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Talent Acquisition

The New Reality of Total Talent Management

Contingent WorkforceDirect SourcingSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

Before you begin to scream, give me a few minutes here. I promise it’s worth it.

There are several phrases that send our industry into huffy-puffy overdrive and cause undue stress. However, no concept, idea, phrase, or whatever draws more scrutiny and frustration than “total talent management.”

Way back in 2012 (which seems like forever ago), I co-authored the industry’s very first paper on total talent management. Back then, with wide eyes and a dreamy attitude, I concluded that “total talent management should not just be a pipe dream for enterprises, but rather an accepted future state that will eventually become the foundation of all recruitment and talent acquisition strategies.”

Yeah, that “eventually” in there…let’s ignore it for a second.

Back then, the extended workforce comprised, on average, 25% of the average company’s total talent pool. Back then, solutions like RPO, MSP, VMS, etc. weren’t evolving or innovating as quickly as they are today. And, back then, we weren’t awash in new and exciting talent acquisition strategies (like skills-based hiring) that are representative of the changing times of a post-pandemic labor market.

So, flash-forward to 2025.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

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.

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The NPS Fallacy and Why We Need To Continue to Embrace the MSP and VMS Models

Contingent WorkforceTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

The past five years have brought unprecedented change to the greater world of work. The COVID-19 pandemic forced businesses across the globe to reevaluated business operations in the face of critical change. Too, the ramifications of the virus itself on human lives (both physical and emotional) sparked people to reimagine how they approached the very concept of “life.”

The unimagine toll of the pandemic was, of course, heartbreaking. Talk to anyone who lost someone from COVID, or, speak to someone who is still suffering from the devastating effects of long COVID. Don’t ever forget how unemployment sparked to 15% in those early, scary months.

I’ve often said (many times on the Future of Work Exchange Podcast) that it’s incredibly difficult to find a “silver lining” amongst the destruction. However, what occurred in the direct wake of the pandemic and throughout the years that followed was a new sense of “thinking” that cascaded from reevaluating business processes into questioning just exactly how we got work done.

So, we head into 2025 with a sharp sense of wonder unlike any other year before. We are free to question anything and everything, free to desire innovation, and, of course, free to pursue the change that we need to experience in order to evolve.

The world of work and talent has long been buoyed by several key solutions, particularly MSP and VMS, that have anchored many of the world’s foremost extended workforce and talent acquisition programs. Now, you may be wondering: “Chris, what the hell is going on? What do MSP and VMS have to do with “change” and “desire” and “evolution” and the pandemic and such?”

Good question. It has become commonplace to push back on ordinary conventions both in our personal and professional lives. We are free to question and ask “Why?” in the face of continued change in business operations, daily life, etc.

I’ve spent nearly 20 years in the extended workforce, HR tech, and talent technology industries. I’ve seen monumental change, I’ve seen transformation first-hand, and I’ve experienced the so-called “evolution” that we all like to believe occurs as technology and innovation continue to expand.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

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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Future of Work 2025: Predictions for the Year Ahead (Part III)

Contingent WorkforceDirect SourcingSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

2024 was another watershed year for the world of work and talent…and 2025 promises to be another transformational period in business history. Ardent Partners and the Future of Work Exchange are excited to unveil a series of predictions over the next few weeks from industry thought leaders.

“In 2025, mid-market companies will increasingly rely on their external workforce to achieve their objectives. This will be the catalyst for staffing’s rebound, with these organizations embracing technology to automate and streamline their processes. For these mid-market companies, speed-to-value is paramount, driving them toward comprehensive technology solutions that offer modern, user-friendly interfaces, and simplified implementation.”

– David Barthel, SVP, Global Sales, Beeline

“We’re going to see a demand increase in skilled labor in the early part of 2025. Industries like manufacturing, LI, and similar verticals are going to peak shortly (some have already have due to seasonal attributes). For IT, engineering, and professional skills, we may not see demand increase until the dust settles on a new presidential administration…possibly in Q3 2025.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

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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Five Things You Must Know About the Future of Work (Revisited)

Business LeadershipGeneral InsightsTalentTalent AcquisitionUncategorized by John Yuva on

As we reach the end of 2024, now is a good time to look back at the Five Things You Must Know About the Future of Work.  The Future of Work Exchange (FOWX) and Ardent Partners hosted this complimentary webinar, The Five Things You MUST KNOW About the Future of Work, discussing the critical capabilities that enterprises can unlock to truly optimize the way they address talent acquisition, extended workforce management, and, most importantly, work optimization. What follows revisits the five critical FOW areas.

#1 The Evolution of Talent and the Future of Work

When it comes to the Future of Work, one of the first things to know is the evolution of talent and talent acquisition. And this idea of the “evolution of talent” can be ambiguous. Talent is always evolving and has been for a long time. The way that businesses perceive their talent is also evolving. And, the way that those businesses get connected to talent, and vice versa, continues to evolve. It’s also being innovated through technology and new strategies and new programs.

The fact is nearly half of our workforce today is comprised of extended workers or contingent workers. We have aspects like direct sourcing and digital staffing that are making it much easier for businesses to find the talent they need to get work done to address those mission-critical projects and fill the appropriate roles. FOWX and Ardent research has been focused historically on the extended workforce and contingent workforce, but we’re talking about all types of talent.

Thus, talent acquisition as a function and as a series of processes has also progressed. We need to consider aspects like the candidate experience, and the way that our culture and our brand attract new talent into our organization. Many business leaders think of the Future of Work as being centered around technology, revolving around the idea that technology drives the Future of Work. And we  wouldn’t necessarily disagree with that; technology is a critical piece. And for some aspects and attributes of the Future of Work, technology and innovation are the nexus of those areas.

Technology is a Future of Work Centerpiece

Talent and the growth of the extended workforce represent the first leg of the stool with such things as skills and candidate experience, but also digital staffing, direct sourcing, online talent marketplaces, and core workforce management solutions (such as MSPs and VMS platforms) These technologies are helping us to redefine the way we think about work. We’re living in a world where even though we don’t want to hear the word “pandemic” anymore, the pandemic really did shape what we think about the Future of Work.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

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

Future of Work 2025: Predictions for the Year Ahead (Part II)

Contingent WorkforceDirect SourcingSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

2024 was another watershed year for the world of work and talent…and 2025 promises to be another transformational period in business history. Ardent Partners and the Future of Work Exchange are excited to unveil a series of predictions over the next few weeks from industry thought leaders.

“2025 is a year of growth and transition.  We will see a seamless integration of technology and human potential as the workforce continues to evolve with the advances in AI.”

– Janette Marx, CEO, Airswift 

“Gone are the days of operationally-led MSPs; in 2025, there will be even more of an expectation of “self-service” from enterprises. MSPs will not survive without next-generation technology that can enable self-serve, omni-channel talent acquisition and talent management approaches. This will be critical as skills-based hiring becomes more of a focus for business leaders in 2025. There will be a need for the convergence of self-service functionality, Best-in-Class platforming, and modernized talent community/talent-pooling development.”

– Tammy Browning, SVP and President, KellyOCG

“Clients will start demanding the highest levels of service.  They are looking for partners who are in the service business that happens to be technology-enabled.  Companies with exemplary service offerings will win!”

– Denise Stalker, SVP, Managed Services, TalentProcure

“I believe in 2025 we are going to see the rapid development of AI coupled with more concrete regulation. I think we can all agree that AI is going to be pivotal in the human capital space and that the hesitancy around adoption because of the unknown will continue to diminish as we understand more about how AI works. I look forward to exploring AI in the extended workforce and will also be interested to see how regulations will come to follow. 

Often times with uncertainty we see a rise in extended workforce utilization, but what that looks like I predict will be different than previous years. While, yes, there will likely be an increase in your traditional staff augmentation there will also be increased utilization of outsourced organizations through services procurement as well as increased utilization of talent platforms. This will create challenges in getting a full read of your extended workforce unless you make a conscious effort to consolidate your workforce data into one system.”

– Taylor Ramchandani, VP of Strategy, VectorVMS

“2024 was the year of resilience, and in 2025, the U.S. staffing industry is expected to continue its transformation, driven by technological advancements, changing workforce expectations, and macroeconomic factors. Temporary staffing will likely see a rise in demand due to ongoing flexibility in employment patterns across sectors such as healthcare, IT, and logistics. The healthcare sector, in particular, may experience significant growth, spurred by aging demographics and an ongoing demand for skilled healthcare professionals. Similarly, the IT sector will likely fuel demand for temporary talent to address project-based needs in emerging technologies like AI, cloud computing, and cybersecurity.

Permanent placement and direct-hire services are expected to grow with the rise of hybrid and remote work models, employers may focus on sourcing highly-skilled, geographically-diverse talent. Additionally, executive search is projected to grow as companies prioritize leadership with expertise in navigating digital transformation and sustainability challenges. 

One area where we can continue to experience significant growth is the Gig Economy and freelance staffing platforms, using AI-driven platforms to connect employers with niche talent pools, particularly in creative, IT, and technical roles. These trends suggest staffing organizations will thrive if they’re increasingly specialized, technology-driven, and aligned with the needs of a flexible, skills-oriented workforce.”

– Greg Iannuzzi, Director of Client Solutions, Ceipal

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Future of Work 2025: Predictions for the Year Ahead (Part I)

Business LeadershipContingent WorkforceSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

2024 was another watershed year for the world of work and talent…and 2025 promises to be another transformational period in business history. Ardent Partners and the Future of Work Exchange are excited to unveil a series of predictions over the next few weeks from industry thought leaders.

“The workplace and talent landscape are rapidly evolving, driven by relentless innovation, particularly through advancements in artificial intelligence within the talent technology ecosystem. Enterprises are increasingly integrating AI-powered capabilities into their talent engagement and acquisition processes, enabling skills-based hiring, and transforming recruitment and workforce management. This evolution not only streamlines operations but also empowers individuals by creating more dynamic and engaging opportunities, aligning roles with skills, and enabling personalized career pathways. In 2025, AI is set to become the pervasive force propelling the Future of Work.”

– Lori Hock, CEO, Opptly

“After a couple of years of uncertainty and, as a result, declines in contingent labor spend at many companies; 2025 will be a year of growth. This will be driven by new features and services, including AI that is practical, ethical, and compelling.”

– Brian Hoffmeyer, SVP of Market Strategies, Beeline

“Companies that have upgraded their tech stack in the last 3-to-5 years will surge ahead in 2025, leaving behind those that haven’t.”

– Brad Talwar, CEO, TalentBurst

“As a parent to a college sophomore, I’m excited about how the workforce is evolving to offer GenZ a different lifestyle.  Gone are the days of staying with one company for PTO accruals (me and my love of travel), employers will continue to be challenged to find creative ways to retain talent and remember to focus on the new generation’s passion, not ours.”

– Tracey Klein, Fractional Leader, Advisor, and Collaborator, Klein Consulting

“Individual contributors that are fatigued by all the artificial intelligence changes will resist the demands from company ownership to become more comfortable using these ever-growing set of tools. This will lead to a reduced overall corporate employee base and an increase in entrepreneurship.

Value in the physical world will take more center stage. Clinical and light industrial optimization will take more focus. These areas that have historically lagged the traditional commercial side in terms of data-driven decisions will enjoy a renaissance when it comes to data optimization.”

– Chris Radvansky, Owner, Rad Consultants

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Let’s Set the Record Straight on Direct Sourcing

Direct SourcingTalent Acquisition by Christopher J. Dwyer on

As you may know, the Future of Work Exchange moved to a subscription format a short time ago. Ordinarily, this article would only be accessible to FOWX subscribers. However, today’s article on direct sourcing will be available to all until midnight on December 16. Given the rampant discussion on direct sourcing and its outlook, direction, etc., the FOWX felt that this piece should be accessible to all readers for a short period. Enjoy!

For nearly 20 years, I’ve seen talent trends, shifts, and “fads” come and go. There is no industry that invites divisiveness like the world of talent and work. Making contingent workforce management less tactical and more strategic was once seen as crazy, yet today the extended workforce comprises 49.8% of the average company’s total talent, and, businesses regularly rely on this top-tier labor to get work done.

Total talent management deserves a major mention, as it still (yes…still) drives executives absolutely nutty on completely opposite sides of the spectrum: it’s either the wave of the future, or, it’s a pipe dream mired in conjecture and theory. (My take: there’s incredible value in elements of total talent management, particularly total talent intelligence. The ability to make snap worker decisions based on information and data on your total talent resources is the real benefit of any total talent management strategy/program.)

Direct sourcing has reached a similar level of conjecture, and, rightfully so: since the waning days of pre-pandemic times, “direct sourcing and talent pools” have routinely been a top-three workforce strategy, according to Ardent Partners and Future of Work Exchange research. Furthermore, during the pandemic, direct sourcing emerged as a viable, flexible strategy for businesses that 1) wanted to scale up or down based on rollercoaster-like market conditions, 2) keep those laid off during the worst of the pandemic engaged with the organization and cultivated within an easily-recruitable talent community, 3) wanted to maintain their brand (and keep it front-and-center) in front of potential candidates, 4) support burgeoning skills-based hiring efforts, and, 5) desired to centralize their total talent resources and available skills.

There is no question today regarding the value of direct sourcing; we all realize what it can do, what it can generate, etc. The real quandary (and it’s a painful one, given the discourse on social channels liked LinkedIn) is this: how does direct sourcing actually work?

There are several schools of thought here. The simplest explanation is that an enterprise can leverage its own talent acquisition and contingent workforce teams to create an internal “recruitment agency” that blends branded job portals, curation (internally-led or outsourced), and marketing-fueled engagement with VMS or ATS technology (for sourcing and management) and EOR (for payrolling and compliance) for workforce management. Add in some level of automation to place current contractors, contingent workers, retirees, alumni, silver medalists, etc. into talent pools, and, boom, a direct sourcing program is born.

This very non-intricate approach thrives on simplicity: engage candidates, curate them, and provide internal TA and recruitment teams with access to these workers. The past several years has seen a shift, however, in how direct sourcing is approached. Deeper automation, specific functionality offered by direct sourcing platforms, a sharper focus on skills-based hiring, more attention on the marketing/brand aspects, and the power of artificial intelligence are all transforming what direct sourcing truly means today in 2024.

Here’s where some of the scuttlebutt meanders and gets us to a point of “theory vs. reality” within the direct sourcing discussion. Do businesses really need point direct sourcing platforms? Is there a real role for AI? Is there even a true DEFINITION for direct sourcing? Where does VMS fit in? Is it true that direct sourcing technology is just next-gen ATS? And, finally, does direct sourcing have a place within the contemporary extended workforce program?

Let’s tackle these one-by-one, because that’s just how we do things here at FOWX.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

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

The FOWX Fifteen: AMS.

Direct SourcingSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

The FOWX Fifteen is an exclusive series at the Future of Work Exchange that highlights the industry’s innovative and disruptive platforms, solutions, and offerings that are driving the Future of Work movement. These providers are actively pushing talent technology innovation and ushering in a new, digital era of workforce management, staffing, and talent acquisition.

The Background

The talent technology industry is awash in innovation. Whether it’s AI-fueled functionality, next-generation managed services, or progressive workforce management capabilities, there is no better or more ideal time to be a talent acquisition, HR, or extended workforce leader than right now.

A talent-centric, candidate-oriented world of work means that enterprises require a level of elegance, automation, and efficiency to effectively maximize new and exciting hiring strategies. Progressive concepts such as direct sourcing, digital recruitment, skills-based hiring, and Best-in-Class talent technology stacks are all elements that now fuel the Future of Work movement.

Enter AMS.

Why They Were Selected

AMS was purpose-built for the Future of Work, with an impressive arsenal of talent acquisition and workforce management services, all buoyed by the powerful AMS One platform. AMS One comprehensively streamlines workforce (traditional and extended) management through integrated digital capabilities, seamlessly enabling comprehensive recruiting, hiring, engagement, and operational (scheduling, workforce planning, payment processing, and reconciliation) functions within a unified suite of functionality.

Furthermore, AMS stands as a robust service provider that impeccably blends MSP, RPO, talent acquisition, and direct sourcing solutions together in an sophisticated, cohesive manner. The company’s Best-in-Class recruitment-driven offerings are anchored in global talent expertise and an innovative service delivery model that prioritizes forward-thinking talent strategies and approaches. And, with progressive solutions like the gamechanger AMS Omnis, AMS continues to thrive in an evolving world of work.

In Their Own Words

“AMS is honored to be named a global leader by Ardent Partners and the Future of Work Exchange, reflecting our unique ability to drive transformative talent acquisition outcomes. As a trusted partner to some of the world’s most well-known organizations worldwide, we deliver comprehensive talent solutions—across MSP, RPO, direct sourcing, talent advisory, and digital solutions—all powered by cutting-edge technology and a relentless focus on innovation.

Today’s talent landscape is rapidly evolving, with a growing need for agile external workforce strategies. Our capabilities enable TA and HR leaders to adapt swiftly to this shift, helping companies leverage their brand to attract, engage, and retain critical talent on a global scale. Our award-winning solutions, like AMS One, combine deep domain expertise, data-driven insights, and advanced AI to optimize strategic talent initiatives. This accolade reinforces AMS’s commitment to empowering organizations to build high-performing teams and unlock new value through the external workforce. As the Future of Work unfolds, we’re here to ensure our clients stay ahead embracing change.” –Christoph Niebel, Chief Client Officer and President, Americas

The Outlook

AMS is positioned as a Future of Work-driven, talent-oriented, and innovation-heavy workforce solutions stalwart, seamlessly transforming talent acquisition through total talent intelligence and digitized hiring optimization. By converging advanced AI-powered functionality with agile direct sourcing and recruitment methodologies, AMS will continue to empower organizations to navigate the complex talent ecosystem with unprecedented, strategic precision.

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The FOWX Fifteen: Opptly

Direct SourcingSolution ProvidersTalent AcquisitionTechnology and Innovation by Christopher J. Dwyer on

The FOWX Fifteen is an exclusive series at the Future of Work Exchange that highlights the industry’s innovative and disruptive platforms, solutions, and offerings that are driving the Future of Work movement. These providers are actively pushing talent technology innovation and ushering in a new, digital era of workforce management, staffing, and talent acquisition.

The Background

Quick…name the most electrifying word in today’s business landscape. I’ll give you 10 seconds. Wait, you didn’t even need 10 seconds, did you?

“Artificial intelligence” rolls off your tongue faster than a machine learning algorithm processes data..and for good reason: AI has become the cornerstone of innovation, seamlessly weaving through enterprise ecosystems – from the intricate networks of IT and analytics to the strategic realms of finance and talent acquisition.

Recent groundbreaking research from Ardent Partners and Future of Work Exchange reveals a transformative landscape: an overwhelming 82% of businesses entered 2024 with a strategic mandate to amplify their artificial intelligence capabilities. Even more revealing? Among HR and talent acquisition leaders, that number skyrockets to nearly 95% – a clear signal of a profound technological revolution.

This isn’t just about technological adoption, though; it’s about a fundamental reimagination of talent strategy. AI represents more than a tool – it’s a strategic accelerant that empowers talent leaders to transcend traditional boundaries. By harnessing next-generation analytics, organizations can now dynamically map, find, and engage talent, while simultaneously building robust, forward-looking skills taxonomies that don’t just predict the Future of Work – they actively shape it.

Enter Opptly.

Why They Were Selected

Opptly’s core offerings revolve around progressive functionality within direct sourcing, candidate engagement, skills-based hiring, and skills taxonomy development. However, the platform is so much more than the sum of these attributes, as the solution is a true “people technology” that is actively blazing a path forward within the Future of Work movement.

The proprietary and future-leaning artificial intelligence-driven technology within the Opptly platform represents the veritable future of AI in talent acquisition. Opptly’s advanced AI offerings seamlessly match the best talent with mission-critical opportunities by analyzing deep professional insights, skills, expertise, and project requirements in real-time, all while factoring in progressive candidate elements such as culture, economics, etc.

Through sophisticated machine learning algorithms and NLP-augmented functionality, Opptly optimizes the entire talent lifecycle – from sourcing and vetting to engagement and project success – delivering unparalleled efficiency and precision in the direct sourcing, talent acquisition, and workforce management ecosystems.

In Their Own Words

“Opptly is proud to be included amongst other Best-in-Class platforms and solutions in the talent technology arena. This accolade is a testament to our unwavering commitment to truly unbiased artificial intelligence that can revolutionize the ways businesses find, engage, and manage their total talent. Opptly represents the future of hiring – where cutting-edge technology meets human potential, creating a seamless, intelligent, and equitable dynamic that transforms how organizations and talent connect, collaborate, and succeed.” – Lori Hock, CEO of Opptly

The Outlook

Simply put, Opptly is a pure technological representation of the Future of Work movement: next-generation functionality, AI-fueled talent innovation, and cutting-edge, skills-based hiring offerings that are actively revolutionizing the ways businesses address how work is done. As artificial intelligence continues to dominate talent acquisition strategies, Opptly and its progressive AI sophistication will continue to help enterprises dynamically adapt to modern workforce trends, seamlessly match top-tier talent with critical opportunities, transform their talent strategies, and provide an intelligent and infinitely scalable competitive advantage.

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Digital Credentials Provide Talent Visibility, Skill Recognition

Business LeadershipContingent WorkforceDirect SourcingGeneral InsightsHRTalent AcquisitionTechnology and Innovation by John Yuva on

As people’s careers progress, they establish a professional profile comprised of a resume, portfolio, performance reviews, letters of recommendation, degrees, certifications, memberships, and other career achievements. Often, these paper-based items are dispersed and sometimes forgotten over time. However, they are all critical pieces of employees’ professional identities that make them unique in the workforce. Even more important, they represent their skills and competencies to potential or current employers.

What is the answer? Enter the world of digital credentials.

A Digitized, Verifiable Professional Profile

At the foundational level, candidates convert their professional profiles into digitized and verifiable credentials that enterprises access quickly and securely when recruiting or promoting staff. In today’s aggressive labor market, having digital credentials is a competitive differentiator in the workforce. It separates a candidate’s application from random submissions, thus streamlining the selection process and generating cost savings for the hiring enterprise through greater efficiencies.

The rest of this article is available by subscription only.

Introducing a New Subscription Model

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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