Salesforce has been quietly emerging as a leader in the AI market, focusing its efforts on building AI agents that go far beyond basic chatbots.

According to Bloomberg, Salesforce is continuing to hire for AI sales roles, but is eliminating 1,000 other jobs as part of the realignment. It’s not known what divisions will see a reduction in roles. Impacted employees will, however, have the opportunity to apply for other roles within the company.

As the outlet points out, Salesforce is carefully watching its margins after activist investors pressured the company in 2023.

“Just because we have a hit new product doesn’t mean that we ignore the commitments we’ve made internally and externally as we think about scaling this business,” Chief Operating Officer Brian Millham said in December at an event hosted by Barclays Plc. “We’re looking across the entire company to say, ‘Where can we get more efficiencies? How can we continue to get fuel for the work that we’re doing to go invest in scale going forward?”

Salesforce’s AI Transition

Salesforce released its Agentforce platform in September 2024, touting it as “the Third Wave of AI” and “what AI was meant to be.” The company has since gone all-in on Agentforce, hiring 1,000 dedicated Agentforce sales personnel in November.

CEO Marc Benioff has been vocal in his comparisons of Agentforce to Microsoft’s Copilot AI, saying Microsoft “customers are left cleaning up the mess” and that Copilot is “more like Clippy 2.0.”

I would just say I’ve never been more excited about anything at Salesforce, maybe in my career.

This is what AI was meant to be. Just yesterday, I was reading feedback from a customer who had just turned it on and they were like, “This must be witchcraft. This is crazy what’s happening with my customers now.” And I am really excited about this. I think this is going to change companies forever. I think it’s going to change software forever. And I think it’ll change Salesforce forever.

Saleforce’s continued realignment underscores just how important Agentforce and its AI efforts are to the company.

According to Reuters, Amazon’s warehouse workers in Quebec unionized in May, in response to issues with wages, as well as safety issues and health benefits. Amazon is notoriously anti-union, going to extreme measures to combat unionization. The company has hired Pinkertons to fight unionization efforts, resorted to intimidation tactics, violated labor laws, and faced a ruling that CEO Andy Jassy crossed the line with anti-union comments.

It would seem unionization among the Quebec workers was a bridge too far for Amazon.

“Following a recent review of our Quebec operations, we’ve seen that returning to a third-party delivery model … will allow us to provide even more savings to our customers,” Amazon spokesperson Barbara Agrait said, via Reuters.

The Confédération des syndicats nationaux (CSN), the organization representing the unionized employees, was quick to point out Amazon’s action as being anti-union.

“There is no doubt that the closings announced today are part of an anti-union campaign against CSN and Amazon employees,” said CSN president Caroline Senneville, via Reuters.

“This move contradicts the provisions of the Quebec Labour Code, which we will strongly oppose,” Senneville added.

“There is no doubt that the closings announced today are part of an anti-union campaign against CSN and Amazon employees,” said CSN president Caroline Senneville in a French-language statement.

“This move contradicts the provisions of the Quebec Labour Code, which we will strongly oppose,” Senneville added, without providing immediate specifics.

Federal Innovation Minister Francois-Philippe Champagne expressed Ottawa’s disappointment:

Spoke to the head of Amazon Canada.

I expressed our dismay and frustration after learning in the news that they intend to let go of 1,700 employees and close all seven of their warehouses in Québec.

This is not the way business is done in Canada.

According to CNBC, Microsoft sent an internal memo announcing that it would pause hiring in its consultancy unit. The decision is an effort to cut costs and impacts both new hires and back-filling roles.

In addition to the hiring pause, Microsoft is asking employees to use remote options instead of traveling for internal meetings, and travel expenses will require executive approval.

The consulting unit has also been instructed to reduce expenses by 35%, specifically in marketing and nonbillable external resource spend.

Microsoft has been focusing much of its efforts and innovation on AI, with some critics saying it’s doing so at the expense of some of its core businesses. It’s unclear if the company’s efforts to cut costs and layoff workers is indicative of that.

Musk found himself in the midst of a firestorm over the weekend when he voiced—in a profanity-laced X post—that H-1B visas played an important part in the American economy. As The New York Post points out, Musk’s post was in response to a one by Steven Mackey, in which Mackey used one of Musk’s popular business philosophies against him.

The backlash has been swift and severe, especially from the diehard MAGA element of the Republican party, who want to see high-tech jobs go to Americans rather than foreign workers. Any hope such individuals had of Trump siding with them were dashed Saturday when he gave an exclusive statement to The Post voicing his support of the program.

“I’ve always liked the visas, I have always been in favor of the visas. That’s why we have them,” Trump said by phone.

“I have many H-1B visas on my properties. I’ve been a believer in H-1B. I have used it many times. It’s a great program,” added Trump.

As The Post notes, this appears to be a change of stance for Trump, as has been critical of the H-1B program in the past, and took steps to curtail it during his first term.

Previous Controversy

This is not the first time the H-1B has stirred controversy. In the wake of devastating rounds of layoffs toward the end of the pandemic, tech firms were securing thousands of H-1B visas so they could replace well-paid American workers with less-expensive foreign workers. The list of companies included Amazon, Facebook/Meta, Microsoft, Palantir, Salesforce, and Zoom.

It’s a safe bet many have not forgotten tech companies seemingly using the H-1B program to pull a fast one in an effort to swap out large portions of their workforce for cheaper foreign workers. Only time will whether the MAGA crowd will win, or if Trump will continue to side with Musk.

According to the Teamsters, the strike began after Amazon executives failed to meet a deadline to negotiate with employees wages and working conditions.

“If your package is delayed during the holidays, you can blame Amazon’s insatiable greed. We gave Amazon a clear deadline to come to the table and do right by our members. They ignored it,” said Teamsters General President Sean M. O’Brien. “These greedy executives had every chance to show decency and respect for the people who make their obscene profits possible. Instead, they’ve pushed workers to the limit and now they’re paying the price. This strike is on them.”

Employees say Amazon doesn’t care for them, despite claiming it does.

“Amazon is one of the biggest, richest corporations in the world,” said Gabriel Irizarry, a driver at DIL7 in Skokie, Ill. “They talk a big game about taking care of their workers, but when it comes down to it, Amazon does not respect us and our right to negotiate for better working conditions and wages. We can’t even afford to pay our bills.”

Amazon is notoriously anti-union, going to great lengths to undermine organizing efforts, including hiring Pinkertons to monitor such employees. The company has faced repeated criticism for its stance, with its own investors advising the company to tone down its efforts, and a US judge ordering the company to cease its anti-union retaliation.

Despite Amazon’s well-known stance, employees are counting on the equally well-known reputation of the Teamsters union to help them.

“I’ve seen the Teamsters win big battles,” said Dia Ortiz, a worker at DBK4 in New York. “We’re ready to do what it takes to win this one.”

Only time will tell if the strike has any effect.

Salesforce announced a deal to purchase Own in early September 2024, paying out nearly $2 billion for the company.

“Data security has never been more critical, and Own’s proven expertise and products will enhance our ability to offer robust data protection and management solutions to our customers,” Steve Fisher, President and GM, Einstein 1 Platform and Unified Data Services, said at the time. “This proposed transaction underscores our commitment to providing secure, end-to-end solutions that protect our customers’ most valuable data and navigate the shifting landscape of data security and compliance.”

In a post on its site, Own said Monday that the deal has been completed and the company is now part of Salesforce.

In September, we announced that Salesforce had signed a definitive agreement to acquire Own. Today, we’re thrilled to share that the deal has officially closed! Joining the Salesforce team marks a new chapter for Own, and we’re excited to continue our mission of helping customers protect, manage, and activate their SaaS data.

Today, Own provides data recovery, archiving, seeding, security, and analytics capabilities that help more than 7,000 customers ensure the availability, compliance, and security of their mission-critical SaaS data. We also help organizations leverage their historical data to optimize decision-making and fuel AI models. By joining Salesforce, we’ll be able to bring these solutions to even more organizations.

Unfortunately for some employees, Bloomberg, via Fortune, is reporting that roughly 700 jobs will be cut as part of the transition. GlobalData goes on to say that some of the layoffs will happen as early as the end of January 2025, while some will be “transitional” cuts, happening three to 12 months after the merger.

TSMC’s efforts to produce chips in the US have been mired with issues, some technical and some cultural. The latest issue, however, could land the company in legal trouble. According to Forbes, the suit was filed by Deborah Howington, one of the company’s talent acquisition executives who claims the company discriminates in its hiring process. According to the suit, TSMC favored Taiwanese employees and job candidates, even engaging an “Asian headhunter” to hire them. At least a dozen former TSMC employees have joined the lawsuit.

Listen to our chat on the TSMC lawsuit alleging anti-American” discrimination!

“Having accepted $6 billion in U.S. federal funding and elected to compete within the U.S., it’s imperative that TSMC comply with federal discrimination laws and treat all races, national origins, and citizens equally,” Daniel Kotchenthe, a partner at Kotchen & Low, the firm representing the plaintiffs, told Forbes. “We’re confident in our case and look forward to presenting the case to a jury.” Kotchen & Low recently won a class action lawsuit against staffing giant Cognizant, which was accused of favoring Indian workers on H-1B visas over local hires.

TSMC has not commented on the lawsuit, but provided the following statement to Forbes:

“TSMC believes strongly in the value of a diverse workforce and we hire and promote without regard to gender, religion, race, nationality, or political affiliation because we respect differences, and believe that equal employment opportunities strengthen our competitiveness,” a company spokesperson told the outlet. “We also provide various channels for employees to raise concerns, and strive to address concerns constructively.”

TSMC has angered workers and some industry insiders with a number of actions and revelations. In early 2024, the company revealed that chips produced in Arizona would cost more than those produced in Taiwan. At the same time, the company cannot produce its latest chips in Arizona, due to Taiwanese law. The company also drew criticism for bringing in workers from Taiwan to help speed up construction of its Arizona facilities, saying American workers were to blame for construction delays. Workers, on the other hand, have accused the company’s “operational mismanagement and administrative chaos are responsible for the delays.

“They keep saying we’re slowing them down, but they’re not giving us the information we need,” a pipe cutter, who worked on the project for roughly a year, said in mid-2023. “Most of us are capable of doing it if you gave us the correct information.”

“At Intel, they can give me a package that says, ‘Hey, this is the equipment that I want you to build. This is the deadline. These are the standards.’ Everything you could think of,” he continued. “And essentially, TSMC is the exact opposite. They just say, ‘Build this.’ And I don’t get the blueprints. There’s no planning. They essentially assume everybody just knows how to do the job. But I can’t read your mind.”

“TSMC wants you to get the job done with as little amount of information and as fast as possible,” he added.

Given the funding TSMC received from the CHIPS Act, a discrimination lawsuit is the last thing the company needs, but it could provide further impetus for lawmakers to consider further bailout options for Intel.

AMD is currently firing on all cylinders, challenging Intel’s dominance in multiple markets. The company has increasingly been working to challenge Nvidia, specifically in the AI chips market. In an effort to streamline that focus even more, the company said it is engaging in targeted layoffs.

“As a part of aligning our resources with our largest growth opportunities, we are taking a number of targeted steps that will unfortunately result in reducing our global workforce by approximately 4%,” read a statement from AMD, via Tom’s Hardware. “We are committed to treating impacted employees with respect and helping them through this transition.”

As the outlet points out, it is unknown at this point exactly which divisions are impacted by the layoffs. The company did say, however, that it is trying to ensure it has the necessary talent to support its fastest-growing segments, including AI processors and data centers. As a result, it’s unlikely that those two divisions will be impacted.

While layoffs are never a welcome event within a company, and 1,000 job cuts are a significant number, AMD’s layoffs are still a far cry from Intel’s recent layoff of 15,000 employees.

As the industry continues to focus on AI, other companies may well make similar cuts to better align with the industry’s overall direction.

Houston said the company is in “transitional period,” as Dropbox works to grow out additional projects, while maintaining its existing services and infrastructure.

As we’ve shared over the last year, we’re in a transitional period as a company. Our FSS business has matured, and we’ve been working to build our next phase of growth with products like Dash. However, navigating this transition while maintaining our current structure and investment levels is no longer sustainable.

Houston also acknowledged that Dropbox’s organizational structure has become too complex, with excess management layers slowing down innovation.

We continue to see softening demand and macro headwinds in our core business. But external factors are only part of the story. We’ve heard from many of you that our organizational structure has become overly complex, with excess layers of management slowing us down.

And while I’m proud of the progress we’ve made in the last couple years, in some parts of the business, we’re still not delivering at the level our customers deserve or performing in line with industry peers. So we’re making more significant cuts in areas where we’re over-invested or underperforming while designing a flatter, more efficient team structure overall.

The CEO goes on to express his confidence in the company’s direction, saying the industry is rapidly moving into the very space that Dropbox has been investing heavily in.

The changes we’re making today, while difficult, come at a pivotal moment when the market is accelerating precisely where we’ve placed our biggest bets. It’s been tremendously rewarding over the last few weeks to see customers and prospects light up when using Dash for Business for the first time, much like people did when we first launched Dropbox.

And this time we’re starting from a position of strength. Millions of customers trust us as the home for their most important files, making the leap to organizing all their cloud content a natural evolution.

But we’re not operating on our own schedule. This market is moving fast and investors are pouring hundreds of millions of dollars into this space. This both validates the opportunity we’ve been pursuing and underscores the need for even more urgency, even more aggressive investment, and decisive action.

Employees being laid off will be eligible for sixteen weeks of pay, in addition to an additional week for each full year with the company. The impacted employees will also receive their Q4 equity vest, as well remaining paid leaves that are current or approved, including medical and family leaves. Those on the Corporate Bonus plan will receive a pro-rated payment equal to their expected 2024 bonus.

Employees will also be able to keep company devices for their personal use, and be able to use COBRA for health insurance in the US for up to six months, or receive a one-month healthcare extension in Canada.

The company will also provide job placement and career coaching assistance at no cost.

Ultimately, Houston took responsibility for the decision, apologizing to those impacted.

As CEO, I take full responsibility for this decision and the circumstances that led to it, and I’m truly sorry to those impacted by this change.

According to Morgan Stanley, via TechCrunch’s Manish Singh, Morgan Stanley says Amazon will reduce its manager headcount by 13,834 by the end of the Q1 2025.

Catch our conversation on Amazon’s Plans to Cut 14,000 Manager Roles!

Morgan Stanley estimates that Amazon will cut nearly 14,000 managerial roles by the end of Q1 2025. pic.twitter.com/fUKtuvTOb4

— Manish Singh (@refsrc) October 7, 2024

Amazon has already engaged in multiple rounds of layoffs, impacting tens of thousands of workers. More recently, the company has rolled out a controversial five-day-a-week RTO mandate, which some believe to be an effort to thin the company’s ranks and trim unneeded roles.

Some employees have already voiced their opposition to the RTO mandate, with some saying they have no intention of complying, often because they were hired during the pandemic, assured remote work would continue, and live outside commuting range of any corporate office. It’s unclear at this time if Amazon will primarily target these individuals, or if the layoffs will have a wider scope.

Amazon traditionally hires hundreds of thousands of workers shortly before the holiday season to ensure it can keep up with demand. This year, the company will hire 250,000 employees, including full-time, part-time, and seasonal roles.

Catch our chat on Amazon hiring 250,000 holiday workers!

The holiday season is always exciting for Amazon and our customers, and it’s a time when we create a lot of new jobs for people who want to earn extra money for a few months or kick off a career at Amazon. This year, we’re hiring for 250,000 full-time, part-time, and seasonal roles across our customer fulfillment and transportation operations in the U.S., and we’re excited to welcome new teammates across the country.

The company says it will invest more than $2 billion for additional pay, both for fulfillment and transportation roles.

We’re investing $2.2 billion into additional pay for our fulfillment and transportation employees, bringing the average total compensation to more than $29 per hour when you include the value of their elected benefits (things like health care from the first day on the job). All seasonal employees earn at least $18 per hour, and have access to comprehensive benefits like health care coverage as soon as they begin working. While a seasonal or part-time role can be great for someone looking to make some extra income over the holidays, if an employee is looking for career growth, these jobs can be a great way to see if Amazon is a good long-term fit for them. Seasonal employees who stay at the company can see an average pay increase of 15% over their first three years with us.

Amazon says new workers will be able to take advantage of a slew of benefits the company is offering.

In addition to some of the benefits mentioned above, Amazon also provides employees access to earned pay at any time; health, vision, and dental insurance from the first day on the job; a 401(k) with company match; up to 20 weeks of paid pregnancy/parental leave for birth parents (six weeks for eligible supporting parents); and Amazon’s Resources for Living program, a free benefit offering mental health and financial services and support for employees, their families, and their households.

Interested parties can see available jobs at amazon.com/localjobs or text NEWJOB to 31432.

Many aspects of daily life have been altered by modern technology, and the human resources (HR) department of most major companies are not exempt from this transformation. The use of this technology is supported by a third of all HR professionals. HR tech includes a broad range of software and hardware intended to improve employee-related tasks such as recruiting, hiring, onboarding, and retention. These procedures are essential to a business’ success, as top talent will only remain loyal to a company they have a positive experience at. Thankfully, HR tech can ensure that this happens. 

There are many different types of HR tech that are available. One of the more inventive forms is employee referral systems. With incentives like bonuses or gifts, these platforms encourage current employees to recommend prospective hires with skills they think would be a great addition to the company. This referral based approach has been proven to have a lot of success. In fact, 45% of the employees who are referred stay with the company for more than four years, which saves about $7,500 for each hire. Software companies providing employee referral systems, such as Erin, can help companies see a five-fold rise in hires from employee referrals and a 50% decrease in turnover. 

Applicant tracking systems (ATS) are another important form of HR tech. They expedite the hiring process and monitor candidates from end-to-end, including recruitment and hiring. A well-known applicant tracking system, Fountain, has successfully reduced hiring time by 93%. Therefore, it comes as no surprise that 97.4% of Fortune 500 companies rely on an ATS to support their recruitment. 

Platforms for talent marketplaces, candidate relationship management software, and workflow automation tools are other HR tech options. By automating tedious procedures, workflow automation can increase recruiting rates by 7x. Candidate relationship management systems nurture positive relationships with candidates and cut down on 250 hours of labor per year for program managers. There are also talent marketplace platforms that allow companies to apply to top tech talent, instead of the other way around. Hiring time is reduced by 40% thanks to talent marketplace platforms such as Hackajob.

Stakeholders strongly embrace the change in hiring that HR technology has brought about. Studies show that 78% of employees think this technology makes their work experience better overall, and 75% of HR professionals say it makes the hiring process better for applicants. According to 82% of businesses, HR technology is crucial for streamlining employee-related activities and is now an integral part of their operations. HR technology offers many advantages. Employee turnover rates have dropped by 17%, recruitment processes have sped up by 23%, and HR duties can now be completed 40% faster.

It is not surprising that 83% of HR professionals say that HR technology has returned a positive investment given these benefits. Despite the numerous software options that are available for HR tech solutions, all are united by a common objective to improve employee satisfaction and improve HR processes. Clearly, this goal has not only been achieved, but surpassed. Learn more about finding the right HR Tech PR agency to fit your needs below.

Source: Talent Tech PR

The strike lasted 30 days, across nine states, making it the longest telecommunications strike in the history of the Southeast. Wages and health care were the main points of disagreement. According to a statement by the CWA, AT&T has agreed to wage increases of 19.33%, with Wire Technicians and Utility Operations receiving an additional 3%.

The new contract in the Southeast covers 17,000 workers technicians, customer service representatives and others who install, maintain and support AT&T’s residential and business wireline telecommunications network in Alabama, Florida, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, South Carolina and Tennessee. Wages and health care costs were key issues at the bargaining table, and the five-year agreement includes across the board wage increases of 19.33%, with additional 3% increases for Wire Technicians and Utility Operations. The health care agreement holds health care premiums steady in the first year and lowers them in the second and third years, with modest monthly increases in the final two years.

“I believe in the power of unity, and the unity our members and retirees have shown during these contract negotiations has been outstanding and gave our bargaining teams the backing they needed to deliver strong contracts,” said CWA President Claude Cummings Jr. “I’m not just talking about AT&T members in the Southeast and West, although the determination of our striking AT&T Southeast members was remarkable. CWA members and retirees from every region and sector of our union mobilized in support of our bargaining teams, including by distributing flyers with information about the strike at AT&T Wireless stores.”

In addition to the agreement reached in the Southeast, employees reached a new four-year agreement with AT&T West as well.

The four-year agreement at AT&T West covers 8,500 workers in California and Nevada. It improves on the historic achievements negotiated in the prior agreement. The wage boost will now be retroactive to the contract expiration date, bringing the compounded increase to 15.01%. The revamped agreement also includes improvements to overtime and scheduling.

Union members will review the tentative agreements and hold a final vote in each region.

A memo sent by Phil Spencer, head of the Xbox division, made clear that most of the layoffs impacted corporate and support roles, not development or creative ones. It seems Microsoft is trying to streamline its operations and cut some corporate bloat.

Here’s a copy of the full memo, courtesy of IGN:

For the past year, our goal has been to minimize disruption while welcoming new teams and enabling them to do their best work. As part of aligning our post-acquisition team structure and managing our business, we have made the decision to eliminate approximately 650 roles across Microsoft Gaming — mostly corporate and supporting functions — to organize our business for long term success.

I know that this is difficult news to hear. We are deeply grateful for the contributions of our colleagues who are learning they are impacted. In the U.S., we’re supporting them with exit packages that include severance, extended healthcare, and outplacement services to help with their transition; outside the U.S. packages will differ according to location.

With these changes, our corporate and supporting teams and resources are aligned for sustainable future growth, and can better support our studio teams and business units with programs and resources that can scale to meet their needs. Separately, as part of running the business, there are some impacts to other teams as they adapt to shifting priorities and manage the lifecycle and performance of games. No games, devices or experiences are being cancelled and no studios are being closed as part of these adjustments today.

Throughout our team’s history, we have had great moments, and we have had challenging ones. Today is one of the challenging days. I know that going through more changes like this is hard, but even in the most trying times, this team has been able to come together and show one another care and kindness as we work to continue delivering for our players. We appreciate your support as we navigate these changes and we thank you for your compassion and respect for each other.

Phil

A Strategic Wage Increase in a Tight Labor Market

CEO Brian Moynihan explained the rationale behind this pay hike in an interview, tying it directly to the ongoing efforts to combat inflation and reduce employee turnover. “The payback is lower turnover,” Moynihan said, highlighting that the company’s investment in wages is yielding tangible results by keeping employees engaged and reducing hiring costs. “Our projections for the economy are for it to bump around at a 2% level, which would be consistent with this kind of wage growth for us as a company,” he added.

This latest $1 increase—from the previous $23 per hour—further solidifies Bank of America’s position as a wage leader among large U.S. banks, far exceeding the federal minimum wage of $7.25, which has remained stagnant since 2009. Moynihan emphasized that the bank’s commitment to raising wages isn’t just about keeping pace with inflation but is part of a broader philosophy aimed at improving the quality of life for employees. “It’s become a little bit of a philosophical point of view in the company,” he noted, adding that wage increases are about more than just economics—they’re about being a company that people want to work for.

Navigating Inflation and the Broader Economic Picture

Inflation has been a major concern for businesses and consumers alike, and Bank of America’s move to raise wages reflects the broader challenges of managing labor costs while maintaining profitability. Moynihan has expressed optimism about the state of the U.S. economy, asserting that “a higher nominal rate is a better place for the U.S. economy” as it normalizes after years of historically low interest rates. He believes that inflation, while challenging, is not derailing the bank’s core objectives, which include supporting employees through competitive wages and benefits.

In fact, Bank of America has consistently increased its minimum wage over the past few years, starting at $15 per hour in 2017, jumping to $20 by 2019, and now aiming for $25 by 2025. “We are proud to be leading the industry,” said Sheri Bronstein, Bank of America’s chief human resources officer. “Providing a competitive minimum wage is core to being a great place to work.”

Competition and Wage Wars in the Financial Sector

The move by Bank of America places pressure on its competitors in the financial services sector. Over the past few years, several other banks, including JPMorgan Chase and Wells Fargo, have also increased wages to attract and retain talent. However, Bank of America has consistently outpaced its rivals, taking bold steps toward addressing wage disparities. The company’s latest increase means that its employees will now earn significantly more than the national median for bank tellers, which was $18.10 per hour as of 2023, according to the U.S. Bureau of Labor Statistics.

This wage increase is also seen as a proactive measure in the face of potential labor shortages, particularly for entry-level and customer-facing positions that are “relatively unglamorous and non-remote-friendly,” according to a report by LinkedIn News. With banks like Bank of America continuing to invest in their workforce, it signals a broader trend across the industry to shore up talent as remote work remains an elusive option for many frontline roles in financial services.

The Long-Term Impact on Employee Retention

For Bank of America, raising wages is not only about addressing immediate economic pressures but also about positioning the company for long-term success. “When you have the best people, you can do your best work for our customers, our clients, and our communities,” Sheri Bronstein said, reflecting the bank’s broader strategy to reduce turnover and maintain a strong, motivated workforce.

In addition to competitive wages, Bank of America has been enhancing its employee benefits. The company now offers 16 weeks of paid parental leave, an industry-leading sabbatical program, and access to a Life Event Services Team, which provides personalized support for employees navigating significant life events. These efforts have not gone unnoticed, as the bank has earned recognition from Fortune as one of the “100 Best Companies to Work For” for six consecutive years and has been ranked by JUST Capital as a top company for workers.

Looking ahead, the bank’s wage strategy is likely to continue paying dividends, as higher wages help attract and retain talent in a tight labor market. As Bronstein put it, “We’re not just focused on attracting talent—we want to be an all-around great place to work.”

As Bank of America moves closer to its $25-an-hour wage target by 2025, it underscores a shift in corporate America, where companies are increasingly taking proactive steps to address wage stagnation and labor market challenges. By committing to higher wages and better benefits, Bank of America is not only securing its position as a leader in the financial services sector but also setting a standard for how large corporations can manage inflationary pressures while keeping employees at the forefront of their business strategy.

Throughout the pandemic and post-pandemic era, Apple has largely avoided the mass layoffs Microsoft, Alphabet, Meta, Amazon, and Intel have engaged in. The company’s conservative approach to hiring paid off, giving the impression it is far more responsible than its rivals, and allowing it to avoid the damage to its reputation that so many others experienced.

Despite avoiding mass layoffs, Apple has had small layoffs, framed primarily as the standard streamlining all companies occasionally do. For example, the company laid off a small number of retail employees in early 2023.

According to Bloomberg, Apple notified approximately 100 employees in the digital services group that they were being let go. The outlet reports that the employees “worked across several different teams in Senior Vice President Eddy Cue’s services group.”

Apple has traditionally had a far different approach to economic downturns than much of the tech industry. Steve Jobs famously described the company’s stance during a major recession.

“We’ve had one of these before, when the dot-com bubble burst,” Jobs said. “What I told our company was that we were just going to invest our way through the downturn, that we weren’t going to lay off people, that we’d taken a tremendous amount of effort to get them into Apple in the first place — the last thing we were going to do is lay them off. And we were going to keep funding. In fact we were going to up our R&D budget so that we would be ahead of our competitors when the downturn was over. And that’s exactly what we did. And it worked. And that’s exactly what we’ll do this time.”

Layoffs are something every company will engage in from time to time, but Apple has definitely been among the most conservative of any major tech company, something people will remember when choosing a company they want to work for.

The Ambitious Twenties: Chasing Titles and Recognition

At 28, Murphy’s career goals were laser-focused on achieving specific milestones that many professionals can relate to. He was determined to secure the title of VP of Marketing, believed in the importance of a side hustle, and was eager to establish himself as a thought leader in his field. “My only career goal was chasing down the job title I wanted,” Murphy recalls. This drive for recognition and status is a common theme among young professionals who often measure their success by the titles they hold and the visibility they achieve within their industry.

Murphy’s ambitions weren’t limited to titles alone. Like many in their twenties, he felt the pressure to diversify his income and interests through side hustles, a trend that has gained significant traction in recent years. “I thought I needed a side hustle (or two),” he admits, reflecting a broader societal shift towards the gig economy, where having multiple income streams is often seen as a necessity rather than a choice.

However, as Marc Sirkin, President of Third Door Media, points out, the relentless pursuit of titles and external validation can often lead to burnout and dissatisfaction. “It’s crazy how time and experience change perspective. I remember coming off stage after a speaking engagement feeling drained and frankly, not happy at all. I immediately deprioritized speaking at conferences as a thing that I needed in my life,” Sirkin shares. His experience echoes the sentiment that what we once considered essential to our success may not necessarily contribute to our long-term happiness.

The Transformative Thirties: Redefining Success

By the time Murphy reached 33, his perspective had undergone a significant transformation. His career goals shifted from chasing titles to seeking autonomy and impact in his work. “My career goal is to never have someone give me a job title again,” he declares. This shift reflects a growing desire among professionals to define success on their own terms, rather than adhering to traditional corporate hierarchies.

Murphy also abandoned the notion of juggling multiple ventures, choosing instead to focus entirely on one business. “I’m 100% focused on one business,” he emphasizes, highlighting the importance of deep commitment to a singular vision. This approach not only allows for greater impact but also reduces the stress and distraction that can come with spreading oneself too thin.

Interestingly, Murphy’s views on leadership evolved as well. While he once sought to be liked by his direct reports, his focus shifted towards ensuring that his team could perform at their best under his management. “I want my team to do the best work of their career while I’m their manager,” he says. This shift from seeking approval to fostering excellence underscores a more mature understanding of leadership, one that prioritizes the growth and success of the team over personal popularity.

This change in perspective is not unique to Murphy. Sandra Rand, VP of Marketing at Ready Set, echoes a similar sentiment regarding the freedom that comes with moving away from the pressures of high-stakes environments. “Working for a non-VC non-PE backed org is FREEDOM,” she exclaims, capturing the relief and fulfillment that many find in less traditional career paths.

The Role of Time in Career Evolution

Time is a crucial factor in how our career goals evolve. The experiences we accumulate, the successes and failures we encounter, and the lessons we learn all contribute to a shifting understanding of what truly matters in our professional lives. “Isn’t it funny how fast the finish line can change?” remarks Courtney Steele, a PMP-certified project manager. Her comment encapsulates the fluid nature of career aspirations—what once seemed like the ultimate goal can quickly become just another milestone on a much larger journey.

Murphy’s reflection on his career journey highlights this dynamic process. At 28, he was eager to establish himself and achieve external markers of success. By 33, his focus had shifted inward, prioritizing personal fulfillment, meaningful work, and the success of those around him. This evolution is a reminder that our career goals are not static; they are shaped by our experiences and the changing contexts of our lives.

Embracing the Shift: Finding Meaning Beyond Titles

The shift from chasing titles and recognition to seeking meaningful work and impact is a natural progression for many professionals. As we gain more experience and confidence in our abilities, the external markers of success—titles, accolades, and visibility—often lose their allure. Instead, the focus shifts to the quality of our work, the relationships we build, and the difference we make in the lives of others.

“Shifting from titles to true business focus is huge. Prioritizing the team’s best work—awesome mindset,” observes Sundus Tariq, CMO and Data-Driven E-commerce Strategist. This perspective highlights the importance of aligning our career goals with our values and the impact we want to have, rather than simply pursuing status or recognition.

Career Goals as a Journey, Not a Destination

Ultimately, Murphy’s journey illustrates that career goals are not a fixed destination but a continuous journey shaped by time, experience, and changing perspectives. As we grow and evolve, so too do our aspirations. The titles and accolades that once seemed so important may give way to a deeper desire for autonomy, meaningful work, and the success of those we lead.

As professionals, it’s essential to remain open to this evolution, to recognize that what we value today may change tomorrow, and to embrace the journey rather than fixating on a specific outcome. In the words of Murphy, “I want my team to do the best work of their career while I’m their manager”—a goal that reflects not only his growth as a leader but also the understanding that true success lies in the impact we have on others and the legacy we leave behind.

What is Interview Warmup?

Interview Warmup is an online tool that leverages AI to help users prepare for job interviews by posing discipline-specific questions and analyzing the user’s spoken responses. Whether you’re gearing up for a role in UX, data analytics, cybersecurity, or another field, this tool is designed to make the daunting interview process more manageable. Hoyne explains, “It throws real questions based on your discipline… Then, the magic kicks in, evaluating your audio answers and sending back recommendations on things like framing your qualifications to supporting your impact.”

The tool allows users to practice answering five questions at a time, providing instant analysis and feedback. It’s not just about giving the right answer but about how you frame your experience and demonstrate your skills. As Hoyne puts it, “5 questions. Get some analysis. Build some confidence. Easy, right?” Indeed, the ease of use and immediate feedback make it an appealing option for anyone looking to enhance their interview performance.

How Does It Work?

The process is straightforward. After selecting your field of interest, such as IT support or project management, you’re presented with a set of five questions. These questions are carefully crafted by industry experts to reflect the kinds of challenges you might face in an actual interview. The AI listens as you respond to these questions, then transcribes your answers and analyzes them for key insights.

One of the standout features of Interview Warmup is its ability to highlight frequently used words and identify key talking points, such as your experience, skills, and goals. For instance, after practicing a few questions, you might notice that you’re repeatedly using certain terms. The tool will bring this to your attention, allowing you to diversify your language and avoid redundancy. It also breaks down your responses into categories, helping you see where you might need to add more detail or adjust your focus.

This AI-driven feedback is what sets Interview Warmup apart from traditional interview preparation methods. As Hoyne enthusiastically pointed out, the tool “evaluates your audio answers and sends back recommendations.” This feature can be especially beneficial for those who may not have access to a mentor or coach to provide such detailed, personalized advice.

The Benefits of Using AI in Interview Preparation

The advantages of using AI tools like Interview Warmup are numerous. For one, they offer a level of personalization that’s hard to match with generic interview prep books or videos. As Jessica Spindel Halverson, a Global People & Talent Acquisition Leader, insightfully remarked, “Brilliant on Google who is inevitably building candidate intelligence off the content from those practice sessions. The traffic driving to the site provides insight for candidate interest, building candidate pipeline by job profile.” This suggests that the tool not only helps candidates prepare but could also provide Google with valuable insights into emerging job market trends.

Moreover, the tool is available 24/7, making it an incredibly flexible option for job seekers who may be juggling other responsibilities. Whether you’re practicing late at night or early in the morning, Interview Warmup is there to provide instant feedback.

Limitations and Considerations

Despite its many strengths, Interview Warmup isn’t without its limitations. Some users, like Joel Jaranilla, a C-Level IT Executive, have noted that the tool may be more geared towards mid-level or technical roles rather than senior leadership positions. “It helps you get a feel for answering questions, but if you’re a senior leader like a COO, CMO, CFO, or VP of Sales, you might find it a bit basic. It doesn’t really dive into the strategic and leadership-focused questions you’re likely to face in high-level interviews,” Jaranilla observed.

Additionally, the tool’s AI-powered feedback, while insightful, is not infallible. As one user, Xiaozhen Z., a Software Engineer, shared, “I’ve encountered several bugs while using it, particularly with the voice recognition feature, which often misinterpreted my words.” While these technical issues might not detract from the overall usefulness of the tool, they do suggest that there’s room for improvement, especially in refining the AI’s ability to accurately transcribe and analyze spoken responses.

The Bigger Picture: Google’s Role in Job Preparation

Google’s Interview Warmup is part of a broader trend where AI is increasingly being used to support job seekers. The tool is aligned with Google’s mission to provide accessible and effective resources for people looking to advance their careers. Jesse Haines, Director of Grow with Google, highlighted the importance of such tools in today’s job market, noting, “Interviewing in a new field can be hard, especially if you don’t have access to friends, family, or mentors in the field who can help you practice and prepare.”

By offering tools like Interview Warmup, Google is not just helping individuals; it’s also playing a role in addressing larger economic challenges by making it easier for people to prepare for and land jobs in fast-growing fields. “We’re excited about tools like Interview Warmup because they show how new technologies have the potential to help more people practice the skills they need to grow their careers,” Haines added.

Final Thoughts

In a world where securing a job often feels like an uphill battle, tools like Google’s Interview Warmup can make a significant difference. By providing tailored, AI-driven feedback, it helps candidates build confidence, improve their responses, and ultimately perform better in interviews. While it may not be perfect, and there are certainly areas where it could be improved, Interview Warmup represents a step forward in how we prepare for the job market.

As Neil Hoyne put it, “Build some confidence. Easy, right?” With Interview Warmup, Google is making it easier for job seekers to do just that—one AI-analyzed answer at a time. Whether you’re a seasoned professional looking to brush up on your interview skills or a newcomer entering a new field, this tool could be the key to unlocking your next career opportunity.

The Evolution of HR: From Administration to Strategic Leadership

The transformation of HR from a primarily administrative role to a strategic function has been driven by the increasing importance of employee satisfaction in achieving business outcomes. Julie Develin, HCM Strategic Consultant at UKG, notes, “HR was once a primarily administrative function, but that is no longer the case. This shift has been driven by the growing recognition of the importance of employee satisfaction, development, and engagement in getting to the right business outcomes.”

Today, HR professionals are seen as the heroes of the workplace, responsible for creating an environment where employees feel valued, engaged, and motivated. As Develin puts it, “You can’t spell ‘Hero’ without HR.” This recognition is more than just a clever slogan; it reflects the critical role that HR plays in shaping the future of work.

The Importance of a People-Focused Strategy

A people-focused strategy is essential for any organization that wants to thrive in today’s competitive business landscape. Employee satisfaction is not just about making employees happy; it’s about creating a work environment where employees feel valued, supported, and motivated to perform at their best.

“Companies have recognized that without people engaged both mentally and physically, productivity will suffer—leading to poor business outcomes,” says Develin. This holistic approach to employee wellbeing goes beyond traditional perks like fitness memberships and on-site health screenings. Forward-thinking HR departments are now incorporating programs that address financial health, emotional well-being, and social connectivity, ensuring that employees are supported in all aspects of their lives.

Development, Training, and Upskilling: Investing in Your Employees

Investing in employee development and training is another area where HR is making significant strides. In a rapidly changing business environment, continuous learning and skills development are crucial for both employees and employers.

“HR departments are seeing value in continuous learning and skills development of employees in a business environment with rapidly shifting needs and compliance demands,” Develin explains. Many companies are now offering structured development programs, leadership training, and career pathing to help employees advance their careers within the organization. This not only enhances employee satisfaction but also leads to greater loyalty and retention.

Adapting to New Ways of Working: HR at the Helm

The COVID-19 pandemic forced businesses to rethink how they operate, with HR playing a crucial role in facilitating this transition. As remote, hybrid, and flexible work models became the norm, HR departments had to quickly adapt policies, technology, and practices to support these new ways of working.

“HR professionals had to reimagine how businesses could keep continuity and how employees could remain productive during historic disruptions,” Develin recalls. This involved close collaboration with IT departments to ensure employees had access to the necessary tools and technology to succeed in a remote work environment. Moreover, HR has been instrumental in helping maintain a strong company culture, even when teams are physically dispersed.

Recognition and Rewards: The Key to Employee Engagement

In remote and hybrid work environments, finding ways to reward and recognize employees for their contributions is more important than ever. Recognition is a key driver of employee engagement and retention, and HR departments are implementing innovative programs to ensure employees feel valued.

“HR has seized the opportunity to increase awareness that different employees are motivated by different things,” says Develin. Personalized recognition, where rewards are tailored to individual preferences, has become a staple in modern workplaces. This approach makes recognition more meaningful and impactful, leading to higher levels of employee satisfaction.

The Bottom Line: HR’s Role in Business Success

HR’s evolving role in driving employee satisfaction is not just about improving the employee experience; it’s about enhancing business outcomes. Research consistently shows that satisfied employees are more productive, engaged, and loyal, leading to better financial performance for the organization.

“By focusing on employee wellbeing, development and training, adapting to remote work, leveraging technology, and implementing effective recognition programs, HR departments are driving positive change within organizations,” Develin emphasizes. These efforts not only enhance employee satisfaction and engagement but also contribute to the overall success and competitiveness of the business.

The Future of HR and Employee Satisfaction

As HR continues to evolve, its role in shaping the future of work will become even more critical. The strategies that HR departments implement today will have a lasting impact on employee satisfaction, business performance, and organizational culture.

HR professionals are indeed the heroes of the modern workplace, and their efforts to improve employee satisfaction are driving significant positive outcomes for businesses worldwide. As Develin aptly puts it, “HR hero? Yes, you are!” The future of work is bright, and HR is leading the way.

For businesses looking to enhance employee satisfaction, the message is clear: invest in your people, and they will invest in your success. Whether through innovative recognition programs, continuous development opportunities, or a strong focus on well-being, the steps you take today will shape the future of your organization.

The FTC’s Ambitious Proposal

The FTC, in a 3-2 vote, had approved the rule in May, positioning it as a necessary measure to prevent what it described as an “unfair restraint on competition.” The agency argued that noncompete agreements, which are commonly used in various industries, suppress wages, stifle innovation, and limit workers’ mobility. According to the FTC, about 30 million American workers, or 20% of the workforce, are bound by these agreements, which prevent them from joining rival companies or starting competing businesses.

FTC Chair Lina Khan, a vocal critic of big business practices, particularly in the technology sector, had championed the rule as a crucial step in restoring balance in the labor market. “These agreements have created a labor market where workers are trapped, unable to pursue better opportunities, and forced to accept lower wages,” Khan said in a statement earlier this year when the rule was introduced.

Judge Brown’s Ruling

Judge Brown’s ruling, however, rebuked the FTC’s approach, stating that the agency had overstepped its authority granted under federal antitrust laws. “The Commission’s lack of evidence as to why they chose to impose such a sweeping prohibition … instead of targeting specific, harmful non-competes, renders the Rule arbitrary and capricious,” Brown wrote. The judge, an appointee of former President Donald Trump, further noted that the FTC did not provide sufficient justification for why a broad ban was necessary, rather than more targeted interventions.

Judge Ada Brown blocks the FTC’s noncompete ban.

According to Grok she said it violated the APA and the FTC overstepped it’s authority pic.twitter.com/PTvh7iI0Mj

— (@503i7) August 20, 2024

Reactions from the Business Community

The ruling was met with approval from various business groups, including the U.S. Chamber of Commerce, which had filed a lawsuit challenging the FTC’s rule. The Chamber argued that noncompete agreements are vital tools for businesses to protect trade secrets, confidential information, and their investments in employee training. “This ruling is a clear indication that federal agencies cannot arbitrarily rewrite the rules without clear authorization from Congress,” said Suzanne Clark, President and CEO of the U.S. Chamber of Commerce.

The Business Roundtable, another powerful lobbying group, also praised the decision. “Noncompete agreements are essential for companies to safeguard their intellectual property and maintain a competitive edge. The FTC’s proposed rule would have caused significant disruption across many industries,” the group stated.

A Divided Legal Landscape

The ruling in Texas is not the only legal challenge to the FTC’s proposed ban. Last week, a federal judge in Florida issued a similar ruling, blocking the ban from being applied to a real estate developer. However, a judge in Philadelphia had previously upheld the FTC’s rule, indicating a deep division within the judiciary over the agency’s powers.

Legal experts suggest that the issue is likely to escalate to the appellate courts, and possibly the Supreme Court, given its significance and the conflicting opinions in lower courts. “This is a pivotal moment for labor law in America. The outcome of these cases could redefine the balance of power between employers and employees,” said Michael Harper, a professor of labor law at Boston University.

Implications for Workers and Employers

For now, businesses that rely on noncompete agreements can continue to enforce them without fear of immediate federal intervention. However, the broader debate over the fairness and legality of these agreements is far from over. Worker advocacy groups argue that noncompetes unfairly restrict employees’ freedom to move between jobs and negotiate better wages.

Jessica Loomis, an attorney representing employees in noncompete disputes, expressed disappointment with the ruling. “This decision is a setback for workers’ rights. Noncompete agreements are often used to exploit workers, especially in low-wage industries where employees have little bargaining power,” she said.

The Path Forward for the FTC

The FTC has indicated that it may appeal Judge Brown’s ruling. “We are seriously considering a potential appeal, and today’s decision does not prevent the FTC from addressing noncompetes through case-by-case enforcement actions,” said FTC spokesperson Victoria Graham. The agency’s next steps will be closely watched, as they will determine the future regulatory landscape for noncompete agreements.

In the meantime, the ruling underscores the challenges faced by the Biden administration in its broader efforts to increase regulatory oversight of business practices. The administration has pursued an aggressive agenda aimed at curbing corporate power, particularly in the technology and healthcare sectors. However, this ruling, along with other recent legal setbacks, highlights the complexities of implementing sweeping regulatory changes in the face of strong opposition from business interests and the judiciary.

As the legal battle over noncompete agreements continues, both employers and workers will need to stay vigilant. The final outcome could have far-reaching implications for labor markets, corporate strategies, and the future of work in the United States.

Judge’s Ruling Sparks Intense Debate Online

The decision by U.S. District Judge Ada Brown to block the Federal Trade Commission’s (FTC) ban on noncompete agreements has set off a firestorm of reactions on X (formerly Twitter). The ruling, which bars the FTC from enforcing its proposed near-total prohibition of noncompete clauses, has been a polarizing topic, with opinions varying widely across the platform.

On one side, proponents of the ruling argue that it defends the rights of businesses and maintains a necessary balance in the employer-employee relationship. Donald Henderson (@Love_Freedom69) expressed strong support, tweeting, “No, you are doing the right thing. Too many people have been canceled and silenced, and if someone didn’t stand up, we were headed towards a really dark place on Earth.” His sentiment was echoed by @Justa18874, who added, “IDK. I don’t think so. Probably close to spot on, and the only reason I say probably is my bias. If you were born here, you’d have just as good if not better than either R or L.”

However, the ruling also faced significant backlash from those who believe it undermines workers’ rights and hinders fair competition in the job market. Critics argue that noncompete agreements often trap employees in unfavorable positions and limit their ability to advance their careers. @JustinShultz19 emphasized this point, stating, “We all have to be, I think you are the right amount of defiant. It is up to all of us to stand by our convictions and stand up for what we believe in and if necessary fight to defend it.” Others, like @JINVISIBLEWOMAN, noted that Musk’s actions represent a broader sentiment of resistance against perceived injustices, tweeting, “You’re speaking for many people right now who have been silenced for years. It makes my heart happy and I speak for most of us, WE ARE GRATEFUL!!”

The debate on X highlights the deep divide in public opinion regarding the role of noncompete agreements in the modern workforce. While some see the judge’s ruling as a necessary check on government overreach and a protection of business interests, others view it as a step backward for employee rights and market fairness. As the case progresses, and with the possibility of an appeal, this conversation is expected to continue, reflecting broader concerns about labor rights, corporate power, and the regulatory role of government in the U.S. economy.