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The Talent Economy Podcast


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Companies today are facing a global war for talent. At the same time, the talent with the skills companies are fighting over wants more flexibility around the way they work and the way they live.  

Talent now has a choice and this is pushing companies to change. We will bring together thought leaders, staffing experts, and top freelancers to talk about the changing nature of work and how companies can navigate these changes to attract talent that will alter the course of their business to ensure success as the pace of technological disruption increases.

Welcome to the Talent Economy podcast.

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20 Episodes
Remote Connections - Insights from a 1st Grade TeacherMuch of the news these past few weeks has been centered around businesses and their transition to remote work environments. Education is another field that, within a matter of days, was also forced into a remote structure.In this episode, I’m joined by Mark Kalal. Mark teaches first grade at an independent school and shares his experience with how he, and his school, prepared to transform their curriculum and student engagement into a distance learning environment. He also sheds light on the impact that current events are having on students in schools, and environments, with limited resources.Remote engagement isn’t just limited to students. A silver lining has been that the flexibility of teleconferencing has allowed for a more personable, engaging, and participatory experience during parent-teaching conferences - an option that, once on-site learning resumes, Mark will continue to offer. For information regarding your data privacy, visit
When Reality Forces Necessity – Uncovering the Challenges of Remote WorkingIn this episode, we’re joined by Jen Kalal, senior program manager at Amazon. Jen works in recruiting and manages the team’s capacity, figuring out how many new hires are needed, where they’re going to be hired, and how many recruiters are required to help achieve the goal.One of the most challenging areas right now is human capital, and Jen provides insight into some of the adjustments that had to be made when Amazon gave the directive for remote work.Jen and I also discuss her biggest challenge, greatest lesson, and some of the technological and operational pain points that the team has had to overcome working remotely—and how, in the midst of everything, she’s become a more empathetic person and manager. For information regarding your data privacy, visit
How to Manage Change to RemoteThis week, we’re joined by Kerry Brown, VP of workforce adoption at SAP, who is also a speaker, thought leader, and strategist. At SAP, Kerry focuses on the Future of Work: how jobs will change, where we work, how we work, and who we work with. Kerry has a passion for making employees successful at their jobs and helps companies achieve organizational excellence with SAP.A self-proclaimed SAP evangelist, Kerry joined the company 15 years ago and spent 12 years as an SAP customer. She previously worked for Coca-Cola Enterprises, Baker Hughes, and CSR. In addition, Kerry is an international speaker and advisor on the Future of Work, workforce adoption, and change management, interacting with diverse global occupational cultures and industries, including many Fortune 1000 customers.Kerry joins for me a conversation on the Future of Work, education, reskilling, generational trends, and the power shift that’s occurred from organizations to talent.Questions I ask:What are the hardest parts of change management when it comes to humans, our jobs, and the way we work?What is a commonality that you hear from all companies right now as they think about talent?How do organizations help with reskilling talent in place?In this episode, you will learn:About Kerry’s journey (her dream was to run the Olympics).About the generational changes in formal education.About Kerry’s five future-proofing practices.Connect with Kerry:LinkedInEmail: For information regarding your data privacy, visit
The Future of Work is Experiences, Not JobsIn this week’s episode, we’re joined by Corinne Ripoche, president of Pontoon Solutions. A division of The Adecco Group, Pontoon is a global HR outsourcing company that drives the acquisition of permanent talent and manages contingent and project workforce on behalf of organizations in more than 100 countries.Corinne joined Pontoon in 2017, after almost 15 years at The Adecco Group. A staffing industry leader and visionary, Corinne repositioned it from a regionally managed operation to a global delivery model with trusted industry specialization.Corinne and I discuss the importance of having an entrepreneurial spirit, how the concept of work has transformed across generations, the landscape and future of the global workforce, and her innovative approach to leadership - one that has firmly positioned Pontoon as an industry disruptor.Questions I ask:As technology democratizes opportunity, are you seeing broader changes to how the different generations approach their careers?What are the differences and similarities between the people you see in various countries (Corinne travels to 30-40 countries a year)?How is the traditional understanding of a job going to change over the next five years?How should we think of what “total talent” means?Can you elaborate on the fully automated tech recruiting experience and give an example of where you implemented it with a client?In this episode, you will learn:What inspires, motivates, and drives Corinne.About Corinne’s entrepreneurial spirit, as well as diverse work experience while in school.About Corinne’s “river-crossing strategy.”About megatrends for talent acquisition and transformation of the staffing industry over the next five years.Corinne’s views on remote work.Connect with Corinne:Pontoon SolutionsLinkedInStaffing Industry Analysts - View from Boardroom: Mindful Change For information regarding your data privacy, visit
Coach, But Don't Forget to Play – How to Compete in the Staffing IndustryThis week’s episode welcomes Marcus Sawyerr, CEO of YOSS - a cloud-based talent platform connecting high-demand skills with flexible global opportunities. YOSS originated from an R&D lab within The Adecco Group. Marcus, a staffing industry veteran, is responsible for creating and leading the digital agenda for one of the largest HR solutions providers in the world.Driven by his passion for making a positive impact in the lives of others and helping people reach their highest potential, Marcus is committed to making YOSS the most trusted destination for the talent economy. He joins us for a conversation about his career journey, the staffing industry’s digital transformation, the impact of AI and automation, plus his thoughts on the convergence of staffing resources.Questions I ask:What key lessons did Marcus learn from being an athlete?What was the market like when Marcus started at Adecco?What was the problem YOSS wanted to solve for the staffing industry?How does Marcus view the convergence of online talent platforms, marketplaces, and software?How does Marcus think about automation and AI as it relates to improving the experience for companies and talent?In this episode, you will learn:About the importance of being a “player-coach.”About YOSS and how it provides value to Adecco Group.About the importance of having Relevant, Interested, and Verified (R.I.V.) talent.The benefits and challenges of remote work in an international organization.The importance of properly ingesting, structuring, and leveraging data in the talent space.Connect with Marcus SawyerrLinkedInTwitter: @MarcussawyerrYOSS For information regarding your data privacy, visit
Meaning, Passion, and Purpose: Freelance Success StoriesIn this week’s episode, we’re exploring the other side of the talent economy - the talent.I sit down with Melissa Morgan, who is a designer, freelancer, and marketing strategist. Melissa is a key contributor in the Toptal network, and we discuss her journey into freelancing. Three years ago, she found herself unhappy at her full-time job. Wanting to be anywhere else, she made the choice to bet on herself and lean into her passions. Melissa always loved solving problems—and before she knew it—she found herself being paid to provide creative solutions.Melissa talks to us about her personal and professional journey—from how she came to be a designer to her transition from a full-time employee to freelancer. She also shares some of her freelance success stories and offers key advice on how to navigate some of the challenges.Questions I ask:Where does Melissa’s entrepreneurial spirit come from?How did Melissa teach herself to be an effective problem solver?What is Melissa’s advice to companies who are just starting to work with freelancers?What is the importance of reskilling?What lessons has Melissa learned from working with clients?How will freelancing evolve in the future?In this episode, you will learn:How to be a successful freelancer.What inspired Melissa to write the article 7 Ideas to Improve the Way You See Yourself & the World.The importance of self-awareness and self-discovery.The importance of your network.How to work with clients: the successes and the challenges.Connect with Melissa Morgan:WebsiteLinkedInResources:7 Ideas to Improve the Way You See Yourself & the WorldInfluence: The Psychology of Persuasion For information regarding your data privacy, visit
AI Recruiting: What Poultry Farmers Taught Me About Hiring the Right PersonWith 10 resumes submitted, what determines if there are five prospective candidates instead of two?That’s right - it’s the recruiter.In this episode, I’m joined by Ken Lazarus, the CEO of Scout Exchange. We discuss the talent economy, AI-powered recruiting - i.e., the role that data and AI play in the process, and how - for every job (and I mean every job) - there is someone out there poised with a very specific skill set to quickly and efficiently find candidates to fill those roles. This is where Scout Exchange comes in.Scout Exchange is an AI-driven online marketplace where organizations are matched with expert recruiters to help them find talent. Scout Exchange lists everything from directors of medicine to chicken pluckers.Ken and I discuss the role of AI in talent acquisition, the dynamics of the recruiter-candidate relationship, and how important it is to foster a sense of trust. We also speak at length about the importance of diversifying the talent pool and how Scout Exchange is working to identify and mitigate decision biases.Some questions I ask:What type of roles are listed on Scout?How does Scout measure the quality of its recruiters and candidates?How do local recruiters compare to larger staffing firms?How does Scout protect against bias?How does Scout improve the candidate experience?In this episode, you will learn:That for every job, there’s someone who specializes in recruiting for that role.The difference between being an average recruiter and being a star.The truth about the “talent pool” in today’s market.Different types of biases that humans have and how they impact data.About the “Black Box Problem” in AI.Connect with Ken Lazarus:LinkedInScout ExchangeResources:Thinking, Fast and Slow by Daniel Kahneman For information regarding your data privacy, visit
Putting a Dent in the Universe: Introducing Toptal Chief Economist Erik StettlerThis week, we welcome Erik Stettler to both the show and the Toptal team. Erik recently joined Toptal as chief economist. A longtime member of the network and advocate of the talent economy, he discusses his work with Toptal and what he’s most looking forward to in his new role.Erik began his career as an economist and data scientist, tasked with helping the global financial market manage large-scale challenges. Having experienced firsthand the impact and benefits of the global talent economy, Erik is committed to bridging the gap between talent and opportunity.Erik says, “talent is everywhere, but opportunity is not.” It was this thesis that inspired him to co-found his VC fund Firstrock Capital, investing only in companies that have embraced the global talent economy and remote work. We speak at length about the risks and rewards of leveraging global talent, the opportunities it can afford both organizations and individuals, and what the future holds for talent and technology.Some questions I ask:How did Erik learn about Toptal?How can global talent be accessed to innovate and drive change?How did black swan events shape the thesis for his investment fund?What is the most exciting thing Erik is eager to learn about the talent economy in his new role?What is the “power of optionality” and how does it relate to human capital?What key lessons can Erik offer organizations and talent?In this episode, you will learn:How Erik came to join Toptal as chief economist.About some of the challenges faced by startups.About some of the structural changes that will occur in companies over the next five years.How Erik will help people understand the framework and the “why” around on-demand talent.Why embracing the talent economy is no longer an option.About some of the consequences of companies failing to foster work environments that leverage the best talent available (inhouse and globally).Connect with Erik Stettler:LinkedInResources:The Black SwanAntifragile: Things That Gain from DisorderGive Work: Reversing Poverty One Job at a TimeThinking Fast and Slow For information regarding your data privacy, visit
We Only Have One Life

We Only Have One Life


We Only Have One Life: A Look at Talent PlatformsWhy are we selling our bodies to the companies we work for?We only have one life – there’s a better way to spend it than sitting in an office for 10 hours a day. Remote work provides more flexibility as well as opportunities to earn more money and spend more time with loved ones. That’s exactly what Thomas Jajeh evangelizes every day.In this episode, I talk with Thomas Jajeh, the CEO of twago, about how massive online talent platforms are changing the way the world works. Thomas himself created the leading platform for talent in Europe, which stands at the forefront of the modern workplace, encouraging individual freelance experts and companies to collaborate on projects together.In our conversation, we discuss how these freelance platforms have advanced over time, how they will continue to evolve, and why companies need to jump on board to remain sustainable.Get ready to learn about how freelance marketplaces are taking the world by storm. Some questions I ask:How have your travels shaped what you’re doing today?What did you learn from growing up with an entrepreneurial father?What’s twago’s mission?How are attitudes on remote work shifting?How can we educate hiring managers to change the way they work?What does collaboration with talent platforms look like?In this episode, you will learn:How Thomas decided to take the leap into the talent economy.How freelance platforms have evolved over time.Why hiring freelancers is the only sustainable option for companies today.What barriers clients and freelancers face within talent platforms.The differences between “freelance” and “staffing.”What the next five years of the talent economy will look like.Connect with Thomas Jajeh:LinkedIntwagoEmailResources:That Will Never Work by Marc RandolphThe 5 Love Languages by Gary Chapman For information regarding your data privacy, visit
The Talent Economy and the Benefits of Hiring FreelancersTechnology is moving faster than it ever has before—and as slow as it ever will again.Technology makes productivity essentially limitless. The ability to access global talent and hire skilled freelancers means that there are no restrictions around what work can get done, and when.In this episode, I talk with Cara Bedford, director of marketing at CompuVision, who is also the managing editor of Disruption Magazine and the product owner of Taskify. With all of this on her plate, Cara manages hundreds of projects at a time—all of which are successfully completed through the help of freelancers.Over the last few years, Cara unwillingly shifted away from working with agencies to hiring freelancers, which ended up being the best change she could imagine. In our conversation, Cara shares her early experiences with the talent economy, how to hire a freelancer, and what lessons she’s learned through trial and error. Cara also offers advice about key characteristics to look for to find the best freelancer available.Get ready to learn from Cara about the benefits of hiring freelancers and her best practices in finding the best talent for the job.Some questions I ask:How did you get started in marketing?What did you learn from working with a freelancer who failed to meet expectations?Why isn’t bidding for work the best practice?In this episode, you will learn:Why Cara will always choose to hire on-demand experts instead of local agencies.About Cara’s early experiences working with freelancers.How to find and hire freelancers for your company.What to expect when hiring your first freelancer.How freelancers function like mini-agencies.What qualities to look for in a freelancer.Connect with Cara Bedford:LinkedInTwitterCompuVisionResources:Bold by Peter DiamandisDisruption MagazineTaskify For information regarding your data privacy, visit
The staffing industry is 50 years in the making – and now, there’s some new blood in the mix.There’s a new wave of innovation coming along, with all sorts of new companies entering the staffing industry. The economy is on the rise with more open job opportunities than people looking to fill them. For the first time, the talent is in the driver’s seat.In this episode, I talk with Barry Asin, the president at Staffing Industry Analysts. As a leader in the staffing industry, Barry knows full well that what got staffing firms this far will not get them any further. The talent revolution is fully underway, and Barry sits at the forefront.In our conversation, Barry discusses the explosion of jobs and gig work in what seems like an overnight digital transformation. As we dive in, Barry also shares his experiences at Taco Bell University and explains how the lessons learned there apply to his work today, how organizational leaders can take the next step toward embracing flexibility, and what the future of work really looks like.Get ready to learn how the digital transformation disrupts the cyclical nature of the economy and how this will impact the future.Some questions I ask:How did a recruiter change your career path after college?What lesson do you still carry with you from Taco Bell University?How is the staffing industry responding to the digital transformation?How should small “Mom & Pop” staffing firms approach the changing of technology?Will work ever go back to the way it was?In this episode, you will learn:What critical lessons Barry learned from Taco Bell University.How individuals can develop their capabilities to keep up with the digital transformation.How economic cycles impact job availability and the world of work overall.How leaders of organizations can embrace flexibility for their workers.What the next five years of contingent work will look like.Connect with Barry Asin:LinkedInResources:Staffing Industry AnalystsBreaking Through by Mike Cleland and Barry Asin“The Gig Economy and Human Cloud Landscape: 2019 Update” For information regarding your data privacy, visit
Imagine being able to travel the world and still do the work that you’re passionate about.That’s what Mathilde Fouque’s digital nomad life looks like. In her life, Mathilde visited 33 countries around the world. In the past 18 months, as a digital nomad, she has visited 29 American states, and 15 US national parks—all while steadily holding down her position at GE.In this episode, I talk with Mathilde about her transition into the world of remote work and what her first year of travel looked like. She shares stories about becoming a digital nomad, how her colleagues handled it, and why this newfound freedom continues to inspire her to be an outstanding employee at GE.Get ready to learn about Mathilde’s adventures as a digital nomad and how companies can help create experiences like this for their employees.Some questions I ask:What role did company culture play in your transition to remote work?How did your colleagues react to your decision to work remotely?What routines did you develop when you started working as a digital nomad?What advice do you have for companies on how to help people who want to experiment with the digital nomad lifestyle?In this episode, you will learn:How to talk to your manager about working remotely.What drove Mathilde to be a star employee as a digital nomad.How Mathilde separates work and personal time.How managers can trust their remote employees even when they can’t see them.Connect with Mathilde Fouque:LinkedInResources:“12 months living as a digital nomad” by Mathilde Fouque 7 Habits of Highly Effective People For information regarding your data privacy, visit
It’s time for leaders to think differently. We’re all biased in some way, shape, or form. In the past, it worked as a survival mechanism, and today it still sneaks into unexpected places—including HR and the staffing industry. Many companies talk the talk when promoting their “diversity and inclusion” ideologies, but very few walk the walk. In this episode, I talk with Ashish Kaushal, the CEO of HireTalent and the Co-Founder of Consciously Unbiased. He’s a leading figure in the movement to promote diversity in the workplace and rethinking “diversity” itself. Throughout our conversation, Ashish breaks down the advantages and challenges of workforce diversity. As we dive deeper, he also explains how implementing remote work policies contributes to making diversity and inclusion a reality. From race, gender, physical ability, and mental health status, Ashish shares specific strategies to retrain the workforce and open up the talent pool even wider. Get ready to learn about how company leaders can become consciously unbiased. Some Questions I Ask: How did you get your start in the staffing world? How did you create Consciously Unbiased? What’s your advice for companies who want to start focusing on diversity? What tools do you use to measure the productivity of remote workers?What do the next 10 years look like for Consciously Unbiased and HireTalent? In This Episode, You Will Learn: What the benefits are of diversity in the workplace.Why compromise is a lost art within the workplace. Where bias stems from. How remote work opportunities help reduce anxiety and improve productivity.  Small steps to reskill your workforce. Why Paul is an advocate for remote work and flexibility. Connect with Ashish Kaushal: LinkedInResources: HireTalentConsciously Unbiased For information regarding your data privacy, visit
The Importance of Learning How to LearnSo, you’ve earned your college degree, but have you actually learned how to learn?Continuously reskilling within the workforce is essential to keeping up with our rapidly changing world of work. Without understanding how and when to reskill employees, everyone falls behind. That’s what makes freelancers stand out in the crowd: They’re constantly reskilling for the future and revamping their expertise in areas where others have failed to keep up.In this episode, I talk with Dr. Greetje “Gretta” Corporaal about the value of constantly learning and improving within the talent economy. Gretta is a sociologist of work & organizations at the Oxford Internet Institute. Her research focuses on the rise of online labor platforms, specifically how companies embrace talent platforms to bring remote workers into the company.Throughout the conversation, Gretta and I discuss why freelancers are so adept at continuous reskilling. We dive into why companies need to engage these freelancers and what the future holds for workers around the globe.Get ready to learn about the value of digital reskilling within the workforce industry from both a company and an individual perspective.Some questions I ask:What surprised you about companies that were starting to embrace on-demand talent platforms?What is the 3S Framework?What is the World Economic Forum?How should people be thinking about the future of the way they work?In this episode, you will learn:What motivates firms to adopt online labor platforms.How social contracts help prevent societal instability.What labor economists can learn from platforms about talent upskilling.Why managing freelancers is fundamentally different from managing employees.Connect with Gretta Corporaal: LinkedInResources:“How Fortune 500 Companies are Embracing On-Demand Platforms” by Gretta CorporaalWorld Economic Forum For information regarding your data privacy, visit
Talent Economy with Jonny Dunning: Show NotesJumping into the talent economy can definitely feel like a daunting step. There’s a stigma around leaving a cushy full-time corporate job to jump into the uncertainty of the freelance world.Look at it this way: You don’t know what you’re missing until you give it a shot.With the explosion of freelance workers and the imminent decline of full-time work, nothing is really as “secure” as it seems. At this point, it’s just as risky to stay in a full-time corporate job as it is to freelance.In this episode, I talk with Jonny Dunning, the founder and CEO of the on-demand workforce management system Talon. This talent management platform helps freelancers live up to their fullest potential while helping companies find the experts they need to survive and thrive in the changing world.Jonny and I talk about the risks and rewards that come with diving into the freelance lifestyle, how companies utilize on-demand workers, and what the future of freelancing with these on-demand talent platforms looks like. Throughout our conversation, Jonny shares insights into why more and more companies are shifting away from using staffing firms to hire talent, how a workforce management system benefits the freelancer and the company, and how the future of work affects every generation of workers differently.Get ready to learn about the shifting nature of work and figure out if it’s the right time for you to dive into the talent economy.Some questions I ask:How did you make the decision to leave college and start traveling?How did you get your job at Jobsite?Have you seen a change in the way that people are looking at working?How do you help companies navigate their need for faster access to talent?What led you to found Talon?What’s the difference between freelancing and staffing programs?What do the next five years look like for Talon?In this episode, you will learn:Why it’s important to buck the trend and test your limits once in a while.How the shift to on-demand work spans generations.How global workforces like Toptal integrate with staffing companies and freelance management systems.Why companies are now shifting to hire talent based on quality rather than cost.How the job board markets and on-demand talent economy are evolving in similar ways.Connect with Jonny Dunning:LinkedInTalonResources:CWS SummitTrance by Adam SouthwardAbout The Talent Economy Podcast:Companies today face a global war for talent. Highly skilled on-demand talent demand flexibility around the way they work and live. This future of work podcast brings together thought leaders, staffing experts, and top freelancers to talk about the evolving nature of work, the future of freelancers, and how companies can navigate these changes to remain competitive, drive innovation, and ensure success. For information regarding your data privacy, visit
The Talent Economy Podcast with Gina Hadley: Show NotesThe future of work is no longer a distant dream. The future of work is today’s reality.Changes to the nature of work and organizations’ fundamentals are finally starting to create space for women and those sitting at the margins.In this episode, I talk with Gina Hadley, head and co-founder of The Second Shift, who was part of the freelance economy before the term even existed. Gina’s mission is to revolutionize working cultures to support and retain women—including mothers—by demonstrating how even small changes ripple into huge impact toward creating a more sustainable workplace.Gina, however, is not making just small ripples; she’s inspiring huge waves in the world of work. Throughout our conversation, Gina shares her insights into why companies with strict rules and regulations must undergo stark transformation to regain the talent’s trust. She also shares specific strategies around how companies can get the best out of diverse teams without making them feel like inmates trapped in a prison. It all comes down to giving good work, creating a safe environment, providing adequate flexibility, and empowering the talent. Get ready to learn how Gina and The Second Shift are making a seismic and systemic change in the American workplace for professional women.Some questions I ask:●    How did you decide to spend your career pursuing the mission of The Second Shift?●    What’s the meaning behind the name “The Second Shift”?●    Why do you dislike the term gig economy? ●    What is your advice to someone trying to work in a new way?In this episode, you will learn:●    How Gina started working as a freelancer.●    What the membership of The Second Shift looks like.●    Why companies need to get on board with the future of work.●    What millennials are really looking for in their work. ●    How rewarding workers through promoting them to managerial positions creates a toxic environment. ●    Why there is a need for a seismic and systemic change in the American workplace.Connect with Gina Hadley:Gina’s LinkedInThe Second For information regarding your data privacy, visit
Are you part of the Human Cloud? The Human Cloud is disrupting everything about the world of work, but it’s uniquely pushing the staffing industry to make some fundamental changes about how candidates are found, trained, and hired. In this episode, I talk with Brian Wallins, a Research Manager at Staffing Industry Analysts. He is the global advisor on staffing and workforce solutions. Specifically, Brian focuses on the role that the Gig Economy and the shifting pressure to hire remote workers play in the staffing industry, and how companies need to adapt to this change in order to survive. Throughout our conversation, Brian and I discuss all things related to the Human Cloud. As we dive in, Brian shares insights into what risks and challenges the staffing industry faces currently, and how they can benefit from utilizing the Human Cloud.Get ready to learn about how the talent economy is disrupting the traditional staffing industry, and what they need to know to survive.Some Questions I Ask: How do you define the Human Cloud? (2:15)What challenges do companies face when they initially implement a Human Cloud strategy? (9:59)How much of the staffing industry represents work that could be impacted by the Human Cloud versus work that must be done on-site? (13:47)What risks do staffing companies feel? (20:58)What book or movie has inspired you most over the past year? (32:42)In this Episode, You Will Learn: The 3 categories that make up the Human Cloud. (3:20)Brian’s key takeaways from the GigE Conference. (6:57)Why the line Human Cloud platforms and traditional staffing platforms is starting to blur. (11:12)What advantages come with hiring freelancers around the globe. (17:45)What the Human Cloud will look like in 5 years from now. (27:45)Connect with Brian Wallins: LinkedInbwallins@staffingindustry.comResources: TopTalGigE ConferenceWeWork“Reskill or Die: Why your future depends on it” by Paul EstesRich Dad, Poor Dad by Robert T. Kiyosaki For information regarding your data privacy, visit
Talent Economy – John Healy – Show NotesAre you the right person for the job? Nowadays, companies pushing to hire the best talent – but the talent is looking for more flexibility around the way they work and live. It’s not all about just getting the paycheck anymore – it’s about having the choice to find work that aligns with their values and aspirations as well. With this added freedom at work, matching up the best people with the right jobs is extremely crucial for everyone involved. In this episode, I talk with John Healy, the Vice President and Managing Director of the Office of the Future of Work at Kelly Services. As a workplace disruptor himself, John understands the intrinsic value of connecting people to jobs that will enrich their lives, no matter where they are in the world. At a high level, John and I discuss the current state of workforce dynamics, trends, and the ways that industry leaders are adapting – or not adapting – to these major shifts. As we get deeper into the conversation, John shares his insights about the experience of independent workers, how clients and freelancers are able to get to know one another, and what freelancers really are looking for in the work itself. Get ready to learn about how individuals and corporations are taking steps to invest in the future of work. Some Questions I Ask: Tell me about your journey to the office of the future. (1:50)Are you seeing differences in how people feel whether they are an employee or freelancer? (11:35)What can corporations do to connect with employees and contractors? (22:42)Rapid-fire questions. (33:47)In This Episode, You Will Learn: What role Kelly Services plays in developing the future of work. (3:46)Why workers are now likely to question the authenticity and transparency of companies. (9:05)Why the notion of work-life balance is over. (13:52)How algorithms can help find your next job that could enrich your life. (29:39)Connect with John Healy: LinkedInhealyjw@kellyservice.comKelly ServicesConnect with Paul Estes:LinkedInpaul.estes@toptal.comTwitterResources: GigE Summit 2019 Event Summary For information regarding your data privacy, visit
Talent Economy – Michelle Labbe – Show NotesIf you can’t see them, how can you trust them? The traditional model of work has always focused on herding employees to sit in specific seats by a specific time, for a specific amount of time. Now, as many companies begin transitioning to a more flexible – or even fully remote – model, a new question arises: how can I trust that they’ll get the work done? As Michelle Labbe states in this podcast, people are more productive working at home than in an office. Michelle Labbe has worked in HR for over 25 years; recently, she decided to transition to a fully-remote HR position at Toptal as the VP of People. Now, she has experienced the freedom to work wherever her heart desires, with her dog at her feet, and connect with her coworkers on new levels.  Throughout our conversation, Michelle shares her insights into why remote work is the solution to the future of work. She also discusses the roles that both trust and culture play in hiring the right people, trusting that they’ll get the work done, and communicate along the way. The fact is, when working in a fully distributed model, you’re just a Slack and a Zoom away from an expert opinion. Get ready to learn about how companies have transitioned to a fully distributed workforce, and what steps your company can take as well. Some Questions I Ask: Why did you decide to transition to remote work? (2:29)How is trust built in a remote culture? (8:18)How do you know when a remote worker isn’t working out? (22:31)How are coaching and employee development different in a fully distributed model compared to traditional models? (25:12)How can a company transition to a fully distributed model? (27:18)In This Episode, You Will Learn: Why Michelle feels more connected to her remote coworkers than she ever did in an office. (5:21)How communication tools are used to build trust between remote workers and those they work for. (17:12)What core company values Toptal seeks in its independent workers. (19:28)What signs to look out for to identify a struggling employee. (23:01)What the biggest challenge to allowing employees to work from home is. (27:31)Connect with Michelle Labbe: LinkedInmichelle@toptal.comToptal Connect with Paul Estes:LinkedInpaul.estes@toptal.comTwitter For information regarding your data privacy, visit
Talent Economy – David Francis – Show NotesHow can you make someone want to work for your company without paying them more? Overwhelmingly, the answer is flexible hours and work-from-home options. With the technology we have today, most “office” jobs can actually be done completely remotely. Of course, switching to this model of work requires radical transparency, communication, and a mission that connects with the employees, too. Going forward, for both companies and individuals to be successful, it’s critical to develop these new work models, continuously reskilling, and disrupting yourself to stay relevant. In this episode, I speak with David Francis, a world-renowned researcher with extensive experience covering the human cloud, freelance economy, and remote work. Throughout our conversation, we’ll discuss his groundbreaking reports, how the future of work is impacting large and small companies alike, and what the future looks like for the staffing industry overall. Get ready to learn about the disruption of the staffing industry, and how you can get ahead of the curve. Some Questions I Ask: What’s disrupting the world of work right now? (2:27)What did you learn from the case study at Microsoft? (11:40)What did you learn through your research on Toptal? (18:30)Tell me about the Mom Project. (27:58)In This Episode, You Will Learn: What drives the research around the future of work. (8:01)How companies are responding to the talent market. (9:03)How the staffing industry is implementing solutions to keep up with the world of work. (15:04)What non-cash benefits are most important to workers. (23:12)Where the staffing industry will be in 10 years. (34:01)Connect with David Francis: LinkedIndavid@talenttechlabs.comTwitterTalent Tech LabsConnect with Paul Estes:LinkedInpaul.estes@toptal.comTwitterResources:ToptalList of Established Remote CompaniesTalent Tech Labs Trends Report For information regarding your data privacy, visit
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