This anonymous survey asks employees to rate their likelihood of recommending the company as an employer. Scores range from -100 to +100, with higher scores indicating greater employee satisfaction and loyalty.

This metric tracks unexpected absences, such as sick days. It can be calculated for individuals or departments, helping identify potential issues like burnout or the need for additional support.

An Agent of Record (AOR) oversees the engagement of freelancers and gig workers on behalf of companies. They handle worker classification, contracts, onboarding, and payments, ensuring regulatory compliance and mitigating risks associated with independent contractor management.

Named after the tax form they use, 1099 workers are self-employed individuals who provide services to companies without being considered employees. They're responsible for their own taxes and benefits.

This approach allows companies to quickly scale their workforce and access specialized skills without long-term commitments. On-demand talent provides flexibility and expertise for short-term needs.

These agencies act as intermediaries, matching businesses with professionals seeking temporary employment. They handle recruitment, placement, and often payroll for short-term positions.

This practice enables companies to access global talent pools. It involves navigating international labor laws and creating diverse, multinational teams to achieve business goals.

This practice allows organizations to scale their workforce efficiently. It may involve hiring temporary workers, freelancers, or project-based talent to meet fluctuating demands.

This approach prioritizes practical skills over traditional credentials. Employers set specific criteria and often use tests or assessments to evaluate candidates' competencies for the role.