Tech news

The Partnership Brings Together Payroll Tax Calculation and Compliance to Expand in the U.S. Enterprise Market Asure Software, Inc. , a leading provider of cloud-based Human Capital Management software and payroll tax management solutions, and Vertex, Inc., the Decision-to-Defense global indirect tax and compliance company, announced a strategic partnership designed to deliver an improved payroll tax calculation and compliance offering to the U.S. enterprise market. The partnership includes Vertex’s payroll tax calculation technology with Asure’s Payroll Tax Management infrastructure for tax filing, remittance, W-2 processing, agency notice management and interaction with thousands of federal, state and local taxing authorities. For Asure, the agreement creates an important new distribution channel for its Payroll Tax Management business and provides an opportunity to expand Asure’s share of the U.S. payroll tax compliance market. “This partnership has the potential to improve acc...

Shenouda will take on an expanded leadership role focusing on artificial intelligence, automation, operating leverage, and enterprise execution Alliant Underwriting Solutions (AUS), the program administrator division of Alliant Insurance Services, has named Shaun Shenouda Divisional Chief Operating Officer and AI Transformation Officer. In his new role, he will guide AUS’ operational strategy and advance transformational change across the division. Catch more HRTech Insights: HRTech Interview with Dave Hilton, CPO at O.C. Tanner “Shaun brings a strong combination of strategic perspective, operational leadership, and experience driving change,” said Bill Mecklenburg, Executive Vice President and Senior Managing Director of Alliant Underwriting Solutions. “His appointment reflects our commitment to evolving how we operate and building capabilities that position AUS for continued growth.” As Divisional COO and AI Transformation Officer, Shenouda will lead AUS’ efforts in artific...

Asana joins Workday, iCIMS, Greenhouse, and BambooHR in bringing one-way, live, AI interviews and pre-hire assessments into the tools hiring teams already use. Jobma, the intelligent, human-first hiring system, today announced the growth of its integration ecosystem, now spanning more than 70 native integrations across applicant tracking systems (ATS), HRIS, background check providers, job boards, and work management tools. With 70+ native integrations, including Workday, Greenhouse, and our newest Asana connection, Jobma brings verified, fraud-resistant interviews right into the tools hiring teams already use.” — Mandeep Sodhi Jobma is the only interviewing and assessment platform that pairs 70+ native integrations with built-in interview fraud prevention, so hiring teams can run verified video interviews and pre-hire assessments without leaving their existing workflow. Catch more HRTech Insights:  HRTech Interview with Emma Lavelle, Chief Operating Officer, UneeQ Most hiring ...

Across 3 weeks, 2 continents, and 3 of HR tech’s biggest stages, 1 theme stood out: skills are becoming the foundation for how work gets planned in the AI era. iMocha, a leading Skills and Work Intelligence platform, recently participated in three of the most influential global HR technology events of the year: SAP SuccessConnect 2026 and Workday Rising 2026 in Las Vegas, and UNLEASH Paris 2026. Across three back-to-back weeks in October, the iMocha leadership team engaged with customers, partners, and HR, talent, and L&D leaders from global enterprises. The conversations pointed to a clear shift in how organizations are approaching AI and workforce transformation. Leaders are moving beyond adding AI to existing workflows and are now rethinking how work gets done, starting with a trusted, connected view of the skills their people bring. SAP SuccessConnect 2026, Las Vegas (October 5–7) At SAP SuccessConnect, iMocha welcomed customers, partners, and HR leaders at the Las Ve...

Partnership opens a significant new market for Chegg Skills, bringing more than 200 courses in AI, cybersecurity, data analytics, and professional skills to government and defense agencies Chegg, Inc. , a global learning and employability company, announced a partnership between Chegg Skills, its workforce learning business, and PowerTrain, Inc., a provider of learning, workforce development, and secure technology solutions. Catch more HRTech Insights: HRTech Interview with Elizabeth Andora, Chief People Officer at DHI Group, Inc. The partnership will enable government and defense agencies to access more than 200 Chegg Skills courses through PowerTrain’s Callisto learning platform, spanning areas such as AI, cybersecurity, data analytics, and business communications. With established customers including the military services, Defense agencies, the Department of Homeland Security, and other federal agencies, PowerTrain provides Chegg Skills with a new route into the signi...

More than a third of workers have experienced AI-related job displacement firsthand or know someone who has A surprising new trend is emerging in workplaces : employees who are replaced by AI, only to be asked back by the same employer months later. New research from SHL , the global leader in talent insight, has identified the “AI rebounding” trend, which is making workers more demanding, impacting more of the workforce than most leaders realize, and hitting younger workers the hardest. Catch more HRTech Insights: HRTech Interview with Elizabeth Andora, Chief People Officer at DHI Group, Inc. “Organizations are making fast, sometimes myopic, decisions about their people based on an incomplete picture of what their employees can do with or without AI,” said Lucy Beaumont, global senior vice president of product and design at SHL. While one in 13 (8%) workers say they would refuse to return under any circumstances after being replaced by AI, most rebound...

Succession planning is a recurring human resource exercise meant to ensure that employees are prepared to step up a notch in the event of inevitable changes in leadership or other critical vacancies. Organizations may perform frictional annual talent reviews, utilize performance appraisals, seek leadership nominations, and keep lists of employees who would be suitable replacements for key roles. This is a formal way of identifying potential leaders, but usually it is based on management opinion, past performance, and data at particular points in time. The problem is that business needs do not fit neatly into an annual calendar. A senior executive may leave without warning, a specialist with institutional knowledge may retire, or reorganization may create entirely new responsibilities. And new skills may emerge, driven by technology and new market scenarios, which had not been foreseen in the succession plan. Thus, “companies may end up lacking the knowledge or skills/and or readi...