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The House passed housing legislation that includes a slightly pared-down institutional investor housing ban, as well as a raft of community bank measures. View the full article

Small businesses constantly seek tools that streamline operations, enhance customer engagement, and adapt to modern technological advancements. The latest Android updates offer a suite of features designed to empower business owners to work more efficiently and effectively. One of the most notable updates is the enhancement of Quick Share, designed to facilitate easier file transfer across devices. Many small businesses operate in environments where team members use various types of devices, from iPhones to Androids. The new Quick Share feature enables seamless sharing of files, such as videos or images, among users with different devices. As Android expands compatibility to include top brands like Samsung, OPPO, OnePlus, Vivo, Xiaomi, and HONOR, businesses can expect to increase collaboration without the friction often associated with diverse platforms. “We made Quick Share compatible with AirDrop for supported Android phones starting with Pixel,” stated a spokesperson from Android. This upgrade means that small business owners can now share essential documents or visuals with colleagues or clients regardless of their device ecosystem. Those without compatible devices can generate a QR code for sharing files via the cloud, ensuring everyone can access the content quickly and efficiently. Furthermore, the rollout of Quick Share in popular applications, including WhatsApp, could offer significant time savings for businesses that rely on these platforms for communication. The feature will be available on all Android phones within the next month, adding to its accessibility. Another key update is the improved ease of switching from iOS to Android devices. Many small business owners or employees may have initially started with iPhones and now wish to transition to Android for various reasons – whether it’s cost-effectiveness, security features, or better compatibility with certain business tools. The new process allows users to wirelessly transfer critical data like passwords, photos, messages, and contacts from their iPhone to an Android device. This level of convenience and data integrity is crucial for business continuity and minimizes downtime during the transition. This upgraded process specifically supports eSIM transfer and will initially be available on Samsung Galaxy and Google Pixel devices later this year. “We worked with Apple to overhaul the iOS-to-Android transfer process to ensure your data moves with you,” the spokesperson added. For small businesses, this means that employees can easily shift to new devices without losing any essential data, thus maintaining productivity levels. These features offer small business owners multiple advantages, including fostering a more collaborative work environment and enabling easier onboarding of new employees. However, it’s essential to be aware of potential challenges. As with any technology upgrade, small businesses may face a learning curve as employees adapt to these new features. Additionally, businesses should ensure their teams are trained to utilize the new systems effectively, maximizing the advantages these tools provide. Another consideration for small businesses is ensuring that their app choices are also compatible with these new sharing features. As Quick Share begins integrating into popular apps, understanding how these applications will work alongside business processes could be vital. In a landscape where connectivity and collaboration are paramount, the latest Android updates align with the needs of small business owners searching for agile and efficient tools to operate in an increasingly digital world. Embracing these changes offers an opportunity not only to streamline operations but also to enhance workforce productivity and engagement. For more information about the new Android updates, visit the original post here. As these updates roll out, small businesses may find themselves better equipped to tackle the challenges of today’s dynamic market. Image via Google Gemini This article, "Android Unveils Quick Share and Seamless iOS-to-Android Transfers" was first published on Small Business Trends View the full article

Small businesses constantly seek tools that streamline operations, enhance customer engagement, and adapt to modern technological advancements. The latest Android updates offer a suite of features designed to empower business owners to work more efficiently and effectively. One of the most notable updates is the enhancement of Quick Share, designed to facilitate easier file transfer across devices. Many small businesses operate in environments where team members use various types of devices, from iPhones to Androids. The new Quick Share feature enables seamless sharing of files, such as videos or images, among users with different devices. As Android expands compatibility to include top brands like Samsung, OPPO, OnePlus, Vivo, Xiaomi, and HONOR, businesses can expect to increase collaboration without the friction often associated with diverse platforms. “We made Quick Share compatible with AirDrop for supported Android phones starting with Pixel,” stated a spokesperson from Android. This upgrade means that small business owners can now share essential documents or visuals with colleagues or clients regardless of their device ecosystem. Those without compatible devices can generate a QR code for sharing files via the cloud, ensuring everyone can access the content quickly and efficiently. Furthermore, the rollout of Quick Share in popular applications, including WhatsApp, could offer significant time savings for businesses that rely on these platforms for communication. The feature will be available on all Android phones within the next month, adding to its accessibility. Another key update is the improved ease of switching from iOS to Android devices. Many small business owners or employees may have initially started with iPhones and now wish to transition to Android for various reasons – whether it’s cost-effectiveness, security features, or better compatibility with certain business tools. The new process allows users to wirelessly transfer critical data like passwords, photos, messages, and contacts from their iPhone to an Android device. This level of convenience and data integrity is crucial for business continuity and minimizes downtime during the transition. This upgraded process specifically supports eSIM transfer and will initially be available on Samsung Galaxy and Google Pixel devices later this year. “We worked with Apple to overhaul the iOS-to-Android transfer process to ensure your data moves with you,” the spokesperson added. For small businesses, this means that employees can easily shift to new devices without losing any essential data, thus maintaining productivity levels. These features offer small business owners multiple advantages, including fostering a more collaborative work environment and enabling easier onboarding of new employees. However, it’s essential to be aware of potential challenges. As with any technology upgrade, small businesses may face a learning curve as employees adapt to these new features. Additionally, businesses should ensure their teams are trained to utilize the new systems effectively, maximizing the advantages these tools provide. Another consideration for small businesses is ensuring that their app choices are also compatible with these new sharing features. As Quick Share begins integrating into popular apps, understanding how these applications will work alongside business processes could be vital. In a landscape where connectivity and collaboration are paramount, the latest Android updates align with the needs of small business owners searching for agile and efficient tools to operate in an increasingly digital world. Embracing these changes offers an opportunity not only to streamline operations but also to enhance workforce productivity and engagement. For more information about the new Android updates, visit the original post here. As these updates roll out, small businesses may find themselves better equipped to tackle the challenges of today’s dynamic market. Image via Google Gemini This article, "Android Unveils Quick Share and Seamless iOS-to-Android Transfers" was first published on Small Business Trends View the full article

Delinquencies among recent FHA originations are showing up alongside a notable volume of subordinate liens carried by the borrowers. View the full article

Google announced a lot of updates at I/O 2026. The company's first modern smart glasses (dubbed "Intelligent Eyewear) are coming later this year, as is Google's Universal Cart shopping assistant. There's even a brand-new AI model, Omni, that can create any output from any input, which should do wonders for our AI-generated misinformation problem. But not everything Google announced on Tuesday is available now (or for free, for that matter). Most of the new Workspace features, for example, require some type of subscription, as do many of the AI enhancements coming down the pike. If you want to test out Omni today, you can, but you need to pay for one of Google's AI subscriptions. The good news, however, is that there are some features and changes Google announced at I/O that you can try out right now, without paying a dime. These are new adjustments to apps and services you may use every day, like Google Search, the Gemini app, or Gemini itself. While Google does have more free I/O features coming later this year (and as soon as this summer), these are the announcements you can experience today: Gemini 3.5 Flash is now in Google search and the Gemini appGoogle I/O 2026 was all about AI. As such, one of the biggest announcements from the keynote was Gemini 3.5 Flash, the latest update to Google's Gemini model. It's the first model in the Gemini 3.5 family, as Google says it's still working on Gemini 3.5 Pro. According to Google, Gemini 3.5 Flash competes with other flagship AI models "on multiple dimensions." The company says that 3.5 Flash outperforms 3.1 Pro in coding and agentic benchmarks, and is an industry leader in multimodal understanding. Because it's a "Flash" model, it's designed to be quicker than other models that prioritize performance over speed. To that point, Google says 3.5 Flash is four times faster than other "frontier" models. Taken at its word, Gemini 3.5 Flash is an option for just about anyone who uses AI. If you're a developer, Google says 3.5 Flash will save you time and money, as it's frequently less than half the cost of comparable models. But for the rest of us who don't use AI for coding or developing, Gemini 3.5 will be most accessible in Google Search and the Gemini app. As of Tuesday, this is the model powering Google's flagship AI products, so if you've used Gemini in the past 24 hours, you've likely used 3.5 Flash. Google's new AI "Intelligent Search" box is already rolling outThere are a lot of changes coming to Google Search, many of which fundamentally change how the platform functions. Google wants Search to be a true AI-powered experience, focusing more on interacting with AI Mode and AI Overviews than on the individual links and sources those answers pull from. As sites continue to lose traffic due to these AI updates, it isn't an exaggeration to say this new approach may change the web forever. Those major changes are coming next week. Today, however, there are other changes you'll notice when using Google Search. Of course, you now know that the underlying AI model powering AI Mode and AI Overviews is Gemini 3.5 Flash, but that's far from the only change. Perhaps the most notable update is the new "Intelligent Search" box. When you select "AI Mode" in the Search box, Google taps into Gemini 3.5 Flash to offer AI-powered suggestions as you type. As advertised, the feature seems intended for more conversational searches, rather than quick queries. Things like "I'm looking for a new hobby and am interested in pottery." As you type, Google might suggest the following: "Is wheel throwing or hand building easier to learn?" The idea is to guess what you're going to ask to save time, or suggest search terms you might not have thought of yourself. The feature is multimodal too, so you can search with images, files, videos, or Chrome tabs, in addition to text. Google started rolling out the feature to users on Tuesday, so it could be live on your end, but it may take some time. (As of this article, I don't see it yet.) AI Mode just got easier to useAI Overviews are divisive: While many might find them convenient for quick results, others criticize the tool's accuracy. (Don't forget that AI Overviews once recommended putting glue on pizza to keep the cheese from falling off.) However, if you do enjoy using Google AI Search tools, you might like this next change. On Tuesday, Google rolled out an update to AI Overviews that makes it easier to jump right into AI Mode from the results. Now, when you get an AI Overview, you can choose to expand it, which features a chat box at the bottom of the window. You can use this to jump into a "conversation" through AI Mode, if you want to continue asking questions about the subject. More Search features are coming this summer Google has a slew of new Search features coming later this summer, too. Google AI Pro and Ultra subscribers will be able to try "information agents," which keep an eye on certain topics, sales, or trends and alert you when things change. Free and paid users alike will be able to use agents to book things, including restaurant reservations and private karaoke rooms, directly in Search. In addition, Google is rolling out Universal Cart this summer for everyone, which lets you add items from multiple stores into one digital cart. But perhaps the biggest update for free users, in my view, is agentic coding. Google will use Gemini 3.5 Flash to build interactive elements in real-time based on your queries. If you're asking about black holes, Google may build you a demo that you can play with to see how they work. These will also roll out this summer for free. The Gemini app's got a "Neural Expressive" design update In addition to running Gemini 3.5 Flash, the Gemini app gets a new visual design refresh. Google is calling this "Neural Expressive," featuring new animations, colors, typography, and haptic feedback. It definitely has a different look than the original Gemini app, or Google's usual design scheme at that, so if you're interested in UI refreshes, you can check that out today. View the full article

Talent acquisition is crucial for organizations as it goes further than merely filling vacant positions. It involves strategically attracting candidates who not only possess the necessary skills but additionally fit the company culture. By focusing on building a strong talent pipeline, organizations can meet their current and future workforce needs. Comprehending its key components, including technology and diversity, can improve your approach. What specific strategies can organizations implement to optimize their talent acquisition processes? Key Takeaways Talent acquisition strategically aligns hiring processes with organizational goals and culture, ensuring the right candidates contribute to long-term success. It builds a strong candidate pipeline by proactively sourcing and nurturing relationships with potential hires, addressing both immediate and future staffing needs. Effective talent acquisition reduces employee turnover by ensuring cultural fit and enhancing loyalty through diversity, equity, and inclusion initiatives. The role includes employer branding to attract high-quality talent and improve organizational culture alignment, fostering long-term employee satisfaction. Continuous evaluation of recruitment strategies through metrics and analytics ensures effective talent acquisition adapts to changing labor market dynamics. Definition of Talent Acquisition Talent acquisition is a strategic process that goes beyond simply filling vacancies; it focuses on attracting and hiring candidates who not just possess the necessary qualifications but furthermore align with the organization’s goals and culture. The role of talent acquisition encompasses developing a strong candidate pipeline through employer branding, proactive sourcing, and building long-term relationships with potential hires. Unlike traditional recruiting, talent acquisition emphasizes future workforce needs and long-term organizational growth. A talent acquisition job description typically includes responsibilities such as job advertising, candidate evaluation, and onboarding, all aimed at ensuring the best fit for the organization. Effective talent acquisition strategies not only lower employee turnover rates but likewise improve productivity and employee engagement. By prioritizing alignment with organizational values and goals, you can create a workforce that’s more invested in the company’s success, eventually leading to a more sustainable and thriving workplace. The Importance of Talent Acquisition in Organizations Talent acquisition is crucial for enhancing organizational performance by aligning employee skills with business goals, which boosts productivity. When you implement effective strategies, you not just reduce employee turnover but likewise create a more stable work environment, saving on recruitment costs. Furthermore, building a strong talent pipeline helps guarantee your organization can meet both current and future staffing needs efficiently. Enhancing Organizational Performance Organizations that implement effective talent acquisition strategies can greatly improve their overall performance and stability. By focusing on the right talent acquisition role, you can guarantee that the right candidates fill crucial positions, leading to a 20% increase in productivity. A talent acquisition specialist job description should emphasize building positive candidate experiences, which can boost employee engagement by 30%. Furthermore, organizations prioritizing diversity, equity, and inclusion can see a 35% rise in performance metrics among diverse teams. Here’s a quick overview of the benefits of a strong talent acquisition process: Benefit Impact Reduced Turnover Rates Up to 50% decrease Increased Productivity 20% overall performance boost Financial Performance 3x better outcomes Employee Engagement 30% increase Innovation and Creativity 35% performance metric improvement Reducing Employee Turnover Reducing employee turnover is a vital challenge that many companies face, and effective talent acquisition plays an integral role in addressing this issue. By implementing a strategic talent acquisition description, organizations can guarantee new hires are a cultural fit, which is fundamental for retention. A talent acquisition specialist’s job duties include evaluating candidates’ alignment with company values, whereas a talent acquisition partner job description emphasizes collaboration with hiring managers to refine recruitment strategies. Organizations that focus on proactive recruitment methods often see turnover rates decrease by 30-50%. Furthermore, integrating diversity, equity, and inclusion into talent acquisition processes cultivates a more inclusive culture, leading to increased employee loyalty and engagement, ultimately enhancing retention and productivity within the workplace. Building Stronger Workforce Pipelines Even though many factors contribute to a successful workforce, building stronger pipelines for talent acquisition is essential for meeting both immediate and long-term staffing needs. A talent acquisition job role focuses on proactively sourcing and nurturing relationships with potential candidates, ensuring your organization has a steady flow of talent. By implementing effective strategies, you can reduce employee turnover rates and improve overall productivity. Furthermore, aligning your hiring practices with your organization’s culture cultivates employee satisfaction. A talent acquisition specialist career emphasizes diversity, equity, and inclusion, which helps create innovative teams. In addition, a well-crafted talent acquisition JD showcases your employer branding, making your organization more attractive to top talent and giving you a competitive edge in today’s labor market. Talent Acquisition vs. Recruitment In the area of hiring, grasping the difference between talent acquisition and recruitment is crucial for effective workforce planning. Talent acquisition is a proactive, long-term strategy focused on building a talent pipeline for future needs. Conversely, recruitment is reactive, aimed at filling immediate job openings. Here’s a quick comparison: Aspect Talent Acquisition Recruitment Focus Long-term talent pipeline Immediate job openings Candidate Sourcing Active and passive candidates Primarily active candidates Relationship Building Ongoing with potential candidates Ends when a position is filled A talent specialist, or talent acquisition specialist, not only fills roles but engages in employer branding and strategic workforce planning. Comprehending these distinctions helps you leverage talent acquisition for reduced turnover and improved organizational performance. Key Pillars of Talent Acquisition Grasping the key pillars of talent acquisition is fundamental for organizations aiming to build a strong workforce. These pillars—attraction, selection, and attrition—are critical components of your hiring strategy. Attraction involves drawing in job seekers through a robust employer brand and well-crafted job descriptions that reflect your organizational values. Regarding selection, you’ll need a systematic process for evaluating candidates, which may include assessments, interviews, and background checks to guarantee their alignment with both the role and your culture. Attrition focuses on comprehending employee turnover and its effects on your organization. Analyzing this data enables you to implement strategies that boost retention and engagement. Moreover, differentiation is significant in a competitive job market; a compelling value proposition can help you stand out and attract top talent. Developing a Talent Acquisition Strategy To develop an effective talent acquisition strategy, you need to guarantee it aligns with your organization’s overall goals. This means identifying skill gaps and building diverse talent pools that can meet current and future demands. Regularly evaluating your strategy will help you adapt to changes in the labor market and maintain a competitive edge. Aligning With Organizational Goals Aligning talent acquisition strategies with organizational goals is vital for ensuring that hiring practices not solely meet immediate needs but further support long-term objectives. By thoroughly analyzing workforce planning needs, you can proactively address skill gaps and anticipate future talent requirements that align with your business growth initiatives. Integrating your talent acquisition strategy with broader business goals improves employee engagement and retention, leading to lower turnover rates and increased productivity. Furthermore, it’s important to examine labor market trends and evolving skill demands to attract candidates who fit not only current roles but likewise your future needs. Cultivating strong employer branding and creating a positive candidate experience will help you attract high-quality talent that complements your organization’s culture and objectives. Building Diverse Talent Pools Building diverse talent pools is vital for organizations seeking to nurture innovation and drive growth. A well-developed talent acquisition strategy emphasizes inclusive recruitment practices that attract candidates from various backgrounds. Research shows that organizations prioritizing diversity are 1.7 times more likely to lead in innovation. To expand your candidate pool, consider skills-based hiring instead of traditional criteria like degrees, which can help tap into underrepresented groups. Furthermore, developing relationships with community organizations, diverse job boards, and professional networks can greatly improve your recruitment efforts. Regularly evaluating recruitment metrics, such as the diversity of applicants and hires, allows you to refine your strategies, ensuring you effectively attract a varied range of candidates fundamental for promoting creativity within your organization. Continuous Strategy Evaluation During the development of a talent acquisition strategy, it’s crucial for attracting the right candidates; continuous strategy evaluation guarantees that your recruitment processes remain effective and relevant. Regularly evaluating your approach allows you to adapt to changing labor market dynamics and organizational needs. Here’s how you can improve your strategy: Utilize key performance indicators (KPIs) like time to fill, candidate satisfaction scores, and retention rates to measure effectiveness. Gather feedback from hiring managers and candidates to refine job descriptions and selection criteria. Leverage data analytics to identify sourcing trends, enabling proactive adjustments to attract top candidates. The Talent Acquisition Process Though many organizations may approach talent acquisition differently, the process typically follows several key steps that are fundamental for success. First, you’ll generate leads through compelling job ads that clearly outline the role. Collaborating with hiring managers is critical to establish selection criteria that accurately reflect the organization’s needs. Next, you’ll conduct interviews to assess candidates based on these criteria, ensuring a thorough evaluation of their skills and fit. Checking references provides additional insights into candidates’ past performances. Utilizing technology and data analytics can improve your screening efficiency and elevate the overall candidate experience. A proactive approach helps you build relationships with potential candidates, creating a talent pipeline for current and future needs. Finally, continuous evaluation and refinement of your talent acquisition process is crucial, allowing you to adapt to changing labor market dynamics and improve recruitment outcomes consistently. Best Practices for Effective Talent Acquisition Effective talent acquisition hinges on several best practices that can greatly improve your recruitment efforts. By implementing these strategies, you can attract and retain top talent more effectively. Build a strong employer brand: A compelling brand can increase the likelihood of top talent applying by up to 50%. Create a talent pipeline: Engaging with potential candidates early can reduce hiring time by 30%, ensuring a steady flow of talent for future roles. Implement a structured interview process: Standardized questions and evaluation criteria can improve the quality of hires by 40%, aligning candidates better with your organizational culture. Furthermore, focusing on diversity, equity, and inclusion (DEI) not just improves innovation but can as well boost employee satisfaction and retention rates by around 25%. Metrics and Analytics in Talent Acquisition To effectively improve your talent acquisition strategy, it’s important to leverage metrics and analytics that provide valuable insights into your recruitment processes. Key metrics, like Candidate Net Promoter Score (cNPS) and Employee Net Promoter Score (eNPS), reveal applicant satisfaction and employee loyalty, guiding you in refining hiring practices. Monitoring employee retention and first-year turnover rates is essential for evaluating how well your strategies retain top talent. Additionally, tracking time to fill and time to hire metrics highlights the efficiency of your recruitment process and the candidate experience. Utilizing analytics allows you to identify trends, such as skill shortages and hiring patterns, enabling strategic workforce planning and resource allocation. Regularly reviewing performance metrics and talent acquisition KPIs helps you pinpoint early issues in recruitment, encouraging continuous improvement in your talent acquisition strategies, ultimately leading to better hiring outcomes and a stronger workforce. The Role of Technology in Talent Acquisition As organizations endeavor to improve their talent acquisition efforts, technology has become an essential ally in streamlining various recruitment processes. By automating tasks like resume screening and candidate communication, technology can reduce the time to fill positions by an average of 20-30%. Here are some key ways technology improves talent acquisition: Applicant Tracking Systems (ATS): About 75% of employers use ATS to manage and filter job applications efficiently. AI-driven tools: These tools analyze candidate data to predict job performance and cultural fit, increasing hiring accuracy by 30%. Data analytics: Tracking metrics like candidate Net Promoter Score (cNPS) and time to hire offers insights that drive continuous improvement in your recruitment strategies. Additionally, digital platforms and social media are essential for sourcing candidates, as 79% of job seekers utilize these channels during their job search. Embracing technology can greatly improve your talent acquisition efforts. Diversity, Equity, and Inclusion in Talent Acquisition Incorporating Diversity, Equity, and Inclusion (DEI) into talent acquisition not just enriches an organization’s workforce but furthermore drives substantial business outcomes. By actively seeking candidates from underrepresented backgrounds, you improve innovation and creativity within your organization. Research shows that diverse teams are 35% more likely to outperform their competitors, underscoring the importance of DEI in talent acquisition strategies. To create a more inclusive hiring process, consider implementing job descriptions that eliminate bias during promoting equitable practices. This approach can greatly widen your candidate pool, leading to a more diverse applicant flow. Companies prioritizing DEI often see a 20% increase in employee satisfaction and engagement, nurturing a positive workplace culture. Moreover, providing continuous training on unconscious bias for hiring teams is essential, as studies indicate that diverse hiring panels can reduce bias and improve the selection of candidates from various backgrounds by 30%. Future Trends in Talent Acquisition Future trends in talent acquisition are swiftly evolving as organizations adapt to changes in technology, workforce preferences, and societal expectations. Embracing these trends will be essential for staying competitive in the job market. Here are some key developments to watch: AI Integration: By 2025, 67% of organizations are set to adopt AI and machine learning, streamlining candidate sourcing and recruitment efficiency. Virtual Hiring: With 73% of companies shifting to remote work, expect a rise in virtual hiring processes that improve remote interviewing and onboarding. Diversity Focus: As 79% of job seekers prioritize DEI initiatives, organizations will intensify their efforts to promote diversity, equity, and inclusion in their hiring practices. Additionally, the gig economy‘s growth will lead to more flexible workforce strategies, and employers will emphasize continuous skill development, focusing on candidates willing to adapt. Adapting to these trends will be important for successful talent acquisition. Building a Talented Workforce Through Talent Acquisition To build a talented workforce, you need to focus on strategic workforce planning, enhancing your employer brand, and promoting diversity and inclusion. By aligning your hiring practices with organizational goals, you can attract candidates who not just possess the right skills but also fit your company culture. Emphasizing diverse perspectives and a positive candidate experience will make your organization more appealing to top talent in a competitive environment. Strategic Workforce Planning Strategic workforce planning is essential for organizations aiming to build a talented workforce through effective talent acquisition. By anticipating future talent needs and aligning them with your organizational goals, you can guarantee a diverse and skilled workforce. Consider these key aspects: Lower turnover rates: Organizations with strategic planning can see up to a 50% reduction in turnover, enhancing stability. Talent pipeline: Maintaining relationships with potential candidates helps create a steady flow of qualified applicants ready for vital roles. Data analytics: Using analytics allows you to identify skill gaps and forecast hiring needs, improving recruitment efficiency. Investing in these practices can lead to 40% higher employee engagement, resulting in better productivity and overall performance within your organization. Enhancing Employer Branding Employer branding plays a crucial role in talent acquisition, greatly influencing how potential candidates perceive an organization. Effective talent acquisition highlights your organization’s values, culture, and unique selling points, attracting candidates who resonate with those attributes. A strong employer brand can boost applications by up to 50%, as job seekers prefer organizations they view positively. Additionally, focusing on a compelling candidate experience improves your reputation, leading to better engagement and retention rates among new hires. Organizations with a well-defined employer brand can cut hiring costs by up to 43%, since they attract qualified candidates genuinely interested in their mission. Consistent and authentic communication of your values builds trust, nurturing a talented and committed workforce. Fostering Diversity and Inclusion Nurturing diversity and inclusion within talent acquisition not only improves your organization’s culture but also drives innovation and performance. By actively sourcing candidates from varied backgrounds, you can boost creativity and cultivate a more dynamic workforce. Implementing inclusive job descriptions and recruitment processes is vital for attracting underrepresented candidates. Consider these strategies: Continuous DEI training for your talent acquisition team guarantees they engage effectively with diverse talent pools. Diverse teams can lead to 35% higher financial returns, proving the importance of inclusive hiring practices. Organizations with robust diversity initiatives report 2.3 times higher cash flow per employee. Frequently Asked Questions What Is the Role of Talent Acquisition in a Company? Talent acquisition in a company involves strategically sourcing and hiring the right candidates to meet both current and future workforce needs. You’ll focus on building a strong employer brand, making your organization attractive to top talent. By creating a talent pipeline, you maintain a pool of qualified candidates. Moreover, prioritizing diversity and utilizing data analytics improves hiring practices, enhances candidate experiences, and ultimately drives better organizational performance. What Are the 5 C’s of Talent? The 5 C’s of talent are crucial for evaluating candidates effectively. First, there’s Competence, which measures the relevant skills and knowledge a candidate brings. Next, Character focuses on personal integrity and alignment with organizational values. Commitment reflects a candidate’s dedication, impacting retention. Compatibility assesses how well a candidate fits within the team dynamics, whereas Contribution emphasizes the potential impact on results and innovation. Together, these elements guide successful talent selection. What Are the 5 Core Functions of Talent Management? The five core functions of talent management are recruitment, onboarding, training and development, performance management, and succession planning. You’ll attract and select suitable candidates during recruitment, ensuring they fit your organization’s culture. Onboarding helps new hires integrate smoothly. Training improves skills and adapts to business changes. Performance management sets objectives and monitors progress, as well as succession planning prepares future leaders, ensuring the organization’s growth and effectiveness are maintained over time. What Is the Primary Focus of Talent Acquisition? The primary focus of talent acquisition is to attract and hire qualified candidates who fit well with your organization’s culture and goals. You’ll engage in proactive workforce planning, building a pipeline of potential candidates to meet current and future needs. By enhancing your employer branding, you create a favorable image that draws in top talent. This process likewise includes strategies for skills-based hiring and promoting internal mobility to cultivate a versatile workforce. Conclusion In summary, talent acquisition is crucial for organizations seeking to build a skilled workforce that aligns with their strategic goals. By focusing on an all-encompassing strategy that includes diversity, equity, and inclusion, companies can improve their hiring processes and cultivate a positive work environment. As technology continues to evolve, it will play an increasingly important role in streamlining talent acquisition efforts. In the end, a robust talent acquisition strategy not merely meets current needs but prepares organizations for future challenges. Image via Google Gemini and ArtSmart This article, "What Is the Role of Talent Acquisition in Organizations?" was first published on Small Business Trends View the full article

Talent acquisition is crucial for organizations as it goes further than merely filling vacant positions. It involves strategically attracting candidates who not only possess the necessary skills but additionally fit the company culture. By focusing on building a strong talent pipeline, organizations can meet their current and future workforce needs. Comprehending its key components, including technology and diversity, can improve your approach. What specific strategies can organizations implement to optimize their talent acquisition processes? Key Takeaways Talent acquisition strategically aligns hiring processes with organizational goals and culture, ensuring the right candidates contribute to long-term success. It builds a strong candidate pipeline by proactively sourcing and nurturing relationships with potential hires, addressing both immediate and future staffing needs. Effective talent acquisition reduces employee turnover by ensuring cultural fit and enhancing loyalty through diversity, equity, and inclusion initiatives. The role includes employer branding to attract high-quality talent and improve organizational culture alignment, fostering long-term employee satisfaction. Continuous evaluation of recruitment strategies through metrics and analytics ensures effective talent acquisition adapts to changing labor market dynamics. Definition of Talent Acquisition Talent acquisition is a strategic process that goes beyond simply filling vacancies; it focuses on attracting and hiring candidates who not just possess the necessary qualifications but furthermore align with the organization’s goals and culture. The role of talent acquisition encompasses developing a strong candidate pipeline through employer branding, proactive sourcing, and building long-term relationships with potential hires. Unlike traditional recruiting, talent acquisition emphasizes future workforce needs and long-term organizational growth. A talent acquisition job description typically includes responsibilities such as job advertising, candidate evaluation, and onboarding, all aimed at ensuring the best fit for the organization. Effective talent acquisition strategies not only lower employee turnover rates but likewise improve productivity and employee engagement. By prioritizing alignment with organizational values and goals, you can create a workforce that’s more invested in the company’s success, eventually leading to a more sustainable and thriving workplace. The Importance of Talent Acquisition in Organizations Talent acquisition is crucial for enhancing organizational performance by aligning employee skills with business goals, which boosts productivity. When you implement effective strategies, you not just reduce employee turnover but likewise create a more stable work environment, saving on recruitment costs. Furthermore, building a strong talent pipeline helps guarantee your organization can meet both current and future staffing needs efficiently. Enhancing Organizational Performance Organizations that implement effective talent acquisition strategies can greatly improve their overall performance and stability. By focusing on the right talent acquisition role, you can guarantee that the right candidates fill crucial positions, leading to a 20% increase in productivity. A talent acquisition specialist job description should emphasize building positive candidate experiences, which can boost employee engagement by 30%. Furthermore, organizations prioritizing diversity, equity, and inclusion can see a 35% rise in performance metrics among diverse teams. Here’s a quick overview of the benefits of a strong talent acquisition process: Benefit Impact Reduced Turnover Rates Up to 50% decrease Increased Productivity 20% overall performance boost Financial Performance 3x better outcomes Employee Engagement 30% increase Innovation and Creativity 35% performance metric improvement Reducing Employee Turnover Reducing employee turnover is a vital challenge that many companies face, and effective talent acquisition plays an integral role in addressing this issue. By implementing a strategic talent acquisition description, organizations can guarantee new hires are a cultural fit, which is fundamental for retention. A talent acquisition specialist’s job duties include evaluating candidates’ alignment with company values, whereas a talent acquisition partner job description emphasizes collaboration with hiring managers to refine recruitment strategies. Organizations that focus on proactive recruitment methods often see turnover rates decrease by 30-50%. Furthermore, integrating diversity, equity, and inclusion into talent acquisition processes cultivates a more inclusive culture, leading to increased employee loyalty and engagement, ultimately enhancing retention and productivity within the workplace. Building Stronger Workforce Pipelines Even though many factors contribute to a successful workforce, building stronger pipelines for talent acquisition is essential for meeting both immediate and long-term staffing needs. A talent acquisition job role focuses on proactively sourcing and nurturing relationships with potential candidates, ensuring your organization has a steady flow of talent. By implementing effective strategies, you can reduce employee turnover rates and improve overall productivity. Furthermore, aligning your hiring practices with your organization’s culture cultivates employee satisfaction. A talent acquisition specialist career emphasizes diversity, equity, and inclusion, which helps create innovative teams. In addition, a well-crafted talent acquisition JD showcases your employer branding, making your organization more attractive to top talent and giving you a competitive edge in today’s labor market. Talent Acquisition vs. Recruitment In the area of hiring, grasping the difference between talent acquisition and recruitment is crucial for effective workforce planning. Talent acquisition is a proactive, long-term strategy focused on building a talent pipeline for future needs. Conversely, recruitment is reactive, aimed at filling immediate job openings. Here’s a quick comparison: Aspect Talent Acquisition Recruitment Focus Long-term talent pipeline Immediate job openings Candidate Sourcing Active and passive candidates Primarily active candidates Relationship Building Ongoing with potential candidates Ends when a position is filled A talent specialist, or talent acquisition specialist, not only fills roles but engages in employer branding and strategic workforce planning. Comprehending these distinctions helps you leverage talent acquisition for reduced turnover and improved organizational performance. Key Pillars of Talent Acquisition Grasping the key pillars of talent acquisition is fundamental for organizations aiming to build a strong workforce. These pillars—attraction, selection, and attrition—are critical components of your hiring strategy. Attraction involves drawing in job seekers through a robust employer brand and well-crafted job descriptions that reflect your organizational values. Regarding selection, you’ll need a systematic process for evaluating candidates, which may include assessments, interviews, and background checks to guarantee their alignment with both the role and your culture. Attrition focuses on comprehending employee turnover and its effects on your organization. Analyzing this data enables you to implement strategies that boost retention and engagement. Moreover, differentiation is significant in a competitive job market; a compelling value proposition can help you stand out and attract top talent. Developing a Talent Acquisition Strategy To develop an effective talent acquisition strategy, you need to guarantee it aligns with your organization’s overall goals. This means identifying skill gaps and building diverse talent pools that can meet current and future demands. Regularly evaluating your strategy will help you adapt to changes in the labor market and maintain a competitive edge. Aligning With Organizational Goals Aligning talent acquisition strategies with organizational goals is vital for ensuring that hiring practices not solely meet immediate needs but further support long-term objectives. By thoroughly analyzing workforce planning needs, you can proactively address skill gaps and anticipate future talent requirements that align with your business growth initiatives. Integrating your talent acquisition strategy with broader business goals improves employee engagement and retention, leading to lower turnover rates and increased productivity. Furthermore, it’s important to examine labor market trends and evolving skill demands to attract candidates who fit not only current roles but likewise your future needs. Cultivating strong employer branding and creating a positive candidate experience will help you attract high-quality talent that complements your organization’s culture and objectives. Building Diverse Talent Pools Building diverse talent pools is vital for organizations seeking to nurture innovation and drive growth. A well-developed talent acquisition strategy emphasizes inclusive recruitment practices that attract candidates from various backgrounds. Research shows that organizations prioritizing diversity are 1.7 times more likely to lead in innovation. To expand your candidate pool, consider skills-based hiring instead of traditional criteria like degrees, which can help tap into underrepresented groups. Furthermore, developing relationships with community organizations, diverse job boards, and professional networks can greatly improve your recruitment efforts. Regularly evaluating recruitment metrics, such as the diversity of applicants and hires, allows you to refine your strategies, ensuring you effectively attract a varied range of candidates fundamental for promoting creativity within your organization. Continuous Strategy Evaluation During the development of a talent acquisition strategy, it’s crucial for attracting the right candidates; continuous strategy evaluation guarantees that your recruitment processes remain effective and relevant. Regularly evaluating your approach allows you to adapt to changing labor market dynamics and organizational needs. Here’s how you can improve your strategy: Utilize key performance indicators (KPIs) like time to fill, candidate satisfaction scores, and retention rates to measure effectiveness. Gather feedback from hiring managers and candidates to refine job descriptions and selection criteria. Leverage data analytics to identify sourcing trends, enabling proactive adjustments to attract top candidates. The Talent Acquisition Process Though many organizations may approach talent acquisition differently, the process typically follows several key steps that are fundamental for success. First, you’ll generate leads through compelling job ads that clearly outline the role. Collaborating with hiring managers is critical to establish selection criteria that accurately reflect the organization’s needs. Next, you’ll conduct interviews to assess candidates based on these criteria, ensuring a thorough evaluation of their skills and fit. Checking references provides additional insights into candidates’ past performances. Utilizing technology and data analytics can improve your screening efficiency and elevate the overall candidate experience. A proactive approach helps you build relationships with potential candidates, creating a talent pipeline for current and future needs. Finally, continuous evaluation and refinement of your talent acquisition process is crucial, allowing you to adapt to changing labor market dynamics and improve recruitment outcomes consistently. Best Practices for Effective Talent Acquisition Effective talent acquisition hinges on several best practices that can greatly improve your recruitment efforts. By implementing these strategies, you can attract and retain top talent more effectively. Build a strong employer brand: A compelling brand can increase the likelihood of top talent applying by up to 50%. Create a talent pipeline: Engaging with potential candidates early can reduce hiring time by 30%, ensuring a steady flow of talent for future roles. Implement a structured interview process: Standardized questions and evaluation criteria can improve the quality of hires by 40%, aligning candidates better with your organizational culture. Furthermore, focusing on diversity, equity, and inclusion (DEI) not just improves innovation but can as well boost employee satisfaction and retention rates by around 25%. Metrics and Analytics in Talent Acquisition To effectively improve your talent acquisition strategy, it’s important to leverage metrics and analytics that provide valuable insights into your recruitment processes. Key metrics, like Candidate Net Promoter Score (cNPS) and Employee Net Promoter Score (eNPS), reveal applicant satisfaction and employee loyalty, guiding you in refining hiring practices. Monitoring employee retention and first-year turnover rates is essential for evaluating how well your strategies retain top talent. Additionally, tracking time to fill and time to hire metrics highlights the efficiency of your recruitment process and the candidate experience. Utilizing analytics allows you to identify trends, such as skill shortages and hiring patterns, enabling strategic workforce planning and resource allocation. Regularly reviewing performance metrics and talent acquisition KPIs helps you pinpoint early issues in recruitment, encouraging continuous improvement in your talent acquisition strategies, ultimately leading to better hiring outcomes and a stronger workforce. The Role of Technology in Talent Acquisition As organizations endeavor to improve their talent acquisition efforts, technology has become an essential ally in streamlining various recruitment processes. By automating tasks like resume screening and candidate communication, technology can reduce the time to fill positions by an average of 20-30%. Here are some key ways technology improves talent acquisition: Applicant Tracking Systems (ATS): About 75% of employers use ATS to manage and filter job applications efficiently. AI-driven tools: These tools analyze candidate data to predict job performance and cultural fit, increasing hiring accuracy by 30%. Data analytics: Tracking metrics like candidate Net Promoter Score (cNPS) and time to hire offers insights that drive continuous improvement in your recruitment strategies. Additionally, digital platforms and social media are essential for sourcing candidates, as 79% of job seekers utilize these channels during their job search. Embracing technology can greatly improve your talent acquisition efforts. Diversity, Equity, and Inclusion in Talent Acquisition Incorporating Diversity, Equity, and Inclusion (DEI) into talent acquisition not just enriches an organization’s workforce but furthermore drives substantial business outcomes. By actively seeking candidates from underrepresented backgrounds, you improve innovation and creativity within your organization. Research shows that diverse teams are 35% more likely to outperform their competitors, underscoring the importance of DEI in talent acquisition strategies. To create a more inclusive hiring process, consider implementing job descriptions that eliminate bias during promoting equitable practices. This approach can greatly widen your candidate pool, leading to a more diverse applicant flow. Companies prioritizing DEI often see a 20% increase in employee satisfaction and engagement, nurturing a positive workplace culture. Moreover, providing continuous training on unconscious bias for hiring teams is essential, as studies indicate that diverse hiring panels can reduce bias and improve the selection of candidates from various backgrounds by 30%. Future Trends in Talent Acquisition Future trends in talent acquisition are swiftly evolving as organizations adapt to changes in technology, workforce preferences, and societal expectations. Embracing these trends will be essential for staying competitive in the job market. Here are some key developments to watch: AI Integration: By 2025, 67% of organizations are set to adopt AI and machine learning, streamlining candidate sourcing and recruitment efficiency. Virtual Hiring: With 73% of companies shifting to remote work, expect a rise in virtual hiring processes that improve remote interviewing and onboarding. Diversity Focus: As 79% of job seekers prioritize DEI initiatives, organizations will intensify their efforts to promote diversity, equity, and inclusion in their hiring practices. Additionally, the gig economy‘s growth will lead to more flexible workforce strategies, and employers will emphasize continuous skill development, focusing on candidates willing to adapt. Adapting to these trends will be important for successful talent acquisition. Building a Talented Workforce Through Talent Acquisition To build a talented workforce, you need to focus on strategic workforce planning, enhancing your employer brand, and promoting diversity and inclusion. By aligning your hiring practices with organizational goals, you can attract candidates who not just possess the right skills but also fit your company culture. Emphasizing diverse perspectives and a positive candidate experience will make your organization more appealing to top talent in a competitive environment. Strategic Workforce Planning Strategic workforce planning is essential for organizations aiming to build a talented workforce through effective talent acquisition. By anticipating future talent needs and aligning them with your organizational goals, you can guarantee a diverse and skilled workforce. Consider these key aspects: Lower turnover rates: Organizations with strategic planning can see up to a 50% reduction in turnover, enhancing stability. Talent pipeline: Maintaining relationships with potential candidates helps create a steady flow of qualified applicants ready for vital roles. Data analytics: Using analytics allows you to identify skill gaps and forecast hiring needs, improving recruitment efficiency. Investing in these practices can lead to 40% higher employee engagement, resulting in better productivity and overall performance within your organization. Enhancing Employer Branding Employer branding plays a crucial role in talent acquisition, greatly influencing how potential candidates perceive an organization. Effective talent acquisition highlights your organization’s values, culture, and unique selling points, attracting candidates who resonate with those attributes. A strong employer brand can boost applications by up to 50%, as job seekers prefer organizations they view positively. Additionally, focusing on a compelling candidate experience improves your reputation, leading to better engagement and retention rates among new hires. Organizations with a well-defined employer brand can cut hiring costs by up to 43%, since they attract qualified candidates genuinely interested in their mission. Consistent and authentic communication of your values builds trust, nurturing a talented and committed workforce. Fostering Diversity and Inclusion Nurturing diversity and inclusion within talent acquisition not only improves your organization’s culture but also drives innovation and performance. By actively sourcing candidates from varied backgrounds, you can boost creativity and cultivate a more dynamic workforce. Implementing inclusive job descriptions and recruitment processes is vital for attracting underrepresented candidates. Consider these strategies: Continuous DEI training for your talent acquisition team guarantees they engage effectively with diverse talent pools. Diverse teams can lead to 35% higher financial returns, proving the importance of inclusive hiring practices. Organizations with robust diversity initiatives report 2.3 times higher cash flow per employee. Frequently Asked Questions What Is the Role of Talent Acquisition in a Company? Talent acquisition in a company involves strategically sourcing and hiring the right candidates to meet both current and future workforce needs. You’ll focus on building a strong employer brand, making your organization attractive to top talent. By creating a talent pipeline, you maintain a pool of qualified candidates. Moreover, prioritizing diversity and utilizing data analytics improves hiring practices, enhances candidate experiences, and ultimately drives better organizational performance. What Are the 5 C’s of Talent? The 5 C’s of talent are crucial for evaluating candidates effectively. First, there’s Competence, which measures the relevant skills and knowledge a candidate brings. Next, Character focuses on personal integrity and alignment with organizational values. Commitment reflects a candidate’s dedication, impacting retention. Compatibility assesses how well a candidate fits within the team dynamics, whereas Contribution emphasizes the potential impact on results and innovation. Together, these elements guide successful talent selection. What Are the 5 Core Functions of Talent Management? The five core functions of talent management are recruitment, onboarding, training and development, performance management, and succession planning. You’ll attract and select suitable candidates during recruitment, ensuring they fit your organization’s culture. Onboarding helps new hires integrate smoothly. Training improves skills and adapts to business changes. Performance management sets objectives and monitors progress, as well as succession planning prepares future leaders, ensuring the organization’s growth and effectiveness are maintained over time. What Is the Primary Focus of Talent Acquisition? The primary focus of talent acquisition is to attract and hire qualified candidates who fit well with your organization’s culture and goals. You’ll engage in proactive workforce planning, building a pipeline of potential candidates to meet current and future needs. By enhancing your employer branding, you create a favorable image that draws in top talent. This process likewise includes strategies for skills-based hiring and promoting internal mobility to cultivate a versatile workforce. Conclusion In summary, talent acquisition is crucial for organizations seeking to build a skilled workforce that aligns with their strategic goals. By focusing on an all-encompassing strategy that includes diversity, equity, and inclusion, companies can improve their hiring processes and cultivate a positive work environment. As technology continues to evolve, it will play an increasingly important role in streamlining talent acquisition efforts. In the end, a robust talent acquisition strategy not merely meets current needs but prepares organizations for future challenges. Image via Google Gemini and ArtSmart This article, "What Is the Role of Talent Acquisition in Organizations?" was first published on Small Business Trends View the full article

Meta officially announced a sweeping round of layoffs today that will impact thousands of employees across the business, or about 10% of the company’s 78,000-person workforce. In a memo to employees today—obtained by Business Insider—Meta remained coy about the rationale for the layoffs, using the same language as in prior internal communications. “As previously shared, we have decided to reduce headcount as part of our continued effort to run the company more efficiently and to allow us to offset the other investments we’re making,” the company wrote in the memo, which was signed by “Meta Leadership” and offered no further explanation for the job cuts. It seems clear this round of layoffs is driven by Meta’s ongoing investments in AI, the latest in a string of job cuts the company has made to accommodate its intense focus on those efforts. Just this week, Meta employees also learned that about 7,000 of them were being reassigned to AI initiatives, which the company claimed would “make us more productive and make ⁠the ​work more rewarding.” The repeated layoffs and hyperfocus on AI have left many Meta employees feeling frustrated and demoralized, according to recent reports. Some of them have openly pushed back on the company’s plans to keep doubling down on AI—like the use of mouse-tracking software on corporate devices to collect employee data for training Meta’s AI models. Read the company’s email to employees in full below: As previously shared, we have decided to reduce headcount as part of our continued effort to run the company more efficiently and to allow us to offset the other investments we’re making. Unfortunately, your role has been eliminated as part of today’s reorganization. Before sharing additional details, we want to thank you for all you’ve contributed to Meta. We appreciate the important role you’ve played in the company’s journey. We understand you will have questions as you process this news. Please read below to learn more. We also encourage you to view the Alumni Portal (Meta.com/alumni), which you can access within an hour of losing system access and has additional information and resources to assist you. More information about the Alumni Portal is below. Non-working notice period From today through [redacted] (your “Termination Date”), you are in a “non-working notice period.” During this time, your internal access will be removed and you do not need to do any additional work for Meta. You will continue to accrue PTO until your Termination Date, and your remaining PTO will be paid out in your final paycheck at the end of this period. During the notice period, you will be paid “Notice Pay,” which you will see on your payslips and is the same amount as your salary. Leave of absence (if applicable): Your employment will end on your Termination Date that was communicated to you. Any leaves of absence will end on your Termination Date. Please note that to the extent applicable, you may still continue to receive disability benefits after your separation date if your disability meets the disability plan requirements. Your benefits and compensation will continue through your Termination Date. You will continue to receive your full salary and benefits through your Termination Date, as well as any RSU grants that have vested on or before your Termination Date as provided in the Equity Incentive Plan. To support you in your job search, you will also have access to three complimentary months of external job search assistance through Lee Hecht Harrison (“LHH”), as further detailed in the enclosed LHH Outplacement Services flyer. Severance details Attached is a non-signable version of a Separation Agreement with full details of your individual package (do not sign this version). A signable Separation Agreement will be sent to your personal email address from [redacted] later today with full details of your individual package. You must sign your Separation Agreement to receive your severance payout. If you do not receive an electronic signable Separation Agreement by the end of the day tomorrow on your personal email, please check your spam folder. If you still haven’t received the agreement, please submit a case via the Alumni Portal. (Note: If you apply for and accept a different position at Meta no later than one week prior to your Termination Date, you will remain a Meta employee and therefore this Separation Agreement will be void and you would not be eligible for severance under the terms of the Severance Plan.) As a Regular Employee (FTE), you’re eligible for the following severance offer: Severance payment of 16 weeks plus two weeks for every year of completed services, minus your notice period. Please see the cover sheet of the attached Separation Agreement for more details on this calculation. Payment of COBRA (health insurance) premiums for you and your family (if they are dependents on your current plan) for 18 months. Immigration (if applicable) We know this is especially difficult for those whose visa and work authorization is sponsored by Meta. The Alumni Portal has general immigration guidance to help address your immediate questions. The guidance also contains the contact information for your assigned law firm. You can also open a case via the Alumni Portal if you have specific questions about your case. System access and office information Since you have entered a paid non-working notice period, your badge has been deactivated and your access to internal Meta systems will be removed this morning. If you are already in the office, we ask that you please gather any personal items at your desk and head home. If you have personal items that need to be retrieved, instructions are available on the Alumni Portal. Getting more information We know this is a lot to process, so we’ve compiled resources about pay, benefits and other considerations for you in the Alumni Portal. You can access the Alumni Portal within an hour of losing system access today as mentioned above. You will need your employee ID, which is provided at the top of this email, to access the site. Finally, we want to say again that we’re grateful for your contributions. Your impact at Meta has been an important part of our story. Sincerely, Meta Leadership View the full article

Minutes from latest meeting highlight growing concerns about rising inflation sparked by Iran warView the full article

Elite education has spent decades competing on curriculum, faculty, and brand. Those signals still carry weight. But for founders, executives, and investors, the real question is no longer “Where did you study?” but “Who now takes your call—and why?” When high‑quality content is everywhere, the premium is shifting from information to access. What matters is the environment around the learning: who is in the room, how quickly trust forms, and what happens when people close their laptops and start talking about real decisions. That has become clear in my work advising GIOYA HEI, an institution that deliberately combines higher education with a curated leadership and business network. The most meaningful outcomes come from what happens when learning is embedded in an ecosystem where experienced people keep exchanging insights, testing ideas, and opening doors long after a program ends. THE ENTREPRENEUR ANGLE In my experience, entrepreneurs enter these environments to absorb knowledge, but also to strengthen them. They bring operating insights, market realism, urgency, and pattern recognition that academic settings often struggle to generate on their own. In the right environment, that makes education more current and useful. The institution becomes less insulated from the real economy, and the learning moves from theoretical to applied. The exchange runs both ways. When the system is well designed, entrepreneurs improve their networking, with entry into a curated, values‑driven circle where trust matters, standards are high, and introductions happen in context. That kind of environment can help them refine their positioning. They can deepen international relationships and expand their businesses more intelligently across sectors and borders. This is where many traditional models fall short. With these models, community is treated as an accessory instead of an asset. Alumni platforms exist, but they are rarely designed with the same rigor as the curriculum. The result is a familiar pattern: impressive one‑off programs, followed by a slow fade into loosely connected mailing lists. EDUCATION AS A PLATFORM BUSINESS A different model starts from a simple premise: Education is a content business and a platform business. Its value comes from what is taught, as well as from how people are selected. Also valuable is how the students are brought together and how the network continues working without a class on the schedule. Membership, in this context, extends beyond a vanity label to a mechanism through which quality, trust, and engagement are maintained. Making that work requires alignment. The people inside the room need incentives—formal or informal—to protect standards and contribute to one another’s success. They should treat the network itself as something worth building. That can mean inviting entrepreneurs and senior leaders in roles where they are expected to advise and challenge. They should be expected to connect. It can also mean holding everyone, including faculty and advisors, to a clear ethical framework so that influence is anchored in responsibility rather than status. None of this diminishes the importance of academic rigor. If anything, it raises the bar. Institutions that want to lead the next phase of elite education will have to be excellent at both the content and the context. They will need to design circles as well as courses. They need to foster long‑term trust with what used to be short‑term cohorts. The payoff is significant. When education is built around access as well as instruction, it moves from transactional to behaving more like an operating advantage. For the people inside it, the line on the résumé becomes a circle that keeps creating opportunities for years. And for institutions willing to rethink their model, it may be the only way to stay truly elite in a world where information is no longer scarce. Manuel Freire-Garabal is a special advisor and charter member of GIOYA Higher Education Institution. View the full article

The NAACP is calling on Black student-athletes and fans to boycott public universities in Southern states following a Supreme Court decision that weakened the Voting Rights Act. On Tuesday, the NAACP launched the “Out of Bounds” campaign, a nationwide call urging Black athletes, alumni, and fans to withhold all athletic and financial support from Southern public universities. The campaign prioritizes boycotting flagship universities in eight states that it says have “moved to limit, weaken, or erase” Black voting representation in the wake of the Supreme Court’s decision: Alabama, Florida, Georgia, Louisiana, Mississippi, South Carolina, Tennessee, and Texas. The NAACP’s announcement does not go into detail about the various ways each state’s government is specifically working to roll back voting rights. A representative referred Fast Company to the campaign’s landing page. As explained by the NAACP, the list of 13 schools generates more than $1.5 billion annually while recruiting Black athletic talent to states where Black political power is being dismantled. “Out of Bounds” was created following the recent Supreme Court ruling Louisiana v. Callais, which dismantled protections against racial discrimination in redistricting under the Voting Rights Act of 1965. In this decision, the court struck down Louisiana’s majority Black congressional map, ruling that the map established an unconstitutional racial gerrymander. “What these states have done is not a policy disagreement,” Derrick Johnson, president and CEO of the NAACP, said in a statement. “It is a sprint to erase Black political power.” Johnson said the ruling will further erode Black political representation, and that the NAACP will not watch institutions that depend on Black athletes remain silent while states deprive Black communities of their voice. The NAACP’s primary ask for Black student-athletes is for those actively being recruited by the targeted athletic programs to withhold their commitments until the states restore fair congressional maps. The group also called on current college athletes to consider transferring to a historically Black college or university (HBCU), and asked fans to stop purchasing game tickets and apparel and instead redirect their spending to an HBCU program. Support for the boycott The Congressional Black Caucus (CBC) joined the NAACP’s call to action, saying that Southern public universities that remain silent should suffer economic consequences. The CBC’s support comes one day after it unanimously opposed the SCORE Act, a bill that sought to provide a legal framework for compensation of student-athletes for usage of their name, image, and likeness. The bill faces an uncertain future after a vote on it was postponed on Tuesday. “The Congressional Black Caucus cannot support legislation benefiting major athletic institutions that continue to remain silent while Black voting rights and Black political power are being systemically dismantled across the South,” the CBC said in a statement. During a press briefing in Washington on Tuesday, House Minority Leader Hakeem Jeffries called out the Southeastern Conference—the NCAA Division I collegiate athletic conference that consists of 16 member universities. “We are here standing in solidarity with the NAACP and its call for athletes to boycott institutions within the SEC that belong to states that have unleashed these Jim Crow-like, racially oppressive tactics, which is unacceptable, unconscionable, and un-American,” Jeffries said during the press briefing as reported by The Guardian. According to a report from the NCAA, Black students account for 16% of all student-athletes, with a total of 89,090 Black student-athletes competing across three NCAA divisions during the 2024-25 academic year. This total is the highest on record, a 3.1% increase from the previous year. Over the past decade, the number of Black student-athletes participating overall in college sports increased by 17%. Black athletes are strongly represented in basketball, with increasing participation in volleyball, soccer, lacrosse, and baseball. View the full article

Bumble has a new AI assistant: a matchmaker named Bee. The dating app company recently revealed the new dating guru during its fourth quarter earnings call, which was first reported by on TechCrunch. Essentially, Bee’s job is to learn about what users want in a partner through initial private conversations with the user and help them find matches through Bumble’s new “Dates” tool. Her job will eventually get bigger, too. Bee will help plan dates and even ask for (anonymous) feedback about those dates in the same way a close friend with the inside information might offer. In addition to adding the new AI tool, Bumble will be moving away from swiping right (yes) or left (no) and into entirely new territory with Bee leading the charge. In an interview with Axios, Bumble founder and CEO Whitney Wolfe Herd said that Bee’s introduction, along with the rest of the changes coming to the app, are due to the fact that users have simply outgrown swiping left or right. “Now, people are feeling exhausted. They’re feeling fatigued,” Wolfe Herd explained, adding, “They feel like the swipe has degraded their love lives.” Bee’s introduction seems like a major change for the app. But Bumble it’s the latest in a number of recent changes to the app. While the app used to only allow women to send the first message to potential matches, it abandoned that rule when it introduced the “opening moves” feature, which allowed men to answer preset prompt questions and gave women a 24-hour window to reply. Bumble explained at the time that it was responding to criticism that leaving women with the chore of making the first move “sometimes felt like just another thing to do on top of everything else” on the to-do list. In a May 5 press release, Wolfe Herd said the brand’s “reset” is already working to improve the app, but now the company is focused on the next phase of its revamp — it’s AI tool. “We’re now focused on activating this higher-quality member base by launching a fully reimagined Bumble experience on our rebuilt, AI-enabled platform later this year,” the CEO explained. “This next chapter will deliver a more intuitive, personalized way to connect and help members move more confidently and quickly to in-person dates,” Wolfe Herd added. For those who have been on dating apps for months or even years, it’s tough to imagine how Bumble will function without swiping and with a virtual assistant in its place. But it’s also tough to imagine how dating apps like Bumble can continue down the same path they’ve been moving along for years, as well. That’s because dating app fatigue has been hard to miss in recent years. According to a 2025 Forbes health survey, 78% of dating app users reported feeling burned out by endless swiping without real results. “There are so many ways to meet people, but actually forming a real connection is much more rare. A lot of people are stuck between wanting something real and being afraid to really show up for [a relationship], put themselves out there, and truly be vulnerable,” Sabrina Romanoff, Psy.D., a Harvard-trained clinical psychologist and Forbes Health Advisory Board member, says per the report. “People want connection, but they’re tired of the games, the ghosting, the emotional whiplash. Dating feels like a second job sometimes, with very little pay,” Romanoff adds. Likewise, that burnout showed up in Bumble’s own numbers. According to the brand’s latest earnings report, in the first quarter of 2026, total paying users fell 21.1% to 3.2 million, down from 4 million just last year. Burnout is likely a big part of why singles have been shifting away from dating apps for years now. But they aren’t simply staying home. According to data shared with Axios, from 2022 to 2025 singles events advertised on the event’s page Eventbrite doubled. In 2024, event listings aimed at singles rose by 30% and attendance skyrocketed by 85%. Therefore singles are still seeking partners. They just no longer seem to believe in the power of the dating app. Bumble’s AI is still in its beta-testing stage, but she will be here soon enough for users to test out. Bee is rolling out in select markets sometime in the fourth quarter, the company says. And, as far as dating app burnout goes, it seems she already has her work cut out for her. View the full article

Not driving your car directly into a body of water may sound like common sense—but hey, if Elon Musk says it’s safe, who are we to disagree? A Tesla Cybertruck driver learned the hard way that Musk’s words aren’t gospel when he intentionally drove his car into Grapevine Lake in North Texas on Monday evening, employing the vehicle’s “Wade Mode,” which is intended for use in water up to 32 inches deep. Videos shared on social media show the vehicle moving through the shallow section of the lake, only for his Cybertruck to shut down when he got to deeper waters, leaving the vehicle stranded. In the aftermath, social media users are pointing to posts by Elon Musk that may have led the driver astray, including one statement by the Tesla CEO that the Cybertruck could cross “rivers, lakes and even seas.” A driver in deep water The driver, identified by police as Jimmy McDaniel, 70, told reporters at THV11 that this was his third time driving his Cybertruck into Lake Grapevine and that the first two voyages went swimmingly. This time, however, he went too deep, which he suspects allowed water into the car’s charging port and short-circuited the vehicle. After the Cybertruck shut down, McDaniel got out through the window of the vehicle—along with his two passengers, German visitors he was reportedly giving a ride. When he made it to shore, McDaniel was arrested on multiple charges, including driving a vehicle in a closed section of the park and boating law violations, like not having a valid boat registration and not having lifejackets on board. The Cybertruck was later retrieved from the water and towed by the local fire department. The Grapevine police have a simple message for drivers following the incident: “Don’t drive into the water with your vehicle,” said Grapevine Police media manager Katharina Gamboa. “Didn’t think I’d have to say that one.” McDaniel, for his part, stands by the Cybertruck’s aquatic capabilities and blames the error on his own “miscalculation.” He added that the Cybertruck is back in his possession and that he’s hopeful he’ll be able to drive it again. Musk’s less-than-watertight advice Though the Cybertruck Owner’s Manual makes it clear that Wade Mode is only meant for shallow water, Musk’s online presence tells a different story. In April of 2025, Musk commented on a video of a Cybertruck moving through shallow water in Lake Grapevine—perhaps one of McDaniel’s previous Wade Mode escapades—writing, “With a little work, it should be able to cross some open water.” And back in 2022 before the Cybertruck’s release, Musk hyped up the vehicle’s then unseen Wade Mode features, saying they’d essentially turn the car into a viable watercraft. “Cybertruck will be waterproof enough to serve briefly as a boat, so it can cross rivers, lakes and even seas that aren’t too choppy,” Musk wrote. Though his phrasing was definitive, his actual product clearly didn’t live up to those lofty standards. It’s only the most recent failure for Tesla’s infamous flagship vehicle: Earlier this month, nearly 200 Cybertrucks were recalled due to a risk of their wheels popping off while in motion, and last fall, a deceased teenager’s family sued Tesla over the vehicle’s electronic door-opening mechanism, which they allege prevented her from escaping the Cybertruck after a fiery crash. Tesla has not responded to Fast Company’s request for comment. View the full article

Meta chief seeks to reassure disillusioned employees after culling 8,000 rolesView the full article

Critics claim scheme is an illegal use of taxpayers’ moneyView the full article

Want more housing market stories from Lance Lambert’s ResiClub in your inbox? Subscribe to the ResiClub newsletter. Based on our analysis of the Zillow Home Value Index, U.S. home prices are up 0.7% year over year between April 2025 and April 2026. That year-over-year pace is the same as it was a year ago—back in April 2025, when the national year-over-year home price growth rate was 0.7%. And it’s up slightly from the recent year-over-year low of -0.01% in August 2025. In the first half of 2025, the number of major metro-area housing markets seeing year-over-year declines climbed. That count has since stopped ticking up. 31 of the nation’s 300 largest housing markets (i.e., 10% of markets) had a falling year-over-year reading in the January 2024 to January 2025 window. 42 of the nation’s 300 largest housing markets (i.e., 14% of markets) had a falling year-over-year reading in the February 2024 to February 2025 window. 60 of the nation’s 300 largest housing markets (i.e., 20% of markets) had a falling year-over-year reading in the March 2024 to March 2025 window. 80 of the nation’s 300 largest housing markets (i.e., 27% of markets) had a falling year-over-year reading in the April 2024 to April 2025 window. 96 of the nation’s 300 largest housing markets (i.e., 32% of markets) had a falling year-over-year reading in the May 2024 to May 2025 window. 110 of the nation’s 300 largest housing markets (i.e., 36% of markets) had a falling year-over-year reading in the June 2024 to June 2025 window. 105 of the nation’s 300 largest housing markets (i.e., 36% of markets) had a falling year-over-year reading in the July 2024 to July 2025 window. 109 of the nation’s 300 largest housing markets (i.e., 35% of markets) had a falling year-over-year reading in the August 2024 to August 2025 window. 105 of the nation’s 300 largest housing markets (i.e., 35% of markets) had a falling year-over-year reading in the September 2024 to September 2025 window. 105 of the nation’s 300 largest housing markets (i.e., 35% of markets) had a falling year-over-year reading in the October 2024 to October 2025 window. 98 of the nation’s 300 largest housing markets (i.e., 33% of markets) had a falling year-over-year reading in the November 2024 to November 2025 window. 106 of the nation’s 300 largest housing markets (i.e., 35% of markets) had a falling year-over-year reading in the December 2024 to December 2025 window. 100 of the nation’s 300 largest housing markets (i.e., 33% of markets) had a falling year-over-year reading in the January 2025 to January 2026 window. 99 of the nation’s 300 largest housing markets (i.e., 33% of markets) had a falling year-over-year reading in the February 2025 to February 2026 window. 89 of the nation’s 300 largest housing markets (i.e., 30% of markets) had a falling year-over-year reading in the March 2025 to March 2026 window. 81 of the nation’s 300 largest housing markets (i.e., 27% of markets) had a falling year-over-year reading in the April 2025 to April 2026 window. As you can see above, in the first half of 2025, there was a notable increase in the number of housing markets slipping into year-over-year price declines as the supply–demand equilibrium (as measured by inventory) shifted more quickly toward homebuyers. Over the past 10 months, however, the list of declining markets has begun to stabilize, and inventory growth has also decelerated. Based on seasonally adjusted month-over-month prints, ResiClub expects the number of markets with year-over-year price declines to decrease more in the coming months. Home prices are still climbing a little, year over year, in many regions where active inventory remains well below pre-pandemic 2019 levels, such as pockets of the Northeast and Midwest. In contrast, some pockets in states like Texas, Florida, and Colorado—where active inventory exceeds pre-pandemic 2019 levels by a solid clip—are seeing modest home price pullbacks or flat pricing. Click here for an interactive version of the chart below. We should point out that it’s possible for a metro with falling year-over-year home prices to already be done seeing seasonally adjusted month-over-month home price declines (at least for the time being)—or to have turned the corner in some areas of the metro. For example, the core of San Francisco has seen notable pricing and buyer activity this spring, even while the broader metro remains down slightly, year over year, and weakness persists in Oakland. Many of the housing markets seeing the most softness, where homebuyers have gained the most leverage, are primarily located in Sunbelt regions, particularly the Gulf Coast and Mountain West. Many of these areas saw even greater price surges during the pandemic housing boom, with home price growth outpacing local income levels. As pandemic-driven domestic migration slowed and mortgage rates rose in 2022, markets like Austin and Tampa, Florida, faced challenges, relying on local income levels to support frothy home prices. That Sunbelt softening was further compounded by an abundance of new home supply in the Sunbelt. Builders are often willing to lower prices or offer affordability incentives to maintain sales, which also has a cooling effect on the resale market. As a result, some buyers who might have previously opted for existing homes are instead choosing new construction with more attractive deals—which added further upward pressure to resale inventory growth over the past few years. Of course, while 81 of the nation’s 300 largest metro-area housing markets are seeing year-over-year home price declines, another 219 are seeing year-over-year home price increases. Where are home prices still up on a year-over-year basis? See the map below. Below is a historical chart showing the year-over-year change in home prices across the 50 largest metro housing markets, with the yellow line representing the national aggregate, dating back to 2000. While the “range” [see chart above] between the strongest and weakest metro-area housing markets right now is fairly normal, historically speaking, the “bifurcation” (i.e., direction) itself—the share of markets with rising home prices versus those with falling prices—is wider than normal, given that national appreciation has stabilized into a softer market with growth barely above 0%. And the longer some markets remain in the “rising” camp while others stay in the “falling” camp, the wider the gulf can become between the relatively more resilient markets and the weaker ones. For example, home prices in the Hartford, Connecticut, metro area are now 24 % above their 2022 peak, while home prices in the Austin metro area sit 27.5% below their 2022 peak. Some of that “bifurcation” boils down to mean reversion, with many of the outright home price declines occurring in markets that overheated further during the pandemic housing boom. Note: For the historical chart below, we analyzed the 200 largest markets rather than the 300 used above, as some markets ranked 201 to 300 lack complete data going back to 2000. When weighted by population (not visualized), the housing market appears slightly weaker than the chart below suggests—which aligns with the fact that, among just the 50 largest housing markets, 24 (48%) are currently posting negative year-over-year price growth, and nationally aggregated home prices are up just 0.7% year over year using the Zillow Home Value Index. View the full article

I'm strongly in favor of using password managers to store your credentials, but, so far, I've resisted the prompts that ask me to switch to passkeys—even though passkeys are better than passwords in just about every way. You don't need to remember or store a long string of random characters if you use passkeys, because they don't actually use a password at all. Instead, you use your device's authentication method, such as a face scan, a device passcode, or fingerprint unlock, to log in to your accounts. Passkeys are also more resistant to phishing attacks because your password manager won't let you use a passkey to log in to dummy websites created by scammers. Despite these benefits, the big dealbreaker for me was that you could not move your passkeys from one app to another. If you want to change password managers, you can easily move your passwords from one to the other, but the same wasn't true for passkeys—at least, until now. The FIDO Alliance, an industry body focused on secure authentication, created a set of specifications that let you move your passkeys from one app to another, reducing this friction. As it happens, Apple was among the first to ship this feature with the release of iOS 26 late last year. An import/export option only truly works when all the big players support it, and in recent months, most of the big password management apps have integrated this feature. I tested it by moving my passkeys from Apple Passwords to 1Password, and the process worked well enough to convince me to finally embrace passkeys. If I choose to replace my password manager tomorrow, I won't have to worry about being locked in thanks to my passkeys. Here's how it works with Apple Passwords. How to export passkeys from Apple Passwords Credit: Pranay Parab To start, install and set up the new password manager on the same Apple device as the one with your Passwords app containing your passkeys. Then, open Passwords, navigate to the home screen, tap the three dots in the top-right corner, and select Export Data to Another App. Manually select all the login items that have a passkey, or select all of your passwords if you wish to. Tap Continue when you're done, and you'll reach the "Export Passwords" page. Select Continue on this page, too. You'll see a list of password management apps that support this feature, and you can select the one you want to export to. I chose 1Password, and my passkeys followed suit. In Passwords for Mac, you can find this feature under File > Export Selected Items to App. How to import passkeys into Apple Passwords Credit: Pranay Parab If you want to move your passkeys from other password management apps, you'll have to open those apps and use their export feature. This feature is often buried deep in settings pages, so you should check the user manuals or guides on your password manager's site to confirm how this is done. Some apps don't allow you to export select passkeys, and may instead force you to export all of your data from one app to another. Once you find the export feature in your password manager app, you'll come across the same "Export Passwords" page as Apple Passwords. Hit Continue, and the app will show you a list of password managers. Pick Passwords, then choose Continue once again. In Passwords for Mac, you can find this feature under File > Import Passwords from File. View the full article

Calculating estimated taxes as a self-employed individual can feel overwhelming, but it doesn’t have to be. First, you’ll need to estimate your annual income and identify your eligible deductions to find your adjusted gross income. Once you have that, you can determine your income tax liability and calculate your self-employment tax. Comprehending these steps is essential for managing your finances effectively. So, what comes next in the process? Let’s break it down further. Key Takeaways Estimate your annual income by summing all earnings from self-employment and record all deductible business expenses. Calculate your adjusted gross income (AGI) by subtracting eligible deductions from your total income. Determine your income tax liability by multiplying your AGI by the applicable income tax rate. Calculate self-employment tax by taking 92.35% of net profit and multiplying it by 15.3%. Combine your income tax liability and self-employment tax to find your total estimated tax for quarterly payments. Understanding Self-Employment Tax When you’re self-employed, comprehending self-employment tax is essential for managing your finances effectively. This tax combines Social Security and Medicare taxes, totaling 15.3% on your net earnings exceeding $400. The Social Security portion is 12.4%, applicable to net income up to $176,100 for 2025, whereas the Medicare portion is 2.9% without any income limit. To accurately determine your self-employment tax, you need to use IRS Schedule SE when filing your annual tax return. If your income surpasses certain thresholds, you might additionally face an Additional Medicare Tax of 0.9% on earnings over $200,000 for single filers and $250,000 for joint filers. Grasping these components helps you create a reliable estimate of total tax liability and plan for your estimated taxes for self-employed individuals. Being proactive about self-employment tax guarantees you’re prepared for your financial responsibilities. Estimating Your Annual Income and Expenses Estimating your annual income and expenses is crucial for effective financial management as a self-employed individual. To accurately assess your financial situation, consider the following: Sum all earnings from self-employment, including 1099 forms and other income sources. Keep detailed records of deductible business expenses, such as office supplies and travel. Regularly review your finances to avoid underpayment penalties. Utilize an estimated quarterly tax calculator to streamline your tax return estimate. Calculating Your Estimated Tax Liability Calculating your estimated tax liability is a key step in managing your finances as a self-employed individual. Start by estimating your annual income and subtracting eligible deductions to find your adjusted gross income (AGI). Next, multiply your AGI by the applicable income tax rate to determine your income tax liability. To calculate self-employment tax, take 92.35% of your net profit and multiply it by the self-employment tax rate of 15.3%. Combine your income tax liability and self-employment tax to get your total estimated tax liability for the year. Here’s a simple breakdown: Step Calculation Result Income Tax Liability AGI x Tax Rate Income Tax Self-Employment Tax 92.35% of Net Profit x 15.3% Self-Employment Tax Total Estimated Tax Income Tax + Self-Employment Tax Total Tax Liability To find your quarterly payment, divide your total estimated tax by four. Comprehending the meaning of quarterly payment will help you avoid penalties. So, how do I estimate my tax liability? Follow these steps! Making Quarterly Payments Making quarterly payments is vital for self-employed individuals who expect to owe $1,000 or more in taxes for the year. To avoid penalties, it’s important to pay quarterly on time. Here’s what you need to know: Payment Deadlines: Payments are due April 15, June 16, September 15, and January 15 of the following year. Payment Methods: You can pay online via the Electronic Federal Tax Payment System (EFTPS), by mail using Form 1040-ES, or through the IRS2Go app. Calculating Payments: Estimate your annual income, subtract deductions, and divide your total tax liability by four. Penalties: Missing payments can lead to an estimated payment penalty of 0.5% per month, potentially reaching 25% of the unpaid amount. Using an underpayment penalty calculator can help you gauge if you owe any penalties, ensuring you stay compliant during managing your taxes. Tips for Reducing Your Taxable Income Reducing your taxable income is crucial for self-employed individuals, as it can lead to considerable savings on your overall tax liability. To help you maximize your deductions, consider these strategies: Deduction Type Key Benefits Qualified Business Income (QBI) Deduct up to 20% of your qualified business income. Self-Employment Tax Claim half of your self-employment tax as an adjustment. Home Office Deduction Deduct a portion of your home expenses related to your workspace. Health Insurance Premiums Deduct premiums if you’re self-employed and not covered by an employer. Additionally, keep track of your business-related vehicle expenses and choose between the standard mileage rate or actual expenses. These deductions can greatly impact your state income estimated taxes and help you avoid underpayment penalties related to safe harbor tax withholding. Frequently Asked Questions How to Calculate How Much Tax to Pay Self-Employed? To calculate how much tax to pay as a self-employed individual, start by estimating your annual income and subtracting any deductions. This gives you your adjusted gross income. Next, find your income tax liability by applying the relevant tax rate to that figure. Don’t forget to calculate self-employment tax based on your net earnings. Finally, sum both tax amounts to determine your total liability for the year, then divide it by four for quarterly payments. Do You Have to Pay Estimated Taxes if You Are Self-Employed? Yes, you have to pay estimated taxes if you’re self-employed and expect to owe $1,000 or more in taxes for the year. These payments cover both self-employment and income taxes, due quarterly. If your net earnings exceed $400, you’ll likewise owe self-employment tax, calculated at 15.3% on 92.35% of your net profits. Failing to make these payments can lead to penalties, so it’s important to stay on top of your obligations. What Is the 90% Rule for Estimated Tax Payments? The 90% Rule allows you to avoid underpayment penalties by ensuring your estimated tax payments equal at least 90% of your total tax liability for the current year. This method helps you adjust for fluctuating income, as it lets you base payments on your current earnings. Nevertheless, if your actual tax owed is lower than expected, you might still face penalties if you didn’t meet the 90% threshold. Is Self-Employment Tax 15% or 30%? Self-employment tax is 15.3%, not 30%. This rate includes 12.4% for Social Security and 2.9% for Medicare. You only pay this tax on net earnings exceeding $400. It’s important to keep in mind that self-employment tax differs from personal income tax, which can vary based on deductions and income levels. Furthermore, high earners may face an extra 0.9% Medicare tax if their income exceeds specific thresholds. Comprehending these distinctions is essential for accurate tax planning. Conclusion To summarize, calculating estimated taxes as a self-employed individual involves several key steps, including estimating your income, determining deductions, and calculating both your income tax and self-employment tax. By comprehending these components, you’re better equipped to manage your finances and meet your tax obligations. Remember to make quarterly payments to avoid penalties, and consider strategies to reduce your taxable income. Staying organized and informed can lead to more effective tax management throughout the year. Image via Google Gemini This article, "How to Calculate Estimated Taxes for Self Employed Individuals" was first published on Small Business Trends View the full article

Calculating estimated taxes as a self-employed individual can feel overwhelming, but it doesn’t have to be. First, you’ll need to estimate your annual income and identify your eligible deductions to find your adjusted gross income. Once you have that, you can determine your income tax liability and calculate your self-employment tax. Comprehending these steps is essential for managing your finances effectively. So, what comes next in the process? Let’s break it down further. Key Takeaways Estimate your annual income by summing all earnings from self-employment and record all deductible business expenses. Calculate your adjusted gross income (AGI) by subtracting eligible deductions from your total income. Determine your income tax liability by multiplying your AGI by the applicable income tax rate. Calculate self-employment tax by taking 92.35% of net profit and multiplying it by 15.3%. Combine your income tax liability and self-employment tax to find your total estimated tax for quarterly payments. Understanding Self-Employment Tax When you’re self-employed, comprehending self-employment tax is essential for managing your finances effectively. This tax combines Social Security and Medicare taxes, totaling 15.3% on your net earnings exceeding $400. The Social Security portion is 12.4%, applicable to net income up to $176,100 for 2025, whereas the Medicare portion is 2.9% without any income limit. To accurately determine your self-employment tax, you need to use IRS Schedule SE when filing your annual tax return. If your income surpasses certain thresholds, you might additionally face an Additional Medicare Tax of 0.9% on earnings over $200,000 for single filers and $250,000 for joint filers. Grasping these components helps you create a reliable estimate of total tax liability and plan for your estimated taxes for self-employed individuals. Being proactive about self-employment tax guarantees you’re prepared for your financial responsibilities. Estimating Your Annual Income and Expenses Estimating your annual income and expenses is crucial for effective financial management as a self-employed individual. To accurately assess your financial situation, consider the following: Sum all earnings from self-employment, including 1099 forms and other income sources. Keep detailed records of deductible business expenses, such as office supplies and travel. Regularly review your finances to avoid underpayment penalties. Utilize an estimated quarterly tax calculator to streamline your tax return estimate. Calculating Your Estimated Tax Liability Calculating your estimated tax liability is a key step in managing your finances as a self-employed individual. Start by estimating your annual income and subtracting eligible deductions to find your adjusted gross income (AGI). Next, multiply your AGI by the applicable income tax rate to determine your income tax liability. To calculate self-employment tax, take 92.35% of your net profit and multiply it by the self-employment tax rate of 15.3%. Combine your income tax liability and self-employment tax to get your total estimated tax liability for the year. Here’s a simple breakdown: Step Calculation Result Income Tax Liability AGI x Tax Rate Income Tax Self-Employment Tax 92.35% of Net Profit x 15.3% Self-Employment Tax Total Estimated Tax Income Tax + Self-Employment Tax Total Tax Liability To find your quarterly payment, divide your total estimated tax by four. Comprehending the meaning of quarterly payment will help you avoid penalties. So, how do I estimate my tax liability? Follow these steps! Making Quarterly Payments Making quarterly payments is vital for self-employed individuals who expect to owe $1,000 or more in taxes for the year. To avoid penalties, it’s important to pay quarterly on time. Here’s what you need to know: Payment Deadlines: Payments are due April 15, June 16, September 15, and January 15 of the following year. Payment Methods: You can pay online via the Electronic Federal Tax Payment System (EFTPS), by mail using Form 1040-ES, or through the IRS2Go app. Calculating Payments: Estimate your annual income, subtract deductions, and divide your total tax liability by four. Penalties: Missing payments can lead to an estimated payment penalty of 0.5% per month, potentially reaching 25% of the unpaid amount. Using an underpayment penalty calculator can help you gauge if you owe any penalties, ensuring you stay compliant during managing your taxes. Tips for Reducing Your Taxable Income Reducing your taxable income is crucial for self-employed individuals, as it can lead to considerable savings on your overall tax liability. To help you maximize your deductions, consider these strategies: Deduction Type Key Benefits Qualified Business Income (QBI) Deduct up to 20% of your qualified business income. Self-Employment Tax Claim half of your self-employment tax as an adjustment. Home Office Deduction Deduct a portion of your home expenses related to your workspace. Health Insurance Premiums Deduct premiums if you’re self-employed and not covered by an employer. Additionally, keep track of your business-related vehicle expenses and choose between the standard mileage rate or actual expenses. These deductions can greatly impact your state income estimated taxes and help you avoid underpayment penalties related to safe harbor tax withholding. Frequently Asked Questions How to Calculate How Much Tax to Pay Self-Employed? To calculate how much tax to pay as a self-employed individual, start by estimating your annual income and subtracting any deductions. This gives you your adjusted gross income. Next, find your income tax liability by applying the relevant tax rate to that figure. Don’t forget to calculate self-employment tax based on your net earnings. Finally, sum both tax amounts to determine your total liability for the year, then divide it by four for quarterly payments. Do You Have to Pay Estimated Taxes if You Are Self-Employed? Yes, you have to pay estimated taxes if you’re self-employed and expect to owe $1,000 or more in taxes for the year. These payments cover both self-employment and income taxes, due quarterly. If your net earnings exceed $400, you’ll likewise owe self-employment tax, calculated at 15.3% on 92.35% of your net profits. Failing to make these payments can lead to penalties, so it’s important to stay on top of your obligations. What Is the 90% Rule for Estimated Tax Payments? The 90% Rule allows you to avoid underpayment penalties by ensuring your estimated tax payments equal at least 90% of your total tax liability for the current year. This method helps you adjust for fluctuating income, as it lets you base payments on your current earnings. Nevertheless, if your actual tax owed is lower than expected, you might still face penalties if you didn’t meet the 90% threshold. Is Self-Employment Tax 15% or 30%? Self-employment tax is 15.3%, not 30%. This rate includes 12.4% for Social Security and 2.9% for Medicare. You only pay this tax on net earnings exceeding $400. It’s important to keep in mind that self-employment tax differs from personal income tax, which can vary based on deductions and income levels. Furthermore, high earners may face an extra 0.9% Medicare tax if their income exceeds specific thresholds. Comprehending these distinctions is essential for accurate tax planning. Conclusion To summarize, calculating estimated taxes as a self-employed individual involves several key steps, including estimating your income, determining deductions, and calculating both your income tax and self-employment tax. By comprehending these components, you’re better equipped to manage your finances and meet your tax obligations. Remember to make quarterly payments to avoid penalties, and consider strategies to reduce your taxable income. Staying organized and informed can lead to more effective tax management throughout the year. Image via Google Gemini This article, "How to Calculate Estimated Taxes for Self Employed Individuals" was first published on Small Business Trends View the full article

Watch an exclusive 30-minute webinar for Modern CEO subscribers featuring Matt Fitzpatrick, CEO of Invisible Technologies, in conversation with Stephanie Mehta. Learn where AI is driving real business impact, how to separate hype from opportunity, and the key questions CEOs should be asking as AI adoption accelerates. View the full article

Female leveraged finance executive says allegations are concocted for ‘improper purpose of personal enrichment’View the full article

AI lab is preparing for $1tn listing with bankers Goldman Sachs and Morgan Stanley and lawyers at CooleyView the full article

And the layoffs continue: Intuit plans to axe 17% of its workforce, about 3,000 of its approximately 18,200 global employees (as of July 31, according to its annual report), Reuters reported Wednesday. The company said it will focus on accelerating integrating AI across the company and its services, while streamlining operations. The news is based on a an internal ‌memo sent to employees from CEO Sasan Goodarzi, which argued the move would help the software company behind TurboTax, QuickBooks, Credit Karma, and Mailchimp deliver better products. In an effort to restructure and streamline, Intuit is also reportedly closing key hubs in Reno, Nevada and Woodland Hills, California. The memo cites July 31 as the last day for impacted workers, who will reportedly receive a severance pay package that includes 16 weeks, plus two additional weeks for each year of employment. Fast Company has reached out to Intuit for comment. The move comes just hours before Intuit is due to report third-quarter earnings following Wednesday’s closing bell, and the same day Meta is notifying 8,000 employees of layoffs while canceling another 6,000 open roles. That’s amid a major wave of layoffs in the tech sector as Silicon Valley races to pivot toward AI-first restructuring. The tech industry has seen cuts at Cloudflare, Coinbase, and Upwork in just the last 10 days, and cuts at Amazon, Block, Microsoft, and Oracle already this year. But it’s not just tech workers that are being hit hard with layoffs. Since the beginning of May, Starbucks and retail giant Walmart have also confirmed layoffs. Shares of Intuit (Nasdaq: INTU) fell 5% in morning trading and were still down nearly 4% by midday Wednesday at the time of this writing. Intuit’s second-quarter earnings reported $4.7 billion in revenue, beating expectations of $4.53 billion, and up 17% year over year. Adjusted earnings per share (EPS) of $4.15 topped analyst estimates of $3.68. View the full article

The share of sellers dropping their asking price fell in April as buyer demand picked up, though Sun Belt markets — especially in Texas — still saw widespread price cuts. View the full article

Small business owners looking to thrive in a competitive landscape should take note of findings from Square’s recent 2026 Local Economy Report. The report reveals crucial insights into consumer behavior that can empower local businesses to turn infrequent visitors into loyal customers. A staggering 65% of customers rank affordability as the main reason for returning to local establishments. However, price is just part of the equation. High-quality products (54%) and exceptional service (44%) significantly enhance customer experiences, with 56% of consumers highlighting the importance of knowledgeable and attentive staff in making a local business memorable. “Lead with perceived value, and bolster the cost with an experience worth repeating,” the report suggests, indicating a clear path for operators regardless of their price point. Interestingly, the willingness of consumers to absorb price increases in exchange for added value is noteworthy. Seventy-two percent of surveyed individuals stated they would continue shopping at a local business, even if prices rose, as long as the increase came with improved quality and service. This trend reflects growing consumer loyalty toward businesses that prioritize value addition over mere cost-cutting. Frequent customers represent a substantial asset for small businesses. According to the report, customers who visit at least four times a year generate six times the annual revenue of a one-time visitor. This multiplier effect is even stronger in cities like Atlanta, where regular customers contribute seven times more in annual revenue. These loyal patrons also tend to tip 11% more than one-time visitors. In 2025, revenue from regular customers nationally saw a growth rate of 7.67%, which surpassed the overall revenue growth rate of 6.97%. The implications are immense for small business owners who are eager to cultivate a loyal customer base. With 24% of consumers expressing their intention to shop and dine locally more often in 2026, creating personalized and rewarding experiences can solidify these relationships and sustain businesses through economic fluctuations. Another positive indicator emerging from the report is the rise in tipping rates within the food and beverage sector. Average tips have steadily climbed from 14.85% in Q3 2025 to nearly 15% in Q1 2026. Bars have led this trend with tips averaging at 17.30%, while full-service restaurants garnered 14.82%. This growth signals that consumers are willing to express appreciation for memorable dining experiences, presenting an opportunity for businesses to enhance their service quality. Yet, challenges remain in leveraging these trends effectively. With an increase in local competition, small business owners must strike the right balance between affordability and experience. The challenge lies in ensuring that even while prices may rise in tandem with quality enhancements, the perception of value remains strong among consumers. To navigate these hurdles, focusing on training staff to be knowledgeable and attentive will be vital. As over half of consumers attribute memorable experiences to staff interactions, investing in employee development can amplify not only the customer experience but also overall business performance. Ultimately, the findings from Square’s report indicate that small business owners are well-positioned to harness emerging consumer trends. By emphasizing value, investing in quality, and prioritizing customer experiences, local businesses can turn transient visitors into loyal patrons. For more details, check out the full report at Square’s official site here. Image via Google Gemini This article, "Local Businesses Thrive as Consumers Seek Value and Connection, Says Square Report" was first published on Small Business Trends View the full article