Atlas is proud to be the Presenting Sponsor at PeopleMatter TechHR India, Asia's largest HR and WorkTech Conference, 4-5 August.
Our Founder and CEO Rick Hammell will be presenting a "Mega Keynote" on how innovative companies can unlock the power of borderless hiring and deliver the best human experience possible for their global talent.
In the leadup to the event, PeopleMatters interviewed Hammell about some of the challenges faced by employers in the new world of work. The transcript is below, lightly edited for clarity.
PeopleMatters: As you rethink what’s possible for employers with #FreshEyes, what does the future look like to you?
The future of work means changes in how and where we work, the workforce and the workplace. Employers now realize that the playing field for the global talent pool has widened. Similarly, employees realize the flexibility they have in working for a company anywhere in the world.
Atlas was built with these changes in mind. We connect innovative companies and global talent. And we understand that employers want one solution and one platform to support their global hiring and expansion needs.
Intuitive automation and AI-powered insights are essential to the Atlas HXM platform, making it simple to manage global people operations, but that doesn’t replace the human interaction needed to support our customers and their talent in the rapidly changing environment. That’s why we think that companies who prioritize the daily #HumanExperience of their team members will succeed.
PeopleMatters: Zooming out a bit, what are some of the major economical, behavioral and societal shifts that will affect the current design of work?
The future of work has arrived, and it’s significantly impacted all aspects of life. As companies embrace remote work, they’re reconsidering office space or downsizing. Working from home is now a viable option for many people and doesn’t require going into the office.
Similarly, talent doesn’t feel obligated to live in proximity of their office. Consequently, people are moving to locations that better suit their lifestyles.
One of the major behavioural shifts we’ve seen in light of the changing workforce is the shift of power from organizations to their people. As a result, talent is no longer at the mercy of their employers, which means companies are working harder to attract and retain talent through better benefits, higher compensations, learning and development opportunities and overall flexibility.
From a societal perspective, organizational agility has become essential.
This was evident during the pandemic and continues to be the case. Businesses must be prepared to quickly adapt to changing needs, new opportunities and a fluctuating market. Technology has also impacted all aspects of life, including work. Customers want to be guided through the buyer journey in a streamlined, simplified manner. Companies are making this happen through automated, intuitive software, leveraging data to meet the future needs of their customers.
Businesses are waking up to new opportunities and in order to be competitive, employers have to learn to be more flexible. Companies of any size can now be borderless, accessing talent not just regionally but in every corner of the world and taking themselves from a local start-up to a global business in a matter of days, no longer years.
PeopleMatters: Zooming in on the artificial barriers we need to overcome, what are some of the obstacles employers face in capturing opportunities?
Organizations are rethinking their global people strategies. Many are looking outside their own communities to hire talent and tapping high-skilled workers all over the world. But entering a new market is complicated, typically requiring local entity set up.
Those entering a new market should be prepared to encounter high start-up costs in certain countries, a lengthy and costly process. Additionally, certain markets are notoriously difficult to conduct business.
The best solution is to engage a partner that can equip you with the right tools and resources to enter the desired market and continue to support you through onboarding, managing and paying global talent.
Come visit Atlas at Booth P1 at PeopleMatters TechHR 2022 and get an in-person demo of the Atlas platform: https://hubs.la/Q01gbmXq0
Atlas is proud to be the Presenting Sponsor at PeopleMatter TechHR India, Asia's largest HR and WorkTech Conference, 4-5 August.
Our Founder and CEO Rick Hammell will be presenting a "Mega Keynote" on how innovative companies can unlock the power of borderless hiring and deliver the best human experience possible for their global talent.
In the leadup to the event, PeopleMatters interviewed Hammell about some of the challenges faced by employers in the new world of work. The transcript is below, lightly edited for clarity.
PeopleMatters: As you rethink what’s possible for employers with #FreshEyes, what does the future look like to you?
The future of work means changes in how and where we work, the workforce and the workplace. Employers now realize that the playing field for the global talent pool has widened. Similarly, employees realize the flexibility they have in working for a company anywhere in the world.
Atlas was built with these changes in mind. We connect innovative companies and global talent. And we understand that employers want one solution and one platform to support their global hiring and expansion needs.
Intuitive automation and AI-powered insights are essential to the Atlas HXM platform, making it simple to manage global people operations, but that doesn’t replace the human interaction needed to support our customers and their talent in the rapidly changing environment. That’s why we think that companies who prioritize the daily #HumanExperience of their team members will succeed.
PeopleMatters: Zooming out a bit, what are some of the major economical, behavioral and societal shifts that will affect the current design of work?
The future of work has arrived, and it’s significantly impacted all aspects of life. As companies embrace remote work, they’re reconsidering office space or downsizing. Working from home is now a viable option for many people and doesn’t require going into the office.
Similarly, talent doesn’t feel obligated to live in proximity of their office. Consequently, people are moving to locations that better suit their lifestyles.
One of the major behavioural shifts we’ve seen in light of the changing workforce is the shift of power from organizations to their people. As a result, talent is no longer at the mercy of their employers, which means companies are working harder to attract and retain talent through better benefits, higher compensations, learning and development opportunities and overall flexibility.
From a societal perspective, organizational agility has become essential.
This was evident during the pandemic and continues to be the case. Businesses must be prepared to quickly adapt to changing needs, new opportunities and a fluctuating market. Technology has also impacted all aspects of life, including work. Customers want to be guided through the buyer journey in a streamlined, simplified manner. Companies are making this happen through automated, intuitive software, leveraging data to meet the future needs of their customers.
Businesses are waking up to new opportunities and in order to be competitive, employers have to learn to be more flexible. Companies of any size can now be borderless, accessing talent not just regionally but in every corner of the world and taking themselves from a local start-up to a global business in a matter of days, no longer years.
PeopleMatters: Zooming in on the artificial barriers we need to overcome, what are some of the obstacles employers face in capturing opportunities?
Organizations are rethinking their global people strategies. Many are looking outside their own communities to hire talent and tapping high-skilled workers all over the world. But entering a new market is complicated, typically requiring local entity set up.
Those entering a new market should be prepared to encounter high start-up costs in certain countries, a lengthy and costly process. Additionally, certain markets are notoriously difficult to conduct business.
The best solution is to engage a partner that can equip you with the right tools and resources to enter the desired market and continue to support you through onboarding, managing and paying global talent.
Come visit Atlas at Booth P1 at PeopleMatters TechHR 2022 and get an in-person demo of the Atlas platform: https://hubs.la/Q01gbmXq0
Atlas is proud to be the Presenting Sponsor at PeopleMatter TechHR India, Asia's largest HR and WorkTech Conference, 4-5 August.
Our Founder and CEO Rick Hammell will be presenting a "Mega Keynote" on how innovative companies can unlock the power of borderless hiring and deliver the best human experience possible for their global talent.
In the leadup to the event, PeopleMatters interviewed Hammell about some of the challenges faced by employers in the new world of work. The transcript is below, lightly edited for clarity.
PeopleMatters: As you rethink what’s possible for employers with #FreshEyes, what does the future look like to you?
The future of work means changes in how and where we work, the workforce and the workplace. Employers now realize that the playing field for the global talent pool has widened. Similarly, employees realize the flexibility they have in working for a company anywhere in the world.
Atlas was built with these changes in mind. We connect innovative companies and global talent. And we understand that employers want one solution and one platform to support their global hiring and expansion needs.
Intuitive automation and AI-powered insights are essential to the Atlas HXM platform, making it simple to manage global people operations, but that doesn’t replace the human interaction needed to support our customers and their talent in the rapidly changing environment. That’s why we think that companies who prioritize the daily #HumanExperience of their team members will succeed.
PeopleMatters: Zooming out a bit, what are some of the major economical, behavioral and societal shifts that will affect the current design of work?
The future of work has arrived, and it’s significantly impacted all aspects of life. As companies embrace remote work, they’re reconsidering office space or downsizing. Working from home is now a viable option for many people and doesn’t require going into the office.
Similarly, talent doesn’t feel obligated to live in proximity of their office. Consequently, people are moving to locations that better suit their lifestyles.
One of the major behavioural shifts we’ve seen in light of the changing workforce is the shift of power from organizations to their people. As a result, talent is no longer at the mercy of their employers, which means companies are working harder to attract and retain talent through better benefits, higher compensations, learning and development opportunities and overall flexibility.
From a societal perspective, organizational agility has become essential.
This was evident during the pandemic and continues to be the case. Businesses must be prepared to quickly adapt to changing needs, new opportunities and a fluctuating market. Technology has also impacted all aspects of life, including work. Customers want to be guided through the buyer journey in a streamlined, simplified manner. Companies are making this happen through automated, intuitive software, leveraging data to meet the future needs of their customers.
Businesses are waking up to new opportunities and in order to be competitive, employers have to learn to be more flexible. Companies of any size can now be borderless, accessing talent not just regionally but in every corner of the world and taking themselves from a local start-up to a global business in a matter of days, no longer years.
PeopleMatters: Zooming in on the artificial barriers we need to overcome, what are some of the obstacles employers face in capturing opportunities?
Organizations are rethinking their global people strategies. Many are looking outside their own communities to hire talent and tapping high-skilled workers all over the world. But entering a new market is complicated, typically requiring local entity set up.
Those entering a new market should be prepared to encounter high start-up costs in certain countries, a lengthy and costly process. Additionally, certain markets are notoriously difficult to conduct business.
The best solution is to engage a partner that can equip you with the right tools and resources to enter the desired market and continue to support you through onboarding, managing and paying global talent.
Come visit Atlas at Booth P1 at PeopleMatters TechHR 2022 and get an in-person demo of the Atlas platform: https://hubs.la/Q01gbmXq0
Atlas is proud to be the Presenting Sponsor at PeopleMatter TechHR India, Asia's largest HR and WorkTech Conference, 4-5 August.
Our Founder and CEO Rick Hammell will be presenting a "Mega Keynote" on how innovative companies can unlock the power of borderless hiring and deliver the best human experience possible for their global talent.
In the leadup to the event, PeopleMatters interviewed Hammell about some of the challenges faced by employers in the new world of work. The transcript is below, lightly edited for clarity.
PeopleMatters: As you rethink what’s possible for employers with #FreshEyes, what does the future look like to you?
The future of work means changes in how and where we work, the workforce and the workplace. Employers now realize that the playing field for the global talent pool has widened. Similarly, employees realize the flexibility they have in working for a company anywhere in the world.
Atlas was built with these changes in mind. We connect innovative companies and global talent. And we understand that employers want one solution and one platform to support their global hiring and expansion needs.
Intuitive automation and AI-powered insights are essential to the Atlas HXM platform, making it simple to manage global people operations, but that doesn’t replace the human interaction needed to support our customers and their talent in the rapidly changing environment. That’s why we think that companies who prioritize the daily #HumanExperience of their team members will succeed.
PeopleMatters: Zooming out a bit, what are some of the major economical, behavioral and societal shifts that will affect the current design of work?
The future of work has arrived, and it’s significantly impacted all aspects of life. As companies embrace remote work, they’re reconsidering office space or downsizing. Working from home is now a viable option for many people and doesn’t require going into the office.
Similarly, talent doesn’t feel obligated to live in proximity of their office. Consequently, people are moving to locations that better suit their lifestyles.
One of the major behavioural shifts we’ve seen in light of the changing workforce is the shift of power from organizations to their people. As a result, talent is no longer at the mercy of their employers, which means companies are working harder to attract and retain talent through better benefits, higher compensations, learning and development opportunities and overall flexibility.
From a societal perspective, organizational agility has become essential.
This was evident during the pandemic and continues to be the case. Businesses must be prepared to quickly adapt to changing needs, new opportunities and a fluctuating market. Technology has also impacted all aspects of life, including work. Customers want to be guided through the buyer journey in a streamlined, simplified manner. Companies are making this happen through automated, intuitive software, leveraging data to meet the future needs of their customers.
Businesses are waking up to new opportunities and in order to be competitive, employers have to learn to be more flexible. Companies of any size can now be borderless, accessing talent not just regionally but in every corner of the world and taking themselves from a local start-up to a global business in a matter of days, no longer years.
PeopleMatters: Zooming in on the artificial barriers we need to overcome, what are some of the obstacles employers face in capturing opportunities?
Organizations are rethinking their global people strategies. Many are looking outside their own communities to hire talent and tapping high-skilled workers all over the world. But entering a new market is complicated, typically requiring local entity set up.
Those entering a new market should be prepared to encounter high start-up costs in certain countries, a lengthy and costly process. Additionally, certain markets are notoriously difficult to conduct business.
The best solution is to engage a partner that can equip you with the right tools and resources to enter the desired market and continue to support you through onboarding, managing and paying global talent.
Come visit Atlas at Booth P1 at PeopleMatters TechHR 2022 and get an in-person demo of the Atlas platform: https://hubs.la/Q01gbmXq0
The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.
A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!
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Atlas is proud to be the Presenting Sponsor at PeopleMatter TechHR India, Asia's largest HR and WorkTech Conference, 4-5 August.
Our Founder and CEO Rick Hammell will be presenting a "Mega Keynote" on how innovative companies can unlock the power of borderless hiring and deliver the best human experience possible for their global talent.
In the leadup to the event, PeopleMatters interviewed Hammell about some of the challenges faced by employers in the new world of work. The transcript is below, lightly edited for clarity.
PeopleMatters: As you rethink what’s possible for employers with #FreshEyes, what does the future look like to you?
The future of work means changes in how and where we work, the workforce and the workplace. Employers now realize that the playing field for the global talent pool has widened. Similarly, employees realize the flexibility they have in working for a company anywhere in the world.
Atlas was built with these changes in mind. We connect innovative companies and global talent. And we understand that employers want one solution and one platform to support their global hiring and expansion needs.
Intuitive automation and AI-powered insights are essential to the Atlas HXM platform, making it simple to manage global people operations, but that doesn’t replace the human interaction needed to support our customers and their talent in the rapidly changing environment. That’s why we think that companies who prioritize the daily #HumanExperience of their team members will succeed.
PeopleMatters: Zooming out a bit, what are some of the major economical, behavioral and societal shifts that will affect the current design of work?
The future of work has arrived, and it’s significantly impacted all aspects of life. As companies embrace remote work, they’re reconsidering office space or downsizing. Working from home is now a viable option for many people and doesn’t require going into the office.
Similarly, talent doesn’t feel obligated to live in proximity of their office. Consequently, people are moving to locations that better suit their lifestyles.
One of the major behavioural shifts we’ve seen in light of the changing workforce is the shift of power from organizations to their people. As a result, talent is no longer at the mercy of their employers, which means companies are working harder to attract and retain talent through better benefits, higher compensations, learning and development opportunities and overall flexibility.
From a societal perspective, organizational agility has become essential.
This was evident during the pandemic and continues to be the case. Businesses must be prepared to quickly adapt to changing needs, new opportunities and a fluctuating market. Technology has also impacted all aspects of life, including work. Customers want to be guided through the buyer journey in a streamlined, simplified manner. Companies are making this happen through automated, intuitive software, leveraging data to meet the future needs of their customers.
Businesses are waking up to new opportunities and in order to be competitive, employers have to learn to be more flexible. Companies of any size can now be borderless, accessing talent not just regionally but in every corner of the world and taking themselves from a local start-up to a global business in a matter of days, no longer years.
PeopleMatters: Zooming in on the artificial barriers we need to overcome, what are some of the obstacles employers face in capturing opportunities?
Organizations are rethinking their global people strategies. Many are looking outside their own communities to hire talent and tapping high-skilled workers all over the world. But entering a new market is complicated, typically requiring local entity set up.
Those entering a new market should be prepared to encounter high start-up costs in certain countries, a lengthy and costly process. Additionally, certain markets are notoriously difficult to conduct business.
The best solution is to engage a partner that can equip you with the right tools and resources to enter the desired market and continue to support you through onboarding, managing and paying global talent.
Come visit Atlas at Booth P1 at PeopleMatters TechHR 2022 and get an in-person demo of the Atlas platform: https://hubs.la/Q01gbmXq0
The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.
A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!
Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.
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