The Use Case Podcast

By WRKdefined

Discover insights from tech leaders on The Use Case Podcast. Learn how they make compelling business cases for their technology. Get inspired to enhance your business with innovative ideas. Proudly br... more

FAQs about The Use Case Podcast:

How many episodes does The Use Case Podcast have?

The podcast currently has 32 episodes available.

The Use Case Podcast episodes:

September 19, 2024Predicting the Future Workforce: How Pepelwerk is Revolutionizing HR Tech
Kim Kelley from Pepelwerk breaks down how AI and machine learning are transforming HR for small and medium-sized organizations. From talent management to workforce planning, Pepelwerk leverages advanced technology to help HR leaders relate better to employees, predict workforce needs, and improve overall efficiency.
In this episode, we look at HR, AI, machine learning, workforce planning, talent acquisition, predictive analytics, and employee retention to explore how Pepelwerk integrates into HR tech stacks, streamlines recruitment, and enhances career development through real-time skilling and personalized AI career assistants.
Key Takeaways
Pepelwerk uses AI and machine learning to improve human capacity planning and talent management for HR leaders.
The platform targets small and medium-sized organizations while offering enterprise-level ERP integration for more complex HR tech needs.
HR leaders must focus on right-sizing technology to align with organizational goals and ensure a positive employee experience.
Predictive analytics and real-time skilling are critical tools in improving talent acquisition and retention strategies.
Personalized AI career assistants can provide ongoing mentorship and career development, improving employee satisfaction.
A customer success story demonstrates how Pepelwerk reduced recruitment costs and streamlined processes for HR teams.

Chapters
00:00 Introduction and Recording Setup
03:24 Introduction to Pepelwerk and its Purpose
05:06 Using AI and Genotyping for Self-Discovery
06:14 The Problem Pepelwerk is Solving for HR Leaders
07:39 Challenges with Legacy Systems and Processes in HR
08:18 Transitioning from HR Leader to Starting Pepelwerks
09:36 The Painful Journey of Being an Entrepreneur
11:03 Describing Pepelwerk and its Unique Position
13:25 Discussion about Walmart and HR Budgets
15:25 Target Audience and Integration with Tech Stacks
18:55 Introduction to HR tech stacks
19:29 Questioning the similarity of HR tech stacks
20:14 The importance of right-sizing technology
21:30 Caring about the budget and the organization
22:08 Aligning actions with stated values
23:44 The importance of caring in HR
25:54 The category is fucking fabulous
28:13 The aha moment: Retaining talent acquisition budget
30:33 The power of real-time mentorship and coaching
34:50 Customer success story: Streamlining recruitment and reducing costs

Connect with Kim here: https://www.linkedin.com/in/the1kimkelley/ and learn more about Pepelwerk here: https://www.pepelwerk.com/

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45min
September 12, 2024Building and Expanding Tech Teams with Echo
In this episode, we look at how Echo, tech teams, software engineers, remote work, long-term partnerships, startups, and validation come together to create seamless offshore hiring solutions. With our personalized approach, we ensure companies can build stronger, more integrated development teams without the hassle.
Key Takeaways:
Echo supports Western tech companies in expanding their tech teams by providing vetted software engineers from Eastern Europe.
Echo manages legal support, tax, and HR for all employees, making them feel like part of the client’s company.
Echo focuses on long-term partnerships with small to midsize companies and established startups looking to grow.
A strong network of validated software engineers ensures clients get the best talent.
Echo’s personalized approach stands out from typical recruitment companies, fostering closer relationships and team integration.
Echo ensures employee satisfaction through team-building events, corporate parties, and ongoing support, enhancing productivity and retention.

Chapters
00:00 Introduction and Background
02:39 Overview of Echo's Services
04:53 Global Payroll and Recruiting Challenges
07:48 Maintaining Employee Satisfaction and Long-Term Partnerships
09:54 Finding and Validating Software Engineers
12:16 Onboarding and Interacting with Developers
15:33 Timeframe for Staffing and Hiring Process
18:34 Standing Out in a Competitive Market
28:34 Conclusion and Final Thoughts

Connect with Max and Echo here: https://www.linkedin.com/in/maxantoniuk

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37min
September 05, 2024Automating the Process of Sending Handwrytten Notes with David Wachs
David Wachs, CEO of Handwrytten, shares how his company scales personalized, Handwrytten notes using robotic technology. From employee appreciation to recruiting and customer engagement, Handwrytten notes outperform digital messages in impact and authenticity, helping businesses build meaningful relationships that drive growth.
In this episode, we look at automated handwriting, personalized notes, employee appreciation, recruiting, customer engagement, and the power of Handwrytten notes in fostering authentic relationships.
Key Takeaways:
Handwrytten is the largest provider of automated handwriting services, using robots to scale personalized notes.
Handwrytten notes offer an authentic way to connect, especially for individuals with poor handwriting or fine motor issues.
Personalized Handwrytten messages are more likely to be read and retained compared to digital alternatives.
Key use cases for Handwrytten include employee appreciation, recruiting, and customer engagement.
The technology behind Handwrytten ensures accuracy, efficiency, and the scalability of Handwrytten notes.
Sending Handwrytten notes for sales follow-ups, candidate outreach, and performance reviews can improve business outcomes and relationships.

Chapters
00:00 Who is David Wachs and Handwrytten
01:43 Automated Handwriting: Efficient and Authentic
06:42 The Power of Handwrytten Notes
09:51 Overcoming Poor Handwriting with Handwrytten
13:51 Returning to a Gratitude and Thank You Mentality
18:50 The Importance of Intentionality in Gratitude
19:51 Handwrytten Notes: More Likely to be Read and Displayed
20:17 The Fulfillment Process
21:04 The Process of Sending Handwrytten Notes
22:45 Tracking and Delivery Notification
24:39 Automating Handwrytten Notes in HubSpot
27:39 The Power of a Genuine Thank You
28:12 Creative Use Cases for Handwrytten Notes
33:15 Using Handwrytten Notes for Trade Show Engagement
35:31 Customization and AI in Handwrytten Notes
37:43 Closing Remarks and Appreciation

Connect with David Wachs here: https://www.linkedin.com/in/davidwachs/
Learn more about Handwrytten here: https://www.handwrytten.com/

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44min
August 29, 2024Navigating the Complexity of Employee Benefits with Jeff Williams at Aptia
Jeff Williams from Aptia shares the ins and outs of benefit administration, emphasizing the complexity of health administration, compliance, and the challenges employers face in offering tailored employee benefits. From understanding regulations to enhancing benefit adoption, I explore how employers can design better programs that meet employees' diverse needs.
In this episode, we look at Aptia, benefit administration, compliance, health administration, employee benefits, state regulations, benefit design and how they all play a critical role in shaping modern workplaces. Discover the strategic decisions employers must make to ensure benefits are both compliant and valuable.
Key Takeaways
Aptia offers comprehensive benefit administration services that simplify eligibility management, enrollment, and life event tracking for large employers.
Complex state and city regulations require expert navigation, and Aptia helps employers stay compliant across various jurisdictions.
Benefit design goes beyond health plans, encompassing retirement benefits, time off, and even unique options like pet insurance.
Effective communication is crucial for benefit adoption, ensuring employees understand and utilize their benefits fully.
Employers must weigh trade-offs when selecting benefits, balancing cost with the needs and preferences of their workforce.
Understanding employee demographics is key to creating benefit programs that resonate and retain talent.

Chapters
00:00 Introduction and Small Talk
02:03 Introducing Jeff Williams and Aptia
03:12 Aptia's Role in Benefit Administration
04:47 The Problem Aptia Solves
06:32 The Complexity of Benefits Administration
08:46 Types of Benefits Handled by Aptia
10:30 The Increasing Complexity of Benefits Regulations
11:38 Proliferation of Benefit Types
15:46 Unique Benefits: Menopausal Benefits
16:13 The Complexity of Employee Benefits
17:09 The Importance of Benefit Consumption and Adoption
18:18 Making Trade-Offs in Benefit Design
19:49 Effective Communication in Benefit Programs
22:51 Understanding the Employee Population for Better Benefit Design
25:32 Key Questions for Potential Benefit Program Buyers

Connect with Jeff Williams here: https://www.linkedin.com/in/jeffreylwilliams/
Learn more about Aptia here: https://www.linkedin.com/company/aptia-group/

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45min
August 22, 2024The Evolving Role of Background Screening: Beyond Pre-Employment Checks with Cisive
Larry Neal, CEO of Cisive, delves into the shifting landscape of background screening, highlighting the critical need for expanded services beyond pre-employment checks. Transparency, quality, and speed are at the forefront as companies navigate AI advancements and evolving privacy laws in their hiring processes.
In this episode:
We look at background screening, post-hire services, transparency, quality, speed, privacy laws, and AI. Discover how these factors are reshaping the hiring process and the importance of a tailored approach in managing workforce risks.
Key Takeaways:
Background screening is expanding beyond pre-employment checks to include post-hire services and ongoing monitoring.
Transparency in background screening is crucial for building trust with clients and candidates.
Balancing quality and speed in background screening requires strategic trade-offs and a tailored approach.
Privacy laws present challenges that must be navigated carefully in the background screening process.
The use of AI in background screening offers both opportunities and risks that need to be managed.
A tailored approach to background screening can help companies better mitigate risks and ensure a talented workforce.

Chapters
00:00 Introduction and Background of Larry Neal
03:26 Overview of Cisive and its Focus on Verticals
06:35 The Problem Companies are Trying to Solve with Background Screening
09:08 The Changing Needs and Expectations of Customers
13:24 The Importance of Post-Hire Services and Ongoing Monitoring
17:47 The Impact of Remote Hiring and Social Media on Background Screening
21:25 Monitoring Employees and the Challenges of Privacy Laws
26:06 The Complexity of Achieving Quality and Speed in Background Screening
34:25 Balancing Price, Quality, and Speed in Background Screening

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45min
August 15, 2024The Power of Small Commitments: The Science Behind Behavior Change with Chris Taylor, Founder of Actionable
We connect with Chris Taylor from Actionable, diving into how Actionable drives real behavior change in corporate training. We explore the critical shift in L&D from simple facilitation to measurable impact, emphasizing the role of habit formation and small, intentional commitments in leadership development.
In this episode, we look at corporate training, behavior change, leadership development, self-reported behavior change, and observable behavior change, highlighting how Actionable empowers individuals and organizations to achieve meaningful and lasting transformation.
Key Takeaways:
Actionable bridges the gap between corporate training and behavior change by focusing on self-reported and observable outcomes.
Leadership development is evolving, with a shift towards small, intentional commitments that drive lasting impact.
Actionable’s platform empowers participants to track progress and engage in meaningful change through habit formation.
The success of training initiatives hinges on individual motivation and the structure of the learning sessions.
Actionable’s expansion supports larger organizations, addressing the growing demand from transformation departments.
Facilitators transition from content deliverers to trusted advisors, driving real change through behavior science.

Chapters
00:00 Chris and William get Ryan in trouble with his wife
05:21 Introducing Actionable and its Purpose
09:37 Bridging the Gap: From Training to Behavior Change
12:31 Measuring Impact and Reporting Analytics
16:04 Expanding to Support Larger Organizations
18:00 Individual Motivation and Interest in Behavior Change
20:46 Driving Change through Time and Space
23:30 From Content Deliverers to Trusted Advisors
29:37 Overcoming Bias in Behavior Change
37:53 The Impact of Actionable on Personal Growth
45:45 The Role of Autonomy in Driving Change

Connect with Chris here: https://www.linkedin.com/in/chrisjrtaylor/
Visit Actionable.co

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48min
August 08, 2024Improving Financial Well-being through Embedded Finance with Joel Frisch VP Growth at Clair
Joel Frisch from Clair explores how on-demand pay can revolutionize employee financial management, offering immediate access to earned wages. This fintech solution, embedded with platforms like Gusto, ensures employees gain control over their finances, addressing short-term needs and promoting financial well-being.
In this episode, we look at Clair, fintech, on-demand pay, financial benefits, the American workforce, HR tech, and financial literacy.
Key Takeaways:
Clair aims to be the go-to embedded solution for empowering financial benefits for the American workforce.
On-demand pay allows employees to take advances on their pay immediately, giving them more control over their finances.
Data shows that employees who use on-demand pay take about 27 advances per year, indicating a need for more frequent access to funds.
The focus is on empowering employees and giving them the tools to make informed decisions about their finances.
Clair can be integrated with HR tech platforms, payroll systems, and workforce management platforms, making it convenient and accessible.
The platform emphasizes transparency and consumer-centricity, ensuring employees have a clear understanding of the terms and benefits.

Connect with Joel here: https://www.linkedin.com/in/joelfrisch/
Learn more about Clair here: https://getclair.com/

Chapters
00:00 Introduction and Background
03:04 Empowering the American Workforce
06:02 Partnering with Gusto
09:50 The Need for More Frequent Access to Funds
13:28 Financial Literacy and Responsible Spending
17:50 Introduction to Clair and On-Demand Pay
20:29 Addressing the Needs of Employers
23:18 Implementing Clair in HR Tech Platforms
24:25 Setting Limits and Providing Transparency
26:32 Serving the Unbanked Population
28:28 Standing Up Clair for Employers
31:54 Expanding Globally with Embedded Finance
34:20 Weekly Pay vs. On-Demand Pay
36:21 Transparency and Consumer-Centricity in Financial Solutions

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45min
August 01, 2024Creating Loyalty Programs for Candidates: Enhancing MSP Models with Talent Communities
We talk to Katie Bussey, Sr. about how Talent Fusion is revolutionizing talent acquisition through direct sourcing and the power of branded talent communities. Discover how engaging candidates and leveraging technology create a proactive talent pool, enhancing candidate experience and driving referrals.
In this episode, we look at direct sourcing, talent acquisition, contingent workers, MSP, technology, remote work, and branded talent communities.
Key Takeaways
Direct sourcing leverages a company's brand to attract top talent, especially non-traditional contingent workers.
The talent acquisition industry has evolved with advancements in technology and a shift towards remote work.
Adopting new technology can be challenging due to complex tech stacks; companies work to optimize these stacks.
Direct sourcing complements the traditional MSP model by providing additional talent access and enhancing talent strategies.
Engagement and interaction within branded talent communities are crucial to keeping candidates interested and driving referrals.
Talent Fusion partners with WorkLama to create fully branded communities, offering a personalized candidate experience and building loyalty programs for careers.

Connect with Katie Bussey here: https://www.linkedin.com/in/katie-bussey-7959577/

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Chapters
00:00 Who is Katie Bussey?
03:02 Overview of Talent Fusion and Direct Sourcing
08:00 Explanation of Contingent and Gig Workers
10:48 Changes in the Talent Acquisition Industry
13:25 Impact of the Pandemic on Remote Work
15:01 Challenges in Adopting New Technology
17:38 The relationship between MSPs and VMSs
19:21 The power of branded talent communities
21:17 Engaging and retaining talent in communities
23:00 Building fully interactive branded talent communities
26:07 Seeding the community with the right talent
28:24 Using data to understand talent needs
31:24 Different levels of Talent Fusion's solution
33:30 The importance of talent acquisition's buy-in
37:12 The challenge of touching every candidate on the career page
40:07 The importance of engagement and interaction in talent communities

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43min
July 25, 2024Avoiding Costly Hiring Mistakes with Sean Vassilaros Founder at KANNY
We discuss the importance of character in the hiring process, exploring the challenges of assessing character and the impact of hiring the wrong person. We highlight the role of references, the need for candid peer reviews, and the significance of character in building successful teams while avoiding costly hiring mistakes.
In this episode, we look at character, hiring process, challenges, wrong hire, references, peer reviews, successful teams, hiring mistakes, transparency. Discover how character assessments and transparency can revolutionize hiring, leading to better decision-making and alignment between candidates and employers.
Key Takeaways
Character is a crucial factor in the hiring process, significantly impacting team dynamics and performance.
Assessing a candidate's character is challenging, as the entire hiring process is curated by the candidate, making it difficult to get authentic information.
References are often not reliable indicators of character, as candidates typically provide references who will speak positively about them.
Candid peer reviews can provide valuable insights into a candidate's character, as peers have firsthand experience working with them.
Hiring the wrong person can have significant financial and operational consequences, including lost clients, damaged team morale, and wasted resources.
Integrating character assessments into the hiring process can provide valuable information for employers and candidates, leading to better hiring decisions and long-term success.

Chapters
00:00 Who is Sean Vassilaros
02:54 The Importance of Character in the Hiring Process
08:55 Challenges in Assessing a Candidate's Character
13:08 The Impact of Hiring the Wrong Person
16:02 The Limitations of References in Evaluating Character
22:54 Avoiding Costly Hiring Mistakes
24:02 The Uncomfortable Truth About Character
25:30 Understanding Your Character Spider Graph
29:25 The Potential Impact of Character Data in Hiring
36:42 Challenges and Opportunities of Integrating Character Assessments
45:11 The Future of Character Assessments and Transparency in Hiring

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53min
July 18, 2024 Simplifying Global Hiring with Edge Talent Marketplace with Iffi Wahla, Co-Founder Edge
Iffi Wahla, co-founder of HR tech company Edge, discusses their mission to make global hiring easier for non-tech companies. We talk with Iffi about what Edge is doing and how they are serving industries like compliance and healthcare, providing an ecosystem with salary data, equipment procurement, IT support, and more.
In this episode we look at HR tech, hiring, global hiring, talent acquisition, ecosystem, marketplace, compliance, healthcare, and retention.

Key Takeaways
1. Edge is building a global HR tech platform to make hiring globally easier for non-tech companies.
2. They focus on specific industries such as medical and risk management insurance, where they have a deep understanding of the jobs and requirements.
3. Edge provides an ecosystem that includes salary data, equipment procurement, IT support, compliance, HR support, and talent acquisition.
4. They use data and marketplace teams to vet and match candidates, resulting in high retention rates.
5. Edge’s triage process fills up the talent funnel and matches the right talent with the right employer, aiming for an 85% certainty of hiring one of the first three candidates.
6. Ideal prospects for Edge are non-tech companies in the compliance and healthcare industries that are struggling to hire talent locally.

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47min

FAQs about The Use Case Podcast:

How many episodes does The Use Case Podcast have?

The podcast currently has 32 episodes available.

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