(My) POV
Sharp takes on what's happening in HR Tech — and what it actually means for the people building and buying it.
Disconnected talent data: a 3% cost to payroll
Workforce data fragmentation is costing organizations 3% of payroll — and that number should embarrass every HR Tech vendor selling "unified" talent intelligence. Here's why the integration problem is actually a positioning problem.
Read the TakeMost hiring automation stops at the apply button, study finds
Hiring automation has gotten very good at filling the top of the funnel — and almost nowhere else. That's not a technology problem. It's a strategy problem.
Read the TakeWhy the ‘AI productivity paradox’ calls for HR’s intervention
AI is making everyone faster — which means speed is no longer a competitive advantage. HR's job now is to protect the one thing AI can't replicate: the human capacity to think.
Read the TakeAI is reshaping entry-level hiring. Where will new grads go?
AI isn't just disrupting entry-level hiring — it's exposing how unprepared most HR functions are to answer the question every new grad and every board is now asking: where do humans fit from here?
Read the TakeYour HR tech stack is being rebuilt around you. Do you have a voice in it?
HR teams are watching their tech stacks get rebuilt in real time — by vendors, by IT, by consultants — while HR sits in the meeting but isn't running it. That has to change.
Read the TakeHow HR can break the tech regret cycle
HR Tech regret isn't a buying problem — it's a readiness problem. And until HR starts asking harder questions before the purchase, the cycle won't break.
Read the Take‘Silent burnout’ & mental health leave: a growing HR problem
Silent burnout isn't a wellness program failure — it's a signal that HR is still being handed problems to manage instead of the authority to prevent them.
Read the TakeEmployees aren’t confused about their benefits—they’re anxious
Benefits anxiety is a strategic signal HR leaders keep misreading as a communication problem — and the vendors selling "benefits literacy" tools may be making it worse.
Read the TakeInsured Americans face significant hurdles to mental health services
Mental health parity has been law since 2008. The fact that insured Americans still can't access care isn't a benefits administration problem — it's a strategic failure that HR owns.
Read the TakeLarge employers demand accountability as healthcare prices surge
Large employers are done writing blank checks for healthcare — and that makes benefits strategy a boardroom conversation, not an HR admin task. CHROs who aren't leading this fight are about to get bypassed by someone who will.
Read the TakeData shows AI is not replacing European workers yet, but the clock is ticking
The ECB says AI isn't displacing European workers yet — but "not yet" is doing a lot of heavy lifting in that sentence. Here's why the window for proactive workforce planning is shorter than HR leaders think.
Read the TakeRegulatory chaos is coming. AI agents are already ahead of it
AI compliance agents are being sold as a solution to regulatory chaos — but if HR isn't driving the implementation, it's just another IT project dressed up in HR clothing.
Read the TakeWhat Meta’s visa filings tell HR leaders about the real cost of AI talent
Meta's visa filings showing $650K base salaries aren't a benchmark — they're a warning shot. Most companies aren't competing for that talent, and their workforce planning tools aren't built to help them figure out what they're actually competing for.
Read the TakeState lawmakers seek to regulate employer use of AI for wage decisions
State lawmakers are coming for AI-driven compensation decisions — and most HR Tech vendors selling into this space aren't ready for what that means for their positioning or their clients.
Read the TakeHealthcare leaders think industry will struggle in 2026
Healthcare leaders think their organizations will be fine while bracing for industry-wide pain in 2026 — and that gap in perception is exactly where HR gets caught flat-footed.
Read the TakeHR investment in AI is booming, but most companies aren’t seeing meaningful results
Most companies are pouring money into HR AI and getting dashboards in return. The problem isn't the technology — it's that HR still isn't being treated as a strategic function with strategic accountability.
Read the TakeThis is what the global workforce will look like by 2100, according to new research
A Pew Research projection about the 2100 workforce is interesting — but if your HR strategy needs a century-long timeline to feel urgent, that's already a problem.
Read the TakeHR teams cautiously experiment with using AI to help set workers’ pay
AI in compensation isn't just a technical risk — it's a positioning minefield, and most HR Tech vendors are walking straight into it without a map.
Read the TakeOracle’s layoff package puts severance benchmarking under the microscope
Oracle's mass layoff is being treated as a severance benchmarking moment — but HR leaders who think that's the real story are missing what's actually at stake for their function.
Read the TakeGlobal Employee Engagement Falls to Lowest Level Since 2020
Global employee engagement just hit its lowest point since 2020 — and blaming "the Great Detachment" misses the real structural problem hiding in Gallup's data.
Read the TakeLies Damned Lies And Recurring Revenue
HR Tech vendors have a recurring revenue problem — not because they lack it, but because too many of them are redefining the term to mean whatever makes their pitch deck look better. Buyers and their CFOs are catching on.
Read the TakeWhen AI becomes a weapon: The harassment risk HR leaders might miss
Most HR teams are still writing AI policies around ChatGPT use cases. Meanwhile, AI-generated harassment is already happening in workplaces — and the gap between policy and reality is a liability, not just an oversight.
Read the TakeOracle’s layoffs: From inbox to LinkedIn in minutes
Layoffs go public on LinkedIn before the ink dries on the email — and most companies are still treating crisis comms as an afterthought. That's not a comms problem. It's a workforce strategy problem.
Read the TakeReal-Time Decisions for Real-World Operations: Lessons from Amsted Industries
Most HR functions still operate on a reporting lag — reviewing what happened last quarter while operations needs answers today. The Amsted Industries model is a reminder that "strategic HR" has to mean real-time, not retrospective.
Read the TakeSocial unrest and the influence on workplace dynamics
Social unrest doesn't pause at the office door — and HR leaders who treat it as a communications problem to manage are already behind. This is a strategic function test, not a talking points exercise.
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