Daniel Shapero

Compensation folks: SB-642 just went into effect in California, and two changes are going to create real work for many employers: 1️⃣ Pay equity now applies to total compensation California expanded the definition of "wages" for equal pay purposes to include all forms of compensation. Of note for high tech employers in CA, this specifically calls out "overtime pay, bonuses, stock, stock options, profit sharing and bonus plans." This means you need to ensure you're paying consistently across total comp, including equity, and maintain records of all compensation components for employees (and for 3 years after they leave). 2️⃣ They're starting to go after overly broad ranges The new law updated the definition of pay range to specify that it should be a "good faith estimate" of the wages the company "reasonably expects to pay for the position upon hire." If your job postings included the full range for the level, but you never hire new employees at the top of the range, you'll need to make some updates here. There are still a number of other excuses you could come up with for a broad range, but I think the takeaway is that the regulators have heard the complaint and are starting to focus on this. I think these are the big ones that likely mean there's work for a lot of California employers, but there are a number of other updates to check out in the full text of the bill here: https://lnkd.in/gZg_ix6w By the way, if the prospect of needing to figure out whether all your existing employees are paid fairly relative to your stock comp ranges is giving you anxiety, Aeqium can help you get your house in order.

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Hiring teams need speed, but scattered systems create delays between engagement and compliance. With the WorkPro x Paradox, A Workday Company integration, AI-driven conversations and automated compliance work in sync. Paradox’s AI assistant Olivia handles real-time chats, screening, and scheduling, while WorkPro manages checks, verification, eLearning, and credentials. Every step from first contact to job ready is connected, visible, and compliant. Explore how WorkPro and Paradox, A Workday Company come together: https://lnkd.in/gf2Yhcm7 #Paradox #HiringTechnology #Recruitment #Compliance

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AI and automation have made finding talent easier than ever, but winning the right talent has become much harder. That’s one of the insights GoCardless shared when reflecting on hiring in our Benchmark Report. 👀 Their TA team realized the real differentiator wasn’t finding more candidates, but creating a hiring process people actually wanted to be part of. Instead of treating hiring as a transactional process, their TA team shifted from “evaluating” candidates to “consulting” them. And that mindset shows up everywhere in their process: 🤝 transparent timelines 🤝 honest feedback loops 🤝 strategic partnership with hiring managers 🤝 and a strong focus on long-term Quality of Hire, not just speed What stands out is how their Talent Partners operate as true strategic advisors. They use historical data and market insights to set realistic expectations with the business, while also prioritizing a skills-first approach to uncover talent beyond traditional resumes. As GoCardless put it: 📢 “We are providing candidates with interview feedback loops and transparent timelines. Even for those we didn't hire, we aim for them to leave our process as brand advocates.” Learn more about their approach in the carousel 👇

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The CEO whose last culture chapter didn't end well may understand culture better than most CEOs today. Today at Dogpatch Studios, in San Francisco, thanks to Cara Brennan Allamano, Erin M. Faverty, MA COML, and Jen Scales with the IPO Circle, PeopleTech Partners, and Gallagher. ~75 of us people leaders sat down to lunch with Travis Kalanick (yup, you read that right) to hear how he has led through IPOs. Cara asked great questions about business, leadership, and culture throughout, and a Chief People Officer asked the one I wanted to ask: what he had learned. Expecting to roll my eyes, I was nodding and smiling instead. Here are three things he's doing at Picnic, his latest company, that I'm still convincing leaders to do with culture today: 1) Less is more: Three values. Not fifteen. Not even seven. Three is still the magic number. We can then spend more time modeling the values rather than trying to remember them. 2) Values need to be defined. A value statement on its own means nothing. Teamwork, anyone? Underneath each value, he's written mindsets and behaviors that can be woven into processes and practices. They're in his performance reviews! He also mentioned a 15-page document he's updating about his culture philosophy. Cara asked if we could read it when he's done. We're waiting. (Thanks, Cara.) 3) Culture evolves whether you design it or not. Values can stay the same. Mindsets and behaviors need to be updated as the company changes. He's doing that. He also warned: values can be weaponized. Remember the employee who took "communicate transparently" as license to say anything to anyone? That. At Uber, "principled confrontation" became an excuse for personal attacks. He reflected on what went wrong, learned from it, and seems to be putting it into practice. Talk is cheap, especially from a CEO. I've heard versions of this before. But the leaders worth giving another chance to are the ones who learned the hard way and came back with proof they learned and are doing it differently this time. Travis sounded like one of them today.🤞 Culture isn't what you have. It's what you keep doing. Same goes for that Goop salad Picnic-- I've had it twice, and it was amazing both times.

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In Silicon Valley and beyond, speed isn’t optional — it’s survival. Waiting months to hire the “perfect” AI engineer can delay your #MVP, slow your time-to-market, and cost you a competitive edge. Outstaffing solves this problem: 🌐 Rapid team scaling: Onboard pre‑vetted #AI engineers or data scientists in weeks, not months. ⚡️ Faster MVP → faster time-to-market: Launch prototypes and iterate before the market catches up. 💡 Cost-efficient access to talent: Scale your team flexibly without the overhead of full-time local hires. 📈 Case in point: Companies leveraging outstaffing have expanded their AI teams by 10+ experts in under 6–7 weeks — turning hiring from a bottleneck into a growth lever. Our AgileSoft Europe outstaffing services give #Californian startups and tech companies instant access to skilled AI teams, fully integrated and ready to drive innovation — so you can focus on product, strategy, and speed. 💬 You don’t need to slow down innovation because of hiring delays. With our support, your AI projects move faster, smarter, and more efficiently.

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Just Launched: VP & SVP Talent Trends 👉 Our latest PE talent report details how this critical leadership tier is evolving, with analysis of compensation, equity, turnover, and market dynamics across 2025. The VP & SVP layer has become the backbone of operational execution in private equity-backed software and SaaS. Download the full report to see how sponsors are securing the right functional leaders to execute value creation plans: https://lnkd.in/eMEdZqHq #executivesearch #privateequity #leadership #VP #SVP #software #SaaS

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AI changes the enterprise operating environment. It touches decisions, workflows, customer interactions, security posture, and operational continuity. It introduces new dependencies and new risks. Executives therefore need success measures that show: - whether AI improves resilience - whether AI reduces cost and increases leverage - whether AI strengthens talent capacity instead of increasing fatigue - whether AI is governable at scale These outcomes cannot be seen in pilot dashboards. They require an executive measurement model. #AI #ML #enterprisemodernization #digitaltransformation #EQengineered https://lnkd.in/gaVQ4bsA

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Hiring across borders means facing talent churn head-on. In tech, retention is slipping as teams grapple with burnout and unclear purpose. Founders scaling engineering or product roles know the pain: high costs from disengaged hires and endless recruiting friction. Focus on employee experience (EX) and narrative to turn this around. → Build a holistic journey from recruitment to offboarding, with equitable flexibility and personalized touchpoints. → Weave in recognition tied to company values-it boosts loyalty significantly. → Prioritize belonging over perks to combat Gen Z turnover and manager fatigue. → Audit your narrative regularly to align hires with human-centered teams. The result? Lower turnover, higher productivity, and teams that stay invested long-term. What’s one step you’re taking for better retention? Share below. #TechHiring #EmployeeRetention #TalentAcquisition #HRStrategy #GlobalHiring #FounderLife #WorkforcePlanning #Leadership

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Revolutionize Your Hiring with Mona AI.....now available through amit-ai.ch Hiring the right talent has never been more critical, or more challenging. That’s why we’re excited to bring you Mona AI, an advanced recruiting software that makes hiring smarter, faster, and more human. Here’s what Mona AI delivers: ✅ AI-powered candidate matching – instantly identify the best fits ✅ 24/7 candidate engagement – no missed opportunities ✅ Automated workflows – free your team from repetitive tasks ✅ Exceptional candidate experience, seamless and engaging from first contact to hire With Amit-ai.ch as your trusted local partner and exclusive reseller, you get direct access to Mona AI, along with guidance, pricing, and demo options tailored to your needs. Curious how Mona AI could transform your recruitment process? Contact us today for details, pricing, or to book a live demo. hashtag #AIRecruiting hashtag #HRTech hashtag #TalentAcquisition hashtag #FutureOfHiring hashtag #amitai

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Most people read technology news. Smart businesses understand talent signals. Global tech is quietly transforming recruiting. 👇 • AI is turning from hype to ROI-driven outcomes. • AI agents take over end-to-end workflows. • Chip wars define AI infrastructure control. • Cybersecurity is evolving into real-time AI defense. • Hiring is transitioning from roles to capability stacking. This is not only about innovation. This is a large-scale talent shift. 👉 Companies that recognize this early... Do not only employ quicker. They create future-ready teams. Because tomorrow's advantage will be more than just technology. It will depend on who you recruit around it. #FutureOfWork #TalentStrategy #HiringTrends #ArtificialIntelligence #AI #DigitalTransformation #TechHiring #WorkforceStrategy #Leadership #Innovation #HRTech #CyberSecurity #CloudComputing #DataEngineering #TalentAcquisition #Recruitment #BusinessStrategy #GlobalTalent #StaffingSolutions #360IDE

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𝗧𝗵𝗲 𝗛𝗥 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻 𝗶𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗯𝗿𝗶𝗻𝗸 𝗼𝗳 𝗶𝘁𝘀 𝗺𝗼𝘀𝘁 𝗽𝗿𝗼𝗳𝗼𝘂𝗻𝗱 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗶𝗻 𝗮 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻. 𝗡𝗼𝘁 𝗮𝗻 𝗲𝘃𝗼𝗹𝘂𝘁𝗶𝗼𝗻—𝗮 𝗿𝘂𝗽𝘁𝘂𝗿𝗲. In this episode, Josh Bersin breaks down how AI agents and superagents will reshape 30–40% of HR jobs and roles, elevating the profession into a strategic business function that accelerates scale, speed to market, customer value, and employee experience. This isn't a story of headcount reduction—it's about unlocking capacity, impact, and insight at a pace we've never seen before. 𝗥𝗲𝗮𝗱𝘆 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝗔𝗜 𝗮𝗴𝗲𝗻𝗱𝗮 𝗳𝗼𝗿 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿𝘀 𝗮𝗵𝗲𝗮𝗱? 🎧 Listen now and join the conversation that's redefining HR for the AI era. https://lnkd.in/gxytdvKi #AIinHR #innovation #futureofwork

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HR Metrics That Matter to the C-Suite: Investment, Not Overhead HR leaders must speak the language of the C-Suite: ROI, Risk, and Revenue. Moving beyond basic headcount, the most impactful HR metrics connect people data directly to business outcomes. Here are the four core metrics Efficentra recommends to secure your seat at the strategic table: 1. Revenue Per Employee (RPE) This is the ultimate efficiency metric. It shows the financial return generated by your human capital. • What it is: Total company revenue divided by total number of employees. • Why the C-Suite cares: A rising RPE indicates that investments in Training and Technology ($HRTech$) are successfully increasing collective output without adding disproportionate cost. It validates strategic talent investments. 2. Cost of Turnover (COT) & Regrettable Turnover Rate 📉 Turnover is the single most expensive preventable HR event. This measures the financial impact and risk. • What it is: Includes recruitment costs, onboarding, lost productivity, training, and overtime. • Why the C-Suite cares: COT shows the direct financial loss from losing talent. Tracking the Regrettable Turnover Rate (loss of high performers) quantifies the risk to institutional knowledge and market competitiveness. This justifies spending on Retention and Employee Relations. 3. Time-to-Productivity (TTP) This moves the focus from hiring speed to value creation a true measure of onboarding efficiency. • What it is: The average time it takes a new hire to achieve a pre-defined level of expected competency and full output. • Why the C-Suite cares: A high TTP means salary is being paid for partial work, delaying the ROI on recruitment spend. Lowering TTP validates your structured onboarding and training programs. 4. Employee Engagement Correlated with Customer Satisfaction (CSAT) This metric links internal health directly to market performance. • What it is: Correlating high engagement scores (measured via pulse surveys) in specific business units with the Customer Satisfaction (CSAT) or Net Promoter Score (NPS) generated by those same units. • Why the C-Suite cares: It proves that investments in Employee Experience and Wellness are not just for morale, but directly improve service delivery, quality, and ultimately, sales and revenue. The Efficentra Insight: Stop reporting on what HR did and start reporting on how HR drove financial performance. Speak in terms of investment returns, risk mitigation, and operational efficiency. What HR metric has secured the most budget for your team this year? Share your win! #HRMetrics #StrategicHR #ROI #CSuite #WorkforceAnalytics #Efficentra

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🎙️ “𝘐𝘵 𝘰𝘯𝘭𝘺 𝘵𝘰𝘰𝘬 𝘰𝘯𝘦 𝘥𝘢𝘺.” Shawn Kessler, Partner & Managing Director of Recruitment Marketing at Aloysius Butler & Clark, shares how his daughter’s first-day experience revealed a painful truth: 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲 𝘀𝘁𝗼𝗿𝘆 𝘆𝗼𝘂 𝘁𝗲𝗹𝗹 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗺𝗮𝘁𝗰𝗵 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹𝗶𝘁𝘆 𝘁𝗵𝗲𝘆 𝗹𝗶𝘃𝗲, 𝘁𝗵𝗲 𝗳𝗮𝗹𝗹𝗼𝘂𝘁 𝗴𝗼𝗲𝘀 𝗳𝗮𝗿 𝗯𝗲𝘆𝗼𝗻𝗱 𝗼𝗻𝗲 𝗹𝗼𝘀𝘁 𝗵𝗶𝗿𝗲. 💬 In SparcStart’s latest TA Leader Series, Shawn dives deeper into this and other lessons from his new book 𝘉𝘶𝘪𝘭𝘵 𝘵𝘰 𝘈𝘵𝘵𝘳𝘢𝘤𝘵—including how authenticity leaves a lasting mark on the organization’s credibility and drives lasting employer brand trust.    👉 Use the link in the first comment to watch the full episode for more insights from the TA Leader Series!  #CandidConversations #EmployerBrand #RecruitmentMarketing #BuiltToAttract #BehindtheBrand

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