# PowerToFly - Complete Content > PowerToFly: complete content export for LLMs - 62 sections and the 100 most recent articles. Navigation index: https://rm.powertofly.com/llms.txt **Site Overview:** - Domain: https://rm.powertofly.com - Total Sections: 62 - Recent Posts Included: 100 - Content Word Count: ~19544 words - Last Updated: 2026-09-27 - Generated: September 27, 2026 04:29:41 **Important Information:** - Site ID: 26191469 - Markdown version: append .md to any URL - Total sections: 62 ## Site Structure - [Attract](https://rm.powertofly.com/services/attract/index.md): Attract diverse talent and foster inclusive workplaces with PowerToFly. Unlock strategies to build diverse teams and drive innovation. Learn more today! (14 posts; HTML: https://rm.powertofly.com/services/attract; RSS: https://rm.powertofly.com/feeds/services/attract.rss) - [Hire](https://rm.powertofly.com/services/hire/index.md): Hire diverse talent and foster inclusive workplaces with PowerToFly. Unlock strategies to build diverse teams and drive innovation. Learn more today!" (12 posts; HTML: https://rm.powertofly.com/services/hire; RSS: https://rm.powertofly.com/feeds/services/hire.rss) - [Our leadership](https://rm.powertofly.com/about/our-leadership/index.md): Get to know the leadership team at PowerToFly — the leading talent acquisition platform & service provider connecting companies with top diverse talent. (1 posts; HTML: https://rm.powertofly.com/about/our-leadership; RSS: https://rm.powertofly.com/feeds/about/our-leadership.rss) - [Our department heads](https://rm.powertofly.com/about/our-department-heads/index.md): Get to know the department heads at PowerToFly — the leading talent acquisition platform & service provider connecting companies with top diverse talent. (0 posts; HTML: https://rm.powertofly.com/about/our-department-heads; RSS: https://rm.powertofly.com/feeds/about/our-department-heads.rss) - [Our advisors](https://rm.powertofly.com/about/our-advisors/index.md): Get to know the advisors at PowerToFly — the leading talent acquisition platform & service provider connecting companies with top diverse talent. (1 posts; HTML: https://rm.powertofly.com/about/our-advisors; RSS: https://rm.powertofly.com/feeds/about/our-advisors.rss) - [Our investors](https://rm.powertofly.com/about/our-investors/index.md): Get to know the investors at PowerToFly — the leading talent acquisition platform & service provider connecting companies with top diverse talent. (1 posts; HTML: https://rm.powertofly.com/about/our-investors; RSS: https://rm.powertofly.com/feeds/about/our-investors.rss) - [Our board](https://rm.powertofly.com/about/our-board/index.md): (1 posts; HTML: https://rm.powertofly.com/about/our-board; RSS: https://rm.powertofly.com/feeds/about/our-board.rss) - [Promo Streams](https://rm.powertofly.com/promo-streams/index.md): (2 posts; HTML: https://rm.powertofly.com/promo-streams; RSS: https://rm.powertofly.com/feeds/promo-streams.rss) - [Events](https://rm.powertofly.com/promo-streams/events/index.md): (0 posts; HTML: https://rm.powertofly.com/promo-streams/events; RSS: https://rm.powertofly.com/feeds/promo-streams/events.rss) - [Summits and Fairs](https://rm.powertofly.com/promo-streams/summits-and-fairs/index.md): (2 posts; HTML: https://rm.powertofly.com/promo-streams/summits-and-fairs; RSS: https://rm.powertofly.com/feeds/promo-streams/summits-and-fairs.rss) - [PowerToFly Summits](https://rm.powertofly.com/promo-streams/summits-and-fairs/diversity-reboot-summit/index.md): Learn about PowerToFly's virtual Diversity Reboot Summit. Expand your network and advance your career in an inclusive environment. (2 posts; HTML: https://rm.powertofly.com/promo-streams/summits-and-fairs/diversity-reboot-summit; RSS: https://rm.powertofly.com/feeds/promo-streams/summits-and-fairs/diversity-reboot-summit.rss) - [Virtual Job Fair](https://rm.powertofly.com/promo-streams/summits-and-fairs/virtual-job-fair/index.md): See which companies are attending PowerToFly's next Virtual Job Fair. Register for free to network with hiring managers and recruiters at companies committed to DEIB. (2 posts; HTML: https://rm.powertofly.com/promo-streams/summits-and-fairs/virtual-job-fair; RSS: https://rm.powertofly.com/feeds/promo-streams/summits-and-fairs/virtual-job-fair.rss) - [Summits](https://rm.powertofly.com/events/summit/summits/index.md): (0 posts; HTML: https://rm.powertofly.com/events/summit/summits; RSS: https://rm.powertofly.com/feeds/events/summit/summits.rss) - [Activities](https://rm.powertofly.com/events/summit/activities/index.md): Connect with top companies dedicated to DEIB at PowerToFly's virtual summits. Expand your network and advance your career in an inclusive environment. (0 posts; HTML: https://rm.powertofly.com/events/summit/activities; RSS: https://rm.powertofly.com/feeds/events/summit/activities.rss) - [allyship-to-impact](https://rm.powertofly.com/events/summit/allyship-to-impact/index.md): (0 posts; HTML: https://rm.powertofly.com/events/summit/allyship-to-impact; RSS: https://rm.powertofly.com/feeds/events/summit/allyship-to-impact.rss) - [campus-connection-2021](https://rm.powertofly.com/events/summit/campus-connection-2021/index.md): (0 posts; HTML: https://rm.powertofly.com/events/summit/campus-connection-2021; RSS: https://rm.powertofly.com/feeds/events/summit/campus-connection-2021.rss) - [diversity-reboot-2020](https://rm.powertofly.com/events/summit/diversity-reboot-2020/index.md): (0 posts; HTML: https://rm.powertofly.com/events/summit/diversity-reboot-2020; RSS: https://rm.powertofly.com/feeds/events/summit/diversity-reboot-2020.rss) - [diversity-reboot-2020-report](https://rm.powertofly.com/events/summit/diversity-reboot-2020-report/index.md): (0 posts; HTML: https://rm.powertofly.com/events/summit/diversity-reboot-2020-report; RSS: https://rm.powertofly.com/feeds/events/summit/diversity-reboot-2020-report.rss) - [elevating-black-women-2021](https://rm.powertofly.com/events/summit/elevating-black-women-2021/index.md): Relive the insightful talks from PowerToFly's Elevating Black Women 2021 virtual summit. Watch recorded sessions and gain valuable insights for fostering diversity & inclusion in the workplace. (0 posts; HTML: https://rm.powertofly.com/events/summit/elevating-black-women-2021; RSS: https://rm.powertofly.com/feeds/events/summit/elevating-black-women-2021.rss) - [financial-inclusion-2021](https://rm.powertofly.com/events/summit/financial-inclusion-2021/index.md): Relive the insightful talks from PowerToFly's Financial Inclusion 2021. Watch recorded sessions and gain valuable insights for fostering diversity & inclusion in the workplace. (0 posts; HTML: https://rm.powertofly.com/events/summit/financial-inclusion-2021; RSS: https://rm.powertofly.com/feeds/events/summit/financial-inclusion-2021.rss) - [inclusion-in-finance-2021](https://rm.powertofly.com/events/summit/inclusion-in-finance-2021/index.md): Relive the insightful talks from PowerToFly's Inclusion in Finance virtual summit. Watch recorded sessions and gain valuable insights for fostering diversity & inclusion in the workplace. (0 posts; HTML: https://rm.powertofly.com/events/summit/inclusion-in-finance-2021; RSS: https://rm.powertofly.com/feeds/events/summit/inclusion-in-finance-2021.rss) - [lifting-latinx-voices-at-work-2021](https://rm.powertofly.com/events/summit/lifting-latinx-voices-at-work-2021/index.md): Relive the insightful talks from PowerToFly's Lifting Latinx Voices at Work 2021 virtual summit. Watch recorded sessions and gain valuable insights for fostering diversity & inclusion in the workplace. (0 posts; HTML: https://rm.powertofly.com/events/summit/lifting-latinx-voices-at-work-2021; RSS: https://rm.powertofly.com/feeds/events/summit/lifting-latinx-voices-at-work-2021.rss) - [may_golden_sponser](https://rm.powertofly.com/events/summit/may_golden_sponser/index.md): (0 posts; HTML: https://rm.powertofly.com/events/summit/may_golden_sponser; RSS: https://rm.powertofly.com/feeds/events/summit/may_golden_sponser.rss) - [pride-at-work-2021](https://rm.powertofly.com/events/summit/pride-at-work-2021/index.md): (0 posts; HTML: https://rm.powertofly.com/events/summit/pride-at-work-2021; RSS: https://rm.powertofly.com/feeds/events/summit/pride-at-work-2021.rss) - [returning-to-the-workforce-2021](https://rm.powertofly.com/events/summit/returning-to-the-workforce-2021/index.md): (0 posts; HTML: https://rm.powertofly.com/events/summit/returning-to-the-workforce-2021; RSS: https://rm.powertofly.com/feeds/events/summit/returning-to-the-workforce-2021.rss) - [returnships-2021](https://rm.powertofly.com/events/summit/returnships-2021/index.md): (0 posts; 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Explore articles, reports, and case studies on AI workforce strategy, hiring, model training, and compliance. (33 posts; HTML: https://rm.powertofly.com/up/employers; RSS: https://rm.powertofly.com/feeds/up/employers.rss) - [Featured Talks](https://rm.powertofly.com/up/featured-talks/index.md): (38 posts; HTML: https://rm.powertofly.com/up/featured-talks; RSS: https://rm.powertofly.com/feeds/up/featured-talks.rss) - [Partnership](https://rm.powertofly.com/up/ptf-functional-tags-private/content-driver/partnership/index.md): (18 posts; HTML: https://rm.powertofly.com/up/ptf-functional-tags-private/content-driver/partnership; RSS: https://rm.powertofly.com/feeds/up/ptf-functional-tags-private/content-driver/partnership.rss) - [PowerToFly - B2B](https://rm.powertofly.com/up/ptf-functional-tags-private/content-driver/powertofly---b2b/index.md): (278 posts; HTML: https://rm.powertofly.com/up/ptf-functional-tags-private/content-driver/powertofly---b2b; RSS: https://rm.powertofly.com/feeds/up/ptf-functional-tags-private/content-driver/powertofly---b2b.rss) - [Videos](https://rm.powertofly.com/up/videos/index.md): Explore PowerToFly's video library featuring expert webinars, career advice, workplace insights, and content to help professionals and employers thrive. (275 posts; HTML: https://rm.powertofly.com/up/videos; RSS: https://rm.powertofly.com/feeds/up/videos.rss) - [Promo Streams 2](https://rm.powertofly.com/promo-streams-2/index.md): (4 posts; HTML: https://rm.powertofly.com/promo-streams-2; RSS: https://rm.powertofly.com/feeds/promo-streams-2.rss) - [Events 2](https://rm.powertofly.com/promo-streams-2/events-2/index.md): (4 posts; HTML: https://rm.powertofly.com/promo-streams-2/events-2; RSS: https://rm.powertofly.com/feeds/promo-streams-2/events-2.rss) - [Summits and Fairs 2](https://rm.powertofly.com/promo-streams-2/summits-and-fairs-2/index.md): (0 posts; HTML: https://rm.powertofly.com/promo-streams-2/summits-and-fairs-2; RSS: https://rm.powertofly.com/feeds/promo-streams-2/summits-and-fairs-2.rss) - [Diversity Reboot Summit 2](https://rm.powertofly.com/promo-streams-2/summits-and-fairs-2/diversity-reboot-summit-2/index.md): (0 posts; HTML: https://rm.powertofly.com/promo-streams-2/summits-and-fairs-2/diversity-reboot-summit-2; RSS: https://rm.powertofly.com/feeds/promo-streams-2/summits-and-fairs-2/diversity-reboot-summit-2.rss) - [Virtual Job Fair 2](https://rm.powertofly.com/promo-streams-2/summits-and-fairs-2/virtual-job-fair-2/index.md): (0 posts; HTML: https://rm.powertofly.com/promo-streams-2/summits-and-fairs-2/virtual-job-fair-2; RSS: https://rm.powertofly.com/feeds/promo-streams-2/summits-and-fairs-2/virtual-job-fair-2.rss) - [B2B Resources](https://rm.powertofly.com/b2b-resources/index.md): Free, downloadable resources written experts to help company leaders, hiring managers, and recruiters hire and retain talent. (27 posts; HTML: https://rm.powertofly.com/b2b-resources; RSS: https://rm.powertofly.com/feeds/b2b-resources.rss) ## Recent Content --- ### AIUC-1 explained: the new standard for AI agents **Published:** September 23, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/aiuc-1-ai-agents.md TL;DR: AIUC-1 is the first certification standard built specifically to test how AI agents actually behave, not just what policies a company has written down. It combines an audit of organizational controls with adversarial testing across six domains, refreshed quarterly as new threats emerge. This guide covers what AIUC-1 tests, how it compares to ISO 42001, what certification actually involves, and why its Accountability and Safety domains put credentialed human evaluators at the center of compliance. --- ### A look at our AI + Future of Work 2026 summit & job fair **Published:** September 22, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/a-look-at-our-ai-future-of-work-2026-summit-job-fair.md In 2026, AI is inescapable and it will be an integral part of most of our jobs if it isn't already. That is why we hosted a virtual summit focused on what's happening in AI and what to expect from the future of work. On September 16-17 2026, thousands of professionals joined us for The Next Wave: AI & Emerging Tech Shaping Tomorrow. We gathered together AI thought leaders and forward-thinking career coaches to host five hours of workshops and fireside chats focusing on all things AI from the skills you need to improving adoption to how to use it to take your career to the next level. We capped things off with a virtual job fair featuring hundreds of open roles spanning every skill level. Still on the hunt for your next opportunity? Head over to our hiring partner's page on PowerToFly to apply directly and take that next step! Want more? Check out the tools and links below for additional resources, including recordings of every summit talk. There's plenty to dive into! --- ### How to hire AI infrastructure and platform engineers **Published:** September 18, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/hire-ai-infrastructure-engineers.md TL;DR: AI infrastructure hiring keeps getting run as if it were AI development hiring, and that mismatch is what stalls searches for months. Platform engineers, MLOps engineers, data pipeline engineers, and inference infrastructure specialists build and operate the systems that make AI work in production. They aren't the people building the models. This guide covers what separates an infrastructure hire from an ML engineer or data scientist, the four roles in highest demand right now, and what job descriptions and interviews consistently get wrong. If you've read our guide to hiring AI developers and engineers, you already know technical AI capability and functional AI talent are two different searches. AI infrastructure hiring is a third search entirely, and most teams still cram it into the same job description they use for an ML engineer. That's the mismatch we're here to untangle. (Haven't read the developers-and-engineers guide yet? Worth a quick detour before this one.) --- ### How to source clinical experts for healthcare AI RLHF **Published:** September 15, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/healthcare-ai-rlhf.md TL;DR: RLHF for healthcare AI carries a different risk profile than general-purpose alignment work, because a plausible but wrong output can affect a real patient. This guide covers what makes clinical AI evaluation different, what the EU AI Act and FDA guidance actually require of your annotation process, the credentials a healthcare annotator needs beyond a labeling rubric, and how to source and verify a clinically credentialed cohort for RLHF and model evaluation. Healthcare AI RLHF runs on the same underlying mechanics as general RLHF and model training techniques anywhere else. The technique doesn't know the difference between a chatbot and a chest CT. What changes is who needs to be doing the judging, and what they need to know to do it responsibly, because here, a confident, well-structured, wrong answer can reach a patient before anyone catches it. Take a diagnostic imaging model, for instance. A generalist annotator can tell you whether an output sounds coherent. Only a radiologist can tell you whether the model correctly distinguished a true finding from an artifact, something a scanner glitch or a normal anatomical variant can produce that looks abnormal to an untrained eye. The same gap shows up in clinical note summarization, where a model can produce a fluent, well-organized summary that drops a critical detail, like an allergy or a medication change, with nothing about the summary itself signaling that something's missing. That's a lapse only someone who reads clinical notes for a living would catch. --- ### AI hiring in fintech: how to hire for fraud, risk, and compliance roles **Published:** September 9, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/ai-hiring-fintech.md TL;DR: AI hiring in fintech asks for a different kind of candidate than an ML engineering search does: someone who understands your regulatory environment and risk frameworks well enough to catch a wrong model output before it becomes a missed fraud signal, an AML violation, or a regulatory penalty. This guide covers what makes fintech AI hiring different, which roles are hardest to fill and why, and how to source candidates who understand both the domain and the tools. --- ### Beyond the basics: How these companies are rethinking employee benefits **Published:** September 7, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/companies-rethinking-employee-benefits.md Health insurance. Paid time off. A retirement plan. You probably have a few things on your mental checklist when you’re looking at a potential employer’s benefits. But some companies are going a lot further. Think six-week sabbaticals. Fertility and family-building support. Backup pet care. Adoption assistance. Even pet insurance. These aren’t necessarily the first things you think of when you hear “employee benefits,” but they can make a very real difference when work meets, well, life. And that’s the idea behind out-of-the-box benefits. The best benefits packages recognize that employees have lives, responsibilities, goals, and priorities that don’t fit neatly into a standard package. What feels meaningful to a new parent might look completely different to someone caring for an aging relative, planning their financial future, returning to work after a career break, or simply needing some serious time to recharge. This month, we’re spotlighting companies that are thinking beyond the traditional benefits package. From sabbaticals and family-building assistance to wellness resources, caregiving support, and career programs, here’s how these employers are finding different ways to support their people. --- ### How to hire customer-facing AI talent: solutions engineers, TAMs, and CS **Published:** September 2, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/hire-customer-facing-ai-talent.md TL;DR: Hiring for customer-facing AI roles, solutions engineers, technical account managers (TAMs), and AI-fluent customer success professionals, is a different search than hiring for AI development, and most companies still run it the same way. This guide covers what separates a strong solutions engineer from a strong ML engineer, what domain-fluency signals actually predict success in a customer-facing AI role, and why the search stalls when it gets handed off as if it were an engineering hire. --- ### From the classroom to Cummins: one instructional designer’s career pivot story **Published:** September 1, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/teacher-to-instructional-designer-cummins.md TL;DR: Audrey McDaris spent a decade teaching high school English before making a career pivot to corporate learning and development at Cummins. What started as a redirected job interview turned into a role she didn’t even know existed. Three years later, she’s a Senior Instructional Designer building eLearning experiences for a global engineering company. Her story shows that the skills you build in one career can carry you much further than you’d expect in the next. Most career pivot stories don’t start with a plan. Audrey’s starts with leaving a career that felt like a calling and then meeting a hiring manager who saw something she hadn’t yet seen in herself. It developed into a beautiful story of discovery, learning, and fulfillment. Read on to learn how this journey led Audrey to becoming a senior instructional designer at Cummins, designing eLearning experiences for a global engineering company that builds diesel engines and power generators. --- ### How to relaunch your career in the age of AI (and feel ready to do it) **Published:** August 26, 2026 | **Author:** Mara Gates | **Section:** General **URL:** https://rm.powertofly.com/up/career-relaunch-ai-age-prepare-to-launch-u.md Whether you've been out of the workforce for six months or six years, coming back is a different kind of job search. It goes beyond updating your resume. It's about reframing your story, rebuilding your confidence, and figuring out where AI fits into all of it. Susan Rietano Davey and Kelley Biskupiak, co-founders of Prepare to Launch U, joined us to talk about relaunching careers in their on August 25th. Both have lived this transition themselves: Susan moved from a fast-tracked career in Fortune 50 tech into flexible work consulting and executive coaching after a career break; Kelley left education and curriculum development, then retrained as a certified coach after taking time away to raise her children. Together they've helped thousands of career returners and pivoters find their footing, and they brought that same practical, been-there energy to this conversation. What they covered The session got into the specifics that most career advice skips: how to talk about a gap without apologizing for it, how to identify the skills you built during time away that transfer into your next role, and how to use AI tools to support your search without letting them drown out your voice. Whether you're trying to reenter an industry you left or pivot into something new entirely, there was something in this conversation for you. You can also rewatch the full event here. Free resources from Prepare to Launch U Susan and Kelley put together a set of tools to help you take what you heard and run with it. Everything below is free: The Three Essential Messages of a Career Break Story (PDF) — how to frame your time away in a way that lands Gapped Resumé Writing Template (PDF) — a practical template built specifically for non-linear career paths LinkedIn Page Checklist (PDF) — make sure your profile is working for you LinkedIn Networking Strategy (PDF) — how to approach outreach without it feeling awkward Connect-Message-Meet Networking Strategy (PDF) — a step-by-step framework for turning connections into real conversations Networking Tracker (Fillable PDF) — keep your outreach organized and your momentum going What's coming up from Prepare to Launch U If this session resonated, here's how to keep going: August 27th webinar: How to Tell Your Career Break Story — a full session dedicated to the one skill that makes everything else click Info session for the September 8th Fall Career Relaunch Cohort — if you're ready to go deeper with a cohort behind you Full course info: Career Relaunch Course — everything Prepare to Launch U offers in one place Prepare to Launch U on YouTube — more content, more resources, more of Susan and Kelley Connect with the speakers Susan and Kelley both love connecting with career returners and pivoters. Reach out and let them know what you're working on: Connect with Susan Rietano Davey on LinkedIn Connect with Kelley Biskupiak on LinkedIn --- ### More events coming soon **Published:** August 26, 2026 | **Author:** Sheena McNally | **Section:** General **URL:** https://rm.powertofly.com/more-events-coming-soon-2667353704.md --- ### How to hire AI developers and engineers: what to look for and where to find them **Published:** August 26, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/how-to-hire-ai-developers.md TL;DR: Hiring AI developers the conventional way, with a job description built for a technical unicorn, tends to run long and stall before it produces a candidate. This guide covers what to actually look for beyond the standard ML engineer profile, how to write job descriptions that attract domain-fluent AI practitioners, and why separating your search for technical AI capability from your search for functional AI talent gets you a qualified hire faster than running one search for both. --- ### What Comes Next: Retaining and Advancing Women Leaders Now **Published:** August 21, 2026 | **Author:** Susan Rietano Davey, Kelley Biskupiak | **Section:** General **URL:** https://rm.powertofly.com/what-comes-next-retaining-and-advancing-women-leaders-now-2677789835.md --- ### AI annotation jobs: what the work involves, what it pays, and how to get hired **Published:** August 21, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/ai-annotation-jobs.md TL;DR: AI annotation jobs involve reviewing, correcting, and evaluating AI outputs, and the best-paying versions of this work reward real professional judgment over technical training. Clinicians, paralegals, financial analysts, and other domain professionals are getting hired to do RLHF, model evaluation, red teaming, and quality assurance work that pays for expertise most crowdsourced labeling never requires. This guide covers what each type of AI annotation job involves, what it pays, what qualifies you, and how to get started. Every week brings another headline about AI taking someone's job. But many of them fail to mention that the professional judgment you've spent years building could be exactly what AI companies need and are willing to pay well for. Keep reading to learn what AI annotation is and how to get started. --- ### Early Career, Real Talk: The Hiring Truths Nobody Tells You **Published:** August 20, 2026 | **Author:** William Chichester | **Section:** General **URL:** https://rm.powertofly.com/early-career-real-talk-the-hiring-truths-nobody-tells-you.md --- ### The Consultant's Balancing Act: Career, Travel, and Everything In Between **Published:** August 19, 2026 | **Author:** 3 speakers | **Section:** General **URL:** https://rm.powertofly.com/the-consultant-s-balancing-act-career-travel-and-everything-in-between.md --- ### AI governance: why AI transformation stalls and the accountability framework that fixes it **Published:** August 19, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/ai-governance.md TL;DR: AI governance is the system of ownership, oversight, and documentation that determines how an AI program is built, evaluated, and held accountable once it's in use. Most AI ethics and governance conversations split into two camps: values kept in the abstract, and compliance checklists that stop at the legal floor. AI transformation is a problem of governance. This guide covers why transformations stall without it, and breaks down the five pillars of an AI governance framework you can build into your program from day one. Ask yourself one question: if your AI system got something wrong tomorrow, who would actually be on the hook? If you had to pause before answering, you're not alone. Governance is one of the most talked-about parts of AI (and one of the least concretely explained). That’s what this guide is for. --- ### How to evaluate AI models: methods, metrics, and who should actually be doing it **Published:** August 12, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/how-to-evaluate-ai-models.md Updated August 29, 2026 to reflect the latest information. TL;DR: AI model evaluation is the systematic testing of model outputs against defined performance criteria, using both automated metrics and human judgment. Automated metrics like F1 and BLEU tell you how a model performs against a benchmark. Human evaluation by domain experts tells you whether it's actually right in the contexts your users depend on. This guide covers the core evaluation methods, what the key metrics measure, and why the evaluator matters more than the metric, especially in healthcare, legal, and financial applications where a wrong answer is a liability, not just a low score. If you've ever looked at a passing evaluation score and still felt a flicker of doubt about actually shipping the model, you're not imagining things. A good score and a good model aren't always the same thing, and most evaluation processes aren’t built to tell you the difference. Keep reading to learn what actually separates a passing score from a truly trustworthy model. --- ### How these companies are building digital fluency in the workplace **Published:** August 11, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/companies-building-digital-fluency.md AI can draft your emails. Data can shape your next big decision. New digital tools seem to pop up before you’ve figured out what the last ones do. Keeping up can feel like a job in itself. That’s where digital fluency comes in. It’s about giving employees the skills and confidence to use new technology in their day-to-day work and adapt as that technology changes. And with AI reshaping how many of us work, those skills matter more than ever. But digital fluency doesn’t happen after one training session or a quick tutorial. It takes time, practice, and chances to put new skills to work. This month, we’re spotlighting companies that are making that happen. From AI hackathons and hands-on projects to data literacy training, mentorship, and learning programs, these employers are finding practical ways to help their people learn, experiment, and keep growing. Here’s how they’re building digital fluency in the workplace. --- ### ASL Inclusion in The Workplace **Published:** August 6, 2026 | **Author:** Isabel Moran | **Section:** General **URL:** https://rm.powertofly.com/up/bclp-1.md Missed our ASL Inclusion in The Workplace event with PowerToFly? Catch the replay. We partnered with PowerToFly for a candid Disability Pride Month conversation with Sheena McFeely — founder of the ASL Nook web series — focused on moving past awareness into everyday action, and building workplaces where deaf and hard of hearing professionals have real access all year long. Watch the full recording below to hear Sheena's journey from growing up decoding films without captions to inspiring millions to learn sign language, practical ways to expand access through ASL and stronger communication across teams, and how to lean in as an ally to embed accessibility into daily workplace culture — plus strategies and actionable insights you can start using today. What You'll Walk Away With After watching the session, you will gain the following insights and actionable steps: 1. Go to the deaf person first — not a proxy.Sheena's most repeated point: hearing coordinators often arrange access by asking an interpreter, a CODA, or a hearing colleague they feel comfortable with, which passes along secondhand and often wrong information. The deaf person is the one living the experience and knows what they actually need. Action item: When you need to arrange accommodations, reach out to the deaf person directly and make them part of the process from the outset — don't route it through someone else. 2. Access is not one-size-fits-all — ask, don't assume.Even two deaf people in the same workplace won't have the same needs, and one person's needs shift by context. Sheena stressed there's no "cookie-cutter formula," and that what someone requests the first time may differ from what an ongoing situation calls for. Action item: Ask each person what they need for that specific situation, and check in again rather than reusing a past request as a template. 3. Deaf employees miss the "water cooler" layer of information.Breaks, hallway chats, lunch, after-work gatherings — these informal moments are where people build relationships and hear the information that helps them advance. Deaf colleagues are frequently the last to know what's happening. Action item: Loop deaf colleagues in deliberately — a quick text, an intra-office message, a note, or an email summarizing what was shared — and build a genuine personal relationship with them. 4. Don't make the deaf person the default educator ("the deaf tax").Being the only deaf person in the room often means constantly educating everyone, which pulls focus from the actual work, feels exhausting, and gets people unfairly labeled "difficult." Sheena named this burden — and mislabeling it as difficulty — as a microaggression. Action item: Share the responsibility of building fluency — learn a few signs, bring in a note-taker so the deaf person isn't dividing their attention, and don't expect one person to represent or teach on behalf of an entire community. 5. Extend grace and just try — progress is a two-way street.Sheena was candid that people will make mistakes on both sides, and that most missteps come from ignorance, not ill will. A support system and a willingness to try are what open doors; giving each other room to learn accomplishes far more than reprimanding. Action item: If you're unsure how to engage, try anyway rather than staying silent out of fear — and when someone corrects you, treat it as a learning moment and adjust. Who You'll Hear From Stream the Session What Comes Next? After watching the recording, please take a few minutes to complete our FEEDBACK SURVEYYour insights will help us enhance future sessions. --- ### EU AI Act: what's in force, what it requires, and what your business needs to do now **Published:** August 5, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/eu-ai-act-compliance.md Updated August 5, 2026. The EU AI Act's implementation timeline is still moving, so we'll keep updating this page as new deadlines and guidance are confirmed. TL;DR: EU AI Act compliance is a rolling set of obligations, not a single deadline, and several are already in force. This guide breaks down what applies today, what high-risk AI systems must do to comply, and the practical steps to take now, including how to make your training data and model evaluation process defensible if a regulator asks who built it and under what oversight. Most companies we talk to know the EU AI Act applies to them in theory but haven't worked through what that means for a specific system they've already deployed. Which is understandable, considering the Act asks for things that take time to build, like being able to show who trained your model, under what credentials, and with what oversight, and those aren't answers you want to be assembling for the first time when a regulator asks. This guide is meant to demystify the EU Act. We'll share what's enforceable today, what a high-risk system is and what it needs to hold up, and where to put your effort first. --- ### Modern Day Distractions: The Value of Being Present at Work **Published:** July 31, 2026 | **Author:** Isabel Moran | **Section:** General **URL:** https://rm.powertofly.com/up/cc-cimgroup-2026-2.md Missed our Community Conversation with PowerToFly? Catch the replay. CIM Group, in partnership with PowerToFly, hosted a community conversation focused on "Modern Day Distractions: The Value of Being Present at Work." The session featured guest speaker Karuna Pai, an executive coach and leadership speaker, in a dynamic conversation exploring how constant interruptions and fragmented attention quietly erode trust, engagement, and decision-making and how leaders and team members can reclaim their focus, show up fully, and make others feel seen, heard, and valued at work and at home. In the spirit of continued learning, we're sharing access to the Community Conversation so that you can watch it on your own time and learn more from our subject matter expert. What You'll Walk Away With After watching the session, you will gain the following insights and actionable steps: 1. Presence is what people actually remember about great colleagues — not competence. When Karuna asks leaders to name the best person they've worked with, they describe feeling seen, heard, and remembered, not strategy or expertise. Presence builds trust, psychological safety, and better decision-making. Action: When you walk into a meeting, say the person's name and reflect back one thing you heard from them. 2. Fragmented attention leaves "attention residue" that follows you all day. We switch tabs roughly every 47 seconds and check email ~77 times a day; each interruption takes ~23 minutes to fully refocus, and 44% of interruptions are self-generated. The unfinished tasks pile up like glitter carried from meeting to meeting. Action: Make one small change — close a single tab before a meeting, or wait 5 minutes before checking your phone in the morning. 3. Disengagement is often misread — silence and delay get interpreted as not caring. The brain invents stories when there's no context ("they don't care," "this isn't important"). Introverts process differently, and one leader was rated low on time management simply because her manager lacked context on her priorities. Action: End meetings by stating where you are, what's blocking you, and when they'll hear from you next. 4. Transition rituals are the single most important tool — especially when working from home. Without a commute, there's no natural boundary between work and home, so attention residue bleeds across both. Microsoft research shows back-to-back meetings fry the brain, but 10–15 minute do-nothing breaks keep productivity from tanking. Action: Build one deliberate transition between blocks — a cup of tea, a dog walk, or moving your laptop to a different spot for one-on-ones. 5. Context and communication resolve most "distraction" conflicts. Whether it's a distracted manager (possibly handling a confidential reorg) or an employee watching their phone for a medically fragile child, naming the situation dissolves the misread. Presence also looks different across cultures — observation beats assumption. Action: When you can't be fully present, say so out loud and offer to reschedule or set a clear next time to connect. Who You'll Hear From Stream the Session What Comes Next? After watching the recording, please take a few minutes to complete our FEEDBACK SURVEYYour insights will help us enhance future Community Conversations. --- ### Human in the loop AI: what it means and how to build it **Published:** July 30, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/human-in-the-loop-ai.md TL;DR: Human in the loop AI means a specific person on your team is responsible for reviewing, correcting, or stopping an AI system's output at a defined point in the workflow. This guide breaks down what that role actually covers, why your AI program might struggle without it, and how to assign the accountability across six industries: healthcare, legal, financial services, product and operations, customer support, and data and analytics. If you work with AI, you've probably heard the term “human in the loop” tossed around casually. While it seems self-explanatory (and optional), you might be surprised to hear it has deeper implications as more and more AI regulations are being put into place. Human in the loop AI means a specific person on your team is responsible for reviewing, correcting, or stopping an AI system's output at a defined point in the workflow. This guide breaks down what that role actually covers, why your AI program might struggle without it, and how to assign the accountability across six industries: healthcare, legal, financial services, product and operations, customer support, and data and analytics. --- ### Inside the team: community affairs careers at Nestlé USA **Published:** July 28, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/community-affairs-careers-nestle.md Community affairs is about more than giving back. It's about building meaningful partnerships, connecting employees with causes they care about, and creating lasting community impact. 🎥 In this video, Charlotte Cohen, Community Affairs Lead at Nestlé USA, shares how her team builds partnerships with nonprofits, supports employee volunteering, and helps create lasting community impact across the country. 💡 Here's a sneak peek at what you'll learn: ✔️ What a career in community affairs at Nestlé USA looks like ✔️ How the team connects employees with meaningful volunteer opportunities ✔️ Why nonprofit partnerships are central to creating lasting community impact ✔️ How community affairs helps bridge business goals with social impact 💬 As Charlotte says, “At its core, community affairs is about helping our people discover causes that matter to them, and using our collective resources to leave the world better than we found it.” 📢 Ready to take the next step? Explore Nestlé USA careers and apply today! 🔗 Connect with Nestlé USA Want to learn more about careers at Nestlé USA? Connect with Charlotte on LinkedIn, and don't forget to mention this video! Charlotte Cohen, Community Affairs Lead 💡 More about Nestlé USA Nestlé is the world’s largest food and beverage company, driven by its purpose to unlock the power of food to enhance quality of life for everyone, today and for generations to come. With a presence in 185 countries and a commitment to sustainability, wellness, and innovation, Nestlé offers meaningful careers and opportunities to grow. --- ### How to create a workplace that encourages leadership skills **Published:** July 28, 2026 | **Author:** Marchelle Abrahams | **Section:** General **URL:** https://rm.powertofly.com/up/encourage-leadership-skills.md A quick note before you dive in: this post includes a sponsored link, placed as part of a paid partnership. Creating a workplace that encourages leadership skills does not happen by chance. It grows through everyday experiences, meaningful opportunities, and a culture that values learning as much as results. Being a manager is about so much more than just supervision. According to Gallup, about 70% of a team's engagement hinges on their managers. Considering how crucial employee engagement is for business performance, it makes perfect sense for companies to invest heavily in their managers. It becomes even more essential in developing their leadership skills. Whether you have a small team or a large organization, the environment you create shapes how people think, communicate, and take initiative. Over time, these experiences help transform capable employees into confident leaders who can inspire others and contribute to long-term success. A workplace that invests in leadership development creates a resilient, motivated, and future-ready team. This article explores strategies for creating a workplace that encourages the growth of leadership skills. --- ### AI fatigue is real: how to deal with it without falling behind **Published:** July 23, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/ai-fatigue-is-real.md TL;DR: AI fatigue is the exhaustion that comes from constant pressure to learn, adopt, and keep pace with AI tools and messaging. That overwhelm is a reasonable response to two years of hype cycles and shifting expectations, not a sign that you're behind. The professionals who feel this pressure most are often the ones whose domain expertise makes them most valuable to AI. This guide covers what AI fatigue is, why it's so widespread right now, and how to re-engage with AI using your existing knowledge as the starting point. There's no single moment where you started feeling overwhelmed by AI. If you’re anything like me, it built up slowly, but surely: another webinar invite, another "prompts you need to try" post, another coworker casually mentioning a tool you've never heard of. Eventually, keeping up starts to feel like a second job nobody's paying you for. If you've caught yourself dodging a conversation about AI at work, or scrolling past another “must-try” tool with a knot in your stomach, you are not alone. And, you should be encouraged to know that it is not a reflection of your willpower or curiosity. It’s more so related to the sheer amount of static you're expected to keep up with. --- ### High-risk AI systems under the EU AI Act: what it is and who needs to worry **Published:** July 20, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/eu-ai-act.md TL;DR: The EU AI Act regulates high-risk AI systems rather than banning them, and the label applies to more everyday tools than you might expect, including hiring software, credit scoring, and biometric identification. The compliance deadline for most of these systems has been postponed from August 2026 to December 2027, but the underlying work of documenting data sources, testing for bias, and building in human oversight still takes months to do properly. Have you heard the term 'high-risk AI system' and wondered if it applies to you? If so, you're in the right place. The label covers more everyday tools than most people realize, and under the EU AI Act, the responsibility to check falls on you. Keep reading for a breakdown of what models this applies to and what it actually means for your team. --- ### Why AI implementations fail (and what to do instead) **Published:** July 16, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/why-ai-implementations-fail.md Updated August 29, 2026 to reflect the latest information. TL;DR: AI implementation failure is rarely a technology problem. Eighty percent of AI projects fail to deliver business value, and 95% of pilots never scale past testing, according to research from RAND Corporation and MIT. The real driver behind most enterprise AI failure rate data is the human layer around the model: who owns it, who evaluates it, and who was in the room when it was built. Here's a breakdown of the four failure modes behind most AI implementation failures, and what to do about each one. --- ### AI red teaming: why domain experts catch what generalists miss **Published:** July 9, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/ai-red-teaming.md TL;DR: AI red teaming is the practice of deliberately probing your model to find where it fails, produces biased outputs, or behaves in ways nobody expected before it reaches real users. Most teams treat it as a security exercise focused on jailbreaks and prompt injection. But in regulated, high-stakes industries, the failures that actually cost you are usually more subtle: an answer that's confident, and wrong, in a way only a trained professional would catch. Here's what AI red teaming actually involves, and who needs to be in the room to do it right. Companies evaluating how to stress-test AI models before deployment usually start with security. AI red teaming does include security testing, but the failures with the highest real-world cost rarely show up in a jailbreak attempt (tricking the model into ignoring its own guardrails). They show up when a model handles an edge case in your actual domain, and nobody on the testing team has the background to know it got the answer wrong. --- ### Beyond hybrid work: How employers are redefining workplace flexibility **Published:** July 9, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/beyond-hybrid-work-flexibility.md Workplace flexibility has become far more nuanced than simply deciding whether employees work remotely or in the office. The fine print of an employer's flexibility policy tells you more about how they treat people than their mission statement does. Today, organizations are designing work in ways that balance business needs with employee autonomy, recognizing that different teams, roles, and individuals often thrive under different working arrangements. Rather than taking a one-size-fits-all approach, many employers are building flexible work models around trust, clear expectations, and the tools employees need to do their best work. Here are four examples of how companies are putting flexibility into practice. --- ### Diagnose your AI gap: a working session for HR and technical leaders **Published:** July 8, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/diagnose-ai-gap.md Many organizations have invested in AI with high expectations, only to find that the results fall short. While it's easy to assume the problem lies with the model or the technology itself, the real challenge is often much more human. Join PowerToFly AI for an interactive virtual session exploring why so many AI initiatives fail to deliver their intended outcomes and what organizations can do differently. Designed for HR and technical leaders, this session will introduce a practical framework for identifying where AI initiatives stall and uncover a strategy that many organizations have yet to adopt, even as evolving regulations make successful AI implementation increasingly important. Led by PowerToFly's Director of Content Marketing, Mara Gates, the session draws on a year of research into the human factors that determine whether AI projects succeed. Attendees will learn how to recognize the often-overlooked role people play between AI systems and business outcomes, and how addressing that gap can lead to more effective, sustainable adoption. Participants will leave with: A framework for diagnosing where their AI initiatives are stalling Insight into a critical strategy many organizations are overlooking, and why now is the time to act A better understanding of what helps teams successfully bridge the gap between AI technology and meaningful business results Whether you're leading AI adoption, supporting workforce transformation, or shaping organizational strategy, this session will provide practical insights you can apply within your own organization. 👉 Register now to reserve your spot. Event details 📅 Date: Thursday, August 27, 2026 🕛 Time: 12:00 PM–1:00 PM EDT 📍 Location: Virtual Meet the speaker Mara Gates is Director of Content Marketing at PowerToFly. She works at the intersection of strategy, people, and leadership, with a recent focus on helping organizations integrate AI into work efficiently and empathetically. Her approach combines practical business strategy with a deep curiosity about the people behind successful AI adoption. --- ### From attorney to global mobility leader: building a career across borders at Cummins **Published:** July 7, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/career-across-borders-cummins.md TL;DR: Adele Lucas practiced law in South Africa for one month before deciding it wasn't for her. A global mobility career wasn't on her radar. Neither was Cummins. Ten years later, she's the company's Regional Mobility Manager for Europe, the Middle East, and Africa (EMEA), helping employees and their families build lives across borders. Her story is proof that the best career paths are rarely the ones you plan. Adele Lucas had never heard of Cummins the night before she applied. She'd spent the evening Googling the company after a friend forwarded her a job listing. She submitted her CV the next morning, got an interview invitation that afternoon, and had an offer by the end of the day. That was almost 10 years ago. Today, Adele manages global mobility across three continents for the leading global power technology company. Her path to get there involved a law degree, a gap year selling newspapers in England, eight years in international tax, and exactly one month of practicing law. If you're wondering what a global mobility career looks like, Adele’s story is a good place to start. --- ### Benefits that deliver more: maximizing engagement and value for a changing workforce **Published:** July 2, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/maximizing-engagement-value-changing-workforce.md Today's workforce spans multiple generations, each with unique priorities and expectations around well-being, financial security, caregiving, and work-life balance. As employee needs continue to evolve, organizations are rethinking their benefits strategies to deliver meaningful support while maximizing participation, retention, and return on investment. That's why PowerToFly is partnering with From Day One for a half-day virtual event focused on the future of employee benefits. Through keynote conversations, fireside chats, panel discussions, and interactive sessions, business and HR leaders will explore how employers can build benefits programs that meet the needs of a diverse workforce. Discussions will cover emerging approaches to financial wellness, mental health resources, reproductive care, family support, and other benefits that help employees thrive while strengthening organizational culture. Participants will also have opportunities to engage through workshops, attendee chat, and one-on-one networking designed to encourage practical learning and meaningful connections with peers and industry experts. 👉 Register now to apply to attend Event details 📅 Date: Wednesday, September 9, 2026 🕛 Time: 12:00 PM–4:35 PM ET 📍 Where: Virtual This event is eligible for 3 SHRM and HRCI recertification credits. Activity IDs will be shared with attendees after the session concludes. Attendance is reserved for executives who are positioned to effect change within their organizations, industries, and communities. Eligibility will be confirmed during registration. Organizations that provide products or services to this audience may attend through sponsorship opportunities. --- ### Allyship & Advocacy at Work **Published:** July 1, 2026 | **Author:** Isabel Moran | **Section:** General **URL:** https://rm.powertofly.com/up/zscaler-1.md Missed our Pride event with PowerToFly? Catch the replay. We partnered with PowerToFly for an engaging Pride event focused on moving past performative allyship and creating the conditions to advocate for yourself and others, all year long. Watch the full recording below to hear how to amplify your voice and visibility, ways to lean in as an ally to create space for others, and how to unlock professional growth opportunities — plus strategies and actionable insights you can start using in your daily life today. What You'll Walk Away With After watching the session, you will gain the following insights and actionable steps: Allyship gaps often come from good intentions without an understanding of power dynamics — not a lack of care. Action: Before stepping in to advocate for someone, ask them directly: "What do you want me to do?" Let them keep agency over the outcome. Performative allyship is a tokenistic gesture without meaningful action underneath it — like a Pride logo with no inclusive leave policy behind it. Action: Before adopting a visible symbol of allyship (a pin, a badge, a bio update), ask yourself what concrete action you're backing it up with. Pay and opportunity gaps are often invisible until you compare notes with peers. Action: Have transparent conversations with colleagues in similar roles about access to raises, bonuses, and development programs — not from resentment, but to understand what's happening more broadly. Advocating for yourself isn't always safe, and that's okay — safety comes first.Action: If your environment doesn't feel safe enough to advocate for yourself directly, identify one ally with more organizational influence and loop them in instead. Document key conversations in writing. Disability and accessibility are frequently left out of LGBTQIA+ inclusion efforts, even in well-meaning gestures like rainbow crosswalks. Action: When you're part of planning or advocating for an inclusive space or event, explicitly ask whether it's accessible — don't assume someone else has checked. Visibility should always be a personal choice, just like coming out — no one should feel pressured to perform their identity to be seen as valid. Action: Decide intentionally how visible you want to be at work, and give yourself permission to say no to opportunities that feel like tokenization rather than genuine growth. Rushing into action without self-reflection can do more harm than good. Action: Take 30 minutes this week to reflect on your own biases and any positions of power or privilege you hold — it's the first and most powerful step toward showing up for others. Who You'll Hear From Stream the Session What Comes Next? After watching the recording, please take a few minutes to complete our FEEDBACK SURVEYYour insights will help us enhance future sessions. --- ### A look at our Pride 2026 summit & job fair **Published:** July 1, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/a-look-at-our-pride-2026-summit-job-fair.md While PowerToFly loves celebrating Pride all year round, there's nothing quite like coming together every June to uplift and celebrate our incredible LGBTQ+ friends and colleagues. We were thrilled to host our annual Pride: Championing LGBTQIA+ Leaders & Allies virtual summit & job fair on June 24th & 25th, packed with inspiring LGBTQ+ thought leaders, founders, and allies who showed up in a big way! Over six energizing hours of workshops and fireside chats, our incredible guests opened up about founding companies, navigating the world of AI, building community, and so much more. The conversations were honest, hopeful, and genuinely inspiring. We capped things off with a virtual job fair featuring nearly 3,000 open roles spanning every skill level. Still on the hunt for your next opportunity? Head over to our sponsors' pages on PowerToFly to apply directly and take that next step! Want more? Check out the tools and links below for additional resources, including recordings of every summit talk. There's plenty to dive into! --- ### US AI regulations: what's enforceable now and where to get the latest news **Published:** July 1, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/us-ai-regulations.md Last updated: June 23, 2026. This is a living resource. The US AI regulations change frequently. Check back for updates. TL;DR: The US doesn't have a single federal AI law, and that makes keeping up with compliance confusing and hard to track. What exists today is a patchwork of executive orders, sector-specific agency rules, and state laws that already are being enforced. This guide focuses on what applies to companies deploying AI right now: the key executive orders and their current status, the NIST AI Risk Management Framework, sector rules from the FTC and EEOC, and state laws including NYC Local Law 144, Illinois HB 3773, and Colorado's revised AI framework. It also covers where to get reliable updates as the rules continue to shift. If you've been looking for a clear US federal AI law and came up empty, you're not missing anything. The US doesn't have a single federal AI law; and it doesn’t look like there will be one anytime soon. What exists instead is a patchwork of executive orders, sector rules, and state laws that determine what’s enforceable at the moment. And to be fair to everyone trying to figure this out: we're all doing it without a playbook. AI regulation is being written in real time, which makes compliance hard to keep on top of. We created this guide to help you understand what applies to your business right now, with a place to come back as the rules continue to shift. --- ### Why AI Strategies Fail (and What Leaders Get Right Instead) **Published:** July 1, 2026 | **Author:** John Adcock | **Section:** General **URL:** https://rm.powertofly.com/why-ai-strategies-fail-and-what-leaders-get-right-instead-2677245533.md --- ### AI implementation failure isn't a technology problem. It's a people problem. **Published:** June 25, 2026 | **Author:** PowerToFly | **Section:** B2B Resources **URL:** https://rm.powertofly.com/b2b-resources/the-human-gap-ai.md You've probably heard AI failures pinned on the model. It hallucinated, it missed context, it just wasn't ready. That's a reasonable place to start looking. But 84% of AI program failures trace back to people and leadership gaps, and the model is rarely where the real problem lives. The Human Gap 2026 Benchmark Report breaks down exactly where that gap shows up, from missing human-in-the-loop oversight to accountability nobody actually owns, and what closes it before a project stalls. --- ### RLHF meaning: what it is, how it works, and why it matters for your AI models **Published:** June 24, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/rlhf-meaning.md TL;DR: Reinforcement Learning from Human Feedback (RLHF) is the training technique that turns a capable base model into a useful one. Human annotators rank or rate model outputs, and the model learns to produce outputs that humans prefer. By 2025, 70% of enterprises had adopted RLHF or a close variant as their primary alignment strategy. The quality of human feedback is the critical variable in that process, and it depends almost entirely on whether your annotators have the domain expertise to distinguish genuinely good outputs from plausible-but-wrong ones. This guide covers how RLHF works step by step, what makes a good RLHF annotator, how it's being applied across healthcare, legal, and financial services, and what to look for when choosing an RLHF partner. A pretrained language model knows what language looks like but not what's actually helpful. Left to its own devices, it will generate plausible-sounding nonsense, refuse to answer straightforward questions, or produce outputs that are technically valid but miss the point entirely. The knowledge is there, but there is a lack of judgment. Reinforcement Learning from Human Feedback (RLHF) is how you give a model judgment. And by 2025, 70% of enterprises had adopted RLHF or Direct Preference Optimization (DPO) as their primary method for aligning AI outputs, up from 25% in 2023. The technique has become the default alignment strategy for production AI across industries, and the quality of the human feedback behind it has become the primary differentiator between models that perform well and the ones that eventually get left behind. --- ### 5 AI model training techniques: how data quality defines model performance **Published:** June 17, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/ai-model-training-techniques.md TL;DR: Training AI models well requires more than large datasets. The five core techniques used today (supervised learning, reinforcement learning from human feedback (RLHF), model evaluation, red teaming, and quality assurance) all depend on the quality of the human input behind them. Generic crowd annotation provides volume; while domain-expert annotators provide the accuracy, context, and accountability that determine whether a model actually performs in production. This guide covers each technique, what good human input looks like, and why the annotator profile matters as much as the data pipeline. If you're building an AI program, you've probably been told that more data means more coverage and thus, better outputs. It's a reasonable assumption to make. It's also one of the most common reasons AI initiatives fail. Don’t believe me? The numbers tell the full story. The IBM Institute for Business Value's 2025 CEO Study found that only 16% of AI initiatives have successfully scaled across the enterprise, and MIT's NANDA study reports that up to 95% of generative AI pilots fail to move beyond experimentation. The common thread across both studies is data quality, a problem Gartner estimates costs organizations an average of $12.9 million annually. PowerToFly's own Human Gap 2026 Benchmark Report backs this up from a different angle. Across the AI programs it tracked, 84% of failures traced back to people and leadership gaps, and missing accountability for training data quality was one of the three stages where that gap showed up most. Read the full report for the complete breakdown. The problem is that volume scales whatever is already in your data, good signal and bad signal alike. Peer-reviewed research published in late 2025 found that scaling dirty datasets leads to larger, more complex errors, making models harder to fix. In other words, adding more data to a flawed dataset doesn't fix the flaws. It amplifies them. This is the data quality challenge that sits beneath all five of the core AI model training techniques: supervised learning, RLHF, model evaluation, red teaming, and quality assurance. Understanding how each one works, and what good human input looks like at each stage, is where building a model that actually performs in production starts. --- ### GenAI Careers at Moody's: Meet the GenAI Implementation Team **Published:** June 16, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/genai-careers-at-moodys.md At Moody's, the GenAI Implementation Team is transforming AI from a promising technology into practical solutions people can use every day. By building and testing AI-powered workflows, the team helps deliver meaningful insights to financial market participants while creating tools that are easy to trust and reuse. 🎥 In this video, Sebastián Vega, Lead of the GenAI Implementation Team, and Raquel Muñoz, Data Operations Specialist, share what it's like to build a career at the intersection of AI, problem-solving, and continuous innovation at Moody's. 💡 Here's a sneak peek at what you'll learn: ✔️ How the team builds and tests GenAI workflows for different business use cases ✔️ What it means to transform GenAI into tools people can actually use in their everyday jobs ✔️ Why curiosity, analytical thinking, and a willingness to iterate are key to success ✔️ How the team continuously tests, refines, and improves outputs to align with client expectations ✔️ What makes the GenAI Implementation Team's culture supportive, hands-on, and improvement-driven 💬 As Raquel shares, "We take Gen AI and transform it into something that people can actually use in their everyday jobs." 📢 Ready to explore GenAI careers at Moody's? Learn more and apply today! 🔗 Connect with Moody’s Want to learn more about careers at Moody's? Connect with the GenAI Implementation Team on LinkedIn. Don't forget to mention this video! Sebastián Vega, Lead, GenAI Implementation Team Raquel Muñoz, Data Operations Specialist 💡 More about Moody's: Moody’s is a global integrated risk assessment firm that helps organizations develop a holistic view of risk so they can act decisively and advance their business. With more than 115 years of expertise, a presence in 40+ countries, and over 14,000 employees worldwide, Moody’s brings together diverse perspectives to turn today’s risks into tomorrow’s opportunities. At Moody’s, people are the foundation of success. The company invests in employees so they can reach their highest potential, offering flexible work arrangements, competitive compensation and benefits, and a culture grounded in trust, curiosity, integrity, and inclusion. Through Business Resource Groups and global inclusion efforts, Moody’s fosters a workplace where people can thrive, belong, and do their best work throughout their careers. --- ### Will AI take my job? What the data actually says (and what to do about it) **Published:** June 15, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/will-ai-take-my-job.md TL;DR: The fear that AI will take your job is understandable. The headlines make it hard to think clearly about the actual risk. But the research tells a more nuanced story. AI automates tasks, not jobs, and professionals with deep domain expertise are becoming more valuable in an AI economy, not less. This guide walks through what the data actually shows, which roles face the most and least exposure, and concrete steps you can take right now to position yourself well. If you've typed "will AI take my job" into a search bar recently, you're not alone. The question is reasonable. The coverage is relentless. And some of it is genuinely alarming. But a lot of what you're reading doesn't reflect the research. The loudest headlines tend to conflate task automation with job elimination, and they rarely distinguish between which workers are actually at risk and why. Before you make any career decisions based on what you've read, it's worth looking at what the data actually shows. --- ### How to reduce bias in AI: why representative teams build better models **Published:** June 10, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/reduce-ai-bias.md Updated August 29, 2026 to reflect the latest information. TL;DR: AI bias is a people problem, not just a technical one. The teams building and training AI models today are overwhelmingly homogeneous. Around 78% of AI researchers are male, and that lack of diversity creates measurable blind spots in model outputs. Reducing bias in AI starts before the data pipeline. It starts with who is in the room. This guide covers what AI bias is, why it happens, what the EU AI Act means for companies that get it wrong, and how building more representative AI teams produces better, more defensible models. Most conversations about AI bias focus on the data: Clean the dataset. Audit the outputs. Run a fairness check. Those steps are important, but they treat the symptom rather than the cause. Data doesn't label itself. Humans do. And when the humans doing the labeling, evaluating, and decision-making all share the same background, the same blind spots go unquestioned from the first line of training data to the final model release. That’s the gap that this guide is here to close. --- ### Workplace wellness & mental health: How companies are getting it right **Published:** June 9, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/workplace-wellness-mental-health.md Work can be a source of purpose, connection, and growth. It can also be where stress builds, boundaries blur, and life outside the office competes for attention. That's why employee well-being has become an important part of workplace culture. People need the flexibility, resources, and support to do their best work without sacrificing their health in the process. This month, we're spotlighting companies that are turning that belief into action. From mental health benefits and wellness reimbursements to flexible work arrangements, caregiver support, and initiatives that encourage open conversations around well-being, these employers are finding thoughtful ways to support the whole person. If you're looking for ideas to strengthen wellness in your own organization, these examples offer plenty of inspiration. Zillow At Zillow, employee well-being is built into how we work. Through our Cloud HQ model, employees have the flexibility to work where they’re most productive, while staying connected through intentional collaboration and shared purpose. We support mental and physical well-being with comprehensive health care, mental health resources, flexible work options, paid time off, wellness reimbursements, and programs designed for every stage of life. Long-tenured employees can also take part in Zillow R&R, our sabbatical program that offers up to six weeks to rest, recharge, or pursue personal growth. Whether it’s through flexible schedules, caregiver support, or access to coaching and development resources, Zillow is committed to helping employees move forward with balance, support, and purpose. Learn more about Zillow. Stryker At Stryker, we believe meaningful benefits create meaningful impact. Our total rewards are designed to support employees both at work and in life. While offerings vary by country, they often include healthcare, retirement plans, performance bonuses, paid time off, tuition reimbursement and wellness programs. From onsite fitness centers to family leave and social activities, we provide resources that promote balance, growth and peace of mind. Whether it’s through financial support, health coverage or personal development, our goal is simple: to empower every team member to thrive. Because when you feel your best, you do your best. Read 11 more reasons to love working at Stryker. Learn more about Stryker. Morgan Stanley Morgan Stanley offers some of the most attractive and comprehensive employee benefits and perks, including resources that support physical, mental and emotional well-being at no cost. The firm provides free, confidential sessions with a mental health therapist or coach, access to physicians who can prescribe and manage mental health medications, and free access to Headspace, a leading mindfulness and meditation app. In addition, employees and managers also have access to mental health awareness training, toolkits and checklists. Learn more about Morgan Stanley. Cummins Cummins demonstrates a strong commitment to workplace wellness and mental health by integrating comprehensive, employee-centered programs into its culture. Through its careers platform, Cummins emphasizes health and wellness benefits—including medical coverage, life insurance, and flexible spending options to support employees and their families. Additionally, its “It’s OK” global campaign helps normalize mental health conversations and reduce stigma across the workforce. By partnering with providers, Cummins further expands access to high-quality mental health care, reinforcing a holistic, “whole person” approach to well-being. Learn more about the “It’s OK” program at: https://youtu.be/spgMGSFDK-8 Learn more about Cummins. NASCAR At NASCAR, we believe a strong workplace is built on employees feeling supported both personally and professionally. From mental health telehealth services and Employee Assistance Programs to wellness coaching, preventive care incentives, and flexible well-being resources, we support employees through every stage of life. Our offerings go beyond traditional benefits with ERGs, volunteer hours, floating holidays, paid parental leave, company-paid life and disability insurance, on-demand wellness classes, Health Savings Account employer contributions, and a 401(k) match. We are committed to creating a culture where employees feel connected, supported, and equipped to succeed both at work and beyond. Learn more about NASCAR. SoftwareOne At SoftwareOne, we have a holistic suite of global DEIB and Employee Experience initiatives to engage and support our people. In addition, we work with our regional and country teams and encourage them to tap into local mental health initiatives and wellbeing programs that might be especially relevant to their communities. Some recent examples included the STEPtember wellbeing and cerebral palsy charity fundraising initiative based in Australia, which we expanded to include our colleagues worldwide, and the Mental Health Week awareness activities promoted and championed by our UK-based Culture Team. Learn more about SoftwareOne. Nestlé At Nestlé, we take a holistic approach to employee well-being—making mental health, flexibility, and support part of everyday work life. Employees have access to mental wellness resources that provide counseling, coaching, and tools to manage stress and build resilience. Flexible work practices empower individuals to balance personal priorities alongside their roles. Combined with comprehensive benefits and a culture rooted in care, we create an environment where people feel supported, stay energized, and can thrive both personally and professionally. Learn more about Nestlé. Shure At Shure, Associate well-being is a top priority. “We got you” is more than a brand slogan. It’s a promise. From an award-winning benefits program to innovative workplace solutions that support physical, mental, and financial health, we’re committed to the Ultimate Associate Experience. We offer flexible work arrangements and generous paid time off to help balance personal and professional priorities. Our benefits include an annual lifestyle reimbursement for travel, self-care, and wellness, along with free 24/7 access to a network of mental health providers. Associates also benefit from wellness fairs and financial planning tools designed to reduce stress, at home and at work. We foster a culture of inclusion through Associate Resource Groups and engagement initiatives that connect and educate teams across diverse perspectives and experiences. At Shure, wellness matters—for 101 years and counting. Learn more about Shure. Moody's At Moody’s, supporting our people is central to our culture and to how we succeed. During Mental Health Awareness Month, employees engaged in global conversations on resilience, leadership, and wellbeing, paired with opportunities to reset and reconnect. Driven by our Business Resource Groups, this work brings our cultural commitments to life and helps us win by fostering inclusion, connection, and a workplace where everyone can do meaningful work. Learn more about Moody's. --- ### AI talent acquisition: how to hire the right people for your AI team **Published:** June 3, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/ai-talent-acquisition.md TL;DR: AI talent acquisition is fundamentally different from standard tech recruiting, and most companies are still using the wrong playbook. Finding a qualified AI domain specialist takes an average of 4 to 6 months, largely because hiring teams screen for AI credentials instead of a more important combination of factors: domain expertise, verified production experience, and speed to contribution. This guide covers what makes AI hiring different, the most common mistakes, and a practical framework for finding and placing the right people faster. If you’ve had to hire for an AI role in the last year, you’d know that the market is tough right now. Demand for qualified AI talent has taken off, but there simply aren't enough people with the right skills. Companies everywhere are trying to build AI functions, and they're all chasing the same small pool of qualified professionals. Beyond the supply problem, there’s a disconnect when it comes to talent matching. Most companies are searching for the wrong thing, in the wrong places, using a process designed for a different kind of hire. That's why searches drag on for months, and why so many AI hires underperform even after they're made. --- ### 4 ways to enrich company culture **Published:** May 29, 2026 | **Author:** Sarah Lindauer | **Section:** General **URL:** https://rm.powertofly.com/up/tackle-enrich-company-culture.md This article was updated on May 29, 2026, to reflect the latest information. TL;DR: A strong company culture strategy doesn't happen by accident — it requires intentional design, employee buy-in, and champions across the organization. Tackle.io built their Culture Working Groups to do exactly that: give employees ownership over the values and behaviors that shape their daily work lives. Here are four practical tips from Tackle's vice president of people and culture that any organization can apply. When Tackle.io's leadership team sat down to define their company culture strategy, they knew a pen-and-paper exercise wouldn't cut it. They wanted their values to be alive — felt in day-to-day decisions, team interactions, and the way people showed up for each other in a fully remote environment. The result was Culture Working Groups (CWGs): employee-led teams that create intentional programs and initiatives to cultivate commitment and shared purpose across the organization. The stakes are real. According to Gallup's State of the Global Workplace report, culture and engagement issues account for 69% of the reasons employees leave — far outweighing pay as the primary driver of turnover. Getting culture right isn't a soft initiative. It's a business priority. "We wanted to make sure our values weren't a People Team run program. Our Tacklers live and breathe our culture daily," says Ellen Thorne, vice president of people and culture at Tackle. We sat down with Ellen to hear how Tackle's Culture Working Groups are enriching their workplace, along with her best tips for how other companies can define and build an authentic company culture strategy. --- ### Tech careers at Elastic: Meet the international services team **Published:** May 29, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/careers-elastic-international-services-team.md At Elastic, the International Services Team helps customers around the world solve complex technical challenges, build stronger solutions, and create meaningful impact through collaboration and innovation. From customer engagement to technical delivery, team members play a key role in helping organizations get the most out of Elastic’s technology. 🎥 In this video, members of Elastic’s International Services Team share what it’s like to build a global tech career at Elastic, collaborate across regions and cultures, and grow in an environment built on trust, learning, and customer impact. 💡 Here’s a sneak peek at what you’ll learn: ✔️ How the International Services Team partners with customers to solve real-world technical challenges ✔️ What it’s like working on a global, collaborative team at Elastic ✔️ How team members are supported in growing their careers and expanding their skills ✔️ Why curiosity, communication, and adaptability are valued across the organization ✔️ How Elastic empowers employees to take ownership and make an impact 💬 As Rehan Urfi, VP International Services shares, “If you're looking for a team that will challenge you, support you, and celebrate what makes you different, come join us.” 📢 Ready to explore tech careers at Elastic? Learn more and apply today! 🔗 Connect with Elastic Want to learn more about careers at Elastic? Connect with the International Services Team on LinkedIn. Don’t forget to mention this video! Rehan Urfi, VP International Services Tom Jarvis, Consulting Architect Wai Yee Cheung, Leader, Delivery Management, Asia Varun Ajmani, Regional Services Director, APJ 💡 More about Elastic Elastic, the Search AI Company, enables everyone to find the answers they need in real time, using all their data at scale—unleashing the potential of businesses and people. The Elastic Search AI Platform, used by more than 50% of the Fortune 500, combines the precision of search with the intelligence of AI to accelerate the results that matter. By leveraging structured and unstructured data—while securing and protecting private information—Elastic delivers cloud-based solutions for search, security, and observability that bring the promise of AI to life. --- ### How to build a culture in your company **Published:** May 28, 2026 | **Author:** Sarah Lindauer | **Section:** General **URL:** https://rm.powertofly.com/up/how-to-build-a-culture-in-your-company.md This article was updated on May 28, 2026, to reflect the latest information. TL;DR: Company culture building is one of the most impactful things a leadership team can do. Culture shapes who joins, who stays, and how effectively people work together. This guide highlights six of PowerToFly's most-watched expert conversations on building a culture that attracts top talent, drives engagement, and keeps your best people committed for the long term. Learning how to build a culture in your company that fosters loyalty, engagement, and inclusivity begins with creating an environment where employees feel valued. Company culture building goes well beyond perks and policies. It requires a thoughtful approach to recognition, growth, inclusion, and connection — the things that actually keep people engaged and committed. If you're looking to retain top talent, you have to think beyond competitive salaries. According to PowerToFly's What Talent Wants 2026 report, 82% of professionals said they would leave their current role for an opportunity at a company that prioritizes inclusion and employee engagement. And 91% of U.S. managers say a candidate's alignment with company culture is equal to or more important than skills and experience. The stakes are clear. Building culture intentionally isn't just an HR priority — it's a business one. At PowerToFly, we host regular Chat & Learns focused on exactly that — how to build a culture in your company that not only attracts top talent but keeps them engaged and committed. Below, we're highlighting our top-performing sessions on company culture building and retention, offering actionable strategies to help your business thrive in any talent market. --- ### 7 steps for inclusive remote onboarding **Published:** May 27, 2026 | **Author:** Akanksha Holani | **Section:** General **URL:** https://rm.powertofly.com/up/7-steps-for-remote-onboarding.md This article was updated on May 27, 2026, to reflect the latest information. TL;DR: Remote onboarding comes with real challenges — different time zones, tech gaps, and the harder-to-solve problem of making people feel genuinely connected from a distance. This guide covers seven practical steps for inclusive remote onboarding: set up tech before day one, create space for questions, build in social connection, understand communication styles, pace the process well, track real metrics, and actively gather feedback. Done right, remote onboarding sets new hires up to thrive — no matter where they're working from. If you're here, you probably care a lot about your employees' experience from day one. You want new hires to feel included, heard, and set up for success — and you know the onboarding experience makes a real difference in whether they stay. Remote onboarding raises the stakes. Without the natural social fabric of a shared office, the gaps are harder to close. According to Gallup, nearly 80% of employees whose jobs can be done remotely are working hybrid or fully remote — which means remote onboarding isn't a niche scenario anymore. It's the default for a large share of new hires. Getting it right takes more than a standard offer letter and an orientation checklist. Remote onboarding comes with complications: different time zones, communication preferences, varying levels of tech access, and the challenge of building real connection across a screen. Here's how to handle all of it. --- ### 9 best onboarding practices you’ll wish you knew sooner **Published:** May 26, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/onboarding-best-practices.md This article was updated on May 26, 2026, to reflect the latest information. TL;DR: Onboarding best practices can make or break whether a new hire stays. Nearly one in three new employees leaves within 90 days — and when they do, replacing them costs up to 150% of their annual salary. This guide covers nine concrete practices that go beyond orientation checklists to build the kind of onboarding experience that retains talent, builds culture, and sets people up to do their best work fast. According to research cited by the Harvard Business Review, nearly 30% of new hires leave their company within 90 days. That's three out of 10 new employees — qualified and well-matched for their position — headed out the door. For your organization, the talent is gone, but it also means a loss of time and resources spent on recruitment and hiring. The fiscal costs to replace an employee who has left are as high as 150% of the position's annual salary. So, why do so many new hires leave their new company? There's often a misalignment between the recruiting and interviewing process and the daily reality of the role. The best way to resolve this issue is with an effective and inclusive onboarding process. Building a solid onboarding process doesn't happen overnight. For every organization, there's going to be trial and error. But there are some onboarding best practices that can help you save time and avoid common pitfalls. Here is a 2026 guide to nine of the best onboarding practices you'll wish you knew sooner. Inclusive Onboarding: Introduction videoyoutu.be --- ### 5 workforce trends every hiring leader needs to know in 2026 **Published:** May 25, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/workforce-trends.md TL;DR: PowerToFly surveyed hundreds professionals in early 2026 to find out what talent is actually prioritizing right now. The workforce trends shaping this year are less about aspiration and more about survival: job security fears keep rising, values alignment has dropped sharply as a hiring priority, and AI anxiety is driving real behavior change. Here are five findings hiring leaders should factor into their talent strategy today. Every year, PowerToFly surveys the diverse professionals in our community to find out what talent actually needs from work — and from the employers who want to hire and keep them. The What Talent Wants 2026 report draws on responses from 245 professionals in the PowerToFly community, surveyed in early 2026. These are people actively job searching, upskilling, and making real decisions about where to work and what to learn. Here's what the numbers are telling us and what they mean for how you recruit and retain talent this year. --- ### Building a stellar onboarding checklist **Published:** May 23, 2026 | **Author:** Shafaq Batool | **Section:** General **URL:** https://rm.powertofly.com/up/building-stellar-onboarding-checklist.md This article was updated on May 23, 2026, to reflect the latest information. TL;DR: A great onboarding checklist helps new hires feel welcomed, prepared, and ready to contribute from day one. This guide walks you through every stage — pre-boarding, day one, week one, and ongoing support — with practical, inclusive steps that boost retention and productivity. Research shows organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. Here's how to build one that delivers. Onboarding is more than an HR task. It's the first major step in setting new employees up for long-term success. When done well, an inclusive onboarding checklist fosters a welcoming atmosphere that increases morale and retention. The data backs this up. According to Brandon Hall Group's onboarding research, organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. Yet Gallup finds that only 12% of employees strongly agree their organization does a great job onboarding new people. That gap is a real opportunity. An efficient onboarding checklist helps close it — ensuring nothing critical gets missed and every new recruit feels encouraged, valued, and ready to contribute from the start. Ready? Here's how to build one. --- ### 5 activities for remote team building **Published:** May 21, 2026 | **Author:** Shafaq Batool | **Section:** General **URL:** https://rm.powertofly.com/up/smarter-remote-team-building.md This article was updated on May 22, 2026, to reflect the latest information. TL;DR: Remote team building keeps distributed teams connected, engaged, and productive. Without intentional effort, remote workers are at real risk of feeling isolated from their colleagues — and that affects retention and performance. This guide covers five proven remote team building activities — a buddy system, Zone of Genius workshops, virtual wellness programs, cross-departmental shadowing, and a virtual book club — and how to run each one well. You've packed your remote team full of exceptional talent and everyone is loving the flexibility, productivity is flowing, communication is okay but... something's missing. Managing remote teams can be a difficult task. Unlike on-site roles, remote colleagues have fewer opportunities to simply enjoy a cup of coffee together. That gap adds up. According to a 2024 ResumeBuilder.com survey of 1,000 remote workers, only 45% of fully remote employees feel connected to their coworkers — and 1 in 5 report a decline in mental health largely due to isolation and lack of social connection. Remote team building became a new norm after the pandemic, but managers have been practicing team building long before 2020. That means we can draw from years of conventional experience to create a strong team environment for remote coworkers. You might already know that remote teams face some unique challenges: Lack of access to information Lack of face-to-face supervision Social isolation Prioritization struggles Distractions at home Enhanced issues with existing silos The temptation might be to immediately schedule daily check-ins or establish rules of engagement. Some managers might even go further with a live cooking class, a happy hour, or a movie night. But before you schedule activities just to fill the void, ask yourself: Are these the right activities for my team? Will they enhance connectivity and improve coworkers' relationships? Will this help me understand my team better? --- ### 10 employer branding mistakes (and solutions) for 2026 **Published:** May 20, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/employer-branding.md This article was updated on May 20, 2026, to reflect the latest information. TL;DR: Your employer brand shapes how candidates see your company before a job is ever posted, and in 2026, top talent is paying close attention. This article covers 10 of the most common employer branding mistakes companies make, from ignoring employee feedback to skipping salary transparency, along with practical solutions for each. Fix these, and you'll attract stronger candidates, reduce turnover, and build a reputation that works for you even when you're not actively hiring. Your employer brand is the impression you've put out in the job market, intentionally or not, of what working at your organization is actually like. And that impression matters more than ever right now. According to PowerToFly's What Talent Wants: 2026 Pulse Report, fewer than 10% of employed professionals say they're thriving and growing at their current workplace. Nearly 20% are staying in their current role not because they want to, but because the market isn't giving them a better option. Talent is mobile, pragmatic, and watching closely to see which employers are worth their time. The employer branding mistakes below have direct consequences for the quality of talent you attract, and whether the people you hire stick around. Each one has a clear fix. --- ### How to Run Discovery Calls That Actually Convert **Published:** May 20, 2026 | **Author:** Eulynn Gargano, Brooke Caughran | **Section:** General **URL:** https://rm.powertofly.com/how-to-run-discovery-calls-that-actually-convert.md --- ### A look at our 2026 Beyond Boundaries Summit Highlighting API & AAPI Leaders **Published:** May 19, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/a-look-at-our-2026-beyond-boundaries-summit-highlighting-api-aapi-leaders.md Our 2026 summit series rolled on with a truly international event. For our May edition, we hosted "Beyond Boundaries: Connecting API Communities Across India, APAC, US and Beyond", highlighting API and AAPI leaders. Summit talks including conversations on brand identity, avoiding burnout and mastering AI while our job fair featured Shure, the leading global manufacturer of audio and collaboration technology, including microphones, wireless systems, conference room solutions and more, who are actively hiring now. For more resources including recordings of the summit talks, just check out the tools and links below. Learn more and sign up for our next summit here. --- ### How to reduce time to hire without sacrificing quality (2026 guide) **Published:** May 18, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/reduce-time-to-hire.md TL;DR: Time to hire measures the days between a candidate's first application and their accepted offer, and the average has climbed 24% since 2021. Slow hiring costs organizations real money: in lost productivity, missed revenue, and top candidates who accept competing offers while your process drags on. This guide breaks down the structural bottlenecks driving long hiring cycles and gives HR and talent leaders concrete ways to fix them without cutting corners on quality. Every open role has a daily price tag. You might not see it on a balance sheet, but it shows up in the work that doesn't get done, the revenue that doesn't get closed, and the teammates who pick up the slack until they burn out. When a position stays open too long, the cost compounds fast. That's why time to hire is one of the metrics C-suite leaders track most closely. And right now, the numbers aren't moving in the right direction. --- ### Why AI Strategies Fail (and What Leaders Get Right Instead) **Published:** May 17, 2026 | **Author:** John Adcock | **Section:** General **URL:** https://rm.powertofly.com/why-ai-strategies-fail-and-what-leaders-get-right-instead.md --- ### What Comes Next: Retaining and Advancing Women Leaders Now **Published:** May 16, 2026 | **Author:** Susan Rietano Davey, Kelley Biskupiak | **Section:** General **URL:** https://rm.powertofly.com/what-comes-next-retaining-and-advancing-women-leaders-now.md --- ### From Data to Deployment: Why the Humans Behind Your Model Determine Its ROI **Published:** May 16, 2026 | **Author:** 4 Speakers | **Section:** General **URL:** https://rm.powertofly.com/from-data-to-deployment-why-the-humans-behind-your-model-determine-its-roi.md --- ### The Hiring Gap: Why Most Companies Are Looking for AI Talent in All the Wrong Places **Published:** May 15, 2026 | **Author:** 4 Speakers | **Section:** General **URL:** https://rm.powertofly.com/the-hiring-gap-why-most-companies-are-looking-for-ai-talent-in-all-the-wrong-places.md --- ### Beyond the Pilot: How to Lead an AI Transformation That Sticks **Published:** May 14, 2026 | **Author:** Hunter Canning | **Section:** General **URL:** https://rm.powertofly.com/beyond-the-pilot-how-to-lead-an-ai-transformation-that-sticks.md --- ### How to close the AI skills gap before it becomes a competitive liability **Published:** May 13, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/ai-skills-gap.md TL;DR: The AI skills gap can feel like a recruiting problem, but it runs deeper to that. At its root, it's a leadership problem. Closing the gap requires three things: an honest audit of where your workforce actually stands, a deliberate decision about whether to build, buy, or partner, and upskilling investments designed to change behavior, not just log course completions. Here's how to get started. If your company has an AI skills gap (and statistically, it almost certainly does) there's a good chance leadership is treating it as an HR pipeline issue. Post a few job descriptions, wait for the right candidates, and hope the market delivers.While this approach might have worked marvelously a few years ago, right now, it simply doesn’t cut it. Skills shortages could cost the global economy up to $5.5 trillion by 2026 in delayed projects, quality problems, and missed revenue, according to IDC. The organizations pulling ahead aren't the ones who find “better talent”. Rather, it’s the ones who proactively support talent in building these skills, with strong accountability from leadership. --- ### Why employer branding strategy matters for recruitment **Published:** May 10, 2026 | **Author:** Shafaq Batool | **Section:** General **URL:** https://rm.powertofly.com/up/employer-branding-recruitment-important.md This article was updated on May 10, 2026, to reflect the latest information. TL;DR: A strong employer branding strategy does more than improve your reputation. It directly affects your ability to hire and keep great people. Companies with a well-developed employer brand see up to a 50% reduction in cost-per-hire, a 28% drop in turnover, and twice the qualified applicants compared to companies with weaker brands. This guide breaks down what employer branding is, why it matters for recruitment, and four practical tactics for building one that works. Employer branding and recruitment have become closely linked, and understanding how they interact can make a real difference in your hiring outcomes. While traditional recruitment focuses on filling open roles, employer branding shapes how candidates perceive your company before a job is ever posted. A strong employer branding strategy influences who applies, who accepts, and who stays, and the impact on your bottom line is measurable. According to LinkedIn Talent Solutions, companies with a strong employer brand reduce cost-per-hire by up to 50% and hire 1 to 2 times faster than competitors with weaker brands. Let's dig into what employer branding actually means, why it matters, and how to put it to work. --- ### How companies are building more sustainable workplaces **Published:** May 8, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/companies-building-sustainable-workplaces.md Sustainability in the workplace has evolved far beyond recycling bins and energy-saving office policies. Today, companies are rethinking how they operate at every level, from manufacturing and logistics to product design, infrastructure, and remote work. For job seekers, sustainability and green initiatives have also become an increasingly important part of evaluating company culture and long-term impact. While every organization approaches environmental responsibility differently, many are finding meaningful ways to reduce their footprint, support innovation, and build more sustainable ways of working. Here’s how four companies are approaching sustainability through different lenses. --- ### Why can’t I get a job? 7 real reasons (and how to fix them) **Published:** May 4, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/why-cant-i-get-a-job.md TL;DR: If you’re asking “why can’t I get a job?,” you’re not alone; and the reason why might be surprising. The most common reasons job seekers get stuck are fixable: a resume that doesn’t match what employers are scanning for, a thin LinkedIn profile, applying to too few roles, or interview nerves that hide your actual ability. This guide breaks down seven real reasons you might not be getting hired and gives you a concrete fix for each one. Job searching is hard. Not a-little-frustrating-hard. It’s that genuinely exhausting, demoralizing, and downright confusing kind of hard. You send out application after application, and the silence that comes back can start to feel personal. Most of the time, when someone can’t figure out why they’re not getting hired, the issue comes down to a handful of very specific, very fixable things. None of them are about being unqualified, unlikable, or unlucky. They’re about strategy. And, the bright side is, strategy can be changed! Here are seven real reasons your job search might be stalling, and exactly what to do about each one. --- ### From Heritage to Impact – Asian Pacific American Voices in Leadership **Published:** May 1, 2026 | **Author:** Isabel Moran | **Section:** General **URL:** https://rm.powertofly.com/up/cc-cimgroup-2026-1.md CIM Group, in partnership with PowerToFly, hosted a community conversation focused on "From Heritage to Impact: Asian Pacific American Voices in Leadership." The panel engaged in a dynamic conversation, sharing insights into how leaders draw from their cultural backgrounds and lived experiences to shape their career paths, leadership styles, and approaches to change. In the spirit of continued learning, we're sharing access to the Community Conversation so that you can watch it on your own time and learn more from our subject matter expert. 📝Key Takeaways After watching the session, you will gain the following insights and actionable steps: Takeaway 1: Adversity builds your greatest professional assets Early challenges like language barriers and being the only person who looked like them in the room became some of their greatest strengths. Those experiences taught them to read a room, adapt quickly, and develop a resilience that became a career advantage. Action item: Reflect on one challenge from your past that shaped how you show up professionally today. Share it with a colleague or mentee, your story might be the permission someone else needs. Takeaway 2: Mentorship is a two-way street Mentorship doesn't have to feel like asking for a favor. Approaching a potential mentor with genuine curiosity and an offer to contribute changes the dynamic entirely. The mentees who stand out are always the ones who come with questions and a hunger to learn. Action item: Identify one person you'd like to learn from and reach out this week. Come prepared with two thoughtful questions and one way you could offer value in return. Takeaway 3: Ownership and urgency are leadership superpowers A deep sense of personal accountability, not just to your own work but to the team and the outcome, is one of the most powerful leadership traits anyone can develop. The work product always shows whether or not someone truly cares. Action item: Identify one project where you've been doing the job vs. truly owning it. Choose one concrete way to step up your investment this week. Takeaway 4: Explore widely, especially early in your career The early career years are a time to be a sponge. Taking detours across different industries and environments builds a kind of wisdom that can't be gained any other way. Action item: Say yes to one stretch opportunity or lateral move you've been hesitant about. If you're further along, encourage someone on your team to explore beyond their current lane. Takeaway 5: Pay it forward, intentionally and often Once you've been on the receiving end of mentorship, there's a responsibility to show up for the next generation. It doesn't have to be formal. What matters most is being truly present when the moment calls for it. Action item: Block 30 minutes this month for an informal coffee or call with someone earlier in their career. No agenda needed, just show up and listen. 🗣️About Our Subject Matter Expert 📽️ Access the Recording 📊 What Comes Next? After watching the recording, please take a few minutes to complete our FEEDBACK SURVEYYour insights will help us enhance future Community Conversations. --- ### The Power of Visibility: Own Your Voice, Master Your Presence & Influence in the Age of AI **Published:** May 1, 2026 | **Author:** Cristina Costa | **Section:** General **URL:** https://rm.powertofly.com/the-power-of-visibility-own-your-voice-master-your-presence-influence-in-the-age-of-ai.md --- ### Beyond the Sales Pitch: Women Leaders at Dassault Systèmes on Meaningful B2B Connections **Published:** April 30, 2026 | **Author:** 3 speakers | **Section:** General **URL:** https://rm.powertofly.com/beyond-the-sales-pitch-women-leaders-at-dassault-systemes-on-meaningful-b2b-connections.md --- ### A look at our Upskilling and the Future of Work Summit 2026 **Published:** April 29, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/a-look-at-our-upskilling-and-the-future-of-work-summit-2026.md According to our 2025 What Talent Wants survey, upskilling, professional development and clear career pathways ranked even higher than salary and traditional benefits as needs for professionals. This is why we were thrilled to host a summit dedicated to Upskilling and the Future of Work on April 22nd & 23rd. Featuring over five hours of workshops and fireside chats, our featured thought leaders hosted deep dives into such topics as AI adoption, career reinvention, continuous learning and more. We wrapped up the event with a virtual job fair featuring hundreds of open roles across all skill levels where we were also joined by career coaches providing expert resume advice and insights into getting hired in 2026. Still looking for an open role? Check out our featured company's page on PowerToFly to apply directly for new opportunities. For more resources including recordings of the summit talks, just check out the tools and links below. Learn more and sign up for our next summit here. --- ### How it works **Published:** April 28, 2026 | **Author:** Sheena McNally | **Section:** General **URL:** https://rm.powertofly.com/how-it-works.md --- ### How to improve employee retention: 9 strategies for 2026 **Published:** April 27, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/improve-employee-retention-strategies.md TL;DR: Losing a top performer costs employers anywhere from 50% to 200% of that person’s annual salary, and with 51% of U.S. employees watching for or actively seeking a new job, the pressure to keep your best people has never been higher. Improving employee retention in 2026 means going beyond perks and pay bumps. It requires deliberate investment in career growth, manager quality, recognition, and culture. This guide breaks down nine proven employee retention strategies HR leaders can start putting into practice today. Turnover is one of the most expensive problems a business can have, and one of the most preventable. According to Gallup, replacing a single employee costs between 50% and 200% of their annual salary, depending on their role and seniority. Factor in lost productivity, disrupted team dynamics, and the time it takes a new hire to ramp up, and the true cost grows even higher. For a company losing multiple employees a year, those numbers add up fast. What’s more, Gallup research shows that 42% of voluntary turnover is preventable, meaning most exits aren’t inevitable. They’re the result of unaddressed issues that proactive organizations can get ahead of. In 2026, with AI reshaping roles, employee expectations continuing to evolve, and engagement at a post-pandemic low, getting retention right is a strategic priority. Here are nine employee retention strategies that actually move the needle. --- ### The Frontline Focus: building skills and connection for today’s vital workforce **Published:** April 23, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/frontline-focus-workforce-skills-event.md Frontline and hourly workers are essential to keeping businesses running, yet they often face barriers to training, development, and connection. As expectations around employee experience continue to rise, organizations are being challenged to rethink how they invest in and support this critical workforce. The Frontline Focus brings together business leaders and decision-makers to explore practical strategies for attracting and retaining frontline talent, while building stronger systems for growth, engagement, and inclusion. Attendees will have opportunities to hear from industry experts, participate in discussions, and connect with peers through a mix of keynote sessions, panels, workshops, and networking experiences. This half-day event features a dynamic virtual program designed to encourage interaction, including live main stage sessions, attendee chat, and one-on-one networking opportunities. Topics include: frontline workforce engagement and retention upskilling and development programs for hourly roles technology and tools for communication and inclusion practical strategies for supporting frontline managers building stronger connections across distributed teams Sessions will cover key challenges such as limited time for training, gaps in support for frontline managers, and the role of digital tools in improving communication and engagement across organizations. The event also offers professional development value, with eligibility for 3 recertification credits from both SHRM and HRCI. This conference is designed for executives and leaders who are in a position to drive change within their organizations, teams, and communities, with a focus on building stronger relationships between companies and their workforce. 👉 Apply now to attend Event details 📅 Date: May 6, 2026 🕒 Time: 12:00 PM – 4:35 PM EDT 💻 Format: Virtual half-day conference 🌍 Audience: Business leaders and executives focused on frontline workforce strategy, engagement, and development This session is eligible for 3 credits from SHRM and HRCI. --- ### PowerToFly Early Career Growth & Networking Summit **Published:** April 23, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/early-career-growth-summit.md Join PowerToFly on May 7, 2026 for an interactive virtual summit designed to help early-career professionals build skills, grow their network, and gain real-world career insights. Traditional webinars can only take you so far. As the job market becomes more competitive and fast-moving, early-career professionals need spaces that go beyond passive learning and create real opportunities for connection, practice, and growth. The PowerToFly Early Career Growth & Networking Summit is built with that in mind. Hosted in an immersive digital environment, the event allows attendees to move freely between spaces, join hands-on workshops, and connect organically with peers, mentors, and facilitators. Attendees will have opportunities to build practical skills, meet like-minded professionals, and engage in meaningful conversations that support long-term career development. This experience brings together a global community of early-career talent, with programming designed to drive strong engagement through interactive sessions, networking activities, and live workshops focused on real outcomes. Topics and activities include: resume building and interview skills personal branding and career strategy interactive networking experiences peer-to-peer and mentor conversations hands-on workshops and guided activities Unlike traditional virtual events, this summit takes place in a multi-floor digital venue where participants can explore different spaces dedicated to networking, workshops, and interactive sessions. The format encourages natural movement and real conversations, making it easier to build connections that last beyond the event. Whether you are just starting your career, looking to gain clarity on your next step, or hoping to expand your professional network, this summit offers practical tools and experiences to help you move forward with confidence. 👉 Register now to attend Event details 📅 Date: May 7, 2026 🕒 Time: 11:00 AM – 2:00 PM EDT 💻 Format: Virtual, interactive experience 🌍 Audience: Early-career professionals looking to build skills, expand their network, and grow their careers --- ### 20 diversity and inclusion interview questions **Published:** April 22, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/diversity-and-inclusion-interview-questions.md This article was updated on April 22, 2026, to reflect the latest information. TL;DR: Asking the right diversity and inclusion interview questions helps both employers and job seekers figure out if they're a real match — not just on paper. This guide covers 20 questions across four categories: general candidate questions, questions for managerial roles, questions for DEIB-specific roles, and questions job seekers should ask prospective employers. Use them to go beyond surface-level answers and get to what actually matters. People make organizational culture go 'round. Whether you're an employer looking to hire inclusion-minded individuals or a job applicant seeking out a workplace that champions diverse talent, you're probably trying to figure out — subtly — whether the people you're hoping to join up with will be a good fit. A job interview is a great place to puzzle that out. And there are ways to do it without solely relying on your gut. The key is asking the right diversity and inclusion interview questions. According to McKinsey's Diversity Matters Even More report, companies in the top quartile for gender diversity on executive teams are 39% more likely to outperform their bottom-quartile peers financially. The business case for building diverse, inclusive teams has never been stronger — and it starts with hiring. In this article, we'll cover 20 DEIB questions that both sides — employers and prospective employees — should raise during the hiring and recruitment process to ensure alignment on key topics and culture fit. --- ### What Talent Wants in 2026: Pulse Report **Published:** April 21, 2026 | **Author:** PowerToFly | **Section:** B2B Resources **URL:** https://rm.powertofly.com/b2b-resources/what-talent-wants-2026.md Every year, PowerToFly surveys the diverse professionals in our community about what they need from work and from the employers who want to hire and keep them. This is the 2026 pulse edition: a focused snapshot of where talent stands right now, what they're prioritizing, and which employers they're willing to bet on. --- ### Tech careers at Moody’s: inside the delivery team **Published:** April 21, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/tech-careers-moodys.md At Moody’s, the delivery team plays a key role in bringing complex tech initiatives to life, connecting people, processes, and systems to drive real impact across the business. 🎥 In this video, Margaret Cafasso, Delivery Manager in Ratings Tech at Moody’s, shares what it’s like to work in delivery and how the team helps drive execution across large-scale tech projects. 💡 Here’s a sneak peek at what you’ll learn: ✔️ How the Delivery Team coordinates across engineering, product, and stakeholders ✔️ What a Delivery Manager does day-to-day in a tech environment ✔️ How teams stay aligned and keep complex work moving forward ✔️ How empowering teams helps drive stronger outcomes 💬 As Margaret shares, “Delivery isn't just about timelines, it's about people. And when people feel empowered, the outcomes speak for themselves.” 📢 Ready to take the next step? Explore Moody’s careers and apply today! 🔗 Connect with Moody’s If you want to learn more about Moody’s careers, connect with Margaret on LinkedIn. Don’t forget to mention this video! 💡 More about Moody’s Moody’s is a global integrated risk assessment firm that helps organizations develop a holistic view of risk so they can act decisively and advance their business. With more than 115 years of expertise, a presence in 40+ countries, and over 14,000 employees worldwide, Moody’s brings together diverse perspectives to turn today’s risks into tomorrow’s opportunities. At Moody’s, people are the foundation of success. The company invests in employees so they can reach their highest potential, offering flexible work arrangements, competitive compensation and benefits, and a culture grounded in trust, curiosity, integrity, and inclusion. Through Business Resource Groups and global inclusion efforts, Moody’s fosters a workplace where people can thrive, belong, and do their best work throughout their careers. --- ### PowerToFly Pro Membership Application Form **Published:** April 20, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/powertofly-pro-membership-application-form.md --- ### Talent acquisition strategy in 2026: How to build a hiring engine that wins the right talent **Published:** April 20, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/talent-acquisition-strategy.md TL;DR: A talent acquisition strategy is your company’s long-term plan for attracting, engaging, and hiring the right people. And in 2026, it looks very different from what worked even a few years ago. The most effective TA teams combine a strong employer brand, proactive sourcing, skills-based evaluation, and data-driven decision-making to consistently win top talent. Companies still relying on reactive, post-and-pray hiring are falling behind. This guide breaks down what a modern talent acquisition strategy includes, what common mistakes to avoid, and how to start building (or rebuilding) yours. If your talent acquisition (TA) strategy still starts with “post the job and wait,” you’re already behind. Hiring in 2026 has shifted in ways that reward companies with a plan and punish those without one. Applicant volumes are up in many roles, but critical skills remain scarce. AI has made it easier for candidates to apply in bulk, which means more noise for your team to sift through, not necessarily more qualified people. And candidates are doing more research than ever before, vetting employers the way they’d evaluate any major purchase. The companies winning top talent are strategic when it comes to talent acquisition. They’ve built systems (for sourcing, branding, evaluation, and measurement) that consistently produce strong hires. Those systems, along with some key best practices are what differentiate a good TA strategy from a great one. Read on to see how it's done. --- ### Recruiting diverse candidates: Tips from diversity leaders at Microsoft, Vrbo, and Audible **Published:** April 17, 2026 | **Author:** Alli Smalley | **Section:** General **URL:** https://rm.powertofly.com/up/recruiting-diverse-candidates.md This article was updated on April 17, 2026, to reflect the latest information. TL;DR: Recruiting diverse candidates takes more than posting a job and hoping for the best. It starts with building an inclusive culture from within, getting leadership on board, and meeting talent where they are. This guide pulls 10 proven strategies from diversity leaders at Microsoft, Vrbo, and Audible — including how to use employee resource groups, remove bias from job descriptions, and think beyond the next open role. I first learned about PowerToFly when my friend started at the company as a recruiter. She explained that PowerToFly networks underrepresented talent — especially women — into companies that are building diverse and inclusive environments. Needless to say, I was intrigued. The idea of "diversity recruiting" had always been somewhat vague and nebulous to me. How did companies go about it in a way that was genuine, thoughtful, and effective? Was that even possible? Now working at PowerToFly myself, I've gotten an inside look at what strategies work for us and our partners when recruiting diverse candidates. Some years ago, wee co-hosted a webinar with Glassdoor featuring a panel of three leaders in diverse hiring: Jamy Barton, former Sr. Director of Tech Diversity at Audible Lyndsi McNaughton, former Global TA Program Manager at Vrbo Luci Gomes, former Global Director of Talent Acquisition at Microsoft We know not everyone has a free hour to catch up on everything that was shared, so we've pulled together 10 of the top takeaways here. (If you do have an hour, be sure to check out the whole video!) --- ### 5 ways to boost your diversity recruiting **Published:** April 16, 2026 | **Author:** Shafaq Batool | **Section:** General **URL:** https://rm.powertofly.com/up/diversity-recruiting-next-level.md This article was updated on April 16, 2026, to reflect the latest information. TL;DR: Diversity recruiting produces stronger teams, better decisions, and measurable business results. This guide covers five practical strategies — from blind hiring and inclusive job descriptions to AI-powered analytics and diverse interview panels — that can help your organization attract and hire talent from a broader range of backgrounds. Diversity recruiting is often seen as a nice-to-have in the hiring world. But what many TA teams fail to realize, is that it’s a major driver of business performance. Companies that build diverse, inclusive workforces consistently outperform their peers on innovation, employee engagement, and decision-making. The business case is clear, and so is the path forward. Here's why it matters, and how to get started. --- ### Working Smarter with AI Agents **Published:** April 16, 2026 | **Author:** Tauri Stclaire | **Section:** General **URL:** https://rm.powertofly.com/working-smarter-with-ai-agents.md --- ### How to report bias at work **Published:** April 15, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/how-to-report-bias-at-work.md This article was updated on April 15, 2026, to reflect the latest information. TL;DR: Workplace bias is more common than most companies acknowledge. And most employees who experience it never report it. This guide covers what bias is, how to document it, how to navigate your company's reporting process, and what to do if you witness bias happening to someone else. Knowing your options is the first step to doing something about it. Working in an environment where you feel disrespected, sidelined, or unable to speak up takes a real toll. And it's far from rare. Nearly 40% of workers say discrimination is still happening in their workplace, according to Diversity.com's 2025 findings — and retaliation for reporting it remains the most frequently cited issue in EEOC filings, making up nearly 50% of all charges in 2024. This kind of treatment is unethical and, in most cases, illegal. Many companies have channels and resources for reporting discrimination at work, but employees often don't use them. They're afraid: of retaliation, of hostile work environments, of a lack of anonymity. Many worry it won't lead to anything. Those fears are understandable — and if you feel your personal safety will be seriously jeopardized by reporting, you should do what you need to do to take care of yourself. You've already had to deal with bias at work. You don't owe anyone heroism on top of it. That said, the most effective way to dismantle the power structures that enable workplace bias is to take direct action when you're in a position to do so — whether you're the target or a witness. Reporting creates a record, signals that behavior is not acceptable, and can make a real difference for you and your colleagues. Here's what to know, whether you're experiencing or witnessing bias. In this guide: What is bias? How to report workplace bias if you've been targeted Handling the fear of retaliation What to do if you witness bias --- ### 6 better ways to write inclusive job descriptions **Published:** April 14, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/6-better-ways-to-write-inclusive-job-descriptions.md This article was updated on April 14 2026, to reflect the latest information. TL;DR: Inclusive job descriptions attract more qualified candidates by removing language that unintentionally signals who does — and doesn't — belong. The six core practices: avoid coded language (gender, age, and ableist), separate must-haves from nice-to-haves, keep requirements concrete, write every description from scratch, set a clear goal for who you want to reach, and explicitly show your company's culture and values. Small wording changes can meaningfully expand your candidate pool. The words in a job description do more than describe a role: they signal who the role is for. Social media management firm Buffer learned this firsthand when they removed one word from their developer job postings: "hackers." Female applicants increased more than fivefold. Buffer had used the word to suggest speed and problem-solving, without considering its strong male gender association.When that kind of bias creeps into job postings, a lot of qualified people never apply. Candidates spend an average of just 14.6 seconds reading the requirements section of a job description before deciding whether to move forward. Here are six straightforward ways to get the language right. --- ### 18 exit interview questions you should be asking **Published:** April 13, 2026 | **Author:** Sarah Lindauer | **Section:** General **URL:** https://rm.powertofly.com/up/exit-interview-questions.md This article was updated on April 13 2026, to reflect the latest information. TL;DR: Exit interview questions help you understand why employees leave — and what you can do to retain the ones who stay. The best exit interviews cover role satisfaction, manager relationships, culture, career growth, and departure reasons. This guide covers 18 questions to ask, five to avoid, and how to run the process so you actually get honest answers. Employee turnover is inevitable, but missed learning opportunities from turnover don't have to be standard. When someone decides to leave your organization, it's easy to focus on backfilling the role and moving on. But the cost of getting it wrong is steep: Gallup estimates that voluntary turnover costs U.S. businesses $1 trillion every year, with replacing a single employee running anywhere from half to twice that person's annual salary. And Gallup research shows that 52% of voluntarily exiting employees say their manager or organization could have done something to prevent them from leaving — they just never got asked. Taking time to ask the right exit interview questions can unlock valuable insights that help you retain your top performers, strengthen your workplace culture, and improve your processes across the board. Think of an exit interview as a strategic tool that helps you understand the employee experience from beginning to end, including: What made someone join your company? What kept them engaged (or didn't)? And ultimately, what pushed them to move on? In this blog, we'll share 18 of the best exit interview questions to ask, along with why each one matters and what kind of feedback it can uncover. But first, let's talk about how to run a great exit interview in the first place. --- ### What is a virtual job fair — and why it’s your secret weapon in the 2026 job search **Published:** April 13, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/what-is-a-virtual-job-fair.md TL;DR: A virtual job fair (VJF) is an online event where job seekers connect directly with recruiters from multiple companies, through live video chats, Q&As, and messaging, all in one place. Unlike applying through a job board and waiting, VJFs put you in front of real decision-makers in real time. In a market where the average job posting attracts 250+ applicants and only 0.1%–2% of cold applications lead to an offer, a virtual job fair is one of the fastest ways to go from “I applied” to “I have an interview.” Most job seekers follow the same script: find a job posting, submit a resume, and wait. Then wait some more. In 2026’s job market, that approach is both slow and a numbers game you’re almost certain to lose. The good news is there is a smarter way to go about this, and it starts with understanding what a virtual job fair actually is and why more job seekers are using them to skip the queue entirely. --- ### 18 new hire onboarding survey questions to improve retention **Published:** April 10, 2026 | **Author:** Akanksha Holani | **Section:** General **URL:** https://rm.powertofly.com/up/new-hire-onboarding-survey-questions.md This article was updated on April 10 2026, to reflect the latest information. TL;DR: Onboarding survey questions are one of the most effective tools HR teams have for catching retention risks early. The best approach spaces surveys across three milestones — day 1, day 15, and day 90 — and asks questions that match what the new hire actually knows at each stage. This article covers 18 questions to ask, best practices for designing surveys, and how to turn that feedback into real improvements. So, you've just onboarded a brand new employee. You've done the introductions, shown them around the office, made sure they can log in to everything, handed them all their company swag, and given them an onboarding buddy. Phew — good job! We know onboarding is a big job on its own. But it's done now, and you can move on to the next employee… right? Not so fast. According to Gallup, only 12% of employees strongly agree that their organization does a great job onboarding new hires. That means a wide majority of employees aren't getting the experience they need from day one. Those are pretty grim numbers, we know, and the easiest way to change them fast is to have that conversation with your new hires. They're your ticket to understanding where the gaps are and may have some great suggestions on how to bridge them. So, if you're seeing some high churn and top talent is leaking through, we may have an unlikely culprit: onboarding! But don't worry — as always, PowerToFly has got you covered. Aside from this blog, we've also prepared a sample onboarding survey template for you to identify those cracks and get to fixing them. 📝 Free download: Sample Onboarding Survey Template Ready to transform your onboarding process into a truly inclusive experience? Our customizable onboarding survey template helps you gather critical feedback from new hires during their first weeks and fine-tune your onboarding process based on direct employee input. In this article, you're going to find out what onboarding survey questions to ask your new hires so you can get ahead of any challenges. We've gathered the top 18 that will truly complete your onboarding process and help you build a more efficient and engaging workplace. But, first! --- ### Skills-based hiring for a more inclusive workforce **Published:** April 9, 2026 | **Author:** Shafaq Batool | **Section:** General **URL:** https://rm.powertofly.com/up/skills-based-hiring-inclusive.md This article was updated on April 9 2026, to reflect the latest information. TL;DR: Skills-based hiring evaluates candidates on what they can actually do — not where they went to school or what their job title was. It's one of the most effective ways to build inclusive, high-performing teams. This guide covers what skills-based hiring is, why it works, how to implement it as an employer, and how candidates can use it to their advantage. As workplaces evolve, so too do hiring practices. Skills-based hiring is rapidly gaining momentum as an equitable and effective way to build strong teams. So what does it mean exactly, and what are its advantages for both employers and candidates? How can companies use it to build a more inclusive workforce? --- ### Inclusion software for 2026: 5 best options **Published:** April 8, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/inclusion-software.md This article was updated on April 8 2026, to reflect the latest information. TL;DR: Inclusion software helps organizations plan, track, and improve their equity and inclusion efforts using real data. Whether you’re looking for inclusion software that removes bias from hiring, measures belonging across teams, or delivers on-demand training, the right platform can turn your goals into measurable results. Here are six of the best options on the market right now. Inclusion software is one of the most powerful tools a company can invest in. Why? Because you can’t improve what you can’t measure. More and more organizations are turning to software to gather and analyze people data — and to make smarter, more equitable decisions as a result.Global spending on inclusion-related efforts — covering everything from employee resource groups to training platforms — was estimated at $7.5 billion in 2020 and projected to more than double to $15.4 billion by 2026, according to McKinsey. That number has arrived. The organizations making the most of that investment are the ones using the right tools. --- ### How companies are supporting upskilling, career pivots, and internal mobility **Published:** April 7, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/companies-supporting-upskilling-career-pivots.md Career growth doesn't look the way it used to. Instead of climbing a single ladder, today’s professionals build new skills, change direction, and grow into different roles over time. Companies that get this right hire for potential and give people room to grow into it. With learning programs, mentorship, stretch projects, and clear internal opportunities, forward-thinking companies make it easier for employees to try new paths without starting over. Here’s how four companies are supporting upskilling, career pivots, and internal mobility. Cummins At Cummins, careers are powered by possibility. We invest in continuous learning through technical training, leadership development, and digital upskilling so our employees can grow as our industry evolves. Employees are encouraged to explore new paths—across functions and regions. By promoting from within and making opportunities visible, we empower team members to pivot with confidence, expand their skills and build long, meaningful careers. Learn more about Cummins. Zillow At Zillow, career development is about creating equitable access to growth - career journeys are as unique as the people behind them. Growth here doesn’t always mean changing roles. It can mean taking on new challenges, building depth in your current position, or charting a bold new course. In 2024, Stephen attended a hiring event on a whim, looking to expand his network in the sales community. What he didn’t expect was a conversation with a Zillow employee that truly stuck. Hearing firsthand what it was like to work here sparked something bigger. Listen to his story below. Learn more about Zillow. SoftwareOne At SoftwareOne, we see upskilling and internal mobility as two sides of the same coin. By investing in continuous learning, we enable people to evolve their skills while staying true to their strengths and aspirations. We actively encourage career pivots by making opportunities visible, supporting stretch assignments, and fostering open career conversations. When talent can grow from within, teams become more engaged, resilient, and future‑ready. Empowering people to move, learn, and reinvent themselves internally is not just good talent strategy, it’s a core part of building an inclusive and sustainable organization. Learn more about SoftwareOne. Shure Shure is committed to Associate success. We help teams grow, adapt, and thrive throughout their careers through a wide range of learning and development opportunities, including technical training, leadership development programs, and access to continuous learning resources. Associates are encouraged to explore career pivots through mentorship, cross‑functional projects, and stretch assignments that build new skills and broaden perspective. Shure also prioritizes internal mobility by promoting from within and providing clear pathways for Associates to transition into new roles across teams and disciplines. By fostering a culture of learning, curiosity, and internal advancement, Shure empowers team members to shape meaningful, long‑term careers while contributing their evolving talents to the organization and preparing them to take the stage! Learn more about Shure. How to spot a company that will help you grow We love what these companies are doing to support employees and upskillers. If you're looking for a place where you can grow your career, here are a few green flags to watch for: Clear opportunities for internal mobility: can employees move across teams or roles without starting over? Access to learning and development: are there programs, stipends, or real on-the-job opportunities to build new skills? Managers who support growth: do leaders actively encourage development, or just focus on output? Visibility into career paths: is it clear what growth looks like and how to get there? A culture that values curiosity: are employees encouraged to try new things, ask questions, and evolve? Real examples of growth: do people actually move up, pivot, or expand their roles over time? Finding the right company isn't just about landing a job. It's about finding a place where you can keep growing long after you start. Browse open roles on PowerToFly's job board: --- ### Talent acquisition vs. recruitment: What’s the difference? **Published:** April 6, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/talent-acquisition-vs-recruitment.md TL;DR: Recruitment and talent acquisition aren’t the same thing — even though most of us use the terms interchangeably. Recruitment is a reactive, role-by-role process focused on filling open seats. Talent acquisition is a long-term strategy for building the workforce your company will need down the road. Understanding the difference helps HR leaders make smarter hiring decisions, reduce turnover, and stop playing catch-up every time a position opens up. Here’s a scenario that probably sounds familiar: an employee turns in their 2-week notice, and suddenly everyone’s scrambling. Job descriptions get dusted off, job boards get flooded, and the hiring team races to fill the seat before the departure date hits. That’s recruitment doing its job — and sometimes, that’s exactly the right tool. But if that’s the only hiring motion your organization knows, you’ve got a problem. The companies that consistently land great talent have built something different: a talent acquisition function connected to business goals, working candidate pipelines, and a clear picture of what the company needs next year. This article breaks down what distinguishes talent acquisition vs. recruitment, when each approach makes sense, and how to build a strategy that covers both. --- ### How Salesforce made 57 quality hires while shifting to a hub-based workforce model **Published:** April 2, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/case-studies/salesforce-case-study.md --- ### What military life and parenting taught Nestlé's chief legal officer about leadership **Published:** April 1, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/nestle-legal-officer-leadership-lessons.md Meet Barbara Sanchez, Chief Legal Officer at Nestlé U.S.A. TL;DR: Barbara Sanchez’s path to the top of Nestlé’s legal team wasn’t linear — it was shaped by military moves, six children, and a willingness to raise her hand for every new challenge. As chief legal officer at Nestlé U.S.A., she leads a team of 46 and champions a leadership style rooted in resilience, flexibility, and seeing the best in every individual. Her story shows what’s possible when a company makes room for people with non-traditional backgrounds to grow. Barbara Sanchez didn’t follow your typical path into corporate law. She entered law school as a non-traditional student with five children at home and a spouse in the military. She worked intently to graduate at the top of her class while supporting her family. And all of that hard work paid off. Today, Barbara leads a legal team of about 46 people as chief legal officer at Nestlé U.S.A. And she’ll be the first to tell you that none of it happened according to plan. “We are all just doing our best,” Barbara said with a laugh. “That’s all we’re doing out there.” But behind that humility is a career defined by taking chances, embracing change, and treating every new role like an opportunity to learn. We sat down with Barbara to hear how military family life shaped her leadership, why she fell in love with Nestlé, and what she looks for when building a team. --- ### IT and software interview questions and how to answer them **Published:** March 30, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/it-software-interview-questions-answers.md TL;DR: Software interview questions typically fall into four categories — technical knowledge, coding and problem-solving, behavioral, and role-specific. Whether you’re preparing for a software developer role or an IT support position, most interviews follow predictable patterns. This guide breaks down real questions from each category, walks you through answer strategies, and shares tips for standing out — even if you’re early in your tech career. Software interview questions don’t have to feel like a pop quiz you can't study for. Most tech interviews follow a clear structure, and once you know the patterns, you can prepare with confidence. The demand is real. The U.S. Bureau of Labor Statistics (BLS) projects roughly 317,700 openings per year in computer and IT occupations through 2034. Software developer roles are expected to grow 15% over that period — much faster than average. And Robert Half’s 2026 research found that 61% of technology leaders plan to grow their teams this year, even as 65% say finding skilled professionals is harder than 12 months ago. Companies are hiring and they need people who show up prepared. Let’s dig into the questions you’ll face and how to answer them well. --- ### A look at Empower Her 2026 **Published:** March 27, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/a-look-at-empower-her-2026.md PowerToFly proudly hosted our annual Empower Her: Advancing Women in the Workplace & Beyond, virtual summit & job fair highlighting women across tech, business and public policy alongside some amazing allies on March 18th & 19th 2026. Featuring over six hours of workshops and fireside chats, our featured speakers shared insights on such topics as inclusive leadership, avoiding burn out, combatting imposter syndrome, navigating career breaks and so much more. We wrapped up the event with a virtual job fair featuring thousands of open roles across all skill levels. Still looking for an open role? Check out our sponsors' pages on PowerToFly to apply directly for new opportunities. For more resources including recordings of all of the summit talks, just check out the tools and links below. --- ### How Courtney Wright built a career at Cummins — starting with an apprenticeship **Published:** March 26, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/cummins-apprenticeship-career-courtney-wright.md Meet Courtney Wright, global mobility specialist at Cummins. TL;DR: Courtney Wright joined Cummins as an HR apprentice during the pandemic, without a university degree or a clear career plan. Three years later, she’s a global mobility specialist helping employees relocate across borders — and leading Pride initiatives across Europe. Her story shows what a career at Cummins can look like when a company invests in potential over pedigree. Courtney Wright finished school early. Not by choice: the COVID pandemic cut her A-level exams short, and she went straight into lockdown without a plan. She didn’t want to go to university. She wasn’t sure what career she wanted. And she’d been told by multiple employers that she didn’t have enough experience for the roles she was applying to. Three years later, she’s a global mobility specialist at Cummins, helping employees and their families relocate across borders. She leads Pride events in her community. And she can jump on a call with anyone, anywhere, with confidence, something she says would have been unthinkable when she started. Here's how she got there. --- ### Engineering careers at Contentful: powering digital content **Published:** March 24, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/contenful-engineering-careers.md At Contentful, engineering teams are building the foundation for how digital content is created, managed, and delivered at scale. From powering modern content platforms to developing AI-driven tools for marketers, their work enables companies around the world to create seamless digital experiences. 🎥 In this video, María Robledo, VP of Engineering at Contentful, shares how her teams are shaping the future of content, and what it’s like to build products that support developers, marketers, and global brands. 💡 Here’s a sneak peek at what you’ll learn: ✔️ How Contentful’s engineering teams build and scale a modern content platform ✔️ How AI is transforming workflows for marketers and content creators ✔️ How teams collaborate across disciplines to deliver impactful products ✔️ The qualities that help engineers succeed at Contentful 💬 As María shares, success on her teams comes down to strong ownership, collaboration, and a focus on outcomes that truly move the business forward. 📢 Ready to take the next step? Explore Contentful engineering careers and apply today! 🔗 Connect with Contenful If you want to learn more about Contentful careers, you can connect with María Robledo and Contentful on LinkedIn. Don’t forget to mention this video! María Robledo Contentful Talent Network 💡 More about Contentful Contentful is a leading digital experience platform that helps modern businesses meet the growing demand for engaging, personalized content at scale. By blending composability with native AI capabilities, Contentful enables dynamic personalization, automated content delivery, and real-time experimentation, powering next-generation digital experiences across brands, regions, and channels for more than 4,200 organizations worldwide. More than 700 people from over 70 nations contribute their energy and creativity to Contentful, working from hubs in Berlin, Denver, San Francisco, London, New York, and distributed around the world. --- ### What's happening with the return to office movement? **Published:** March 23, 2026 | **Author:** Shafaq Batool | **Section:** General **URL:** https://rm.powertofly.com/up/navigating-return-to-office.md This article was updated on March 24, 2026, to reflect the latest statistics and information. TL;DR: The return to office movement is reshaping workplaces, but employees are pushing back — hard. PowerToFly’s What Talent Wants in 2025 survey found that 92% of professionals would leave their current role for one with better flexibility. Meanwhile, demand for experienced remote and hybrid workers actually grew 19.8% year over year in Q4 2025, according toToptal’s High-Skilled Job Report. This guide breaks down why employees resist return to office mandates, how the modern workplace has evolved, why inclusivity matters in RTO planning, and eight practical strategies to navigate the transition without losing top talent. The return to office (RTO) movement is probably one of the most hotly contested topics in the modern workplace. Companies around the world are wrestling with managing these transitions while also trying to address their employees’ concerns. According to PowerToFly’s What Talent Wants in 2025 survey, 92% of professionals would leave their current role if they found a remote opportunity. Employees cite a lack of flexibility, longer commute times, and higher costs as primary reasons for their resistance. For example, in cities like New York City, where congestion pricing tolls were implemented on January 5, 2025, the discussion about commute costs has taken on new significance. Passenger cars now pay $9 per trip during peak hours with E-ZPass — and after one year, the program has reduced traffic in the toll zone by 11%. These tolls, intended to ease gridlock and fund public transportation, add another layer of complexity for businesses asking employees to return to office. Given these constraints, how can organizations find an equilibrium between organizational goals and employee needs? --- ### How to measure and improve quality of hire **Published:** March 23, 2026 | **Author:** Marcelo Teo | **Section:** General **URL:** https://rm.powertofly.com/up/measure-quality-of-hire.md TL;DR: Quality of hire measures how well new employees perform, contribute, and stay over time — and it’s the recruiting metric that matters most for long-term business success. This guide covers how to define quality of hire for your organization, build a measurement formula using performance data and retention rates, and apply five proven strategies to improve it. We also dig into why quality of hire is especially critical when hiring for AI and technical roles, where mis-hires are costly and talent is scarce. Quality of hire is one of the most talked-about recruiting metrics (and one of the hardest to pin down). While many talent acquisition (TA) teams still default to tracking time-to-fill or cost-per-hire, those metrics only tell you how fast and cheap your process is. They don’t tell you whether the people you’re hiring are actually any good. That’s a problem. According to the U.S. Department of Labor, a bad hire can cost at least 30% of the employee’s first-year earnings. The Society for Human Resource Management (SHRM) puts the full cost of replacing an employee even higher — anywhere from one-half to two times their annual salary. For specialized roles like AI engineers, where salaries already carry a 28% premium over traditional tech positions, the math gets painful fast. The good news is you don’t need a perfect formula to start measuring and improving the quality of the people you hire. Here’s how to do it. --- ### How to prioritize a skills-based workforce **Published:** March 18, 2026 | **Author:** Akanksha Holani | **Section:** General **URL:** https://rm.powertofly.com/up/prioritize-a-skills-based-workforce.md This article was updated on March 18, 2026, to reflect the latest statistics and information. TL;DR: A skills-based workforce focuses on what employees can do — not just their degrees or job titles. With 72% of employers struggling to find skilled talent, companies that prioritize skills in hiring, development, and workforce planning are seeing stronger retention, faster talent deployment, and greater agility. This guide walks through five practical steps to build a skills-based workforce, from rethinking how you evaluate candidates to creating upskilling programs that actually stick. Building a skills-based workforce is one of the most effective ways for employers to close the growing talent gap. According to ManpowerGroup’s 2026 Talent Shortage Survey, nearly three in four employers worldwide can't find people with the skills they need — a figure that’s roughly doubled since 2014. The workforce isn't necessarily unqualified. But the skills employers need are changing fast, and traditional hiring methods aren't keeping up. The World Economic Forum’s Future of Jobs Report 2025 projects that 39% of workers’ core skills will change by 2030. At the same time, 170 million new roles are expected to be created globally, while 92 million will be displaced. That's a net gain of 78 million jobs — but only for businesses and workers who can adapt. So how do you build a workforce that's ready? It starts with putting skills at the center of every talent decision. --- ### 12 things you need for a positive candidate experience in 2026 **Published:** March 16, 2026 | **Author:** PowerToFly | **Section:** General **URL:** https://rm.powertofly.com/up/12-things-you-need-for-a-positive-candidate-experience.md This article was updated on March 17, 2026, to reflect the latest statistics and information. TL;DR: A positive candidate experience is one of the most effective ways to attract and retain top talent. Nearly 78% of applicants say the hiring process reveals how a company treats its people — and 58% won’t apply again after a bad one. This guide covers 12 practical steps to improve your candidate experience, from writing better job descriptions to creating more accessible into onboarding. The ups and downs of the job search process can be exhausting for both the job seeker and the hiring team. But as a talent leader, you can make the candidate experience better from the inside out. A positive candidate experience is essential for recruiting and hiring top talent. Nearly four out of five applicants believe that the candidate experience reveals how a company treats its people — and when it’s bad, they run away. In fact, 58% of candidates will never apply again to a company after a negative candidate experience. According to our What Talent Wants in 2025 report, job seekers confront substantial challenges, with 63% encountering ghosting and 60% experiencing fake job descriptions during the interview process. These frustrations prevent companies from hiring top talent and undermine employer branding. Furthermore, emphasis on degree-based hiring (43%) and a lack of transferable skills (40%) intensify exclusionary practices, putting diverse candidates at a disadvantage. With more available jobs than job seekers right now, your process must be competitive to attract the best people. Below, we’ll share some key ways for your organization to create a positive candidate experience, including the things talent outright expects to see today. ## Contributors & Authors - [williamchichester](https://rm.powertofly.com/u/williamchichester) - [susanrietano1](https://rm.powertofly.com/u/susanrietano1) - [marchelleabrahams](https://rm.powertofly.com/u/marchelleabrahams): Writer by day, dream catcher by night. Marchelle Abrahams cut her teeth during the infancy of the in... - [kelleybiskupiak](https://rm.powertofly.com/u/kelleybiskupiak) - [susanrietanodavey](https://rm.powertofly.com/u/susanrietanodavey) - [Arthur Admin](https://rm.powertofly.com/u/arthuradmin) - [johnadcock](https://rm.powertofly.com/u/johnadcock) - [colettehart](https://rm.powertofly.com/u/colettehart) - [reneeopatz](https://rm.powertofly.com/u/reneeopatz) - [claystarr](https://rm.powertofly.com/u/claystarr) ## API Access & Integration - [Search](https://rm.powertofly.com/search): Site-wide content search - [Main RSS Feed](https://rm.powertofly.com/feeds/feed.rss): Latest content in RSS format ## Optional - [Navigation index (llms.txt)](https://rm.powertofly.com/llms.txt): Compact section index with markdown links for every section - [Main RSS Feed](https://rm.powertofly.com/feeds/feed.rss): Latest content in RSS format ## Content Discovery - **Search Interface:** https://rm.powertofly.com/search - **All Sections:** Each section available at `https://rm.powertofly.com/[section-path]/index.md` - **Individual Posts:** Each post available at its URL with `.md` extension - **RSS Feeds:** Main feed at `https://rm.powertofly.com/feeds/feed.rss`, section feeds at `https://rm.powertofly.com/feeds/[section-path].rss` ## How to Use This Content 1. **For Site Overview:** Review the "Site Structure" section to understand content organization 2. **For Specific Topics:** Use section-specific RSS feeds or browse section markdown pages 3. **For Recent Updates:** Check the "Recent Content" section for latest articles 4. **For API Access:** Use the documented endpoints for programmatic access 5. **For Individual Articles:** Access any post by appending `.md` to its URL --- *This complete content index contains 100 recent posts and represents the current state of PowerToFly as of September 27, 2026 04:29:41. For the most up-to-date navigation structure, see the main llms.txt file at https://rm.powertofly.com/llms.txt*