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200.000 💥 That's how many people follow our company page since this morning. All organic followers, and 30% or more is our target group in the Netherlands. We've never really did anything with the page, up and till 18 months ago, when we started to bring it to life. We've gained over 30k extra followers since. Big shout out to our branding partner, Sebastiaan Cové & Nobox | Marketing Agency 💪🏼 🫶🏼 The following is not a goal on itself, but merely a side result of hard earned work in the industry: almost 12 years of helping companies hire people in technology, and almost 12 years of helping technology professionals find their new position. Proud to see we’ve reached another big milestone with the team. 🥰 It's just a vanity metric, but it still shows the progress we make, onwards and upwards team! Doghouse Recruitment 🤩 Josse Dits Bob van Duijn Glenn Geefshuijsen Chris Sterk Dion Zwinkels Mette Hermkens Jelle Wanst Niels Verhage Elisabetta (Lissy) Orsini Hassan Abumery Sander van de Riet Jan van Baalen Dani N. Melissa Holwerda Francisco de Borja Belaza López

If you lead payroll at a Fortune 1000, your real-time dashboard is likely just a UI over a series of nightly imports. That's because true global payroll doesn't exist (and isn't likely to exist in our lifetime). Most payroll leaders don't even have a control dashboard. If you're one of the lucky few, maybe you built the dashboard yourself, maybe your HR vendor provided it, or maybe you purchased dedicated payroll dashboarding. A global view of payroll has been the holy grail of payroll since MNCs became a thing. But the pesky and persistent challenge in this endeavor is getting accurate and clean data to flow between your central HR system to your local payrolls and back to your dashboard. It's often framed as an implementation detail and barely gets talked about during sales cycles. That's because it's the elephant in the room: it's the one thing that makes or breaks global payroll. And it's also the hardest thing. As a result, the vast majority of these global dashboards only show you what's broken instead of giving you control. (eg "The Hong Kong payroll interface failed last night") Your HR system is not connected to your payrolls in real time. The local payrolls feeding your dashboard aren't connected in real time. Many payrolls aren't even connected at all (Hello Excel my old friend!). They're stitched together through batch jobs and brittle integrations - brittle because they're hard-coded point-to-point connections that require both sender and receiver to adapt to each other. They break the moment either system changes because they're built on the false assumption that both sides share the same understanding of what "Tax ID" or "base salary" or "department code" actually means. And yet, decisions are made anyway: Approvals are issued Bonuses processed Strategy adjusted. This is how billion-dollar companies end up making critical payroll calls on data that's already stale or missing altogether. The UI isn't the problem. It's the foundation under it. Until real-time connectivity infrastructure that actually understands and learns data context is in place, no dashboard, no matter how elegant or consolidated, can deliver actual visibility. At datascalehr, this wasn't an after-thought; it's the reason we built the company. Global Payroll Infrastructure is all we do, and we do it better than anyone else. See by yourself: https://taap.it/lL9pfc #HRTech #Payroll

Fortune 500 companies are spending millions on "global payroll solutions" that require armies of consultants to setup and maintain. Despite some outlandish claims, global payroll is an inherently unstable proposition. Every expansion, every merger, every payroll period, every HR decision brings something new. If you’re a typical multinational enterprise, you have: - 20+ vendors across 50+ countries - Monthly fire drills for regulatory updates - Implementation timelines measured in quarters, not days - Consultant fees that rival your annual payroll technology budget - No reliable headcount report. No automated consolidated financial data - Your state-of-the-art, shiny-and-new HCM software doesn’t talk to your local payroll engines. - Your “API project” died years ago. (Because APIs only work with static environments and modern infrastructure) Trying to “integrate everything” in a clean, linear way assumes the chaos is temporary. It’s not. - Every acquisition brings new complexity. - Every change to your HR system triggers custom integration work. - Every emerging market expansion creates edge cases you can’t automate. That’s why we took a different path at datascalehr. Instead of trying to make chaos behave, we built middleware that feeds on it, thrives and gets smarter every single day. We eliminate brittle point-to-point integrations. Our AI Knowledge Model dynamically interprets and transforms payroll data across any format, any country, any system - without code changes or months-long implementations. The result for our typical client: 1 country implementation per day versus their previous monthly pace. 90% reduction in consultant dependency. Zero custom development for new market entry. Global payroll operations that actually scale with your growth strategy, not against it. For the curious (and the dubious), DM me and we will simply show it to you. Or directly get a live demo session with our team: https://taap.it/5sgZDL #PayrollTech #GlobalPayroll

Recent data shows that nearly half of global impact investors plan to increase allocations in Latin America over the next cycle. This matters beyond capital flows. Investment in LATAM tends to concentrate in sectors that are execution-heavy: infrastructure, energy, financial services, technology and sustainability-driven models. These sectors don’t scale through capital alone. They scale through people. As investment activity increases, so does demand for local and regional talent that understands regulation, market fragmentation and operational constraints. This is where many global companies recalibrate. LATAM hiring is no longer only about cost efficiency. It becomes about proximity to execution. For 2026, companies that connect investment strategy with talent strategy early will move faster and with less friction. Capital can be deployed quickly. Teams cannot.

Over the last few months, conversations about LATAM growth, fintech momentum and consolidation have been everywhere. Yesterday, one announcement helped ground that discussion in facts. Pomelo raised a US$55M Series C round, co-led by KASZEK and Insight Partners, with the goal of expanding its payments infrastructure and product capabilities across Latin America. This matters beyond the headline. Series C rounds are typically less about experimentation and more about scale. They signal that a company has moved past validation and is now focused on execution, regional expansion and operational maturity. Pomelo’s case reflects something we often discuss at a high level: LATAM fintechs are reaching a stage where they are no longer just building solutions for niche problems, but strengthening infrastructure that supports broader financial ecosystems. It also highlights how investors are allocating capital in the region. Later-stage rounds like this indicate confidence in a company’s ability to operate across multiple markets, manage regulatory complexity and execute consistently at scale. This is how LATAM growth tends to materialize in practice. Through companies that reach operational maturity and investors willing to support that next phase. Less narrative. More execution.

Traditional staffing runs on markups of 25 to 45 percent. Under statement-of-work arrangements, that number climbs higher. Often to 50 or 60 percent. The client is paying it without seeing the breakdown, and in many cases without knowing it at all. That margin was never about delivering better talent. It paid for opacity, manual sourcing, account management, and the inefficiencies built into the old model. Strip those out and the markup goes with them. Single-digit markups aren't a discount play. They're structural. When both sides can see exactly what's paid and received, there's no wasted effort left to charge for. The pay rate is visible to both sides. The platform fee is fixed. The sourcing fee is published. Same talent. Different math.

Our new framework maps all five contract recruitment models since 1995, and lays out six priorities for the era ahead: https://lnkd.in/gazXMpcs Four models have come and gone. A fifth has now arrived. Digitization organized the process. Scale expanded reach. Visibility put talent online. Ecosystems connected the systems. Each one moved the market forward, and each one added complexity to our operating practices. Orchestration is the model now emerging. Talent ready before the need, transparent pricing, and workforce intelligence that compounds with every engagement.

The talent marketplace is shifting faster than ever — and organizations that thrive will be the ones that rethink how they identify and develop potential. That’s why we launched Criteria Compass, a new quarterly webinar series designed to explore the forces shaping the future of work and share strategies that help talent leaders stay ahead. For our inaugural session, we had the privilege of featuring Corrina Stasik, ACC, People & Culture Program Manager at Patagonia. Corrina is a true thought leader in the talent space — challenging traditional norms and championing people-first approaches to hiring and development. She shared how Patagonia uses Criteria’s science-backed assessments (https://lnkd.in/geXe97YJ) to uncover the “whole human.” Instead of relying solely on resumes, Patagonia prioritizes qualities like empathy, inclusivity, and critical thinking — the human skills that fuel lasting success. The takeaway is clear: the future of hiring isn’t about credentials, it’s about capabilities. If you’re curious how leading organizations are adapting their talent strategies — you can watch the full session here: https://lnkd.in/gAGuH_Ey

*️⃣If Compport can’t do it, nobody can. *️⃣ I know that sounds bold, but it comes from years of watching organizations struggle with the same issues: → Running million-dollar pay cycles on spreadsheets → HCM systems that promise automation but still need offline workarounds → Vendors with slick demos that break under real-world complexity Compensation isn’t something you can patch together. It’s one of the biggest levers for trust, retention, and performance, and it’s hard to get right at scale. Most systems work fine until you need to handle multiple cycles, complex pay structures, or compliance across regions. That’s where they fall short. For us, it’s not about being smarter or being more resourceful. It’s about the intent. From the start, Compport was built with one purpose: to solve the unique requirements that others walked away from. That intent is in our foundations. → Seamless integration with Workday, Oracle, SuccessFactors, ADP etc. → Flexibility to match your business logic → Power to replace spreadsheet chaos with speed and accuracy So yes, the opening line is bold, but it reflects what we’ve built with intent, and what our clients are proving every day. And maybe that’s why I wanted to put my iconic car here too, the Alfa Romeo Spider Duetto from the 1960s. Timeless in design and built with intent. That’s the spirit we carry at Compport.

💡 40+ hours of HR and payroll admin saved. Every month. Super Channel Entertainment Network, a leading Canadian TV broadcast provider, cut payroll time by 87% after switching to Collage HR. ⏳ One platform for payroll, onboarding, time off, performance, benefits, and more. Results: ✅ 40+ hours saved every month ✅ Less admin, more strategy ✅ Happier employees This is what modern HR tech can deliver. Thank you Valentina Phavone for sharing your experience. 🙌 🔗 Read the case study: https://lnkd.in/guDYDRxw

"Are your employees leaving for a $2 raise — without knowing what they’re giving up?" We hear this from QSR brands all the time. Turnover is high, even with decent hourly pay. Why? Because most employees don’t see the full value of what they’re getting. When people don’t understand their compensation, they undervalue it. And that’s not just a communications miss — it's a retention risk. This is where Total Rewards Statements (TRS) become strategic. A modern TRS tells the full story: What's beyond the base wage How compensation grows over time What bonuses, equity, and benefits actually mean What’s tailored to their role or region One client told us: "We didn’t need to spend more, we just had to show more." With mobile-friendly dashboards and manager tools, TRS became a frontline engagement driver. And in an era of job-hopping and wage competition, that clarity makes all the difference. We made a short video about it — watch below. #TotalRewards #EmployeeEngagement #QSRHR #CompensationStrategy #Retention #Compport

Have you worked with a leader who completely transformed your understanding of HR? For me, Ashira Lapin Gobrin was that leader and we are thrilled to have her as our latest Canadian HR Expert! 🇨🇦 She is an award-winning leader who helped scale Wave to one of the largest tech exits in Canadian history. Ashira is now CHRO at Miovision, a Canadian AI leader focused on reducing traffic congestion and helping cities move better. She continues driving tremendous impact for her people and organization. 🙌 Ashira speaks about talent magnets, how AI is already transforming the workplace, advice to those considering HR, and much more! 💡 Check out the Collage HR blog for the piece 🔗 https://lnkd.in/g3yvE2sn

The most important investment you'll make at your company is in people. So as an HR leader or CEO, how are you managing the one thing that impacts every single person in your organization: their compensation? If the answer is "a collection of spreadsheets and manual processes," then you're inadvertently telling your team that their livelihoods are less important than your sales pipeline or bug tracker. Mismanaged compensation leads to: - Cost Overrun: Compensation is a company’s largest expense. - Talent Drain: Losing high performers because pay isn't competitive. - Stalled Hiring: Struggling to attract new talent with inconsistent offers. - Burnout: HR teams drowning in manual work, instead of focusing on people strategy. - Legal Risk: Unintended pay disparities that create compliance issues. At Comprehensive, we believe your people deserve a dedicated, robust system just like your sales and engineering teams. We give HR leaders and executives the power to manage compensation with precision, transparency, and confidence, freeing them up to focus on what truly matters: building an incredible team. It’s time to upgrade how you value your employees. Learn more at comprehensive.io.

After months in stealth, we're thrilled to announce the launch of our first AI Agent: Crelate Discover Agent. Agentic design goes beyond wrapping LLMs —it's a completely new user experience. Conversations with AI are only as good as the context provided. Our multi-layered AI Agents are able to smartly generate the right context for your conversation. Crelate Discover Agent lets you start with an existing candidate or job order and simply chat your way to finding the next great candidate. Refine using natural language. "Find me more people like Jessica, but with an MBA." "Show me companies like ABC, but in the 50-500 employee range." Discover Agent processes your conversation, adjusts filters, and presents results along with the logic behind them. Power Users can directly tweak filters as well. #Recruiters remain empowered and in control. #AI #Recruiting #LivingPlatform #PostAI

"If I need to find someone, I am going to go to LinkedIn before my own database." Wow. That's not George Boole's fault or even a tool problem; that's a paradigm problem. #Boolean search assumes you know exactly what you're looking for and that what you are looking for is in your database, clean, tagged and ready to find. But your competitive advantage isn't in better search, it's in surfacing insights you didn't even know to look for. Boolean ninjas can't fix stale data and even when the data is good, their secret ways don't scale across your organization. Your recruiting platform shouldn't just store data. It has to be a place where data comes alive and net new data and insights can be discovered with the help of AI Agents. https://lnkd.in/gRxFTDf5 #AI #Recruiting #LivingPlatform #PostAI

Trabalhar é divertido quando você trabalha com pessoas incríveis. E nossa parceria com o QuintoAndar é o exemplo perfeito disso. No último ano, a Comp teve o privilégio de apoiar o QuintoAndar — uma das scale-ups mais icônicas da América Latina — em várias frentes de Total Rewards: desde níveis e arquitetura organizacional até estruturas salariais, benefícios, remuneração variável e design de planos de opções (SOP). O que torna essa parceria especial não é só o trabalho. São as pessoas. Deborah Gouveia Abi-Saber, Rafael Ribeiro Novaes e toda a equipe do QA foram mais do que clientes — foram verdadeiros parceiros. Sua abertura, alto padrão e feedback constante nos impulsionaram a melhorar nossos produtos, nosso modelo de atendimento e até a forma como pensamos o mercado. Todo mês, aprendemos juntos. A cada ciclo, elevamos o nível. E é exatamente esse tipo de colaboração que molda a Comp na empresa que queremos ser. Se você está construindo uma empresa inovadora e quer transformar a remuneração em uma vantagem estratégica, vamos conversar!

Quando começamos a Comp, há 3 anos, toda demanda de remuneração exigia muito Excel e PPT. E era simplesmente assim que todos os profissionais do mercado trabalhavam. Hoje isso muda. Perguntas simples como “Qual engenheiro está abaixo do mercado?” levavam horas entre fórmulas, versões diferentes de arquivos, benchmarks desatualizados e validações manuais. Agora, qualquer análise, visualização ou insight é gerado em, literalmente, segundos. O que começou como um produto interno, usado pelos nossos próprios executivos de remuneração e que já entregou um ganho de eficiência operacional de 400%, agora está disponível para o mercado. Apresentamos o AI-Powered Analytics, a forma mais inteligente de responder perguntas críticas de remuneração com velocidade e confiança. Você escreve a pergunta. A IA entende o contexto, aplica automaticamente sua política interna e entrega fórmulas, gráficos e insights prontos para decisão, direto na plataforma da Comp. Por trás da simplicidade, existe profundidade técnica: - A IA domina conceitos como pay equity, bandas salariais, filosofia de remuneração e percentis de mercado. - Toda análise é baseada em dados vivos, atualizados em tempo real com informações dos seus ciclos de mérito e benchmarks de mercado. - A construção é guiada por metodologias desenvolvidas por especialistas em total rewards, mas cada agente é totalmente customizável de acordo com a política de remuneração da sua empresa. Os ganhos são claros: - Análises que levavam horas, agora acontecem em segundos. - Decisões críticas ganham velocidade e embasamento. - Equipes de Total Rewards e People Analytics operam com muito mais autonomia e impacto. Essa é uma nova forma de trabalhar com remuneração. E, para muitos times, o início de um salto estratégico. Na próxima semana, vamos fazer demonstrações ao vivo. Se quiser marcar, estou deixando o link nos comentários.

The Employment Rights Bill will strengthen protections against harassment, broaden whistleblower coverage, and hold employers accountable for third-party misconduct. NDAs that silence complaints? They’ll be gone. For many organisations, this feels like another compliance hurdle. But here’s the thing: compliance and culture go hand in hand. Policies alone won’t prevent harassment - you need trust, transparency, and a safe environment for employees to speak up. Taking “all reasonable steps” to prevent harm isn’t just a legal requirement - it’s a signal to your people that their safety and dignity are non-negotiable. Organisations that embed these principles now won’t just avoid legal risk; they’ll retain talent, strengthen engagement, and build a workplace where people actually feel heard. At Culture Shift, we’re helping organisations get ahead of these changes. Our new guide breaks down the Employment Rights Bill, explains the cultural impact, and gives practical steps to ensure your policies, reporting channels, and training aren’t just compliant - they’re meaningful. If you want to stay ahead of the law and genuinely strengthen your culture, this is the moment to act. ⏰ https://lnkd.in/euEMawcR

Have you ever stayed in a role because the financial benefits felt too good to leave—even when something inside you knew you were no longer growing? 🤔 You may have fallen into the trap of golden handcuffs. Early in my career, I had a job that paid for my MBA. Stable. Respected. Sensible on paper. Halfway through the program, I left anyway—before the tuition support ended. Not because the benefits weren’t real. But because my learning was happening in the classroom, not in the role. And I realized something uncomfortable: the perks of the job were starting to make the decision for me. That moment shaped how I think about careers today. Golden handcuffs aren’t just about money 💰 They’re about comfort, timing, and how easily stability can crowd out trajectory. Staying can be strategic. Leaving can be strategic. Drifting is not. If you’re weighing a role where the benefits outweigh the growth, here are a few questions worth sitting with: → Did I plan to stay this long—or has this role quietly become the default? → What skills am I not building right now? → Am I staying because it’s right—or because it’s safe? Sometimes the smartest move is choosing your future over your comfort—even when that choice feels uncomfortable. And sometimes, staying is the right call—when it’s intentional and time-bound. The key is deciding with clarity, not inertia. ✨ If you’re at a point where the current benefits are clear but your career path forward isn’t, Career Coaching at Charity Search Group offers confidential, one-on-one support to help nonprofit professionals make intentional, strategic career decisions. 👉 https://hubs.li/Q03-nNJ20 #CharitySearchGroup #NonprofitCareers #CareerGrowth #CalculatedRisk

Hiring an Executive Director? 🔍 The most important question isn’t who — it’s how. Before launching an ED search, this week’s edition of #NonprofitTalentChampions breaks down what every board should be thinking about to protect the mission, the culture, and the transition itself. As we head into another year, I’m genuinely excited to keep bringing you thoughtful, practical content that tackles the real challenges nonprofits face — from leadership transitions to recruiting and retaining the right talent. 👉 Read the latest issue: https://hubs.li/Q03ZL1RV0. #NonprofitLeadership #ExecutiveSearch #BoardGovernance #CharitySearchGroup

Hiring the wrong engineer will cost you six months. So when a start up founder asked me last month: “How can I be confident they’ll be a good hire?” It was a fair question. (One I get often working with nearshore engineers) I’ve been in the recruitment industry 8 years - and the worse the local market gets, the more half-considered CVs I’m seeing thrown at businesses. It’s why I love our hiring engine. Its seven stages → hiring blueprint creation → custom headhunt → screening call → coding assessment → pair programming assessment → culture fit interview → CTO approval Each step is designed to eliminate the guesswork behind that founder’s question. And in the end I sent him two custom summaries showing why each candidate was a strong fit (technically and culturally) → No stack of average CV’s → No recruiters fees (no $ spent, unless you hire) His Senior Data Engineer started with him last month. This week, I got an email saying how well he’s integrated into their team A work win that will never get old 💙 Comment or DM me ‘hiring’ and I’ll send you this step by step hiring SOP 😊

I haven’t posted a job online in 3 years - and I’ve managed to hire 100+ engineers 👀 Last week, I was talking to the CTO of a fast-growing startup. Strong leadership team Healthy budget And still he said: “we just can’t find the devs fast enough” He doesn’t want to take on full-time recruitment. (Extremely fair) He wants to work on the product. (Also fair) What I’m noticing: AI has made it easier to build products It hasn’t made it easier to find the devs who can Indeed & its ‘Easy apply’ button has made life HARD. → for companies with no time → & for devs wanting to stand out BUT I promise there are AMAZING devs out there. But less than 10% of them will click ‘Easy Apply’ 👀 This is my CEO Seb Hall walking through how our hiring engine works Spoiler: it’s not “post more jobs” or a fancy AI tool 👇🏻 _ P.S. If you’re hiring and want to ditch the job boards, Cloud Employee connects you with the top 10% of nearshore devs (fast 🏃🏼♀️) See how it works: https://lnkd.in/ewuF7zFN Book a call with me: https://lnkd.in/eBCaGdZC

De beste kandidaat voor jouw accountantskantoor? Die zoekt niet. Hij zit al jaren goed. Prima salaris. Leuke klanten. Collega’s die hij vertrouwt. Geen reden om ineens vacatures af te struinen alsof het Black Friday is op Indeed. Maar dan gebeurt er iets kleins. Een collega vertrekt. De druk loopt op. Nog een avond doorwerken. Weer een klant die klaagt. Weer dezelfde discussies. En heel even denkt hij: “Wil ik dit nog wel?” Dat moment duurt vaak maar een paar dagen. Daarna rationaliseert hij het weer weg. Drukte. Verantwoordelijkheid. “Overal is wel wat.” En precies dáárom verliezen de meeste accountantskantoren de strijd om talent. Omdat ze pas zichtbaar worden zodra iemand actief zoekt. Veel te laat. De beste kandidaten worden niet gevonden via vacatures. Die worden gewonnen via timing, zichtbaarheid en vertrouwen vóórdat ze willen bewegen. Dus wat doen wij? → We bouwen continu een longlist van relevante profielen → We zorgen dat jouw kantoor zichtbaar wordt vóór de concurrent → We starten persoonlijke gesprekken die niet voelen als recruitment Geen “Hoi [voornaam], ik zag je profiel…” Geen copy-paste recruiterpraatje waar iedereen allergisch voor is. Maar strategisch aanwezig zijn op het juiste moment. PS. Benieuwd hoe accountantskantoren dit inzetten om structureel goede mensen te spreken? Klik op de link. https://lnkd.in/eDNVfP2N

Je dacht dat je een senior accountant sprak. Totdat de glazige ogen kwamen bij een simpele DGA-casus. Een accountantskantoor vertelde ons dit tijdens een intake. Op papier leek de kandidaat sterk. 6 jaar ervaring. Goed cv. Bekend kantoor. Sterke functietitel. Maar zodra het gesprek inhoudelijk werd, viel het stil. Geen echte visie. Geen scherpe vragen. Geen inhoudelijke diepgang. Gewoon iemand die had geleerd zichzelf goed te verkopen. En eerlijk? Dat zien we vaker. Veel accountantskantoren screenen nog steeds op ervaring en cv’s, terwijl dat allang niet meer genoeg zegt. Want iemand die 6 jaar “accountant” op LinkedIn heeft staan, betekent nog niet dat diegene zelfstandig complexe klantvraagstukken kan dragen. Zeker niet in een markt waar goede mensen overal benaderd worden. Dus wat gebeurt er? Kantoren voeren gesprekken met kandidaten die er op papier goed uitzien, maar in de praktijk alsnog veel begeleiding nodig hebben. Terwijl daar juist geen ruimte voor is. En precies daarom begint goed recruitment binnen accountancy niet bij een vacature. Ook niet bij “we zoeken een senior met 5+ jaar ervaring”. Het begint bij compleet helder hebben: → welke klanten iemand aankan → hoeveel zelfstandigheid écht nodig is → waar het huidige team nu op vastloopt → en welk niveau iemand daadwerkelijk moet hebben om direct waarde toe te voegen Pas daarna heeft zoeken zin. Want anders recruit je op aannames. En aannames zijn duur. In tijd. In energie. In klantvertrouwen. En uiteindelijk ook financieel. Daarom bouwen wij eerst scherpte vóórdat we kandidaten gaan benaderen. Zodat onze klanten niet méér gesprekken voeren, maar betere gesprekken. PS. Benieuwd hoe accountantskantoren structureel accountants spreken die inhoudelijk écht sterk zijn? Klik op de link. https://lnkd.in/ei-YxhuV