Full-time employment is the horse of the future. Not disappearing — but no longer the default. Think about it: You're going to be LUCKY to have 5 full-time employees. Right now that's just the default. Same with agencies — you'll be lucky to work with a really great one. The future looks like Jose De Cabo's model at Remotely: → A core team of 20-30 people → 1,000+ developers in the network you can tap into → Scale up. Scale down. No 12-month contracts. → Technology does the matching, not cold calls. The companies that figure this out first will move 10x faster than everyone else. The ones that don't will keep paying horse prices for horse speed. --- 🎧 Listen here: https://lnkd.in/enveyCF4 --- Sponsored by GreenLight (https://lnkd.in/eceNja5h) — the modern EOR for the modern workforce. --- #HumanCloudPodcast #FutureOfWork #Staffing #FlexibleWorkforce #TalentStrategy
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In this week's Techsoc video, I show you how to schedule peoples' start times to adequately staff a business using full-time employees and part-time employees drawn from a central pool. https://lnkd.in/gPvPbdnv
Combine full- and part-time schedules
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A ₹50,000 salary in your hometown, working remotely, is much, much better than a ₹24 LPA job in a metro city. You get time with family, homemade food, and peace of mind without spending half your income on rent, traffic, and takeout. At some point, we all realize peace > paycheck. Agreed? #repurpose
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Most professionals don’t realize the one thing keeping them stuck And no, it’s not their skills. If you’re tired of blending in, attracting low-paying clients, or constantly justifying your rates… this carousel explains it👇 Ready to actually fix it and start attracting better-paying clients? Click the link to get the 6 Figure Remote Worker Guide and change that today. https://lnkd.in/eHSuXnQx
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Anyone who has worked in the automotive industry understands how demanding the lifestyle can be. Night shifts, weekends, constant pressure, last minute customers, and pay plans that can change overnight. At some point, a lot of people start thinking there has to be a better way. I’ve been helping automotive professionals build remote income by adding a part-time or full-time financial services business without walking away from their current careers. Most start part time and build it alongside what they’re already doing. If you want more details, send me a message and I’ll walk you through it.
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“High crew turnover isn’t a people problem first. It’s a profit leak.” - - - Most owners see a tech quit and think: “Annoying… but we’ll just hire another one.” Here’s what they don’t see on the P&L: - Ad spend, interviewing time, and admin hours resetting…again. - 2–4 weeks of lost productivity while the new hire ramps. - Customer experience taking a hit, and the rest of the team picking up slack. The good news? Most of this is preventable with: - Slightly higher base pay for your best roles. - A simple, repeatable onboarding plan. - 30-day check-ins to catch issues before people walk. And of course…there’s a lot more you can do before turnover gets really expensive. Feeling the effects of high turnover?? DM us for a free 30-minute consultation. #turnover #productivity #morale #pestcontrol #hrconsulting #walk https://lnkd.in/giQwadNu
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The Wall Street Journal recently reported that only 8–9% of job postings today are fully remote, while nearly 40% of applicants are actively pursuing those roles. That imbalance makes remote opportunities roughly four times harder to land than in‑office or hybrid positions. (WSJ, Feb. 25, 2026) I see the impact of that gap every day—on both job seekers and employers Over the past year, 78% of the roles we’ve listed at MLA Interim, an alternative legal service provider, were remote or location‑flexible. This trend reflects what I've consistently observed: when organizations are open to where work gets done, they gain access to a much deeper and more experienced pool of legal talent. From my seat, flexibility unlocks: - Broader access to specialized and senior‑level legal professionals - Faster deployment for urgent, high‑stakes, or niche needs - Stronger engagement driven by outcomes—not office proximity For job seekers, this is a big reason interim legal opportunities are so compelling. Many professionals want meaningful, challenging work, without being limited to a single office, city, or long‑term structure. Interim roles often provide that balance in a way permanent roles can’t. For hiring organizations, flexibility has become a real differentiator. In a talent market where the best candidates have choices, the strongest results (and often the strongest talent) come from looking beyond one office or one city. Flexibility isn’t a perk. It’s a competitive advantage. #mlaglobal #mlainterim #ALSP #interimtalent #remotework https://lnkd.in/ePJfakrP
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Flexibility isn’t about perks, it’s about outcomes. Nesli Orhon breaks down why interim and location‑flexible legal talent models are increasingly strategic for organizations looking to access top‑tier talent in a constrained market. Looking for interim legal, privacy or compliance talent? Let us help you find the best people to enhance your team. https://lnkd.in/efUZ-WCN
Partner and Executive Director | Connecting law firms and corporate legal departments with the best legal consultants in the industry
The Wall Street Journal recently reported that only 8–9% of job postings today are fully remote, while nearly 40% of applicants are actively pursuing those roles. That imbalance makes remote opportunities roughly four times harder to land than in‑office or hybrid positions. (WSJ, Feb. 25, 2026) I see the impact of that gap every day—on both job seekers and employers Over the past year, 78% of the roles we’ve listed at MLA Interim, an alternative legal service provider, were remote or location‑flexible. This trend reflects what I've consistently observed: when organizations are open to where work gets done, they gain access to a much deeper and more experienced pool of legal talent. From my seat, flexibility unlocks: - Broader access to specialized and senior‑level legal professionals - Faster deployment for urgent, high‑stakes, or niche needs - Stronger engagement driven by outcomes—not office proximity For job seekers, this is a big reason interim legal opportunities are so compelling. Many professionals want meaningful, challenging work, without being limited to a single office, city, or long‑term structure. Interim roles often provide that balance in a way permanent roles can’t. For hiring organizations, flexibility has become a real differentiator. In a talent market where the best candidates have choices, the strongest results (and often the strongest talent) come from looking beyond one office or one city. Flexibility isn’t a perk. It’s a competitive advantage. #mlaglobal #mlainterim #ALSP #interimtalent #remotework https://lnkd.in/ePJfakrP
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Here’s an unpopular opinion: If a job posting on here says “remote” and while applying they ask questions about being on-site for a certain number of days per week or living within a certain radius, I think we should report the job posting. I’m not sure if it will do anything but at least it’s something. I do not think companies will change this practice until consequences are presented to them.
