Having a clear understanding of your business’s current value is important not only for guiding your future decisions but also for preparing for your eventual exit.

In today’s economy, securing and retaining top talent poses new challenges. Businesses rebounding from the pandemic are seeking to grow and invest in talent amid economic uncertainty, intensifying competition for qualified individuals who match the job and company values.

The professional employer organization (PEO) market has been at the forefront of growth and innovation for more than a decade.

With today’s constantly changing business landscape, new jargon and buzzwords are taking off at an alarming rate. These terms, from “quiet quitting” and “quiet firing” to the “Great Resignation” and the “Great Rehire,” have gained significant attention in business settings and LinkedIn profiles, shedding light on important aspects of the workforce.

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Every business owner eventually will have to exit their business, whether through a sale, merger, succession, or other means. The true worth of a business lies in what a buyer is willing to pay for it, beyond any paper valuations or theoretical assessments.

In a recent article in Quartz, our talent optimization expert, Karen Turner, shares three strategies to turn quiet quitters into engaged employees.

Scaling is often a crucial milestone for long-term success and profitability. Scaling allows a company to expand its operations, reach new markets, and capitalize on growth opportunities.

In today’s competitive business landscape, small and mid-sized companies often face unique obstacles when it comes to hiring. Limited budgets and resources for recruitment, difficulty competing with larger companies for talent, and inefficient hiring processes can all pose significant challenges.

In today’s rapidly evolving business environment, certain buzzwords frequently gain popularity and are used widely without proper understanding. One such buzzword that permeates discussions across industries is “scaling.”