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Amazon is expanding its same-day delivery services for its Pharmacy. In an announcement Wednesday the company said plans to bring Amazon Pharmacy to nearly 4,500 locations around the country, which is an addition of around 2,000 cities and towns by the end of 2026. Amazon Pharmacy was first launched in 2020 in 45 U.S. states. By 2023, it served some locations in all 50. But the service has been continuously expanding to cover a growing number of locations since its launch while offering same-day delivery in more cities. Per Amazon’s announcement, the most recent expansion will now offer same-day delivery to its newly served customers in Idaho and Massachusetts. “Patients shouldn’t have to choose between speed, cost, and convenience when it comes to their medication, regardless of where they live,” John Love, vice president of Amazon Pharmacy, said in the announcement. “By combining our pharmacy expertise with our logistics network, we’re removing critical barriers and helping patients start treatment faster—setting a new standard for accessible, digital-forward pharmacy care.” Amazon Pharmacy has served as a competitor to traditional pharmacies since its launch, offering home delivery on most name brand and generic prescription medications. In 2023, Amazon also launched RxPass, a monthly subscription that offers Prime members in the U.S. as many generic versions of medications as they need for a $5 monthly fee. Additionally, in December, the delivery giant began testing in-office pharmaceutical kiosks filled with medicine at certain One Medical locations. The kiosks aimed to help combat pharmacy deserts, or areas in the U.S. where traditional pharmacies have become more and more scarce. According to research published in JAMA Network in 2024, around 15.8 million people in the U.S. live in pharmacy deserts. Unsurprisingly, areas with decreasing access to pharmacies are disproportionately affecting more socially vulnerable individuals. Amazon’s announcement addressed the issue of a growing number of unserved communities in the announcement, explaining, “In pharmacy deserts, Amazon Pharmacy helps fill critical gaps through 24/7 access to licensed pharmacists, automatic refills, and PillPack from Amazon Pharmacy.” It continued, “PillPack from Amazon Pharmacy organizes medications by dose and time into easy-to-open packets and delivers them monthly to help customers and caregivers manage multiple prescriptions more reliably. In 2025, Amazon Pharmacy also introduced a caregiver support feature to help families manage medications for loved ones.” View the full article

In any hiring process, grasping the specific needs of your team is crucial. You start by developing a clear recruitment plan and crafting a detailed job description to attract suitable candidates. After sourcing candidates through various channels, you’ll screen applications and conduct thorough assessments. Each step plays a critical role in finding the right fit for your organization. So, what comes next after the interviews? Key Takeaways Assess team needs and define the role to identify required skills and qualifications. Create a comprehensive job description that reflects company culture and attracts suitable candidates. Utilize various platforms for sourcing candidates, including job boards and social media. Conduct structured interviews and assessments to evaluate candidates’ skills and cultural fit. Perform thorough background checks and present a formal job offer with clear terms of employment. Understanding the Hiring Need When you assess your organization’s hiring needs, it’s crucial to evaluate the current team workload and identify any skill gaps that may exist. This evaluation helps justify the need for new hires and aligns with your hiring policies. Clearly defining whether the role is junior or senior based on your organizational needs allows you to target the right candidates more effectively. Identifying must-have skills for the position guarantees that the HR hiring process reflects the specific requirements of the role and overall business goals. Furthermore, evaluating the frameworks or tools necessary for the role can help you narrow down candidates with relevant expertise and experience. A thorough needs assessment not only clarifies your hiring decision but also aids in creating a focused and effective job description. This focused approach increases the likelihood of attracting qualified candidates who can positively impact your organization. Developing a Recruitment Plan Developing a recruitment plan is vital for ensuring that your hiring process aligns with your organization’s strategic objectives and effectively addresses identified skill gaps. Start by defining your hiring needs based on the current team workload and the specific skills required. This plan should outline fundamental skills, experience, and qualifications for the role without exploring job description details. Consider utilizing a candidate relationship management (CRM) system to improve your recruitment efforts by tracking potential candidates and managing relationships more effectively. Additionally, develop strategies for advertising the position across various platforms, such as social media, job boards, and professional networks, to reach a diverse candidate pool. Incorporating technology and AI tools can streamline your processes, improve candidate engagement, and elevate overall efficiency, ensuring that you attract the right talent for your organization. A well-structured recruitment plan lays the groundwork for a successful hiring process. Crafting a Comprehensive Job Description Crafting a thorough job description is essential for attracting the right candidates, as it clearly outlines the important skills, experience, and qualifications necessary for the role. To guarantee alignment with organizational needs, be specific about required years of experience, in addition to any tools or frameworks candidates should be familiar with. Use compelling language to amplify interest, reflecting your company’s brand positively. Moreover, include details about your company culture and unique benefits, which can make the job description more attractive and help differentiate the position from others. A well-structured job description shouldn’t only outline responsibilities but also emphasize what makes your company an appealing workplace. This approach can improve candidate engagement and encourage suitable applicants to apply. Sourcing Candidates Through Various Channels When sourcing candidates, utilizing job boards like LinkedIn and Indeed can help you reach a wide audience effectively. You should likewise leverage your company’s social media platforms to attract passive candidates who may not be actively job hunting. Furthermore, consider encouraging employee referrals, as they often lead to higher retention rates and better job performance. Job Board Strategies To effectively source candidates through various channels, employers should consider advertising job openings on multiple platforms, as this approach can greatly boost visibility and attract a wider range of applicants. Utilizing niche job boards customized to specific industries can help target qualified candidates who might not be on general sites. Direct outreach through professional networks can likewise uncover passive candidates, often leading to stronger hires. Implementing employee referral programs allows current staff to recommend candidates, improving recruitment efforts. Finally, crafting job advertisements with clear, compelling language that highlights both the role and company culture can notably increase candidate engagement. Strategy Benefit Multiple Job Boards Increased visibility Niche Job Boards Targeted candidates Direct Outreach Access to passive candidates Employee Referral Programs Higher quality applicants Compelling Job Advertisements Improved candidate engagement Social Media Outreach Social media outreach has become an important strategy for sourcing candidates, with many companies leveraging platforms like LinkedIn, Facebook, and Twitter to connect with potential hires. Over 75% of job seekers now use social media during their job search, making it vital for you to engage with this audience. Create compelling content, such as employee testimonials and insights into your company culture, to improve your employer brand. You can additionally utilize targeted ads on LinkedIn to reach specific demographics, increasing your chances of attracting qualified candidates. Actively participating in industry-specific groups and forums can further expand your networking opportunities and connect you with passive candidates. Effective social media use can reduce your time-to-hire by up to 20%, streamlining your hiring process. Screening Applications and Resumes Screening applications and resumes is a critical step in the hiring process, as it helps employers identify candidates who best fit the job requirements. To guarantee an effective screening process, consider the following key points: Focus on alignment with the job description, emphasizing crucial skills and relevant experience. Watch for red flags in resumes, such as inconsistent employment dates or excessive typos, which can indicate a lack of attention to detail. Utilize automation tools to streamline application evaluation, enhancing both speed and objectivity in candidate filtering. Look for proven success in previous roles, including quantifiable achievements or specific project outcomes that relate to the position’s expectations. Conducting Initial Screening Calls After narrowing down your candidate pool through the application and resume screening process, conducting initial screening calls becomes the next step in evaluating potential hires. These calls serve to confirm candidate interest and assess basic qualifications, whilst also setting the tone for future interactions. Schedule these calls efficiently by sending concise, positive emails 2-3 business days in advance, including all necessary details about the call. During the call, ask about candidates’ experience, flexibility, and basic qualifications. This is also an opportunity to pitch your company, which can help attract strong candidates. Before the call, review resumes to identify discrepancies and prepare targeted questions that assess suitability for the role. Listening carefully to candidate responses is vital, as it provides insights into their communication skills and overall fit for the position. Implementing Assessment Tests When you implement assessment tests in your hiring process, you create a standardized method to evaluate candidates’ skills and competencies relevant to the job. These tests not only guarantee a fair comparison among applicants but also help streamline your overall hiring process. Here are some key points to take into account: Use various formats, such as online quizzes, coding challenges, or in-person skill demonstrations, customized to the specific role. Clearly communicate the assessment’s scope and purpose, allowing candidates 3-5 business days to complete the tests. Assessments can reveal valuable intangibles like communication skills, receptiveness to feedback, and creative problem-solving abilities. By providing objective data, assessment tests inform decisions on which candidates should progress to the next stage of hiring. Implementing these tests can improve the effectiveness of your hiring strategy, guaranteeing that you select the best candidates for your organization. Preparing for In-Person Interviews As you move forward in the hiring process, preparing for in-person interviews becomes a key focus. Schedule these interviews 2-3 business days in advance, ensuring candidates receive all necessary information, including the location and interview format. This preparation helps them feel ready and informed. Develop structured interview questions that evaluate candidates’ skills, experience, and cultural fit. Consistency is crucial, so ask the same questions of each candidate. Involving multiple interviewers can provide diverse perspectives, allowing for a more thorough assessment of each applicant. Consider conducting mock interviews for less experienced team members to improve their comfort and effectiveness during the actual interviews. Finally, create a welcoming environment that helps candidates feel at ease. A relaxed atmosphere encourages authentic responses, leading to a better evaluation of their suitability for the role and the organization. Conducting Thorough Background Checks Conducting thorough background checks is an essential step in the hiring process, as it helps verify the accuracy of a candidate’s criminal history, employment records, and educational credentials. This process goes beyond mere verification; it guarantees legal compliance by requiring consent from candidates and adherence to the Fair Credit Reporting Act (FCRA) guidelines. Background checks can reveal red flags, such as discrepancies in employment dates or falsified qualifications, which may impact your hiring decisions. Consider these key points during background checks: Use third-party screening services to streamline the process. Address any negative findings transparently with the candidate. Look for discrepancies that could indicate untrustworthiness. Verify you have the necessary consent from candidates before conducting checks. Performing Reference Checks When you’re performing reference checks, you’re verifying a candidate’s work history and skills by contacting their previous employers or professional contacts. It’s important to ask targeted questions about their work ethic and overall performance to gather meaningful feedback. Furthermore, you need to guarantee compliance with legal requirements by obtaining permission from candidates before reaching out to references, as this helps protect their privacy and minimizes legal risks. Importance of Reference Checks Reference checks play an important role in the hiring process, as they help verify the accuracy of candidates’ employment histories and provide insight into their work performance and reliability. By engaging in this key step, you can uncover important information that mightn’t surface during interviews or through resumes. Specific questions about strengths and weaknesses reveal suitability for the role. Identifying potential red flags, like inconsistencies in work history, is critical. Engaging with multiple references offers a well-rounded view of a candidate’s abilities. Thorough checks guarantee compliance with legal standards and reduce the risk of hiring unsuitable candidates. Ultimately, conducting reference checks greatly contributes to better retention rates and a stronger workforce. Best Practices for Conducting Gathering insights from references is an essential step in the hiring process, building on the foundation laid by previous discussions about the importance of reference checks. To conduct thorough checks, contact at least two to three previous employers to verify the candidate’s work history and performance. It’s important to ask specific questions about their strengths and weaknesses to gain a detailed grasp of their suitability. Before reaching out, make certain you obtain the candidate’s consent to avoid legal issues. Using a standardized set of questions helps maintain consistency, making it easier to compare feedback across candidates. Finally, evaluate the information from references against the candidate’s resume and interview responses to spot any discrepancies that may raise concerns. Making the Job Offer To guarantee a successful job offer, it’s crucial to present a formal offer letter that clearly outlines all the terms of employment. This letter should include critical details to prevent misunderstandings and make sure both parties are on the same page. Clearly state the job title and start date. Detail the salary and benefits offered. Be prepared for negotiations regarding salary and conditions. Communicate your decision swiftly to maintain candidate enthusiasm. Once you’ve extended the offer, it’s important to provide feedback to unsuccessful candidates. This practice helps cultivate a positive employer brand and keeps the door open for future opportunities. Before finalizing the offer, confirm that all parties agree on the terms, including confirming the start date and discussing the onboarding process. These steps facilitate a smooth shift for the new hire, setting the stage for their success within your organization. Onboarding New Employees Effective onboarding is vital for integrating new employees into your organization, as it sets the foundation for their success and satisfaction in their roles. To guarantee a smooth shift, prepare new hires with fundamental training, resources, and access to necessary tools before their first day. This proactive approach considerably improves their onboarding experience. Regular follow-ups during this phase help clarify expectations and objectives, nurturing a supportive environment for adaptation. Engaging new employees with introductions to team members and the company culture encourages relationship-building from day one. Moreover, providing access to platforms like email and project management software ahead of time can streamline their integration. A well-structured onboarding program is strongly linked to improved employee retention rates, emphasizing the importance of making new hires feel welcomed and valued. In the end, a thorough onboarding process sets the stage for long-term success within your organization. Frequently Asked Questions What Are the 7 Steps of the Hiring Process? The hiring process typically involves seven key steps. First, assess the need for a new hire. Next, create a detailed job description outlining necessary skills and qualifications. Then, advertise the position to attract candidates. Afterward, screen resumes to filter applicants. Conduct interviews to evaluate potential fits. Check references to confirm qualifications, and finally, extend a job offer that includes salary and benefits, as you’re prepared for any negotiations. What Are the 5 Steps of the Hiring Process? The hiring process typically consists of five key steps. First, you’ll identify the need for a new hire by evaluating your team’s workload and skill gaps. Next, create a clear job description outlining crucial skills and qualifications. After that, advertise the position across various platforms to attract candidates. Then, screen applications to shortlist suitable candidates. Finally, conduct interviews to assess skills and cultural fit before making a formal job offer. What Are the 7 HR Processes? The seven HR processes in hiring include identifying the need for a new hire, creating a detailed job description, and advertising the position. Next, you screen resumes and applications, conduct pre-screening interviews, and administer skills tests if necessary. Finally, you conduct in-depth interviews to thoroughly assess candidates. After selecting the best fit, you check references, extend a formal job offer, and facilitate a smooth onboarding experience for the new employee. What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are fundamental for evaluating candidates effectively. First, assess Competence, ensuring they possess the necessary skills. Next, consider Compatibility, focusing on how well their values align with your team. Commitment is critical, as it reflects their dedication to both the role and organization. Evaluate Cultural Fit to see if they resonate with your company’s values. Finally, Communication skills are important for nurturing collaboration and comprehension within the team. Conclusion In summary, following these key steps in the HR hiring process guarantees you find the right candidate for your team. By comprehending hiring needs, creating a recruitment plan, and crafting a detailed job description, you set a solid foundation. Sourcing candidates effectively and screening applications thoroughly, along with conducting background and reference checks, further aids in making informed decisions. Finally, extending a formal job offer and facilitating onboarding helps integrate new employees smoothly into your organization. Image via Google Gemini This article, "Key Steps in the HR Hiring Process" was first published on Small Business Trends View the full article

In any hiring process, grasping the specific needs of your team is crucial. You start by developing a clear recruitment plan and crafting a detailed job description to attract suitable candidates. After sourcing candidates through various channels, you’ll screen applications and conduct thorough assessments. Each step plays a critical role in finding the right fit for your organization. So, what comes next after the interviews? Key Takeaways Assess team needs and define the role to identify required skills and qualifications. Create a comprehensive job description that reflects company culture and attracts suitable candidates. Utilize various platforms for sourcing candidates, including job boards and social media. Conduct structured interviews and assessments to evaluate candidates’ skills and cultural fit. Perform thorough background checks and present a formal job offer with clear terms of employment. Understanding the Hiring Need When you assess your organization’s hiring needs, it’s crucial to evaluate the current team workload and identify any skill gaps that may exist. This evaluation helps justify the need for new hires and aligns with your hiring policies. Clearly defining whether the role is junior or senior based on your organizational needs allows you to target the right candidates more effectively. Identifying must-have skills for the position guarantees that the HR hiring process reflects the specific requirements of the role and overall business goals. Furthermore, evaluating the frameworks or tools necessary for the role can help you narrow down candidates with relevant expertise and experience. A thorough needs assessment not only clarifies your hiring decision but also aids in creating a focused and effective job description. This focused approach increases the likelihood of attracting qualified candidates who can positively impact your organization. Developing a Recruitment Plan Developing a recruitment plan is vital for ensuring that your hiring process aligns with your organization’s strategic objectives and effectively addresses identified skill gaps. Start by defining your hiring needs based on the current team workload and the specific skills required. This plan should outline fundamental skills, experience, and qualifications for the role without exploring job description details. Consider utilizing a candidate relationship management (CRM) system to improve your recruitment efforts by tracking potential candidates and managing relationships more effectively. Additionally, develop strategies for advertising the position across various platforms, such as social media, job boards, and professional networks, to reach a diverse candidate pool. Incorporating technology and AI tools can streamline your processes, improve candidate engagement, and elevate overall efficiency, ensuring that you attract the right talent for your organization. A well-structured recruitment plan lays the groundwork for a successful hiring process. Crafting a Comprehensive Job Description Crafting a thorough job description is essential for attracting the right candidates, as it clearly outlines the important skills, experience, and qualifications necessary for the role. To guarantee alignment with organizational needs, be specific about required years of experience, in addition to any tools or frameworks candidates should be familiar with. Use compelling language to amplify interest, reflecting your company’s brand positively. Moreover, include details about your company culture and unique benefits, which can make the job description more attractive and help differentiate the position from others. A well-structured job description shouldn’t only outline responsibilities but also emphasize what makes your company an appealing workplace. This approach can improve candidate engagement and encourage suitable applicants to apply. Sourcing Candidates Through Various Channels When sourcing candidates, utilizing job boards like LinkedIn and Indeed can help you reach a wide audience effectively. You should likewise leverage your company’s social media platforms to attract passive candidates who may not be actively job hunting. Furthermore, consider encouraging employee referrals, as they often lead to higher retention rates and better job performance. Job Board Strategies To effectively source candidates through various channels, employers should consider advertising job openings on multiple platforms, as this approach can greatly boost visibility and attract a wider range of applicants. Utilizing niche job boards customized to specific industries can help target qualified candidates who might not be on general sites. Direct outreach through professional networks can likewise uncover passive candidates, often leading to stronger hires. Implementing employee referral programs allows current staff to recommend candidates, improving recruitment efforts. Finally, crafting job advertisements with clear, compelling language that highlights both the role and company culture can notably increase candidate engagement. Strategy Benefit Multiple Job Boards Increased visibility Niche Job Boards Targeted candidates Direct Outreach Access to passive candidates Employee Referral Programs Higher quality applicants Compelling Job Advertisements Improved candidate engagement Social Media Outreach Social media outreach has become an important strategy for sourcing candidates, with many companies leveraging platforms like LinkedIn, Facebook, and Twitter to connect with potential hires. Over 75% of job seekers now use social media during their job search, making it vital for you to engage with this audience. Create compelling content, such as employee testimonials and insights into your company culture, to improve your employer brand. You can additionally utilize targeted ads on LinkedIn to reach specific demographics, increasing your chances of attracting qualified candidates. Actively participating in industry-specific groups and forums can further expand your networking opportunities and connect you with passive candidates. Effective social media use can reduce your time-to-hire by up to 20%, streamlining your hiring process. Screening Applications and Resumes Screening applications and resumes is a critical step in the hiring process, as it helps employers identify candidates who best fit the job requirements. To guarantee an effective screening process, consider the following key points: Focus on alignment with the job description, emphasizing crucial skills and relevant experience. Watch for red flags in resumes, such as inconsistent employment dates or excessive typos, which can indicate a lack of attention to detail. Utilize automation tools to streamline application evaluation, enhancing both speed and objectivity in candidate filtering. Look for proven success in previous roles, including quantifiable achievements or specific project outcomes that relate to the position’s expectations. Conducting Initial Screening Calls After narrowing down your candidate pool through the application and resume screening process, conducting initial screening calls becomes the next step in evaluating potential hires. These calls serve to confirm candidate interest and assess basic qualifications, whilst also setting the tone for future interactions. Schedule these calls efficiently by sending concise, positive emails 2-3 business days in advance, including all necessary details about the call. During the call, ask about candidates’ experience, flexibility, and basic qualifications. This is also an opportunity to pitch your company, which can help attract strong candidates. Before the call, review resumes to identify discrepancies and prepare targeted questions that assess suitability for the role. Listening carefully to candidate responses is vital, as it provides insights into their communication skills and overall fit for the position. Implementing Assessment Tests When you implement assessment tests in your hiring process, you create a standardized method to evaluate candidates’ skills and competencies relevant to the job. These tests not only guarantee a fair comparison among applicants but also help streamline your overall hiring process. Here are some key points to take into account: Use various formats, such as online quizzes, coding challenges, or in-person skill demonstrations, customized to the specific role. Clearly communicate the assessment’s scope and purpose, allowing candidates 3-5 business days to complete the tests. Assessments can reveal valuable intangibles like communication skills, receptiveness to feedback, and creative problem-solving abilities. By providing objective data, assessment tests inform decisions on which candidates should progress to the next stage of hiring. Implementing these tests can improve the effectiveness of your hiring strategy, guaranteeing that you select the best candidates for your organization. Preparing for In-Person Interviews As you move forward in the hiring process, preparing for in-person interviews becomes a key focus. Schedule these interviews 2-3 business days in advance, ensuring candidates receive all necessary information, including the location and interview format. This preparation helps them feel ready and informed. Develop structured interview questions that evaluate candidates’ skills, experience, and cultural fit. Consistency is crucial, so ask the same questions of each candidate. Involving multiple interviewers can provide diverse perspectives, allowing for a more thorough assessment of each applicant. Consider conducting mock interviews for less experienced team members to improve their comfort and effectiveness during the actual interviews. Finally, create a welcoming environment that helps candidates feel at ease. A relaxed atmosphere encourages authentic responses, leading to a better evaluation of their suitability for the role and the organization. Conducting Thorough Background Checks Conducting thorough background checks is an essential step in the hiring process, as it helps verify the accuracy of a candidate’s criminal history, employment records, and educational credentials. This process goes beyond mere verification; it guarantees legal compliance by requiring consent from candidates and adherence to the Fair Credit Reporting Act (FCRA) guidelines. Background checks can reveal red flags, such as discrepancies in employment dates or falsified qualifications, which may impact your hiring decisions. Consider these key points during background checks: Use third-party screening services to streamline the process. Address any negative findings transparently with the candidate. Look for discrepancies that could indicate untrustworthiness. Verify you have the necessary consent from candidates before conducting checks. Performing Reference Checks When you’re performing reference checks, you’re verifying a candidate’s work history and skills by contacting their previous employers or professional contacts. It’s important to ask targeted questions about their work ethic and overall performance to gather meaningful feedback. Furthermore, you need to guarantee compliance with legal requirements by obtaining permission from candidates before reaching out to references, as this helps protect their privacy and minimizes legal risks. Importance of Reference Checks Reference checks play an important role in the hiring process, as they help verify the accuracy of candidates’ employment histories and provide insight into their work performance and reliability. By engaging in this key step, you can uncover important information that mightn’t surface during interviews or through resumes. Specific questions about strengths and weaknesses reveal suitability for the role. Identifying potential red flags, like inconsistencies in work history, is critical. Engaging with multiple references offers a well-rounded view of a candidate’s abilities. Thorough checks guarantee compliance with legal standards and reduce the risk of hiring unsuitable candidates. Ultimately, conducting reference checks greatly contributes to better retention rates and a stronger workforce. Best Practices for Conducting Gathering insights from references is an essential step in the hiring process, building on the foundation laid by previous discussions about the importance of reference checks. To conduct thorough checks, contact at least two to three previous employers to verify the candidate’s work history and performance. It’s important to ask specific questions about their strengths and weaknesses to gain a detailed grasp of their suitability. Before reaching out, make certain you obtain the candidate’s consent to avoid legal issues. Using a standardized set of questions helps maintain consistency, making it easier to compare feedback across candidates. Finally, evaluate the information from references against the candidate’s resume and interview responses to spot any discrepancies that may raise concerns. Making the Job Offer To guarantee a successful job offer, it’s crucial to present a formal offer letter that clearly outlines all the terms of employment. This letter should include critical details to prevent misunderstandings and make sure both parties are on the same page. Clearly state the job title and start date. Detail the salary and benefits offered. Be prepared for negotiations regarding salary and conditions. Communicate your decision swiftly to maintain candidate enthusiasm. Once you’ve extended the offer, it’s important to provide feedback to unsuccessful candidates. This practice helps cultivate a positive employer brand and keeps the door open for future opportunities. Before finalizing the offer, confirm that all parties agree on the terms, including confirming the start date and discussing the onboarding process. These steps facilitate a smooth shift for the new hire, setting the stage for their success within your organization. Onboarding New Employees Effective onboarding is vital for integrating new employees into your organization, as it sets the foundation for their success and satisfaction in their roles. To guarantee a smooth shift, prepare new hires with fundamental training, resources, and access to necessary tools before their first day. This proactive approach considerably improves their onboarding experience. Regular follow-ups during this phase help clarify expectations and objectives, nurturing a supportive environment for adaptation. Engaging new employees with introductions to team members and the company culture encourages relationship-building from day one. Moreover, providing access to platforms like email and project management software ahead of time can streamline their integration. A well-structured onboarding program is strongly linked to improved employee retention rates, emphasizing the importance of making new hires feel welcomed and valued. In the end, a thorough onboarding process sets the stage for long-term success within your organization. Frequently Asked Questions What Are the 7 Steps of the Hiring Process? The hiring process typically involves seven key steps. First, assess the need for a new hire. Next, create a detailed job description outlining necessary skills and qualifications. Then, advertise the position to attract candidates. Afterward, screen resumes to filter applicants. Conduct interviews to evaluate potential fits. Check references to confirm qualifications, and finally, extend a job offer that includes salary and benefits, as you’re prepared for any negotiations. What Are the 5 Steps of the Hiring Process? The hiring process typically consists of five key steps. First, you’ll identify the need for a new hire by evaluating your team’s workload and skill gaps. Next, create a clear job description outlining crucial skills and qualifications. After that, advertise the position across various platforms to attract candidates. Then, screen applications to shortlist suitable candidates. Finally, conduct interviews to assess skills and cultural fit before making a formal job offer. What Are the 7 HR Processes? The seven HR processes in hiring include identifying the need for a new hire, creating a detailed job description, and advertising the position. Next, you screen resumes and applications, conduct pre-screening interviews, and administer skills tests if necessary. Finally, you conduct in-depth interviews to thoroughly assess candidates. After selecting the best fit, you check references, extend a formal job offer, and facilitate a smooth onboarding experience for the new employee. What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are fundamental for evaluating candidates effectively. First, assess Competence, ensuring they possess the necessary skills. Next, consider Compatibility, focusing on how well their values align with your team. Commitment is critical, as it reflects their dedication to both the role and organization. Evaluate Cultural Fit to see if they resonate with your company’s values. Finally, Communication skills are important for nurturing collaboration and comprehension within the team. Conclusion In summary, following these key steps in the HR hiring process guarantees you find the right candidate for your team. By comprehending hiring needs, creating a recruitment plan, and crafting a detailed job description, you set a solid foundation. Sourcing candidates effectively and screening applications thoroughly, along with conducting background and reference checks, further aids in making informed decisions. Finally, extending a formal job offer and facilitating onboarding helps integrate new employees smoothly into your organization. Image via Google Gemini This article, "Key Steps in the HR Hiring Process" was first published on Small Business Trends View the full article

We may earn a commission from links on this page. Deal pricing and availability subject to change after time of publication. For bass-heads and audiophiles, there’s arguably no more acceptable choice than bass-y over-ear headphones. They have superior immersive sound, larger drivers that produce richer sound, and bigger cups that avoid that dreaded ear-squishing feeling. Skullcandy is known for its wide range of over-ear headphones, and the Skullcandy Crusher Evo wireless headphones are a mid-range option known for their bass. Right now, they’re 52% off, down to their lowest price ever of $99.99 (originally $209.99). Skullcandy Crusher Evo Wireless Headphones $99.99 at Amazon $209.99 Save $110.00 Get Deal Get Deal $99.99 at Amazon $209.99 Save $110.00 The standout feature on these headphones is the extra bass drivers that beef up the dual 40mm drivers; it has a unique haptic bass slider that adds vibration to low frequencies, and you can crank it up if you want a more bass-heavy experience. Compared to on-ear headphones, which can lead to discomfort over time, the plush memory foam cups will let you comfortably game or listen to music and podcasts all day (or night) long. And despite the generous ear cups, they fold flat, making them fairly compact for over-ear headphones. They’re advertised as lasting an impressive 40 hours on a single charge; they take a little over three hours to fully charge, but just 10 minutes of charging will get you a solid four-hour top-up. They don’t offer premium features such as multi-device pairing or high-res codecs, and the lack of active noise cancellation may be a dealbreaker for some. However, if you’ve been on the hunt for comfy, long-lasting, bass-thumping headphones that deliver at around a $100 price point, the Skullcandy Crusher Evo wireless headphones are less expensive than many alternatives, and have a bass-tuning feature that’s hard to come across. Our Best Editor-Vetted Presidents' Day Deals Right Now Apple AirPods 4 Active Noise Cancelling Wireless Earbuds — $139.99 (List Price $179.00) Apple Watch Series 11 [GPS 46mm] Smartwatch with Jet Black Aluminum Case with Black Sport Band - M/L. Sleep Score, Fitness Tracker, Health Monitoring, Always-On Display, Water Resistant — $329.00 (List Price $429.00) Apple iPad 11" 128GB A16 WiFi Tablet (Blue, 2025) — $299.00 (List Price $349.00) Bose QuietComfort Noise Cancelling Wireless Headphones — $229.00 (List Price $349.00) Dell 16 DC16255 (AMD Ryzen 7 250, 512GB SSD, 16GB RAM, 2K Display) — $649.99 (List Price $869.99) HP Omen 35L (Intel Core Ultra 9 285K, RTX 5080, 2TB SSD, 64GB RAM) — (List Price $3,099.99 With Code "PRESDAYPC100") HP OmniBook X Flip Ngai 16-Inch (AMD Ryzen AI 7 350, Radeon 860M, 512GB SSD, 16GB RAM, 2K Display) — (List Price $649.99 With Code "PRESDAYPC50") Deals are selected by our commerce team View the full article

Threads is testing a simpler way for people to nudge their feed in a specific direction without digging through settings or retraining the algorithm long term. The new feature, called Dear Algo, lets users tell Threads what they want to see more or less of for a short period of time. Instead of relying only on likes, follows, and past behavior, you can now directly ask the app to adjust what shows up in your feed. It works by writing a public post that starts with “Dear Algo,” followed by your request. For instance, “Dear Algo, show me more posts about podcasts,” or “Dear Algo, show me fewer posts about spoilers for Heated Rivalry.” After you post it, Threads adjusts your feed for the next three days based on what you asked for. The change is temporary on purpose. During a live NBA game, you might want your feed filled with reactions and commentary. A day later, you might want to move on to something else. Dear Algo lets you make those shifts without permanently changing how the algorithm understands you. A public request others can use These requests are regular posts, not private settings. Other users can see them, interact with them, and repost them. If you repost someone else’s Dear Algo request, Threads applies those same preferences to your feed for three days. This turns feed preferences into a kind of discovery tool. If someone you follow is deep into a niche conversation you have not seen yet, you can try their version of the feed for a few days. A more direct way to guide the feed Most social platforms offer some form of feed control, but it’s usually tucked into menus or tied to long term settings. “Controlling your algorithm shouldn’t be complicated. It should feel like a normal part of using the app,” Connor Hayes, head of Threads at parent company Meta Platforms, tells Fast Company. “We saw our community experimenting with ‘Dear Algo’ posts to shape their feed, which inspired us to turn that behavior into an official feature that feels unique to Threads.” He added, “When what you care about shifts—whether it’s a big game tonight or a TV premiere next week—you should be able to tell your feed to shift with you. This is about making Threads the most timely and essential place for what’s happening right now.” Where it is available Dear Algo is rolling out now in the United States, New Zealand, Australia, and the United Kingdom, with plans to expand to more countries. View the full article

Getting one’s laboratories to do the hard work is a durable recipe for successView the full article

Like millions of Americans, I've been watching the news of Nancy Guthrie's disappearance with concern—so I was somewhat relieved when the FBI announced they were releasing new footage of a suspect. Finally, the case had something to go on, even if it was only doorbell video of a masked stranger. When I saw the footage, I assumed this was something the FBI had in their possession since the beginning, and had finally decided to release to the public. But that's not what happened at all. If you have been following this case closely, you may know that law enforcement had previously confirmed that Guthrie's Google Nest camera was disconnected (presumably by the perpetrator), and that she did not have a subscription that would store video either on the doorbell or in the cloud. Yet despite the fact the doorbell should have been a dead end, the FBI has seemingly produced this video out of thin air. If you have a Google Nest device in or attached to your home, this might give you pause. Sure, it's one thing if law enforcement is able to obtain video from your subscription or from the device itself. But if you don't keep video records on your Nest, it seems it is still possible to retrieve the footage. How did the FBI do this, and what does it mean for the privacy of your Nest devices? The FBI likely pieced the video together from fragmentsThe short answer is that we don't really know for sure how the FBI got the footage, but there are a few leads. According to FBI Director Kash Patel, the Google Nest footage was recovered "from residual data located in backend systems." That's pretty vague, though the FBI isn't necessarily known for its transparency. According to experts that spoke to NBC News, however, it is possible to obtain data from the "complex infrastructure" of cloud-based cameras, including Google Nest devices. Retired FBI agent Timothy Gallagher told NBC News that Guthrie's Nest camera might have sent images to Google's cloud service, or at least stored data points locally throughout the hardware of the device, even though she wasn't paying for a Nest subscription. The FBI could have obtained the footage from the cloud this way, or pieced together the video from those data points. Both possibilities track, based on how Nest cameras work without a subscription: While you need to pay Google in order to save video clips from your Nest cameras, some Nest devices record event histories and store them on-device. The third-gen wired Nest Doorbell can save up to 10 seconds of clips, while the first and second-gen wired doorbells can save up to three hours of event history, all without a subscription. They also support live video feeds when motion is detected, which could impact the video data points saved to the device or cloud. It's entirely possible the subject walking up to the camera triggered the doorbell to save an event history. But since it took the FBI so long to produce the footage, and since the director claims it was obtained from "residual data," my guess is it wasn't readily available in Guthrie's Google Home app. Maybe the event history saved to the cloud, but it wasn't clear where it was located. Maybe it was overwritten, but the FBI was able to build it back up with recovered data points. My guess would learn toward the latter, as authorities did say the camera had been disconnected. Unfortunately, we don't have a definitive answer at this time, even if the theory is sound. I've reached out to Google for comment, and will update this piece if I hear back. Should you get rid of your Nest camera over privacy concerns?Based on what we know, it doesn't really seem like your Nest doorbell or camera is a fourth amendment disaster waiting to happen—but I don't blame anyone for being concerned. After all, if you don't have a Nest subscription, you might have been comforted by the thought that none of your footage was being saved anywhere, meaning law enforcement or other authorities would have nothing to seize if you somehow popped up on their radar. That doesn't necessarily appear to be the case. That said, without a subscription, you don't have access to a collection of all clips your Nest camera has ever recorded. You might have a limited event history saved, based on motion detection, but that will be limited to three hours of data. Your device might have data points that an organization like the FBI could theoretically use to restore footage, but that's likely true for any camera or smart doorbell system—not just Nest. Also, this is not a Ring situation—Google hasn't partnered with organizations like Flock to help law enforcement request footage from users. Nest also lacks Ring's "Search Party" feature, which can turn a neighborhood into a kind of surveillance state, and probably not just to search for lost dogs. I'm not dismissing every security and privacy concern, of course: By putting a commercially-available smart camera on your front door, you are placing your data in the hands of companies like Google or Amazon. If you want to eliminate the risk of the FBI obtaining your doorbell footage, you simply can't have a doorbell with a camera. But barring a warrant, or a Nancy Guthrie-level situation, the chances of your Nest doorbell footage actually being used against you seem rather slim. View the full article

If your employer offered you a lump sum to permanently ditch the job that stresses you out like no other, would you take the money and run—or worry about what it might cost you later? I never thought I’d actually encounter this career conundrum. Looking back, I’m surprised by the choice I made. The all-company virtual meeting initially seemed like any of the weeklies that had preceded it. There was a weird icebreaker to get folks loose, various team updates, some HR housekeeping. Then the billionaire who signed all of our checks took the screen. For months, senior leadership had been deprioritizing a project that I—and the vast majority of my colleagues—had been specifically recruited to the startup to produce. They called it a strategic realignment. Or something like that. Our CEO knew many of us weren’t exactly enthusiastic about the reroute. Achieving this newfound mission, he explained, would require the company to get lean. He wasn’t referring to Ozempic. In retrospect, the writing was on the wall like Destiny’s Child’s second album. But those markings might as well have been hieroglyphics, because I sure as hell couldn’t decode them. I didn’t anticipate what came next. Corporate folks call it a “voluntary separation package,” but at the time, it seemed like both a trap door and an escape. It was a lot like the severance packages that most professionals are familiar with, but instead of outright cutting roles, the company presented every employee with a tantalizing offer: five months of gross salary and half a year of covered health insurance. All that was asked in return was that you leave the company. And don’t look back. We had a week to decide. Workflows hit a halt. All outstanding deliverables entered a strange purgatory. For my coworkers, the VSP became the only topic of discussion, as whispers spread about who was clocking out for good, who would remain, and what would be left behind. For some, the decision to secure the bag was a no-brainer. “You could have a dope summer,” said Gary, one of my Slack homies based in the DMV. He imagined months of passport stamps and midday mischief, and as he spoke, I could damn near feel the beach breeze sweeping across my brow. Gary meant well, but I had to be real. These were the final days of quarantine. The pandemic had ravaged headcounts at rival companies—and Black folks like me were often the first out of the door and seldom rehired. Those fortunate enough to be employed held onto their jobs tighter than Stevie Wonder and his locs. I wasn’t afraid of chucking the deuces. But I was afraid of starting over in a job market that had already shown me who it was willing to discard first. I didn’t have the luxury of pretending this decision was just about vibes. That whole week, the second verse of Donell Jones’ “Where I Wanna Be” played on repeat in my head: “Do I leave? Do I stay? Do I go? Or think about my life and what matters to me the most?” Essentially, I was deciding between the risk of extended unemployment (albeit with a nice runway) or the uncertainty that awaited those who remained at the gig. Dominique Dawes had nothing on the mental gymnastics twirling in my brain. The key to escaping decision paralysis was having conversations with the powers that be. Really, they were more like negotiations. What’s in it for me if I bypass five months of paid freedom and remain on the team? One of our directors hinted that the anticipated departures might open opportunities to ascend the org chart. She couldn’t straight up promise upward mobility, but I was very capable of reading between the lines. For the first time since the offer was announced, the decision stopped feeling emotional and began to feel strategic. If I decided not to abandon ship, it wouldn’t be out of fear or blind loyalty. It would be because there was something tangible on the other side of “thanks, but no thanks.” That week felt like a month, and it ended with an exodus. But I decided to stay put. And it worked out: I was elevated to senior management, and the work… well, let’s just say the pay bump motivated me to get on board with the new objectives. But sometimes I wonder how the opposite decision might’ve played out, considering the stream of job offers that came pouring in once word got out about the company shakeup. I’m not a math guy, but I’m smart enough to know two salaries beat one. (Gary would agree; he, like some of my other former colleagues, picked up a new gig within a few weeks.) In the end, the voluntary severance was a lesson in recognizing my leverage. It forced me to ask what I wanted, what I was willing to risk, and what decision put me in the strongest position to win. For that one week, my value and my priorities were crystal clear. View the full article

Oracle’s recent strategic move to build AI data centers across the United States signifies not only a leap in technological infrastructure but also an urgent call for skilled professionals to harness their potential. As many small business owners seek to leverage AI in their operations, this initiative presents actionable insights and opportunities for workforce development. Currently, Oracle is fortifying America’s AI leadership by establishing advanced data centers in states like Texas, New Mexico, Michigan, and Wisconsin. However, simply creating infrastructure isn’t enough; Oracle emphasizes the importance of human expertise and creativity. This is where the Oracle Academy, a philanthropic education initiative, steps in. For nearly 30 years, the Oracle Academy has been instrumental in helping educational institutions equip students with the technological skills demanded in today’s job market. By providing access to a suite of resources—including curriculum, cloud technologies, software, and hands-on labs—Oracle Academy enriches the learning environment for both educators and students. This collective effort prepares a new generation of professionals for careers in enterprise technologies and data-intensive systems, skills that are crucial for businesses looking to thrive in a competitive landscape. The rollout of Oracle’s AI data centers is not merely about infrastructure but also about preparing a workforce ready for the challenges these innovations bring. The company plans to recruit thousands of skilled employees for various roles in these facilities. To effectively bridge the talent gap in the industry, Oracle Academy introduces specialized courses aimed at fast-tracking candidates into essential job roles, particularly in data center operations. In Texas, the Oracle Academy has already engaged with over 130 institutions and nearly 350 faculty members, focusing on disciplines such as computer science, civil engineering, and supply chain management. This extensive network highlights the Academy’s commitment to building local talent pools that can contribute to data centers and other AI-driven industries in the region. In addition to Texas, Oracle’s partnerships span Michigan and Wisconsin, where the Academy collaborates with numerous institutions to foster the technical and analytical skills necessary for modern infrastructure and enterprise systems. New Mexico also benefits from this initiative, with educational collaborations involving prominent institutions like New Mexico State University and the University of New Mexico. Small business owners could see tangible benefits from these developments. With a skilled workforce emerging from Oracle Academy programs, businesses have the potential to hire locally trained talent better equipped to develop and integrate AI technologies. This could enhance operational efficiency, drive innovation, and facilitate data-driven decision-making. Moreover, the Academy has recently launched courses on AI and machine learning, alongside workshops and hands-on labs focused on analytics. Notably, while Oracle software and cloud services are utilized in these curricula, the emphasis remains on broadly applicable skills such as data modeling, cloud architecture, and software development. This practical approach ensures that students are prepared to meet real-world challenges, making them valuable assets to businesses across various sectors. Despite these promising initiatives, small business owners should consider the challenges that may arise from this rapidly changing landscape. Integrating AI technologies requires not only skilled personnel but also an understanding of new systems and processes. For businesses lacking in-house tech capabilities, reliance on external resources for training and support could lead to additional costs and complexity. Furthermore, as the demand for skilled tech talent escalates, small businesses may find themselves in competition with larger corporations, which often offer more attractive compensation packages and career growth opportunities. Therefore, cultivating a strong employer brand and investing in employee development will be critical for attracting and retaining talent. Oracle’s dual investment in AI infrastructure and workforce development through the Oracle Academy signifies a transformative opportunity for small businesses. By tapping into this wave of skilled talent, business owners can position themselves to capitalize on the efficiencies and innovations that AI promises. For more details about Oracle Academy and its initiatives, visit the original post here. Image via Google Gemini This article, "Oracle Champions AI Workforce Development with New Academy Courses" was first published on Small Business Trends View the full article

Oracle’s recent strategic move to build AI data centers across the United States signifies not only a leap in technological infrastructure but also an urgent call for skilled professionals to harness their potential. As many small business owners seek to leverage AI in their operations, this initiative presents actionable insights and opportunities for workforce development. Currently, Oracle is fortifying America’s AI leadership by establishing advanced data centers in states like Texas, New Mexico, Michigan, and Wisconsin. However, simply creating infrastructure isn’t enough; Oracle emphasizes the importance of human expertise and creativity. This is where the Oracle Academy, a philanthropic education initiative, steps in. For nearly 30 years, the Oracle Academy has been instrumental in helping educational institutions equip students with the technological skills demanded in today’s job market. By providing access to a suite of resources—including curriculum, cloud technologies, software, and hands-on labs—Oracle Academy enriches the learning environment for both educators and students. This collective effort prepares a new generation of professionals for careers in enterprise technologies and data-intensive systems, skills that are crucial for businesses looking to thrive in a competitive landscape. The rollout of Oracle’s AI data centers is not merely about infrastructure but also about preparing a workforce ready for the challenges these innovations bring. The company plans to recruit thousands of skilled employees for various roles in these facilities. To effectively bridge the talent gap in the industry, Oracle Academy introduces specialized courses aimed at fast-tracking candidates into essential job roles, particularly in data center operations. In Texas, the Oracle Academy has already engaged with over 130 institutions and nearly 350 faculty members, focusing on disciplines such as computer science, civil engineering, and supply chain management. This extensive network highlights the Academy’s commitment to building local talent pools that can contribute to data centers and other AI-driven industries in the region. In addition to Texas, Oracle’s partnerships span Michigan and Wisconsin, where the Academy collaborates with numerous institutions to foster the technical and analytical skills necessary for modern infrastructure and enterprise systems. New Mexico also benefits from this initiative, with educational collaborations involving prominent institutions like New Mexico State University and the University of New Mexico. Small business owners could see tangible benefits from these developments. With a skilled workforce emerging from Oracle Academy programs, businesses have the potential to hire locally trained talent better equipped to develop and integrate AI technologies. This could enhance operational efficiency, drive innovation, and facilitate data-driven decision-making. Moreover, the Academy has recently launched courses on AI and machine learning, alongside workshops and hands-on labs focused on analytics. Notably, while Oracle software and cloud services are utilized in these curricula, the emphasis remains on broadly applicable skills such as data modeling, cloud architecture, and software development. This practical approach ensures that students are prepared to meet real-world challenges, making them valuable assets to businesses across various sectors. Despite these promising initiatives, small business owners should consider the challenges that may arise from this rapidly changing landscape. Integrating AI technologies requires not only skilled personnel but also an understanding of new systems and processes. For businesses lacking in-house tech capabilities, reliance on external resources for training and support could lead to additional costs and complexity. Furthermore, as the demand for skilled tech talent escalates, small businesses may find themselves in competition with larger corporations, which often offer more attractive compensation packages and career growth opportunities. Therefore, cultivating a strong employer brand and investing in employee development will be critical for attracting and retaining talent. Oracle’s dual investment in AI infrastructure and workforce development through the Oracle Academy signifies a transformative opportunity for small businesses. By tapping into this wave of skilled talent, business owners can position themselves to capitalize on the efficiencies and innovations that AI promises. For more details about Oracle Academy and its initiatives, visit the original post here. Image via Google Gemini This article, "Oracle Champions AI Workforce Development with New Academy Courses" was first published on Small Business Trends View the full article

More than two dozen privacy and advocacy organizations are calling on California Gov. Gavin Newsom to remove a network of covert license plate readers deployed across Southern California that the groups believe feed data into a controversial U.S. Border Patrol predictive domestic intelligence program that scans the country’s roadways for suspicious travel patterns. “We ask that your administration investigate and release the relevant permits, revoke them, and initiate the removal of these devices,” read the letter sent Tuesday by the Electronic Frontier Foundation, Imperial Valley Equity and Justice and other nonprofits. An Associated Press investigation published in November revealed that the U.S. Border Patrol, an agency under U.S. Customs and Border Protection, had hidden license plate readers in ordinary traffic safety equipment. The data collected by the Border Patrol plate readers was then fed into a predictive intelligence program monitoring millions of American drivers nationwide to identify and detain people whose travel patterns it deems suspicious. AP obtained land use permits from Arizona showing that the Border Patrol went to great lengths to conceal its surveillance equipment in that state, camouflaging it by placing it inside orange and yellow construction barrels dotting highways. The letter said the groups’ researchers have identified a similar network of devices in California, finding about 40 license plate readers in San Diego and Imperial counties, both of which border Mexico. More than two dozen of the plate readers identified by the groups were hidden in construction barrels. They could not determine of the ownership of every device, but the groups said in the letter that they obtained some permits from the California Department of Transportation, showing both the Border Patrol and Drug Enforcement Administration had applied for permission to place readers along state highways. DEA shares its license plate reader data with Border Patrol, documents show. The letter cited the AP’s reporting, which found that Border Patrol uses a network of cameras to scan and record vehicle license plate information. An algorithm flags vehicles deemed suspicious based on where they came from, where they were going and which route they took. Agents appeared to be looking for vehicles making short trips to the border region, claiming that such travel is indicative of potential drug or human smuggling. Federal agents in turn sometimes refer drivers they deem suspicious to local law enforcement who make a traffic stop citing a reason like speeding or lane change violations. Drivers often have no idea they have been caught up in a predictive intelligence program being run by a federal agency. The AP identified at least two cases in which California residents appeared to have been caught up in the Border Patrol’s surveillance of domestic travel patterns. In one 2024 incident described in court documents, a Border Patrol agent pulled over the driver of a Nissan Altima based in part on vehicle travel data showing that it took the driver six hours to travel the approximately 50 miles between the U.S.-Mexican border and Oceanside, California, where the agent had been on patrol. “This type of delay in travel after crossing the International Border from Mexico is a common tactic used by persons involved in illicit smuggling,” the agent wrote in a court document. In another case, Border Patrol agents said in a court document in 2023 they detained a woman at an internal checkpoint because she had traveled a circuitous route between Los Angeles and Phoenix. In both cases, law enforcement accused the drivers of smuggling immigrants in the country unlawfully and were seeking to seize their property or charge them with a crime. The intelligence program, which has existed under administrations of both parties, has drawn scrutiny from lawmakers since the AP revealed its existence last year. A spokesperson for the California Department of Transportation said state law prioritizes public safety and privacy. The office of Newsom, a Democrat, did not immediately respond to requests for comment. Courts have generally upheld license plate reader collection on public roads but have curtailed warrantless government access to other kinds of persistent tracking data that might reveal sensitive details about people’s movements, such as GPS devices or cellphone location data. Some scholars and civil libertarians argues that large-scale collection systems like plate readers might be unconstitutional under the Fourth Amendment. “Increasingly, courts have recognized that the use of surveillance technologies can violate the Fourth Amendment’s protections against unreasonable searches and seizures. Although this area of law is still developing, the use of LPRs and predictive algorithms to track and flag individuals’ movements represents the type of sweeping surveillance that should raise constitutional concerns,” the organizations wrote. CBP did not immediately respond to a request for comment, but previously said the agency uses plate readers to help identify threats and disrupt criminal networks and their use of the technology is “governed by a stringent, multi-layered policy framework, as well as federal law and constitutional protections, to ensure the technology is applied responsibly and for clearly defined security purposes.” The DEA said in a statement that the agency does not publicly discuss its investigative tools and techniques. Burke reported from San Francisco. Tau reported from Washington. Contact AP’s global investigative team at Investigative@ap.org or https://www.ap.org/tips/. —Garance Burke and Byron Tau, Associated Press View the full article

At work, we still talk about careers like they’re ladders. As if success must be a straight line upward: more responsibility, bigger title, better office. But that old image isn’t just outdated. It can be harmful. Ladders come with an unspoken message: if you’re not climbing, you must be falling. If you experience job loss, the ladder metaphor makes you feel like you slipped off and can’t recover. If you take a step sideways, it makes you look like you stalled and aren’t motivated. If you change careers completely, it can feel like you have to start from scratch. Most people don’t need any more pressure or extra worry about what others think, when they’re already trying to make hard decisions about their work and their lives. That’s why I think we need a better metaphor. Why a quilt is a better model than a ladder Imagine a quilt. It’s not one long piece of cloth that stretches up into the sky. Instead, it’s many pieces, each with its own shape, material, color, and history, stitched together into something useful and uniquely meaningful. That’s what modern careers look like: Pieces of skill you build over time Patterns of work that overlap and influence one another Mistakes, leaps, and detours that add texture Priorities and goals that can shift as life changes (sometimes by your own choice, and sometimes because a square ended before you expected) A career quilt has direction, purpose, and depth. And unlike a ladder, it doesn’t require you to constantly compare your height to someone else’s. How to think about your own career If you’ve been picturing your career as a ladder, it’s easy to fall into critical self-talk about where you “should” be. You might feel behind or worry that a change means you’ve lost everything you’ve worked for. The ladder metaphor leaves very little room for life’s unexpected turns, or for choices that don’t look like a straight climb upward. A quilt gives you a different way to look at your past, and your future. A job loss isn’t slipping off the ladder, it’s simply a square that ended before you expected. A pivot isn’t failure, it’s a new piece of fabric. A sideways move isn’t stalling, it’s part of your quilt that builds depth, resilience, and new skills. So instead of asking, “What’s my next rung?” try asking, “What do I want my next square to be?” What skills do you want to strengthen? What kind of work feels most important to you right now? What chapter are you ready for, even if it doesn’t look like a promotion on paper? Careers don’t have to be explained in a straight line to be valid. You’re allowed to choose your next piece intentionally, without worrying about how it looks from the outside. How to support your team members’ career quilts You don’t just stitch your own quilt. Managers (from first-line leaders through senior executives) have an enormous influence on whether your team members feel boxed into ladders or supported in building something broader. One of the most helpful things you can do is expand the conversation beyond titles and promotions, and focus instead on skills, experiences, and growth that can happen in many forms. If someone feels stuck waiting for a promotion, instead of saying, “You just have to wait for the next role,” a manager might say: “Let’s look at the skills you want to build and how you can grow and demonstrate them in this role so you’ll be ready when the time comes.” That feels empowering and grounded, instead of simply waiting to be chosen. If someone shares that they’re interested in trying something new, even if they’re not 100% sure it’s for them, respond with openness: “I’m glad you let me know. Let’s think about ways you can start getting exposure – maybe by shadowing someone, sitting in on a project, or meeting a few people on that team.” This acknowledges that growth often starts with exploration, not certainty. And if someone shifts direction entirely – for example, moving from people leadership back into an individual contributor role – your words matter. Reminding them that it isn’t a step down, but another meaningful square in their career quilt can help make that transition successful, and it may matter more to them than you realize. Redefining success Ladders measure success by how high you climb. Quilts measure success by what you build along the way. When we help people (including ourselves) see their careers in a different light, we stop equating promotions with progress. We start valuing depth over direction, learning over hierarchy, and stories over status. And careers become something people shape, rather than something they endure while waiting for their turn. Because real growth isn’t about how high you go—it’s about shaping a career that reflects who you are and allows you to contribute something uniquely valuable along the way. View the full article

Microsoft's February security update is a big one. This latest "Patch Tuesday" fixes 58 vulnerabilities in total, six of which are zero-day flaws. As a reminder, a zero-day is a vulnerability that has been either actively exploited in the wild or publicly disclosed before an official fix is released by the developer. As BleepingComputer reports, security flaws were found in the following categories: 25 elevation-of-privilege vulnerabilities, five security feature bypass vulnerabilities, 12 remote code-execution vulnerabilities, six information disclosure vulnerabilities, three denial of service vulnerabilities, and seven spoofing vulnerabilities. Three of the elevation of privilege vulnerabilities and two of the information disclosure vulnerabilities are considered "critical." (These numbers do not include the three Microsoft Edge vulnerabilities patched earlier in February.) Patch Tuesday updates are typically released around 10 am PT on the second Tuesday of every month, and your device should receive them automatically. BleepingComputer reports that this month's release also includes Secure Boot certificate updates for 2011 certificates that are expiring in June. Six zero-days patched in FebruaryThree of the six actively exploited zero-days fixed in February are security feature bypass vulnerabilities: CVE-2026-21510: This is a flaw the Windows Shell that allows an attacker to execute content without warning or gaining user consent, though the user does need to open a malicious link or shortcut file. CVE-2026-21513: This MSHTML Framework vulnerability allows an unauthorized attacker to bypass a security feature over a network. Microsoft has not released details on how this flaw was exploited. CVE-2026-21514: This vulnerability in Microsoft Word allows an attacker to bypasses OLE mitigations in Microsoft 365 and Microsoft Office once a user has opened a malicious Office file. All three of the above flaws have been attributed to Microsoft Threat Intelligence Center (MSTIC), Microsoft Security Response Center (MSRC), Office Product Group Security Team, and Google Threat Intelligence Group along with an anonymous researcher for CVE-2026-21510 and CVE-2026-21514. Two of the zero-days are elevation of privilege vulnerabilities. CVE-2026-21519 is a Desktop Windows Manager flaw that allows an attacker to gain SYSTEM privileges, while CVE-2026-21533 is a Windows Remote Desktop Services flaw that allows an attacker to elevate privileges locally. The former has been attributed to MSTIC and MSRC, while the latter was discovered by the Advanced Research Team at CrowdStrike. Finally, CVE-2026-21525 is a denial of service vulnerability in the Windows Remote Access Connection Manager that allows an unauthorized attacker to deny service locally. This flaw was discovered by the ACROS Security team with 0patch—it was reportedly found in a public malware repository in December 2025. View the full article

Mark Zuckerberg’s new house in Miami Beach has sweeping waterfront views. It also sits at ground zero for climate change. Zuckerberg and his wife, Priscilla Chan, are the latest in a string of billionaires and celebrities to move to Indian Creek, a private island in Miami’s Biscayne Bay. Neighbors include Jeff Bezos, who owns three homes on the island, as well as investor Carl Icahn, Ivanka The President, and Jared Kushner. Like much of Miami, the area faces mounting climate risks. “It’s very subject to flooding and rising seas,” says Stephen Leatherman, an environmental professor at Florida International University who studies the state’s islands. Miami’s sea levels have risen eight inches since 1950. By 2040, the water is projected to be 10 to 17 inches higher than it was in 2000. As the water rises, that’s making “sunny day” flooding from high tides more common—up 400% over the last 20 years in Miami Beach—and storm surges are increasingly dangerous. First Street, an organization that analyzes climate risk for specific properties, doesn’t yet have data for Zuckerberg’s house, which was newly built. But it estimates that a home down the street faces “severe” flood risk, with the potential for 5.9 feet of flooding in an extreme event. That property also faces possible 184-mile-per-hour hurricane winds and more than three weeks per year of extreme heat. Indian Creek is an artificial island, created in the early 1900s by dredging sediment from the bay. It was once a mangrove forest, dense with trees and shrubs that helped shield Miami from storms. Today, only about 2% of mangroves remain in the area. Ironically, wealthy homeowners have often cut down mangroves in front of their own homes to have better views, increasing their flood risk. The island sits around seven feet above sea level, slightly higher than some other parts of Miami. But other parts of Miami are sinking, and it’s not clear if the island, built on soft sediment, may also be subsiding. And “if a hurricane comes, they’re going to get a big storm surge in there,” says Leatherman. In theory, the water could surge as high as 15 feet to 20 feet in parts of Miami in a worst-case hurricane. Of course, Zuckerberg and his neighbors have money to throw at the problem. “If you’re willing to build to a higher standard to mitigate against wind by putting concrete gables on your house, and you basically build a bunker, you can do that,” says Ed Kearns, chief science officer at First Street. “And if you raise that bunker up 10 feet, then you’re above the storm surge.” He points to a house that survived Hurricane Michael when every nearby house was destroyed. (Zuckerberg and Chan did not immediately respond to Fast Company‘s request for comment.) Climate change also poses other threats to infrastructure in the area—for example, saltwater is beginning to contaminate drinking water, and critical power stations are more exposed to flooding. Still, a billionaire has the option to easily leave in a disaster: Zuckerberg, for example, also owns other houses in California and Hawaii. The new house, worth perhaps $150 to $200 million, is only 0.087% of his net worth; if it was destroyed in a hurricane, he could handle the loss. (It’s worth noting that Zuckerberg may be changing his primary residence to avoid the possibility of a 5% wealth tax in California, which could put him on the hook for an $11 billion tax bill; so far, the proposed tax hasn’t yet been approved as a ballot measure for this fall’s election, but some wealthy residents are already moving.) The same isn’t true for non-billionaires in the area. Floridians are already grappling with rising insurance premiums—or the challenge of getting insurance at all—as extreme storms keep hitting the state. As Miami’s population grows, housing costs are climbing, potentially pushing lower-income residents into more flood-prone neighborhoods. The city as a whole has far fewer resources to invest in resilience than the small, heavily fortified “Billionaire Bunker” island of Indian Creek. The contrast is stark. Most Miami residents face increasing vulnerability to climate change. Billionaires like Zuckerberg can mitigate many of the risks, but doing so comes at a price and raises broader questions about whether $200 million might be better spent strengthening public resilience rather than building private fortifications. View the full article

In relation to commercial real estate financing, knowing the different types of loans is crucial for making informed decisions. You’ll encounter options like SBA loans designed for small businesses, traditional Bank of America loans for stable properties, and CMBS loans for higher leverage. Furthermore, there are bridge and construction loans for urgent funding needs, plus various equity financing methods. Comprehending these loan types can greatly influence your investment strategy, so let’s explore each one in detail. Key Takeaways SBA Loans: Ideal for small businesses, with low down payments and long repayment terms, partially guaranteed by the U.S. Small Business Administration. Traditional Bank Loans: Typically used for stabilized properties, requiring higher down payments and offering fixed or variable interest rates over 5 to 20 years. CMBS Loans: Provide non-recourse financing for stabilized properties, with strict performance standards and significant prepayment penalties. Bridge Loans: Short-term financing options ranging from 12 to 36 months, focused on property value and requiring a clear exit strategy. Construction Loans: Designed for funding construction projects, these loans have variable rates and disburse funds in stages, with repayment typically converting to permanent financing. SBA Loans (7(a) and 504 Programs) When considering financing options for your commercial real estate needs, SBA loans—specifically the 7(a) and 504 programs—can be highly beneficial. Both of these types of commercial real estate loans are partially guaranteed by the U.S. Small Business Administration, making them attractive for small businesses. The SBA 7(a) loan program offers flexibility, allowing you to finance various business purposes, including real estate acquisitions. You can secure down payments as low as 10% and enjoy repayment terms that extend up to 25 years. Conversely, the SBA 504 loan program focuses on major fixed asset purchases, like real estate or equipment, providing long-term, fixed-rate financing. With interest rates typically ranging from 2.25% to 6.0%, these loans offer competitive options compared to traditional financing. Meanwhile, the application process requires detailed documentation; the favorable terms make SBA loans a strong choice among the types of real estate loans available. Permanent Loans/Traditional Bank Loans Permanent loans, often referred to as traditional bank loans, are primarily aimed at stabilized, income-producing properties. These loans typically come with terms ranging from five to twenty years, making them suitable for long-term financing needs. To secure a permanent loan, you might expect to provide a down payment of 20-30%, with interest rates that can be fixed or variable based on lender conditions. Key features of permanent loans include: Focus on lower-risk property types Requirement for strong borrower financials Necessity of detailed documentation, like rent rolls and operating statements Potential for extended amortization schedules, enabling longer repayment periods Due to these characteristics, permanent loans are frequently utilized for refinancing existing debts or acquiring properties that already generate income. Comprehending these aspects can help you make informed decisions in commercial real estate financing. CMBS Loans (Conduit Loans) CMBS loans, or conduit loans, offer a non-recourse financing structure that limits your personal liability to the collateral property, making them an attractive option for many investors. These loans provide high leverage opportunities, allowing you to secure significant funding for stabilized, income-producing properties that meet specific performance requirements. Nonetheless, it’s important to keep in mind that the prepayment penalties can be steep, so they’re typically better suited for those looking to hold assets long-term rather than for quick financing solutions. Non-Recourse Financing Structure In the domain of commercial real estate financing, non-recourse loans, particularly through conduit financing, stand out due to their unique structure. With a non-recourse structure, you’re only liable for the loan up to the property’s value, which protects your personal assets from creditor claims. This feature makes CMBS loans appealing, especially for long-term investors. Nevertheless, to qualify for this type of financing, your property must meet strict performance standards, including: Consistent cash flow High occupancy rates Compliance with underwriting criteria A stable financial history Keep in mind that prepayment penalties can be costly and complex, making CMBS loans more suitable for those looking to hold properties long-term rather than those seeking short-term financing options. High Leverage Opportunities High leverage opportunities through conduit loans allow investors to maximize their financing potential during minimizing personal risk. CMBS loans are pooled commercial mortgages sold as bonds, offering competitive fixed rates and financing for stabilized, income-producing properties. With a non-recourse structure, your liability is limited to the property itself, protecting your personal assets. To qualify, properties must meet strict performance standards, including a strong debt service coverage ratio and stable occupancy rates. Whereas these loans can provide financing up to 80% of a property’s value, they typically require a minimum loan amount of $1 million. Keep in mind that prepayment penalties can be costly, making CMBS loans more suitable for long-term asset holders rather than those seeking short-term financing solutions. Property Performance Requirements For investors considering conduit loans, comprehending property performance requirements is crucial to securing financing. CMBS loans come with strict standards that properties must meet, guaranteeing they’re viable investments. Key performance criteria include: Strong net operating income (NOI) to demonstrate profitability Consistent occupancy rates, reflecting tenant demand and stability Extensive documentation to validate financial performance Suitability for stabilized, income-producing properties These requirements help lenders assess risk and guarantee the property can generate sufficient cash flow. Moreover, the non-recourse nature of CMBS loans limits your personal liability, making them appealing for long-term investors. Nonetheless, be mindful of potential prepayment penalties, which can deter early payoff unless you have a clear exit strategy in place. Bridge Loans Bridge loans serve as a valuable short-term financing option, typically ranging from 12 to 36 months, designed to provide quick access to capital during changeover periods in commercial real estate. These loans are often interest-only, allowing you to focus on managing cash flow during the acquisition or renovation of a property. The approval process is primarily asset-based, meaning lenders assess the property’s value and potential rather than your creditworthiness. As a borrower, it’s essential to have a clear exit strategy in place. This often involves refinancing, selling the property, or stabilizing it to secure long-term financing when the loan matures. Nonetheless, keep in mind that because of the higher risks associated with bridge loans, you’ll typically face higher interest rates compared to traditional financing options. Comprehending these factors can help you make informed decisions about using bridge loans in your commercial real estate endeavors. Construction Loans When financing a new construction project, grasping construction loans is pivotal for securing the necessary funds. These short-term financing options cover costs like land acquisition and construction expenses. Here are some key aspects to reflect on: Construction loans typically have variable interest rates and are disbursed in stages based on project milestones. A down payment of 20-30% of the total project cost is usually required. The loan term typically ranges from 6 months to 3 years, after which it converts to permanent financing. Lenders require thorough documentation, including a detailed budget and detailed plans, to assess project viability. Upon project completion, you can refinance your construction loan into a permanent mortgage, allowing for longer repayment terms and stable monthly payments. Grasping these elements will help you navigate the financing process effectively and guarantee your project stays on track. Commercial Refinance & Cash-Out Loans Grasping commercial refinance and cash-out loans is vital for property owners looking to optimize their financial strategies. Commercial refinance loans can replace existing loans to secure lower interest rates or modify terms, which often results in reduced monthly payments. Conversely, cash-out loans let you access built-up equity by refinancing your existing mortgage for a higher amount than owed, providing additional funds for various uses. To qualify for both refinance and cash-out loans, showing strong property performance through financial documents like operating statements and rent rolls is fundamental. It’s likewise important to evaluate transaction costs, such as closing fees and potential penalties for early repayment. Typically, you’ll need a minimum of 20% equity in the property, along with a favorable credit history and financial stability, to access these loan options effectively. Comprehending these elements can help you make informed financial decisions. Private Equity Financing and Equity Financing When you consider private equity financing and equity financing for commercial real estate, it’s critical to understand the different funding stages and investment structures involved. Private equity financing often targets large-scale projects and requires a solid business proposal, whereas equity financing allows you to raise capital by selling shares, reducing your debt burden. Both methods can offer high returns, but they come with varying levels of risk based on the project’s success. Funding Stages Overview Comprehension of the funding stages for commercial real estate projects is vital for developers seeking financial support. Grasping private equity financing and equity financing can greatly impact your project’s success. Here’s a quick overview: Private equity financing involves firms investing at various stages, expecting substantial returns. Equity financing allows you to raise capital by selling shares, reducing financial risk without debt. Investors in private equity deals typically want a share of profits, affecting ownership structures. Both financing types offer flexible terms, customized to your project’s needs and investor preferences. Crafting a strong business proposal is important, as investors will evaluate potential returns based on market conditions and project viability. Knowing these funding stages can help you secure necessary capital effectively. Investment Structure Differences Comprehending the differences in investment structures between private equity financing and equity financing is crucial for anyone involved in commercial real estate. Private equity financing typically attracts large investments from firms aimed at significant developments or acquisitions. These firms often seek strong business proposals and offer flexible terms customized to specific projects. Conversely, equity financing raises capital by selling shares in a property, allowing a broader range of investors to participate without incurring debt, which minimizes financial risks for borrowers. Whereas private equity demands higher returns because of perceived risks, equity financing can engage smaller investors through crowdfunding. Ultimately, private equity sources funds from institutional investors, whereas equity financing opens opportunities for various investors to partake in ownership. Frequently Asked Questions What Are the Different Types of Commercial Real Estate Loans? There are several types of commercial real estate loans you should know about. Owner-occupied mortgages serve businesses using their properties, whereas income-producing mortgages rely on tenant rent. Construction loans finance new developments but come with higher risks. Bridge loans offer short-term financing for immediate needs, and SBA loans provide flexible terms for purchasing properties. Finally, CMBS loans are pooled mortgages suited for stabilized properties, limiting personal liability to the collateral involved. What Are the 5 Cs of Commercial Lending? The 5 Cs of commercial lending are essential for evaluating your creditworthiness. First, character evaluates your credit history and reliability. Next, capacity measures your ability to repay the loan, often through cash flow statements. Capital refers to your equity investment, typically a 20-30% down payment. Collateral involves the property being financed, serving as security for the loan. Finally, conditions reflect the broader economic environment that might impact your repayment ability. What Are the 4 Cs of Commercial Lending? In commercial lending, the 4 Cs are essential for evaluating your creditworthiness. Credit evaluates your history and score, indicating repayment likelihood. Capacity measures your ability to repay, using cash flow statements and projected income. Capital reflects your investment in the project, demonstrating commitment through your down payment. Finally, collateral involves assets pledged against the loan, providing security for lenders if you default. Comprehending these elements can greatly impact your borrowing experience. What Are the Basics of Commercial Real Estate Lending? Commercial real estate lending involves financing properties used for business purposes, like offices or retail spaces. You’ll need to understand key metrics lenders assess, including loan-to-value (LTV) ratios, net operating income (NOI), and capitalization rates. Typically, loans range from 5 to 20 years, with amortization periods often extending longer. Different types of loans cater to specific needs, such as owner-occupied mortgages and construction loans, each customized to various risk profiles. Conclusion In conclusion, grasping the seven crucial types of commercial real estate loans is important for making informed financing decisions. Each loan type, from SBA loans to private equity financing, serves specific purposes and caters to different needs. Whether you’re seeking immediate funding or looking to refinance an existing property, knowing your options empowers you to choose the best solution for your situation. By evaluating these loans, you can effectively navigate the intricacies of commercial real estate financing. Image via Google Gemini This article, "7 Essential Types of Commercial Real Estate Loans to Know" was first published on Small Business Trends View the full article

In relation to commercial real estate financing, knowing the different types of loans is crucial for making informed decisions. You’ll encounter options like SBA loans designed for small businesses, traditional Bank of America loans for stable properties, and CMBS loans for higher leverage. Furthermore, there are bridge and construction loans for urgent funding needs, plus various equity financing methods. Comprehending these loan types can greatly influence your investment strategy, so let’s explore each one in detail. Key Takeaways SBA Loans: Ideal for small businesses, with low down payments and long repayment terms, partially guaranteed by the U.S. Small Business Administration. Traditional Bank Loans: Typically used for stabilized properties, requiring higher down payments and offering fixed or variable interest rates over 5 to 20 years. CMBS Loans: Provide non-recourse financing for stabilized properties, with strict performance standards and significant prepayment penalties. Bridge Loans: Short-term financing options ranging from 12 to 36 months, focused on property value and requiring a clear exit strategy. Construction Loans: Designed for funding construction projects, these loans have variable rates and disburse funds in stages, with repayment typically converting to permanent financing. SBA Loans (7(a) and 504 Programs) When considering financing options for your commercial real estate needs, SBA loans—specifically the 7(a) and 504 programs—can be highly beneficial. Both of these types of commercial real estate loans are partially guaranteed by the U.S. Small Business Administration, making them attractive for small businesses. The SBA 7(a) loan program offers flexibility, allowing you to finance various business purposes, including real estate acquisitions. You can secure down payments as low as 10% and enjoy repayment terms that extend up to 25 years. Conversely, the SBA 504 loan program focuses on major fixed asset purchases, like real estate or equipment, providing long-term, fixed-rate financing. With interest rates typically ranging from 2.25% to 6.0%, these loans offer competitive options compared to traditional financing. Meanwhile, the application process requires detailed documentation; the favorable terms make SBA loans a strong choice among the types of real estate loans available. Permanent Loans/Traditional Bank Loans Permanent loans, often referred to as traditional bank loans, are primarily aimed at stabilized, income-producing properties. These loans typically come with terms ranging from five to twenty years, making them suitable for long-term financing needs. To secure a permanent loan, you might expect to provide a down payment of 20-30%, with interest rates that can be fixed or variable based on lender conditions. Key features of permanent loans include: Focus on lower-risk property types Requirement for strong borrower financials Necessity of detailed documentation, like rent rolls and operating statements Potential for extended amortization schedules, enabling longer repayment periods Due to these characteristics, permanent loans are frequently utilized for refinancing existing debts or acquiring properties that already generate income. Comprehending these aspects can help you make informed decisions in commercial real estate financing. CMBS Loans (Conduit Loans) CMBS loans, or conduit loans, offer a non-recourse financing structure that limits your personal liability to the collateral property, making them an attractive option for many investors. These loans provide high leverage opportunities, allowing you to secure significant funding for stabilized, income-producing properties that meet specific performance requirements. Nonetheless, it’s important to keep in mind that the prepayment penalties can be steep, so they’re typically better suited for those looking to hold assets long-term rather than for quick financing solutions. Non-Recourse Financing Structure In the domain of commercial real estate financing, non-recourse loans, particularly through conduit financing, stand out due to their unique structure. With a non-recourse structure, you’re only liable for the loan up to the property’s value, which protects your personal assets from creditor claims. This feature makes CMBS loans appealing, especially for long-term investors. Nevertheless, to qualify for this type of financing, your property must meet strict performance standards, including: Consistent cash flow High occupancy rates Compliance with underwriting criteria A stable financial history Keep in mind that prepayment penalties can be costly and complex, making CMBS loans more suitable for those looking to hold properties long-term rather than those seeking short-term financing options. High Leverage Opportunities High leverage opportunities through conduit loans allow investors to maximize their financing potential during minimizing personal risk. CMBS loans are pooled commercial mortgages sold as bonds, offering competitive fixed rates and financing for stabilized, income-producing properties. With a non-recourse structure, your liability is limited to the property itself, protecting your personal assets. To qualify, properties must meet strict performance standards, including a strong debt service coverage ratio and stable occupancy rates. Whereas these loans can provide financing up to 80% of a property’s value, they typically require a minimum loan amount of $1 million. Keep in mind that prepayment penalties can be costly, making CMBS loans more suitable for long-term asset holders rather than those seeking short-term financing solutions. Property Performance Requirements For investors considering conduit loans, comprehending property performance requirements is crucial to securing financing. CMBS loans come with strict standards that properties must meet, guaranteeing they’re viable investments. Key performance criteria include: Strong net operating income (NOI) to demonstrate profitability Consistent occupancy rates, reflecting tenant demand and stability Extensive documentation to validate financial performance Suitability for stabilized, income-producing properties These requirements help lenders assess risk and guarantee the property can generate sufficient cash flow. Moreover, the non-recourse nature of CMBS loans limits your personal liability, making them appealing for long-term investors. Nonetheless, be mindful of potential prepayment penalties, which can deter early payoff unless you have a clear exit strategy in place. Bridge Loans Bridge loans serve as a valuable short-term financing option, typically ranging from 12 to 36 months, designed to provide quick access to capital during changeover periods in commercial real estate. These loans are often interest-only, allowing you to focus on managing cash flow during the acquisition or renovation of a property. The approval process is primarily asset-based, meaning lenders assess the property’s value and potential rather than your creditworthiness. As a borrower, it’s essential to have a clear exit strategy in place. This often involves refinancing, selling the property, or stabilizing it to secure long-term financing when the loan matures. Nonetheless, keep in mind that because of the higher risks associated with bridge loans, you’ll typically face higher interest rates compared to traditional financing options. Comprehending these factors can help you make informed decisions about using bridge loans in your commercial real estate endeavors. Construction Loans When financing a new construction project, grasping construction loans is pivotal for securing the necessary funds. These short-term financing options cover costs like land acquisition and construction expenses. Here are some key aspects to reflect on: Construction loans typically have variable interest rates and are disbursed in stages based on project milestones. A down payment of 20-30% of the total project cost is usually required. The loan term typically ranges from 6 months to 3 years, after which it converts to permanent financing. Lenders require thorough documentation, including a detailed budget and detailed plans, to assess project viability. Upon project completion, you can refinance your construction loan into a permanent mortgage, allowing for longer repayment terms and stable monthly payments. Grasping these elements will help you navigate the financing process effectively and guarantee your project stays on track. Commercial Refinance & Cash-Out Loans Grasping commercial refinance and cash-out loans is vital for property owners looking to optimize their financial strategies. Commercial refinance loans can replace existing loans to secure lower interest rates or modify terms, which often results in reduced monthly payments. Conversely, cash-out loans let you access built-up equity by refinancing your existing mortgage for a higher amount than owed, providing additional funds for various uses. To qualify for both refinance and cash-out loans, showing strong property performance through financial documents like operating statements and rent rolls is fundamental. It’s likewise important to evaluate transaction costs, such as closing fees and potential penalties for early repayment. Typically, you’ll need a minimum of 20% equity in the property, along with a favorable credit history and financial stability, to access these loan options effectively. Comprehending these elements can help you make informed financial decisions. Private Equity Financing and Equity Financing When you consider private equity financing and equity financing for commercial real estate, it’s critical to understand the different funding stages and investment structures involved. Private equity financing often targets large-scale projects and requires a solid business proposal, whereas equity financing allows you to raise capital by selling shares, reducing your debt burden. Both methods can offer high returns, but they come with varying levels of risk based on the project’s success. Funding Stages Overview Comprehension of the funding stages for commercial real estate projects is vital for developers seeking financial support. Grasping private equity financing and equity financing can greatly impact your project’s success. Here’s a quick overview: Private equity financing involves firms investing at various stages, expecting substantial returns. Equity financing allows you to raise capital by selling shares, reducing financial risk without debt. Investors in private equity deals typically want a share of profits, affecting ownership structures. Both financing types offer flexible terms, customized to your project’s needs and investor preferences. Crafting a strong business proposal is important, as investors will evaluate potential returns based on market conditions and project viability. Knowing these funding stages can help you secure necessary capital effectively. Investment Structure Differences Comprehending the differences in investment structures between private equity financing and equity financing is crucial for anyone involved in commercial real estate. Private equity financing typically attracts large investments from firms aimed at significant developments or acquisitions. These firms often seek strong business proposals and offer flexible terms customized to specific projects. Conversely, equity financing raises capital by selling shares in a property, allowing a broader range of investors to participate without incurring debt, which minimizes financial risks for borrowers. Whereas private equity demands higher returns because of perceived risks, equity financing can engage smaller investors through crowdfunding. Ultimately, private equity sources funds from institutional investors, whereas equity financing opens opportunities for various investors to partake in ownership. Frequently Asked Questions What Are the Different Types of Commercial Real Estate Loans? There are several types of commercial real estate loans you should know about. Owner-occupied mortgages serve businesses using their properties, whereas income-producing mortgages rely on tenant rent. Construction loans finance new developments but come with higher risks. Bridge loans offer short-term financing for immediate needs, and SBA loans provide flexible terms for purchasing properties. Finally, CMBS loans are pooled mortgages suited for stabilized properties, limiting personal liability to the collateral involved. What Are the 5 Cs of Commercial Lending? The 5 Cs of commercial lending are essential for evaluating your creditworthiness. First, character evaluates your credit history and reliability. Next, capacity measures your ability to repay the loan, often through cash flow statements. Capital refers to your equity investment, typically a 20-30% down payment. Collateral involves the property being financed, serving as security for the loan. Finally, conditions reflect the broader economic environment that might impact your repayment ability. What Are the 4 Cs of Commercial Lending? In commercial lending, the 4 Cs are essential for evaluating your creditworthiness. Credit evaluates your history and score, indicating repayment likelihood. Capacity measures your ability to repay, using cash flow statements and projected income. Capital reflects your investment in the project, demonstrating commitment through your down payment. Finally, collateral involves assets pledged against the loan, providing security for lenders if you default. Comprehending these elements can greatly impact your borrowing experience. What Are the Basics of Commercial Real Estate Lending? Commercial real estate lending involves financing properties used for business purposes, like offices or retail spaces. You’ll need to understand key metrics lenders assess, including loan-to-value (LTV) ratios, net operating income (NOI), and capitalization rates. Typically, loans range from 5 to 20 years, with amortization periods often extending longer. Different types of loans cater to specific needs, such as owner-occupied mortgages and construction loans, each customized to various risk profiles. Conclusion In conclusion, grasping the seven crucial types of commercial real estate loans is important for making informed financing decisions. Each loan type, from SBA loans to private equity financing, serves specific purposes and caters to different needs. Whether you’re seeking immediate funding or looking to refinance an existing property, knowing your options empowers you to choose the best solution for your situation. By evaluating these loans, you can effectively navigate the intricacies of commercial real estate financing. Image via Google Gemini This article, "7 Essential Types of Commercial Real Estate Loans to Know" was first published on Small Business Trends View the full article

Live translation is probably the most genuinely useful thing to come out of the AI boom, but if you want to use it during a phone call, you usually need to use a specific device or a separate app. T-Mobile is looking to change that. The carrier announced today that it will soon introduce live translation to all phones connected to its 5G or 4G networks, and to get in on the action, you're going to want to sign up for the beta now. According to a press release sent to journalists today, the new feature will kick in for you automatically once you're selected for it, no matter what phone app or device you use. All you'll need to do to access it is type in "87" on the keypad during a phone call. Which means that, yes, it will also be compatible with feature phones, aka classic-style flip phones with physical buttons. How T-Mobile live translation worksThe device you use doesn't matter because all of the computing for the translation will happen on T-Mobile's end, rather than on your device. The downside is that you won't get to pick which AI model the translation uses, and T-Mobile hasn't yet to provide any indication of which one it will use. You'll also just have to trust T-Mobile's servers with any audio recorded from your conversation. T-Mobile spokesperson Mason Miller told Lifehacker's sister site PCMag via email that, "[T-Mobile does] not save call recordings or transcripts," but the company will certainly ave to run your data through its servers at some point to make the feature work. By comparison, competing translation apps often rely on downloaded language packs and on-device models. Still, I see where T-Mobile is coming from with this offering: When live translation is limited to specific devices or apps, it vastly impacts its usability, since both callers need to have a compatible device for it to work. Processing translation over the cloud makes it more likely you'll be able to use it exactly when you need it—and as a bonus, only one caller will actually need to be on T-Mobile's 5G or 4G network to pull this trick off. While T-Mobile's press release focuses on 5G, the carrier confirmed availability for the feature on 4G to The Verge earlier today. The Verge also reports that, in addition to dialing 87, beta participants will eventually be able to trigger live translation by saying "Hey T-Mobile" instead. When T-Mobile live translations will go liveTesting for T-Mobile's live translation will begin "for selected users" this spring, with more general availability planned for "later this year." The feature will be free during the beta, although a surcharge might be added after it goes into wide release. "We will share more on pricing and plan details closer to commercial launch," Miller told PCMag. To sign up for the beta and put your hat in the ring for selection, head over to t-mobile.com/benefits/live-translation. View the full article

Federal Reserve Bank of Kansas City President Jeff Schmid said the US central bank should hold rates at a "somewhat restrictive" level, as he expressed continued concerns over inflation that remains too high. View the full article

The U.S. Food and Drug Administration is refusing to consider Moderna’s application for a new flu vaccine made with Nobel Prize-winning mRNA technology, the company announced Tuesday. The news is the latest sign of the FDA’s heightened scrutiny of vaccines under Health Secretary Robert F. Kennedy Jr., particularly those using mRNA technology, which he has criticized before and after becoming the nation’s top health official. Moderna received what’s called a “refusal-to-file” letter from the FDA that objected to how it conducted a 40,000-person clinical trial comparing its new vaccine to one of the standard flu shots used today. That trial concluded the new vaccine was somewhat more effective in adults 50 and older than that standard shot. The letter from FDA vaccine director Dr. Vinay Prasad said the agency doesn’t consider the application to contain an “adequate and well-controlled trial” because it didn’t compare the new shot to “the best-available standard of care in the United States at the time of the study.” Prasad’s letter pointed to some advice FDA officials gave Moderna in 2024, under the Biden administration, which Moderna didn’t follow. According to Moderna, that feedback said it was acceptable to use the standard-dose flu shot the company had chosen—but that another brand specifically recommended for seniors would be preferred for anyone 65 and older in the study. Still, Moderna said, the FDA did agree to let the study proceed as originally planned. The company said it also had shared with FDA additional data from a separate trial comparing the new vaccine against a licensed high-dose shot used for seniors. The FDA “did not identify any safety or efficacy concerns with our product” and “does not further our shared goal of enhancing America’s leadership in developing innovative medicines,” Moderna CEO Stephane Bancel said in a statement. It’s rare that FDA refuses to file an application, particularly for a new vaccine, which requires companies and FDA staff to engage in months or years of discussions. Moderna has requested an urgent meeting with FDA, and noted that it has applied for the vaccine’s approval in Europe, Canada, and Australia. In the last year, FDA officials working under Kennedy have rolled back recommendations around COVID-19 shots, added extra warnings to the two leading COVID vaccines—which are made with mRNA technology—and removed critics of the administration’s approach from an FDA advisory panel. Kennedy announced last year that his department would cancel more than $500 million in contracts and funding for the development of vaccines using mRNA. The FDA for decades has allowed vaccine makers to quickly update their annual flu shots to target the latest strains by showing that they trigger an immune response in patients. That’s a far more efficient approach than running long-term studies tracking whether patients get the flu and how they fare. In an internal memo last year, Prasad wrote that the streamlined method would no longer be permitted—leading more than a dozen former FDA commissioners to pen an editorial condemning the statements. —- The Associated Press Health and Science Department receives support from the Howard Hughes Medical Institute’s Department of Science Education and the Robert Wood Johnson Foundation. The AP is solely responsible for all content. —Lauran Neergaard and Matthew Perrone, Associated Press View the full article

This year, the number of mothers with young children exiting the U.S. labor market saw the sharpest January-to-June decline in more than four decades. That isn’t a coincidence—and it isn’t a lack of ambition. Across industries, women are reassessing how—and whether—work fits into their lives. Not because they want to step back, but because too many workplaces are still designed around outdated assumptions about who provides care and how work gets done. As leaders debate return-to-office mandates, women are quietly doing the math—and deciding whether staying is worth the cost. This isn’t a women’s issue. It’s a design failure. And it’s one leaders can choose to fix. THE PERPETUAL STRUGGLE OF THE DOUBLE SHIFT The pandemic exposed and intensified a long-standing dilemma: how working women can balance their careers with family demands. Even years later, in dual-income households, women continue to shoulder the majority of caregiving responsibilities, often juggling work, childcare, elder care, and the invisible but relentless mental load that comes with it. Even now, many women are still working two full-time jobs: one at work and another at home. In a recent workplace study conducted by my company, 65% of working mothers reported carrying more household and childcare responsibilities than their partners, and nearly half said they shoulder most of the mental and emotional burden at home. When workplaces remain rigid and unsupportive, that strain compounds, pushing women toward burnout or out of the workforce entirely. Now, rigid return-to-office (RTO) mandates threaten to add more fuel to the fire. For the first time since COVID, most Fortune 100 companies have reinstated full-time, in-office policies, and women are among the groups disproportionately affected. In our study, three out of four working women said RTO mandates make it harder for them to stay in the workforce long term. THE HIGH COST OF LOSING SENIOR FEMALE TALENT Supporting and retaining female talent isn’t only about equity; it’s about competitive advantage. While losing top-performing talent of either gender can hurt, when senior female leaders leave, there are broader financial and cultural ripple effects. The business case is well established: when women hold 30% or more executive roles within an organization, the company outperforms its peers. In a competitive labor market, the ability to attract and retain top talent—including highly educated, experienced women—can make or break a company’s growth trajectory. THE REDESIGN: FLEXIBILITY, SUPPORT, AND TRUST The solution isn’t another round of workplace perks. It’s redesigning work. I’m a strong believer in the value of coming together in person. Offices create connections and strengthen culture in ways that are hard to replicate remotely. They provide an environment for collaboration and problem-solving. But returning to the office can exacerbate the challenges many employees—especially caregivers—are navigating if not done thoughtfully. How work is structured matters just as much as where it happens. Flexibility isn’t about eliminating expectations or avoiding the office. It’s about trusting employees to manage their time responsibly and deliver results within a clear, well-designed framework. Our research shows that 90% of employees believe return-to-office policies—whether hybrid or full-time—are more successful when companies pair them with real support, including mental health resources, reasonable flexibility, and leaders who model balance and trust. I’ve lived this firsthand. For nearly a decade, I built an executive career while caring for my father through repeated ICU and hospital stays and critical illness. I was fortunate to have the support of my husband, friends, and family—but what made it truly possible was the flexibility and trust my managers extended to me during that time. That trust wasn’t given lightly; I earned it through commitment and performance. In return, their support during one of the hardest periods of my life made me fiercely loyal to my company and a stronger, more empathetic leader. Practical support matters just as much. Flexible time-off policies, backup care for emergencies, elder care resources, and mental health services aren’t perks—they’re infrastructure and are foundational to productivity, engagement, and loyalty. Companies invest millions in office space and technology. To truly benefit from those investments, they must also invest in systems that allow people to show up consistently, focused, and ready to do their best work. And this isn’t only about women. Forty percent of men now identify as their family’s primary caregiver. If organizations don’t support them as well, the imbalance many women experience will only grow. I know from my own life that even today, I couldn’t manage my work and family responsibilities without my husband’s partnership. BLUEPRINT FOR SUCCESS Companies face a clear choice: cling to outdated assumptions about work and risk losing talented women or evolve how they support work. Some organizations will operate in hybrid models; others will return fully to the office. The real differentiator won’t be the policy itself; it will be how thoughtfully leaders design and support work within it, especially for caregivers. Redesigning work doesn’t mean lowering standards. It means aligning expectations with how life actually works, and giving people the structure, support, and trust they need to perform at a high level. Workplaces built this way don’t just retain women—they build stronger cultures, develop better leaders, and outperform over the long term. Alison Borland is Chief People and Strategy Officer at Modern Health. View the full article

We may earn a commission from links on this page. Cooking can be a creative outlet, a way of showing affection, and a way to take control of your health. But cooking can also be stressful and time-consuming, especially on a weeknight when you're already exhausted from a long day at work and you've got a hungry family (or just yourself) to feed. Ordering in is always tempting, but that gets expensive and can have an adverse impact on your waistline. You might already have some of the more obvious and established time-saving appliances in your kitchen, but you can always shave a few more minutes and adrenaline spikes off your nightly cook. These kitchen gadgets will make cooking weeknight dinners easier no matter what the menu looks like. Snap-on strainers prevent you from dumping pasta in the sink If you have ever had a weeknight dinner go off the rails due to a pot of pasta accidentally dumped in the sink during a straining misadventure, know that snap-on strainers exist. Just pop one onto your pot, and you can easily strain without worrying about the dreaded dump out (or a fourth-degree burn from pasta water). These strainers are flexible and will fit just about any pot or pan you need to strain out of. An automatic pot stirrer will stir while you finish other tasksCooking is often a series of dull, repetitive tasks, and sometimes those tasks need to be performed simultaneously—so why not at least outsource all that pot stirring? This battery-operated device does just what it says: You place it in your pot or pan, press the button, and it stirs anything that needs it while you go and live your life (or chop vegetables). Uutensil Stirr - The Unique Automatic Pan Stirrer - With LED Speed Indicator, Red $38.95 at Amazon Shop Now Shop Now $38.95 at Amazon "Souper Cubes" help you better portion food to freeze for laterHere's a mistake I make over and over again when prepping sauces, stock, or soup for future dinners: I forget to divide it up before I pop it in the freezer. When it's time to make that weekday dinner, I have plenty of pre-made sauce—or, rather, I have too much of it, and I either defrost the whole bit and waste some or try hacking off a piece. Enter: Souper Cubes. These are like ice cube trays for food, and make it easy to freeze precise amounts of prepped or leftover food. Oven guards protect your hands from hot racks Anyone who cooks regularly has the minor wounds and scars to show for it—including the tell-tale burns from hurriedly grabbing stuff from a hot oven. Oven rack guards allow you to throw caution to the wind when pulling trays out of a crowded oven, even when reaching into a lower rack or grabbing something that's migrated to the rear of the oven. A self-stirring cooker lets you outsource most of the meal's workIf an automated pot stirrer is cool, a cooker that also stirs itself is even cooler. If your life goals include being able to make dinner every night while somehow doing other things, this is the kitchen appliance you need. It can cook a wide range of meals more or less on its own, and will stir meals automatically. Just load up your ingredients, set your parameters, and walk away. An automatic can opener saves time and effortCooking using canned ingredients is nothing to be ashamed of, but opening all those cans can be a chore that keeps you away from other cooking tasks. Enter the automatic can opener—just pop it on a can, press the button, and let it do its thing while you do literally anything more useful with your time. A warming mat will keep everything hot for youIf your dinner plans involve more than one dish, you know the stress of being on the clock when something is ready long before the rest of the meal. Serving up cold sides or sauces is no fun, so a warming mat like this is the answer. Just place dishes on it as they're ready and keep working on the balance of the meal, and everything will still be piping hot by the time you're ready to sit down. A divided skillet lets you cook multiple things at onceWe've all been there: You need to fry up several different things, but you only have one skillet. Your choice is to desperately cook and put aside each portion of the meal, or get yourself a divided non-stick skillet that makes it easy to cook several things simultaneously, speeding up your dinner process and ensuring that everything hits the table hot and ready. Master Pan Non-Stick Divided Grill/Fry/Oven Meal Skillet, 15", Black $65.59 at Amazon Shop Now Shop Now $65.59 at Amazon A "Thaw Claw" can speed up your defrosting processIf you're like me and you consistently forget to plan ahead when it comes to thawing out frozen ingredients ahead of time, you also know the struggle of trying to speed up the process. Submerging frozen meat in cold water is a proven way of speeding up the thawing process—unless your frozen goods just float to the surface. Enter the Thaw Claw, a simple device that clamps your frozen food to the bottom of your sink or bowl so it can defrost more quickly and effectively. Digital measuring spoons save you time on measuringSaving time when cooking dinner is all about accumulating small wins. The time spent weighing and measuring all the ingredients for your meal adds up, so having a digital measuring spoon can make the process faster and more efficient, since you won't have to place anything on a scale, adjust, and then use a separate implement to transfer it to your pots and skillets. Just measure as you scoop and keep moving. "Fry Away" disposes of oil or grease more easilyCleanup is part of the time and effort of any mid-week meal, and if you were tired before you started making dinner, you're not going to be less tired after eating. So make cleanup a little easier with Fry Away, which makes disposing of all that grease and oil a very simple process: Add some to hot oil or grease, let it cool, and then peel off the somewhat gross results and toss into the trash. Not having a jar of old oil sitting on the kitchen counter (or not calling a plumber to clean your drains if you're too lazy to have a jar of old oil on your kitchen counter) or needing to scrub away at a greasy pan? This is the way. View the full article

Adjustments related to higher credit risk weights for new acquisitions and rate shifts offset increases in the government-sponsored enterprise's core earnings. View the full article

The Federal Aviation Administration reopened the airspace around El Paso International Airport in Texas on Wednesday morning, just hours after it announced a 10-day closure that would have grounded all flights to and from the airport. The Federal Aviation Administration said in a social media post that it has lifted the temporary closure of the airspace over El Paso, saying there was no threat to commercial aviation and that all flights will resume. Transportation Secretary Sean Duffy said in a post on X that the FAA and the Defense Department “acted swiftly to address a cartel drone incursion. The threat has been neutralized and there is no danger to commercial travel in the region.” He said normal flights are resuming Wednesday morning. He did not say how many drones were involved or what specifically was done to disable them. The shutdown announced just hours earlier “for special security reasons” had been expected to create significant disruptions given the duration and the size of the metropolitan area. El Paso, a border city with a population of nearly 700,000 people and larger when you include the surrounding metro area, is hub of cross-border commerce alongside the neighboring city of Ciudad Juarez in Mexico. The brief closure does not include Mexican airspace. The airport said in an Instagram post after the closure was announced that all flights to and from the airport would be grounded from late Tuesday through late on February 20, including commercial, cargo, and general aviation flights. It suggested travelers contact their airlines to get up-to-date flight information. Rep. Veronica Escobar, a Democrat whose district includes El Paso, had urged the FAA to lift the restrictions in a statement Wednesday morning. There was no advance notice given to her office, the city of El Paso or airport operations, she said. “The highly consequential decision by FAA to shut down the El Paso Airport for 10 days is unprecedented and has resulted in significant concern within the community,” Escobar said. “From what my office and I have been able to gather overnight and early this morning there is no immediate threat to the community or surrounding areas.” The airport describes itself as the gateway to west Texas, southern New Mexico, and northern Mexico. Southwest, United, American, and Delta all operate flights there, among others. A similar temporary flight restriction for special security reasons over the same time period was imposed around Santa Teresa, New Mexico, which is about 15 miles (24 kilometers) northwest of the El Paso airport. Southwest Airlines said in a statement that it has paused all operations to and from El Paso at the direction of the FAA. “We have notified affected customers and will share additional information as it becomes available,” Southwest Airlines said. “Nothing is more important to Southwest than the safety of its customers and employees.” —Darlene Superville, Associated Press View the full article

Officials say airspace around southern town of El Paso was temporarily closed due to aerial activity from Mexican cartels View the full article

Comprehending current business income tax brackets is vital for any business owner. Federal tax rates for C corporations are set at a flat 21%, whereas pass-through entities face individual tax rates that range from 10% to 37%. Furthermore, state tax rates can vary widely and may affect your overall tax liability, especially in high-tax areas like New York City. Knowing these details can help you make informed decisions about your business finances and tax strategies. Key Takeaways Business income tax brackets vary for pass-through entities, aligning with individual rates from 10% to 37%. C corporations face a flat federal tax rate of 21% established by the Tax Cuts and Jobs Act of 2017. State corporate tax rates differ significantly; North Carolina has the lowest at 2.25%, while New Jersey’s can reach 11.5%. Pass-through entities may benefit from a Qualified Business Income deduction of up to 20%, impacting overall tax liability. NYC businesses must also consider local income tax, adding complexity to their overall tax planning. Overview of Business Income Tax Brackets When you run a business, grasping the tax brackets that apply to your income is crucial for effective financial planning. For pass-through entities like sole proprietorships and partnerships, your business income tax brackets align with individual income tax rates, ranging from 10% to 37%. This means your profits are taxed at the same rates as your personal income, which can greatly influence your overall tax liability. In New York City, for example, you’ll additionally need to take into account NYC income tax, which adds another layer to your financial responsibilities. Comprehending these brackets helps you strategize your earnings and expenses effectively, allowing you to minimize your tax burden during compliance with local and federal regulations. Federal Corporate Tax Rates In the United States, the federal corporate tax rate for C corporations stands at a flat 21%, established by the Tax Cuts and Jobs Act of 2017. When filing taxes using Form 1120, these corporations must report their profits and calculate their tax obligations based on this fixed rate. Furthermore, starting from tax years after 2022, the Corporate Alternative Minimum Tax imposes a minimum tax of 15% on certain large corporations, affecting how they manage their tax liabilities. C Corporation Tax Rate C corporations in the United States face a flat federal corporate tax rate of 21% on their taxable income, which was established by the Tax Cuts and Jobs Act (TCJA) of 2017. This uniform rate applies regardless of income levels, meaning all profits are taxed at the same rate. To report income, deductions, and calculate tax liability, C corporations must file IRS Form 1120. It’s important to note that dividends paid to shareholders undergo double taxation, being taxed at the corporate level and again at the individual level. As you consider your tax obligations, using tools like an NYC city tax calculator can help estimate your overall tax burden, including how much is Medicare and Social Security tax, along with SS Medicare tax. Alternative Minimum Tax Impact As businesses navigate the intricacies of corporate taxation, comprehension of the impact of the Corporate Alternative Minimum Tax (CAMT) is essential, particularly for those with average annual adjusted financial statement income exceeding $1 billion. The CAMT imposes a minimum tax rate of 15%, ensuring that large corporations contribute a baseline tax amount, regardless of whether they utilize deductions or credits to lower their liabilities. This means you’ll calculate your tax based on adjusted financial statement income, potentially leading to a higher effective tax rate. If you end up paying CAMT, you can carry forward any minimum tax credit generated to offset future liabilities, offering some relief. In the end, CAMT aims to improve tax fairness and curb avoidance strategies among profitable corporations. State Corporate Tax Rates State corporate tax rates vary widely across the United States, impacting businesses’ financial strategies and operational decisions. For instance, North Carolina boasts the lowest rate at 2.25%, with plans for further reduction, whereas New Jersey‘s rate climbs to 11.5% for income exceeding $10 million. Twelve states, including Arizona and Arkansas, maintain top corporate tax rates at or below 5%, indicating a trend in the direction of reduced tax burdens. Furthermore, states like South Dakota and Wyoming have no corporate income tax, creating a favorable environment for businesses. Recent changes include Louisiana lowering its corporate tax to 5.5% effective January 1, 2025, whereas Pennsylvania is phasing down its rate from 9.99% to 8.99%, improving competitiveness among states. Pass-Through Entities and Tax Implications In relation to taxation, pass-through entities like sole proprietorships, partnerships, limited liability companies (LLCs), and S corporations play a unique role in the business environment. These entities don’t pay corporate income tax; instead, their income flows directly to the owners’ personal tax returns, taxed at individual rates ranging from 10% to 37%. Owners may benefit from the Qualified Business Income (QBI) deduction, allowing them to deduct up to 20% of their qualified business income, which can lower their effective tax rate considerably. Nonetheless, individual tax brackets for these entities, set by the Tax Cuts and Jobs Act, are set to expire after 2025. Furthermore, varying state tax rates can further complicate the overall tax burden for pass-through owners. Changes in State Tax Policies Changes in tax policies at the state level greatly impact businesses operating within those jurisdictions, influencing both corporate tax burdens and overall economic environments. For instance, North Carolina’s corporate income tax rate will drop to 2.25% in 2025, with plans for elimination by 2030. Conversely, New Jersey is imposing a 2.5% surtax on corporations earning over $10 million, increasing burdens on larger firms. Meanwhile, states like South Dakota and Wyoming offer a significant advantage by not levying corporate income taxes at all. Here’s a summary of notable changes: State New Tax Rate Effective Date North Carolina 2.25% 2025 Louisiana 5.5% January 1, 2025 New Jersey 2.5% surtax Currently in effect Nebraska 8.99% Starting 2023 South Dakota 0% N/A Strategies for Managing Business Taxes Managing business taxes effectively requires a thorough comprehension of your business structure, as this can greatly influence your overall tax liabilities. For instance, C corporations face a flat 21% federal tax rate, whereas pass-through entities pay taxes at individual rates ranging from 10% to 37%. To optimize your tax situation, leverage deductions like the Qualified Business Income (QBI) deduction, allowing eligible pass-through entities to deduct up to 20% of qualified business income. Accurate recordkeeping is crucial; using automated expense tracking systems can identify deductible expenses and potentially save an average of 5% annually. Furthermore, consider your location, as state income tax rates vary widely, and engaging a tax professional can help you navigate complex deductions and credits, maximizing your savings. Common Mistakes to Avoid in Tax Filing Tax filing can be a challenging task for many business owners, and avoiding common pitfalls is key to guaranteeing compliance and maximizing savings. Here are four mistakes to watch out for: Misclassifying Employees: Don’t confuse employees with independent contractors, as this can lead to penalties and back taxes. Missing Deadlines: Timely submissions are essential; missing deadlines results in significant penalties and interest. Poor Record-Keeping: Failing to maintain detailed records can inflate taxable income by causing missed deductions on business expenses. Overlooking Deductions: Make sure you claim eligible deductions like the Qualified Business Income (QBI) deduction, which can provide a substantial tax savings of up to 20% for qualifying pass-through entities. Taking these steps can help you navigate tax filing more effectively. Frequently Asked Questions What Are the Federal Tax Brackets for Businesses? When considering federal tax brackets for businesses, C corporations face a flat tax rate of 21% on profits. Conversely, pass-through entities, like LLCs and S corporations, report income on personal tax returns, facing rates from 10% to 37%, depending on income levels. For 2024, the lowest bracket starts at 10% for income up to $11,000. Furthermore, eligible pass-through entities can utilize the Qualified Business Income deduction, reducing taxable income by up to 20%. What Are the LLC Tax Brackets? LLCs don’t have specific tax brackets like corporations. Instead, their income is passed through to you, the owner, and taxed at your individual income tax rates, which range from 10% to 37%. You might likewise face state-level taxes or franchise taxes, depending on where your LLC operates. Furthermore, you can benefit from the Qualified Business Income deduction, allowing you to deduct up to 20% of your LLC income from your taxable income. Is the 21% Corporate Tax Rate Permanent? The 21% corporate tax rate is currently considered stable and permanent, established by the Tax Cuts and Jobs Act in 2017. This rate marks a significant reduction from the previous high of 35%. As it’s set to remain in effect until 2025, any future changes would require bipartisan support in Congress. As of now, there’s no expiration date for this rate, making it a reliable aspect of the corporate tax structure. Who Is a 45% Tax Payer? A 45% taxpayer typically refers to individuals or corporations facing a significant total tax burden. For you, this can happen if your income exceeds the highest federal bracket, plus state and local taxes. For example, if you live in a high-tax state like California, your effective rate might exceed 45% when accounting for additional taxes like the Net Investment Income Tax. High-income earners and certain corporations often find themselves in this situation. Conclusion Grasping the current business income tax brackets is crucial for effective financial planning. By recognizing the differences between federal corporate rates and pass-through entity taxation, you can make informed decisions about your business structure. Moreover, staying updated on state tax policies, especially in areas with high local taxes, can further improve your tax strategy. Implementing sound tax management practices and avoiding common filing mistakes will help you minimize liabilities and boost your overall financial health. Image via Google Gemini This article, "Current Business Income Tax Brackets" was first published on Small Business Trends View the full article