zimyo's AI HRMS and Al Forsan's empathetic team, showcasing tech and leadership redefining hospitality workforce management. Why it Matters This news highlights critical advancements in addressing the hospitality industry's persistent challenges with high employee turnover, operational inefficiencies, and the need for exceptional guest service. By recognizing solutions like Zimyo's AI-driven HRMS and Al Forsan Holding's people-centric strategies, it signals a shift toward technology and empathy-driven management that can reduce costs, improve staff morale, and enhance customer experiences. For businesses, adopting such innovations could lead to stronger retention, compliance, and profitability, while employees may benefit from better support and career development. Ultimately, these trends matter because they help build more sustainable and resilient hospitality workplaces, which are vital to global tourism and service economies. Summary HR.com has announced the winners of its prestigious 2026 HR in Hospitality Awards, celebrating groundbreaking innovation in workforce management technology and exceptional leadership within the hospitality sector. The awards spotlight organizations that are transforming how hotels, restaurants, and other service-oriented businesses hire, support, and develop their teams to achieve superior guest experiences and operational success. The ceremony recognized two standout categories: Zimyo received the Best HR Solution for Hospitality Business Award for its AI-powered Human Resource Management System (HRMS), which streamlines critical functions like hiring, scheduling, payroll, and compliance for dynamic, high-volume workforces. Meanwhile, Al Forsan Holding's HR team earned the Best Hospitality HR Team award for its people-first approach, combining strategic initiatives in wellness support, innovative onboarding, and a culture of care to boost employee engagement and retention. Debbie McGrath, CEO of HR.com, emphasized that "hospitality is built on people," praising the award winners for setting new standards in workforce empowerment and resilience. The recognition underscores a broader industry shift toward leveraging technology and empathetic leadership to address longstanding challenges in employee turnover and operational efficiency. For those interested in exploring all the honorees, further details are available by visiting the official HR.com Awards page. This platform, part of the largest network of HR professionals, serves over 2 million members with resources like industry studies, webcasts, and certification programs, helping to advance careers and optimize job performance across the globe. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Honors 2026 Hospitality Innovators in Workforce Management.
Peapack Capital Promotes Roz Ostler to Lead $1B Asset Management Key Takeaways (TLDR) Peapack Capital's promotion of Roz Ostler to head its $1 billion equipment portfolio signals strategic strengthening for competitive advantage in equipment finance. Roz Ostler will oversee asset management operations including equipment analysis, appraisals, and inventory control for Peapack Capital's growing equipment leasing subsidiary. Roz Ostler's leadership at Peapack Capital and her nonprofit work with Little Falls Cares demonstrate commitment to both financial stewardship and community welfare. Roz Ostler brings 20 years of equipment leasing experience and holds both CLFP certification and Senior Appraiser accreditation to her new Peapack Capital role. Why it Matters This promotion signals Peapack-Gladstone Financial's strategic investment in its equipment finance division, a sector crucial for business growth and capital investment. For clients and investors, it highlights enhanced oversight and expertise in managing a billion-dollar portfolio, potentially leading to more robust financial products and services. In the broader finance industry, such moves often reflect confidence in market stability and growth opportunities, influencing lending practices and economic activity. Roz Ostler's dual role in corporate leadership and community nonprofit work also exemplifies a trend toward socially responsible banking, which can bolster corporate reputation and stakeholder trust. Summary Peapack-Gladstone Financial Corporation (NASDAQ: PGC) and its subsidiary Peapack Private Bank & Trust have announced a significant leadership promotion within their equipment finance division. Roz Ostler has been elevated to Senior Vice President and Head of Asset Management at Peapack Capital, the company's equipment finance and leasing arm. In this crucial role, she will oversee the entire Asset Management Group (AMG), ensuring disciplined equipment management practices, robust internal controls, and comprehensive reporting for a portfolio valued at over $1 billion. Her responsibilities encompass equipment analysis, evaluations, appraisals, asset sales, and inventory management, positioning her as a key player in managing and growing this substantial financial asset. Ms. Ostler brings two decades of specialized finance experience to her new position, having previously worked at Signature Financial and beginning her equipment leasing career at KeyCorp Leasing. She also held roles at Crestmark Equipment Finance, a division of Pathward. Beyond her professional credentials, which include being an accredited Senior Appraiser with the American Society of Appraisers and holding the CLFP® designation, she is deeply involved in community service. Roz is the co-founder and Treasurer of Little Falls Cares, a nonprofit dedicated to humane support for feral and stray cats through trap-neuter-release (TNR) services, showcasing a commitment to both corporate and social responsibility. The parent company, Peapack-Gladstone Financial Corporation, is a substantial New Jersey bank holding company with $7.5 billion in total assets and $13.1 billion in assets under management. Its subsidiary, Peapack Private Bank & Trust, founded in 1921, emphasizes a client-centric approach with services spanning wealth management, investment banking, and commercial banking. This promotion underscores the company's strategic focus on strengthening its equipment finance operations, a critical component of its broader financial services. For more details, you can view the original release on www.newmediawire.com, which provides further context on this corporate development. This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Peapack Capital Promotes Roz Ostler to Lead $1B Asset Management.
AI Transforms Entry-Level Jobs, Creating New Career Pathways Key Takeaways (TLDR) AI transforms entry-level jobs into opportunities for faster skill development, giving early-career professionals a competitive edge in evolving workplaces. AI integrates into entry-level roles by automating basic tasks, allowing companies to redesign workflows and focus human efforts on higher-value activities. AI preserves entry-level jobs while enhancing them, creating more meaningful work that contributes to long-term career growth and societal stability. Contrary to fears, AI is not eliminating entry-level jobs but reshaping them into more dynamic and skill-building roles for newcomers. Why it Matters This news matters because it directly addresses one of the most pressing concerns in today's rapidly evolving job market: the fear that automation will displace human workers, particularly those at the start of their careers. Understanding that AI is augmenting rather than eliminating entry-level roles provides crucial reassurance for students, recent graduates, and career-changers who might otherwise avoid certain fields. For employers, this insight highlights the importance of redesigning training programs and job structures to leverage AI as a tool for employee development rather than replacement. On a broader economic level, successful adaptation to this shift could mitigate potential unemployment crises and ensure a smoother transition into an AI-enhanced workforce, ultimately fostering greater innovation and productivity across industries. Summary Contrary to widespread fears that artificial intelligence would eliminate entry-level positions, new insights from HR leaders reveal that AI is actually transforming these roles rather than replacing them. This evolution presents both exciting opportunities and significant challenges for the workforce, particularly for those just beginning their careers. Companies that successfully navigate this balance can accelerate employee growth while cultivating essential long-term skills, as demonstrated by innovative firms like AI Maverick Intel Inc. (OTC: AIMV), which are pioneering approaches to maximize value from AI integration. The news release, distributed through TechMediaWire (TMW), highlights how AI is causing entry-level roles to evolve, not vanish, with HR professionals emphasizing that these positions are being reshaped to incorporate more strategic and analytical components. TMW, part of the Dynamic Brand Portfolio at IBN, serves as a specialized communications platform for technology companies, offering comprehensive distribution services including wire solutions, editorial syndication to 5,000+ outlets, press release enhancement, and social media distribution to millions of followers. This infrastructure ensures that critical insights about AI's impact on employment reach a broad audience of investors, influencers, and the general public. By leveraging its extensive network and seasoned team of journalists, TechMediaWire helps companies like those featured in this release gain unparalleled recognition and brand awareness. The platform's ability to cut through information overload makes it an essential resource for understanding how AI is transforming not replacing entry-level jobs, a message that resonates across industries concerned with workforce development and technological adaptation. This news story relied on content distributed by InvestorBrandNetwork (IBN). Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is AI Transforms Entry-Level Jobs, Creating New Career Pathways.
Metavesco Launches Epic Labor AI to Tackle Data Center Workforce Crisis Key Takeaways (TLDR) Metavesco's Epic Labor AI division offers a strategic advantage by recruiting skilled tradespeople for high-demand AI data center construction, addressing the critical labor shortage in this booming market. Epic Labor AI uses AI-powered tools to source and match electricians, HVAC specialists, and GPU technicians for data center projects, operating on a recruiting and placement fee model. This initiative helps build the infrastructure needed for AI advancement while creating well-paying jobs and supporting skilled tradespeople, contributing to technological progress and economic opportunity. A single hyperscale data center can require up to 100 electricians simultaneously, highlighting the massive scale of workforce needed for the AI infrastructure buildout. Why it Matters This development addresses a fundamental bottleneck in the AI revolution's infrastructure. The massive data center construction boom, driven by hyperscale companies investing hundreds of billions, is being constrained not by capital or technology but by a severe shortage of skilled labor. Without sufficient electricians, HVAC specialists, and GPU technicians, the physical foundation for AI computing cannot be built, potentially slowing AI adoption and innovation across industries. For workers, this represents unprecedented opportunity in high-paying technical trades, with data center construction workers earning 32% more than standard commercial builds. For businesses and consumers, efficient resolution of this labor crisis ensures continued AI advancement and reliable digital infrastructure that supports everything from cloud services to emerging technologies. Summary Metavesco Inc. (OTC: MVCO) has launched Epic Labor AI, a specialized recruiting division of its subsidiary Epic Labor, Inc., to address the critical labor shortage in AI data center construction. The new division will focus exclusively on recruiting skilled tradespeople and technical personnel for the nationwide buildout of data centers needed to support artificial intelligence computing demands. According to industry data, the United States faces a massive workforce gap, needing approximately 300,000 new electricians over the next decade while 200,000 current electricians are expected to retire, with demand for HVAC engineers surging 67% since late 2022. Epic Labor AI will recruit across two key categories: construction trades including electricians, HVAC specialists, pipefitters, and welders, and technical personnel such as GPU deployment technicians, fiber optic technicians, and data center operations specialists. The launch comes amid what industry leaders describe as the largest infrastructure buildout in modern history, with hyperscale technology companies committing hundreds of billions to new data center construction. CEO Ryan Schadel emphasized that "the AI revolution requires a massive physical foundation, and right now America does not have enough skilled workers to build it." The division will leverage AI-powered recruiting tools for candidate sourcing and matching, operating on a recruiting and placement fee model distinct from Epic Labor's traditional temporary staffing operations. Electrical work alone accounts for 45% to 70% of total data center construction costs, with single hyperscale facilities requiring 50-100 electricians simultaneously and peak construction crews exceeding 1,500 workers across all trades. Epic Labor AI represents an extension of Metavesco's AI-native operating model and will initially target high-concentration markets including Northern Virginia, Texas, Iowa, Ohio, and Georgia. The division expects to generate revenue through direct-hire placement fees and contract-to-hire arrangements with general contractors, data center developers, hyperscale operators, and subcontractors. This strategic move positions Metavesco to capitalize on what Schadel calls "the most acute labor shortage in the market today," combining over 50 years of trades placement experience with modern AI tools to bridge the critical workforce gap in AI infrastructure development. For more information about the company, visit metavesco.com, and investors can find additional details on otcmarkets.com. This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Metavesco Launches Epic Labor AI to Tackle Data Center Workforce Crisis.
One Dynamics: Singapore's Trusted Team Building Partner Delivers Customized Results Key Takeaways (TLDR) One Dynamics offers tailored team building that gives companies a strategic advantage by improving workplace trust and communication for measurable performance gains. One Dynamics designs custom programs through initial consultations, activity sequencing based on team profiles, and debriefs that connect experiences to real workplace behaviors. One Dynamics creates inclusive team experiences that build psychological safety and meaningful connections among diverse colleagues, fostering better workplaces and stronger communities. One Dynamics transforms indoor spaces with creative challenges and role-play scenarios that make team building unexpectedly engaging and educational for all participants. Why it Matters Effective team building directly impacts organizational performance, employee retention, and workplace culture—critical factors in Singapore's competitive business environment. When teams communicate better and trust each other more, companies see reduced turnover, improved collaboration on projects, and enhanced problem-solving capabilities. One Dynamics' approach addresses the real challenge many organizations face: team activities that feel disconnected from actual work dynamics. Their focus on translating experiences back to the workplace means companies aren't just paying for a fun day but investing in measurable behavioral changes that affect daily operations, project outcomes, and ultimately the bottom line. In an era where remote work and diverse teams present new collaboration challenges, strategic team building becomes essential for maintaining cohesion and productivity. Summary One Dynamics has solidified its reputation as a top team building company Singapore businesses consistently trust, distinguishing itself through three core commitments: responding with urgency, designing highly tailored programs, and ensuring meaningful workplace translation of experiences. Unlike generic competitors, the company begins each engagement with genuine conversations to understand specific group dynamics and organizational goals, creating customized indoor team building programs and staff bonding activities that resonate across diverse industries like finance, technology, and healthcare. Their approach emphasizes team-centric learning where facilitators create conditions for groups to discover their own strengths and patterns, with debrief sessions connecting activity observations to real workplace behaviors. The company's operational excellence manifests in prompt responses that signal professionalism and investment in client relationships, a factor many organizations cite as decisive in choosing One Dynamics. Their indoor team building program options have earned particular recognition for working effectively in Singapore's climate and logistical realities, featuring creative collaboration challenges, strategic thinking exercises, and immersive role-play formats that build genuine trust among colleagues. These staff bonding activities are designed to be inclusive across generations and working styles, with facilitators trained to read room energy and make real-time adjustments. What sets One Dynamics apart is their philosophy of treating team building as a strategic investment rather than routine obligation, focusing on measurable improvements in trust, communication, and psychological safety. They maintain ongoing client relationships that adapt to evolving team needs, supporting organizations from concept through post-event follow-up while reducing planning burdens. Their accumulated experience across Singapore's diverse business landscape means facilitators arrive with contextual awareness to handle whatever dynamics a group brings, making them the preferred partner for organizations serious about building stronger, more effective teams. Learn more about their approach at https://onedteambuilding.com/. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is One Dynamics: Singapore's Trusted Team Building Partner Delivers Customized Results.
Axiom HRS Appoints Jonathan Prime to Lead HCM Implementation Strategy Key Takeaways (TLDR) Axiom HRS appoints Jonathan Prime as Director of Implementation to enhance scalable HCM solutions, giving clients a competitive edge through optimized processes and data-driven decisions. Jonathan Prime will oversee the full HCM implementation lifecycle at Axiom HRS, refining internal processes and building scalable frameworks for accurate, compliant system setups. Axiom HRS's appointment of Jonathan Prime reinforces its people-first mission, empowering workplaces through simplified HR and seamless onboarding experiences for better employee journeys. Jonathan Prime brings extensive HCM experience from payroll specialist to UKG manager, now leading Axiom HRS's implementation team to transform workforce data into actionable insights. Why it Matters This appointment matters because effective HCM implementation directly impacts organizational efficiency, compliance, and employee experience. In today's competitive business environment, companies face increasing complexity in workforce management, regulatory requirements, and data-driven decision making. A skilled implementation leader like Prime can mean the difference between a smooth transition that enhances productivity and a problematic rollout that disrupts operations. For businesses using or considering UKG technology, this signals stronger support and expertise availability. The focus on scalable frameworks and data-driven foundations addresses critical needs for growing organizations that must adapt to changing workforce dynamics while maintaining compliance and operational excellence. Summary Axiom Human Resource Solutions (Axiom HRS), a premier all-in-one HR partner specializing in hire-to-retire solutions, has made a strategic leadership appointment that signals its commitment to enhancing client implementation experiences. The company has announced Jonathan Prime as its new Director of Implementation, a key role where he will oversee the delivery of scalable, high-quality Human Capital Management (HCM) solutions. Prime's mission is to drive excellence across the full implementation lifecycle, ensuring clients receive accurate, compliant, and efficient system setups from the very beginning. His leadership focuses on developing high-performing teams and refining internal processes to create stable, data-driven foundations that support future scalability for organizations navigating complex workforce transitions. Prime brings substantial depth of experience to Axiom HRS, having held pivotal leadership roles on both the direct and reseller sides of the HCM industry. His professional journey spans positions as Payroll Implementation Specialist, HCM Project Manager, Payroll Implementation Team Lead, and UKG Operations Manager, giving him thorough understanding of the operational challenges organizations face daily. Axiom HRS utilizes UKG's trusted technology to support businesses at every growth stage, and Prime's addition reinforces the company's dedication to providing hands-on support and seamless onboarding. The company's mission is to simplify HR and payroll while empowering people-first workplaces, and Prime's expertise in audit-driven process optimization and cross-functional collaboration is expected to elevate client experiences significantly. By integrating Prime's in-depth knowledge of UKG operations with Axiom's high-touch service model, the firm continues to distinguish itself as an HR partner that places people above processes. His analytical mindset and unwavering commitment to continuous improvement are precisely what the organization needs to build scalable frameworks for sustained long-term growth. Prime's leadership is expected to play a significant role in helping Axiom HRS clients transform workforce data into actionable business decisions through real-time dashboards and advanced reporting capabilities. As a comprehensive HR and payroll partner committed to supporting the people who make businesses thrive, Axiom HRS combines expert guidance with top-rated UKG technology to help organizations build cultures of engagement and strong foundations for lasting success. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Axiom HRS Appoints Jonathan Prime to Lead HCM Implementation Strategy.
HR Leaders Unite to Revolutionize Performance Management with AI and Data Key Takeaways (TLDR) HR.com's advisory board offers HR leaders a strategic edge by leveraging AI and expert insights to optimize employee performance and drive superior organizational results. The HR Research Institute's advisory board will guide systematic research on performance management using AI, data analysis, and streamlined processes to enhance organizational outcomes. This initiative fosters employee growth and development through modern performance strategies, creating better workplaces and contributing to more effective, people-centered organizations. Explore how industry leaders from SAP, UN Women, and other organizations are reshaping performance management at HR.com's free virtual event on July 29, 2026. Why it Matters This news is significant because it addresses the critical need for modernized performance management in today's fast-paced work environments. As organizations grapple with evolving employee expectations and technological advancements, traditional performance reviews often fall short in driving engagement and productivity. The advisory board's focus on AI, data analytics, and behavioral insights offers practical solutions to enhance decision-making, personalize employee development, and align individual goals with organizational outcomes. For HR professionals and business leaders, this initiative provides access to cutting-edge research and expert guidance, enabling them to implement strategies that boost performance, reduce turnover, and foster a culture of accountability. Ultimately, it impacts employees by creating more transparent, fair, and growth-oriented workplaces, where performance management becomes a tool for empowerment rather than just evaluation, leading to higher job satisfaction and better overall business success. Summary The HR Research Institute has launched the 2026 Managing and Leading Performance Advisory Board, assembling top industry leaders, HR practitioners, and performance management experts to steer research and events aimed at enhancing employee, team, and organizational performance. This initiative, announced from Jacksons Point, Ontario, on April 9, 2026, responds to the growing organizational focus on performance outcomes. The board will provide guidance on modernizing performance management and leadership practices, incorporating advanced technologies like AI and data analytics, and fostering the behaviors and mindsets essential for high performance. Key players include Debbie McGrath, CEO of HR.com, who emphasized that performance management is fundamental to organizational success, and board members such as Lauren Bidwell from SAP SuccessFactors, Catarina Edlund from UN Women, and Edie Goldberg of E.L. Goldberg & Associates, among others. As part of this effort, HR.com is hosting the Future of Managing and Leading Performance 2026 Virtual Event on July 29, 2026, which offers free registration for participants. This event builds on previous research, including the HR.com's Future of Managing and Leading Performance 2025 report, available for download alongside other resources at hr.com/researchinstitute. The advisory board's formation underscores the HR Research Institute's role as a leading source for HR insights, serving over 2 million professionals with evidence-based research to inform strategic decisions. The institute encourages HR professionals to engage further by joining the HR research influencer panel, participating in surveys, and accessing a wealth of free reports and infographics to maximize their impact in the field. The initiative highlights the evolving landscape of performance management, where traditional processes are being reimagined through technology and data-driven approaches. By leveraging AI and streamlined methods, organizations can optimize performance reviews, support employee development, and achieve better business results. The advisory board's diverse expertise, spanning sectors from corporate to non-profit, ensures a comprehensive perspective on driving high performance. This news matters as it reflects a proactive shift in HR practices, equipping leaders with the tools and knowledge to navigate modern workforce challenges and foster a culture of continuous improvement and growth. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR Leaders Unite to Revolutionize Performance Management with AI and Data.
HR.com Honors 2026 Employee Experience Award Winners for Workplace Innovation Key Takeaways (TLDR) Semos Cloud's award-winning platform gives organizations a strategic advantage by reducing turnover and increasing engagement through AI-powered HR integration. Semos Cloud's platform integrates Total Rewards, Communications, and Talent Development with systems like SAP and Workday to systematically improve engagement and manager effectiveness. These award-winning initiatives create better workplaces by fostering trust, growth, and loyalty, helping employees thrive and contributing to near-zero voluntary turnover. HR.com's 2026 awards highlight Kimberly Cole's innovative programs and Semos Cloud's AI platform, showcasing cutting-edge approaches to employee experience and retention. Why it Matters This news matters because it highlights a significant shift in how organizations approach human resources, moving beyond traditional administrative functions to focus on strategic employee experience. In today's competitive job market, where talent retention and engagement are critical for business success, the award-winning technologies and leadership strategies showcased here offer practical solutions. For companies, adopting such innovations can lead to reduced turnover, higher productivity, and a stronger employer brand, directly impacting bottom lines. For employees, it means better support, growth opportunities, and more fulfilling work environments, which can enhance overall job satisfaction and career development. This recognition by HR.com, a leading authority in the field, validates these approaches and encourages wider adoption, potentially shaping industry standards and influencing how workplaces evolve to meet modern workforce demands. Summary HR.com has unveiled the winners of its prestigious 2026 Employee Experience Awards, spotlighting the technologies and leaders who are transforming workplaces by prioritizing the employee journey. The awards ceremony recognized two major categories: the Best Employee Experience Platform Award, which went to Semos Cloud for its People and Culture Intelligence Platform, and the Most Engaging Employee Experience Award, awarded to Kimberly Cole, EVP of Human Capital at 9th Way Insignia. These honorees represent the cutting edge of human resources innovation, demonstrating how strategic focus on employee well-being and development can yield significant organizational benefits. Semos Cloud's winning platform integrates Total Rewards, Employee Communications, and Talent Development into a single, AI-powered solution. It seamlessly connects with major HR systems like SAP SuccessFactors, Workday, and Oracle Cloud HCM, enabling companies to boost engagement, reduce turnover, and enhance manager effectiveness. This technology positions HR as a key strategic partner in driving culture and performance. Meanwhile, Kimberly Cole has redefined leadership through initiatives such as the CyberSmart professional development program and a comprehensive 360-degree performance review system. Her approach, which includes values-based recognition and high-touch onboarding, has fostered trust and loyalty, contributing to near-zero voluntary turnover and setting a new benchmark for HR excellence. Debbie McGrath, CEO of HR.com, emphasized that employee experience is now a critical driver of organizational success, with this year's winners combining innovation, technology, and human-centered strategies to create thriving workplaces. For those interested in exploring all the award winners and learning more about these advancements, the full list is available at the HR.com Awards page. HR.com, as the largest network of HR professionals with over 2 million members, continues to support career development and compliance through extensive resources like industry studies, webcasts, and certification programs, reinforcing its role in maximizing potential across the HR community. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is HR.com Honors 2026 Employee Experience Award Winners for Workplace Innovation.
Armadillo Transforms Home Warranties into Remote Work Benefits Key Takeaways (TLDR) Armadillo offers employers a competitive edge by providing remote workers with home warranty benefits that boost productivity and attract talent. Armadillo's home warranty program works through a vetted network of technicians, allowing employees to file claims quickly and track repairs in real-time. Armadillo's employee benefits make remote work more sustainable by reducing stress and improving work-life balance for distributed teams. Armadillo transforms home warranties from real estate add-ons to innovative workplace benefits for the remote work era. Why it Matters This development matters because it addresses a fundamental shift in how work gets done in the post-pandemic economy. As remote and hybrid work arrangements become permanent fixtures rather than temporary solutions, employers must rethink how they support employees working outside traditional office environments. Home warranty benefits directly impact productivity by eliminating hours lost to managing home repairs during work hours, while also reducing stress and financial uncertainty for remote workers. The innovation represents how workplace benefits must evolve to match changing work patterns, potentially setting a new standard for how companies support distributed teams. For the home warranty industry, this distribution model could significantly expand market penetration beyond the traditional real estate-focused approach, making home protection more accessible to millions of workers who now spend significant time working from home. Summary The rise of remote work has created a significant gap in employer support systems, transforming home maintenance issues from building manager responsibilities into employee burdens. Matan Slagter, CEO and co-founder of Armadillo, identified this emerging challenge early and developed an innovative solution through the company's employee benefits channel. By offering home warranty coverage as a workplace benefit, Armadillo provides remote workers with fast, reliable solutions for home system failures that would otherwise disrupt their productivity during the workday. Armadillo launched its employee benefits program strategically after the pandemic normalized remote work, capitalizing on employers' growing need to support distributed teams with creative benefits packages. The company's flexible approach allows employees to use either Armadillo's vetted network of local technicians or their own trusted contractors, with claims processed through a transparent, real-time tracking system. This distribution strategy represents a significant departure from traditional home warranty models that primarily focus on real estate transactions, creating a more stable revenue stream while addressing the industry's challenge of low consumer awareness. The employee benefits channel introduces home warranty coverage to households that might never encounter it through conventional real estate channels, with only four to five percent of American homeowners currently holding such protection. For employers managing remote teams, Armadillo's offering represents a practical investment in the actual work environments where their employees operate daily. As the boundaries between home and office continue to blur, home warranty coverage is finding new relevance as an essential workplace benefit that directly supports productivity and employee wellbeing in the remote work era. This news story relied on content distributed by Keycrew.co. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Armadillo Transforms Home Warranties into Remote Work Benefits.
AI Widens Skills Gap in Investment Banking, Forcing Talent Strategy Shift Key Takeaways (TLDR) AI integration in investment banking creates a competitive edge by automating tasks, allowing firms like B. Riley Financial to focus human talent on strategic analysis and client relationships. Investment banks must systematically balance AI adoption with human resource development, addressing the skills gap by retraining junior bankers for higher-value analytical and client-facing roles. By automating routine tasks, AI frees bankers to focus on complex problem-solving and ethical decision-making, potentially creating more meaningful and impactful financial services for society. AI is reshaping investment banking so dramatically that junior bankers now need entirely new skill sets, transforming traditional career paths in the finance industry. Why it Matters This news matters because it highlights a critical workforce transformation at the heart of the global financial system. For junior bankers and students entering finance, it signals a urgent need to develop new, complementary skills like AI oversight, strategic thinking, and complex client management, as routine analytical tasks become automated. For the industry and its clients, the successful management of this transition will determine the stability and quality of financial services. A poorly managed shift could lead to a talent shortage in critical roles, potentially affecting market analysis, deal-making, and risk management. Conversely, banks that successfully bridge this gap will likely gain a competitive edge through a more agile and strategically focused workforce. Summary Artificial intelligence is rapidly transforming investment banking, creating both significant opportunities and pressing challenges. One of the most critical issues emerging from this technological shift is the growing skills gap among junior bankers. As AI systems take over many traditional analytical and data-processing tasks, these early-career professionals face the risk of their foundational skills becoming obsolete. This development forces a major strategic question for financial institutions: how to balance the powerful efficiency gains of AI with the need to cultivate and retain essential human talent. Specific companies like B. Riley Financial Inc. (NASDAQ: RILY) are cited as examples of entities that must now develop their own unique formula for this integration. The news originates from BillionDollarClub (BDC), a specialized communications platform that is part of the broader Dynamic Brand Portfolio managed by IBN (InvestorBrandNetwork). BDC provides services such as access to wire solutions via InvestorWire, article and editorial syndication to over 5,000 outlets, enhanced press release distribution, and extensive social media reach. The platform positions itself as a critical conduit for companies seeking to cut through information overload and achieve significant brand awareness with investors and the public. For those wanting to explore this topic further, the article encourages readers to Read More>> for deeper insights into how AI is reshaping career paths in high finance. The core message is clear: the future of investment banking hinges not just on adopting AI, but on strategically managing the human capital alongside it, ensuring that the workforce evolves in tandem with the technology. This represents a fundamental recalibration for an industry built on human analysis and relationships. This news story relied on content distributed by InvestorBrandNetwork (IBN). Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is AI Widens Skills Gap in Investment Banking, Forcing Talent Strategy Shift.
Metavesco Reassesses Epic Labor Growth Amid AI Shift After 37% Revenue Jump Key Takeaways (TLDR) Metavesco's Epic Labor subsidiary achieved 37.2% revenue growth in Q1 2026, demonstrating strong performance while management strategically reviews AI-driven models for accelerated expansion. Metavesco is reassessing its 2025 branch expansion roadmap for Epic Labor after an AI staffing pilot revealed which operational components could be automated for efficiency. By exploring AI-powered staffing models, Metavesco aims to create more accessible and responsive labor solutions that could improve job matching and business operations. Metavesco's AI staffing pilot used machine learning to source and manage labor in real-time, offering a glimpse into future automated workforce solutions. Why it Matters This news matters because it highlights a pivotal moment in the staffing industry, where traditional expansion models are being challenged by AI-driven innovations. For businesses relying on staffing services, the shift toward AI-native operating models could lead to faster, more efficient labor sourcing and management, potentially reducing costs and improving service reliability. For investors and industry observers, Metavesco's strategic review signals a broader trend of companies adapting to technological disruptions, emphasizing the need to balance proven business fundamentals with emerging opportunities. The reassessment reflects how AI is transforming operational strategies across sectors, making it relevant for anyone interested in the future of work, corporate growth, and technological integration in traditional industries. Summary Metavesco, Inc., a diversified holding company trading as OTC: MVCO, announced significant first-quarter 2026 results for its staffing subsidiary Epic Labor, Inc., which generated $419,111 in revenue—a robust 37.2% increase from the $305,488 reported in the same period of 2025. This growth underscores the strength of Epic Labor's core business model, which provides fast, reliable, on-demand labor across sectors like construction, warehousing, hospitality, manufacturing, and event staffing, backed by a 2-Hour Guarantee. However, the company is now reassessing its ambitious 2025 expansion roadmap, which targeted 98 branches and $125-$135 million in run-rate revenue by 2029, due to a rapidly changing operating environment influenced by artificial intelligence (AI) advancements. CEO Ryan Schadel emphasized that while Epic Labor's fundamentals are strong, AI is fundamentally reshaping the staffing industry and every sector. This reassessment is informed by Metavesco's experience with an AI-powered virtual staffing pilot in Gainesville, Georgia, announced in June 2025, which leveraged machine-learning algorithms and generative AI to source, screen, dispatch, and manage labor in real time without traditional office overhead. Although the pilot did not scale to full deployment due to projected start-up costs, it provided valuable insights into which components of the staffing model are viable for AI-driven execution. These learnings, combined with the company's work on Vesco Ventures (its Zero Human Company initiative) and I.R.A. (an AI-powered Investor Relations Agent and flagship product of the OTCfi ecosystem), have sharpened management's view of where AI can create durable operational leverage within Epic Labor's business model. Metavesco is conducting a full strategic review of its entire portfolio to determine whether the highest-velocity path to value lies in traditional branch expansion or AI-native operating models that could unlock faster, larger growth. Schadel stated that the company is not interested in managing businesses that don't align with its future direction, emphasizing opportunities for exponential growth. The review will identify areas to double down on, find partners or buyers for, or move on from, with additional details expected as developments unfold. For more information, visit metavesco.com or check filings on otcmarkets.com, as the press release includes forward-looking statements about financing plans, trends, and growth strategies, cautioning investors about risks and uncertainties beyond the company's control. This news story relied on content distributed by NewMediaWire. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Metavesco Reassesses Epic Labor Growth Amid AI Shift After 37% Revenue Jump.
Peacock Hill Acquires IMA Worldwide, Reshaping Change Management Key Takeaways (TLDR) Peacock Hill Consulting's acquisition of IMA Worldwide provides organizations with a competitive edge through faster, more precise change execution using the proven AIM methodology. The acquisition integrates IMA Worldwide's structured AIM methodology with Peacock Hill Consulting's consulting capabilities to create a comprehensive framework for managing organizational change. This merger enhances change management by focusing on employee adoption and alignment, making transformations more sustainable and improving workplace experiences during transitions. Two change management leaders combined forces in 2024, creating a powerhouse that helps organizations navigate digital transformation and AI implementation with proven methodologies. Why it Matters This acquisition matters because it addresses a critical business challenge: the high failure rate of organizational transformations. Studies show that 70% of change initiatives fail, often due to poor execution and employee resistance. By combining IMA Worldwide's proven AIM methodology with Peacock Hill's consulting scale, this merger provides organizations with a more integrated approach to manage the human side of change—ensuring digital transformations, mergers, or restructuring efforts actually deliver promised results. For employees, this means better support during transitions; for leaders, it offers a framework to build alignment and drive adoption; and for businesses, it increases the likelihood that costly transformation investments yield sustainable improvements rather than becoming another statistic of failed change. Summary In a strategic move reshaping the organizational change management landscape, Peacock Hill Consulting completed its acquisition of IMA Worldwide in 2024, uniting two established leaders in transformation services. This merger combines Peacock Hill Consulting's broader consulting experience with IMA Worldwide's renowned AIM (Accelerating Implementation Methodology) approach, creating a powerhouse equipped to help businesses execute complex change with precision, speed, and lasting impact. The acquisition was driven by a shared commitment to results-focused solutions at a time when companies face increasing pressure from digital transformation, AI implementation, and market disruption. Key players include Ann Marvin, a leader at Peacock Hill Consulting, who expressed enthusiasm for integrating the strengths of both organizations to serve clients globally. The combined entity now offers comprehensive, scalable solutions that address the critical gap between strategic planning and successful implementation—a common failure point in transformation initiatives. For existing clients, this means continuity of the trusted, people-centered AIM methodology alongside expanded resources and capabilities for larger, more complex projects, ensuring change initiatives move beyond planning to become embedded in daily operations. The timing reflects broader industry shifts where demand for change management expertise is surging, as companies recognize that successful transformation depends on effective people adoption. By merging specialized methodological depth with enterprise-scale resources, Peacock Hill Consulting creates a differentiated offering that serves mid-sized to large organizations navigating multi-year transformations. Looking ahead, the firm plans to build on this foundation by investing in solutions that support organizational agility and sustained performance improvement, positioning itself as a critical partner for businesses executing change with confidence. Readers can learn more on https://imaworldwide.com/. This news story relied on content distributed by Press Services. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is Peacock Hill Acquires IMA Worldwide, Reshaping Change Management.
AI Tops HR Priorities for First Time in 2026 Survey Key Takeaways (TLDR) HR.com's 2026 survey shows AI is now the top HR priority, offering organizations a competitive edge through automation and data-driven workforce productivity scaling. The HR.com survey reveals AI moved from #22 in 2023 to #1 in 2026, indicating a shift from experimental phases to full-scale implementation across HR functions. AI's rise in HR priorities signals a transformation toward more strategic human-technology integration, potentially creating better work environments and more meaningful employee experiences. AI jumped from 22nd to 1st place in HR priorities in just three years, showing how quickly technology is reshaping workplace management strategies. Why it Matters This survey marks a pivotal moment in workplace evolution, signaling that AI is no longer an experimental technology but a core operational reality that will fundamentally reshape how work gets done. For employees, this means their jobs will increasingly involve collaboration with AI systems, requiring new skills and adaptation to AI-augmented workflows. For organizations, successful AI implementation will determine competitive advantage, productivity gains, and employee satisfaction. The shift also creates urgent needs for ethical AI frameworks, retraining programs, and new management approaches for hybrid human-AI teams. As AI becomes embedded in HR functions from recruitment to performance management, it will affect hiring practices, career development paths, and workplace culture across industries. Summary HR.com, the largest online community of HR professionals, has released its 2026 Hot Topics Survey, revealing a landmark shift in human resources priorities. For the first time, Artificial Intelligence (AI) has emerged as the top concern for HR organizations, cited by 36% of respondents as a critical issue for the coming year. This represents a dramatic rise from previous years, moving from #22 in 2023 to #9 in 2024, #3 in 2025, and now the #1 position in 2026. According to Debbie McGrath, CEO of HR.com, "HR can no longer afford to backburner the issue of AI" as it affects virtually every HR function and will transform how white-collar work is performed throughout organizations. The survey shows that the "experimental" phase of AI is over, with HR departments now focused on full-scale implementation, automating administrative tasks, and making data-driven decisions. Leadership Development, which held the top spot in 2025, has moved to #2 position at 27%, while Performance Management has seen a significant jump to #3 (26%), indicating growing dissatisfaction with legacy review systems and a move toward real-time feedback loops using new AI technologies. Employee Retention has stabilized at #5 (24%), suggesting a return to a more stable labor market compared to the "Great Resignation" era of 2022 when it peaked at 63%. The data suggests HR professionals are increasingly becoming "Human-Technology Integration Specialists" alongside their traditional roles. Legal and compliance issues rose to #6 (22%), likely driven by new regulations surrounding AI ethics, data privacy, and changing labor laws. To help navigate these shifts, HR.com's Research Institute will produce a series of State of the Industry research reports and virtual events throughout 2026, specifically targeting AI implementation, next-gen performance management, and modern leadership strategies. HR professionals can access these resources through the HR Research Institute and participate in surveys as part of the HR research influencer panel to share insights and earn rewards. This news story relied on content distributed by Newsworthy.ai. Blockchain Registration, Verification & Enhancement provided by NewsRamp™. The source URL for this press release is AI Tops HR Priorities for First Time in 2026 Survey.