In this engaging podcast episode, our panel of experts (Connor, Derek Sanders * Michael Leacy) dive into the complex and evolving world of global talent management. As companies increasingly seek the flexibility and scalability offered by contingent workforces, the landscape of employment laws and regulations has grown more intricate. The discussion explores how businesses can balance compliance with innovation while navigating the challenges of managing talent across borders. With a special focus on emerging trends in global employment, this episode provides actionable strategies for HR, Procurement, Talent Acquisition, and Legal professionals aiming to future-proof their workforce strategies.

Key Takeaways:

1. Direct Sourcing Practices:
   • Leverages branding, ATS (Applicant Tracking System) access, and prioritization windows to build talent communities.
   • Scalable programs can lead to significant results, achieving up to 50% hires through direct sourcing in the initial years.
2. Total Talent Approach:
   • Direct sourcing bridges the gap between talent acquisition and contingent workforce programs.
   • Offers candidates flexibility to choose between contract work or full-time employment, enhancing both talent attraction and retention.
3. Future Trends in Direct Sourcing:
   • Companies are transitioning to second- and third-generation direct sourcing programs, incorporating independent contractors and leveraging AI.
   • AI is critical for repeatability, scalability, and data security while addressing privacy and assessment challenges.
4. Market Insights and Adoption:
   • Although only 11% of companies have fully implemented direct sourcing, 34% have partially adopted it, and 52% plan to expand in the next three years.
   • Direct sourcing is seen as a vital innovation, connecting companies directly with workers and nurturing talent pools.
5. Case Study Highlights:
   • A global legal services company adopted direct sourcing to scale contact center and corporate roles.
   • Collaborations involved curators, EOR services, and technology selection with seamless integration into their VMS (Vendor Management System), Beeline.
   • Achievements included building a talent community with over 73,000 candidates, 14 distinct talent pools, and a 34% hit ratio since implementation.
6. Key Success Factors:
   • Internal evaluations, stakeholder alignment, and data-driven decision-making were essential to building the business case.
   • Technology and curation integration ensured operational efficiency and scalability.

Chapters:

1. [00:00-05:00] Welcome and Introductions
   • Meet the host and panelists.
   • Overview of the podcast topic: global talent management and compliance challenges.
2. [05:01-15:00] The Rise of the Contingent Workforce
   • Why businesses are turning to contingent workers.
   • Key drivers: flexibility, cost-efficiency, and scalability.
3. [15:01-25:00] Understanding Employment Compliance Across Borders
   • The complexities of navigating international labor laws.
   • Real-world examples of compliance challenges.
4. [25:01-35:00] Emerging Trends in Global Employment
   • The rise of Employer of Record (EOR) solutions.
   • How technology is reshaping talent management.
5. [35:01-45:00] Practical Strategies for Success
   • Best practices for managing compliance and risk.
   • Insights into creating a resilient and agile workforce.
6. [45:01-50:00] Audience Q&A
   • Expert answers to audience questions on global talent management and compliance.
7. [50:01-End] Closing Remarks and Key Takeaways
   • Final thoughts from the panel.
   • Recap

In this conversation, Connor interviews Tim Masson, CEO of Raise, who shares his unique journey from software developer to leading a staffing company with a rich family legacy. Tim discusses the transformation of Raise through digital innovation and the importance of self-management in their organizational culture. He also highlights the significance of being a B Corp, emphasizing the company's commitment to social and environmental responsibility. In this conversation, Tim Masson discusses the intersection of purpose-driven business and profitability, the concept of direct sourcing in staffing, and the potential for disintermediation in the staffing industry. He explores the impact of artificial intelligence on jobs and emphasizes the importance of finding meaningful work in the future. Tim shares insights on change management and the evolving nature of work, encouraging individuals to embrace opportunities for growth and fulfillment.

Takeaways

• Tim Masson's journey to CEO was influenced by his family's legacy in the staffing industry.
• Raise has grown significantly under Tim's leadership, focusing on digital transformation.
• Raise aims to connect people with meaningful work, enhancing employee engagement.
• B Corp certification reflects Rays' commitment to social and environmental performance.
• Tim emphasizes the importance of a supportive CFO-CEO relationship for business success.
• Digital transformation in staffing is complex and requires strategic integration.
• Self-management at Raise empowers all employees to take initiative and make decisions.
• The culture at Raise attracts individuals who thrive in a decentralized decision-making environment.
• B Corp conferences foster a diverse community of purpose-driven companies. Purpose-driven businesses can make a positive impact while being profitable.
• Direct sourcing improves the candidate experience and reduces waste in staffing.
• The staffing industry is undergoing changes that may lead to disintermediation.
• AI has the potential to create new opportunities despite job losses.
• Change is happening at different paces across various sectors.
• Meaningful work is essential for personal fulfillment and productivity.
• The economy adapts to technological advancements over time.
• Life expectancy is increasing, leading to new considerations for work and retirement.
• Individuals should seek alignment between their skills, passions, and market needs.
• Hope lies in the ability to create meaningful work experiences for all.

Chapters

00:00 Introduction to Tim Masson and Raise

01:30 Tim's Journey to CEO: A Family Legacy

10:23 Raise: Transforming Staffing through Technology

14:03 The Teal Operating System: Self-Management at Raise

27:39 B Corp Certification: Purpose Beyond Profit

29:49 The Power of Purpose-Driven Business

31:29 Understanding Direct Sourcing

40:29 The Future of Staffing and Disintermediation

52:35 AI's Impact on Jobs and the Future of Work

01:00:09 Hope for Meaningful Work in the Future

You can connect with Tim here: https://www.linkedin.com/in/timmasson-raise/

In this conversation, Connor and Saleem Khaja discuss the evolution of WorkLama and the concept of direct sourcing in the talent acquisition space. Saleem shares insights into the five key components of direct sourcing, the role of technology in enhancing talent marketing, and the potential disruption of traditional staffing models. They also explore the challenges of transitioning to a SaaS-based commercial model for direct sourcing technology and the importance of aligning economic models with the value provided by these platforms. In this conversation, Connor and Saleem Khaja explore the evolving landscape of talent acquisition, emphasizing the importance of adapting commercial models to better suit the needs of a changing workforce. They discuss the emergence of multiple talent channels, the necessity of putting talent first in a competitive market, and the challenges of securing funding for tech companies. The role of artificial intelligence in enhancing talent management is also examined, alongside predictions for the future of work, where organizations will increasingly recognize talent as a strategic advantage.

Takeaways

• WorkLama is a leader in direct sourcing technology.
• Direct sourcing has evolved beyond simple job filling.
• Five key components of direct sourcing include talent marketing, curation, recruiting, tech platform, and EOR.
• Technology plays a crucial role in operationalizing direct sourcing.
• The current market is confused about direct sourcing definitions.
• Direct sourcing can disrupt traditional staffing models.
• A SaaS model for direct sourcing can provide better value.
• Companies are becoming more receptive to new procurement models.
• Direct sourcing allows companies to maintain control over their talent.
• The conversation around direct sourcing is evolving with data-driven insights. Organizations need to adapt their commercial models for talent acquisition.
• The fixed fee model is gaining traction in the industry.
• Younger professionals are disrupting traditional procurement methods.
• Multiple talent channels will coexist and complement each other.
• Talent experience during hiring impacts customer experience.
• Talent should be treated as a strategic asset.
• Skill-based hiring is becoming the norm.
• Funding for tech companies is cautious but available.
• AI can enhance efficiency but requires careful implementation.
• The future of work will focus on holistic talent management.

Chapters

00:00 Introduction and Overview of WorkLama

02:30 The Evolution of WorkLama and Direct Sourcing

06:07 Understanding Direct Sourcing and Its Components

12:26 The Role of Technology in Direct Sourcing

16:30 Disruption vs. Complementarity in the Talent Ecosystem

22:02 Commercial Models for Direct Sourcing Technology

31:27 Evolving Commercial Models in Talent Acquisition

34:54 The Future of Talent Channels

39:50 Putting Talent First in a Scarce Market

44:55 Navigating the Funding Landscape for Tech Companies

48:55 The Role of AI in Talent Management

56:00 Predictions for the Future of Work

You can connect with Saleem here: https://www.linkedin.com/in/saleemkhaja/

You can visit the Workllama website here: https://workllama.com/

Summary

In this engaging conversation, Connor and Ivana Cvejic, co-founder of Renhead, discuss her journey from a recruiter to leading a workforce solutions platform. They explore the challenges of being an underdog in a market dominated by larger players, the importance of integrity in startup culture, and the unique hurdles faced by female founders. Ivana shares insights on the balance of failure in business and the need for authentic relationships in vendor management. The discussion also touches on the polarization in society and the importance of having nuanced conversations. In this conversation, Connor and Ivana explore the complexities of the labor market, the pervasive fear in workplaces, and the impact of technology and AI on employment. They discuss the paradox of full employment amidst economic challenges, the mental health implications of workplace fear, and the need for a balanced approach to integrating AI in the workforce. The conversation also touches on the dynamics of remote work and predictions for the future of staffing and employment.

Takeaways

• Ivana's journey began as a recruiter, leading to her co-founding Renhead.
• The importance of building authentic relationships in business.
• Being an underdog can be an advantage in a competitive market.
• Integrity is crucial in startup culture and client relationships.
• Female founders face unique challenges in securing support and funding.
• Failure should be viewed as a learning opportunity, not a badge of honor.
• A balanced approach is necessary in business and life.
• The need for transparency in vendor management solutions.
• The impact of societal polarization on business conversations.
• Nuanced discussions are essential for progress and understanding. The labor market paradox highlights full employment despite economic challenges.
• Fear in the workplace affects decision-making and mental health.
• AI is reshaping job landscapes, creating both opportunities and fears.
• Empowering workers through financial literacy is crucial in today's economy.
• Remote work requires intentional culture-building and support.
• Hiring processes should prioritize cultural fit to reduce turnover.
• Technology's decreasing costs challenge traditional labor costs.
• Staffing firms may face consolidation due to technological advancements.
• Direct sourcing and internal programs are on the rise in staffing.
• A balanced approach to AI can enhance productivity without displacing workers.

Chapters

00:00 Introduction to Ivana Svec and Renhead

02:10 Ivana's Journey to Co-Founding Renhead

09:41 The Underdog Advantage in Vendor Management

16:39 Integrity in Startup Culture

19:00 Challenges Faced by Female Founders

23:30 The Balance of Failure in Business

27:22 Navigating Polarization in Conversations

28:41 The Labor Market Paradox

31:11 Fear in the Workplace

34:25 The Impact of Technology on Employment

37:48 AI and Job Displacement

41:33 Empowering Workers in a Changing Landscape

47:22 Remote Work Dynamics

53:37 Predictions for the Future of Work

Connect with Ivana here: https://www.linkedin.com/in/ivanacvejic/

Ron Bosma, co-founder of Talentin, shares his journey in the human capital and staffing sector, including his time at Ronstadt group of companies. He discusses the challenges and opportunities in the labor market, such as talent scarcity and the need for skills recruitment. Ron also explores the gig economy and the need for better regulation to protect workers. He highlights the need for innovation and transformation in the staffing industry to keep up with changing demands. The conversation covers various topics related to the future of work, including the potential impact of talent marketplaces on the staffing sector, the role of technology in replacing certain aspects of the recruitment industry, the need for companies to adapt to new developments, the potential consequences of artificial intelligence and automation on jobs, the challenges and benefits of remote work, the investment in HR tech, and the future of work being defined by flexibility and adaptability.

Takeaways

• Ron Bosma has had a long and successful career in the human capital and staffing sector, including his time at Ronstadt group of companies.
• The labor market is facing challenges such as talent scarcity and the need for skills recruitment.
• The gig economy needs better regulation to protect workers and ensure a fair bargain.
• The staffing industry needs to innovate and transform to keep up with changing demands and improve efficiency. Talent marketplaces and platforms have the potential to disintermediate the staffing sector and replace certain aspects of recruitment.
• While technology can replace certain tasks in the recruitment industry, it may not be able to fully replace the risk management aspect that staffing providers offer.
• Artificial intelligence and automation may have a significant impact on jobs, but they also present opportunities for the development of new jobs and skills.
• Remote work has become more prevalent, especially due to the COVID-19 pandemic, but there are still challenges in terms of collaboration and maintaining company culture.
• The investment in HR tech has been driven by market conditions and the shift towards remote and global work.
• The future of work will require flexibility, adaptability, continuous learning, and a focus on talent centricity.

Chapters

00:00 A Journey in the Human Capital and Staffing Sector

09:29 Challenges and Opportunities in the Labor Market

18:50 The Need for Better Regulation in the Gig Economy

25:19 Innovation and Transformation in the Staffing Industry

29:11 The Potential Impact of Talent Marketplaces

30:25 The Role of Technology in the Recruitment Industry

33:28 The Consequences of Artificial Intelligence and Automation on Jobs

43:28 The Challenges and Benefits of Remote Work

47:40 The Investment in HR Tech

52:57 The Future of Work: Flexibility, Adaptability, and Talent Centricity

Connect with Ron: https://www.linkedin.com/in/ronbosma/

In this conversation, Connor and Derek discuss their long-standing professional relationship and the journey that led Derek to become the Chief Revenue Officer at Opptly. They also explore the challenges and opportunities in the talent and technology space, as well as the future of recruitment and staffing. Derek highlights the importance of mentors and leaders in his career development and emphasizes the need to pay it forward. They also discuss the current labor market paradox and the role of technology in solving recruitment challenges. Derek shares insights into Opptly's mission to remove friction between talent and work through AI and automation, while still maintaining the human element of recruitment. In this conversation, Connor and Derek discuss various topics related to work and the future of work. They touch on the challenges of career transitions, the importance of support from loved ones, and the need for a fundamental rethink of the hiring process. They also explore the impact of artificial intelligence on jobs and employment, the benefits and challenges of remote work, and their predictions for the future of work.

Takeaways

Mentors and leaders play a crucial role in career development and it is important to pay it forward by supporting and promoting the next generation of leaders.

The labor market paradox, where there is high unemployment alongside a shortage of skilled workers, can be addressed through upskilling and identifying new opportunities.

Technology, such as AI and automation, can enhance the recruitment process by streamlining tasks and improving candidate matching, but the human element of recruitment and the personal touch are still essential.

The recruitment and staffing sector is ripe for disruption and disintermediation, with the potential for technology to revolutionize the industry and create a more efficient and effective process.

The role of recruiters may evolve into that of a concierge service, providing personalized guidance and support to candidates and clients.

Career transitions can be challenging, but having the support of loved ones can make a difference.

The hiring process needs a fundamental rethink to ensure that the best workers are not screened out before they even get a chance to be interviewed.

Artificial intelligence has the potential to both positively and negatively impact jobs and employment.

Remote work offers flexibility and efficiency, but it also requires self-discipline and the ability to set boundaries.

The future of work will likely involve the rise of talent marketplaces, increased focus on work-life balance, and the need for specialized skills and expertise.

Chapters

00:00 Introduction and Long-standing Professional Relationship

02:01 Derek's Journey to Becoming CRO at Oply

12:06 Overview of Oply and its Mission

16:28 Addressing the Labor Market Paradox

23:57 The Need for Disruption and Disintermediation in Recruitment

29:38 The Evolution of Recruiters into Concierge Services

34:49 Career Transitions and Support

36:19 Rethinking the Hiring Process

42:35 The Impact of Artificial Intelligence

54:34 Remote Work: Benefits and Challenges

01:00:36 Predictions for the Future of Work

Connect with Derek here: https://www.linkedin.com/in/dsanders37/

In this episode, I sat down with Melissa Heffner, Program Director at Georgia Tech's CREATE-X Female Founders initiative. Melissa shares her fascinating journey from teaching English literature to coaching entrepreneurs at one of the world’s leading tech institutes. We dive into the Lean Startup Method and how it helps de-risk ideas by focusing on real-world problems and customer discovery. Melissa also opens up about the challenges female founders face in raising capital and how her program creates a safe space for women to explore entrepreneurship and build successful startups.

We also discuss the future of work, the role of AI in innovation, and how it could reshape the job market. Melissa provides insightful advice on building strong, coachable teams and the importance of recognizing and leveraging individual strengths. If you're interested in entrepreneurship, innovation, or how women are breaking barriers in tech, this is an episode you won't want to miss.

Key topics covered:

• Melissa’s path to Georgia Tech and her work with the Female Founders program
• The Lean Startup Method and its role in entrepreneurship
• Challenges for female founders in raising capital
• The potential impact of AI on jobs and creativity
• Future trends in the workplace and the rise of remote work

Chapters

00:00 Introduction and Importance of Healthy Skepticism around AI

02:49 Melissa's Journey to Becoming Program Director at Georgia Tech

13:17 Supporting Female Founders at Georgia Tech

17:13 The Lean Startup Method for De-risking Ideas

25:02 Challenges Faced by Female Founders in Raising Capital

26:02 Addressing the Gender Disparity in Funding

29:03 Challenges Faced by Female Founders in Accessing Investment

30:14 Pressure and Assumptions Placed on Women in the Field

32:36 Empowering Female Founders to Leverage Their Strengths

35:24 The Potential Bias in AI and the Importance of Mindful Use

40:14 The Future of Work: Hybrid and Remote Work

You can connect with Melissa here: https://www.linkedin.com/in/melissaheffner/

David Hain, CEO and founder of Gotham Group, shares his journey in the human capital sector and the challenges of being a CEO. He emphasizes the importance of having a support network and mentors to lean on in the lonely role of a CEO. The conversation then shifts to the HR tech sector and its funding landscape. David discusses the overvaluation of the sector and the need for consolidation. He also highlights the trends of global talent marketplaces and the changing workforce. The conversation covers various topics related to the future of work, talent scarcity, and the impact of AI on jobs. David emphasizes the excitement of being in the evolving space of work and the need to adapt to the changing labor market. They discuss the talent scarcity crisis and the challenges companies face in finding the right talent. They also touch on the importance of immigration and the need for governments to be more thoughtful about it. The conversation explores the potential impact of AI on jobs, with David expressing optimism about the opportunities it can create. They conclude by discussing the future of work and the importance of adapting to the changing landscape.

Takeaways

• Having a support network and mentors is crucial for CEOs to navigate the challenges and loneliness of the role.
• The HR tech sector has experienced overvaluation due to the influx of funding and the free monetary environment.
• Consolidation is likely to occur in the HR tech sector as larger players enter the market and investors become more cautious.
• Global talent marketplaces and the ability to leverage AI are driving the evolution of the workforce.
• Workforce planning and the ability to assemble teams through SOWs are becoming more prevalent in the changing workforce. The future of work is exciting and evolving, and it's important to adapt to the changing labor market.
• Talent scarcity is a challenge for companies, and they need to find innovative solutions to attract and retain the right talent.
• Immigration plays a crucial role in addressing talent shortages and should be made easier by governments.
• AI will have an impact on jobs, but it also creates new opportunities and makes us more productive.
• The future of work is uncertain, but there are many possibilities and potential for growth and success.

Chapters

00:00 Introduction and CEO Journey

07:29 The Challenges and Loneliness of Being a CEO

13:29 The Overvaluation and Funding Landscape of the HR Tech Sector

19:20 The Need for Consolidation in the HR Tech Sector

21:12 The Rise of Global Talent Marketplaces

23:36 The Changing Workforce and the Role of AI

26:31 Adapting to the Evolving Future of Work

28:22 Addressing the Talent Scarcity Crisis

31:47 The Impact of AI on Jobs and Opportunities

42:15 Navigating the Uncertain Future of Work

You can connect with David here: https://www.linkedin.com/in/david-hain-5518747/