600s in HRTech by RedThread Researchhttps://www.spreaker.com/podcast/600s-in-hrtech-by-redthread-research--7052308
Hosted by RedThread Research analysts, each episode features a focused conversation with a HRTech leader or product expert, asking the questions buyers actually want answered: What problem does this solve? Who isn't it right for? What did you get wrong before you got it right? What's really behind that acquisition?

Then the analyst unpacks it solo. No vendor present. You get what was genuinely useful, what was marketing, and what to push back on in your own evaluations.

600 Seconds in HRTech covers talent platforms, learning technology, people analytics tools, and more. One episode at a time, you build a clearer picture of the landscape without chasing every press release or conference session yourself.

Want to be part of the conversation? Join our community for free and connect with others shaping the future of work.

Learn more about RedThread Research here: https://redthreadresearch.com/home ]]>enBusinessRedThread Research 2026https://d3wo5wojvuv7l.cloudfront.net/t_rss_itunes_square_1400/images.spreaker.com/original/c4c052d171b2771a07ac8284f81a7db2.jpg600s in HRTech by RedThread Researchhttps://www.spreaker.com/podcast/600s-in-hrtech-by-redthread-research--7052308Thu, 27 Aug 2026 13:15:10 +0000Stacia Garr & Dani JohnsonStacia Garr & Dani Johnsonhello@redthreadresearch.com600 Seconds in HRTech is for HR leaders who are tired of vendor content that looks like research and want a faster, easier way to stay current.  Hosted by RedThread Research analysts, each episode features a focused conversation with a HRTech leader...
Hosted by RedThread Research analysts, each episode features a focused conversation with a HRTech leader or product expert, asking the questions buyers actually want answered: What problem does this solve? Who isn't it right for? What did you get wrong before you got it right? What's really behind that acquisition?

Then the analyst unpacks it solo. No vendor present. You get what was genuinely useful, what was marketing, and what to push back on in your own evaluations.

600 Seconds in HRTech covers talent platforms, learning technology, people analytics tools, and more. One episode at a time, you build a clearer picture of the landscape without chasing every press release or conference session yourself.

Want to be part of the conversation? Join our community for free and connect with others shaping the future of work.

Learn more about RedThread Research here: https://redthreadresearch.com/home ]]>false4cbc59f9-6e6e-54c2-9128-7fcca66789aeepisodicTasks Intelligence: A New Layer of Workforce Intelligence with Fuel50https://www.spreaker.com/episode/tasks-intelligence-a-new-layer-of-workforce-intelligence-with-fuel50--74687920
In this episode of 600 Seconds in HRTech, Divya Iyer, Senior Analyst at RedThread Research, sits down with Anne Fulton, CEO and founder of Fuel50, at the RedThread Summit in Snowbird, Utah, to discuss Fuel50’s latest approach to workforce intelligence and the launch of its Task Intelligence capability. 

The conversation explores why tasks are becoming an important new layer of workforce data, how organizations can identify which tasks should be automated or augmented, and why connecting tasks, skill, people, and job intelligence can help leaders make better decisions about AI adoption and workforce transformation. 


QUESTIONS ANSWERED 
What is Fuel50’s Task Intelligence? 
Fuel50’s Task Intelligence is a new layer of its workforce intelligence platform that sits alongside its existing people, skills, and job intelligence capabilities. 

The approach focuses on how AI is changing work at the task level. It helps organizations understand which tasks can be automated, where human effort can be augmented, and which activities remain strategically human. 

How can organizations help employees adapt to AI-driven change? 
Fuel50's approach emphasizes bringing employees into the transformation journey rather than treating AI adoption as something that happens solely at the organizational level. 

Employees can gain visibility into how their roles and tasks are evolving, what skills they will need, which skills they currently lack, and what learning or development activities can help them prepare for the future. 

Can mentoring and development activities be connected to business outcomes?
According to Anne, Fuel50 has seen a strong correlation between mentoring and outcomes such as promotion rates, lateral mobility, internal mobility, and skill acquisition. 

The goal is to give HR and business leaders greater visibility into which development activities are actually moving the needle, rather than simply measuring participation in learning programs. 


TIMESTAMPS 
00:00 – Introduction to Anne Fulton and Fuel50 
00:38 – Fuel50 introduces Task Intelligence 
01:20 – Why tasks are the new atomic unit of work 
02:10 – Using task intelligence to understand workforce transformation 
03:16 – Fuel50’s Predictive Skills model 
04:35 – How mentoring, mobility, and skill acquisition connect 
05:27 – Who gets access to workforce intelligence? 
06:33 – Fuel50’s approach to AI 
08:36 – Creating futures for employees through AI transformation 
09:31 – Divya’s analysis 


RESOURCES & LINKS

Learn More About Fuel50
  • Fuel50 Official Website: https://fuel50.com/ 
  • Anne Fulton on LinkedIn: https://www.linkedin.com/in/annefultonfuel50/


Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/  
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Divya Iyer on LinkedIn: https://www.linkedin.com/in/divya-iyer-63813214 
]]>https://api.spreaker.com/episode/74687920Thu, 27 Aug 2026 13:00:02 +0000Stacia Garr & Dani JohnsonHow is AI changing work at the task level, and what does that mean for workforce planning, skills development, and the future of work?  In this episode of 600 Seconds in HRTech, Divya Iyer, Senior Analyst at RedThread Research, sits down with Anne...
In this episode of 600 Seconds in HRTech, Divya Iyer, Senior Analyst at RedThread Research, sits down with Anne Fulton, CEO and founder of Fuel50, at the RedThread Summit in Snowbird, Utah, to discuss Fuel50’s latest approach to workforce intelligence and the launch of its Task Intelligence capability. 

The conversation explores why tasks are becoming an important new layer of workforce data, how organizations can identify which tasks should be automated or augmented, and why connecting tasks, skill, people, and job intelligence can help leaders make better decisions about AI adoption and workforce transformation. 


QUESTIONS ANSWERED 
What is Fuel50’s Task Intelligence? 
Fuel50’s Task Intelligence is a new layer of its workforce intelligence platform that sits alongside its existing people, skills, and job intelligence capabilities. 

The approach focuses on how AI is changing work at the task level. It helps organizations understand which tasks can be automated, where human effort can be augmented, and which activities remain strategically human. 

How can organizations help employees adapt to AI-driven change? 
Fuel50's approach emphasizes bringing employees into the transformation journey rather than treating AI adoption as something that happens solely at the organizational level. 

Employees can gain visibility into how their roles and tasks are evolving, what skills they will need, which skills they currently lack, and what learning or development activities can help them prepare for the future. 

Can mentoring and development activities be connected to business outcomes?
According to Anne, Fuel50 has seen a strong correlation between mentoring and outcomes such as promotion rates, lateral mobility, internal mobility, and skill acquisition. 

The goal is to give HR and business leaders greater visibility into which development activities are actually moving the needle, rather than simply measuring participation in learning programs. 


TIMESTAMPS 
00:00 – Introduction to Anne Fulton and Fuel50 
00:38 – Fuel50 introduces Task Intelligence 
01:20 – Why tasks are the new atomic unit of work 
02:10 – Using task intelligence to understand workforce transformation 
03:16 – Fuel50’s Predictive Skills model 
04:35 – How mentoring, mobility, and skill acquisition connect 
05:27 – Who gets access to workforce intelligence? 
06:33 – Fuel50’s approach to AI 
08:36 – Creating futures for employees through AI transformation 
09:31 – Divya’s analysis 


RESOURCES & LINKS

Learn More About Fuel50
  • Fuel50 Official Website: https://fuel50.com/ 
  • Anne Fulton on LinkedIn: https://www.linkedin.com/in/annefultonfuel50/


Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/  
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Divya Iyer on LinkedIn: https://www.linkedin.com/in/divya-iyer-63813214 
]]>736fuel50,hrtech,redthreadresearch,workforceintelligence,workforcetransformationfalse15fullThe Future of Strategic Workforce Planning: LYTIQS’s AI-Powered Approachhttps://www.spreaker.com/episode/the-future-of-strategic-workforce-planning-lytiqs-s-ai-powered-approach--74264774
In this episode of 600 Seconds in HRTech, Stacia Garr sits down with Marcus Mossberger, Chief Market Strategy Officer at LYTIQS, to explore how AI is changing strategic workforce planning and why organizations need to move beyond traditional annual headcount planning.

The conversation explores LYTIQS’s IQ Assist, an AI-enabled human-guided workforce planning accelerator designed to turn a traditionally months-long process into a starting point in minutes. Marcus explains how the technology brings together workforce, financial, and operational data, while keeping humans at the helm of the planning process.

They also discuss why workforce planning needs to connect business strategy with technology strategy, how validated skills and task-level analysis could change the way organizations think about jobs, and why HR may need to take greater ownership of work redesign as AI changes how work gets done.

As Marcus puts it, the goal is no longer simply to be “right” about the future. It is to be ready for it.

QUESTIONS ANSWERED
Why is strategic workforce planning shifting from being right to being ready?
Marcus argues that organizations can no longer reliably predict the future well enough to build a single “right” workforce plan. Instead, workforce planning needs to account for multiple possible scenarios and help organizations adapt as conditions change. He suggests that organizations should track scenarios at least quarterly, and potentially monthly, rather than relying solely on annual planning cycles.

How should workforce strategy connect with technology strategy?
As AI and automation change which tasks require human workers, workforce strategy can no longer operate separately from technology strategy. Marcus highlights the need for HR, IT, and Finance to work together when deciding how work should be performed and how organizations should structure their workforce.

Who should own work redesign?
The conversation argues that work redesign is becoming an important opportunity for HR. As AI changes how tasks are performed, HR may need to take greater responsibility for deciding how work is recombined and how humans and technology should work together, while collaborating closely with Finance and IT.

TIMESTAMPS
00:00 – Introduction to strategic workforce planning and LYTIQS
03:33 – How AI accelerates workforce planning
04:29 – Connecting workforce planning to business strategy
05:07 – Why workforce strategy also needs to connect to technology strategy
06:53 – Moving from manual planning to AI-assisted workforce planning
11:34 – Validated skills and AI-driven skills assessment
13:24 – Who owns work redesign?
14:45 – Stacia’s reflections on the conversation

RESOURCES & LINKS
Learn More About LYTIQS
  • LYTIQS Official Website: https://www.lytiqs.com/home 
  • Marcus Mossberger on LinkedIn: https://www.linkedin.com/in/mmossberger/

Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/  
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Stacia Garr on LinkedIn: https://www.linkedin.com/in/staciashermangarr/ 
]]>https://api.spreaker.com/episode/74264774Thu, 20 Aug 2026 13:00:03 +0000Stacia Garr & Dani JohnsonHow is AI changing strategic workforce planning, and what does it mean for how organizations design work? In this episode of 600 Seconds in HRTech, Stacia Garr sits down with Marcus Mossberger, Chief Market Strategy Officer at LYTIQS, to explore how...
In this episode of 600 Seconds in HRTech, Stacia Garr sits down with Marcus Mossberger, Chief Market Strategy Officer at LYTIQS, to explore how AI is changing strategic workforce planning and why organizations need to move beyond traditional annual headcount planning.

The conversation explores LYTIQS’s IQ Assist, an AI-enabled human-guided workforce planning accelerator designed to turn a traditionally months-long process into a starting point in minutes. Marcus explains how the technology brings together workforce, financial, and operational data, while keeping humans at the helm of the planning process.

They also discuss why workforce planning needs to connect business strategy with technology strategy, how validated skills and task-level analysis could change the way organizations think about jobs, and why HR may need to take greater ownership of work redesign as AI changes how work gets done.

As Marcus puts it, the goal is no longer simply to be “right” about the future. It is to be ready for it.

QUESTIONS ANSWERED
Why is strategic workforce planning shifting from being right to being ready?
Marcus argues that organizations can no longer reliably predict the future well enough to build a single “right” workforce plan. Instead, workforce planning needs to account for multiple possible scenarios and help organizations adapt as conditions change. He suggests that organizations should track scenarios at least quarterly, and potentially monthly, rather than relying solely on annual planning cycles.

How should workforce strategy connect with technology strategy?
As AI and automation change which tasks require human workers, workforce strategy can no longer operate separately from technology strategy. Marcus highlights the need for HR, IT, and Finance to work together when deciding how work should be performed and how organizations should structure their workforce.

Who should own work redesign?
The conversation argues that work redesign is becoming an important opportunity for HR. As AI changes how tasks are performed, HR may need to take greater responsibility for deciding how work is recombined and how humans and technology should work together, while collaborating closely with Finance and IT.

TIMESTAMPS
00:00 – Introduction to strategic workforce planning and LYTIQS
03:33 – How AI accelerates workforce planning
04:29 – Connecting workforce planning to business strategy
05:07 – Why workforce strategy also needs to connect to technology strategy
06:53 – Moving from manual planning to AI-assisted workforce planning
11:34 – Validated skills and AI-driven skills assessment
13:24 – Who owns work redesign?
14:45 – Stacia’s reflections on the conversation

RESOURCES & LINKS
Learn More About LYTIQS
  • LYTIQS Official Website: https://www.lytiqs.com/home 
  • Marcus Mossberger on LinkedIn: https://www.linkedin.com/in/mmossberger/

Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/  
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Stacia Garr on LinkedIn: https://www.linkedin.com/in/staciashermangarr/ 
]]>1281hrtech,lytiqs,redthreadresearch,workforceplanningfalse14fullFrom Global Labor Market Data to AI-Ready Workforce Intelligence: Lightcast’s Next Movehttps://www.spreaker.com/episode/from-global-labor-market-data-to-ai-ready-workforce-intelligence-lightcast-s-next-move--74217785
In this episode of 600 Seconds in HRTech, Divya Iyer sits down with Mark Hanson of Lightcast to discuss how the company is expanding its global labor market intelligence, strengthening its skills data capabilities, and helping organizations turn workforce data into action.

Mark also discusses Lightcast’s consulting capabilities, its recent acquisitions of Simply and Skill Collective, and the growing need for organizations to move beyond building skills data foundations toward actually using that data in their skills transformation journeys.

QUESTIONS ANSWERED
How does Lightcast assess the quality and reliability of labor market data?
For organizations making workforce and people decisions, knowing how reliable the underlying data is can be just as important as having access to the data itself.

Lightcast provides transparency around its coverage and data quality, helping customers understand where its datasets are strongest and where there may be limitations. Mark argues that being clear about those limitations can build greater trust than providing blanket assurances about data quality.

Why does skills data need to be connected to action?
Building a skills data foundation is only one part of becoming a skills-based organization. The next challenge is understanding how that data can inform real workforce decisions and transformation initiatives. 

The conversation highlights the growing role of vendors like Lightcast in helping organizations move from data collection and technology implementation toward practical application and skills transformation.

Why does transparency matter when organizations use workforce data?
As organizations increasingly rely on external data to inform workforce decisions, understanding the limitations of that data becomes critical. 

Lightcast's approach of being transparent about where its data is strong can help organizations make more informed decisions about where to invest, where to manage risk, and when they may need additional evidence before acting.

TIMESTAMPS
00:00 – Introduction to Lightcast and its global labor market data
00:55 – Expanding Lightcast's data coverage to 165 countries
02:12 – Understanding data coverage and reliability
03:07 – Why transparency matters for workforce decisions
04:15 – Lightcast's consulting and skills transformation capabilities
05:46 – Why organizations need support beyond building skills data foundations
07:35 – The changing role of HR tech vendors
08:37 – Divya’s Analysis

RESOURCES & LINKS
Learn More About Lightcast
  • Lightcast Official Website: https://lightcast.io/ 
  • Mark Hanson on LinkedIn: https://www.linkedin.com/in/markhhanson/ 

Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/ 
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Divya Iyer on LinkedIn: https://www.linkedin.com/in/divya-iyer-63813214 
]]>https://api.spreaker.com/episode/74217785Tue, 18 Aug 2026 13:00:04 +0000Stacia Garr & Dani JohnsonHow can organizations make better workforce decisions when labor market data is fragmented across countries, industries, and data sources? In this episode of 600 Seconds in HRTech, Divya Iyer sits down with Mark Hanson of Lightcast to discuss how the...
In this episode of 600 Seconds in HRTech, Divya Iyer sits down with Mark Hanson of Lightcast to discuss how the company is expanding its global labor market intelligence, strengthening its skills data capabilities, and helping organizations turn workforce data into action.

Mark also discusses Lightcast’s consulting capabilities, its recent acquisitions of Simply and Skill Collective, and the growing need for organizations to move beyond building skills data foundations toward actually using that data in their skills transformation journeys.

QUESTIONS ANSWERED
How does Lightcast assess the quality and reliability of labor market data?
For organizations making workforce and people decisions, knowing how reliable the underlying data is can be just as important as having access to the data itself.

Lightcast provides transparency around its coverage and data quality, helping customers understand where its datasets are strongest and where there may be limitations. Mark argues that being clear about those limitations can build greater trust than providing blanket assurances about data quality.

Why does skills data need to be connected to action?
Building a skills data foundation is only one part of becoming a skills-based organization. The next challenge is understanding how that data can inform real workforce decisions and transformation initiatives. 

The conversation highlights the growing role of vendors like Lightcast in helping organizations move from data collection and technology implementation toward practical application and skills transformation.

Why does transparency matter when organizations use workforce data?
As organizations increasingly rely on external data to inform workforce decisions, understanding the limitations of that data becomes critical. 

Lightcast's approach of being transparent about where its data is strong can help organizations make more informed decisions about where to invest, where to manage risk, and when they may need additional evidence before acting.

TIMESTAMPS
00:00 – Introduction to Lightcast and its global labor market data
00:55 – Expanding Lightcast's data coverage to 165 countries
02:12 – Understanding data coverage and reliability
03:07 – Why transparency matters for workforce decisions
04:15 – Lightcast's consulting and skills transformation capabilities
05:46 – Why organizations need support beyond building skills data foundations
07:35 – The changing role of HR tech vendors
08:37 – Divya’s Analysis

RESOURCES & LINKS
Learn More About Lightcast
  • Lightcast Official Website: https://lightcast.io/ 
  • Mark Hanson on LinkedIn: https://www.linkedin.com/in/markhhanson/ 

Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/ 
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Divya Iyer on LinkedIn: https://www.linkedin.com/in/divya-iyer-63813214 
]]>657hrtech,lightcast,redthreadresearch,skillsdata,workforceintelligencefalse13fullLearning Beyond the LMS: How Absorb Is Reimagining AI-Powered Workforce Developmenthttps://www.spreaker.com/episode/learning-beyond-the-lms-how-absorb-is-reimagining-ai-powered-workforce-development--73238781
In this episode of 600 Seconds in HRTech, Dani Johnson sits down with Kimberly Williams, Chairperson and Chief Executive Officer of Absorb, to explore how AI is reshaping learning technology, why traditional LMS platforms are evolving, and what organizations should prioritize as skills become increasingly dynamic. 

The conversation covers the shift from content delivery to personalized capability development, how AI can close the gap between learning and performance, and why human judgment may become one of the most valuable skills in an AI-enabled workplace. 

QUESTIONS ANSWERED  
How is AI changing the role of learning management systems? 
AI is transforming LMS platforms from systems that simply deliver courses into platforms that personalize learning, recommend development opportunities, and connect learning directly to business outcomes. 

Why is personalization becoming so important in workplace learning? 
Kimberly explains that AI allows organizations to move beyond one-size-fits-all training. Instead, employees can receive learning experiences tailored to their individual needs, role, performance, and career aspirations. 

What skills will matter most in an AI-powered workplace? 
While AI will automate many routine tasks, Kimberly argues that uniquely human capabilities such as judgment, critical thinking, and contextual decision-making, will become increasingly valuable as organizations adopt AI more broadly. 

TIMESTAMPS
00:00 – Introducing Kimberly Williams and Absorb 
02:15 – Kimberly's journey into technology leadership 
06:00 – The evolution of learning technology and AI 
11:30 – Why personalization is changing workplace learning 
17:45 – Connecting learning with business performance 
22:40 – AI, skills development, and organizational capability 
27:15 – Dani's reflections: the future of learning and judgment as a skill 

RESOURCES & LINKS 
Learn More About Absorb
  • Absorb Official Website: https://www.absorbai.com/ 
  • Kimberly Williams on LinkedIn: https://www.linkedin.com/in/kimberlydolanwilliams/

Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/ 
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/
]]>https://api.spreaker.com/episode/73238781Thu, 30 Jul 2026 13:00:03 +0000Stacia Garr & Dani JohnsonCan learning platforms move beyond delivering training and become the operating system for workforce capability?  In this episode of 600 Seconds in HRTech, Dani Johnson sits down with Kimberly Williams, Chairperson and Chief Executive Officer of...
In this episode of 600 Seconds in HRTech, Dani Johnson sits down with Kimberly Williams, Chairperson and Chief Executive Officer of Absorb, to explore how AI is reshaping learning technology, why traditional LMS platforms are evolving, and what organizations should prioritize as skills become increasingly dynamic. 

The conversation covers the shift from content delivery to personalized capability development, how AI can close the gap between learning and performance, and why human judgment may become one of the most valuable skills in an AI-enabled workplace. 

QUESTIONS ANSWERED  
How is AI changing the role of learning management systems? 
AI is transforming LMS platforms from systems that simply deliver courses into platforms that personalize learning, recommend development opportunities, and connect learning directly to business outcomes. 

Why is personalization becoming so important in workplace learning? 
Kimberly explains that AI allows organizations to move beyond one-size-fits-all training. Instead, employees can receive learning experiences tailored to their individual needs, role, performance, and career aspirations. 

What skills will matter most in an AI-powered workplace? 
While AI will automate many routine tasks, Kimberly argues that uniquely human capabilities such as judgment, critical thinking, and contextual decision-making, will become increasingly valuable as organizations adopt AI more broadly. 

TIMESTAMPS
00:00 – Introducing Kimberly Williams and Absorb 
02:15 – Kimberly's journey into technology leadership 
06:00 – The evolution of learning technology and AI 
11:30 – Why personalization is changing workplace learning 
17:45 – Connecting learning with business performance 
22:40 – AI, skills development, and organizational capability 
27:15 – Dani's reflections: the future of learning and judgment as a skill 

RESOURCES & LINKS 
Learn More About Absorb
  • Absorb Official Website: https://www.absorbai.com/ 
  • Kimberly Williams on LinkedIn: https://www.linkedin.com/in/kimberlydolanwilliams/

Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/ 
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/
]]>1880absorb,hrtech,l&d,learning&development,learningtech,lms,redthread,workforcecapabilityfalse12fullRethinking Learning in the AI Era: How OpenSesame is Balancing AI with Human Judgment https://www.spreaker.com/episode/rethinking-learning-in-the-ai-era-how-opensesame-is-balancing-ai-with-human-judgment--73193432
In this episode of 600 Seconds in HR Tech, Dani Johnson talks with Josh Blank, President of OpenSesame, to discuss how AI is reshaping corporate learning, why human judgment still matters, and how OpenSesame is approaching product innovation in an era of rapid technological change. 

The conversation explores how AI is reducing the cost of experimentation, why content curation remains a strategic differentiator, and how learning providers can use AI to enhance (rather than replace) the expertise of L&D professionals. Josh also shares how OpenSesame's innovation lab is helping the company rapidly test ideas while staying focused on solving real customer problems. 

QUESTIONS ANSWERED
How is AI changing the way HR technology companies build products? 
Josh explains that AI has dramatically reduced the time and cost required to test new ideas. What once required large teams and months of development can now be prototyped in weeks, allowing HR technology companies to innovate much faster while remaining customer-focused. 


Why is human judgment still essential in learning and development? 
While AI can improve recommendations and automate many tasks, Josh argues that organizations still need human expertise to curate learning experiences and make nuanced decisions. AI should support professionals instead of replacing crucial judgment and curation. 


How is OpenSesame approaching AI differently? 
Rather than adding AI everywhere, OpenSesame is taking a measured approach by introducing AI where it creates genuine value. Through its innovation lab, the company is experimenting quickly while ensuring that human decision-making remains central to the learning experience.

TIMESTAMPS
00:00 – Introduction to OpenSesame and Josh Blank 
00:45 – Building companies before and after AI 
02:10 – How does AI lower the cost of experimentation? 
04:35 – Solving customer problems instead of chasing technology 06:20 – AI's role in learning content and curation 
09:10 – Does human judgement still matter in L&D? 
11:30 – OpenSesame's innovation lab and rapid product development 13:10 – Dani's Reflection 

RESOURCES & LINKS
Learn More About OpenSesame 
  • OpenSesame Official Website: https://www.opensesame.com/ 
  • Josh Blank on LinkedIn: https://www.linkedin.com/in/joshuablank/ 

Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/
]]>https://api.spreaker.com/episode/73193432Tue, 28 Jul 2026 13:00:02 +0000Stacia Garr & Dani JohnsonHow should learning platforms evolve as AI transforms the way organizations develop their people? In this episode of 600 Seconds in HR Tech, Dani Johnson talks with Josh Blank, President of OpenSesame, to discuss how AI is reshaping corporate...
In this episode of 600 Seconds in HR Tech, Dani Johnson talks with Josh Blank, President of OpenSesame, to discuss how AI is reshaping corporate learning, why human judgment still matters, and how OpenSesame is approaching product innovation in an era of rapid technological change. 

The conversation explores how AI is reducing the cost of experimentation, why content curation remains a strategic differentiator, and how learning providers can use AI to enhance (rather than replace) the expertise of L&D professionals. Josh also shares how OpenSesame's innovation lab is helping the company rapidly test ideas while staying focused on solving real customer problems. 

QUESTIONS ANSWERED
How is AI changing the way HR technology companies build products? 
Josh explains that AI has dramatically reduced the time and cost required to test new ideas. What once required large teams and months of development can now be prototyped in weeks, allowing HR technology companies to innovate much faster while remaining customer-focused. 


Why is human judgment still essential in learning and development? 
While AI can improve recommendations and automate many tasks, Josh argues that organizations still need human expertise to curate learning experiences and make nuanced decisions. AI should support professionals instead of replacing crucial judgment and curation. 


How is OpenSesame approaching AI differently? 
Rather than adding AI everywhere, OpenSesame is taking a measured approach by introducing AI where it creates genuine value. Through its innovation lab, the company is experimenting quickly while ensuring that human decision-making remains central to the learning experience.

TIMESTAMPS
00:00 – Introduction to OpenSesame and Josh Blank 
00:45 – Building companies before and after AI 
02:10 – How does AI lower the cost of experimentation? 
04:35 – Solving customer problems instead of chasing technology 06:20 – AI's role in learning content and curation 
09:10 – Does human judgement still matter in L&D? 
11:30 – OpenSesame's innovation lab and rapid product development 13:10 – Dani's Reflection 

RESOURCES & LINKS
Learn More About OpenSesame 
  • OpenSesame Official Website: https://www.opensesame.com/ 
  • Josh Blank on LinkedIn: https://www.linkedin.com/in/joshuablank/ 

Connect with RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research/ 
  • Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/
]]>970hrtech,l&d,learning,learning&development,opensesame,redthreadfalse11fullThe Year of the Humans: Workera’s Vision for AI and Skillshttps://www.spreaker.com/episode/the-year-of-the-humans-workera-s-vision-for-ai-and-skills--72953312
In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Kian Katanforoosh, CEO and founder of Workera, to explore Ambient, Workera’s approach to continuous skills measurement and development in the flow of work. 

The conversation examines how Ambient uses signals from everyday work tools to measure behaviors rather than activity, why Workera believes learning and work are beginning to converge, and how continuous skills data could change the role of managers, L&D, and workforce transformation leaders. 

As Kian explains, “the next breakthrough is not just AI getting smarter. It’s helping humans learn fast enough to keep up with it.” 

QUESTIONS ANSWERED
What is Workera Ambient and how does it work? 
Ambient is designed as an always-on skills coach that connects with the tools employees already use at work. It analyzes signals from day-to-day work, measures progress against selected skills, and provides short coaching moments and feedback tied directly to what the individual is working on. 

How can AI help employees learn in the flow of work?
Kian argues that work and learning have historically been treated as separate activities. Ambient aims to bring the two together by turning meetings, documents, conversations, and interactions with AI into continuous learning opportunities. 

As Kian explains, “work can become a learning experience itself. Every meeting, every document, every conversation with a colleague or with an AI can become an opportunity to get a little better.” 

How does Ambient measure skills without simply measuring activity?
Workera focuses on behaviors rather than volume. Sending more Slack messages or writing more AI prompts does not automatically indicate improvement. Instead, Ambient looks for evidence of behaviors such as explaining complex topics, asking thoughtful questions, validating AI outputs, decomposing problems, and driving decisions. 

TIMESTAMPS
00:00 – Introduction to Workera and Ambient 
00:35 – What does the Ambient experience look like? 
02:31 – Why 2026 could be “the year of the humans” 
04:03 – How Ambient fits into Workera’s assessment strategy 
07:49 – How Ambient could change the manager’s role 
09:39 – Privacy, consent, and employee control over skills data 
11:20 – Connecting hiring, mobility, performance, and L&D 
13:00 – Where Workera’s skills data fits in the HR tech ecosystem
14:21 – Dani’s reflections on Workera and Ambient 

RESOURCES & LINKS
Learn More About Workera 
  • Workera Official Website: https://workera.ai/
  • Kian Katanfaroosh on LinkedIn: https://www.linkedin.com/in/kiankatan/

Connect With RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/ 
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research 
  • Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/ 


]]>https://api.spreaker.com/episode/72953312Tue, 14 Jul 2026 13:00:03 +0000Stacia Garr & Dani JohnsonWhat if every meeting, message, document, and AI interaction could become an opportunity to develop your skills? In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Kian Katanforoosh, CEO and founder of Workera, to explore Ambient,...
In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Kian Katanforoosh, CEO and founder of Workera, to explore Ambient, Workera’s approach to continuous skills measurement and development in the flow of work. 

The conversation examines how Ambient uses signals from everyday work tools to measure behaviors rather than activity, why Workera believes learning and work are beginning to converge, and how continuous skills data could change the role of managers, L&D, and workforce transformation leaders. 

As Kian explains, “the next breakthrough is not just AI getting smarter. It’s helping humans learn fast enough to keep up with it.” 

QUESTIONS ANSWERED
What is Workera Ambient and how does it work? 
Ambient is designed as an always-on skills coach that connects with the tools employees already use at work. It analyzes signals from day-to-day work, measures progress against selected skills, and provides short coaching moments and feedback tied directly to what the individual is working on. 

How can AI help employees learn in the flow of work?
Kian argues that work and learning have historically been treated as separate activities. Ambient aims to bring the two together by turning meetings, documents, conversations, and interactions with AI into continuous learning opportunities. 

As Kian explains, “work can become a learning experience itself. Every meeting, every document, every conversation with a colleague or with an AI can become an opportunity to get a little better.” 

How does Ambient measure skills without simply measuring activity?
Workera focuses on behaviors rather than volume. Sending more Slack messages or writing more AI prompts does not automatically indicate improvement. Instead, Ambient looks for evidence of behaviors such as explaining complex topics, asking thoughtful questions, validating AI outputs, decomposing problems, and driving decisions. 

TIMESTAMPS
00:00 – Introduction to Workera and Ambient 
00:35 – What does the Ambient experience look like? 
02:31 – Why 2026 could be “the year of the humans” 
04:03 – How Ambient fits into Workera’s assessment strategy 
07:49 – How Ambient could change the manager’s role 
09:39 – Privacy, consent, and employee control over skills data 
11:20 – Connecting hiring, mobility, performance, and L&D 
13:00 – Where Workera’s skills data fits in the HR tech ecosystem
14:21 – Dani’s reflections on Workera and Ambient 

RESOURCES & LINKS
Learn More About Workera 
  • Workera Official Website: https://workera.ai/
  • Kian Katanfaroosh on LinkedIn: https://www.linkedin.com/in/kiankatan/

Connect With RedThread Research 
  • RedThread Research Official Website: https://redthreadresearch.com/ 
  • RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research 
  • Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/ 


]]>1059hrtech,learninganddevelopment,redthreadresearch,skills&ai,workera,worktransformationfalse10fullThe Cost of Outcomes and the Future of HR Workflows with Oraclehttps://www.spreaker.com/episode/the-cost-of-outcomes-and-the-future-of-hr-workflows-with-oracle--72756951
In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Yvette Cameron, Senior Vice President of Cloud HCM Strategy at Oracle, to discuss Oracle's latest AI innovations, including AI workflows, AI agents, agent teams, and the company's new concept of agentic applications. 

The discussion also examines one of the most important emerging topics in HR tech: how organizations will manage AI costs as adoption grows and consumption-based pricing models become more common across the industry.

As Yvette explains: "Agentic apps package the orchestration, the agents, and the enterprise context into outcome-based business experiences."

QUESTIONS ANSWERED
What are the differences between AI workflows, AI agents, agent teams, and agentic applications?
Oracle views these as four connected layers of capability.
  • AI workflows automate business processes and approvals.
  • AI agents perform specific tasks such as creating job descriptions, summarizing feedback, or answering payroll questions.
  • Agent teams coordinate multiple specialized agents to support broader business processes.
  • Agentic applications sit above all of these layers, orchestrating work around business outcomes while surfacing exceptions that require human attention.
Why does human oversight still matter in an AI-enabled workplace?
Both Yvette and Stacia emphasize that AI should reduce cognitive load, not eliminate human decision-making. While AI can automate repetitive work and provide recommendations, organizations still need human critical thinking, judgment, and accountability for important business decisions.

How is Oracle approaching AI pricing differently?
Unlike many HR technology providers that are moving toward consumption-based pricing models, Oracle includes its base generative AI capabilities within its core SaaS subscription. Organizations only incur additional costs when using premium AI models beyond Oracle's standard offering. This approach is possible because Oracle owns the entire technology stack, including applications, infrastructure, and database services.


TIMESTAMPS
00:00 – Introduction and overview of Oracle's latest AI innovations
00:33 – What are AI workflows, AI agents, agent teams, and agentic applications?
02:35 – How agentic applications surface business outcomes and exceptions
03:57 – The key difference between agent teams and agentic apps
05:29 – Balancing automation with human decision-making
07:31 – Oracle's approach to AI pricing
08:53 – Consumption-based pricing and AI units explained
09:19 – Moving toward outcome-based AI pricing
13:45 – Stacia's analysis and key takeaways
17:29 – Why AI pricing may become one of HR Tech's biggest challenges
18:32 – How Oracle's ownership of the technology stack creates a pricing advantage

RESOURCES & LINKS
Oracle Official Website: https://www.oracle.com/ 
Yvette Cameron on LinkedIn: https://www.linkedin.com/in/yvettecameron/

CONNECT WITH REDTHREAD RESEARCH
RedThread Research Official Website: https://redthreadresearch.com
RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research
Stacia Garr on LinkedIn: https://www.linkedin.com/in/staciashermangarr/]]>https://api.spreaker.com/episode/72756951Tue, 07 Jul 2026 14:00:02 +0000Stacia Garr & Dani JohnsonWhat happens when AI moves beyond simple assistants and starts orchestrating entire business outcomes? In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Yvette Cameron, Senior Vice President of Cloud HCM Strategy at Oracle, to...
In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Yvette Cameron, Senior Vice President of Cloud HCM Strategy at Oracle, to discuss Oracle's latest AI innovations, including AI workflows, AI agents, agent teams, and the company's new concept of agentic applications. 

The discussion also examines one of the most important emerging topics in HR tech: how organizations will manage AI costs as adoption grows and consumption-based pricing models become more common across the industry.

As Yvette explains: "Agentic apps package the orchestration, the agents, and the enterprise context into outcome-based business experiences."

QUESTIONS ANSWERED
What are the differences between AI workflows, AI agents, agent teams, and agentic applications?
Oracle views these as four connected layers of capability.
  • AI workflows automate business processes and approvals.
  • AI agents perform specific tasks such as creating job descriptions, summarizing feedback, or answering payroll questions.
  • Agent teams coordinate multiple specialized agents to support broader business processes.
  • Agentic applications sit above all of these layers, orchestrating work around business outcomes while surfacing exceptions that require human attention.
Why does human oversight still matter in an AI-enabled workplace?
Both Yvette and Stacia emphasize that AI should reduce cognitive load, not eliminate human decision-making. While AI can automate repetitive work and provide recommendations, organizations still need human critical thinking, judgment, and accountability for important business decisions.

How is Oracle approaching AI pricing differently?
Unlike many HR technology providers that are moving toward consumption-based pricing models, Oracle includes its base generative AI capabilities within its core SaaS subscription. Organizations only incur additional costs when using premium AI models beyond Oracle's standard offering. This approach is possible because Oracle owns the entire technology stack, including applications, infrastructure, and database services.


TIMESTAMPS
00:00 – Introduction and overview of Oracle's latest AI innovations
00:33 – What are AI workflows, AI agents, agent teams, and agentic applications?
02:35 – How agentic applications surface business outcomes and exceptions
03:57 – The key difference between agent teams and agentic apps
05:29 – Balancing automation with human decision-making
07:31 – Oracle's approach to AI pricing
08:53 – Consumption-based pricing and AI units explained
09:19 – Moving toward outcome-based AI pricing
13:45 – Stacia's analysis and key takeaways
17:29 – Why AI pricing may become one of HR Tech's biggest challenges
18:32 – How Oracle's ownership of the technology stack creates a pricing advantage

RESOURCES & LINKS
Oracle Official Website: https://www.oracle.com/ 
Yvette Cameron on LinkedIn: https://www.linkedin.com/in/yvettecameron/

CONNECT WITH REDTHREAD RESEARCH
RedThread Research Official Website: https://redthreadresearch.com
RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research
Stacia Garr on LinkedIn: https://www.linkedin.com/in/staciashermangarr/]]>1332agenticapps,aiworkflows,consumptionbasedpricing,hrpodcast,hrtech,hrworkflows,oracle,redthreadresearchfalse9fullThe Need for Decision-Grade Data with Ingentishttps://www.spreaker.com/episode/the-need-for-decision-grade-data-with-ingentis--72756947
In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Dr. Timo Sandritter, Global President and Executive Board Member of Ingentis, to explore why organizational design is becoming a critical foundation for effective workforce planning and AI adoption.

The conversation examines how organizations can move beyond fragmented workforce data, why "decision-grade data" matters more than perfect data, and how organizational design can help leaders better future workforce needs. Timo also shares his perspective on the growing convergence of workforce planning and organizational design, and why AI is only as valuable as the data foundation beneath it.

As Timo explains, "The goal is not perfect data. The goal is decision-grade data."

QUESTIONS ANSWERED
How does organizational design improve succession planning?
According to Timo, organizational design helps make succession planning visible, structural, and actionable. Rather than simply asking who is on a succession list, organizations can identify areas of organizational risk, model potential leadership changes, and understand the downstream impact of succession decisions across the business.

Why are workforce planning and organizational design converging?
Workforce planning helps organizations determine what capabilities and capacity they need, while organizational design determines how those capabilities should be structured to drive performance. As business environments become more dynamic, organizations increasingly need both disciplines working together to make effective workforce decisions.

What role should AI play in organizational decision-making?
AI should support leaders by helping them make more informed decisions, not replace leadership judgment. However, AI is only effective when it is built on a strong data foundation. Organizations must understand the quality, limitations, and governance of the data powering AI recommendations before relying on those insights.

TIMESTAMPS
00:00 – Introduction to Ingentis and organizational data foundations
00:48 – Why trust is the starting point for AI initiatives
02:12 – The concept of decision-grade data explained
05:41 – How organizational data supports better leadership decisions
07:45 – Why an organizational design company is focused on succession planning
09:20 – Moving from succession lists to organizational risk management
11:50 – Workforce planning and organizational design working together
13:30 – Stacia's reflections on data architecture and decision-grade data


RESOURCES & LINKS
Ingentis Official Website: https://www.ingentis.com/
Dr. Timo Sandritter on LinkedIn: https://www.linkedin.com/in/sandrittertimo/ 

CONNECT WITH REDTHREAD RESEARCH
RedThread Research Official Website: https://redthreadresearch.com
RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research
Stacia Garr on LinkedIn: https://www.linkedin.com/in/staciashermangarr/
]]>https://api.spreaker.com/episode/72756947Tue, 30 Jun 2026 14:30:02 +0000Stacia Garr & Dani JohnsonHow can HR leaders build trustworthy organizational data that supports workforce planning, succession planning, and AI-powered decision-making? In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Dr. Timo Sandritter, Global...
In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Dr. Timo Sandritter, Global President and Executive Board Member of Ingentis, to explore why organizational design is becoming a critical foundation for effective workforce planning and AI adoption.

The conversation examines how organizations can move beyond fragmented workforce data, why "decision-grade data" matters more than perfect data, and how organizational design can help leaders better future workforce needs. Timo also shares his perspective on the growing convergence of workforce planning and organizational design, and why AI is only as valuable as the data foundation beneath it.

As Timo explains, "The goal is not perfect data. The goal is decision-grade data."

QUESTIONS ANSWERED
How does organizational design improve succession planning?
According to Timo, organizational design helps make succession planning visible, structural, and actionable. Rather than simply asking who is on a succession list, organizations can identify areas of organizational risk, model potential leadership changes, and understand the downstream impact of succession decisions across the business.

Why are workforce planning and organizational design converging?
Workforce planning helps organizations determine what capabilities and capacity they need, while organizational design determines how those capabilities should be structured to drive performance. As business environments become more dynamic, organizations increasingly need both disciplines working together to make effective workforce decisions.

What role should AI play in organizational decision-making?
AI should support leaders by helping them make more informed decisions, not replace leadership judgment. However, AI is only effective when it is built on a strong data foundation. Organizations must understand the quality, limitations, and governance of the data powering AI recommendations before relying on those insights.

TIMESTAMPS
00:00 – Introduction to Ingentis and organizational data foundations
00:48 – Why trust is the starting point for AI initiatives
02:12 – The concept of decision-grade data explained
05:41 – How organizational data supports better leadership decisions
07:45 – Why an organizational design company is focused on succession planning
09:20 – Moving from succession lists to organizational risk management
11:50 – Workforce planning and organizational design working together
13:30 – Stacia's reflections on data architecture and decision-grade data


RESOURCES & LINKS
Ingentis Official Website: https://www.ingentis.com/
Dr. Timo Sandritter on LinkedIn: https://www.linkedin.com/in/sandrittertimo/ 

CONNECT WITH REDTHREAD RESEARCH
RedThread Research Official Website: https://redthreadresearch.com
RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research
Stacia Garr on LinkedIn: https://www.linkedin.com/in/staciashermangarr/
]]>1215hrpodcast,hrtech,ingentis,organizationaldesign,redthreadresearch,successionplanning,workforceplanningfalse8fullThe AI Adoption Gap Is Closing: How HiBob Is Bringing AI to SMBshttps://www.spreaker.com/episode/the-ai-adoption-gap-is-closing-how-hibob-is-bringing-ai-to-smbs--72565811
In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Yoni Friedman, Head of Core AI Unit at HiBob, to explore how AI adoption is evolving across the SMB market and what that means for HR leaders.

The conversation covers the realities of AI implementation in smaller organizations, why HiBob has embedded AI directly into its platform, and how workforce data can help HR become a more strategic business function.

As Yoni explains: "Everything we're building is ultimately about helping HR become a relevant and critical stakeholder in strategic business conversations."

QUESTIONS ANSWERED
Are SMBs really behind in AI adoption?
While smaller organizations have historically been slower to adopt new technologies, Yoni argues that generative AI is changing the equation. Lower barriers to entry and faster implementation cycles are enabling many SMBs to move more quickly than larger enterprises.

Why is HiBob embedding AI directly into its platform?
Rather than treating AI as a separate add-on, HiBob has integrated AI capabilities into its core product experience. This approach helps customers realize value faster while reducing friction around adoption.

Is job architecture still relevant in a skills-based world?
Yes. Yoni explains that job architecture provides the foundation needed to connect roles, skills, workforce planning, and talent development initiatives.

Can AI help HR become more strategic?
Technology can provide better insights and decision support, but strategic impact still depends on HR's ability to interpret information, influence stakeholders, and drive action.

KEY TAKEAWAYS
  • AI adoption among SMBs is accelerating.
  • Embedded AI experiences often drive higher adoption than standalone tools.
  • Security, compliance, and governance remain critical considerations.
  • Job architecture continues to play an important role in skills-based organizations.
  • Data and AI can strengthen HR's strategic influence when paired with strong business acumen.
TIMESTAMPS
00:00 – Introduction to Yoni Friedman and HiBob
01:20 – The current state of AI adoption among SMBs
03:15 – Why HiBob embeds AI into its platform
05:20 – Driving AI adoption and overcoming skepticism
07:10 – The Future of connected HR technology
09:15 – AI governance, privacy, and compliance
10:50 – Skills, job architecture, and workforce intelligence
12:10 – Stacia's analysis and key takeaways

RESOURCES & LINKS
Connect with Yoni Friedman
LinkedIn: https://www.linkedin.com/in/friedmanyoni/

Connect with RedThread Research
Website: https://redthreadresearch.com/
LinkedIn: https://www.linkedin.com/company/redthread-research
Stacia Garr: https://www.linkedin.com/in/staciashermangarr/]]>https://api.spreaker.com/episode/72565811Thu, 18 Jun 2026 13:00:03 +0000Stacia Garr & Dani JohnsonAre small and mid-sized businesses really falling behind in AI adoption, or is that assumption becoming outdated? In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Yoni Friedman, Head of Core AI Unit at HiBob, to explore how AI...
In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Yoni Friedman, Head of Core AI Unit at HiBob, to explore how AI adoption is evolving across the SMB market and what that means for HR leaders.

The conversation covers the realities of AI implementation in smaller organizations, why HiBob has embedded AI directly into its platform, and how workforce data can help HR become a more strategic business function.

As Yoni explains: "Everything we're building is ultimately about helping HR become a relevant and critical stakeholder in strategic business conversations."

QUESTIONS ANSWERED
Are SMBs really behind in AI adoption?
While smaller organizations have historically been slower to adopt new technologies, Yoni argues that generative AI is changing the equation. Lower barriers to entry and faster implementation cycles are enabling many SMBs to move more quickly than larger enterprises.

Why is HiBob embedding AI directly into its platform?
Rather than treating AI as a separate add-on, HiBob has integrated AI capabilities into its core product experience. This approach helps customers realize value faster while reducing friction around adoption.

Is job architecture still relevant in a skills-based world?
Yes. Yoni explains that job architecture provides the foundation needed to connect roles, skills, workforce planning, and talent development initiatives.

Can AI help HR become more strategic?
Technology can provide better insights and decision support, but strategic impact still depends on HR's ability to interpret information, influence stakeholders, and drive action.

KEY TAKEAWAYS
  • AI adoption among SMBs is accelerating.
  • Embedded AI experiences often drive higher adoption than standalone tools.
  • Security, compliance, and governance remain critical considerations.
  • Job architecture continues to play an important role in skills-based organizations.
  • Data and AI can strengthen HR's strategic influence when paired with strong business acumen.
TIMESTAMPS
00:00 – Introduction to Yoni Friedman and HiBob
01:20 – The current state of AI adoption among SMBs
03:15 – Why HiBob embeds AI into its platform
05:20 – Driving AI adoption and overcoming skepticism
07:10 – The Future of connected HR technology
09:15 – AI governance, privacy, and compliance
10:50 – Skills, job architecture, and workforce intelligence
12:10 – Stacia's analysis and key takeaways

RESOURCES & LINKS
Connect with Yoni Friedman
LinkedIn: https://www.linkedin.com/in/friedmanyoni/

Connect with RedThread Research
Website: https://redthreadresearch.com/
LinkedIn: https://www.linkedin.com/company/redthread-research
Stacia Garr: https://www.linkedin.com/in/staciashermangarr/]]>1308aiadoption,embeddedai,hibob,hrtech,jobarchitecture,redthread,redthreadresearchfalse7fullBeyond Employee Listening: How Perceptyx is Fixing Employee Engagementhttps://www.spreaker.com/episode/beyond-employee-listening-how-perceptyx-is-fixing-employee-engagement--72440797
Following Perceptyx's acquisition of Lyceum, the company launched Develop to bring together employee listening, personalized coaching, behavior-change nudges, and adaptive learning experiences into a single platform. The goal is to create a closed-loop system that identifies workforce challenges, recommends interventions, develops new skills, and then measures whether those interventions actually improve employee outcomes.

As Charles explains, the vision is to create a system that can "automatically change behavior at scale" by combining employee feedback, organizational context, AI coaching, and learning experiences into a continuous improvement cycle.

Questions Answered
Why is Perceptyx moving beyond employee listening?
After more than two decades in employee listening, Perceptyx sees an opportunity to help organizations act on workforce insights rather than simply collect them. By combining listening data with learning, coaching, and behavior-change technologies, the company aims to help leaders close capability gaps and improve employee outcomes more effectively.

What is the vision behind Develop?
Develop serves as the foundation for Perceptyx's learning and development strategy. The platform connects employee feedback, AI-powered coaching, adaptive learning experiences, and behavioral nudges to create a continuous feedback loop that supports skill development and performance improvement.

What makes Perceptyx's approach to AI different?
Perceptyx emphasizes what Charles calls "contextually aware AI." Rather than providing generic guidance, the platform incorporates information about an employee, their team, organizational goals, engagement data, and business context to deliver more relevant recommendations and coaching.

Who is the buyer for Develop and Perceptyx's learning solutions?
While chief learning officers, learning leaders, and CHROs remain important stakeholders, Perceptyx is also seeing opportunities to work directly with business functions such as sales, operations, and IT. The company believes workforce development increasingly requires collaboration between HR and line-of-business leaders.

How is Perceptyx differentiating itself in a crowded market?
Perceptyx believes its long history in employee listening provides a unique advantage. The company combines decades of workforce data, evidence-based behavioral science, AI-powered coaching, and adaptive learning experiences to create a more comprehensive workforce development solution.

Timestamps
00:00 – Introduction to Perceptyx
00:48 – Why is Perceptyx branching out from employee listening?
01:49 – The vision behind Develop
04:13 – Where does Develop sit organizationally?
05:15 – Who is the buyer for Develop?
07:06 – How is Perceptyx differentiating itself?
09:00 – How does data fit into broader systems?
10:46 – Dani's reflection and analysis

Resources & Links
Perceptyx: https://www.perceptyx.com/
Charles Newnam on LinkedIn: https://www.linkedin.com/in/cgnewnam/
Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/

RedThread Research Official Website: https://redthreadresearch.com/
RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research]]>https://api.spreaker.com/episode/72440797Tue, 16 Jun 2026 13:00:02 +0000Stacia Garr & Dani JohnsonIn this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Charles Newnam, Vice President and General Manager of Leadership and Learning Strategy at Perceptyx, to discuss the company's expansion beyond employee listening and into learning,...
Following Perceptyx's acquisition of Lyceum, the company launched Develop to bring together employee listening, personalized coaching, behavior-change nudges, and adaptive learning experiences into a single platform. The goal is to create a closed-loop system that identifies workforce challenges, recommends interventions, develops new skills, and then measures whether those interventions actually improve employee outcomes.

As Charles explains, the vision is to create a system that can "automatically change behavior at scale" by combining employee feedback, organizational context, AI coaching, and learning experiences into a continuous improvement cycle.

Questions Answered
Why is Perceptyx moving beyond employee listening?
After more than two decades in employee listening, Perceptyx sees an opportunity to help organizations act on workforce insights rather than simply collect them. By combining listening data with learning, coaching, and behavior-change technologies, the company aims to help leaders close capability gaps and improve employee outcomes more effectively.

What is the vision behind Develop?
Develop serves as the foundation for Perceptyx's learning and development strategy. The platform connects employee feedback, AI-powered coaching, adaptive learning experiences, and behavioral nudges to create a continuous feedback loop that supports skill development and performance improvement.

What makes Perceptyx's approach to AI different?
Perceptyx emphasizes what Charles calls "contextually aware AI." Rather than providing generic guidance, the platform incorporates information about an employee, their team, organizational goals, engagement data, and business context to deliver more relevant recommendations and coaching.

Who is the buyer for Develop and Perceptyx's learning solutions?
While chief learning officers, learning leaders, and CHROs remain important stakeholders, Perceptyx is also seeing opportunities to work directly with business functions such as sales, operations, and IT. The company believes workforce development increasingly requires collaboration between HR and line-of-business leaders.

How is Perceptyx differentiating itself in a crowded market?
Perceptyx believes its long history in employee listening provides a unique advantage. The company combines decades of workforce data, evidence-based behavioral science, AI-powered coaching, and adaptive learning experiences to create a more comprehensive workforce development solution.

Timestamps
00:00 – Introduction to Perceptyx
00:48 – Why is Perceptyx branching out from employee listening?
01:49 – The vision behind Develop
04:13 – Where does Develop sit organizationally?
05:15 – Who is the buyer for Develop?
07:06 – How is Perceptyx differentiating itself?
09:00 – How does data fit into broader systems?
10:46 – Dani's reflection and analysis

Resources & Links
Perceptyx: https://www.perceptyx.com/
Charles Newnam on LinkedIn: https://www.linkedin.com/in/cgnewnam/
Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/

RedThread Research Official Website: 834false6fullAI Doesn’t Belong Everywhere: Proving the Value of Learning With Docebohttps://www.spreaker.com/episode/ai-doesn-t-belong-everywhere-proving-the-value-of-learning-with-docebo--72331998
QUESTIONS ANSWERED
How are conversations around AI changing in HR tech?
Organizations are becoming more intentional about AI adoption. Instead of asking for AI everywhere, buyers are increasingly focused on specific use cases where AI can eliminate manual work or improve decision-making.

Why doesn’t AI belong in every workflow?
Scott explains that some workflows are deterministic by nature and may not benefit from AI; therefore in some cases, adding AI can increase complexity or cost without improving outcomes.

How is Docebo changing after acquiring 365Talents?
The acquisition reflects Docebo’s broader move into skills intelligence, workforce visibility, and business outcomes. The platform is evolving from a standalone learning management system into a more connected learning and knowledge ecosystem.

Why is proving the value of learning still difficult?
Many organizations still rely on course completion as the primary measure of learning success. Scott argues that course completion alone doesn’t prove capability, performance improvement, or business impact.How is the HR tech buyer changing?As learning technology becomes more connected to workforce planning and business performance, buying conversations are increasingly involving CHROs, CIOs, CFOs, and broader business leadership.

KEY TAKEAWAYS
  • Organizations are shifting from “we need AI” to “we need AI for this specific business problem.”
  • Compliance and certification workflows may not require AI-driven experiences.
  • Learning platforms are increasingly being evaluated on measurable business outcomes.
  • Skills intelligence and workforce data are becoming foundational for modern HR tech.
  • Buying decisions for learning technology are moving higher up the organization.
TIMESTAMPS
  • 00:00 – Introduction to Docebo and Scott Peacock
  • 00:51 – How conversations around AI are changing
  • 02:21 – Docebo’s evolution after acquiring 365Talents
  • 03:46 – Are customers adapting quickly enough to AI change?
  • 05:40 – Data challenges and AI readiness
  • 07:00 – Why course completion doesn’t prove learning impact
  • 08:23 – Changing buyers and expanding HR tech functionality
  • 11:39 – Dani’s reflections on AI, skills, and learning outcomes
RESOURCES & LINKS
CONNECT WITH REDTHREAD RESEARCH
]]>https://api.spreaker.com/episode/72331998Thu, 11 Jun 2026 13:00:03 +0000Stacia Garr & Dani JohnsonHow are learning platforms adapting as organizations demand measurable business outcomes, better workforce data, and more intentional AI adoption? In this episode of 600 Seconds in HR Tech, Dani Johnson speaks with Scott Peacock, Head of Product at...
QUESTIONS ANSWERED
How are conversations around AI changing in HR tech?
Organizations are becoming more intentional about AI adoption. Instead of asking for AI everywhere, buyers are increasingly focused on specific use cases where AI can eliminate manual work or improve decision-making.

Why doesn’t AI belong in every workflow?
Scott explains that some workflows are deterministic by nature and may not benefit from AI; therefore in some cases, adding AI can increase complexity or cost without improving outcomes.

How is Docebo changing after acquiring 365Talents?
The acquisition reflects Docebo’s broader move into skills intelligence, workforce visibility, and business outcomes. The platform is evolving from a standalone learning management system into a more connected learning and knowledge ecosystem.

Why is proving the value of learning still difficult?
Many organizations still rely on course completion as the primary measure of learning success. Scott argues that course completion alone doesn’t prove capability, performance improvement, or business impact.How is the HR tech buyer changing?As learning technology becomes more connected to workforce planning and business performance, buying conversations are increasingly involving CHROs, CIOs, CFOs, and broader business leadership.

KEY TAKEAWAYS
  • Organizations are shifting from “we need AI” to “we need AI for this specific business problem.”
  • Compliance and certification workflows may not require AI-driven experiences.
  • Learning platforms are increasingly being evaluated on measurable business outcomes.
  • Skills intelligence and workforce data are becoming foundational for modern HR tech.
  • Buying decisions for learning technology are moving higher up the organization.
TIMESTAMPS
  • 00:00 – Introduction to Docebo and Scott Peacock
  • 00:51 – How conversations around AI are changing
  • 02:21 – Docebo’s evolution after acquiring 365Talents
  • 03:46 – Are customers adapting quickly enough to AI change?
  • 05:40 – Data challenges and AI readiness
  • 07:00 – Why course completion doesn’t prove learning impact
  • 08:23 – Changing buyers and expanding HR tech functionality
  • 11:39 – Dani’s reflections on AI, skills, and learning outcomes
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