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iOS 26.3 was a decidedly small update. It introduced a new tool to transfer data to Android, and gave some iPhones the ability to hide precise location data from cellular networks. But beyond some other small changes and security patches, that's all there was to write home about. iOS 26.4 is a different story. The update, which is currently in beta testing, adds a number of interesting new features to compatible iPhones, especially if you're an Apple Music user. As with all beta software, iOS 26.4 is currently in testing, which means these features are subject to change at any time. It's possible some won't make it to the official release of iOS 26.4, while others could look different than they do now. While you can install the iOS 26.4 beta at any time by enrolling your device in the beta program, do so at your own discretion. I'd recommend using a secondary device to test this software if you can, but either way, make sure the device in question is fully backed up to a computer before installing the beta. Playlist Playground lets you generate playlists with AIThe latest trend in streaming services seems to be AI-generated playlists. YouTube Music recently rolled out the option, while Spotify offers a couple different takes on the feature. The idea is to tell the AI what type of music you want to listen to, whether that be a specific artist or genre, or just a concept or mood (e.g., "Make me a playlist for drinking coffee on a lazy Sunday morning"). Now Apple Music is the latest service to introduce such a feature. The first iOS 26.4 beta comes with "Playlist Playground," which works about how you'd expect. You tell Apple Music's AI what you want to hear, and it generates a playlist with 25 different songs. You can adjust the playlist if you don't like the result, as well as edit the title, cover image, and description. Apple Music gets a visual overhaul In addition to Playlist Playground, Apple Music's UI is also changing in iOS 26.4. You'll see new full-page artwork when listening to music, as well as redesigned albums and playlists that adjust their colors based on the artwork. Plus, there's now a "Concerts Near You" feature that helps you find shows in your area, based on the music you like to listen to. This Tweet is currently unavailable. It might be loading or has been removed. iOS 26.4 finally introduces end-to-end encryption for RCSRCS support is the best thing to happen to the iPhone in a long time. It makes texting Android users about the same as texting iPhone users, which has not been the case for most of iMessage's history. But while most of the standard perks rolled in with the update, including functioning group chats and high-quality image sharing, one key feature did not: end-to-end encryption (E2EE). Without (E2EE), your messages can be intercepted and read by those with the skills to do so. With E2EE, they cannot. It's a major security feature that's key to both iMessage and RCS, and one of the reasons you shouldn't send messages over SMS, as it doesn't support E2EE. Not all Android setups support E2EE over RCS, but it's still a bummer that the iPhone's Messages app doesn't either. That's now changing. With the first iOS 26.4 beta, Apple is now testing E2EE for RCS. You'll find the option in Settings, though Apple notes that not all devices or carriers support it. Someday soon, however, iPhone users texting Android users over RCS will be able to enjoy the added security benefits of E2EE. Apple changed how you choose wallpaper packs on iPhoneWith iOS 26.4, Apple changed the Wallpapers settings menu. Before, you could select from pre-downloaded wallpaper packs on your iPhone; now, you can choose which packs you want to download instead. It's a small change, but an interesting one at that. It seems Apple doesn't want to assume you're interested in all of its wallpaper options anymore, and instead would rather pick and choose the ones you want to try. Apple also made similar changes to picking watch faces in the Apple Watch app. This Tweet is currently unavailable. It might be loading or has been removed. Your iPhone's Reminders now has an "Urgent" sectionIf you ever label reminders as "urgent" on your iPhone, you'll find them in a new location. Now, when you open Reminders, you'l find an Urgent section, alongside other options like Today, All, and Scheduled. macOS 26.4 introduces a Charge Limit feature on MacWhile this isn't an iOS feature, it is a key new change in the first macOS 26.4 beta. Apple is now testing a "charge limit" feature on Mac, similar to the charge limit feature that already exists on iOS; when your device is plugged in for a long period of time, it will limit how much the battery can charge to. You can set the cap as low as 80%, or as high as 100%. The idea is, by limiting the charge level, you reduce how often the battery completes a full charge cycle, which can prolong its lifespan and delay aging. The "younger" your battery is, the longer it'll last between charges, so enthusiasts like to use these features to maximize how much battery life they can get out of their devices. View the full article

If you use Google Chrome, you should install the latest update ASAP. Google has issued a patch for a high-severity flaw that has been actively exploited in the wild—the first Chrome zero-day in 2026. What the Google Chrome patch fixesThe latest flaw, catalogued as CVE-2026-2441, is a use-after-free vulnerability in CSSFontFeatureValuesMap, Chrome's CSS font feature implementation. A use-after-free vulnerability is a flaw in which an application attempts to use memory after it has been released back to the system. This type of bug allows attackers to execute code, escalate privileges, cause app or system crashes, and leak sensitive data. CVE-2026-2441 would allow "a remote attacker to execute arbitrary code inside a sandbox via a crafted HTML page." Essentially, this means malicious HTML content could run code inside a Chrome tab, extension, or plugin. As Malwarebytes explains, this is dangerous because attackers can see or modify whatever the isolated browser tab (sandbox) can access, allowing actions like credential harvesting and traffic rerouting—even if it cannot escape to impact the whole operating system. Google said that this vulnerability has been exploited in the wild but hasn't provided any specific details as to how. The discovery has been attributed to Shaheen Fazim. What Chrome users need to doGoogle released a Stable channel update on Feb. 13 with a patch for this flaw. The latest versions of Chrome are 145.0.7632.75/76 for Windows and macOS and 144.0.7559.75 for Linux, so you'll want to ensure you are up to date. Go to the Chrome menu and select About Google Chrome to check which version you're on. Chrome updates automatically when you close and reopen the browser, but if you don't do that regularly, keep an eye out for pending updates in the top-right corner of your browser window. Apply these updates immediately by tapping the three dots and selecting the first menu item. Chrome will need to restart to complete the update. View the full article

Google is rolling out new more visibile links within AI Overviews and AI Mode. These new link cards appear in a pop-up window when you hover over them on desktop. They also show more prominent details about the website. Google was testing these earlier and now this new style is live. What it looks like. Here is a screenshot of these new link pop up menus on hover: What Google said. Google’s Robby Stein posted on X saying: “New on Search: In AI Overviews and AI Mode, groups of links will automatically appear in a pop-up as you hover over them on desktop, so you can jump right into a website to learn more. And we’ll show more descriptive and prominent link icons within the response across both desktop and mobile.” “Our testing shows this new UI is more engaging, making it easier to get to great content across the web.” Why we care. This new style does appear to encourage more clicks to websites and I do hope that we will see more traffic from Google’s AI experiences from these changes. Of course, we still have no way to measure this in Search Console. 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. Last-minute Presidents’ Day sales are the perfect time to stock up on gaming monitors that normally have a much higher price tag, and right now, an award-winning model from Alienware (dubbed “one of the best curved gaming monitors on the market” by PCMag) is $200 off. The Alienware 34 Curved QD-OLED Gaming Monitor is 28% off at $499.99 (originally $699.99), marking its lowest price ever as the holiday discounts wind down. Alienware 34 Curved QD-OLED Gaming Monitor $499.99 at Amazon $699.99 Save $200.00 Get Deal Get Deal $499.99 at Amazon $699.99 Save $200.00 This Alienware monitor, which earned a PCMag Editor’s Choice Award, sits on a sturdy V-shaped stand and has a curved 34-inch monitor with a 3440 by 1440 resolution and a 21:9 aspect ratio. Its curve isn’t as pronounced as some gaming monitors, such as the Corsair Xeneon Flex’s 800R curve; this one is 1800R, which reduces glare while deepening blacks and is ideal for those who don’t want overly dramatic curvature. It also features Alienvision, which lets you switch between four visual modes to tweak settings and maximize gameplay. Brightness is rated up to 1000 nits, and with a 165Hz refresh rate (10Hz less than its predecessor, but still excellent) and a competitive input lag of 1.4ms, it’s a popular choice for gamers seeking an immersive experience. Compared to its predecessor, this model swaps Nvidia G-Sync for AMD’s FreeSync Premium Pro. QD-OLED picture quality is this monitor’s main draw, giving users impressive contrast, true blacks, and dazzling colors for HDR gaming and strong performance in darker rooms. That said, it doesn’t have an HDMI 2.1 port. For anyone seeking a sleek OLED monitor that’s not excessively curved, with top-tier picture quality in both SDR and HDR, vibrant colors, and low input lag, the Alienware 34 Curved QD-OLED Gaming Monitor remains one of the best ultrawide gaming and media monitors on the market. And at almost 30% off in a last-minute President’s Day deal, this Amazon deal might not last long. Our Best Editor-Vetted Presidents' Day Deals Right Now Apple AirPods 4 Active Noise Cancelling Wireless Earbuds — $139.99 (List Price $179.00) Apple iPad 11" 128GB A16 WiFi Tablet (Blue, 2025) — $329.00 (List Price $349.00) Apple Watch Series 11 (GPS, 42mm, S/M Black Sport Band) — $369.00 (List Price $399.00) 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) — $549.99 (List Price $869.99) HP Omen 35L (Intel Core Ultra 9 285K, RTX 5080, 2TB SSD, 64GB RAM) — (List Price $2,939.99 With Code "PRESDAYPC100") Deals are selected by our commerce team View the full article

A dispute between AI company Anthropic and the Pentagon over how the military can use the company’s technology has now gone public. Amid tense negotiations, Anthropic has reportedly called for limits on two key applications: mass surveillance and autonomous weapons. The Defense Department, which The President renamed the Department of War last year, wants the freedom to use the technology without those restrictions. Caught in the middle is Palantir. The defense contractor provides the secure cloud infrastructure that allows the military to use Anthropic’s Claude model, but it has stayed quiet as tensions escalate. That’s even as the Pentagon, per Axios, threatens to designate Anthropic a “supply chain risk,” a move that could force Palantir to cut ties with one of its most important AI partners. The threat may be a negotiating tactic. But if carried out, it would have sweeping consequences, potentially barring not just Anthropic but its customers from government work. “That would just mean that the vast majority of companies that now use [Claude] in order to make themselves more effective would all of a sudden be ineligible for working for the government,” says Alex Bores, a former Palantir employee who is now running for Congress in New York’s 12th district. “It would be horribly hamstringing our government’s ability to get things done.” (Palantir did not respond to a request for comment.) Alex Bores Anthropic and the Pentagon’s war of words Anthropic has, until now, maintained close ties with the military. Claude was the first frontier AI model deployed on classified Pentagon networks. Last summer, the Defense Department awarded Anthropic a $200 million contract, and the company’s technology was even used in the recent U.S. operation to capture Nicolas Maduro, the Wall Street Journal reported this week. But the company’s commitment to certain AI safety principles has irked some people in President Donald The President’s orbit. (Katie Miller, Stephen Miller’s wife, has publicly accused the company of liberal bias and criticized its commitment to democratic values.) Unlike rivals xAI and OpenAI, both of which also also have Defense Department contracts, Anthropic is now locked in a fight with the Pentagon that playing out in public. “Anthropic is committed to using frontier AI in support of US national security. That’s why we were the first frontier AI company to put our models on classified networks and the first to provide customized models for national security customers,” a company spokesperson tells Fast Company. “Claude is used for a wide variety of intelligence-related use cases across the government, including the DoW, in line with our Usage Policy. We are having productive conversations, in good faith, with DoW on how to continue that work and get these complex issues right.” The Pentagon has taken a more confrontational tone. Agency officials are reviewing their relationship with Anthropic and have suggested that other contractors may also be required to stop working with the company. “The Department of War’s relationship with Anthropic is being reviewed,” Chief Pentagon spokesman Sean Parnell tells Fast Company. “Our nation requires that our partners be willing to help our warfighters win in any fight.” (Parnell did not respond to a request for clarification regarding specific concerns about autonomous weapons or surveillance.) Palantir, the middleman Palantir occupies a critical position in this ecosystem. A longtime government software provider, it has met a bevy of requirements allowing it to offer cloud services to support classified work. And, as is typical in the dizzying world of government technology contracting, Palantir also has key partnerships with Anthropic. Two years ago, the companies partnered to bring Anthropic’s technology to the government, a move that made Claude available to defense and intelligence services through Amazon Web Services. Last April, Anthropic joined Palantir’s FedStart program, which expanded the availability of its technology to government customers through Google Cloud. Government tech contracting is a wonky business, but companies that want to sell software to the government typically need to work with a certified cloud provider like Palantir, or obtain certification themselves. “If you’ve never operated in a classified environment before, you essentially need a vehicle,” explains Varoon Mathur, who worked on AI in the Biden administration. “Palantir is a defense contractor with deep operational integration. Anthropic is an AI model provider trying to access that ecosystem.” Growing tensions over how the Defense Department might use Claude also raise questions about how much visibility companies like Palantir and Anthropic have into the government’s use of their tools. “Anthropic and OpenAI offer Zero Data Retention usage, where they don’t store the asks made of their AI,” notes Steven Adler, a former OpenAI employee and AI safety expert tells Fast Company. “Naturally this makes it harder to enforce possible violations of their terms.” A person familiar with the matter said Anthropic does have insight into how its technology is used, regardless of whether it’s in a classified environment, and that the company is confident its partners and users have been deploying the tech in line with its policies. In its reporting, the Wall Street Journal cited people familiar with the matter who said an Anthropic employee did reach out to Palantir to ask about Claude’s use in the Maduro operation, though Anthropic denied to that outlet that it had spoken with Palantir beyond technical discussions. The Anthropic spokesperson tells Fast Company that the company cannot comment on its technology’s use in specific military operations, but said it “work[s] closely with our partners to ensure compliance.” More broadly, the standoff risks chilling relationships between Silicon Valley and Washington at a moment when the government is pushing to adopt AI more aggressively. “To state basically that it’s our way or the highway, and if you try to put any restrictions, we will not just not sign a contract, but go after your business, is a massive red flag for any company to even think about wanting to engage in government contracting,” says Bores. View the full article

We may earn a commission from links on this page. Resistance bands and dumbbells are both great for strength training at home, since they don’t require much storage space and tend to be a lot cheaper than a full setup with a barbell and plates. But they each have pros and cons, so let’s talk about how to choose. Resistance bands can offer more total weightIf you buy beefy enough resistance bands, they offer a lot of resistance. A pair of “strong” bands from EliteFTS will pull on a barbell with the same force as 122 to 275 pounds of weights, depending on how far you stretch them. During the time gyms were closed because of COVID, coach Greg Nuckols told us that a set of bands would be his pick for training as heavy as possible without traditional gym equipment. EliteFTS Pro resistance band pair $28.99 at Amazon Shop Now Shop Now $28.99 at Amazon Dumbbells are more versatileIf you truly love resistance bands, you can probably figure out how to do almost anything with them. But for most of us, dumbbells are a little more intuitive and it’s easier to find exercises that work appropriate muscles. If you use a resistance band, for many exercises you’ll need to find a place to anchor it. Sometimes you step on the band, so it’s pulling on your feet (not always comfortable if you work out barefoot). Other times you’ll need an appropriate anchor at floor level, or overhead, or straight in front of you. Depending on where you work out, there may not be anything strong enough to do the job with the right placement. This means it's easier to put together a routine with dumbbells: you just pick them up. Plenty of staple gym exercises use dumbbells, and you probably already know some: bicep curls, shoulder presses, bench presses, lunges, and so on. Just hold the weights and do the exercise, no planning needed. CAP Barbell 20 LB Pair Coated Hex Dumbbell Weight $46.97 at Amazon Get Deal Get Deal $46.97 at Amazon Resistance bands wear out over timeIron is forever, but rubber degrades over time. Check the manufacturer’s directions, but most will tell you to replace your bands after a year, or for thinner bands, sometimes just a few months. The way you use the bands can affect their lifespan. If the band rubs against its anchor point, for example, that can wear it out more quickly. (Follow manufacturers’ instructions for properly anchoring the band or attaching it to accessories.) When a band snaps, it may end up hitting you, which is why some trainers advise against moves like face pulls in which you’re pulling a band toward yourself. The tension on bands depends on their lengthThis, I think, is the most important difference between bands and dumbbells. When you pick up something from the floor, you have to support its entire weight as soon as it leaves the ground. But if you’re getting the resistance from a band, the resistance will feel very light when you’re closer to the floor, and get progressively harder as you stand up with it. This means you may be working harder than you want at the top of the lift, but not being challenged at all at the bottom. You can still work all your muscles if you choose and combine exercises appropriately, but you have to carefully choose exercises to make sure you're working every part of the range of movement. This factor means that bands aren’t a drop-in replacement for dumbbell or barbell work. You’ll outgrow fixed dumbbellsPeople often start with a pair of dumbbells that come stamped with a number on one end (a five-pound pair, for example), but if you actually train with dumbbells consistently, pretty soon you’ll need more. You’ll also notice that different exercises require different weights: Something that’s challenging to curl will probably still be too light to press overhead. A way around this is to buy adjustable dumbbells. You slide plates on and off, or with the fancy (expensive) brands you place them back on their rack and select the next weight. I have some picks for good adjustable dumbbells here. You can still outgrow adjustable dumbbells. The affordable ones that come in 40-pound sets might seem huge to you at first, but 20 pounds per hand is not that much if you’re strong. “I can always buy more of the little plates,” you’ll say to yourself, forgetting to check how much room the dumbbell handle has for little plates. Often, not much. The bottom line is that dumbbells and resistance bands each have their pros and cons. It’s cheaper to buy several sizes of resistance bands than to buy a full lineup of dumbbells, but the bands won’t necessarily give you the same workout. This is another case where the ideal answer is probably: Why not both? View the full article

From breathtaking jumps to mesmerizing spins, figure skating is one of the most popular sports at the Olympic Winter Games Milano Cortina 2026. In a survey, 56% of 1,000 Americans who planned on watching the winter Olympics said they would be tuning in to watch figure skating, according to market research from Reviews.com. And all eyes are on the American trio of female skaters known as the ‘Blade Angels,’ on Tuesday with the start of the women’s short program. Amber Glenn, Alysa Liu, and Isabeau Levito are hoping to take home the gold in individual women’s figure skating, something the U.S. women’s team has not done since 2006. Only the top 24 women skaters in the women’s short program will advance to the compete in the free skate final on Thursday. Here’s what to know. Who are the ‘Blade Angels’? The “Blade Angels” as they call themselves, are three U.S. women’s single figure skaters representing Team USA in this year’s winter Olympics: Amber Glenn, Alysa Liu, and Isabeau Levito. They have captivated the nation not only with their skating, but their friendship, and lively, non-conformist, authentic personalities. Glenn is the first openly LGBTQ+ woman to compete in women’s figure skating at the Winter Olympics. Their bravery and impressive skills have also garnered attention from celebrities like Madonna—who sent Glenn a video saying “Go get that gold”—and Taylor Swift, who introduced them in an Olympic video. The three have an impressive amount of wins among them: Liu is the 2025 World Figure Skating Champion, Glenn a three-time skating champion, and Levito is the 2024 world silver medalist. “I haven’t seen a U.S. women’s team this strong in 20 years,” Olympic gold medalist and commentator Tara Lipinski told NBC Olympics. What’s the history of Olympic figure skating? Figure skating was first introduced in the 1908 Summer Olympics, but didn’t become part of the winter games until 1924. From early on, it was one of the first Olympic sports with a female category, and actually the only winter Olympic sport for women until 1936. In the years since the 1950s, the U.S. women’s team has dominated the sport, taking home the gold again and again—from Tenley Albright, who was the first woman to win at the 1956 Cortina d’Ampezzo Games, to more recently, Michelle Kwan and Kristi Yamaguchi. View the full article

The two organizations announced the Certified Home Equity Advisor credential, which will help financial professionals integrate home equity in retirement plans. View the full article

Reality Check: Inside America’s Next Top Model doesn’t begin in 2003, when America’s Next Top Model premiered and took television by storm. It doesn’t begin in the 1990s, when eventual host Tyra Banks rose to superstardom in the modeling industry. Instead, it begins in 2020, when the pandemic led a new generation to binge early-aughts reality TV, this time watching with a modern lens—and, naturally, tearing it to shreds on TikTok. From there, Netflix’s newest docuseries rewinds to tell the full story of America’s Next Top Model, from its pre-production through its 24 scandalous cycles and into its modern-day legacy, featuring interviews with contestants, producers, and judges, including Banks herself. Reality Check leans into the same trend that inspired its creation: reexamining years-old media, like a cult classic reality TV show, with a critical eye. What viewers casually did on TikTok in 2020, Reality Check does with finesse. It dissects the surface-level controversies fans already know about, from body shaming to the show’s infamous race-swapping photoshoot (and its oft-forgotten sequel four years later). Shandi Sullivan It also brings new revelations that cast the series in an even darker light, like Cycle 2 contestant Shandi Sullivan alleging that she was sexually assaulted on camera, with production doing nothing to step in or help her. Instead, the docuseries details Top Model portraying the incident as Sullivan cheating on her boyfriend, even filming her tearful call home to break the news to him. Through it all, Banks dodges accountability, even teasing that the show could come back for a 25th cycle. Reality Check is the latest entry in a trend of exposé documentaries around TV that many young adults watched in their childhoods, cashing in on nostalgia by peddling its opposite. In 2024, Quiet on Set: The Dark Side of Kids TV dove into the controversies surrounding Nickelodeon series, particularly those created under Dan Schneider’s tenure as a producer and showrunner. (That series built on the fervor generated by Jennette McCurdy’s best-selling 2022 memoir I’m Glad My Mom Died, which included stories from her time starring in iCarly and Sam & Cat.) Also in 2024, VICE released Dark Side of Reality TV, a 10-part docuseries with each episode focusing on the behind-the-scenes truth of a different reality TV show, including Toddlers & Tiaras, Hell’s Kitchen, Survivor, and—yes—America’s Next Top Model. Even as the aesthetics of 2000s pop culture are celebrated and embraced, their actual pop culture artifacts are subject to renewed criticism. Everyone loves to binge-watch. Everyone loves to hate-watch. Documentaries like Reality Check provide the perfect crossover. View the full article

AI-related changes to Notepad—yes, that Notepad—allowed attackers to execute arbitrary code on your computer. The vulnerability was related to Markdown support, which was added last year. Markdown is a simple way to add formatting, including links, to plaintext documents—and links were the source of the vulnerability. "An attacker could trick a user into clicking a malicious link inside a Markdown file opened in Notepad, causing the application to launch unverified protocols that load and execute remote files," according to the security response notice. Markdown has long been popular in certain parts of the internet—anyone who occasionally comments on Reddit or chats using Discord is likely at least a little familiar with it. But the markup language has become even more important in the age of AI—most documents are converted to plain text Markdown files to train models. Microsoft is patching more bugs than ever in Windows 11Markdown support was added around the same time Copilot was integrated into Notepad, as part of a broader push to add AI to every corner of the operating system. And there's an argument to be made that all these AI additions are adding up to new vulnerabilities. Microsoft patched 1,129 bugs in 2025 according to Krebs on Security, a prominent cybersecurity blog. That's an 11.9% increase over the previous year, which was already unusually high. Microsoft itself admits that AI agents will open up new vulnerabilities, even as the company adds them to Windows. This is all to say that installing security updates is likely more important now than ever. Sure, you could disable all AI features in Windows, but that's unlikely to protect you from all the new vulnerabilities—installing Linux might, though. How to patch this Notepad vulnerability Credit: Justin Pot Luckily for Windows users, this vulnerability was fixed in Microsoft's February 2026 security update. To find out if you've installed it, open the Settings app, head to "Windows Update," then check if an update labeled "2026-02 Security Update" is waiting to be installed. If so, click the "Restart Now" button to install the update. View the full article

Traffic from AI chatbots converts at a higher rate than traffic from Google, according to Airbnb CEO Brian Chesky. He shared this tidbit on the company’s Q4 2025 earnings call: “And what we see is that traffic that comes from chatbots convert at a higher rate than traffic that comes from Google,” Chesky said on Feb. 12. Yes, but. He didn’t share specific conversion rates, and the company didn’t quantify chatbot traffic volume. But for Airbnb, early data suggests visitors arriving via AI chatbots may be further along in the booking process than those coming from traditional Google searches. Airbnb also didn’t specify which chatbots are driving traffic. Chesky referenced OpenAI’s ChatGPT, Google’s Gemini, Anthropic’s Claude, and others in broader remarks about model availability. Why we care. AI assistants are emerging as a top-of-funnel discovery layer. The quality of that traffic may outperform clicks from traditional search and align with past claims by Google and Microsoft that AI will drive more qualified traffic at lower volume. AI search ambitions. Chesky described chatbots as “very similar to search” and positioned them as top-of-funnel discovery engines. “I think these chatbot platforms are gonna be very similar to search. Gonna be really good top-of-funnel discoveries,” he said. Rather than viewing them as disintermediators, Airbnb sees them as acquisition partners. “We think they are gonna be positive for Airbnb,” Chesky added. Chesky described the long-term goal as building an “AI-native experience” where the app “does not just search for you. It knows you.”: “So AI search is live to a very small percent of traffic right now. We are doing a lot of experimentation. The way we do things with AI is much more rapid iteration, not big launches. And over time, we are gonna be experimenting with making AI search more conversational, integrating it into more than trip, and, eventually, we will be looking at sponsor listings as result of that. But we want to first nail AI search.” AI inside Airbnb. Airbnb isn’t just benefiting from external AI platforms. It’s embedding AI into its operations. Its in-house AI customer service agent now resolves nearly one-third of North American support tickets without a human, according to Chesky. The tool is English-only for now but is slated for global, multilingual rollout, including voice support. Chesky said the goal is for AI to handle “significantly more than 30%” of tickets within a year. Airbnb is also testing AI-powered conversational search in its app. The feature is live for a small percentage of users and is being iterated quickly rather than launched as a major product release. Sponsored listings on hold for now. Airbnb has long faced questions about launching sponsored listings. On the call, Chesky said traditional ad units may not translate directly into conversational AI environments. The company is prioritizing AI search before designing sponsored placements in that format. Airbnb’s search shift. Airbnb began moving its budget to brand marketing just before the rise of generative AI and AI-powered search. Airbnb bet on broader marketing initiatives, slashing its search marketing spending. View the full article

Discover how a modern publishing engine can eliminate the issues of legacy CMS and drive sustainable growth for media companies. The post 4 Pillars To Turn Your “Sticky-Taped” Tech Stack Into a Modern Publishing Engine appeared first on Search Engine Journal. View the full article

Discover how a modern publishing engine can eliminate the issues of legacy CMS and drive sustainable growth for media companies. The post 4 Pillars To Turn Your “Sticky-Taped” Tech Stack Into a Modern Publishing Engine appeared first on Search Engine Journal. View the full article

Snap is hoping to snap up another revenue stream in its quest to reduce its dependency on advertising. The social media company announced on Tuesday that it will begin offering subscriptions to select creators so they can earn income from their most engaged fans. In a move that supports both creators and its bottom line, Snap will begin testing “Creator Subscriptions” next week with a group of 15 Snapchat creators that includes Jeremiah Brown, Harry Jowsey, and Skai Jackson. Combined, these three creators have more than 3 million followers on Snap, and the company is betting that some portion of those followers will convert to paid subscribers to receive exclusive content, priority replies, and an ad-free experience. Creators will have the ability to set the monthly pricing for their subscriptions within Snap-recommended tiers that range from $4.99 to $19.99 per month, according to reporting by CNBC, and creators will receive approximately 60% of subscription revenue. Starting next Monday, Snapchatters will be able to subscribe to participating subscribers so long as they have Apple devices; the company hasn’t said when the feature will be available for Android users. “This launch builds on our continued investment in a creator-first monetization ecosystem–one designed to help creators strengthen relationships with their communities and build sustainable, scalable businesses on Snapchat,” the company said in a statement. MOVING BEYOND ADVERTISING By embracing the creator-to-consumer subscription model, Snapchat is hoping to build on the success of longer-running monetization offerings like the “Unified Monetization Program” and the “Snap Star Collab Studio,” both designed for creators. Snap is focused on “revenue diversification,” as CEO Evan Spiegel has repeatedly emphasized in recent quarters. That’s seen the Santa Monica, California-based company test the waters to gauge what (and how much) Snapchatters are willing to pay for social media content. The company launched Snapchat+ in 2022 for $3.99 per month, which unclocks some exclusive features, and about four months ago, it announced it would begin charging for storage plans for Memories on the platform. Both Snapchat+ and the Memories Storage Plans have proven successful, even if there’s been some grumbling among users. Thanks to those subscription offerings, and others, Snap ended 2025 with 24 million subscribers, a 71% increase from the same period in 2024, according to the company’s fourth-quarter results released earlier this month. CAN SUBSCRIPTIONS REVIVE THE STOCK? By looping in creators with the newest monetization features, Snapchat wants to give them the freedom to experiment while fostering connections on the platform. “We want the next step in our long-term creator monetization journey to be one that’s really rooted in real relationships,” Jim Shepherd, Snap’s head of content partnerships, said in an interview with CNBC. But the social media platform arrives late to what’s already become a crowded market for subscriptions—and at a time when subscription creep is becoming a more vexing issue. What’s more, a recent survey found that Gen Z, a core demographic for Snap, is feeling the subscription fatigue with respect to streaming services—a sentiment that might extend elsewhere. And investors remain skeptical about Snap’s recent efforts to diversify its revenue stream. The stock fell nearly 2% in mid-day trading on Tuesday, extending a year-to-date selloff of more than 41%. View the full article

Software development teams rarely struggle because of a lack of ideas. More often, confusion creeps in when priorities shift, delivery plans become blurry, releases pile up and everyone interprets “next” differently. That’s where roadmap planning becomes essential. Done right, it brings clarity to moving parts, aligns expectations and keeps software development and digital product management projects pointed in a deliberate direction. What Is Roadmap Planning In Software Development? Roadmap planning in software development is the structured process of deciding what a product or system will deliver, in what sequence and over what timeline. It connects business goals, customer needs and technical effort into a visible plan that teams can rally around. Rather than listing tasks, it highlights outcomes, major initiatives and release targets so developers, product managers and stakeholders understand where the product is headed and why. ProjectManager is an award-winning project portfolio management software that offers advanced planning, scheduling and tracking tools for software development, digital product management and IT teams, allowing them to create visual roadmaps for their delivery plans, allocate resources, track costs and manage waterfall and agile workflows. Additionally, ProjectManager integrates with Jira, Azure Devops and features an open API that facilitates integration with other software development tools. Get started for free today. /wp-content/uploads/2024/02/light-mode-CTA-1600x918.jpgLearn more What Is the Purpose of Roadmap Planning In Software Development? Across software development and digital product management teams, roadmap planning acts as a practical way to coordinate priorities and communicate direction. It’s used in a variety of scenarios such as, for example, when launching new products, scaling platforms, modernizing legacy systems or aligning multiple teams under shared goals. Types of Roadmap Planning In Software Development The definition of roadmap planning can be further divided into specific categories within the software development field. Agile Roadmap Planning Agile roadmap planning is the process of creating a flexible, high-level iterative project plan that outlines product goals, themes and anticipated releases while allowing for iterative adjustments. Instead of fixed long-term commitments, it emphasizes outcomes, evolving priorities and continuous feedback, aligning product strategy with sprint-based development cycles and incremental delivery. Software development teams typically use this approach when: Launching a new SaaS product and releasing an MVP in phases while validating assumptions with early adopters. Running short sprint cycles to experiment with feature improvements and measure user engagement. Building a startup product where priorities shift quickly based on customer or investor feedback. Operating in a continuous delivery environment with frequent releases and evolving scope. Responding to competitive pressure that requires rapid reprioritization of features and timelines. Product Roadmap Planning Product roadmap planning is the structured approach to defining and sequencing product features, enhancements and releases over time. It aligns customer needs, business objectives and technical capacity into a visual timeline that communicates strategic direction to stakeholders while guiding development teams toward measurable product outcomes. Product management teams rely on this type of roadmap planning in situations such as: Planning a major product expansion that introduces new modules or service tiers. Setting annual product strategy themes and organizing feature delivery across quarters. Coordinating multiple development teams working toward shared revenue or growth goals. Preparing for a market launch that requires tight alignment between product, marketing and sales. Balancing customer-requested enhancements against longer-term strategic initiatives. Technology Roadmap Planning Technology roadmap planning is the process of mapping the evolution of systems, platforms and technical capabilities to support long-term business strategy through IT projects. It identifies infrastructure upgrades, architecture changes and innovation initiatives over time, ensuring technology investments align with organizational goals, scalability requirements and emerging industry trends. This roadmap planning style is common in projects like: Migrating from on-premise systems to cloud infrastructure over multiple rollout phases. Modernizing legacy platforms by transitioning to microservices or container-based architectures. Scaling backend systems to support projected increases in users or transaction volume. Introducing new technical capabilities such as AI-driven features or advanced analytics engines. Standardizing infrastructure and tooling after a merger or acquisition. /wp-content/uploads/2025/05/IT-roadmap-template-featured-image.jpg Get your free IT Roadmap Template Use this free IT Roadmap Template to manage your projects better. Get the template Technical Roadmap Planning Technical roadmap planning is the process of defining and sequencing engineering initiatives such as system improvements, refactoring efforts, integrations and architectural upgrades. It focuses on internal technical priorities rather than customer-facing features, ensuring platform stability, scalability and performance evolve in alignment with long-term product strategy. In practice, software development teams apply this type of roadmap planning in scenarios such as: Reducing accumulated technical debt that is slowing delivery and increasing production defects. Executing a large-scale refactoring initiative to improve code quality and maintainability. Integrating enterprise systems or third-party APIs that require backend restructuring. Hardening security controls to meet new compliance or regulatory standards. Improving system reliability through performance optimization and infrastructure tuning. Benefits of Roadmap Planning In Software Development Now let’s zoom into 10 specific benefits software organizations can get from roadmap planning. Creates clear direction by outlining major initiatives and release targets so teams understand what they are building and why it matters. Improves prioritization by forcing trade-off discussions between features, technical improvements and capacity constraints before work begins. Aligns stakeholders by providing a shared visual plan that executives, product managers and engineers can reference during planning conversations. Reduces scope creep by defining planned outcomes and sequencing, making it easier to evaluate whether new requests should be included. Strengthens release predictability by connecting planned initiatives to realistic timelines and team capacity assumptions. Supports cross-team coordination by highlighting dependencies between features, systems and shared resources. Increases transparency by giving leadership visibility into progress, risks and upcoming delivery milestones. Enhances customer communication by offering a structured way to share upcoming improvements and expected release windows. Encourages long-term thinking by balancing immediate sprint work with broader product and platform goals. Improves resource allocation by helping managers match workload, staffing and budget decisions to strategic roadmap priorities. What Should a Software Development Roadmap Include? A strong software roadmap does more than display dates on a timeline. It connects strategy to execution by showing what the team is working toward, how work is grouped and when meaningful progress is expected. The elements below represent the core components that make a roadmap actionable and clear. Strategic themes: High-level focus areas that reflect business priorities and guide how initiatives support long-term product and company objectives. Initiatives: Broad bodies of work that deliver measurable outcomes, often spanning multiple teams and tying directly to strategic themes. Epics or feature groups: Large units of development work that break initiatives into manageable deliverables organized around functional capabilities. Release windows: Time frames during which planned features or improvements are expected to be delivered to customers. Milestones: Significant checkpoints that mark meaningful progress, such as major releases, beta launches or compliance approvals. Dependencies: Relationships between initiatives or systems that determine sequencing and influence when work can realistically begin or finish. Assumptions: Documented expectations about scope, capacity, market conditions or technical feasibility that influence roadmap decisions. How to Create a Roadmap in Software Development Building a roadmap requires more than listing features on a timeline. It’s a structured process that connects strategy, customer needs and delivery capacity into a realistic plan. The steps below outline how software teams move from high-level goals to a sequenced roadmap that supports predictable releases and measurable outcomes. 1. Define product vision and strategic objectives Start by clarifying what the product is meant to achieve and how it supports business goals. Product managers work with leadership to define measurable objectives, target outcomes and success criteria. Without a clear vision, roadmap decisions become reactive. This step anchors future prioritization in strategy rather than short-term pressure. 2. Gather and prioritize initiatives Next, collect potential initiatives from customer feedback, internal stakeholders, technical teams and market research. Evaluate each idea based on impact, effort and alignment with strategic objectives. Prioritization discussions should focus on value and feasibility, ensuring the roadmap reflects meaningful outcomes rather than a simple list of feature requests. 3. Identify dependencies and constraints Before assigning dates, teams review technical dependencies, integration requirements and resource constraints. Some initiatives may rely on platform upgrades or external vendors. Recognizing these factors early prevents unrealistic commitments. This step helps sequence work logically and reduces the risk of delays caused by overlooked technical limitations. 4. Estimate capacity and timelines With priorities clarified, engineering leaders assess team capacity, historical velocity and upcoming workload. Rough timeline estimates are developed based on available resources and known complexity. The goal is not perfect precision but realistic forecasting. Aligning planned work with actual capacity improves delivery predictability and protects against overcommitment. 5. Sequence initiatives into releases Finally, initiatives are grouped into release targets or time-based increments. Teams consider dependencies, capacity and business milestones when determining order. The roadmap should communicate clear phases without locking into rigid detail. Once sequenced, the roadmap becomes a living plan that guides execution while allowing thoughtful adjustments over time. 6. Validate with stakeholders Before finalizing the roadmap, product managers review it with engineering leaders, executives and key stakeholders. These conversations test assumptions, confirm strategic alignment and surface overlooked risks. Validation ensures priorities reflect real business needs and delivery realities. It also builds shared ownership, reducing friction when trade-offs inevitably arise. 7. Publish and communicate the roadmap Once validated, the roadmap should be shared in a clear, accessible format. Product leaders walk teams and stakeholders through goals, sequencing and expected release windows. Effective communication focuses on intent and outcomes, not just dates. Transparency builds trust and sets realistic expectations about what will be delivered and when. 8. Review and update regularly Roadmaps are not static documents. Market shifts, customer feedback and technical discoveries require adjustments over time. Teams revisit the roadmap on a regular cadence to reassess priorities, capacity and timelines. Updating it thoughtfully ensures plans stay relevant while maintaining strategic direction and delivery discipline. Who Is Responsible for Roadmap Planning In Software Development? Inside most software companies, the product manager carries ultimate accountability for roadmap planning and for how accurate, realistic and strategically aligned the roadmap is. Although planning is collaborative, this role owns prioritization decisions, reconciles competing inputs, validates assumptions and ensures the roadmap reflects customer needs, business goals and actual delivery capacity. Product Manager: Defines product direction, gathers stakeholder input, prioritizes initiatives based on business value and customer impact and ultimately decides what makes it onto the roadmap and what gets deferred. Engineering Manager: Evaluates technical feasibility, estimates complexity, identifies architectural constraints and confirms whether proposed initiatives align with team capacity and long-term technical strategy. Project or Delivery Manager: Converts roadmap themes into realistic timelines, manages cross-team dependencies, monitors sequencing risks and ensures execution plans support the intended release schedule. UX or Product Design Lead: Brings user research insights into planning discussions, validates problem definitions and ensures upcoming initiatives meaningfully improve usability and overall product experience. Executive Sponsor (VP of Product or CTO): Reviews roadmap direction, challenges assumptions and confirms alignment with company strategy, growth targets and organizational priorities. Roadmap Planning Tools for Software Development Teams Software development teams rely on specialized tools to plan, visualize and share roadmaps that connect work to delivery timelines and strategic goals. Jira Jira is a widely used roadmap planning tool because it combines backlog management with planning views that span teams and projects. Using Jira Plans (Advanced Roadmaps), teams can schedule work over time, map dependencies and explore different scenarios while keeping the roadmap tied to real Jira work items. This keeps roadmap planning closely linked to execution. Plans (Advanced Roadmaps): Build a single roadmap that spans multiple projects and teams using a shared planning view. Scheduling and timeline planning: Place epics and higher-level work on a timeline to communicate target windows and sequencing. Dependency mapping: Visualize dependencies between work items to spot sequencing conflicts and blockers. Capacity allocation: Allocate team capacity in the plan so timelines reflect delivery constraints, not just wishful dates. Scenario modeling: Compare plan scenarios to understand tradeoffs when scope, dates or staffing changes. Jira Product Discovery connection: Use product discovery ideas as a field in plans, link ideas to delivery work and group roadmap items by ideas. Microsoft Azure DevOps Microsoft Azure DevOps supports roadmap planning through Delivery Plans in Azure Boards. Delivery Plans provides a calendar-style view that pulls work items from multiple team backlogs, making it easier to coordinate delivery schedules, review upcoming work and keep stakeholders aligned within the DevOps ecosystem. Calendar view across teams: Visualize work items scheduled over time from multiple team backlogs in one plan. Multi-team aggregation: Include up to 20 team backlogs in a single delivery plan to coordinate cross-team work. Work items spanning iterations: Show backlog items across several iterations to understand timing across sprint boundaries. Drag-and-drop date changes: Reset start and target dates directly in the plan to reflect updated delivery timelines. Edit items from the plan: Add or edit backlog items directly from the delivery plan view. Rollup progress: View rollup progress for Features and Epics to get a high-level status view. Dependency visibility: View dependencies between work items to highlight sequencing and potential blockers. Stakeholder viewing: Share delivery plans so stakeholders can review roadmap timing without changing the plan. ProjectManager ProjectManager approaches roadmap planning for software development teams through a full project portfolio management (PPM) lens. Instead of limiting teams to backlog sequencing, it allows software organizations to build portfolio-level roadmaps, monitor project performance in real time and manage resources, budgets and timelines together. This broader visibility helps software development and digital product management teams align delivery plans with capacity, financial constraints and strategic priorities across multiple initiatives. /wp-content/uploads/2026/01/pm-azure-devops-integration-600x352.png /wp-content/uploads/2023/12/pm-jira-integration-600x352.png Additionally, ProjectManager integrates with over 1000 business and project management apps including Jira and Azure Devops and features an open API that facilitates integration with other software development tools. Portfolio roadmap view: ProjectManager lets teams visualize multiple projects on a single portfolio roadmap, showing timelines, milestones and dependencies so leaders can see how initiatives align with broader strategic objectives. Project and portfolio dashboards: Real-time dashboards provide instant visibility into progress, schedule health, workload distribution and budget performance at both the individual project and portfolio level. Resource management and workload charts: Built-in workload management tools allow managers to balance assignments across teams, prevent overallocation and adjust staffing plans directly based on roadmap priorities. Cost tracking and budget monitoring: As hours are logged and tasks progress, actual costs are tracked against planned budgets, giving roadmap planning financial visibility that development-only tools typically lack. Integrated timesheets: Team members submit timesheets that feed into performance dashboards and reports, ensuring roadmap decisions are grounded in real effort data rather than estimates alone. Multiple execution views: Teams can switch between Gantt charts, kanban boards, task lists and calendars, allowing roadmap plans to connect seamlessly with day-to-day execution workflows. Advanced PPM reporting: Portfolio-level reporting and analytics help executives evaluate roadmap performance, forecast resource capacity and identify risks across all active software initiatives. Watch the video below to learn more! Free Related Software Development Templates We’ve created over 100 free project management templates for teams across industries. Here are some ProjectManager templates that can help with roadmap planning in software development. Agile Sprint Plan Template This agile sprint plan template helps software teams plan and manage sprint work by moving prioritized user stories from the product backlog into active development stages using a kanban-style board. Teams can assign owners, set due dates, define priorities, break stories into subtasks and track sprint progress in real time while keeping work aligned with iteration goals. Product Roadmap Template This product roadmap template helps software teams visualize upcoming features, releases and strategic initiatives on a timeline. It allows teams to map dependencies, define milestones, identify sequencing risks and track high-level progress so stakeholders can see how product strategy connects to engineering execution and planned delivery windows. The post Roadmap Planning In Software Development: Ultimate Guide appeared first on ProjectManager. View the full article

Former Mobileum employees ‘inflated’ revenues to drive up valuation before buyout, prosecutors allegeView the full article

A background check before an offer is a vital part of the hiring process. It helps you verify a candidate’s information and assess any potential risks that could affect your organization. This step usually takes place after a conditional job offer and requires the candidate’s written consent. Comprehending what these checks can reveal and how they are conducted is important for making informed hiring decisions. So, what specific types of records do these checks typically include? Key Takeaways A background check before an offer verifies candidate information for accuracy and reliability to inform hiring decisions. It typically occurs after a conditional job offer is made and requires the candidate’s written consent. Common checks include criminal history, employment verification, education validation, and identity confirmation. Third-party providers often conduct checks to ensure legal compliance and minimize hiring risks. This process helps protect businesses from negligent hiring lawsuits and promotes a safer work environment. The Significance of Background Checks in the Hiring Process When you consider hiring a new employee, background checks are vital to the process, as they help guarantee that the information candidates provide is accurate and reliable. A background check before an offer can verify a candidate’s identity, qualifications, and credentials, ensuring that you make informed hiring decisions. This step is important in minimizing risks associated with employee theft, fraud, and workplace violence, especially in sensitive industries. Furthermore, conducting thorough checks helps protect your business from negligent hiring lawsuits by ensuring compliance with regulations like the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) guidelines. Typically, background checks can take anywhere from two days to several weeks, depending on the depth of the screening required. Comprehending what’s a background check from an offer letter can greatly influence your hiring strategy, promoting a safer and more reliable workplace for everyone involved. Types of Background Checks Conducted Before an Offer Background checks before an offer encompass several types of evaluations that play a significant role in the hiring process. One of the primary checks involves evaluating criminal history to identify any past felonies or misdemeanors that could impact your job suitability. Employers often verify your employment history to confirm job titles, dates of employment, and eligibility for rehire, ensuring the accuracy of your claims. Education verification is also essential; it validates the degrees and institutions you’ve listed, especially for positions requiring specific qualifications. For roles with financial responsibilities, credit checks may be conducted to gauge your financial stability and potential risks. Finally, drug testing is commonly included in industries where safety and compliance are important, ensuring a drug-free workplace. Each of these checks aims to provide employers with a thorough view of your background, helping them make informed hiring decisions. The Importance of Candidate Consent Before conducting any background checks, it’s essential for you to understand that obtaining candidate consent is a legal requirement under the Fair Credit Reporting Act (FCRA). This not just protects your privacy but additionally guarantees transparency in the hiring process, as employers must inform you about the checks being performed. Without your explicit written permission, employers could face serious legal consequences, including lawsuits, highlighting the importance of consent in maintaining trust and compliance. Legal Requirements for Consent Obtaining consent from candidates for background checks isn’t just a best practice; it’s a legal requirement under the Fair Credit Reporting Act (FCRA). Employers must secure written consent before conducting most checks, ensuring the process is clear and specific about what’ll be investigated. This consent can be gathered during the job application or interview stages. Candidates likewise have the right to know the nature and scope of the background check prior to giving their consent. If an employer takes adverse action based on the background check results, they must provide the candidate with a copy of the report and a notice outlining their rights. Failing to obtain proper consent can lead to serious legal repercussions for employers. Importance of Transparency Transparency in the background check process plays a crucial role in establishing trust between employers and candidates. When you’re aware of what information will be reviewed and how it will be used, it alleviates concerns and promotes a positive experience. Employers must obtain your written consent before conducting most background checks, as required by the Fair Credit Reporting Act (FCRA). Clear communication about the types of checks being performed helps you understand your rights, including the right to dispute inaccuracies and receive copies of the reports. This transparency not only improves compliance with legal standards but also helps prevent potential discrimination claims related to background information. Overall, being open about the process is fundamental for building a respectful employer-candidate relationship. Common Records Included in Background Checks When conducting a background check, you’ll typically encounter several key records that help assess a candidate’s suitability. Identity verification methods confirm an applicant’s identity, whereas employment history verification guarantees their job claims are accurate. Furthermore, criminal record assessments provide insights into any past issues that could impact their role within your organization. Identity Verification Methods Before making a final hiring decision, employers often rely on various identity verification methods to confirm they’ve accurate information about candidates. These methods include checking government-issued identification, Social Security numbers, and even biometric data to verify a candidate’s true identity. Common records reviewed in background checks encompass identity records, which provide the foundation for validation. Furthermore, educational history checks verify degrees and certifications, often requiring direct communication with institutions to ascertain authenticity. Employers may likewise investigate digital breadcrumbs, such as online profiles and social media activities, to gain insights into a candidate’s professional image. Together, these verification methods help maintain the integrity of the hiring process and guarantee that employers make informed decisions. Employment History Verification Employers often need to verify a candidate’s employment history to guarantee the accuracy of the information provided during the hiring process. This verification typically involves confirming details like job titles, employment dates, and eligibility for rehire, often using payroll records and Social Security numbers. Employers usually contact human resources representatives from previous employers to validate the claims made by candidates. While privacy policies may prevent disclosure of specific performance details or reasons for leaving, vital insights about a candidate’s work history can still be gathered. Inconsistencies in employment history can raise red flags, potentially leading to a reconsideration of your application. As a result, accurate employment history verification is fundamental for evaluating your qualifications for the position. Criminal Record Assessment Criminal record assessments are a crucial part of background checks, as they provide insights into any previous felonies, misdemeanors, or arrest records that could affect your job suitability. These assessments typically include checks for serious criminal behavior, ensuring employers have a complete comprehension of your history. They may additionally involve searches against sex offender registries and federal crime databases, offering a thorough view of your criminal background. The Equal Employment Opportunity Commission (EEOC) provides guidelines for employers on using these records in hiring decisions to prevent discrimination. Since criminal records are usually available indefinitely, employers can access relevant historical data, particularly for positions of trust in finance, education, and healthcare, where employee behavior noticeably impacts others’ safety. Limitations of Standard Background Checks Although standard background checks are vital tools for evaluating potential employees, they’ve notable limitations that can impact the hiring process. For instance, military records typically require specific requests and are often not included in standard checks. Moreover, expunged convictions and minor infractions usually get omitted from reports, which means you might miss relevant information. In addition, sealed and juvenile records typically remain undisclosed, restricting your ability to evaluate a candidate’s full history accurately. Employers must tread carefully when considering criminal records to avoid discrimination and guarantee that any information is relevant to job suitability. Finally, the effectiveness of these checks can vary based on state-specific laws regarding disclosure and lookback periods for criminal records. This variability can lead to inconsistencies in the information available, making it important for you to understand these limitations when evaluating candidates. The Background Check Process Explained Before extending a job offer, many organizations conduct background checks to verify the information provided by candidates and assess any potential risks associated with hiring them. This process typically follows a conditional job offer and requires written consent from you, as mandated by the Fair Credit Reporting Act (FCRA). Here’s what to expect during the background check process: Employment History Verification: Employers confirm your past job titles, dates of employment, and reasons for leaving. Educational Qualifications Check: They verify your degrees, certifications, and institutions attended. Criminal Records Review: Employers assess any criminal history that may impact your suitability. Additional Checks: Some may include credit history or drug testing, depending on the role. The duration can vary considerably, from two days to several weeks, depending on the complexity of the checks. Employers must likewise comply with federal, state, and local laws throughout this process. Compliance With Legal Regulations Compliance with legal regulations is essential for employers conducting background checks, ensuring that the process is fair and transparent. Employers must adhere to the Fair Credit Reporting Act (FCRA), which requires notifying candidates and obtaining their written consent before proceeding. Furthermore, the Equal Employment Opportunity Commission (EEOC) emphasizes applying background checks consistently to prevent discrimination. Here’s a quick overview of key compliance requirements: Requirement Description FCRA Notification Inform candidates and obtain consent before checks. EEOC Guidelines Apply checks consistently to all candidates. Adverse Action Notices Provide candidates with pre-adverse action notices. State-Specific Laws Follow extra regulations based on state laws. Employers must also furnish candidates with a copy of their background check report if employment is denied based on its findings, ensuring transparency throughout the hiring process. The Role of Third-Party Background Check Providers When you consider background checks, third-party providers play an essential role in ensuring accuracy and compliance. They bring expertise in maneuvering legal requirements, which helps streamline the screening process and minimize risks. Furthermore, many of these firms offer customizable solutions designed for your industry’s unique needs, making the hiring process more efficient and effective. Expertise in Compliance Maneuvering the intricate terrain of employment regulations demands a sharp comprehension of compliance, and third-party background check providers play a crucial role in this process. They help guarantee adherence to laws like the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) guidelines. By engaging these experts, you can benefit from: Detailed background reports, including criminal history and employment verification. Customizable screening options designed to specific industry needs. Reduced risk of employer liability through accurate reporting. Improved hiring efficiency, often completing checks within a week. Utilizing third-party services not just streamlines the process but also mitigates the challenges of legal compliance, allowing you to focus on finding the right candidate for your team. Streamlined Screening Process The screening process for potential hires can often be overwhelming, but third-party background check providers simplify this task considerably. They leverage their expertise to conduct thorough checks quickly and in compliance with legal standards like the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) guidelines. Typically, these providers deliver background reports within a week, allowing you to make timely hiring decisions without unnecessary delays. By engaging third-party firms, you minimize the risk of legal complications, ensuring adherence to federal, state, and local regulations to protect against potential discrimination claims. Many providers additionally offer automated solutions that integrate seamlessly with your existing applicant tracking systems, enhancing workflow efficiency as you focus on your core business operations. Customized Background Checks Customized background checks are essential for guaranteeing that the hiring process aligns with the specific needs of your organization. By utilizing third-party providers, you can benefit from their expertise and streamlined processes. Here are four key advantages: Specialization: They conduct thorough checks, including identity verification, criminal history, and employment history. Speed: Most checks are completed within a week, markedly faster than in-house efforts. Legal Compliance: These providers help you navigate complex laws, reducing risks of discrimination and negligent hiring claims. Customization: Background checks can be adapted to your industry, focusing on relevant aspects like financial checks for finance roles or extensive criminal checks for positions with vulnerable populations. This approach improves your hiring efficiency and guarantees a safer workplace. How Long Does a Background Check Take? How long does a background check actually take? The duration usually ranges from 2 days to several weeks, depending on the type and depth of the check. For example, identity verification can be completed in as little as 90 seconds. Conversely, educational and employment verifications typically take only a few days. Nonetheless, criminal background checks and military inquiries are often more complex, leading to delays owing to factors like court backlogs. When third-party screening firms conduct checks, most are completed within a week, thanks to their streamlined processes. It’s essential to recognize that delays can arise from incomplete or inaccurate screening request forms submitted by employers. To avoid unnecessary waiting, verify all required information is correct and submitted without delay. By grasping these timelines, you can better manage expectations during the hiring process and prepare for potential delays. Ongoing Background Checks for Current Employees Ongoing background checks for current employees play a vital role in maintaining workplace safety and compliance with legal standards, especially as circumstances can change over time. These checks help organizations stay informed about their workforce and mitigate potential risks. Here are four key reasons why ongoing background checks are critical: Regulatory Compliance: Employers must follow the Fair Credit Reporting Act (FCRA) and obtain written permission from employees before conducting checks. Risk Identification: Regular updates can reveal any criminal activity or changes in an employee’s eligibility. Industry-Specific Necessity: Fields like healthcare and finance require ongoing checks to protect public safety and trust. Workplace Integrity: These checks guarantee employees consistently meet required qualifications and standards, nurturing a positive work environment. Protecting Your Company From Risks Associated With Negligent Hiring Employers face considerable challenges in guaranteeing they hire the right candidates, particularly in relation to avoiding the risks associated with negligent hiring. Conducting background checks before making job offers is essential to verify candidate credentials and minimize the risk of hiring unqualified individuals. Negligent hiring lawsuits can lead to severe legal and financial repercussions, especially when candidates with violent histories slip through the cracks. Research shows that organizations implementing background screening processes can meaningfully reduce employee theft, fraud, and workplace violence, particularly in sensitive sectors like finance and healthcare. To protect your company, guarantee compliance with federal guidelines such as the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) standards during the background check process. These measures help mitigate legal risks. Background checks as well reveal discrepancies in candidates’ employment histories, allowing you to make informed hiring decisions and avoid potential liabilities linked to negligent hiring practices. Frequently Asked Questions Do Companies Run Background Checks Before They Make You Offer? Many companies don’t typically run background checks before making you an offer. Instead, they usually conduct these checks after extending a conditional offer to confirm your qualifications. Nonetheless, some industries, like finance or healthcare, might initiate preliminary checks to gauge your seriousness. Although most employers prefer to complete checks post-offer, expedited processes can occur to streamline hiring and onboarding, depending on the company’s urgency and policy. What Would Cause a Red Flag on a Background Check? Red flags on a background check can arise from several issues. Criminal convictions, especially felonies, may signal concerns about your suitability. Inconsistencies in your employment history, like mismatched job titles or unexplained gaps, can suggest dishonesty. Poor credit scores, particularly for roles with financial responsibilities, indicate potential instability. Furthermore, failed drug tests can disqualify you, raising questions about substance use. All these factors can greatly affect your chances of securing a position. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves a thorough criminal history review, especially for roles requiring high trust, like finance or childcare. A significant criminal record can disqualify you. Furthermore, credit checks can be challenging; poor credit histories may hinder your chances in financially responsible positions. Failing drug tests, whether pre-employment or random, is another common barrier. Finally, discrepancies in employment history can undermine your credibility, making job offers elusive. At What Point in the Hiring Process Is a Background Check Done? A background check typically occurs after you’ve completed interviews and received a conditional job offer. This timing allows employers to verify your qualifications, work history, and any potential red flags before finalizing their decision. Some companies may conduct checks earlier in the process to speed up hiring, whereas others might allow you to start working before the check is complete, depending on their policies and the urgency of the position. Conclusion In summary, conducting a background check before extending a job offer is vital for informed hiring decisions. By verifying a candidate’s history and qualifications, you can mitigate risks and improve workplace safety. Obtaining consent from candidates is important, as is comprehending the limitations of standard checks. Utilizing third-party providers can streamline the process, ensuring thoroughness. In the end, these checks protect your company from potential legal issues and help maintain a trustworthy work environment. Image via Google Gemini This article, "What Is a Background Check Before an Offer?" was first published on Small Business Trends View the full article

A background check before an offer is a vital part of the hiring process. It helps you verify a candidate’s information and assess any potential risks that could affect your organization. This step usually takes place after a conditional job offer and requires the candidate’s written consent. Comprehending what these checks can reveal and how they are conducted is important for making informed hiring decisions. So, what specific types of records do these checks typically include? Key Takeaways A background check before an offer verifies candidate information for accuracy and reliability to inform hiring decisions. It typically occurs after a conditional job offer is made and requires the candidate’s written consent. Common checks include criminal history, employment verification, education validation, and identity confirmation. Third-party providers often conduct checks to ensure legal compliance and minimize hiring risks. This process helps protect businesses from negligent hiring lawsuits and promotes a safer work environment. The Significance of Background Checks in the Hiring Process When you consider hiring a new employee, background checks are vital to the process, as they help guarantee that the information candidates provide is accurate and reliable. A background check before an offer can verify a candidate’s identity, qualifications, and credentials, ensuring that you make informed hiring decisions. This step is important in minimizing risks associated with employee theft, fraud, and workplace violence, especially in sensitive industries. Furthermore, conducting thorough checks helps protect your business from negligent hiring lawsuits by ensuring compliance with regulations like the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) guidelines. Typically, background checks can take anywhere from two days to several weeks, depending on the depth of the screening required. Comprehending what’s a background check from an offer letter can greatly influence your hiring strategy, promoting a safer and more reliable workplace for everyone involved. Types of Background Checks Conducted Before an Offer Background checks before an offer encompass several types of evaluations that play a significant role in the hiring process. One of the primary checks involves evaluating criminal history to identify any past felonies or misdemeanors that could impact your job suitability. Employers often verify your employment history to confirm job titles, dates of employment, and eligibility for rehire, ensuring the accuracy of your claims. Education verification is also essential; it validates the degrees and institutions you’ve listed, especially for positions requiring specific qualifications. For roles with financial responsibilities, credit checks may be conducted to gauge your financial stability and potential risks. Finally, drug testing is commonly included in industries where safety and compliance are important, ensuring a drug-free workplace. Each of these checks aims to provide employers with a thorough view of your background, helping them make informed hiring decisions. The Importance of Candidate Consent Before conducting any background checks, it’s essential for you to understand that obtaining candidate consent is a legal requirement under the Fair Credit Reporting Act (FCRA). This not just protects your privacy but additionally guarantees transparency in the hiring process, as employers must inform you about the checks being performed. Without your explicit written permission, employers could face serious legal consequences, including lawsuits, highlighting the importance of consent in maintaining trust and compliance. Legal Requirements for Consent Obtaining consent from candidates for background checks isn’t just a best practice; it’s a legal requirement under the Fair Credit Reporting Act (FCRA). Employers must secure written consent before conducting most checks, ensuring the process is clear and specific about what’ll be investigated. This consent can be gathered during the job application or interview stages. Candidates likewise have the right to know the nature and scope of the background check prior to giving their consent. If an employer takes adverse action based on the background check results, they must provide the candidate with a copy of the report and a notice outlining their rights. Failing to obtain proper consent can lead to serious legal repercussions for employers. Importance of Transparency Transparency in the background check process plays a crucial role in establishing trust between employers and candidates. When you’re aware of what information will be reviewed and how it will be used, it alleviates concerns and promotes a positive experience. Employers must obtain your written consent before conducting most background checks, as required by the Fair Credit Reporting Act (FCRA). Clear communication about the types of checks being performed helps you understand your rights, including the right to dispute inaccuracies and receive copies of the reports. This transparency not only improves compliance with legal standards but also helps prevent potential discrimination claims related to background information. Overall, being open about the process is fundamental for building a respectful employer-candidate relationship. Common Records Included in Background Checks When conducting a background check, you’ll typically encounter several key records that help assess a candidate’s suitability. Identity verification methods confirm an applicant’s identity, whereas employment history verification guarantees their job claims are accurate. Furthermore, criminal record assessments provide insights into any past issues that could impact their role within your organization. Identity Verification Methods Before making a final hiring decision, employers often rely on various identity verification methods to confirm they’ve accurate information about candidates. These methods include checking government-issued identification, Social Security numbers, and even biometric data to verify a candidate’s true identity. Common records reviewed in background checks encompass identity records, which provide the foundation for validation. Furthermore, educational history checks verify degrees and certifications, often requiring direct communication with institutions to ascertain authenticity. Employers may likewise investigate digital breadcrumbs, such as online profiles and social media activities, to gain insights into a candidate’s professional image. Together, these verification methods help maintain the integrity of the hiring process and guarantee that employers make informed decisions. Employment History Verification Employers often need to verify a candidate’s employment history to guarantee the accuracy of the information provided during the hiring process. This verification typically involves confirming details like job titles, employment dates, and eligibility for rehire, often using payroll records and Social Security numbers. Employers usually contact human resources representatives from previous employers to validate the claims made by candidates. While privacy policies may prevent disclosure of specific performance details or reasons for leaving, vital insights about a candidate’s work history can still be gathered. Inconsistencies in employment history can raise red flags, potentially leading to a reconsideration of your application. As a result, accurate employment history verification is fundamental for evaluating your qualifications for the position. Criminal Record Assessment Criminal record assessments are a crucial part of background checks, as they provide insights into any previous felonies, misdemeanors, or arrest records that could affect your job suitability. These assessments typically include checks for serious criminal behavior, ensuring employers have a complete comprehension of your history. They may additionally involve searches against sex offender registries and federal crime databases, offering a thorough view of your criminal background. The Equal Employment Opportunity Commission (EEOC) provides guidelines for employers on using these records in hiring decisions to prevent discrimination. Since criminal records are usually available indefinitely, employers can access relevant historical data, particularly for positions of trust in finance, education, and healthcare, where employee behavior noticeably impacts others’ safety. Limitations of Standard Background Checks Although standard background checks are vital tools for evaluating potential employees, they’ve notable limitations that can impact the hiring process. For instance, military records typically require specific requests and are often not included in standard checks. Moreover, expunged convictions and minor infractions usually get omitted from reports, which means you might miss relevant information. In addition, sealed and juvenile records typically remain undisclosed, restricting your ability to evaluate a candidate’s full history accurately. Employers must tread carefully when considering criminal records to avoid discrimination and guarantee that any information is relevant to job suitability. Finally, the effectiveness of these checks can vary based on state-specific laws regarding disclosure and lookback periods for criminal records. This variability can lead to inconsistencies in the information available, making it important for you to understand these limitations when evaluating candidates. The Background Check Process Explained Before extending a job offer, many organizations conduct background checks to verify the information provided by candidates and assess any potential risks associated with hiring them. This process typically follows a conditional job offer and requires written consent from you, as mandated by the Fair Credit Reporting Act (FCRA). Here’s what to expect during the background check process: Employment History Verification: Employers confirm your past job titles, dates of employment, and reasons for leaving. Educational Qualifications Check: They verify your degrees, certifications, and institutions attended. Criminal Records Review: Employers assess any criminal history that may impact your suitability. Additional Checks: Some may include credit history or drug testing, depending on the role. The duration can vary considerably, from two days to several weeks, depending on the complexity of the checks. Employers must likewise comply with federal, state, and local laws throughout this process. Compliance With Legal Regulations Compliance with legal regulations is essential for employers conducting background checks, ensuring that the process is fair and transparent. Employers must adhere to the Fair Credit Reporting Act (FCRA), which requires notifying candidates and obtaining their written consent before proceeding. Furthermore, the Equal Employment Opportunity Commission (EEOC) emphasizes applying background checks consistently to prevent discrimination. Here’s a quick overview of key compliance requirements: Requirement Description FCRA Notification Inform candidates and obtain consent before checks. EEOC Guidelines Apply checks consistently to all candidates. Adverse Action Notices Provide candidates with pre-adverse action notices. State-Specific Laws Follow extra regulations based on state laws. Employers must also furnish candidates with a copy of their background check report if employment is denied based on its findings, ensuring transparency throughout the hiring process. The Role of Third-Party Background Check Providers When you consider background checks, third-party providers play an essential role in ensuring accuracy and compliance. They bring expertise in maneuvering legal requirements, which helps streamline the screening process and minimize risks. Furthermore, many of these firms offer customizable solutions designed for your industry’s unique needs, making the hiring process more efficient and effective. Expertise in Compliance Maneuvering the intricate terrain of employment regulations demands a sharp comprehension of compliance, and third-party background check providers play a crucial role in this process. They help guarantee adherence to laws like the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) guidelines. By engaging these experts, you can benefit from: Detailed background reports, including criminal history and employment verification. Customizable screening options designed to specific industry needs. Reduced risk of employer liability through accurate reporting. Improved hiring efficiency, often completing checks within a week. Utilizing third-party services not just streamlines the process but also mitigates the challenges of legal compliance, allowing you to focus on finding the right candidate for your team. Streamlined Screening Process The screening process for potential hires can often be overwhelming, but third-party background check providers simplify this task considerably. They leverage their expertise to conduct thorough checks quickly and in compliance with legal standards like the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) guidelines. Typically, these providers deliver background reports within a week, allowing you to make timely hiring decisions without unnecessary delays. By engaging third-party firms, you minimize the risk of legal complications, ensuring adherence to federal, state, and local regulations to protect against potential discrimination claims. Many providers additionally offer automated solutions that integrate seamlessly with your existing applicant tracking systems, enhancing workflow efficiency as you focus on your core business operations. Customized Background Checks Customized background checks are essential for guaranteeing that the hiring process aligns with the specific needs of your organization. By utilizing third-party providers, you can benefit from their expertise and streamlined processes. Here are four key advantages: Specialization: They conduct thorough checks, including identity verification, criminal history, and employment history. Speed: Most checks are completed within a week, markedly faster than in-house efforts. Legal Compliance: These providers help you navigate complex laws, reducing risks of discrimination and negligent hiring claims. Customization: Background checks can be adapted to your industry, focusing on relevant aspects like financial checks for finance roles or extensive criminal checks for positions with vulnerable populations. This approach improves your hiring efficiency and guarantees a safer workplace. How Long Does a Background Check Take? How long does a background check actually take? The duration usually ranges from 2 days to several weeks, depending on the type and depth of the check. For example, identity verification can be completed in as little as 90 seconds. Conversely, educational and employment verifications typically take only a few days. Nonetheless, criminal background checks and military inquiries are often more complex, leading to delays owing to factors like court backlogs. When third-party screening firms conduct checks, most are completed within a week, thanks to their streamlined processes. It’s essential to recognize that delays can arise from incomplete or inaccurate screening request forms submitted by employers. To avoid unnecessary waiting, verify all required information is correct and submitted without delay. By grasping these timelines, you can better manage expectations during the hiring process and prepare for potential delays. Ongoing Background Checks for Current Employees Ongoing background checks for current employees play a vital role in maintaining workplace safety and compliance with legal standards, especially as circumstances can change over time. These checks help organizations stay informed about their workforce and mitigate potential risks. Here are four key reasons why ongoing background checks are critical: Regulatory Compliance: Employers must follow the Fair Credit Reporting Act (FCRA) and obtain written permission from employees before conducting checks. Risk Identification: Regular updates can reveal any criminal activity or changes in an employee’s eligibility. Industry-Specific Necessity: Fields like healthcare and finance require ongoing checks to protect public safety and trust. Workplace Integrity: These checks guarantee employees consistently meet required qualifications and standards, nurturing a positive work environment. Protecting Your Company From Risks Associated With Negligent Hiring Employers face considerable challenges in guaranteeing they hire the right candidates, particularly in relation to avoiding the risks associated with negligent hiring. Conducting background checks before making job offers is essential to verify candidate credentials and minimize the risk of hiring unqualified individuals. Negligent hiring lawsuits can lead to severe legal and financial repercussions, especially when candidates with violent histories slip through the cracks. Research shows that organizations implementing background screening processes can meaningfully reduce employee theft, fraud, and workplace violence, particularly in sensitive sectors like finance and healthcare. To protect your company, guarantee compliance with federal guidelines such as the Fair Credit Reporting Act (FCRA) and Equal Employment Opportunity Commission (EEOC) standards during the background check process. These measures help mitigate legal risks. Background checks as well reveal discrepancies in candidates’ employment histories, allowing you to make informed hiring decisions and avoid potential liabilities linked to negligent hiring practices. Frequently Asked Questions Do Companies Run Background Checks Before They Make You Offer? Many companies don’t typically run background checks before making you an offer. Instead, they usually conduct these checks after extending a conditional offer to confirm your qualifications. Nonetheless, some industries, like finance or healthcare, might initiate preliminary checks to gauge your seriousness. Although most employers prefer to complete checks post-offer, expedited processes can occur to streamline hiring and onboarding, depending on the company’s urgency and policy. What Would Cause a Red Flag on a Background Check? Red flags on a background check can arise from several issues. Criminal convictions, especially felonies, may signal concerns about your suitability. Inconsistencies in your employment history, like mismatched job titles or unexplained gaps, can suggest dishonesty. Poor credit scores, particularly for roles with financial responsibilities, indicate potential instability. Furthermore, failed drug tests can disqualify you, raising questions about substance use. All these factors can greatly affect your chances of securing a position. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves a thorough criminal history review, especially for roles requiring high trust, like finance or childcare. A significant criminal record can disqualify you. Furthermore, credit checks can be challenging; poor credit histories may hinder your chances in financially responsible positions. Failing drug tests, whether pre-employment or random, is another common barrier. Finally, discrepancies in employment history can undermine your credibility, making job offers elusive. At What Point in the Hiring Process Is a Background Check Done? A background check typically occurs after you’ve completed interviews and received a conditional job offer. This timing allows employers to verify your qualifications, work history, and any potential red flags before finalizing their decision. Some companies may conduct checks earlier in the process to speed up hiring, whereas others might allow you to start working before the check is complete, depending on their policies and the urgency of the position. Conclusion In summary, conducting a background check before extending a job offer is vital for informed hiring decisions. By verifying a candidate’s history and qualifications, you can mitigate risks and improve workplace safety. Obtaining consent from candidates is important, as is comprehending the limitations of standard checks. Utilizing third-party providers can streamline the process, ensuring thoroughness. In the end, these checks protect your company from potential legal issues and help maintain a trustworthy work environment. Image via Google Gemini This article, "What Is a Background Check Before an Offer?" was first published on Small Business Trends View the full article

When starting a business, comprehension of the different corporation types is essential for your success. Each type—like C corporations, S corporations, and nonprofits—has unique features regarding liability, taxation, and management. For instance, C corporations face double taxation, whereas S corporations allow profits to pass directly to shareholders. Nonprofit corporations focus on social causes and can gain tax-exempt status. Knowing these distinctions helps you make informed decisions about your business structure. The implications of your choice can greatly impact your operations and goals. Key Takeaways C Corporations face double taxation but allow unlimited shareholders and can issue multiple classes of stock for complex capital structures. S Corporations avoid double taxation with profits passed to shareholders, but have a maximum limit of 100 shareholders, all of whom must be U.S. citizens. Limited Liability Companies (LLCs) offer personal liability protection and pass-through taxation, with flexible management structures appealing to many entrepreneurs. Limited Liability Partnerships (LLPs) provide liability protection for partners against each other’s misconduct while allowing pass-through taxation. Nonprofit Corporations focus on social causes, reinvesting earnings into their mission and often gaining tax-exempt status for contributions. Understanding Business Structures Grasping the various types of business structures is crucial for anyone looking to start or manage a business. You have several options, including sole proprietorships, partnerships, LLCs, S corporations, C corporations, and nonprofits. Each structure has unique characteristics that impact liability and taxation. For instance, LLCs offer limited personal liability and allow for pass-through taxation, whereas S corporations enable up to 100 shareholders to report profits on personal tax returns, thereby avoiding double taxation. When considering S corporation vs LLC taxes, keep in mind that LLCs often provide more flexibility in management and ownership. Sole Proprietorships A sole proprietorship is a straightforward business structure where you’re the owner, and the business is legally considered part of you. This means you face unlimited personal liability for any debts or obligations your business incurs, making it essential to understand the risks involved. Setting up a sole proprietorship is simple, requiring minimal paperwork, but you should consider filing for an assumed name if you want to operate under a different name. Definition and Characteristics When you think about starting a business, a sole proprietorship often comes to mind as the simplest structure available. This type of business is characterized by the following features: Single Ownership: You’re the sole owner, and the business and you’re legally the same entity. No Formal Paperwork: You don’t need extensive documents to start; just an assumed name certificate if you’re using a different name. Tax Simplicity: The IRS classifies it as a single-owner business, letting you report profits on your personal tax return. Common Use: Freelancers, independent contractors, and gig workers frequently choose this structure owing to its ease of setup and management. Liability and Risks In a sole proprietorship, personal liability is a critical concern that every owner must understand. You face unlimited personal liability, meaning your assets can be at risk for business debts and legal obligations. Since there’s no legal distinction between you and your business, you could be directly exposed to lawsuits related to your business activities. Furthermore, the absence of formal registration can make it challenging to secure business credit or loans, as lenders often see you as a higher risk. To mitigate these risks, consider obtaining personal liability insurance, which can help protect against potential lawsuits or financial losses. Nevertheless, the lack of liability protection may discourage you from taking necessary business risks that could promote growth and innovation. Establishment Process Establishing a sole proprietorship is often seen as the most straightforward way to start a business, since it requires no formal filing with the state. You and your business are legally the same entity, simplifying the process. Nevertheless, if you plan to operate under a name other than your own, you’ll need to file a “doing business as” (DBA) form. Here’s how to get started: Choose your business name and check for availability. Obtain any necessary local permits or licenses. Register your DBA if applicable. Report your business income and expenses on your personal tax return, avoiding separate filings. Just remember, you’re personally liable for all business debts, so weigh your risks carefully. General Partnerships General partnerships are a popular business structure formed by two or more individuals who decide to share both the profits and responsibilities of their venture. In this setup, all partners have unlimited personal liability, meaning your personal assets could be at risk if the business incurs debts or faces legal issues. Typically, you don’t need formal registration to create a general partnership, but an assumed name certificate may be required if you operate under a different name. Moreover, a partnership agreement can clarify rights, responsibilities, and profit-sharing; it doesn’t need to be in writing to be valid. In addition, as a pass-through entity, the partnership doesn’t pay federal income tax; instead, profits and losses are reported on each partner’s tax return. Limited Partnerships Limited partnerships are structured with at least one general partner who manages the business and assumes personal liability for its debts, whereas limited partners contribute capital and enjoy limited liability based on their investment. This arrangement allows the general partner to maintain full control over operations, but limited partners typically stay out of management decisions to protect their liability status. Comprehending the liability implications and tax considerations associated with limited partnerships is crucial for anyone looking to engage in this type of business structure. Structure of Limited Partnerships The structure of a limited partnership is designed to balance management control with financial investment. In this arrangement, you’ll find distinct roles for partners, ensuring clarity in operations and responsibilities. Here’s how it typically works: General Partner: Manages the business and assumes full personal liability for debts. Limited Partners: Contribute capital but have their liability restricted to their investment amount. Partnership Agreement: A formal document outlines roles, contributions, and profit-sharing among partners. Legal Filing: Limited partnerships must file a certificate of limited partnership with the state to establish legal status and protect limited partners’ liability. This structure is often favored in industries like real estate and venture capital, allowing investors to minimize personal risk during still reaping the benefits of profits. Liability Implications for Partners Comprehending liability implications in limited partnerships is crucial for both general and limited partners, as it directly affects their financial risk. In a limited partnership, general partners manage the business and bear full personal liability for its debts. This means their personal assets can be at risk if the partnership faces financial difficulties. Conversely, limited partners enjoy liability protection limited to their investment, but they must avoid engaging in day-to-day management to maintain this status. If they do participate, they could face personal liability similar to general partners. To protect all parties, a formal partnership agreement should clearly outline roles and responsibilities, and many jurisdictions require filing a certificate of limited partnership to establish this liability status publicly. Tax Considerations and Benefits When exploring tax implications in limited partnerships, you’ll find that they offer several advantages that can greatly benefit investors. Here are some key points to take into account: Pass-through taxation: Income is reported on partners’ personal tax returns, avoiding the double taxation found in C corporations. Limited liability: Limited partners’ liability is restricted to their investment, providing financial protection. Operational freedom: Limited partners don’t manage daily operations, allowing them to invest without additional responsibilities. Flexible profit distribution: Partners can allocate income according to their financial goals, enhancing tax planning. These factors make limited partnerships an attractive option for investors looking to minimize their tax burden and maximize their investment potential as they maintain financial security. Limited Liability Partnerships Limited Liability Partnerships (LLPs) offer a unique business structure that combines the benefits of partnership with protections against personal liability. In an LLP, you share management and profit distribution while being shielded from liability for the actions of your partners. Each partner is only responsible for their own professional misconduct, making it an attractive option for professionals like lawyers and accountants. To establish an LLP, you’ll need a formal agreement that outlines the rights and responsibilities of each partner, ensuring clarity in management. Furthermore, you must file a registration form with your state and comply with its specific regulations. LLPs typically enjoy pass-through taxation, allowing you to report profits and losses on your personal tax returns and avoid double taxation. Limited Liability Companies (LLCs) As you explore business structures, you’ll find that Limited Liability Companies (LLCs) offer a combination of flexibility and personal asset protection that appeals to many entrepreneurs. Here are some key features of LLCs: Personal Liability Protection: Your personal assets are typically shielded from business debts and legal actions. Pass-Through Taxation: Profits and losses are reported on your personal tax returns, avoiding double taxation. Unlimited Members: An LLC can have any number of members, including individuals and other entities. Flexible Management: Unlike corporations, LLCs don’t require a board of directors, allowing for a more adaptable operational structure. C Corporations C Corporations are unique in that they operate as separate legal entities, which means they face taxation on their profits at the corporate level. This can lead to double taxation when dividends are distributed to shareholders, who then pay taxes on those earnings individually. Unlike other business structures, C Corporations have no limits on the number or type of shareholders, making them a flexible choice for companies looking to grow or attract investment. Taxation Structure Overview When evaluating the taxation structure of C Corporations, it’s essential to understand that these entities are taxed as separate legal entities. This means their profits face corporate income tax rates, potentially leading to double taxation when dividends are paid to shareholders. Here are some key points to take into account: The current corporate tax rate is set at 21% under the Tax Cuts and Jobs Act. Profits retained within the corporation for reinvestment aren’t taxed at the shareholder level until distributed. C Corporations can issue multiple classes of stock and have no limit on shareholders. They must hold annual meetings and maintain a board of directors, adding operational complexity. Understanding these factors will help you navigate the financial terrain of C Corporations. Shareholder Limitations Explained Though many business structures impose limitations on shareholder numbers or types, C Corporations stand out due to their unrestricted approach. They can have an unlimited number of shareholders, which allows you to attract a diverse group of investors and raise substantial capital. This flexibility extends to the types of shareholders, as individuals, other corporations, and foreign entities can all hold shares. C Corporations are also required to have a board of directors to oversee operations, ensuring accountability. Unlike S Corporations, they face no restrictions on share distribution or shareholder types, enabling complex capital structures. This combination of unlimited shareholders and flexible ownership makes C Corporations a popular choice for larger businesses and those considering going public. S Corporations S corporations offer a unique business structure that allows profits and losses to flow directly to shareholders, thereby avoiding the double taxation typically associated with traditional corporations. Here are some key aspects to contemplate: Shareholder Limit: S corporations can have a maximum of 100 shareholders, all of whom must be U.S. citizens or resident aliens. Single Class of Stock: They must maintain only one class of stock, ensuring all shares have equal rights to distributions and liquidation. Salary and Dividends: Shareholders can receive salaries as employees, which are subject to payroll taxes, during which remaining profits can be distributed as dividends, exempt from self-employment tax. IRS Scrutiny: S corporations face strict IRS regulations to prevent tax evasion, including mandates on reasonable compensation for shareholder-employees. Nonprofit Corporations Nonprofit corporations exist primarily to serve a public or social cause rather than to generate profits for shareholders. Their earnings are reinvested to further their mission, allowing them to focus on their objectives. Under Section 501(c)(3) of the Internal Revenue Code, nonprofits are exempt from federal income tax, which helps them allocate more resources effectively. Governed by a board of directors, they make critical decisions and guarantee the organization adheres to its legal obligations. Donations to these corporations are usually tax-deductible for the donor, encouraging contributions from individuals and businesses. Nonprofits can secure funding from various sources, including grants, donations, membership fees, and government support, which enables them to sustain operations and expand their impact in the community. Benefit Corporations Benefit corporations represent a unique hybrid of for-profit and socially responsible enterprises, aiming to generate profit as well as positively impacting society and the environment. These entities stand apart from traditional corporations, as they focus on more than just profit maximization. Here are four key features of benefit corporations: They’re legally required to evaluate the impact of their decisions on stakeholders, including employees, customers, and the environment. They must meet specific social and environmental performance standards, often verified by third parties. They offer flexibility in governance structures, unlike B Corporations, which are certified by B Lab. Over 40 states in the U.S. recognize benefit corporations under state laws, promoting transparency and accountability in business practices. Close Corporations As benefit corporations focus on balancing profit with social responsibility, close corporations cater to a different business model centered around ownership and management structure. Close corporations, often called “closely held” corporations, are typically owned by a small group of shareholders, usually family or friends. This ownership structure allows for greater control and flexibility in management and operations. Since shares in close corporations are typically not publicly traded, they help maintain privacy and control over ownership and decision-making. These corporations are exempt from many formalities and regulations governing traditional corporations, making them easier to manage. Nevertheless, they must adhere to state laws that define their operation, including limits on the number of shareholders, which typically can’t exceed 35 in many jurisdictions. Cooperatives Cooperatives represent a unique business model where ownership and management are shared among members, known as user-owners. Each member has an equal say in decision-making, typically governed by an elected board of directors. Here are key features of cooperatives: Equal Participation: Every member enjoys voting rights, influencing governance and policies. Profit Distribution: Profits are shared based on usage of services, not capital contribution. Diverse Sectors: Cooperatives operate in agriculture, retail, housing, and healthcare to meet common needs. Member Benefits: They provide lower prices, improved services, and increased bargaining influence. With these aspects, cooperatives cultivate community-driven business models that prioritize the interests of their members. Frequently Asked Questions Is My LLC an S or C Corp? To determine if your LLC is classified as an S corporation or a C corporation, check whether you filed Form 2553 with the IRS. If you did and met the criteria—like having no more than 100 shareholders—you’re likely an S corporation. If you didn’t file, your LLC defaults to C corporation status, which subjects your profits to double taxation. Comprehending this classification helps you manage your tax liabilities effectively. What Are the Different Types of Corporations? There are several types of corporations you should be aware of. S corporations allow profits to pass through to shareholders, avoiding double taxation but limiting ownership. C corporations are taxed separately from their owners, potentially facing double taxation on profits. Non-profit corporations focus on charitable activities and enjoy tax-exempt status. Finally, Limited Liability Companies (LLCs) offer personal liability protection and flexible management, making them ideal for small businesses seeking protection without complex tax implications. What’s Better, LLC or C Corp? Deciding whether an LLC or a C Corp is better depends on your business goals. If you seek simplicity and lower costs, an LLC might suit you, as it offers personal asset protection and pass-through taxation. Nonetheless, if you’re planning to scale and attract investors, a C Corp may be advantageous, allowing unlimited shareholders and easier capital raising, in spite of the intricacies and double taxation. Consider your long-term objectives before making a choice. Which One Is Better, C Corp or S Corp? Choosing between a C corp and an S corp depends on your business goals. If you plan to raise significant capital or go public, a C corp might suit you better because of its flexibility in issuing multiple stock classes and having no shareholder limits. On the other hand, if you value tax efficiency and operate a small to medium-sized business, an S corp could be advantageous, allowing profits to pass through to your personal tax return without double taxation. Conclusion In conclusion, grasping the different types of corporations is essential for making informed business decisions. Each structure—be it a C corporation, S corporation, or nonprofit—offers unique advantages and disadvantages regarding liability, taxation, and management. As you consider your options, weigh these factors carefully to choose the right fit for your goals. This knowledge will help you navigate the intricacies of business ownership and align your organization with your values and objectives. Image via Google Gemini and ArtSmart This article, "Different Corporation Types You Should Know" was first published on Small Business Trends View the full article

When starting a business, comprehension of the different corporation types is essential for your success. Each type—like C corporations, S corporations, and nonprofits—has unique features regarding liability, taxation, and management. For instance, C corporations face double taxation, whereas S corporations allow profits to pass directly to shareholders. Nonprofit corporations focus on social causes and can gain tax-exempt status. Knowing these distinctions helps you make informed decisions about your business structure. The implications of your choice can greatly impact your operations and goals. Key Takeaways C Corporations face double taxation but allow unlimited shareholders and can issue multiple classes of stock for complex capital structures. S Corporations avoid double taxation with profits passed to shareholders, but have a maximum limit of 100 shareholders, all of whom must be U.S. citizens. Limited Liability Companies (LLCs) offer personal liability protection and pass-through taxation, with flexible management structures appealing to many entrepreneurs. Limited Liability Partnerships (LLPs) provide liability protection for partners against each other’s misconduct while allowing pass-through taxation. Nonprofit Corporations focus on social causes, reinvesting earnings into their mission and often gaining tax-exempt status for contributions. Understanding Business Structures Grasping the various types of business structures is crucial for anyone looking to start or manage a business. You have several options, including sole proprietorships, partnerships, LLCs, S corporations, C corporations, and nonprofits. Each structure has unique characteristics that impact liability and taxation. For instance, LLCs offer limited personal liability and allow for pass-through taxation, whereas S corporations enable up to 100 shareholders to report profits on personal tax returns, thereby avoiding double taxation. When considering S corporation vs LLC taxes, keep in mind that LLCs often provide more flexibility in management and ownership. Sole Proprietorships A sole proprietorship is a straightforward business structure where you’re the owner, and the business is legally considered part of you. This means you face unlimited personal liability for any debts or obligations your business incurs, making it essential to understand the risks involved. Setting up a sole proprietorship is simple, requiring minimal paperwork, but you should consider filing for an assumed name if you want to operate under a different name. Definition and Characteristics When you think about starting a business, a sole proprietorship often comes to mind as the simplest structure available. This type of business is characterized by the following features: Single Ownership: You’re the sole owner, and the business and you’re legally the same entity. No Formal Paperwork: You don’t need extensive documents to start; just an assumed name certificate if you’re using a different name. Tax Simplicity: The IRS classifies it as a single-owner business, letting you report profits on your personal tax return. Common Use: Freelancers, independent contractors, and gig workers frequently choose this structure owing to its ease of setup and management. Liability and Risks In a sole proprietorship, personal liability is a critical concern that every owner must understand. You face unlimited personal liability, meaning your assets can be at risk for business debts and legal obligations. Since there’s no legal distinction between you and your business, you could be directly exposed to lawsuits related to your business activities. Furthermore, the absence of formal registration can make it challenging to secure business credit or loans, as lenders often see you as a higher risk. To mitigate these risks, consider obtaining personal liability insurance, which can help protect against potential lawsuits or financial losses. Nevertheless, the lack of liability protection may discourage you from taking necessary business risks that could promote growth and innovation. Establishment Process Establishing a sole proprietorship is often seen as the most straightforward way to start a business, since it requires no formal filing with the state. You and your business are legally the same entity, simplifying the process. Nevertheless, if you plan to operate under a name other than your own, you’ll need to file a “doing business as” (DBA) form. Here’s how to get started: Choose your business name and check for availability. Obtain any necessary local permits or licenses. Register your DBA if applicable. Report your business income and expenses on your personal tax return, avoiding separate filings. Just remember, you’re personally liable for all business debts, so weigh your risks carefully. General Partnerships General partnerships are a popular business structure formed by two or more individuals who decide to share both the profits and responsibilities of their venture. In this setup, all partners have unlimited personal liability, meaning your personal assets could be at risk if the business incurs debts or faces legal issues. Typically, you don’t need formal registration to create a general partnership, but an assumed name certificate may be required if you operate under a different name. Moreover, a partnership agreement can clarify rights, responsibilities, and profit-sharing; it doesn’t need to be in writing to be valid. In addition, as a pass-through entity, the partnership doesn’t pay federal income tax; instead, profits and losses are reported on each partner’s tax return. Limited Partnerships Limited partnerships are structured with at least one general partner who manages the business and assumes personal liability for its debts, whereas limited partners contribute capital and enjoy limited liability based on their investment. This arrangement allows the general partner to maintain full control over operations, but limited partners typically stay out of management decisions to protect their liability status. Comprehending the liability implications and tax considerations associated with limited partnerships is crucial for anyone looking to engage in this type of business structure. Structure of Limited Partnerships The structure of a limited partnership is designed to balance management control with financial investment. In this arrangement, you’ll find distinct roles for partners, ensuring clarity in operations and responsibilities. Here’s how it typically works: General Partner: Manages the business and assumes full personal liability for debts. Limited Partners: Contribute capital but have their liability restricted to their investment amount. Partnership Agreement: A formal document outlines roles, contributions, and profit-sharing among partners. Legal Filing: Limited partnerships must file a certificate of limited partnership with the state to establish legal status and protect limited partners’ liability. This structure is often favored in industries like real estate and venture capital, allowing investors to minimize personal risk during still reaping the benefits of profits. Liability Implications for Partners Comprehending liability implications in limited partnerships is crucial for both general and limited partners, as it directly affects their financial risk. In a limited partnership, general partners manage the business and bear full personal liability for its debts. This means their personal assets can be at risk if the partnership faces financial difficulties. Conversely, limited partners enjoy liability protection limited to their investment, but they must avoid engaging in day-to-day management to maintain this status. If they do participate, they could face personal liability similar to general partners. To protect all parties, a formal partnership agreement should clearly outline roles and responsibilities, and many jurisdictions require filing a certificate of limited partnership to establish this liability status publicly. Tax Considerations and Benefits When exploring tax implications in limited partnerships, you’ll find that they offer several advantages that can greatly benefit investors. Here are some key points to take into account: Pass-through taxation: Income is reported on partners’ personal tax returns, avoiding the double taxation found in C corporations. Limited liability: Limited partners’ liability is restricted to their investment, providing financial protection. Operational freedom: Limited partners don’t manage daily operations, allowing them to invest without additional responsibilities. Flexible profit distribution: Partners can allocate income according to their financial goals, enhancing tax planning. These factors make limited partnerships an attractive option for investors looking to minimize their tax burden and maximize their investment potential as they maintain financial security. Limited Liability Partnerships Limited Liability Partnerships (LLPs) offer a unique business structure that combines the benefits of partnership with protections against personal liability. In an LLP, you share management and profit distribution while being shielded from liability for the actions of your partners. Each partner is only responsible for their own professional misconduct, making it an attractive option for professionals like lawyers and accountants. To establish an LLP, you’ll need a formal agreement that outlines the rights and responsibilities of each partner, ensuring clarity in management. Furthermore, you must file a registration form with your state and comply with its specific regulations. LLPs typically enjoy pass-through taxation, allowing you to report profits and losses on your personal tax returns and avoid double taxation. Limited Liability Companies (LLCs) As you explore business structures, you’ll find that Limited Liability Companies (LLCs) offer a combination of flexibility and personal asset protection that appeals to many entrepreneurs. Here are some key features of LLCs: Personal Liability Protection: Your personal assets are typically shielded from business debts and legal actions. Pass-Through Taxation: Profits and losses are reported on your personal tax returns, avoiding double taxation. Unlimited Members: An LLC can have any number of members, including individuals and other entities. Flexible Management: Unlike corporations, LLCs don’t require a board of directors, allowing for a more adaptable operational structure. C Corporations C Corporations are unique in that they operate as separate legal entities, which means they face taxation on their profits at the corporate level. This can lead to double taxation when dividends are distributed to shareholders, who then pay taxes on those earnings individually. Unlike other business structures, C Corporations have no limits on the number or type of shareholders, making them a flexible choice for companies looking to grow or attract investment. Taxation Structure Overview When evaluating the taxation structure of C Corporations, it’s essential to understand that these entities are taxed as separate legal entities. This means their profits face corporate income tax rates, potentially leading to double taxation when dividends are paid to shareholders. Here are some key points to take into account: The current corporate tax rate is set at 21% under the Tax Cuts and Jobs Act. Profits retained within the corporation for reinvestment aren’t taxed at the shareholder level until distributed. C Corporations can issue multiple classes of stock and have no limit on shareholders. They must hold annual meetings and maintain a board of directors, adding operational complexity. Understanding these factors will help you navigate the financial terrain of C Corporations. Shareholder Limitations Explained Though many business structures impose limitations on shareholder numbers or types, C Corporations stand out due to their unrestricted approach. They can have an unlimited number of shareholders, which allows you to attract a diverse group of investors and raise substantial capital. This flexibility extends to the types of shareholders, as individuals, other corporations, and foreign entities can all hold shares. C Corporations are also required to have a board of directors to oversee operations, ensuring accountability. Unlike S Corporations, they face no restrictions on share distribution or shareholder types, enabling complex capital structures. This combination of unlimited shareholders and flexible ownership makes C Corporations a popular choice for larger businesses and those considering going public. S Corporations S corporations offer a unique business structure that allows profits and losses to flow directly to shareholders, thereby avoiding the double taxation typically associated with traditional corporations. Here are some key aspects to contemplate: Shareholder Limit: S corporations can have a maximum of 100 shareholders, all of whom must be U.S. citizens or resident aliens. Single Class of Stock: They must maintain only one class of stock, ensuring all shares have equal rights to distributions and liquidation. Salary and Dividends: Shareholders can receive salaries as employees, which are subject to payroll taxes, during which remaining profits can be distributed as dividends, exempt from self-employment tax. IRS Scrutiny: S corporations face strict IRS regulations to prevent tax evasion, including mandates on reasonable compensation for shareholder-employees. Nonprofit Corporations Nonprofit corporations exist primarily to serve a public or social cause rather than to generate profits for shareholders. Their earnings are reinvested to further their mission, allowing them to focus on their objectives. Under Section 501(c)(3) of the Internal Revenue Code, nonprofits are exempt from federal income tax, which helps them allocate more resources effectively. Governed by a board of directors, they make critical decisions and guarantee the organization adheres to its legal obligations. Donations to these corporations are usually tax-deductible for the donor, encouraging contributions from individuals and businesses. Nonprofits can secure funding from various sources, including grants, donations, membership fees, and government support, which enables them to sustain operations and expand their impact in the community. Benefit Corporations Benefit corporations represent a unique hybrid of for-profit and socially responsible enterprises, aiming to generate profit as well as positively impacting society and the environment. These entities stand apart from traditional corporations, as they focus on more than just profit maximization. Here are four key features of benefit corporations: They’re legally required to evaluate the impact of their decisions on stakeholders, including employees, customers, and the environment. They must meet specific social and environmental performance standards, often verified by third parties. They offer flexibility in governance structures, unlike B Corporations, which are certified by B Lab. Over 40 states in the U.S. recognize benefit corporations under state laws, promoting transparency and accountability in business practices. Close Corporations As benefit corporations focus on balancing profit with social responsibility, close corporations cater to a different business model centered around ownership and management structure. Close corporations, often called “closely held” corporations, are typically owned by a small group of shareholders, usually family or friends. This ownership structure allows for greater control and flexibility in management and operations. Since shares in close corporations are typically not publicly traded, they help maintain privacy and control over ownership and decision-making. These corporations are exempt from many formalities and regulations governing traditional corporations, making them easier to manage. Nevertheless, they must adhere to state laws that define their operation, including limits on the number of shareholders, which typically can’t exceed 35 in many jurisdictions. Cooperatives Cooperatives represent a unique business model where ownership and management are shared among members, known as user-owners. Each member has an equal say in decision-making, typically governed by an elected board of directors. Here are key features of cooperatives: Equal Participation: Every member enjoys voting rights, influencing governance and policies. Profit Distribution: Profits are shared based on usage of services, not capital contribution. Diverse Sectors: Cooperatives operate in agriculture, retail, housing, and healthcare to meet common needs. Member Benefits: They provide lower prices, improved services, and increased bargaining influence. With these aspects, cooperatives cultivate community-driven business models that prioritize the interests of their members. Frequently Asked Questions Is My LLC an S or C Corp? To determine if your LLC is classified as an S corporation or a C corporation, check whether you filed Form 2553 with the IRS. If you did and met the criteria—like having no more than 100 shareholders—you’re likely an S corporation. If you didn’t file, your LLC defaults to C corporation status, which subjects your profits to double taxation. Comprehending this classification helps you manage your tax liabilities effectively. What Are the Different Types of Corporations? There are several types of corporations you should be aware of. S corporations allow profits to pass through to shareholders, avoiding double taxation but limiting ownership. C corporations are taxed separately from their owners, potentially facing double taxation on profits. Non-profit corporations focus on charitable activities and enjoy tax-exempt status. Finally, Limited Liability Companies (LLCs) offer personal liability protection and flexible management, making them ideal for small businesses seeking protection without complex tax implications. What’s Better, LLC or C Corp? Deciding whether an LLC or a C Corp is better depends on your business goals. If you seek simplicity and lower costs, an LLC might suit you, as it offers personal asset protection and pass-through taxation. Nonetheless, if you’re planning to scale and attract investors, a C Corp may be advantageous, allowing unlimited shareholders and easier capital raising, in spite of the intricacies and double taxation. Consider your long-term objectives before making a choice. Which One Is Better, C Corp or S Corp? Choosing between a C corp and an S corp depends on your business goals. If you plan to raise significant capital or go public, a C corp might suit you better because of its flexibility in issuing multiple stock classes and having no shareholder limits. On the other hand, if you value tax efficiency and operate a small to medium-sized business, an S corp could be advantageous, allowing profits to pass through to your personal tax return without double taxation. Conclusion In conclusion, grasping the different types of corporations is essential for making informed business decisions. Each structure—be it a C corporation, S corporation, or nonprofit—offers unique advantages and disadvantages regarding liability, taxation, and management. As you consider your options, weigh these factors carefully to choose the right fit for your goals. This knowledge will help you navigate the intricacies of business ownership and align your organization with your values and objectives. Image via Google Gemini and ArtSmart This article, "Different Corporation Types You Should Know" was first published on Small Business Trends View the full article

In the fast-paced world of logistics, small businesses often face significant pressure to keep pace with larger competitors. FedEx recently released its inaugural Future of Logistics Intelligence Report, shedding light on the current state of supply chains and offering insights that could benefit small business owners grappling with these challenges. A key takeaway from the report is that while many organizations can monitor their shipments in real-time, very few effectively leverage that data for predictive insights. “Many organizations can see what’s happening in their supply chains, but leaders in the space can predict and act fast enough when it matters most,” stated Jason Brenner, senior vice president of digital portfolio at FedEx. This prediction capability is increasingly vital for small businesses aiming to provide an exceptional customer experience. The report highlights a stark truth: only 59% of organizations harness data proactively to prevent issues, while a significant portion still reacts to problems as they arise. This gap poses a challenge for smaller firms often relying on tighter margins and limited resources. Small business owners should consider investing in technology that empowers them to not just visualize their supply chain but also anticipate disruptions. The ability to act before issues escalate can lead to more reliable service and ultimately happier customers. Consumer expectations are another critical aspect highlighted in the report. Reliable delivery timelines and transparency are at the forefront of what customers demand, with 36% prioritizing dependable delivery windows. However, 53% of organizations report higher costs associated with service due to delays, which strain resources and diminish customer satisfaction. For smaller businesses, understanding and meeting these customer demands is essential for retention and growth. Additionally, the report indicates that only 43% of logistics leaders feel that their systems are “future-proof,” highlighting a gap in readiness for changing market conditions. This is especially pertinent for small businesses, which may lack the agile systems required to adapt quickly. “Being ready for what’s next, building long-term resiliency and competitive differentiation, requires investing in systems that go beyond meeting today’s needs,” Brenner advised. Here, small business owners might explore integrating more advanced logistics platforms that offer predictive analytics and real-time data capabilities to enhance their operations. The integration of connected data and analytics is another cornerstone of being future-ready. Investing in AI-driven insights can allow businesses to streamline operations, reduce manual tasks, and respond more effectively to challenges. While these solutions may seem daunting in terms of cost or complexity, the potential for operational efficiency and better customer satisfaction can outweigh initial investments for many small enterprises. Small businesses might also want to tackle challenges related to staff training and technology adoption. Implementing advanced logistics solutions necessitates that employees adapt to new processes and tools. Leaders should be prepared to invest time and resources into training, ensuring that their teams can fully capitalize on the new technology. The supply chain landscape is undeniably shifting, requiring a proactive stance from businesses of all sizes. Small business owners can download the full 2026 Future of Logistics Intelligence Report to gain deeper insights into these findings and explore how to enhance their logistics strategy effectively. For further exploration of FedEx’s data solutions, they can visit FedEx’s digital solutions page. In a competitive marketplace, understanding how to utilize logistics intelligence effectively can make a significant difference in a small business’s ability to thrive. With the right tools and insights, business owners can transform challenges into opportunities and enhance their customer experience. For more on the report, visit FedEx. Image via Google Gemini This article, "FedEx Report Reveals Gaps in Logistics Intelligence Amid Supply Chain Strains" was first published on Small Business Trends View the full article

In the fast-paced world of logistics, small businesses often face significant pressure to keep pace with larger competitors. FedEx recently released its inaugural Future of Logistics Intelligence Report, shedding light on the current state of supply chains and offering insights that could benefit small business owners grappling with these challenges. A key takeaway from the report is that while many organizations can monitor their shipments in real-time, very few effectively leverage that data for predictive insights. “Many organizations can see what’s happening in their supply chains, but leaders in the space can predict and act fast enough when it matters most,” stated Jason Brenner, senior vice president of digital portfolio at FedEx. This prediction capability is increasingly vital for small businesses aiming to provide an exceptional customer experience. The report highlights a stark truth: only 59% of organizations harness data proactively to prevent issues, while a significant portion still reacts to problems as they arise. This gap poses a challenge for smaller firms often relying on tighter margins and limited resources. Small business owners should consider investing in technology that empowers them to not just visualize their supply chain but also anticipate disruptions. The ability to act before issues escalate can lead to more reliable service and ultimately happier customers. Consumer expectations are another critical aspect highlighted in the report. Reliable delivery timelines and transparency are at the forefront of what customers demand, with 36% prioritizing dependable delivery windows. However, 53% of organizations report higher costs associated with service due to delays, which strain resources and diminish customer satisfaction. For smaller businesses, understanding and meeting these customer demands is essential for retention and growth. Additionally, the report indicates that only 43% of logistics leaders feel that their systems are “future-proof,” highlighting a gap in readiness for changing market conditions. This is especially pertinent for small businesses, which may lack the agile systems required to adapt quickly. “Being ready for what’s next, building long-term resiliency and competitive differentiation, requires investing in systems that go beyond meeting today’s needs,” Brenner advised. Here, small business owners might explore integrating more advanced logistics platforms that offer predictive analytics and real-time data capabilities to enhance their operations. The integration of connected data and analytics is another cornerstone of being future-ready. Investing in AI-driven insights can allow businesses to streamline operations, reduce manual tasks, and respond more effectively to challenges. While these solutions may seem daunting in terms of cost or complexity, the potential for operational efficiency and better customer satisfaction can outweigh initial investments for many small enterprises. Small businesses might also want to tackle challenges related to staff training and technology adoption. Implementing advanced logistics solutions necessitates that employees adapt to new processes and tools. Leaders should be prepared to invest time and resources into training, ensuring that their teams can fully capitalize on the new technology. The supply chain landscape is undeniably shifting, requiring a proactive stance from businesses of all sizes. Small business owners can download the full 2026 Future of Logistics Intelligence Report to gain deeper insights into these findings and explore how to enhance their logistics strategy effectively. For further exploration of FedEx’s data solutions, they can visit FedEx’s digital solutions page. In a competitive marketplace, understanding how to utilize logistics intelligence effectively can make a significant difference in a small business’s ability to thrive. With the right tools and insights, business owners can transform challenges into opportunities and enhance their customer experience. For more on the report, visit FedEx. Image via Google Gemini This article, "FedEx Report Reveals Gaps in Logistics Intelligence Amid Supply Chain Strains" 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. The Beats Powerbeats Pro have been on the market for years, and they remain a go-to option for people who work out and want earbuds that stay in place. At launch, they cost $249.95. Right now, they are $134.95 on Woot, and you can use code CNN2025 at checkout to take an extra $5 off. For comparison, refurbished units are selling for $149.97 on Amazon, which makes this new pair the better value. This deal runs for the next eight days or until stock runs out. Prime members get free standard shipping. Beats Powerbeats Pro $134.95 at Woot $249.95 Save $115.00 Get Deal Get Deal $134.95 at Woot $249.95 Save $115.00 What has kept the Powerbeats Pro relevant since their 2019 release is how well they handle the basics. Each earbud has an adjustable ear hook that wraps around your ear, along with four sizes of silicone tips to help you find a secure seal. During runs, strength training, or cycling sessions, that over-ear design makes a difference. They are also rated IPX4 for sweat and water resistance, so sweat-heavy workouts and light splashes shouldn’t be a problem, but they are not designed to be submerged. Using them is straightforward: Controls are physical and mirrored on both sides, which means you can adjust volume, skip tracks, or take calls from either ear without fumbling through touch gestures mid-workout. Built-in sensors automatically pause music when you remove an earbud and resume when you put it back in. As for battery life, you get up to nine hours of listening time on a single charge, with more than 24 additional hours from the charging case, notes this PCMag review. These earbuds do not offer active noise cancellation; instead, they rely on the passive noise isolation that comes from a snug in-ear seal. There’s also no customizable equalizer in the companion software. In other words, the sound profile is fixed out of the box, with the tuning leaning into the brand’s familiar presentation of strong bass and crisp highs. Our Best Editor-Vetted Tech Deals Right Now Apple AirPods 4 Active Noise Cancelling Wireless Earbuds — $139.99 (List Price $179.00) Apple iPad 11" 128GB A16 WiFi Tablet (Blue, 2025) — $329.00 (List Price $349.00) Apple Watch Series 11 (GPS, 42mm, S/M Black Sport Band) — $369.00 (List Price $399.00) Amazon Fire TV Stick 4K Plus — $29.99 (List Price $49.99) Bose QuietComfort Noise Cancelling Wireless Headphones — $229.00 (List Price $349.00) Samsung Galaxy Tab A9+ 64GB Wi-Fi 11" Tablet (Silver) — $139.99 (List Price $219.99) Deals are selected by our commerce team View the full article

A reader writes: For many years, my boss has given flowers to all his assistants for Valentine’s Day. But he has the same two assistants for several years. Both are retired professionals who decided to go back to work, and both originally were married. Now one of them is a widow and he was told by other members of the management team that he couldn’t give her flowers because she was single, but it was okay if he still sent the other assistant flowers. This seems out of place and it made the widowed assistant feel awful. Is this okay? No, it is not okay in any way. Your boss is being a bit of ass, but the people who gave him this guidance are the bigger problem. First, their take on this is absurd — flowers aren’t an inherently romantic gesture (see all the people giving them to their moms). However, in our culture they are a gendered gesture, which is why I bet he wouldn’t give flowers to a male assistant. Second, presumably the thinking is that it’s “safe” for him to give flowers to married women since clearly his intentions would just be platonic, but as soon as a potential flower recipient doesn’t have a living spouse, there’s too much risk of misinterpretation? If so, that’s a sign that this flower-giving never should happened in the workplace at all. If he’s worried that a gesture could read as romantic depending on the other person’s marital status, that’s a very good litmus test that it doesn’t belong at work at all. If your boss suddenly felt uncomfortable with giving flowers to one of the assistants, he needed to stop giving them to all of the assistants — not leave out the woman who just lost her husband (what the hell?). The fact that the cruelty of this wasn’t immediately obvious to him and the rest of the management team is troubling. Also, could we all just agree to leave Valentine’s Day completely out of our professional relationships? We really don’t need it intersecting with work at all. (Here’s a relevant SNL skit.) The post my boss gives flowers to his assistants, but only if they’re married appeared first on Ask a Manager. View the full article

TikTok is giving entertainment marketers in Europe new tools to reach audiences with precision, leveraging AI to drive engagement and conversions for streaming and ticketed content. What’s happening. TikTok is introducing two new ad types for European campaigns: Streaming Ads: AI-driven ads for streaming platforms that show personalized content based on user engagement. Formats include a four-title video carousel or a multi-title media card. With 80% of TikTok users saying the app influences their streaming choices, these ads can directly shape viewing decisions. New Title Launch: Targets high-intent users using signals like genre preference and price sensitivity, helping marketers convert cultural moments into ticket sales, subscriptions, or event attendance. Context. The rollout coincides with the 76th Berlinale International Film Festival, underscoring TikTok’s growing role in entertainment marketing. In 2025, an average of 6.5 million daily posts were shared about film and TV on TikTok, with 15 of the top 20 European box office films last year being viral hits on the platform. Why we care. TikTok’s new AI-powered ad formats let streaming platforms and entertainment brands target users with highly personalized content, increasing the likelihood of engagement and conversions. With 80% of users saying TikTok influences their viewing choices (according to TikTok data), these tools can directly shape audience behavior, helping marketers turn cultural moments into subscriptions, ticket sales, or higher viewership. It’s a chance to leverage TikTok’s viral influence for measurable campaign impact. The bottom line. For entertainment marketers, TikTok’s AI-driven ad formats provide new ways to engage audiences, boost viewership, and turn trending content into measurable results. Dig deeper. TikTok Adds New Ad Types for Entertainment Marketers View the full article