The instant offer model was popularized in residential real estate with companies like Opendoor, Zillow Instant Offers, Offerpad, and RedfinNow. Now, WindWater Instant Offer (WindWater IO) is the first to apply this model to CRE.

The digital tool uses an algorithm to determine a cash purchase price for commercial properties, giving the owner an instant offer range. WindWater’s platform provides all-cash offers and the flexibility to close on your own timeline. The digital tool uses an algorithm to determine a cash purchase price for commercial properties, giving the owner an instant offer range.

Resident real estate was transformed by instant pricing tools beginning in 2015 and WindWater is the first company to bring the technology to the commercial real estate sector.

“WindWater Instant Offer is the perfect solution for sellers who need to move quickly or those who want the certainty of a cash offer,” said Rudy Caamano, CEO of WindWater. “WindWater is empowering sellers by using technology to make real estate more transparent than ever.”

Read more here.

The partnership aims to offer a bundled solution to help companies facing the challenge of a changing workforce and new-hire landscape. The bundle will be available to the customers from June 1.

The combination of Dialpad and Crosschq platforms will enable the companies, that are continuing to grow their employee base, to receive support for end-to-end interviewing and hiring where direct human contact has become limited. The hiring managers and recruiters can use Dialpad to talk, text, and video chat with job candidates remotely, maintaining in-depth and personal interactions. Crosschq contributes to the layer of human intelligence by gathering direct and authentic insights that can be converted into powerful and predictive data. This data ensures if the candidate is a good match for the company, job or culture. The combination is truly the best remote communication and candidate insights platform.

"At Dialpad, we recognize that we have a unique opportunity to support companies moving towards a more remote workforce, and we want to make the transition as easy as possible," said Craig Walker, CEO of Dialpad. "Our platform enables employees to stay connected and be productive, maintaining regular business operations. Through our partnership with Crosschq, we can extend our services beyond communications and conferencing to also helping with the virtual hiring process."

"We want to support people seeking employment and companies needing to hire, even in times of adversity. In our partnership with Dialpad, we want to provide assistance to help overcome obstacles related to in-person hiring through a remote solution that works on behalf of the business and the candidate," said Mike Fitzsimmons, co-founder, and CEO of Crosschq. "We believe the trend towards more remote work options and remote hiring options will continue, and we will support this through our technology platform in any way we can."

SOURCE Crosschq and Dialpad

The newly released research revealed dramatic shifts in HR's service and technological support needs, which appear to be driven by recent legislative changes in illegal drug laws, a hot economy and global proliferation of the internet with all of its vulnerabilities.

From a service perspective the survey showed a striking swap in rankings between I9 Verifications (a 2nd rank priority in 2017) with Drug Testing. The tight labor market most likely contributed to an expanded definition of speed and responsiveness which now includes real-time screening updates when logging into a provider's system as the most critical functional capability, in conjunction with increased pressure for quicker turn-around times in services (92% of respondents expect results in less than 4 days), displacing compliance standards which dropped to a surprising 5th place ranking. Finally, over 70% of respondents indicated Data Protection & Security with PII was nearly as important as the real-time updates, a stark reminder of how the protection of customer/applicant level data is not only an HR priority, but it's a companywide priority.  

When asked about these results Global HR Research CEO Brandon Phillips explained:

"These findings support our technology development and operating decisions from over a year ago which anticipated a heated competitive environment - driving downward pressure on background screening providers to architect a platform that could be more responsive, with an increased level of customer support to ensure priority alignment with our customers."

Surprisingly, these responses are in stark contrast to respondents expressed mediocre satisfaction with the quality of services they're currently receiving from their background screening providers. Only one-quarter (25%) rated their overall screener satisfaction as excellent which was nearly a drop of 10% over 2017. The upside is that the pre-employment screening industry has an opportunity to improve perceptions by consistently delivering accurate and complete results on a tight turn-around while providing real-time updates along the way.

Phillips' commented on the change:

"I'm incredibly proud to share Global HR Research far surpasses the industry standard with an average customer ranking of 4.61 out of 5 stars for overall service quality compared to 3.9 for the industry as a whole. It proves our commitment to our customers and their candidates and demonstrates a Customer Obsession that our clients expect from GHRR."

SOURCE Global HR Research

With the deadly impact of the global health pandemic, business leaders are instituting new workplace policies, such as work from home and social distancing, with little preparation and advanced notice to the employees. Health and safety of the employees being the topmost priority, leaders are facing the challenge to keep their businesses moving forward and minimize disruption.

"Our goal is to keep the human side of business strong so that organizations have the people they need," said Greg Moran, CEO of OutMatch. "Global health concerns are forcing companies to change their approach to hiring, and even halt hiring in some cases. By supporting the shift to virtual hiring, we're doing our part to keep employees and candidates healthy with as little disruption to the business as possible."

OutMatch offers its full Video Interviewing solution free for 60 days to enable the companies to continue hiring. This solution helps the talent teams to:

• Qualify, interview, and evaluate candidates 100% virtually, if needed
• Minimize travel by identifying the best candidate to bring on-site
• Maintain the human connection, especially when hiring is done remotely

This offer is available to all organizations and requires no commitment.

"This is our way of helping our communities through a time of crisis," said Robin Stenzel, Chief Solutions Officer at OutMatch. "Our mission is to match people with purpose – not only in times of health and abundance but in trying times as well."

SOURCE OutMatch

Morales brings over two decades of industry experience to Balbix, formerly leading the multinational Human Resources (HR) group at Quantenna Communications, the global leader of innovative Wi-Fi chip and software solutions, through its acquisition by ON Semiconductor.

As VP of People at Balbix, Morales will provide innovative leadership over the global HR department, leading organizational culture initiatives, employee engagement programs, and talent acquisition to drive company performance.

“At Balbix, we are focused on solving the critical challenges that organizations face in light of a rapidly expanding enterprise attack surface,” said Gaurav Banga, CEO, and Founder, Balbix. “Shelly brings a wealth of expertise in strengthening the mission, processes, and people that support a company’s goals, and her leadership will be instrumental in supporting Balbix’s global growth.”

Morales has extensive experience driving organizational development and people strategies for multiple technology companies including Quantenna Communications, Cadence Design Systems, Atlassian, LinkedIn, Juniper Networks and webMethods. Throughout her professional career, Morales has demonstrated expertise across-the-board in HR as well as the ability to swiftly evolve programs to reflect the modern global marketplace.

“The Balbix vision of helping enterprises transform their cybersecurity posture has seen significant growth and traction within the industry in the past two years, helping the Fortune 1000 proactively protect themselves against damaging breaches,” said Morales. “The opportunity to join Balbix’s outstanding team is exciting. I look forward to ensuring that we have the right team, with the right motivation and alignment, to help Balbix achieve continued growth and success.”

Balbix recently appointed Rich Campagna as Chief Marketing Officer and Ramki Ramakrishnan as Vice President of Operations, further strengthening its leadership team. In 2020, the company was named AI Tech Trailblazer by Tech Trailblazers Awards and was recognized as the Gold winner for Hot Security Technology of the Year in Artificial Intelligence by Network Products Guide.

SOURCE Balbix

McClellan will play a vital role in developing Work Shield’s corporate and revenue management strategy, as well as overseeing the company’s sales and marketing initiatives.

“Sean is a valuable addition to our Work Shield team, as he brings an impressive track record of implementing market-leading solutions for his clients,” said Jared Pope, Work Shield Founder, and CEO. “His leadership ability and overall expertise in the benefits industry will further accelerate our company’s sales and growth strategy.”

McClellan brings to Work Shield more than 17 years of experience in executive leadership and sales. In former positions at companies including  Lincoln Financial Group, Sun Life Financial, and Benefit Harbor, he took on pivotal roles to develop and deliver solutions for employer benefits needs, led company sales initiatives to support growth and retention, and implemented best practices to help save clients millions of dollars in employee benefits risk management. In his new role, McClellan will combine his expertise with Work Shield’s innovative platform to provide solutions that will mitigate risk and bolster affirmative defense for employers looking to protect their workplace culture and manage potential reports of harassment or discrimination. 

McClellan added:

“I am proud to join Work Shield and contribute to the continued growth and success of the company. This innovative platform provides an inclusive solution to a problem that affects employers of all sizes in every industry, and I’m proud to be part of a team that is committed to ensuring that people feel heard and protected in the workplace.” 

SOURCE Work Shield

Fall River, the most innovative and proactive benefits broker on the Colorado Front Range, focuses on self-funding, compliance, and HR technology.

Being an industry expert, the firm helps clients to approach benefits with a holistic perspective, aggressive cost containment strategies, and a proactive service model. It supports both employers and employees every step of the way.

“We are excited to welcome Fall River Employee Benefits to Alera Group,” said Alan Levitz, CEO of Alera Group. “Their continual pursuit of excellence makes them a fantastic fit for our organization, and we look forward to the synergy they will build with existing Alera Group firms throughout the region.”

“As an Alera Group company, we will continue to bring our clients the highly personalized service of a boutique brokerage, now combined with the unmatched resources and collaboration of a strong national organization,” said Kristen Russell, CEO, and Founder of Fall River. “By joining the Alera Group, we are able to grow and bring even more tools and innovative ideas to better serve our clients.”

Fall River joins Alera Group through Benefit Commerce Group, an Alera Group company. The Fall River team will continue serving clients in their current roles. 

SOURCE Alera Group

Talent departments are spending $250 billion on recruitment, interviewing and candidate assessment solutions. But as employers invest in these disparate technologies, they sacrifice efficiency and deliver a disconnected experience throughout the talent lifecycle. Phenom Talent Experience Management is a single platform that individualizes the end-to-end talent journey for candidates, recruiters, employees, and management.

“Today’s talent demands a seamless journey throughout their experience, from job seeker to employee advocate,” said Mahe Bayireddi, CEO and co-founder at Phenom. “To achieve this, employers have to attract, activate and acquire the next wave of top talent—and then upskill, enrich and retain them. With talent experience management, it all happens in a unified, omnichannel platform.”

Innovations to the Phenom Talent Experience Management platform deliver productivity for each experience with hyper-personalized career sites that convert candidates, internal talent opportunities that upskill employees, self-service interview scheduling that assist recruiters, and more.

AI-powered personalization enhances the candidate experience:

True 1-to-1 Personalization delivers a dynamic, individualized candidate experience at every stage of a job seeker’s end-to-end talent journey, from the first site visit to offer.

Phenom analyzes candidate interactions across all channels to present relevant job recommendations, job fit indicators, search results, branded content and tailored experiences to match each candidate’s needs, increasing site conversion.

Leverage intelligent “one-click personalization” to easily make content dynamic, or create custom on-site experiences based on user segments: new visitor, returning visitor, lead, qualified lead or applicant.

Instant calendar access optimizes and streamlines the recruiter experience:

Recruiter-initiated Phenom Scheduling integrates with team calendars and time block preferences and allows candidates to self-select their ideal interview times, keeping everyone in sync.

Internal talent marketplace progresses the employee experience:

Phenom Gigs embraces the rising gig economy as a welcome catalyst for talent evolution.

Gigs is an internal talent marketplace where managers can create short-term projects (or gigs) that give employees real-world work experience and new skills that support their goals. Gigs serve as a development opportunity for employees to upskill and advance in their careers. Managers also benefit by saving time and money that would otherwise be spent finding and hiring freelancers, contractors, and consultants.

Role-based access simplifies and scales the management experience:

Frontline Hiring Manager allows large organizations to empower recruiters and hiring managers at a franchise or retail locations with role-based access to the Phenom TXM platform. Teams can manage their own jobs, pipelines, candidates and messaging when hiring for a specific location or region.

With Frontline Hiring Manager, franchises and retail organizations can transform their management experience and easily deploy Talent Experience Management at scale.

Each Phenom Talent Experience Management platform feature advances talent acquisition and talent development efforts. By leveraging a single platform, employers can better attract, engage, convert and develop their top talent. As talent experiences are streamlined, HR departments can expect better KPIs and ROI.

"The COVID-19 pandemic is creating staffing challenges for care facilities across North America," stated Curtis Khan, CEO and founder of BookJane. "We want to ensure that facilities have the staff they need to deliver consistent health care during this crisis. To do that, BookJane is offering all health care facilities free access to its platform to better manage and leverage their staff, create shared resource pools, and maintain clear communications with everyone in their organization."

"We've been in a labour shortage position for the past few years. The COVID-19 virus has simply made the situation more critical," said Khan. Currently, a 5-10% loss of staff is difficult to handle for any facility. With schools and childcare centres closing and new restrictions being imposed on daily life, many health care workers find themselves struggling to balance family responsibilities with their work schedule. BookJane's technology platform can relieve the COVID-19 strain on the pool of available staff by optimizing existing resource pools and connecting to sister pools from other care facilities. Leveraging staff from sister-site facilities is becoming critical to ensure ongoing quality care and preventing staff fatigue.

Limiting the spread of COVID-19 has restricted group and person-to-person gatherings and communications. There is a growing amount of misinformation surrounding the virus and the impact it is having on care workers. "We need to cut through the noise and eliminate any misinformation that is reaching care workers so they can do their jobs properly, and safely. Clear and concise communications between staff are critical to the delivery of care — it can literally be a matter of life and death during this outbreak," stressed Khan. BookJane's platform enables secure, direct communications between organizations, their teams, and their individual care workers. BookJane's platform is online, connecting staff 24/7/365 from any device at any location.

SOURCE BookJane

Greenhouse opened two new offices in 2019: one in Denver, CO, and the other in Dublin, Ireland. The Denver office has grown to 50 people, providing full service and support to Greenhouse customers and expanding our ability to assist in more time zones. The Dublin office is headed by newly appointed General Manager of EMEA, Colm O'Cuinneain.

"Our goal is to help companies become great at hiring, and that means more than just selling them a high-performance ATS," said Daniel Chait, CEO, Greenhouse. "We work with business leaders to transform how they approach hiring. When companies turn hiring into a competitive advantage, they can take on whatever's next for them, whether that's hiring thousands of people, opening a new office, or launching an ambitious new product."

Greenhouse's hiring software creates real impact for companies, evident in the success of its customers in more than 45+ countries. In 2019, Greenhouse customers hired more than 450,000 employees, received more than 45.5 million applications and submitted more than 9 million scorecards to make the best possible hiring decisions.

"We knew we'd be growing, and growing quickly," said Samara Crasilneck, Head of Talent Operations at Lyft. "Greenhouse's structured hiring and job-centric approach is exactly what we needed. Greenhouse has been by our side every step of the way, helping us achieve and surpass our recruitment objectives."

Chait added:

"Today, the most valuable asset for a business is the people who work there. The market for talent has never been more competitive, yet many companies still act as though finding and hiring great people is an HR problem. We are proud to have added thousands of companies to the Greenhouse community of business and talent leaders who understand that great talent and inclusive people practices are the keys to business performance. We're taking on 2020 with an even stronger brand message and a completely new website designed to provide actionable guidance on what it takes to become great at hiring."

In 2019, Greenhouse continued to win accolades and analyst recognition, with market intelligence firm IDC naming the company a leader in the Talent Acquisition MarketScape for medium-sized enterprises. Greenhouse's commitment to building an inclusive culture and positive environment for its own employees earned it 19 workplace and culture awards in the past year.

SOURCE Greenhouse