#Tech-driven Hiring Solutions

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Elevating Human Connections Generative AI Empowers Recruiters to Prioritize the Heart of Hiring

Discover how Generative AI is transforming recruitment by automating tasks, allowing recruiters to focus on meaningful human connections. Learn how AI-powered hiring enhances efficiency, improves candidate experiences, and helps businesses find the best talent faster. Explore the future of AI-driven recruitment today!

[justinspoliticalcorner]

Don Moynihan at Can We Still Govern?:

For those who don’t know much about government, the idea of Elon Musk as a serious tech guy who could shake up how the public sector work was appealing. Even people who do know a lot about government were hopeful.

Such hopes now look naive. Musk is not just ignorant about what government does, he chooses to celebrate and make decisions based on that ignorance, defaulting to accusations of fraud to explain things he does not want to understand. He is not interested in fixing government, but in destroying key parts of government, and that takes no great skill. This is not just a point about competing political philosophies, but about state capacity, and specifically tech skills in government. Musk is not just destroying core government functions, he is also destroying the actual tech capacity of government. Because there are, in fact, skilled technologists who work in government. They are not enough of them, and they lacked power to make big changes. They worked mostly in the US Digital Service and 18F, both created in 2014 after the failure of healthcare.gov. And now they are mostly gone. All 18F employees were fired as part of the ongoing Reductions in Force. The US Digital Service no longer exists. It is now the US DOGE Service. It also has seen about 40 people laid off, and 21 employees resigned last week, leaving around 40 experienced employees left.

Here is a thumbnail sketch of the two units: USDS offered support and guidance to agencies, but could not dictate a governmentwide approach on most issues. In times of crisis, or when a President prioritized a policy outcome dependent on digital innovations, it could play a more prominent role, serving as a de facto firefighter for digital governance. The General Services Administration set up its own digital consultancy team, 18F in 2014. This team’s mission is to work with agencies to “[transform] the way the federal government builds and buys digital services.” 18F was a cost recoverable office, meaning that they charge partner agencies for their work rather than being funded directly through a congressional appropriation. Both organizations use similar managerial technologies, which includes agile, iterative design, a user-centric approach, a reliance on data-driven decision making, directly managing relationships with vendors, favoring open-source solutions, the prioritization of platform models, and a flatter organizational culture. USDS and 18F represented a hopeful trend for American government: embedding serious tech skills inside the bureaucracy, rather than relying on private vendors. They care about public services, and represented the most visible public sector manifestation of “civic tech” in government. [...]

DOGE is a step backwards for government tech talent

Musk’s team saw USDS as an an existing shell they could occupy that seemed nominally aligned with goal of modernizing government. A former USDS official, Amy Gleason, had worked for one of the DOGE team, Brad Smith in the private sector, and returned to USDS on the understanding she was helping the Trump transition team. Gleason became the official DOGE administrator last week, though of course no-one believes this to be the reality. She also tried to get the USDS to hire some of the staff who had already signed on to work for DOGE. None made the cut. They did not advertise their connection with Musk, and so their rejections were not clouded by political bias. Their applications failed because they were not qualified. [...] The point is that Musk isn’t bringing in incredible 10X coders to replace bureaucrats. The best evidence we have is that they would not have been hired into a tech role under normal circumstances. The people who could not make it at USDS were hired at DOGE staff because of their personal and professional connections to Musk, and their ideological commitment for downsizing government. This was a poor fit with the existing employees at 18F and the US Digital Service, who believed that technology could be used to make government work better, not to cut its core tasks. [...] The Trump administration does not care about the loss of this talent. Katie Miller, the DOGE spokesperson, posted this about the resignation of USDS officials. Miller does not explain how fully remote workers posted “trans flags” (or rainbow flags for the rest of us). But she herself is representative of DOGE. She has no tech skills, which is fine for a PR person. Her husband, Stephen Miller, has been described as the “Prime Minister” aiding Musk. Musk had previously given Miller’s political groups $50 million dollars. These are the people running tech in government now. (One more fun fact about Katie Miller: According to Wikipedia, she destroyed “hundreds of copies of the school's newspaper, after it endorsed an opposing student government candidate.”)

DOGE’s cuts have harmed skilled technology needed to run government functions.

[mariacallous]

When Matt Williams founded a research center for the Anti-Defamation League in 2022, he vowed to “ruthlessly and systematically test” what the organization does. Antisemitism was on the rise, and he wanted the Center for Antisemitism Research to scientifically study what could work to stop it.

The creation of the center, he believed, represented an admission that one of the world’s most prominent voices against antisemitism had been operating with little evidence.

“I would go a step further and say the ADL wants to be a serious nonprofit, measured on our social return on investment, but by a lot of measures, we’ve not been doing well,” Williams said in an interview, citing spiking antisemitism, rising extremism and the erosion of democratic norms around the world. 

The ADL established the new center amid mounting pressure from funders and trustees, he added. “The level of tolerance for having no solutions is low right now,” Williams said. “Our Board of Trustees is very serious about ruthlessly holding us accountable to whether or not we’re solving the problems that we set out to solve.”

Here’s how the person recently elected as ADL’s board chair put it: “Flagging and monitoring and measuring antisemitism is important, but by itself will not reverse trends towards extremism, bias and radicalism in American or global society,” Nicole Mutchnik said in an email to the Jewish Telegraphic Agency. 

Now, with a staff of nine and about 70 affiliated researchers at universities around the country, the research program overseen by Williams is starting to flex its scholarly might. It recently unveiled, for example, the first scientific study in decades that focuses on anti-Jewish discrimination in hiring.  

Previous studies by the center showed that antisemitic attitudes are more strongly correlated with conspiratorial beliefs than any other factor. So, now, it has partnered with a team of university researchers to examine whether correcting misinformation can make a difference.

“We’ve found that we have a better shot at reducing antisemitism by teaching people how to deal with misinformation and disinformation than we have with much of the anti-bias work that we’ve done previously,” Williams said. “Thinking of antisemitism as a digital literacy problem as opposed to a civil rights problem is a big change for ADL.” 

Alarm about antisemitism in recent years has driven a doubling of donations to the ADL, topping $100 million in 2022, the most recent year for which complete data is available. It has also sparked the creation of dozens of new organizations and initiatives, including some that are directly critical of the ADL’s approach or are trying to fill perceived gaps.

Many, including Bari Weiss, author of “How to Fight Antisemitism,” prescribe embracing Judaism and Jewish pride. Others are looking to tech for solutions. At least one group focuses on naming and shaming alleged antisemites online. Author Dara Horn says the answer lies in deemphasizing the Holocaust and educating the public about living Jews and their culture. Jewish communal organizations have also poured millions of dollars into physical security measures at schools, synagogues and other Jewish institutions.

The Biden administration in 2023 published a plan featuring hundreds of detailed recommendations, many of which are modeled on ADL’s platform. The plan proposes, for example, streamlined hate crime reporting at all levels of law enforcement and more accommodation for Jewish religious observance in the workplace. 

On the right, the Heritage Foundation’s Project Esther proposes a government crackdown on anti-Israel groups once Donald Trump returns to the White House.  Meanwhile, left-wing groups like Diaspora Alliance and Jews for Racial and Economic Justice say that effectively responding to antisemitism requires building solidarity with Palestinians and other groups they view as oppressed.

Even as viewpoints and tactics vary, there’s a consensus in the Jewish community that fighting antisemitism must mean more than sounding the alarm about the issue. As a result, the search for evidence-based solutions, grounded in social science research, is starting to gain traction. 

“We need to be moving more research resources into what’s working and what’s not working,” Holly Huffnagle, the U.S. director for combating antisemitism at the American Jewish Committee, said in an interview. “Many of us in the Jewish world are talking about this.”

Huffnagle said the AJC, considered a peer to the ADL in terms of size and legacy, doesn’t currently sponsor academic, peer-reviewed research, but that such a program could transform the work of her organization.  

“If we find that our interventions aren’t working we need to be comfortable and competent to move away from what we were doing in the past,” she said. “Do we have information about what’s actually changing hearts and minds?”

To help answer that question, a pair of political scientists specializing in a field they call “deep canvassing” are using a grant from the ADL to research what kinds of narratives about Jews, when presented to people, can be effective at reducing prejudice. The researchers, David Broockman from the University of California, Berkeley and Josh Kalla from Yale University, have previously demonstrated the effectiveness of the technique in the context of bias against transgender people. 

For their new study, the researchers made two-minute video clips featuring eight types of narratives about Jews and showed them over the internet to an audience of about 23,000 survey respondents. 

Watching all eight narrative types led to a drop in prejudice, but some had a much stronger effect than others. For example, bipartisanship — a video showing both Donald Trump and Joe Biden condemning antisemitism — proved more impactful than a video depicting a fictional Jewish character suffering, but far less impactful than a video that presented the suffering as the result of discrimination.

Another sign of the awakening underway is the spate of new university programs focused on the study of antisemitism. Gratz College, a Jewish institution for higher education in Philadelphia, now offers a master’s degree in the topic. New York University, the University of Michigan, and the University of Toronto have all made recent investments in the field of “antisemitism studies.”

Ayal Feinberg, a political scientist and the creator of the antisemitism master’s degree at Gratz, believes that many more such programs should have been in place long ago. What made the need suddenly apparent to many more people, he said, was the wave of anti-Israel protests and the spike in antisemitism in the United States after Hamas’ Oct. 7, 2023, attack on Israel. 

“Post 10/7, many people in this space were caught with their pants down, and they’re rushing to invest in meaningful interventions that reduce antisemitism,” Feinberg said in an interview. “But those interventions don’t really exist because there hasn’t been a field that has been systematically devoted to developing them.”

As Feinberg, whose quantitative research is sponsored by the ADL’s new center, builds out the field through a dedicated discipline, there’s also a crop of professors from established academic areas such as economics, political science, and sociology who are newly interested in studying antisemitism.

The number of scholars has sharply increased and so has their caliber, according to Williams.  He gave the example of Dean Karlan, a prominent economics professor at Northwestern University and former chief economist of the United States Agency for International Development. 

“That’s the quality of research we’re getting as a partner nowadays, which frankly, is not what it would have been five or 10 years ago,” Williams said. 

The ADL’s sponsorship of individual academics comes amid a contentious time for the group’s relationship with institutions of higher education. As college campuses have become the epicenter of the activist movement seeking to end U.S. military aid to Israel and cast Israeli actions in Gaza as a genocide, the ADL has assertively involved itself in hot-button debates about where to draw the line on free speech. The group says it wants to protect Jewish students from harassment and threatening behavior from pro-Palestinian protests. As part of that mission, it’s been adversarial with universities, accusing administrators of failing to stand up to antisemitism and putting out a contentious “report card” grading schools on their response to it.

But through Williams and his team, the organization has also been trying to better understand what exactly is happening on campuses and why the situation there seems worse than in other contexts. An ADL-sponsored study by a University of California, Irvine professor concluded that increased antisemitism on campus is found where there are fewer allies on campus — and not necessarily where there are more antisemites or where there’s a campus chapter of Students for Justice in Palestine.  

“There’s more tacit allowance for antisemitism in public because there are fewer bystanders who are willing or disposed to intervene,” Williams said. “The perceived social cost of it is much lower than elsewhere and that’s more predictive for us than the presence of an SJP on campus.”

Any perceived gaps between ADL’s messaging and its research findings can leave Williams’ program — and scholars it partners with — vulnerable to questioning and criticism. That’s partly the reason that many observers are viewing what he’s doing as daring and risky, even if they are supportive. 

“There is a risk of blurring the line between advocacy and scholarship in a moment in which institutional credibility is low and society is very polarized and everything politicized,” said James Loeffler, a historian and the director of the Jewish studies program at Johns Hopkins University. “And then the research won’t be accepted — it will be seen as advancing a political point of view.”

Williams’ own career as a scholar might have gone in a different direction if he weren’t convinced of the pressing danger of recent antisemitism. 

He completed his doctoral training as a behavioral social scientist at Stanford University in 2012, and after working on various research projects he ended up at the Orthodox Union. As the largest kosher certification agency in the world, the Orthodox Union generates millions of dollars in revenue, most of which is allocated to charitable causes. Williams crafted a data-driven research program to help the organization spend those funds more impactfully. 

He had also long maintained an interest in the study of prejudice, which Williams traces in part to his uncommon family background: His paternal grandfather, a member of the Choctaw Nation of Oklahoma, married a Sephardic Jewish woman from Morocco. 

In 2019 Williams, who grew up in an observant Jewish family in Atlanta and had always been aware of how his background set him apart, encountered data showing that Americans were becoming less tolerant of difference. Two recent events underscored this finding: neo-Nazis marching in Charlottesville, Virginia, followed by the deadly attack the following year on Jewish worshippers in Pittsburgh.

After each of those events, the ADL sprung into action, tapping its roster of experts to explain the outbursts of violent antisemitism to the public. But in private conversations Williams was having with the group, one of the world’s most prominent organizations fighting hate and extremism was coming to a realization that would have been awkward to publicly acknowledge: It didn’t understand antisemitism or how to combat it nearly well enough. A new paradigm was needed. 

“We were under-resourced when it came to actually thinking about antisemitism,” Williams said. “The ADL had sort of become more of a civil rights organization, and we started, especially after Charlottesville, realizing we need more resources on antisemitism. And the person who hired me was sort of like, ‘It’s bizarre that we don’t have this.’”

That person was Adam Neufeld, ADL’s chief operating officer, who “saw the need to develop new theories of change and test them empirically,” Williams said.

When the Center for Antisemitism Research was launched about two-and-half years ago, the name alone was enough to pique the attention of historians who study antisemitism and American Jewish history. In the initial decades after World War II, American Jewish groups, including the ADL, invested heavily in academic research into the sources of antisemitism. 

“There was a sense back then that social science would be able to improve people’s lives — that humanity could be perfected by applying scientific research models to social problems,” said Pamela Nadell, a historian at American University and the author of the forthcoming book, “Antisemitism, an American Tradition.”

With the help of grants from Jewish groups, social psychologists, sociologists, and other scholars investigated how antisemitism was connected to totalitarianism, religion and other forms of racial and ethnic stereotyping. It was an organized attempt to understand the psyche of antisemites. 

To that end, the ADL commissioned public opinion research hoping to understand the nature of bias — whether it was correlated, for example, to age or education. 

Historians don’t really know why or when exactly the investment in such research ended, in part because the ADL has not yet made its archives especially accessible to scholars, at least compared to groups like the American Jewish Committee, the American Jewish Congress, and B’nai B’rith International, which have either handed off materials to a library or created their own open repository, in some cases even digitizing large parts of their collections.

According to Williams, the ADL’s research program petered out by the 1980s because the threat of antisemitism was seen as declining. “Most people generally had positive attitudes about Jews, incident rates were – by most accounts – much lower, the clamoring for real, tangible solutions was less,” he said.

At the time in the United States, the older the average person, the more likely they were to have antisemitic attitudes. There was no stronger demographic correlation than that of age and antisemitism, and a 1992 ADL study noted “the steady influx of younger, more tolerant Americans into the adult population” as the main factor driving declining antisemitism since 1964. It almost seemed like the country was aging out of the problem.

By 2014, in Williams’ telling, the kind of intense antisemitism that was thought to belong to the past was rearing its head once again and, eventually, accelerating so much that the ADL needed to revisit its old strategy around social science research.

“I would say that the major distinction is that we’re working on interventions more than describing the phenomenon,” Williams said, comparing his generation to the researchers of the post-World War II boom. “But, also, you can’t really do one without the other. We do stand on their shoulders.”

In responding to a press inquiry from JTA, the head of the ADL rejected the idea that the ADL founded the Center for Antisemitism Research out of a new or reawakened commitment. 

“At ADL, we always have sought to ground our work in evidence and to shape our approaches based on research,” the group’s CEO, Jonathan Greenblatt, said in a written response to a series of questions. “We have been tracking antisemitism for decades, measuring attitudes and tracking incidents, and the insights gleaned from this work has helped to inform and shape policies and programs.”

But Greenblatt also acknowledged that recent events are forcing deep changes in the ADL. 

“Nothing will ever be the same after 10/7,” he said. “And so, at ADL, it forced us to step back, look in the mirror and ask hard questions about how we reached this point — and what we are going to do differently in response.”

He continued, “In all honesty, I think every Jewish organization should be undertaking this kind of process in light of 10/7. For ADL, that meant taking a beat and examining our policies, evaluating our programs, endeavoring to measure the efficacy of our activities, and making hard decisions based on what we learn. The Center for Antisemitism Research has helped us to do this.”

The ADL’s introspection over the past few years has come amid growing criticism that mainstream approaches to fighting antisemitism aren’t working. And attacks on the ADL have come from both the right and the left. 

The right has tended to blame the ADL for being too soft on the pro-Palestinian movement or for getting distracted from its core mission of defending Jews by progressive ideas about race and identity. 

The ADL has also been affected by a distrust washing over society of legacy institutions, especially ones perceived by the right as having a left-wing bias. Founded in 2018, an organization called StopAntisemitism has positioned itself as a grassroots alternative to the establishment. Diving head first into the chaotic fray of social media, the group quickly amassed followers whom it sicced on a flurry of targets it accused of anti-Jewish and anti-Israel behavior. 

In some regards, the mainstream has shifted to the right when it comes to fighting antisemitism. When Kenneth Marcus and the Brandeis Center for Human Rights Under Law began using aggressive legal tactics to fight antisemitism on college campuses years ago, many Jewish communal leaders rejected his efforts. Nowadays, they are far less likely to tell Marcus that his tactics are counterproductive or that he’s conflating criticism of Israel with antisemitism — instead, they are starting to partner with him on lawsuits. 

Meanwhile, on the left, the ADL is often accused of caring about antisemitism mostly insofar as it can be used as a weapon for its pro-Israel advocacy. Rooted in the concept of intersectionality, the left argues that all forms of oppression are intertwined and therefore must be resisted in tandem. One result of that thinking is a critical focus on a certain type of rhetoric from the ADL — for example, when Greenblatt morally equated anti-Zionist groups with white supremacists or when he seemed to liken the Palestinian keffiyeh to the Nazi swastika, though he later clarified that he doesn’t think the keffiyeh is a hate symbol. 

A group that exemplifies this critique is the Diaspora Alliance, which says that Jewish fears are being exploited for pro-Israel purposes at the expense of democratic norms protecting civil society and free speech. Emma Saltzberg, the group’s U.S. strategic campaigns director and a critic of the ADL, accuses Greenblatt of engaging in rhetoric that often undermines what she sees as the valuable expertise of the organization’s technical staff. She anticipates the same dynamic with the ADL’s new research agenda. 

“I think it’s possible for good things to come out of research funded by actors with questionable political agendas,” Saltzberg said in an interview. “At the same time, Jonathan Greenblatt, ADL’s spokesperson and leader, has demonstrated consistent disregard for the organization’s own in-house experts, so academics who associate themselves with the organization do risk damage to their reputation as serious researchers.”

Williams defended Greenblatt, rejecting the notion that his public statements served to undermine the organization’s technical work. Williams said he works with a range of researchers who don’t agree with the ADL on everything and that he doesn’t lose sleep over people whose opposition to the group is intractable. He also said, however, that given how challenging Greenblatt’s job is, there’s always room for the ADL to improve.

“There’s absolutely work that we could do to acknowledge — just to give you one example — the reality that there are a lot of people who take up anti-Israel positions out of a real humanitarian commitment and dedication,” Williams said. “Acknowledge it, and at the same time present the evidence that many people are being hurt in ways that single them out as Jews because of presumed support, let alone overt support, for Israel.”

Williams’ work at ADL has only just begun, but he’s already reached one profound conclusion in the fight against antisemitism. 

“The big takeaway,” he said, “is that we can actually reduce it.”

[digitalmarketer-amal]

Top Freelance Digital Marketer in Kerala: SEO, Google Ads & Social Media Specialist

In the evolving world of online marketing, finding the best freelance digital marketer in Kerala can be the difference between a struggling brand and a thriving business. Whether you’re a startup, e-commerce store, or local business, working with the top digital marketing experts ensures measurable growth across SEO, Google Ads, and social media platforms.

Why Choose a Freelance Digital Marketer in Kerala?

Kerala is home to some of the most innovative minds in digital marketing. From Kochi to Calicut and Trivandrum, the demand for SEO specialists, Google Ads experts, and social media marketing freelancers is growing rapidly. Freelancers offer personalized attention, faster turnaround times, and cost-effective solutions.

Top Skills to Look For

SEO Expertise A search engine optimization specialist can help your website rank on Google. The best freelance digital marketers in Calicut, Kochi, and Trivandrum know how to optimize on-page content, build backlinks, and improve technical SEO.

Google Ads Mastery If you’re looking for immediate leads, hiring a Google Ads specialist in Kerala or a freelance Google Ads expert is crucial. The best search engine marketers in Kerala can set up high-converting campaigns and optimize for ROI.

Social Media Marketing A social media marketing freelancer helps you build brand awareness, engage your audience, and generate leads. The top social media marketing freelancers in Kerala have hands-on experience with Facebook, Instagram, LinkedIn, and more.

Ecommerce SEO Specialization For online stores, an ecommerce SEO specialist ensures your products appear on top search results. From keyword research to schema markup, they handle all aspects of SEO to drive organic traffic.

Who is the Best Freelance Digital Marketer in Kerala?

With so many professionals to choose from, finding the top 10 digital marketers in Kerala can be tough. Look for proven experience, client testimonials, and specializations in SEO, SEM, and social media.

Whether you’re in need of a:

SEM freelancer in Kerala

Best digital marketing trainer in Kerala

Top digital marketing mentor in Kerala

specialist in Google Ads

…there’s a growing pool of highly skilled freelancers across the state ready to help.

Cities with Top Freelance Talent

Best Freelance Digital Marketer in Calicut — Ideal for startups and SMEs.

Best Freelance Digital Marketer in Kochi — Great for tech-driven businesses and eCommerce.

Best Freelance Digital Marketer in Trivandrum — Popular for government projects and IT services.

Final Thoughts

Hiring a freelance digital marketing expert in Kerala gives you the flexibility and results-oriented approach big agencies can’t always provide. Whether you need a search engine marketer, SEM freelancer, or social media marketing expert, Kerala offers some of the finest digital minds to help you succeed online.

Looking for results-driven online marketing? Hire the best freelance digital marketer in Kerala today and watch your brand grow!

[starpalanca]

🚀 Ashkan Rajaee is Disrupting Tech Hiring—Here’s How!

Hiring top tech talent is tougher than ever, but Ashkan Rajaee, CEO of TopDevz, has cracked the code. With elite remote developers, AI-driven hiring, and flexible, cost-effective solutions, he’s redefining how companies build world-class teams—faster, smarter, and better.

Want to stay ahead in the talent race? This is a game-changer!

[celestehar88]

🚀 Ashkan Rajaee is Disrupting Tech Hiring—Here’s How!

Forget outdated hiring methods—Ashkan Rajaee, CEO of TopDevz, is shaking up the industry with AI-driven recruitment, top-tier remote talent, and flexible, cost-effective solutions. Want to land elite developers faster and smarter? This is the future of tech hiring!

[bertlanister]

🚀 Ashkan Rajaee on the Future of Tech Hiring

Ashkan Rajaee, CEO of TopDevz, is transforming tech recruitment with elite remote talent, AI-driven hiring, and cost-effective, flexible solutions. Discover how companies are securing top developers faster and smarter in the evolving digital landscape!

[michbrowning86]

🚀 Ashkan Rajaee on the Future of Tech Hiring

Ashkan Rajaee, CEO of TopDevz, shares how his company is transforming tech recruitment with elite remote developers, AI-driven hiring, and flexible, cost-effective solutions. Don’t miss his insights on the future of work and staying ahead in the talent race!

[alessandrabenshoof]

🚀 Ashkan Rajaee on the Future of Tech Hiring

In a TechRSeries interview, Ashkan Rajaee, CEO of TopDevz, shares how his company is transforming tech recruitment with elite, remote developers, AI-driven hiring, and cost-effective, flexible talent solutions.

[neeraj943]

Accounting Outsourcing Companies in India by Neeraj Bhagat & Co.: Your Reliable Financial Partner

In today’s dynamic business environment, companies are constantly looking for ways to optimize their operations and focus on core competencies. One of the most effective strategies is outsourcing non-core functions like accounting. For businesses seeking top-notch financial management, Neeraj Bhagat & Co. stands out as one of the leading accounting outsourcing companies in India, offering unparalleled expertise and services tailored to meet diverse business needs.

Why Choose Neeraj Bhagat & Co. for Accounting Outsourcing?

Extensive Industry Experience With decades of experience, Neeraj Bhagat & Co. has established itself as a trusted partner for businesses across various industries. Their team of seasoned professionals ensures that clients receive accurate, timely, and reliable financial services.

Comprehensive Accounting Services Neeraj Bhagat & Co. offers a wide range of accounting outsourcing services, including:

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Benefits of Outsourcing Accounting to Neeraj Bhagat & Co.

Cost Efficiency Outsourcing accounting functions can significantly reduce overhead costs. By partnering with Neeraj Bhagat & Co., businesses can save on expenses related to hiring in-house accounting staff, training, and infrastructure.

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Get Started with Neeraj Bhagat & Co. If you’re looking for reliable and efficient accounting outsourcing companies in India, Neeraj Bhagat & Co. is the ideal partner. Their comprehensive services, experienced team, and client-focused approach make them a preferred choice for businesses seeking to enhance their financial management.

[bjrcrecruiting]

Toronto Accounting Recruiters Are Seeing High Demand for This Surprising Finance Role

Toronto’s finance and accounting sector is no stranger to evolving trends. From advancements in financial technology to shifting regulatory requirements, businesses are constantly adapting to stay competitive. Amid these changes, Toronto accounting recruiters have noticed a surprising surge in demand for a specialized role: the Financial Planning and Analysis (FP&A) Manager.

Once considered a behind-the-scenes position, the FP&A Manager has emerged as a strategic partner within organizations, driving decision-making and long-term growth. This shift highlights the growing need for professionals who can bridge the gap between data analysis and business strategy.

If your organization is searching for top FP&A talent, here’s why this role is in high demand and how accounting recruitment services in Toronto can help you secure the right candidate.

Why the FP&A Manager Role Is Gaining Momentum

The role of the FP&A Manager has expanded significantly in recent years. Traditionally responsible for budgeting and forecasting, FP&A professionals are now instrumental in providing strategic insights that shape business direction.

Several factors are driving this demand:

Data-driven decision-making: Organizations are increasingly relying on data to inform strategic initiatives. FP&A Managers play a crucial role in analyzing financial performance and forecasting future trends.

Economic uncertainty: In uncertain markets, businesses need professionals who can provide actionable insights to navigate challenges. FP&A Managers excel at scenario planning and financial modelling.

Technology integration: As organizations adopt advanced analytics tools and software, FP&A Managers who are tech-savvy and adaptable are in high demand.

The combination of technical expertise and strategic thinking makes the FP&A Manager a critical addition to any finance team.

Skills Toronto Companies Are Seeking in FP&A Professionals

Recruiters specializing in accounting recruitment services in Toronto are finding that the most sought-after FP&A candidates possess a unique blend of skills:

Analytical proficiency: Strong analytical skills are non-negotiable, as FP&A Managers must interpret complex financial data and provide actionable insights.

Communication skills: These professionals need to effectively convey financial information to non-financial stakeholders, making clear communication essential.

Strategic vision: FP&A Managers are expected to contribute to long-term planning and guide organizational strategy.

Technical expertise: Proficiency with tools like Excel, Power BI, and financial modelling software is a must.

By identifying candidates with these competencies, accounting recruiters in Toronto help organizations build finance teams that can tackle today’s challenges and prepare for tomorrow’s opportunities.

The Benefits of Partnering with Accounting Recruiters

With the demand for FP&A Managers rising, competition for top talent is fierce. Partnering with the best recruitment agency in Toronto can give your organization a significant advantage in securing skilled professionals.

Here’s how:

Market expertise: Toronto accounting recruiters have deep knowledge of the local job market and understand the nuances of finding candidates with specialized skills.

Extensive networks: Recruiting agencies maintain robust networks of qualified professionals, streamlining the hiring process.

Tailored solutions: Whether you need a full-time hire or a project-based consultant, accounting recruitment services can customize their approach to meet your needs.

BJRC Recruiting, for example, excels at connecting businesses with finance and accounting talent, helping organizations secure professionals who align with their goals and culture.

How to Stand Out to FP&A Candidates

The demand for FP&A Managers means candidates have more options than ever. To attract and retain top talent, organizations should focus on these areas:

Competitive compensation: Offering market-aligned salaries and benefits is essential in a competitive hiring landscape.

Professional development opportunities: FP&A professionals value opportunities for growth, such as certifications or leadership training.

Work-life balance: Flexible work arrangements and a supportive company culture are major draws for candidates in this role.

By addressing these factors, your organization can position itself as an employer of choice for top FP&A talent.

As businesses face increased complexity in financial planning and strategy, the demand for FP&A Managers continues to grow. These professionals are no longer just number crunchers; they are strategic partners who drive business success.

If your organization is looking to fill this pivotal role, BJRC Recruiting can help. With expertise in accounting recruitment services in Toronto, we connect businesses with top FP&A talent who are ready to make an impact.

Contact BJRC Recruiting today to find your next FP&A Manager and stay ahead in Toronto’s competitive finance landscape.

Know more https://bjrcrecruiting.com/2024/12/20/high-demand-finance-role-toronto-accounting-recruiters/

[doodlemancy]

Hey there I just have a question about the Patreon stuff - I 100% agree with everything you said, I'm not too knowledgeable about some of the things Patreon has done. I know they want to get rid of first of the month and per creation billing, but WHY? Why do they hate it so much and want to get rid of it so badly??

hmmmm. i can't say i know for sure, but i can make some guesses. a lot of it seems like an unwillingness to problem-solve, honestly. there have been various excuses that i can remember-- one is that processing everything at the beginning of the month leads to all the Payment Processing Problems happening at once which, fair, understandable. hire more people, sorry patreon, you already made your bed on this and now you get to lie in it for the sake of the people that depend on it. another excuse they made during the fiasco in 2021 is that a lot of people sign up in the middle or toward the end of the month and think they've been "double charged" when the 1st of the next month rolls around, and they get charged again less than a month after they signed up. it apparently leads to a lot of customer service tickets. instead of implementing ANY features that would help patrons understand this better at signup, or allow patrons to delay payment until the 1st of the next month, they wanted to do away with 1st-of-the-month billing entirely. and like yes. this is a problem. chargebacks are bad. having to deal with a lot of help tickets at the same time every month is bad. but having worked customer service long enough: clarify your language and again, hire more people, sorry! bed made! lie in it!

with the apple thing... i kind of wonder if that's been an influence in the past and for how long. it feels like they are really insistent on changing their service's behavior to be more predictable to the average Netflix/Doordash/etc. subscriber or whatever. the rolling bill structure is the default for most stuff, and it does make sense to want to be predictable... but in general they really seem to think very little of the intelligence of patrons. which is an understandable consequence of dealing with any kind of customer service-- just statistically speaking you will encounter a lot of horses who cannot be made to drink or even led to any kind of water and it will make you think humanity is doomed. but it's weird that they're willing to trade out entire portions of their userbase for that predictability. i think some of this is also a venture-capital-driven desperate desire for wider appeal, which is the fall of every tech company at some point, i guess. the insistence that the apps no one likes are Extremely Important is what bolsters my belief that this is a misguided growth-chasing thing. like everyone else, they probably are trying to make line go up, and there's no room to be pleased with a sustainable niche in that equation.

i don't know if there are other mysterious under-the-hood reasons, like if it's gonna be better for them re: payment processing fees or something or if their processors or investors are giving them shit about it for some reason or another. it's likely there's something else they are, as usual, not being transparent about.

so yeah. it's not that i think Patreon would be easy to run. it's not that i don't see that there are some legit challenges here. but i do think they are strangely willing to give up and go straight to the most destructive solution rather than try to figure out how to make the thing work. i don't really know exactly what's going on more than anyone else does, i'm just looking for patterns.

also: i know you don't, anon, but if anyone's thinking i've been too harsh or that i'm too suspicious of patreon up-front here and am Probably Just Unpleasable... they do have a history of deceptive shit. it's been their thing for a looooong time to take secret polls only of select groups of users so they can say that their bad decisions are based on "user feedback". i actually got an email invite back in 2021 for a secret behind-the-scenes call that i'm sure they were just gonna use to try to justify some more shit. i declined and told them they should have learned by now to ask the whole community for input on big decisions, and i got a predictably dodgy answer. sigh. i wish they really cared about us.

[vivek2184]

IT companies in Coimbatore :Hiring freshers role and benefit

Coimbatore has emerged as a preferred location for IT professionals due to its affordable cost of living, high-quality educational institutions, and the city’s well-developed infrastructure. Unlike metropolitan cities, IT companies in Coimbatore offers a balanced lifestyle with a lower cost of living, which appeals to many working professionals. With a pool of skilled talent graduating from nearby engineering and technical institutions, Coimbatore is an ideal place for IT companies to find qualified candidates for various roles, making it a hot spot for job seekers.

Who Are the Leading IT Companies in Coimbatore?

The city hosts several top IT companies, including Tata Consultancy Services (TCS), Cognizant, Wipro, and Robert Bosch, along with growing regional players like KGISL and Aspire Systems. These companies offer a variety of services from software development to business consulting and automation solutions. Working with such companies not only provides a chance to learn and grow but also adds credibility to one's career profile. Their well-established infrastructure and focus on training employees make them attractive employers in the region.

Best IT Companies in Coimbatore :

Coimbatore, one of Tamil Nadu's major industrial hubs, has seen significant growth in the IT sector. Known for its skilled workforce, affordable infrastructure, and a supportive business ecosystem, the city hosts many IT companies that offer a wide range of services from software development to digital transformation.

 Here’s a look at some of the best IT company in Coimbatore :

Accenture :

Global consulting and technology services company providing full-fledged IT and business process services.

ThoughtWorks:

Leaders in software consultancy to get custom software developed through agile methodology and digital transformation

Payoda Technologies :

focuses primarily on aspects of digital transformation, analytics, cloud solution development and software development.

Sridhar Vembu Institute of Technology (Zoho Corp) :

It is based in Chennai; however, the innovation and research wing of Zoho is based in Coimbatore, where it works on software product development.

Softratech Info :

The company provides IT solutions, consultancy, software development, and support services.

Repute Network :

A technology-based company, focusing on digital payments, financial technologies, and blockchain solutions

Mindnotix Technologies :

A technology firm, developing web and mobile applications as well as AR/VR-based applications, and AI-driven applications.

Kumaraguru College of Technology :

Technology Business Incubator (KCT-TBI) - Incubates start-ups and tech innovation in IoT, AI, robotics, and software solutions.

Revature India :

Trains and develops software services and products, focusing on creating technical talent for the global market.

i2i Software Solutions :

Offers end-to-end software solutions and IT services, with a focus on custom development.

eQuadriga Software Pvt Ltd :

is an IT services company focusing on software development, mobile apps, and digital marketing.

Conclusion :

Coimbatore’s IT sector is full of opportunities for freshers, thanks to a supportive ecosystem of companies and a growing tech community. From MNCs like Cognizant and Bosch to dynamic startups, IT companies in Coimbatore provides ample options for fresh graduates eager to kickstart their careers. With a focus on learning, networking, and skill development, freshers can build a promising career in this thriving city.

[aionlinemoney]

India’s Tech Sector to Create 1.2 Lakh AI Job Vacancies in Two Years

India’s technology sector is set to experience a hiring boom with job vacancies for artificial intelligence (AI) roles projected to reach 1.2 lakh over the next two years. As the demand for AI latest technology increases across industries, companies are rapidly adopting advanced tools to stay competitive. These new roles will span across tech services, Global Capability Centres (GCCs), pure-play AI and analytics firms, startups, and product companies.

Following a slowdown in tech hiring, the focus is shifting toward the development of AI. Market analysts estimate that Indian companies are moving beyond Proof of Concept (PoC) and deploying large-scale AI systems, generating high demand for roles such as AI researchers, product managers, and data application specialists. “We foresee about 120,000 to 150,000 AI-related job vacancies emerging as Indian IT services ramp up AI applications,” noted Gaurav Vasu, CEO of UnearthInsight.

India currently has 4 lakh AI professionals, but the gap between demand and supply is widening, with job requirements expected to reach 6 lakh soon. By 2026, experts predict the number of AI specialists required will hit 1 million, reflecting the deep integration of AI latest technology into industries like healthcare, e-commerce, and manufacturing.

The transition to AI-driven operations is also altering the nature of job vacancies. Unlike traditional software engineering roles, artificial intelligence positions focus on advanced algorithms, automation, and machine learning. Companies are recruiting experts in fields like deep learning, robotics, and natural language processing to meet the growing demand for innovative AI solutions. The development of AI has led to the rise of specialised roles such as Machine Learning Engineers, Data Scientists, and Prompt Engineers.

Krishna Vij, Vice President of TeamLease Digital, remarked that new AI roles are evolving across industries as AI latest technology becomes an essential tool for product development, operations, and consulting. “We expect close to 120,000 new job vacancies in AI across different sectors like finance, healthcare, and autonomous systems,” he said.

AI professionals also enjoy higher compensation compared to their traditional tech counterparts. Around 80% of AI-related job vacancies offer premium salaries, with packages 40%-80% higher due to the limited pool of trained talent. “The low availability of experienced AI professionals ensures that artificial intelligence roles will command attractive pay for the next 2-3 years,” noted Krishna Gautam, Business Head of Xpheno.

Candidates aiming for AI roles need to master key competencies. Proficiency in programming languages like Python, R, Java, or C++ is essential, along with knowledge of AI latest technology such as large language models (LLMs). Expertise in statistics, machine learning algorithms, and cloud computing platforms adds value to applicants. As companies adopt AI latest technology across domains, candidates with critical thinking and  AI adaptability will stay ahead so it is important to learn and stay updated with AI informative blogs & news.

Although companies are prioritising experienced professionals for mid-to-senior roles, entry-level job vacancies are also rising, driven by the increased use of AI in enterprises. Bootcamps, certifications, and academic programs are helping freshers gain the skills required for artificial intelligence roles. As AI development progresses, entry-level roles are expected to expand in the near future. AI is reshaping the industries providing automation & the techniques to save time , to increase work efficiency. 

India’s tech sector is entering a transformative phase, with a surge in job vacancies linked to AI latest technology adoption. The next two years will witness fierce competition for AI talent, reshaping hiring trends across industries and unlocking new growth opportunities in artificial intelligence. Both startups and established companies are racing to secure talent, fostering a dynamic landscape where artificial intelligence expertise will be help in innovation and growth. AI will help organizations and businesses to actively participate in new trends.

#aionlinemoney.com

[pitchnhirejobs]

Why Pitch N Hire is the Ultimate ATS for Streamlining Recruitment: Benefits of using Pitch N Hire

Recruitment today is more than just posting jobs and reviewing resumes; it’s about finding the perfect match between companies and candidates quickly and efficiently. Pitch N Hire offers a robust Application Tracking Software (ATS) that streamlines the recruitment process, providing a holistic solution that benefits both recruiters and job seekers. Here are the key benefits of using Pitch N Hire in your recruitment strategy:

Unified Job Listings for Maximum Reach One of the most powerful features of Pitch N Hire is the aggregation of job listings from multiple popular job boards. This means recruiters can post a job once and have it distributed across various platforms, saving time and increasing reach. For candidates, this feature ensures they have access to a wide range of opportunities all in one place, making their job search more efficient.

Personalized Job Matches for Candidates Finding the right job can be challenging, but Pitch N Hire simplifies this process with personalized job recommendations. The Application Tracking Software uses advanced algorithms to match candidates with jobs that align with their skills, experience, and preferences. This tailored approach not only improves the candidate experience but also increases the likelihood of finding the perfect fit for both parties.

Stay Informed with Tailored Job Alerts Staying updated on the latest job openings is crucial for job seekers. Pitch N Hire offers recommended job alerts, notifying candidates of new positions that match their profiles. These alerts ensure that candidates never miss out on an opportunity that could be the right fit for them. For recruiters, this feature helps keep potential candidates engaged and informed about new openings.

Get Ready for Success with Practice Tools Pitch N Hire goes beyond just job matching by offering interview preparation and practice tools. Candidates can access resources and practice sessions to hone their interview skills, increasing their chances of success. This feature not only helps candidates feel more confident but also ensures that recruiters are meeting well-prepared applicants.

Connect and Engage in a Professional Community Building relationships is key in recruitment, and Pitch N Hire facilitates this through its social community features. The platform allows candidates and recruiters to connect, share insights, and build a rapport before the interview process even begins. This community driven approach enhances communication and helps both parties better understand each other’s expectations.

Instant Communication with Recruiters Direct communication is vital during the hiring process. Pitch N Hire offers a chat feature that allows candidates to communicate directly with recruiters. This instant messaging capability speeds up the recruitment process, allowing for quick clarifications and fostering a more transparent and engaging hiring experience.

Job Application Tracking Tracking job applications is a breeze with Pitch N Hire. Candidates can easily monitor the status of their applications, from submission to final decision. This transparency keeps candidates informed and engaged, while recruiters benefit from a clear overview of all applications, helping them manage the process more effectively.

Interview Tracking & Scorecards Efficient interview management is crucial for successful recruitment. Pitch N Hire offers interview tracking and scorecard features that allow recruiters to evaluate candidates consistently and fairly. These tools help in maintaining a structured interview process, ensuring that every candidate is assessed based on standardized criteria.

Resume Builder Creating a compelling resume is often the first step toward landing a job. Pitch N Hire includes a resume builder tool that helps candidates craft professional and polished

Coding Assessments For tech-related positions, assessing coding skills is essential. Pitch N Hire offers coding assessments that allow recruiters to evaluate candidates’ technical abilities before inviting them to an interview. This feature ensures that only the most qualified candidates move forward in the recruitment process, saving time for both recruiters and candidates.

[female-malice]

Like a lot of people in the climate space, my mind has been spinning this week as I've watched images of the entire world reeling from intense heat, flash floods, wildfires and other climate-change-intensified extreme weather events, interspersed with a sudden deluge of denialism, new and old. At the same time, I happen to be researching both the fossil fuel industry's role in expanding legal protections for "corporate free speech," which it's now trying to extend to fraud, and its role in criminalizing and otherwise suppressing actual free speech around the world. It has me thinking about something I've been on my damn soapbox about for years: accountability isn't just "a" climate solution, it actually has to be the first one. How in the world do people expect any of the other solutions to work without that one coming first?

If fossil fuel companies and other polluting industries are allowed to continue to mislead the public, extract from the public, and impose their costs on the public, how will any proposed solution actually manage to solve anything? What's happening with the IRA is a really good example. It's moving the needle in a big way on the electrification of transportation and the shift toward renewable energy. But it's also sparked an absolutely enormous wave of disinformation and obstructionism, from fake activist groups battling wind farms (supposedly on behalf of whales but actually on behalf of fossil fuel companies) to old-guard climate denialists like Steve Milloy making the rounds on all the conservative talk shows to tell people that everything from wildfire smoke to extreme heat is perfectly normal...healthy even! Their efforts include a very effective re-labeling of gas as "clean energy" and the positioning of various fossil-fuel-friendly non-solutions, from waste incineration to bogus carbon capture tech as part of the transition. They seem to be pushing for a future in which for every dollar that actually moves us away from fossil fuel dependence there's one (or more!) that keeps us from moving on at all.

Electrification is another good example. Many in the climate space are so terrified of disinformation taking hold that they are unwilling to even entertain a conversation about how we might approach lithium mining more equitably than we have oil drilling, never mind how we might reduce car dependency across the board. With zero accountability for either the automotive or the fossil fuel industy, they're left to do what they've alway done: prioritize profits over public health, environmental sustainability, or the equitable treatment of workers. Rather than re-train auto workers to participate in the new EV economy, automakers are hiring new people they can pay less and looking to move to right-to-work states where they won't have to deal with unions. A move that will no doubt be vaguely blamed on "climate activists" or "climate policy" because we still haven't held the people actually to blame—extractive industries and the executives directing them—responsible in any way.

Hundreds of climate cases are currently trying to do exactly that. To combat them, industry is pulling out all the stops: painting the litigation as being driven by money-grubbing lawyers, arguing that evidence-based accusations of fraud are actually attempts to censor companies, cranking up the propaganda machine, and doing everything they can to lock in as much fossil fuel use as possible for the next few decades. All while looking for every possible way to discredit and suppress climate activists.

Oil companies' arguments in court today hinge entirely on the work they've done to help create the concept and legal protection for corporate personhood. They are counting on the rights of personhood to deliver them from tens of millions of dollars in damages. But if they want the rights of personhood, they must also accept the responsibilities: consequences for bad behavior, requirements to change that behavior, and an obligation to consider the common good.

Those of us who see accountability as a critical climate solution are often accused of being a hammer that sees all oil companies as nails, righteous zealots seeking only to blame and punish. That's not it at all. We are, above all, pragmatists who know that bad behavior, especially if it's profitable, never changes absent consequences. Any parent could tell you that, and frankly so could any human. When have you ever seen someone who consistently benefits from and gets away with treating others poorly have a sudden, voluntary change of heart and course correct? That goes double for companies, which are not, despite their loud protest to the contrary, people.

-Amy Westervelt