The Job Situationship Is Here — and HR Can No Longer Ignore It Authored by: Oryna Shestakova A trend HR professionals have been observing anecdotally is surging: the majority of Gen Z employees are not disengaged, but they are not committed either. Researchers are calling it the “job situationship” — and the implications for retention strategy, workforce planning, and AI governance are significant. The Core Finding Fresh research surveying Gen

Trust Is the Culture. HR Is How It Holds. Authored by: Gearl Loden Most organizations talk about culture as if it were something you could install. New values on the wall. A survey, a workshop, a hashtag. Then they wonder why none of it changes how people actually behave on a Tuesday afternoon when something goes wrong. Here is what I have seen across three decades of leading: culture is

What Product Managers Can Learn from the Structure of the IRS Fresh Start Program Authored by: Eric Pemper Here’s a confession: I never expected a government tax program to hand me the most useful product design lesson of my year. Yet there I was, helping a friend navigate his tax situation, when the structure of the IRS Fresh Start Program stopped me cold. Not because of the tax mechanics but

Stop Trying to Fix the Candidate. Fix the Hiring Process. Authored by: Stephanie Lemek When a hiring pipeline isn’t producing diverse, qualified hires, our reflex is almost always to work on the people. We coach candidates to interview better. We run resume workshops. We tell underrepresented applicants to network more, advocate harder, project more confidence. The unspoken assumption is that the candidates are the variable that needs adjusting. They usually

Why People, Not Technology, May Be the Biggest Energy Transition Challenge Authored by: Matthew Curnow The global energy transition is often discussed through the lens of technology, infrastructure and investment. Solar panels are cheaper than they once were. Battery storage is improving. Governments are setting stronger renewable energy targets. Global clean energy investment is now measured in the trillions. Yet one of the biggest constraints facing the industry is not

Your AI Policy Is Sending a Message You Didn’t Intend Authored By Marc Shorb When leaders sit down to write an AI policy, the goal is usually practical. Set some guardrails, reduce risk, and keep people from doing something that lands the company in trouble. The output is a document about what’s allowed and what isn’t. But employees don’t just read the rules. They read into them. Every policy carries

Building a Better Return-to-Work Program: How HR Can Impact Workers’ Compensation Claims Costs Authored By: Adam Price For midmarket and large employers, the rising cost of workers’ compensation claims is putting pressure on the bottom line. Year over year, the cost of claims is impacted by rising inflation, medical care costs, and employee wage increases. According to the Workers Compensation Research Institute, the total costs per claim across 18 states

Building Psychological Safety That Actually Works Authored by: Jenine Saleh Esq. Psychological safety has become a phrase that gets cited in mission statements, repeated in onboarding decks, and invoked at all-hands meetings without changing very much about how anyone actually behaves. The concept itself is sound. Amy Edmondson’s research on what makes teams effective is some of the best work in organizational behavior of the last two decades. The problem

Build-in-Public as the New Recruiting Funnel: Why Founder-Led Content Out-Hires Job-Board Posts at a 3.4x Reply Rate Authored by: Kartik Chugh The HR question every early-stage company has to answer in 2026 is whether the next senior engineer or operator hire arrives through a job-board post, a recruiter pipeline, or a founder thread that the candidate read at 11 pm on a Tuesday. Across our 2026 audit of 42 founder-led

DEI Isn’t Dead. Companies Just Need to Stop Treating It Like a PR Campaign. Authored by: Abhishek Shah Over the last year, conversations around diversity, equity, and inclusion have become noticeably more polarized. Some companies are quietly scaling back DEI initiatives. Others are rebranding them under different names. And many leaders now avoid discussing the topic publicly altogether because they fear backlash, legal complexity, or accusations of performative hiring. But