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AI is already shaping our future. Want to know the leadership qualities you need to possess to win the AI race? Watch until the end to find out. #GreatPlaceToWork #GPTWme

Part of the Talent Acquisition team at your company? Perfect turns hours of manual sourcing and outreach into an automated interview engine. Perfect for 2+ recruiters.

Part of the Talent Acquisition team at your company? Turn your hiring goals into interviews - fast. Perfect automates your top-of-funnel instantly. Perfect for 2+ recruiters.

Helder weten wat je wil is één ding. De weg ernaartoe vinden is een tweede. Je profiel klopt. Je ambitie ook. Maar je wil niet zomaar een volgende stap zetten, je wil de juiste. Onze adviseurs helpen je jouw profiel koppelen aan functies die echt aansluiten binnen de woningcorporatie. Zonder omwegen, zonder vacatures die je al gezien hebt.

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As AI agents find their place in HR workflows, compliance is becoming a key factor, especially when it comes to people’s careers, performance, and hiring decisions. In this snippet from the Gecko HR Breakfast in Zagreb, Marko Perme discusses how the EU AI Act impacts HR automation and why balancing compliance, value, and complexity is crucial when implementing AI. 💡 Want to explore what tasks to automate and what should remain human? Read the full blog recap and watch the full event recording 👉 https://lnkd.in/dwC6YBnf

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Every inaccurate hour cuts into the margin on your projects. With NFC clock-ins, you can capture reliable crew hours at the jobsite and reduce costly time theft and payroll leakage.

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Med Fronted får du håndplukket global rekruttering – gjort enkelt. Vi finner, kvalitetssikrer og ansetter topptalenter fra hele verden. Du får kun én faktura og slipper all administrasjon.

Why did GigBench founder Brian Sullivan decide to build the platform? To help firms scale with vetted talent & to help AEC professionals find good, meaningful work without the chaos. Watch the video to learn more. Join the waitlist at GigBench.com #AEC #Gigeconomy #freelance

Whether you need a structural engineer for a bridge project or a BIM specialist for documentation, GigBench has you covered. Every freelancer on our platform is verified and ready to contribute — helping your firm scale up confidently when demand spikes. No hiring risk Verified professionals Flexible engagement options Be part of the future of flexible AEC hiring.

Candidatos pasivos vs. activos: 4 diferencias clave #Talento #Headhunting #Éxito

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Most companies have “unwritten rules” about pay. The problem: they don’t scale. Here’s how to design a documented comp philosophy you can defend — with examples you can steal: (First, if you want to see how HR teams scale their philosophy using software, request a Pequity demo 👉 https://lnkd.in/eBwvhQAc) 𝟭. 𝗗𝗲𝗳𝗶𝗻𝗲 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀 Document every piece of comp: salary, equity, bonus, benefits. Ex: “At this stage, we lead with salary + equity. For this role, X% is base, Y% is equity. Our salary bands are benchmarked against the market.” 𝟮. 𝗘𝘀𝘁𝗮𝗯𝗹𝗶𝘀𝗵 𝗬𝗼𝘂𝗿 𝗣𝗮𝘆 𝗣𝗵𝗶𝗹𝗼𝘀𝗼𝗽𝗵𝘆 Make your stance explicit: at market, above, or below — and why. Ex: “We aim to compensate all employees the competitive rate for their level and experience at the time of hire, accounting for potential variations in level of contribution, skill, and experience where necessary." 𝟯. 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗪𝗵𝗼 𝗜𝘀 𝗜𝗻𝘃𝗼𝗹𝘃𝗲𝗱 Define decision-makers in comp conversations. Ex: “Executive leadership, Head of People, Function Lead, and Hiring Manager — sometimes Finance or Legal.” 𝟰. 𝗦𝗲𝘁 𝗡𝗲𝘄 𝗛𝗶𝗿𝗲 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗥𝘂𝗹𝗲𝘀 Create structure for levels, salary, and equity offers. Ex: “All hires start at the band floor. Experience, education, and skills set the level. Counteroffers cannot exceed 5% above peers.” 𝟱. 𝗗𝗲𝗳𝗶𝗻𝗲 𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀 Clarity builds trust and consistency. Ex: “Promotions require 6+ months at the next level, scope to support it, and alignment with company values. Salary moves to the bottom of the new band; equity is recalculated to the next target.” 𝟲. 𝗢𝘂𝘁𝗹𝗶𝗻𝗲 𝗡𝗼𝗻-𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝘀 Define timing + criteria. Ex: “Reviewed twice per year. Granted for sustained strong performance or market shifts, but only if aligned with peers and sustainable for the business.” 𝟳. 𝗘𝘅𝗽𝗹𝗮𝗶𝗻 𝗛𝗼𝘄 𝗬𝗼𝘂 𝗣𝗮𝘆 𝗳𝗼𝗿 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 Guide placement within salary bands. Ex: “Floor = meeting most expectations. Midpoint = fully meeting the role. Upper band = exceeding expectations, on track for promotion.” 𝟴. 𝗘𝗾𝘂𝗶𝘁𝘆 Clarify your equity structure and refresh approach. Ex: “We create equity bands per level. At this time we do not offer an equity refresh program. However, we are actively evaluating the options and timing of a program to ensure long-term competitiveness.” Also, I’d run out of space if I shared everything here — so I’ve got a surprise for you.👇 I’ve put together a plug and play comp philosophy template with fully written out examples, email templates for comms, alongside my comp philosophy + ranges guide (built from best practices I used at Google & Instacart). You can use these in combination to create your company’s unique comp philosophy write up. 💬 𝗝𝘂𝘀𝘁 𝗰𝗼𝗺𝗺𝗲𝗻𝘁 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 and I’ll send you the link to the Google Doc + slides.

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Still buried in resumes and follow-ups? Your next hire shouldn’t come at the cost of your peace (or your spreadsheets). Let GenieHire.ai handle the heavy lifting, from screening to scheduling, all on autopilot. #smarthiringstartshere #recruitmentautomationtools #AIHiringforHRs #GenieHireAI #HRWithoutTheHustle

𝐀𝐟𝐠𝐞𝐥𝐨𝐩𝐞𝐧 𝐝𝐨𝐧𝐝𝐞𝐫𝐝𝐚𝐠 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐞𝐞𝐫𝐝𝐞𝐧 𝐰𝐢𝐣 het 𝐞𝐞𝐫𝐬𝐭𝐞 Fring 𝐅𝐥𝐞𝐱 𝐄𝐱𝐩𝐞𝐫𝐭 𝐄𝐯𝐞𝐧𝐭. Verschillende inhuurspecialisten van bedrijven als Bol., KPN, Eneco, VGZ, CZ, Alliander, Nike, BAM en meer aan één tafel. 𝐖𝐚𝐭 𝐨𝐧𝐬 𝐫𝐚𝐚𝐤𝐭𝐞: De openheid waarmee (compliance) hoofdpijn gedeeld werd. Niet: "Wij hebben het perfect op orde." Wel: "We lopen hier tegenaan, hoe pakken jullie dit aan?" Die eerlijkheid bracht de beste gesprekken op tafel. 𝐖𝐚𝐭 𝐰𝐞 𝐳𝐚𝐠𝐞𝐧: - Iedereen worstelt met dezelfde vragen: ZZP of payroll of detachering of SoW? - De angst voor Belastingdienst is een ding (terecht of niet, die angst is er) - WTTA impact wordt onderschat ("Dit wordt groter dan we denken") - Er is honger naar praktische aanpakken, niet alleen theorie 𝐃𝐞 𝐤𝐫𝐚𝐜𝐡𝐭 𝐯𝐚𝐧 𝐝𝐞𝐳𝐞 𝐝𝐚𝐠: Organisaties die normaal gesproken niet met elkaar aan tafel zitten, deelden open waar ze tegenaan lopen. Geen netwerkevent met oppervlakkige praatjes. Maar echte sparring tussen mensen die dezelfde uitdagingen hebben. En dat blijft plakken. Want na afloop hoorden we: "Dit moeten we vaker doen." Daar zijn we blij mee. Niet omdat we een leuk event organiseerden. Maar omdat het laat zien: er is behoefte aan een plek waar je vragen kunt stellen zonder direct een verkooppraatje te krijgen. Dank aan iedereen die er was. Jullie maakten dit tot een inhoudelijk sterk event. En aan Dirk-Jan in den Eng en Jan-Willem Weijers voor de scherpe inzichten. Wil je als inhuurspecialist, total workforce leader, Inkoop of HR verantwoordelijke up to date blijven over future proof inhuur en sparren met gelijkgesteme specialisten? Stuur dan een DM naar Katja Steen of mail [email protected]

HR is te complex om alles door één persoon te laten regelen. Bij So Toff hebben we alle expertise in huis om jouw HR-zorgen uit handen te nemen. Vraag de 𝐇𝐑-𝐬𝐜𝐚𝐧 aan en ontdek hoe wij jouw organisatie kunnen ondersteunen.

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Our 2026 global HR financial services salary guide is now live. Download it here ➡️ https://lnkd.in/eXQQ9TfY In a year shaped by economic uncertainty, geopolitical pressure and rapid technological change, HR leaders in financial services are playing an increasingly critical role in business performance. Our latest global salary guide and market report brings together: • HR salary benchmarks across asset management, hedge funds, banking, private equity and venture capital, insurance and fintech • Market insights from the UK, North America, Europe, the Middle East and Asia • Analysis of global HR hiring trends Built from our work with boards, CEOs, investors and CPOs worldwide, this guide is designed to support confident decision‑making on compensation, hiring and organisational change.