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Original
2026-01-01
Modified
2026-02-28
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<p>Gig hiring ops and HR at traditional enterprises are facing a data-rich future.</p>
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<p>Gig hiring ops and HR at traditional enterprises are facing a data-rich future.</p>
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<p>For the gig economy companies who built massive marketplaces, data-driven hiring decisions have been crucial. Yet when it comes to background checks-often the most expensive component of new customer acquisition-there’s plenty of room to make further optimizations.</p>
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<p>For the gig economy companies who built massive marketplaces, data-driven hiring decisions have been crucial. Yet when it comes to background checks-often the most expensive component of new customer acquisition-there’s plenty of room to make further optimizations.</p>
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<p>HR is facing a similar moment with data. “90% of companies need to refresh or recreate their HR operating model”, according to HR thought leader Josh Bersin in his HR Predictions for 2021. Bersin calls people analytics a “mandate.” So much so that enterprises like IBM and Cisco have hired entire data science teams just for their HR departments.</p>
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<p>HR is facing a similar moment with data. “90% of companies need to refresh or recreate their HR operating model”, according to HR thought leader Josh Bersin in his HR Predictions for 2021. Bersin calls people analytics a “mandate.” So much so that enterprises like IBM and Cisco have hired entire data science teams just for their HR departments.</p>
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<p>For hiring, HR, and operations leaders, future success depends on data skills. We all need to level up our abilities to access, interpret, and act on data.</p>
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<p>For hiring, HR, and operations leaders, future success depends on data skills. We all need to level up our abilities to access, interpret, and act on data.</p>