Leapsome

Want your HR team to feel more strategic? Give us our time back. You can’t ask for strategy while also drowning us in administrative work. I got into HR because I love people not because I love a dashboard, want more time with people, less time with excel. That’s why I’m excited for what Leapsome has built. Come get your time back. 🔗 in comments. #leapsomepartner

The most expensive hiring mistake isn’t hiring the wrong person. It’s never learning from the right ones. Most companies know exactly who their best people are, but that knowledge never makes it into the next hire. Hiring runs in one tool, and everything you know about your people sits in another. A backfill gets approved, the same job description goes back out, and nobody stops to ask whether the work has changed. In 2026, it almost always has. AI is reshaping which skills, roles and teams every company needs, faster than job descriptions can keep up. Talent is the competitive advantage now, which makes hiring a leadership question. And People teams should walk into it with real data. Before you open your next role, ask: → What gap is this hire actually filling? → What do our best people in this area have in common? → Does the budget match our salary bands before it goes live? Most companies already have these answers. They’re just locked in the wrong system. So we built Leapsome Recruiting, now live. Hiring runs on the same platform as your reviews, goals, learning and pay, so your own workforce data tells you who to hire next. Interviews score on the skills your best people already show. And when someone signs, their profile and onboarding are ready without re-entering a thing. Hiring informs performance. Performance informs hiring. Leapsome Recruiting is live today. See how it works, link in comments ⬇️

Most performance reviews still rest on one manager’s opinion, feedback that’s months old, and prep time nobody actually has. Two People leaders stopped accepting that, and built AI workflows to change it. Join Jessica Zwaan (Leapsome) and Thomas Forstner (Juro) for a free 30-minute live build session. They’ll show you exactly what they built and what changed. 🔗 How one peer feedback change doubled the connections in performance data 📊 How to read manager ratings next to an organizational network view 🤖 How to run check-ins every two months without burying anyone in prep 🎓 SHRM professional development credits available 📅 Mon, Nov 2 | 10 am ET / 4 pm CET | Virtual Can’t make it live? Register and we’ll send you the recording.

Ein deutsches Gesetz gibt es noch nicht. Gleiches Entgelt können Beschäftigte trotzdem schon heute einklagen. Erfahrt live mit Arbeitsrechtlerin Dr. Michaela Felisiak und Jonas Stoffel (General Counsel, Leapsome), was heute gilt und was ihr jetzt angehen solltet. 📋 Was heute schon gilt, auch ohne Gesetz ❓ Was noch offen ist und womit ihr rechnen solltet ✅ Nächste Schritte für Gehalt, Recruiting und Verträge 💬 Eure Fragen, live beantwortet 📅 Live | 28.Oktober | 12:30Uhr MEZ 👉 Jetzt kostenlos anmelden

Every hire is an investment. Most still get treated like a backfill. Learn how Synthesia hires for the work AI is changing, live with Jonathan Durnford-Smith (Head of Talent, Synthesia) and Jessica Zwaan (VP People Strategy & Operations, Leapsome). 📈 How to treat every hire as an investment 🔄 Why your hiring bar needs a reset every six months 🤝 How to swap “culture fit” for values alignment 🤖 What changes when new hires work alongside AI 📅 Live | Oct 29, 11 AM ET / 4 PM CET 👉 Save your seat

Pay transparency is becoming the norm. But what sits behind the number? In our latest report, we looked at 100 of the world's fastest-growing companies. 74% publish some salary information, and 25% publish full pay ranges. The next step? Having a clear compensation philosophy behind those numbers 🤔 → Where does your pay data come from? → How do you approach pay positioning and leveling? → How much discretion do managers have? → How often do you revisit your approach? Jessica Z., our VP of People Strategy & Operations, built a free tool to help you work through exactly that: ✨ The Compensation Philosophy Builder ✨ Answer five quick questions, and you’ll walk away with a starting point for your methodology, covering data sourcing, percentile strategy, leveling, discretion rules, comp-stack mix, and review cadence. 👉 Build your compensation philosophy for free: https://hubs.li/Q04yJlDh0