The freelance economy is revolutionizing the work lives of busy execs and their teams who are using open source platforms and talent to accomplish more in less time. Every week, new gig-centric platforms sprout up that give execs and companies access to talent pools—from assistants with general skills to highly specialized technologists.
Handling HR requirements for even a small team is a boatload of work. Whether it be managing paid time off and maternity and paternity leave to payroll and benefits, for many small companies with limited resources HR is an intimidating task.
Open models are an exciting part of the future of work and innovation. Every year, more and more companies are choosing open models for innovation, blending freelance with in-house talent. But that transition can be tricky for traditional employees.
The ins and outs of how California’s landmark Assembly Bill 5 may impact worker classification.
Developing and implementing an open talent strategy—one that engages contract freelancers in a structured way within your company—is an exciting step that puts organizations out front of innovation. But it can feel like shaky territory for some parts of businesses, notably IP, legal, and other key stakeholders whose job it is to uphold the business’s integrity while pursuing innovation and growth.
What’s the best way to help an employee navigate multiple freelance resources? That’s a question we often get when a company begins to source work through one—or sometimes many—on-demand open talent platforms. Some companies handle this by selecting and customizing one dedicated platform to work through. Others, like NASA, require and benefit from the unique capability offered by a variety of platforms, so they secure several agreements—some with customized capability—and employees learn to utilize all of them.
You’ve started using open talent models and are already realizing the benefits—hiring gig workers can be better, faster and cheaper for your business. But now that California has set a precedent with Assembly Bill 5 (AB5), it’s smart to analyze the implications of this legislation may have for companies around the world in how they classify and engage with workers.
The blended employee-freelance model workforce can lead to great things for any company, but it takes the right plan to keep everyone aligned. John Winsor of Open Assembly recently dove in with Jon Younger PhD to learn how to set your team up for success.
With the passing of California’s Assembly Bill 5 (AB5), often referred to as the “gig economy” bill, companies both established and recently incorporated, large and small, are wondering what the next steps are to adhere to the criteria dictated by AB5. Open Assembly engaged the help of Dan McCoy, Chair of Employment Practices at the […]
As we are propelled into an even-more digital age, companies and employees are both asking: To what degree will AI replace human intelligence and make jobs obsolete? In the inevitable future of AI, what is the outlook for human employees? Neil Jensen, Vice President, Product Strategy, Workday, identifies trends in areas like the future of work. I asked Jensen to share with us the trends he’s seeing in the future-of-work space.