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Talent Experts on FOWX — Trends and Strategies in 2024

Our “Talent Expert Series” on FOWX features podcast excerpts of today’s Future of Work thought leaders who appear on The Future of Work Exchange Podcast. The series continues with an excerpt from Season 7, Episode 14 featuring Jen Torney, Global Vice President of Client Experience and Partnerships for Talent Solution TAPFIN, and Brian Hoffmeyer, SVP of Market Strategies for Beeline, as they discuss talent trends and strategies for 2024.

Click to listen to the full interview. Note that this excerpt has been edited for readability.

Chris Dwyer: Jen and Brian, thank you so much for joining me today. Before we jump into 2024, what surprised you most about 2023?

Brian Hoffmeyer: Good question. It means you think we’ve been doing this for so long that nothing surprises us anymore. One interesting thing is that Beeline is pushing heavily into what we call the mid-market, which are smaller companies with under a billion in corporate revenue. What’s been surprising and educational are the needs of mid-market companies and how similar they are to larger enterprises we’ve worked with around contingent labor. The mid-market is using more contingent labor and looking to balance cost, quality, and how long it takes to find people. So, there are similarities there. Equally interesting is how the mid-market is looking for this very turnkey, fast-to-deploy, nimble solution. That’s been very educational for everyone.

Jen Torney: Those are great points, Brian. Two things surprised me most. The first was a disappointment. With the legislation we saw in 2023 around affirmative action and the pace of change around diversity, the attention toward it is evolving. Thankfully, there are a lot of champions in the industry making sure there’s still a focus on diversity.

The second was the chaos of the economy and the impact on our clients’ workforces. There were layoffs, then rehiring, then layoffs. It’s never been that unpredictable. It was a lot of change, which shouldn’t be all that surprising with the last couple of years we’ve had. But the unpredictability that happened was interesting.

CD: As we move through 2024, what are your biggest predictions for the year?

BH: We’re going to see real total talent management start to happen and I’m excited about that. I also believe we’re going to see an AI correction if you will, where companies are realizing that the providers they’re relying on are not using AI in the right way and exposing them to risk. And because areas like large language models (LLMs) are growing so quickly in a variety of industries, we can expect some form of regulation put around them. This is already occurring in the EU.

JT: I couldn’t agree more on the AI aspect. There’s a sort of false understanding of what providers are even doing with AI. There’s a lot of hyperbole. In terms of predictions, I’m going to throw my hat in the ring and say there won’t be a recession … but maybe a slow recovery. I may very well be wrong. It might still be a tricky year. I do think there’s going to be more mergers and acquisitions activity. We’re already seeing some acquisitions. In this type of economy, with the 2023 books closed, there will be more acquisitions in the market.  

CD: I have dual questions here. Where do both technology and services go in 2024? We’ll begin with Jen and managed services.   

JT: I’ll be so bold as to say some of the work we’ve been doing with our partners, Beeline specifically, will begin to converge and intertwine with what we do with our core technology partners. Some of the direction that MSPs are going is becoming more outcome-based focused and less processing management. We have so much expertise to lend and truly believe that organizations are seeking advisory direction and support — particularly on supply and procurement strategy. In addition to recommending a supplier, it’s more about how you are buying and understanding the right strategy to engage and achieve the most value for what you’re trying to drive toward. That’s going to be a big but slow shift.

BH: We’ve started this evolution of who Beeline is because of the new things we have rolling out. We have products that are available to serve parts of the market we have never had before. That will continue. It’s part of what we want to be, which is offering great experiences and products for every persona involved in contingent labor. We’re already doing that with Beeline Professional, our solution for the mid-market, as well as some of the work we’re doing with suppliers that I’m incredibly excited about.      

CD: We’ve talked about what surprised us and some 2024 predictions. Let’s close with what each of you would to see most in 2024 — not what you expect to happen — but what you would most like to see.

JT: I have two. The first is I’d like to see Beeline top its 80s party from the CWS Summit. Very much looking forward to that. My real honest answer, and not to sound beauty pageantry, is I’d love to see more world peace. 2023 was a volatile year concerning civil unrest. There’s nothing more I’d like to see than some of that quiet down. I know that’s probably not realistic to see it completely resolved, but that’s my utopian answer.

BH: Challenge accepted for the Beeline party. My answer was going to be similar. The word I’d use is normalcy. We had two-and-a-half years of the pandemic. And 2023 with economic uncertainty, the war in Ukraine for the last few years, and what’s going on in Gaza. We’re now in a year of a political presidential election cycle that’s going to be horrible, no matter what side you’re on. I would just like to see normalcy and civility. I’ve always loved the saying, “moderation in all things, including moderation.”

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Talent Experts on FOWX — Evolution of Staffing and Growth of Extended Workforce

Our “Talent Expert Series” on FOWX features podcast excerpts of today’s Future of Work thought leaders who appear on The Future of Work Exchange Podcast. The series kicks off with an excerpt from Season 7, Episode 12 featuring Kara Kaplan, CEO of High5, as she discusses a range of topics from the evolution of staffing to the growth in the extended enterprise to the next stage of direct sourcing.

Click to listen to the full interview. Note that this excerpt has been edited for readability.

Christopher Dwyer: Let’s begin with your general insights into the staffing industry, especially given your unique vantage point with High5. When you think of the evolution of staffing and the rise and continued growth of the extended workforce, where are we today?

Kara Kaplan: For starters, the evolution of staffing and the emergence of the extended workforce has ushered in this profound transformation that we’re seeing. It’s a fundamental shift in how companies view and engage with talent. The traditional employment model has been supplemented and, in some cases, supplanted by an extended workforce. Thus, you see many organizations today, if not most, embracing the extended workforce as an integral component of their talent strategy.

And when we look at the term “employee” in general, it’s really evolving with these new models. You have everything from full-time, part-time, contract, gig, remote, hybrid, shared and other terms emerging. Those organizations that rigidly stick to the traditional relationship are going to find themselves fighting an uphill battle. Conversely, enterprises that appreciate and use a mix of workforce models will ultimately be the ones that succeed and have access to more talent and better talent.

It’s more of an adaptation to the new global economy that we now live in and all the complexities and opportunities that are part and parcel of that global shift. At the end of the day, organizations need to embrace this evolution not as an option but more as a strategic imperative. The exciting thing is that organizations are starting to do that.

CD: There is definitely a talent revolution occurring and obviously companies like High 5 fit into that. However, how do you see companies like High5 and other digital staffing platforms fitting into this change in talent acquisition?

KK: Today’s talent revolution signifies a profound shift in how organizations acquire and engage talent. We’re seeing it become much more commoditized. Talent is more dynamic and diverse, as well as more digitally connected than ever before. With the rise of talent marketplaces and digital staffing solutions, they’ve been instrumental in reshaping talent acquisition strategies and truly enabling organizations to adapt and thrive in this global landscape.

At their core, talent marketplaces democratized new access to a global pool of talent. These platforms are empowering organizations to source talent with levels of speed and accuracy that were not possible just a short time ago. For example, in the recent past, when working with many staffing agencies, there was a significant amount of manual effort required in matching a worker with a shift — even if they had a robust ATS, it would only benefit them to a degree. However, today’s digital staffing solutions driven by artificial intelligence and automation have redefined the recruitment process and streamlined nearly everything from candidate sourcing to screening to onboarding and payrolling. It saves a vast amount of time and resources.

CD: In our industry when you think about digital staffing, what comes to mind is BMS, MSP, direct sourcing, total talent, workforce management technology, and artificial intelligence. AI has moved beyond hype and is generally accepted as table stakes in our industry. What are your views on AI and its impact?

KK: To your point, we can’t have this conversation without talking about generative AI and what it means. However, the idea that AI is table stakes for competitive differentiation may be overly simplistic. While AI can undoubtedly provide a significant edge, it’s not a cure-all as companies are seeing. Enterprises still have to remain focused on their core offerings and the human aspect of talent as well as customer relationships to build a sustainable competitive advantage. It’s certainly an exciting time for AI but also a scary one as well. AI is not going away and we’ll continue to hear frequently about the technology, but going forward we need to think about AI in the right way and in the smart way.

CD: Let’s pivot to direct sourcing which was gaining momentum even before the pandemic and is now another table-stakes strategy for businesses if they want to deepen their talent pool and scale their workforce. There’s so much more to direct sourcing than simply contingent recruitment process outsourcing (RPO). With that in mind, where do you see direct sourcing heading?

KK: So much has changed in just the year since I started High5. There’s no doubt that direct sourcing has emerged as a pivotal force in recruiting and is definitely here to stay. There are sessions at major conferences dedicated to direct sourcing with brands like Northern Trust, Toyota, and Meta espousing its benefits. When that starts to happen, the more prominence direct sourcing will have. Clearly, in terms of the future of direct sourcing, the benefits are there. However, its adoption will require an education process. Anytime an education process is involved, it’s going to slow things down, particularly from a sales cycle perspective, but that process plays a vital role in ensuring that organizations realize the efficacy of direct sourcing. To be successful means ensuring that best practices are being followed. When direct sourcing initiatives fail, it’s because they didn’t follow best practices. Again, I’m extremely bullish on the future of direct sourcing, but I do think it will take some time for that education to catch up.

CD: Before we wrap up, 2023 is quickly coming to an end. What do you see on the horizon in the year ahead?

KK: I wish I had a crystal ball. For us, 2024 is about strengthening our position in the market. Being known as the “tech first” company, we’re making heavy investments in our tech enablement, our marketplace, and our other platforms. We have a great deal of excitement around some of our recent tech acquisitions and the compelling value proposition that creates for us going forward.

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Future of Work 2024: Predictions for the Year Ahead (Part III)

The Future of Work Exchange continues its series on 2024 Future of Work predictions, courtesy of the industry’s brightest thought leaders and executives. The below insights are peeks into what the year ahead may bring for organizations across the globe regarding talent, technology, and work optimization. (Read Part I and Part II of our predictions series.)

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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How Opptly Is Reimagining AI in Talent Acquisition

In the greater world of talent and work, there is a convergence at hand. The growing focus on skills-based hiring is merging with business-led utilization of artificial intelligence to present a refreshing means of talent engagement and talent acquisition that promises to cut through the ever-raging “war for talent” that has been encompassing the corporate arena for years.

Ardent Partners and Future of Work Exchange research has found that nearly 75% of enterprises currently struggle with finding the best-aligned skillsets for open positions, an alarming statistic that proves that businesses will continue to grapple with a volatile labor market. The application of AI within the business stratosphere (especially over the past 18 months) has served as a veritable catalyst for recruiters, hiring managers, HR, and talent acquisition leaders to thrive in this environment.

Amidst the sweeping changes of the Future of Work movement, it’s evident that talent curation needs a profound shift. Traditional approaches no longer suffice in a world where versatility and adaptability reign supreme. As automation, innovation, and next-generation technology redefine talent acquisition, the “art” of talent curation has been reimagined; this transformation in talent curation is vital to foster a dynamic workforce capable of thriving in the ever-evolving workplace of the future.

Opptly, a proprietary AI platform company providing direct sourcing solutions as well as custom AI models and applications for both the contingent and full-time workforce to enhance talent-matching, and next-generation talent acquisition, recently announced the launch of its “Opptly.Curate” application, which promises to reshape how artificial intelligence and talent curation intersect.

“Opptly.Curate was designed and developed to further our mission to remove friction between talent and work by putting the power of our AI directly in the hands of the curator,” said Lori Hock, CEO of Opptly. “With Opptly.Curate, we have achieved our goal to deliver an intuitive user experience for curators to accelerate the most accurate talent matches.”

Opptly.Curate’s purpose-built and agile curator interface facilitates advanced interactions with the platform’s robust AI capabilities, providing curators with a streamlined, efficient solution for aligning talent with work opportunities.

The platform aids recruiters and other talent leaders with enhanced efficiency and precision, ensuring that every connection made between job seekers and job recommendations possibilities is not just seamless, but optimized for success based on numerous factors, from which curators can leverage into decision-making, most critically, the alignment between skills and expertise. Opptly.Curate’s commitment to facilitating such precise and efficient matches is a testament to its dedication in revolutionizing the talent curation landscape with its robust, skills-centered AI functionality.

Opptly.Curate offers supercharged functionality that enables the use of a success profile to interpret the contextual nature of the use of skills required, talent matching, search and refine capabilities and more.  Users can tailor job descriptions and search requirements, achieving direct and immediate results, enhancing the overall talent acquisition process. In a skills-based business environment, Opptly.Curate presents an idyllic platform that represents the future of hiring. With artificial intelligence as an agile backdrop, the solution enables enterprises with the ability to transform talent acquisition; the offering’s progressive, “skills DNA” analytical capabilities allow business leaders to configure next-level talent matches based on hundreds of variables.

Skills-based hiring has become a cornerstone of the Future of Work movement, along with the digital transformation inherent within the talent acquisition arena. Opptly’s commitment to the art of talent curation, along with a powerful array of AI-fueled functionality, represents a synergy of skills-based hiring, next-generation talent engagement, and Future of Work-era strategies.

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Upwork’s VMS Partnership Strategy and the Future of Digital Staffing

The realm of digital staffing has been quite robust over the past several years, with Ardent Partners and Future of Work Exchange research pegging the growth of these solutions (which includes talent marketplaces and freelancer networks) at 700% since 2017. And it’s easy to see why: businesses must leverage dynamic talent solutions (and sources!) to engage top-tier candidates in real-time to succeed and thrive in an increasingly competitive and frenetic global business environment.

The concept of “omni-channel talent acquisition” has become table stakes for businesses seeking to thrive in these uneven economic times that are compounded by fierce, global competition from enterprises across the world. No longer do traditional staffing strategies drive enough value for those organizations seeking top-tier talent; the very underlying attributes of omni-channel talent acquisition are threaded within a larger, more expansive approach towards talent engagement that traverses beyond archaic measures.

Platforms such as direct sourcing solutions, talent marketplaces, freelancer networks, and digital staffing outlets are the very foundation of omni-channel talent acquisition. However, leveraging these sources on top of everyday talent engagement methods is just one piece of a larger, more dynamic puzzle; in order for businesses to truly derive next-generation value from expanded talent sources, they require connections between both omni-channel sources and their core systems of record.

Work marketplace market leader Upwork, oft-considered the largest provider of digital staffing technology, recently announced two unique partnerships with major VMS players.

“We’re thrilled to have announced the first of many partnerships with leading VMS and MSPs, with the initial two being SAP Fieldglass and FlexTrack,” said Matt Ryan, Upwork’s VP of Enterprise Solutions. “The partnerships are truly strategic and offer significant advantages to our enterprise customers. Our integration with VMS ensures a highly efficient and effective hiring process and enables businesses to manage on-demand talent effortlessly within their existing workforce structures.”

The new collaborations with SAP Fieldglass and FlexTrack offer a holistic solution for seamlessly sourcing and hiring expert independent talent, and, by integrating Upwork’s global network of skilled professionals with these cutting-edge VMS platforms, enterprise customers can directly access a talent pool spanning over 10,000 skills in more than 180 countries. This integration centralizes workforce management, onboarding, and payments, simplifying processes within existing workflows. Furthermore, the VMS partnerships mitigate risks associated with hiring outside established procurement processes, providing comprehensive control and reducing redundant approvals and hiring workflows.

“Our customers and many leaders recognize the challenges and importance of navigating an intricate web of diverse tools and platforms. Our goal is to help them further engineer an agile, dynamic workforce strategy, providing an end-to-end solution to seamlessly integrate diverse talent, optimize operations, and stay ahead in today’s environment,” said Ryan.

The innovation behind Upwork’s partnerships (and integrations) with SAP Fieldglass and FlexTrack represent the veritable future of not just digital staffing, but talent acquisition, as well. As the extended workforce continues to grow in both size and prominence (Ardent Partners and Future of Work Exchange research peg the penetration of this labor at 49.5% of the overall workforce), enterprises will require real-time, dynamic tools to enhance the overall lifecycle of talent management.

Navigating the path to enterprise success has become increasingly intricate, and the imperative to grow the top and bottom lines while keeping pace on the competitive landscape remains as urgent as ever,” said Zoë Diamadi, Upwork’s general manager of Enterprise. “This is just the beginning of the partnerships and powerful integration capabilities we plan to introduce, and we remain dedicated to providing solutions that our customers and businesses need in navigating the ever-evolving landscape of work.”

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Future of Work 2024: Predictions For The Year Ahead (Part I)

It’s that time of year again when we leverage our insights and experiences from the year that was to effectively look forward to the months ahead. The Future of Work Exchange is excited to share a variety of commentary from thought leaders and executives from across the industry. Today is the first in a multi-part series that will run through the end of next week.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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FOWX Notes, December 1 Edition

News and happenings from around the greater world of work and talent:

  • Industrial staffing platform Employbridge hires Chris Campbell as its new Chief Product Officer. The trailblazing workforce solution, which is powered by leading digital staffing platform Bluecrew, hired the former Angi and Workhuman executive as its latest high-profile addition. Campbell will oversee the company’s continued growth and evolution. “The HCM platform ecosystem has traditionally been considered the exclusive realm of pure-play technology companies, and we’re on a quest to turn that notion on its head,” Campbell told the Future of Work Exchange. “With the acquisition and integration of Bluecrew, and a Best-in-Class software engineering and product management team working together to advance our purpose, we have a massive opportunity to not only unlock potential for every constituency that we serve but also to redefine the future of work in a way that works for everyone. What happens when you combine thirty years of deeply entrenched and locally-led expertise, national scale and influence, and a fully extensible SaaS platform that materially improves the lives of talent and clients? Let’s find out.”
  • Extended workforce platform Beeline announces its innovative “Beeline Supplier Network.” The new offering is a forward-thinking solution designed to enhance collaboration, efficiency, and visibility in managing contingent labor across organizations, and was developed to serve as a marketplace and resource hub, providing tools for suppliers to showcase their capabilities, promote differentiators, and access valuable business tools, ultimately facilitating easier consideration for inclusion in extended workforce programs. “I am incredibly excited about the recent launch of our Supplier Network,” said Brian Hoffmeyer, the company’s SVP of Market Strategies. “It is a direct reflection of Beeline’s extended workforce platform strategy and will help buyers and suppliers better connect and collaborate to find and engage top-tier, high-quality talent.”
  • Multifaceted workforce management solution Ceipal adds new Chief Marketing Officer, Andy Weiss, to its team. The total talent management platform, which blends ATS, CRM, VMS, and DE&I functionality under a seamless umbrella of offerings, recently added Weiss to its executive team. “I’m thrilled to bring Ceipal’s innovative staffing and recruiting technology to our valued clients and potential customers,” said Weiss. “Our mission from the start has been simplifying the work of recruiters, staffing experts, system integrators, and MSPs. Now, we’re taking it a step further. Our AI isn’t just an add-on; it’s embedded into daily workflows, making routine tasks better, faster, and smarter. Ceipal is growing fast. I can’t wait to see what we bring to the market next.”
  • ServiceNow and AWS announce a strategic partnership to integrate artificial intelligence (AI) capabilities into business applications. This collaboration aims to leverage AWS’s machine learning services to enhance ServiceNow’s platform, offering users advanced AI-driven functionalities for improved business processes.
  • Former Paychex CFO Efrain Rivera joins Magnit’s Board of Directors. With his extensive experience in finance and strategic leadership, Rivera is expected to contribute significantly to Magnit’s growth and development initiatives as the industry giant continues to innovate around its array of extended workforce solutions.
  • While jobless claims increased slightly by 7,000 to 218,000 last week, the overall number of individuals in the U.S. collecting unemployment benefits reached its highest level in two years. Totaling 1.93 million in the week ending Nov. 18, the stat is the highest it has been since late 2021. The rise in continuing unemployment claims may indicate challenges for those already unemployed in finding new work, signaling some softness in the otherwise resilient labor market amid slowing hiring and fewer job openings.
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A New Era of Innovation, Part VI: The The Future of Workforce Technology

Over the past several weeks, the Future of Work Exchange has showcased a series of articles dedicated to the latest wave of innovation in the realm of technology associated with the Future of Work movement. This special feature series shone a spotlight on trailblazing providers who are not only transforming the methods by which businesses discover, engage, acquire, and oversee talent but also on how they harness this talent to enhance their work processes.

With advancements in areas like direct talent acquisition, digital staffing, Vendor Management Systems (VMS), extended workforce management, total talent management, and Managed Service Provider (MSP)-led services, the field of workforce solutions has emerged as a revolutionary influence in the contemporary business landscape. Its nimbleness empowers companies to stay at the forefront of change, its adaptability aligns with the shifting nature of work, and its relentless pursuit of innovation consistently reshapes the terrain of talent acquisition and management.

As businesses continue to navigate the ever-evolving landscape of talent, the workforce solutions industry remains an essential catalyst for success, providing the essential tools and strategies necessary to thrive in an increasingly competitive environment. Today, we introduce four additional solutions that epitomize this new era of innovation.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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A New Era of Innovation, Part V: The Transformative Solutions Landscape

Over the summer, the Future of Work Exchange featured a series of articles focused on the “new era” of innovation happening within the technological landscape associated with the Future of Work movement. The exclusive feature series highlighted providers that are revolutionizing the many ways businesses not only find, engage, source, and manage talent, but also how that talent is leveraged to optimize how work is addressed and done.

Given the advancements in arenas such as direct sourcing, digital staffing, VMS, extended workforce management, total talent management, and MSP-led services, the workforce solutions arena stands out as a revolutionary force in today’s business world. Its agility allows companies to stay ahead of the curve, its flexibility adapts to the changing nature of work, and its pace of innovation continuously reshapes the landscape of talent acquisition and management.

As businesses continue to navigate an ever-evolving talent landscape, the workforce solutions industry remain a critical enabler of success, offering the tools and strategies needed to thrive in an increasingly competitive environment. Today, we feature four additional solutions that represent a new era of innovation.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

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DE&I and Balancing Business and Human Imperatives

The Future of Work movement would not be what it is without Diversity, Equity, and Inclusion (DE&I) playing a significant part in the paradigm. A decade ago, diversity was associated more with supplier initiatives focused on Minority- and Women-Owned Businesses. The term has evolved and expanded into DE&I where the human element is now the priority.

A recent Future of Work Exchange Podcast hosted by Christopher Dwyer, managing director for FOWX, featured Rocki Howard, chief equity and impact officer for The Mom Project, who discussed the role and impact of DE&I on the Future of Work movement.

The Mom Project is a digital talent and community platform serving 1.2 million users (the majority being moms as well as over 3,000 companies from small- to medium-sized businesses to Fortune 500).

This article recaps some of that discussion. Note that this excerpt has been edited for readability.

The rest of this article is available by subscription only.

Introducing a New Subscription Model from the Future of Work Exchange.

To continue providing valuable insights and resources on the future of work and extended workforce management, we’re transitioning our site to a paid subscription model. While some posts will remain free, subscribing will grant you exclusive access to in-depth analysis, market research, expert interviews, and actionable strategies that will help improve your business. Solution providers and practitioners are invited to join today and gain a competitive edge by tracking the industry’s important innovations, emerging trends, and best practices.

Click here to learn more.

read more
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