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A more user-friendly experience was in order.

The overarching message from presenters: Make sure your proverbial house is in order because the organizations that aren’t fully transparent about how and why they pay employees will quickly fall behind in the war for talent.  

For perspective, the global payroll software market is roughly $35 billion as of 2024, and recruitment technologies also are cited as a roughly $25 billion market — both an order of magnitude larger.

Key Takeaways ;Companies Throttling Employee Comp to Fund AI Investments; ;Report: CHROs Now Among Highest-Paid Execs at Public Companies; ;Virginia Lawmakers Pass Paid Leave Bill; ;Poll of Managers Points to Need of Mental Health Training; ;Job Candidates Vanish When Process Seen as Negative or Unfair; ;Figures and Facts of the Week; Companies Throttling Employee Comp to Fund AI Investments A new survey of 866 U.S. business leaders by career website ResumeBuilder.com showed 54% of organizations have reduced or will reduce the amount of money they have set aside in 2026 for employee compensation in order to free up capital for funding artificial intelligence (AI) projects.

It can also determine which skills are highly connected and identify the specific skills people are building as they move along their career in order to get to the next level or job.

What does the board want to pay for and what kind of message/order does it want to send to top management for the next three to five years?

Organizations are recognizing that they must be generous and creative with benefits offerings in order to attract and retain talent.

Likewise, cap sales credit and payouts for large lumpy mega orders to avoid unexpected quota blowouts.

Economic concerns have dampened consumer demand and hurt corporate orders for the company’s software and cloud services.

So is there a business case to be made by following AT&T’s playbook in ordering all — or a specific segment of — employees to RTO as a form of trimming staff?