Ruben Vermaak

🎰 What happens in Vegas doesn’t stay in Vegas, especially when it’s about the future of work. Back from HR Tech 2025 in Vegas, where one thing was clear: HR Tech is all about AI. But equally, it is all about being Human. After all, the “H” in HR has never mattered more. AI may be the accelerator. Humans are the advantage. Between customer conversations, partner catch-ups, and demos in the AI Playground (great name btw), here are my 5 takeaways: 1️⃣ We are wired to disrupt Status quo is the enemy. Reinventing ourselves with AI can feel daunting, but humans are built for it. 2️⃣ The world is changing faster than we think Even the Fastener Expo (yes, nuts and bolts!) next door had a session on AI. If even nuts and bolts are being reimagined, no industry is standing still. 3️⃣ Be both an AI optimist and realist Optimism fuels progress. Realism builds trust. The future demands both. 4️⃣ Tech’s impact is misunderstood in time horizons We overestimate the impact of AI in the short term and underestimate it in the long term. HR leaders must be deliberate and bold. 5️⃣ Work is where purpose meets possibility A job is not just a paycheck. It is a stepping stone to confidence, growth, and a brighter future. Every opportunity to work is an opportunity to dream bigger. And as AI reshapes the workplace, our responsibility is clear: ensure technology expands access to opportunity, not replaces it. That is the future of work worth building. 💡 My final reflection: It's not just about the future of work. It's about the future of people at work. 🌍 🙏 Special shoutout to Nickle LaMoreaux, James Patterson, Patrick Leddin, PhD for inspiring these takeaways, Dave Tuttle, Adam Stafford, Jonathan Zila, Moshe Kigler, Jason Casey for the meaningful conversations that sparked new ideas, and the amazing Talent.com team for making it even more impactful. #HRTech #FutureOfWork #AI #HRInnovation #Leadership #TalentAcquisition

150

3 commentaren

Thrilled to announce the launch of Recruiter Professional Services Plus (RPS+) across EMEA! RPS+ is your AI-powered edge in staffing – built to help you find better candidates, boost recruiter productivity, and grow your business, on the world’s most dynamic talent network. #RPSPlus is built for staffing firms where speed and quality aren’t optional, they’re everything. RPS+ combines LinkedIn’s unmatched data with AI-driven capabilities, like Hiring Assistant, to surface high quality candidates you might otherwise miss, automate repetitive tasks, and give recruiters more time for the conversations that win business. This is a big step forward for our industry, and I’m proud to see how it’ll help teams deliver stronger shortlists and better client outcomes. Learn more about what RPS+ can do for your team: http://lnkd.in/RPS-Plus #LinkedInRPSPlus

117

1 commentaar

The HR market in Europe is changing faster than ever. Automation and AI are now part of everyday business, and at Grupa Pracuj we keep investing in technologies that support both employers, candidates and employees. In the first half of 2025 we achieved another period of solid growth: 🚀 Revenue: PLN 409m (+5% y/y) 🚀 EBITDA: PLN 185m (+9% y/y) What makes us proud is the balance of this growth: Job Classifieds: Pracuj.pl reached a record 61k active clients, and robota.ua saw a 16% increase in applications – clear proof that innovation delivers real results. HR Software (SaaS): eRecruiter, softgarden and Kadromierz achieved 14.5% MRR growth, showing the scalability and relevance of our solutions across Europe. A big thank you to our teams for their courage to innovate, and to our clients for their trust. Together we’re building Europe’s leading HR Tech platform – innovative, resilient, and scalable. I truly believe HR Tech will be one of the main forces shaping the future of work in Europe. #HRTech #FutureOfWork #Innovation

136

10 commentaren

Explaining position management to HR: Imagine you’re running a hotel. Your hotel has 10 rooms. Some are big, some are small, and some have cool views. Each room has its own number and type. Now, different guests come and go. Sometimes your friends stay for one night, sometimes for a whole week. The important thing: You always keep track of the rooms, no matter who’s sleeping in them. When someone leaves, the room is empty, but it’s still there, waiting for the next guest. Position management is like this: The rooms are the positions (like jobs) in a company. The guests are the employees (the people who do the jobs). You need to know: How many rooms (jobs) you have What type of rooms (what kind of jobs) Which rooms are empty (which jobs are open) And who is staying in each room (who is doing each job) Why? Because if you only keep track of the guests (people) and forget about the rooms (jobs), you’ll get confused. You won’t know which jobs you really need or which ones are empty. So good position management means always knowing what jobs you need. No matter who comes and goes.

125

23 commentaren

In the agency world, there’s a lot of talk about positioning, product, and pricing. But no one is talking about operating systems. We’re entering a new era: → Smaller teams. → New blended talent ecosystems. → AI making “effort” redundant. But most agencies don’t have a commercial model that supports leaner, faster teams. The systems they’re running on? Obsolete. Our programme methodology helps agencies transition from legacy workflows to a value-led operating system by: 1. Learning a new language and set of behaviours. 2. Redesigning the operating model through a ‘value creation’ lens. 3. Building a new commercial foundation. Because sustained long-term growth isn’t just built on products and pricing. It’s the result of a new operating system. Discover our approach: https://lnkd.in/eekp4hGz

71

7 commentaren

10 questions People Leaders should ask their CFO (if you want to drive real business impact) If your People Team wants to move beyond being a “support function” and become a growth engine, you need one thing: Better conversations with your CFO. Why? Because you can’t build a talent strategy that drives growth or efficiency without understanding the financial engine of the business. The answers to these questions connect people decisions to revenue, margin, and profitability. Here’s your 10-question checklist for your next CFO conversation: 1. What are our revenue growth targets for the next 12–24 months? Why it matters: Guides hiring pace and workforce planning. 2. Where is the biggest pressure on margins? Why it matters: Focus cost discipline and redesign workflows. 3. Which product lines or segments are most critical to hitting targets? Why it matters: Prioritize retention and leadership where it matters most. 4. How do you measure productivity - revenue per FTE, EBITDA per headcount? Why it matters: Align talent metrics with financial metrics. 5. What’s our OpEx ratio vs. revenue - and where do people costs fit? Why it matters: Reveals if labor costs outpace growth. 6. Which roles have the highest ROI on revenue or margin? Why it matters: Drive smarter compensation and hiring focus. 7. Where are we overspending due to inefficiency? Why it matters: Spot automation and reskilling opportunities. 8. What’s our current and forecasted EBITDA, and what scenarios improve it? Why it matters: Tie people strategy directly to profitability. 9. How do headcount and comp tie into investor or board commitments? Why it matters: Align hiring velocity and pay with financial expectations. 10. Where do you need People to help drive efficiency without killing growth? Why it matters: Position HR as a strategic problem-solver. Bonus questions that add value and depth to your conversation: Strategy: “What bets are we making to win, and how do we amplify them?” Financial: “What financial risk keeps you up at night, and how can People help?” Culture: “Which leadership behaviors worry you most financially?” Why these questions matter ... Every answer helps your People team turn financial signals into talent actions: High CAC? Improve sales enablement, not just headcount. Margin pressure? Automate and reskill before hiring. Product delays? Link retention to roadmap, not perks. Bad financial stewardship? Train leaders on workforce planning and cost accountability ... Because every talent decision is a financial decision. Your CFO owns the scorecard for your strategy. If HR wants impact, start by asking better questions, and then use the answers to drive revenue and profitability.

348

42 commentaren