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This 3X entrepreneur and YC founder chose Central over Rippling. Why? Watch Paul Sinaï explain what's broken with HR/payroll platforms. The root cause? Traditional platforms are built for HR experts at large companies. Not founders. Your edge case = their ticket number 48,210 Your urgent question = their support article Your compliance problem = their "not my problem" This is why we built Central to be like a teammate that actually gets work done using agents & human in loop experts. You can just ask things like: - "Handle my state registration" - "Am I exempt from withholding taxes?" - "What's a W8?" - "Give Paul a $100k bonus" :) Rippling = Software you manage Central = Team that manages everything This is why 30% of our customers switched from Rippling/Gusto/Deel. We're super proud to be supporting the best founders like Paul so they can focus on building. Thanks for choosing Central, Paul! --- Still wasting time on manual payroll/compliance work? Try Central for free. Migration/setup takes just 10 mins - centralhq.com

If you can't raise $1M for your startup, it's a skill issue. Let me prove it 👇 "Wahhhhh I don't have any revenue". Nonsense. Here's how you do it: Get your friend to Venmo you $1 for your vibe coded app. You've now have $1 of revenue in just ONE second. Annualized, that's $31,556,926. Take your $31.5 million in ARR and pitch it to Sequoia. Show them you're at zero percent churn with a clear roadmap to revenue expansion (another dollar you found on the street) You then raise at $250m pre, put it all in your bank account, and live off the interest. Why aren't more people doing this? I should have thought of this before starting Central. Anyways, if you're spending more than a few hours a month on payroll, state compliance, accounting, taxes, check out - centralhq.com. Our customers end up spending literally zero time on this stuff so they have more time to POAST on Linkedin :)

Like many of you, I’m home for Thanksgiving. My dad greeted me this year with a proud grin, handed me a print-out, and declared, “AI knows you!” It was a ChatGPT conversation in which he’d asked what his son does for a living. The answer started with: “Jim Kohl is among the earliest pioneers in developing and promoting embedded payroll. He played a key role at Check, the company widely recognized as the first-mover in this space.” before explaining the finer details of the embedded space. On one hand, I felt a strange relief, after years of trying to explain embedded payroll over dinner, Dad finally got a clear answer (and seemed delighted by it). On the other hand… wow. The work we pour our lives into can now be distilled, explained, and handed to anyone in seconds by a system most of us barely understood last Thanksgiving. It was a reminder of how strange and wonderful this moment is, the things we’ve built are suddenly a question away from being public property. What parts of our stories are we still the only ones who can truly tell? And which ones are we happy to let AI handle? Happy Thanksgiving to you and yours loved ones (whether AI knows what they do or not)

Excited to announce Check's partnership with Vestwell today! Through this partnership every platform built on Check will be able to make Vestwell's full range of retirement benefits available in seamless fashion. There are competing visions for the future of workforce management playing out right now. Traditional payroll and HR providers believe the future is monolithic — and one that they should own. Check's vision is that the future belongs to an incredible array of entrepreneurs and innovators — building new solutions for the industries and customer types they know best. This is classic David vs Goliath. Amazon vs Shopify merchants. Marriott vs AirBnB hosts. We're proud to be working with Vestwell to arm the rebels in this battle. https://lnkd.in/eCDwF3xY

Stop met zoeken, start met matchen! 🚀 Maar... klinkt dit makkelijker gezegd dan gedaan? In de praktijk spreek ik dagelijks recruiters die helaas nog zeeën van tijd kwijt zijn aan administratie, losse systemen en handmatige processen. Dat kan (en moet) anders! In deze korte video laat mijn collega Marjolein je zien hoe wij daar bij Carerix verandering in brengen. Of het nu gaat om slimme automatiseringen, een vlekkeloze kandidaat-ervaring of simpelweg het vinden van de perfecte match in een handomdraai: wij zorgen dat de techniek voor jou werkt, in plaats van andersom. Bekijk de video en ontdek hoe jij je kostbare tijd weer kunt besteden aan wat écht belangrijk is: het persoonlijke contact met jouw kandidaten en opdrachtgevers. Zie jij kansen om de efficiëntie binnen jouw organisatie te verhogen of ben je benieuwd hoe dit er voor jullie specifieke proces uit zou zien? Drop een comment, stuur me een DM, of vraag een demo aan: https://lnkd.in/eQvA7njU #Carerix #Recruitment #ATS #RecruitmentTech #Sales #Automatisering #BureauRecruitment

Wir erleben gerade einen echten Bewerbungs-Tsunami. 🌊 Knapp 5.000 Bewerbungen pro Monat erreichen uns aktuell bei Westwing. Der Rekord für eine einzelne Position? 459 Bewerbungen. 🤯 Das ist ein tolles Zeichen für uns als Arbeitgeber. Aber es spielen natürlich auch externe Faktoren mit rein: 📉 Weniger offene Stellen und mehr Menschen, die auf der Suche sind. 🤖 Gleichzeitig macht KI Bewerben so einfach wie nie. Für Jara und unser gesamtes Talent Acquisition Team stellt sich die Frage: Wie bewältigen wir diese Masse, ohne dass die #CandidateExperience oder die Auswahlqualität darunter leiden? Unsere Antwort: Eine Partnerschaft mit Cammio | Video Recruitment Experts 🤝 Um frühzeitig die "Spreu vom Weizen“ zu trennen, setzen wir seit diesem Jahr auf ihr Tool mit asynchronen Video-Interviews. So funktioniert’s: ➡️ Hiring Manager nehmen vorab die relevantesten Fragen per Video auf. ➡️ Bewerber:innen beantworten diese flexibel innerhalb weniger Minuten. ➡️ Das ermöglicht uns einen echten Einblick über den CV hinaus. Ein Beispiel aus der Praxis: Für eine TA-Manager-Stelle in München hatten wir 240 Bewerbungen. ✅ 18 sahen auf dem Papier absolut herausragend aus. ❌ 18 Erstgespräche zu führen, ist aber einfach nicht machbar. Über Cammio konnten wir trotzdem alle 18 zum kurzen Video-Interview einladen. Wir konnten gezielt Fragen stellen mit besonderem Fokus auf #Mindset und #CulturalFit. So fanden wir schnell unsere Top 4, die wir zum persönlichen Gespräch einladen konnten. Eine davon war Anna-Maria, die jetzt am 1. August bei uns gestartet ist! #PerfectMatch 🥳 Für uns ist Cammio als Tool inzwischen ein echter Game Changer. Aber um ehrlich zu sein: nicht alle feiern diesen Prozess. Wir haben dazu kürzlich auch ein negatives Kununu-Review erhalten. Und ich kann nachvollziehen, dass so ein Interview für manche unpersönlich wirkt. Deshalb würde mich eure Meinung interessieren: 👉 Als Kandidat:in: Wäre so ein asynchrones Video-Interview vor dem ersten persönlichen Gespräch für euch okay? Oder eher abschreckend? 👉 An Recruiter und HRler: Erlebt ihr gerade auch so einen Tsunami? Und nutzt ihr solche Tools bereits? Was funktioniert gut, wo seht ihr Nachteile? Über genau dieses spannende Thema durfte ich auch schon mit Dimitri Knysch (Co-CEO von Cammio) beim #EMBRACE Festival auf der Bühne diskutieren. Falls ihr das verpasst habt: Anfang September machen wir dazu ein gemeinsames Webinar mit #HeyJobs. Weitere Infos packe ich in die Kommentare. 👇

Por muito tempo, o mercado de incentivos se acostumou com pagamentos arriscados, processos complexos e prêmios que demoram a chegar. A gente escolheu não se acostumar. Quando a tecnologia já permite fazer melhor, não existe motivo pra aceitar processos que ficaram no passado. E, se tem uma coisa que não combina com a Cashin, é se conformar com menos. E você, até quando vai aceitar o “sempre foi assim”?

Não dá pra falar de experiência de marca sem olhar pra quem faz essa experiência acontecer no PDV. Foi sobre isso que conversei com o Jornal Empresas e Negócios. E uma das coisas que destaquei foi: A execução do trade marketing brasileiro é impecável. Mas incentivar quem faz a engrenagem girar não pode ser tratado como opcional. Tem que estar no plano de negócios, no ciclo comercial, na cultura. 👉 Leia a matéria completa: https://lnkd.in/dKSzW_RB

🎖️𝗗𝗲𝘀 𝘁𝗮𝗹𝗲𝗻𝘁𝘀 𝗳𝗿𝗮𝗻𝗰𝗼𝗽𝗵𝗼𝗻𝗲𝘀, 𝗵𝗮𝘂𝘁𝗲𝗺𝗲𝗻𝘁 𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲́𝘀 𝗲𝘁 𝗳𝗼𝗿𝗺𝗲́𝘀 𝗮𝘂𝘅 𝗻𝗼𝗿𝗺𝗲𝘀 𝗾𝘂𝗲́𝗯𝗲́𝗰𝗼𝗶𝘀𝗲𝘀 sont aujourd’hui accessibles aux cabinets comptables et aux entreprises de toutes industries. 📣 𝗔𝘂𝘅 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝘂𝗿𝘀 𝗱𝘂 𝗤𝘂𝗲́𝗯𝗲𝗰 : il est grand temps d’opter pour une solution 𝗱𝘂𝗿𝗮𝗯𝗹𝗲, 𝗳𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗲𝘁 𝗲́𝗰𝗼𝗻𝗼𝗺𝗶𝗾𝘂𝗲 pour assurer la continuité de vos opérations… et soutenir la croissance de votre entreprise. 📌 𝗖𝗼𝗺𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝗲́, 𝘁𝗲́𝗹𝗲́𝗺𝗮𝗿𝗸𝗲𝘁𝗶𝗻𝗴, 𝗮𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻, 𝗿𝗲𝘀𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗵𝘂𝗺𝗮𝗶𝗻𝗲𝘀, 𝘁𝗲𝗰𝗵𝗻𝗶𝗾𝘂𝗲𝘀 𝗷𝘂𝗿𝗶𝗱𝗶𝗾𝘂𝗲𝘀, 𝗱𝗲𝘀𝘀𝗶𝗻 𝗮𝘂𝘁𝗼𝗰𝗮𝗱, 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝗺𝗮𝘁𝗶𝗼𝗻… Si l’attraction et la rétention de talents dans ces domaines représentent un défi pour vous, découvrez une équipe 𝗳𝗶𝗮𝗯𝗹𝗲, 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝘁𝗲 𝗲𝘁 𝗽𝗮𝗿𝗳𝗮𝗶𝘁𝗲𝗺𝗲𝗻𝘁 𝗮𝗱𝗮𝗽𝘁𝗲́𝗲 𝗮̀ 𝗹𝗮 𝗿𝗲́𝗮𝗹𝗶𝘁𝗲́ 𝗾𝘂𝗲́𝗯𝗲́𝗰𝗼𝗶𝘀𝗲. Lors de ma visite au siège social du Centre Canadien de Services d’Agents Virtuels - CCSAV à Victoriaville, j’ai échangé avec son PDG, Jean-Pierre G., qui nous partage dans cette vidéo quelques avantages concrets de l’𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗱𝗲 𝗰𝗲𝗿𝘁𝗮𝗶𝗻𝗲𝘀 𝗼𝗽𝗲́𝗿𝗮𝘁𝗶𝗼𝗻𝘀 𝘃𝗲𝗿𝘀 𝗹𝗮 𝗧𝘂𝗻𝗶𝘀𝗶𝗲. 🎥 Bon visionnement! PS:💡Intrigués, curieux… ou même sceptiques? Partagez vos questions en commentaires 👇🏼 Nous y répondrons dans la prochaine publication! #SolutionTalent #Comptabilité #Recrutement #CPA #TI #RH #Externalisation

I am officially thrilled to announce the new Built In Platform, a first-of-its-kind solution that helps employers measure and shape their employer brand reputation within LLMs so they can be visible, trusted, and chosen by top talent. This marks a turning point for our industry: ➡️ Talent acquisition begins and ends with AI; ➡️ Reputation management becomes measurable and non-negotiable; and ➡️ Companies can finally see and shape how AI describes them. Why this matters: AI has completely transformed the candidate journey. For 15 years, we’ve helped companies tell their employer brand stories to candidates. Now, we’re helping them understand how those stories are being told by AI. As candidate behavior evolves, job seekers are turning to AI tools such as ChatGPT, Gemini, and Perplexity to guide their career decisions. These systems now shape perceptions about where to work, influence who gets considered, and define how companies are represented to candidates. What we launched: The first, and most powerful feature we launched is the Employer Brand Reputation (EBR) Score — the industry’s first AI-driven measure of how a company is described across seven key pillars, from culture and leadership to growth and stability. It’s actionable. It’s data-driven. And it’s designed to help employers strengthen visibility and trust with both candidates and AI. 👉 Request your free EBR Score here: https://lnkd.in/genTiZZC The Built In Platform then helps companies take action through AI-optimized content and employer profiles that improve how both AI systems and human candidates understand the company’s story. AI is now a defining force for securing inbound and outbound talent pipelines. The companies that measure, understand, and manage their reputation, with both candidates and AI, will lead the next decade of talent acquisition. None of this would be possible without the incredible Built In team (especially my co-founder Adam C.) whose creativity, dedication, and belief in our mission made this launch a reality. You continue to redefine what’s possible at the intersection of employer branding and technology, and I couldn’t be prouder. 💙

Vorige week deelde ik iets over verlof met dit warme weer: 31 graden, vrijdagmiddag, en de vraag "mag ik wat eerder weg?" De reacties die binnenkwamen hadden allemaal dezelfde toon: wees gewoon ruimhartig naar je mensen. Praat over output, niet over uren. Verras ze met een vrijmiddag. Mooie gedachte. En ik hoop eerlijk gezegd dat de meeste MKB'ers er zo over denken. Maar hier zit ook iets in dat ik nog wil toevoegen: dit werkt vooral zo lang je organisatie klein genoeg is. Op het moment dat je groeit, meerdere teams hebt, meerdere leidinggevenden, dan wordt "gewoon ruimhartig zijn" een stuk lastiger. Want wat de ene manager ruimhartig noemt, vindt de andere misschien te scheef. En dan krijg je discussie, of erger, het gevoel van ongelijke behandeling. En dat brengt me bij het thema van deze week: ik hoor om me heen geluiden over scholen die overstappen op tropenroosters, en kinderen die om 12:30 al uit school komen. Weer zo'n moment waarop blijkt hoe flexibel je organisatie écht is - en waar diezelfde vraag weer opduikt. Maar precies hier ligt de crux. Ruimhartigheid op gevoel werkt, tot je organisatie groeit. Dan helpt het juist als je dit soort situaties hebt vastgelegd in je verlofbeleid. Niet om de menselijkheid eruit te halen, maar om hem juist te borgen - ook als jij er zelf niet bij staat. Denk aan iets simpels: een afspraak over flexibele werktijden bij extreme hitte, of een duidelijke lijn over kortdurend bijzonder verlof bij schoolwijzigingen. Geen dik protocol, maar een paar zinnen die ervoor zorgen dat elke leidinggevende dezelfde definitie voor "ruimhartig" hanteert. Want wat als het deze zomer niet één extreem hete week is, maar zes keer? Dan wil je niet elke keer opnieuw het wiel uitvinden - dan wil je dat de kernwaarden van je organisatie al in je beleid zitten, zodat ruimhartigheid niet afhangt van hoe de pet er toevallig die week bij staat. Tijdens ons event HR Vooruit - het HR en salaris event voor het MKB - gaat Jessie de Groot van 7People hier verder op in: hoe vertaal je de kernwaarden van jouw organisatie naar een verlofbeleid dat past bij wie je bent als organisatie. Mocht je het interessant vinden, dan kun je hier de opname bekijken: https://lnkd.in/eM-KwuAQ

200 verlofuren. Eén Excelbestand. Nul mensen die wisten of het wettelijk of bovenwettelijk verlof was. Dit was de realiteit bij Jumbo vier jaar geleden. Paula van Egeraat, HR-manager bij Jumbo Group (de bordspellen, niet de supermarkt), vertelde dit laatst doodeerlijk tijdens ons event HR Vooruit: "Ik durf dat eigenlijk niet hardop te zeggen hier. Maar we hadden een groot Excelbestand. Daar stond tweehonderd uur in. En niemand wist van wanneer die waren, wanneer ze verliepen, was het wettelijk, was het bovenwettelijk." Wat ik knap vind: ze zei dit hardop, op een podium, voor 100+ vakgenoten. Geen enkele poging om het mooier te maken dan het was. Toen ze bij Jumbo begon, deed Legal het HR-minimum en werd payroll gewoon door finance erbij gedaan. Dit herken ik van veel MKB-bedrijven die groeien: HR groeit niet vanzelf mee met het bedrijf. Het probleem was niet dat er geen beleid was. Het probleem was dat er geen inzicht was. En zonder inzicht geen grip: niet voor de medewerker, niet voor de manager, niet voor HR zelf. Wat me het meest bijblijft, is niet het Excelbestand. Het is wat Paula daarna deed. Ze pakte het gefaseerd aan, gaf medewerkers zelf inzicht in hun verlof, en richtte werkstromen zo in dat die vóór haar gaan werken in plaats van andersom. Haar advies aan andere HR-managers: "Zorg dat je dat gefaseerd doet. Je kan het niet allemaal tegelijk, zeker niet als je HR in je eentje doet." Dat is precies waar je het verschil maakt tussen HR die achter de feiten aanloopt en HR die langzaam aan steeds meer grip heeft. Herken jij dit Excel-verhaal uit je eigen organisatie - en wat was jouw eerste stap om het op te lossen? Of wil je die graag zetten maar weet je nog niet hoe?

A lot of hiring relationships feel like a revolving door. You explain your business, your tech stack, your team culture, and your hiring quirks. A year later, you call your account exec and somebody new picks up the phone. I’ve been managing some of my clients for over 10 years now. I’ve watched their kids grow up. I’ve worked through two CIO transitions at the same client. I’ve placed candidates who later became the hiring manager I’m placing for. Just something worth thinking about if you’ve been cycling through new reps lately.

I took a look at the 25,419 assignments published on Brainville so far in 2026: • 14,216 do not allow remote work • 9,025 allow hybrid work • 2,178 allow 100% remote work So only 9% can be carried out fully remotely. Another 36% offer some form of hybrid work – a term that, to put it mildly, leaves some room for interpretation. The remaining 56% require work on-site. Remote work is clearly still alive. But preferably within commuting distance.

We are NOT recruiters! We are HEADHUNTERS! Know the difference or you’ll pay the price! We don’t sit around passively waiting for “applicants.” We hunt down the top 5%, the A+ Players who aren’t even looking. These A+ Players are too busy leading teams, breaking records, and crushing goals at their current companies. They aren’t sitting on job boards. They aren’t applying. They aren’t networking for other opportunities. Regardless, we still find them. We establish these relationships. We learn what drives them. We show them their IDEAL opportunity. We create dreams they didn’t know they could have. We don’t post and pray they find us. We don’t spam inboxes with cookie-cutter AI messages that bore. We don’t rely on job boards and wishful thinking on hoping someone great will respond. IT DOESN’T WORK LIKE THAT WITH A+ PLAYERS! Those tactics are what amateur recruiters rely on! They DON’T work to attract the greatest + brightest! We entice. We persuade. We deliver. That's what HEADHUNTERS Do! We are ACTIVE. We are UPFRONT. And, TAKE ACTION! Exceptional Results Follow! There aren’t many of us left. We cut through the noise! So next time you HIRE a recruiting firm... Ask yourself: Are they posting jobs? OR Are they actually HUNTING for talent? Because in this market, the difference will cost you.

I first looked into the Breathe Partner Programme after seeing the results other consultants in The HR Dept network were getting, and I’m so glad I did. Since joining, Breathe has become a core part of how we work at The HR Dept Bham Central & Wolves. It’s helped us simplify client support, stay organised and deliver even more value across the board. Before Breathe, locating client documentation was one of our biggest challenges. Now everything is centralised, secure and easy to access, which has been especially important as more clients adopt remote and hybrid working. The software covers all the day-to-day essentials like holiday and sickness tracking, but the real value comes in the added functionality. From rota management and time tracking to recruitment tools, Breathe gives us the flexibility to support each client’s needs as they grow. And one of the best parts about being part of the Partner Programme is that we’re not doing this alone. We get regular support from our account manager, access to training and resources, and we have the chance to help shape the future of the product. That level of collaboration has been key. I’m proud to be one of Breathe’s award-winning partners, and even prouder of what we’ve been able to achieve with our clients as a result. You can watch the video below to hear more about how we’re using Breathe or read the full story via the link in the comments! #BreatheHR #TheHRDept #BreathePartner #HRCommunity #BusinessGrowth #SME #HRPartner

I'm stepping down as the cofounder of Oliva. And stepping up as the cofounder of Oli. We've lost the "va", but we definitely haven't lost the "voom" 🚀 Since our launch back in 2020, we've helped 10s of 1000s of people proactively improve their mental health. This is something that makes me 𝐢𝐦𝐦𝐞𝐧𝐬𝐞𝐥𝐲 proud—and continues to do so, as we continue to offer the same high-quality mental health support we always have. But it's time for Oli𝗏̶𝖺̶ to do more... We're lucky to have many of the world's best companies as customers, and we've learnt a tonne from partnering with them. Firstly, something we've always known; healthy people create healthy companies. High-quality mental health support is the foundation that makes this happen. But people don't just want to be healthy—they want to thrive (insert overused reference to Maslow's Hierarchy of Needs). And guess what? Thriving people create thriving businesses. 👇 Welcome to the new 𝗢𝗹𝗶𝗏̶𝖺̶ 👇 Oli is the AI Performance Partner helping teams work, learn, and grow, every day. Oli lives where work happens, in Slack and Teams, guiding managers and employees with smart prompts that build alignment, feedback, and focus. Born from Oliva’s roots in coaching and behavioural science, Oli makes performance improvement practical, human, and sustainable. The high-quality therapy, professional coaching, targeted L&D and training programs remain at the core of Oli—it's just now there's a smarter, always-on layer that sits above it all. Read more about our evolution from our Huw, Oli's CEO—you know where to look 👇

Here's what feedback looks like at Oli 👇 ♻️ Every day, micro feedback gets shared. This way there's very little that's super heavy, it's always in the context of work and goals, and it sustains healthy habits throughout the team. If we forget, Oli will suggest something relevant to share, along with the 'why'. Feedback never stops flowing. 🎯 Once every ~6 months, Bridie Slater reminds us to explicitly ask for feedback from our peers and managers. Producing that feedback, removing emotion, and giving real examples is now 10x faster and more effective thanks to Oli's help (all within Slack). I'm biased but Oli has completely changed the game for us when it comes to our feedback culture 🤩

“L’IA va décider à la place du recruteur si tu es embauché.” C’est une crainte légitime quand on postule aujourd’hui. Entre réponses automatiques et silences prolongés, difficile de ne pas douter... Mais dans le recrutement, l’IA ne décide pas. Elle assiste. La décision finale ? Elle reste humaine. Toujours. Et si ce n’est pas le cas… plot twist : c’est tout simplement illégal 🙅♀️ Le RGPD l’interdit déjà, et dès 2026, l’AI Act européen imposera transparence et supervision humaine. Qu'est-ce que l'IA peut faire ou ne doit pas faire ? Quel est le cadre légal ? On fait le point dans ce guide : “L’IA dans le recrutement : l’efficacité au détriment de l’éthique ?” - à télécharger ici : https://lnkd.in/erUBQ8Sg

To think we've built a specialty executive search firm into a consistent top 50 firm is something I'm incredibly proud of. The start of 2026 has been Beecher Reagan's best ever, and I owe that to our team, our clients, and the executives we place. We've continued to build a team focused on expanding capabilities and delivering client outcomes, and we've had the privilege of working with so many world-class firms in professional services and private equity. Here's to 2026 and beyond! Tim Reagan Mo Captan Raj Kapoor Scott Ratliff Angela Navarro Kinavic Leadership Acceleration Beecher Reagan Capital Hunt Scanlon Media #professionalservices #privateequity #consulting #executivesearch

I look at this type of reported move by McKinsey as an admission that the old model's dead. They're restructuring like they're an investor-backed company. Cut cash comp. Put more into rewarded, deferred equity. And what that means is they free up cash to invest, so they can invest faster. In a partnership, all the cash goes out the door every year. You pay your salaries, you pay your team, you pay your SG&A, and the rest goes to the partners as a K-1 distribution. Investor-backed is different. Two-thirds comes to you as cash. One-third stays as free cash flow — and that one-third is getting 80, 90, 100% reinvested in buying growth or hiring growth. If you're a billion-dollar company, that's $300 million getting reinvested versus zero. Non-investor-backed companies are going to lose competitiveness... In places like acquisitions and compensation. You can't run the firm by committee anymore. You clean up the governance structure, and you free up cash flow more than ever to invest. This was an admission to what it's going to take to win going forward, not going backwards. Your partners can be investors. #privateequity #professionalservices #consulting #leadership

I used to face the Tuesday after a three day weekend with a whole lotta dread. Knowing that I'd get the kids off to school and be excited to get back to writing or creating or big thinking... Only to be buried in day-to-day tasks, emails that needed immediate attention, and back-to-back-to-back meetings to make up for the lost Monday. And while these things are important, they were holding me back from the bigger story I was trying to create. For years I felt stifled by my inbox, my calendar, my to-do list... afraid I'd never escape it. And then I found a way out. An Executive Assistant. The very day she started, everything changed. Not only did she take tasks off my plate, but she protects the space where my story unfolds. If you've ever felt the dread of a three-day weekend Tuesday, or had busywork siphon off all your energy, you too can escape. Delegate the busywork so you can lead with purpose. And keep writing the story only you can tell. https://hubs.li/Q03NsW8Z0

In the business of real estate, time is money — and for years, I was losing both by trying to do everything myself. Partnering with BELAY helped me change that. My remote Executive Assistant took tasks off my plate, my Bookkeeper brought clarity to my numbers, and together they helped me move from reactive to strategic. If you’re serious about growing your real estate business, BELAY can help you focus on what really moves the needle. https://lnkd.in/gDX8s75x

Big thank you to the Webflow team for being such thoughtful partners as they reimagined their pre-tax benefits experience. When Webflow was ready to move on from legacy systems and manual workarounds, they looked for a partner that could offer more flexibility, better support, and a smoother employee experience. With Benepass, they’ve: ✅ Consolidated HSA, FSA, DCFSA, and COBRA onto a single platform ✅ Eliminated manual processes for employer contributions ✅ Integrated seamlessly with Workday ✅ Reached 80% card usage and a 100% CSAT score Michelle said it best: “Not having [benefits issues] come up every single week is a huge benefit so we can focus on other things that are high priority." We’re proud to support teams like Webflow’s in making benefits simpler and more impactful. 📖 Read their full story here: https://hubs.li/Q03Dq-Fq0 #EmployeeExperience #BenefitsStrategy #HRTech #FutureofWork