All Activity

Any leader who steps into the role of CEO at an established company competes with the legacy of their predecessors. Only some of us are lucky enough to have had a mentor come before them, one who was as vested in their successor’s success as they were in their own. Jerry Lee, now a retired architect and executive director of our MG2 Foundation, was my CEO predecessor at MG2 and my mentor. Jerry has always understood growth as something far deeper than financial success. From the earliest days of his career, he learned that resilience and purpose come from how we show up for others. “Part of being generous,” he once said in a commencement speech at Washington State University, “is basically being helpful.” Helpfulness—it’s so basic, but so profoundly important. He learned the value of helping from his parents. “My mom and pop had a grocery store in Seattle, and it was in a rough area—all the businesses around their store had been tagged or had their windows broken, except ours,” he recalled to me recently. “And there was a good reason for that. When someone came in hungry, my dad always gave them something to eat. That was a part of my upbringing, to be part of a community, not just a business in a community.” This grounding in humility and helpfulness informs every choice he makes, whether leading MG2 or giving back to the community. “Our mindset was never about the bottom line,” he says. For Jerry, success is measured by connection, impact, and the relationships we build along the way. He sees generosity not as an obligation, but as a source of mutual growth: “When you give, you get back more in return.” CREATE MOMENTUM BY HELPING Jerry’s propensity to connect with people is not just natural—it’s catalytic. Whether mentoring young architects, raising funds for cancer research, or spearheading community initiatives, he creates momentum simply by showing up and inviting others to do the same. On one long-discussed project in Seattle’s Chinatown/International District, he demonstrated this instinct in action: “A group approached us and asked if MG2 could help with the Chinatown Gate. They had been working on it for 50 years. Fifty years! Well, I said, ‘why don’t we just do it?’” He helped, raising funding from scratch, contributing pro bono work, and bringing a decades-long vision to life. This drive is rooted in the belief that leadership requires generosity, patience, and dedication. Jerry’s philosophy extends beyond business: It guides how he engages with the broader community. From the annual Rotisserie Chicken Delivery, our charitable drive that serves hundreds of chickens and fixings to people in need over the holidays, to that now historic Chinatown Gate, his initiative shows how small, deliberate acts can multiply into lasting impact. THE FOUNDATION OF GROWTH The impetus behind his commitment is deeply personal. Jerry has seen firsthand how loss and hardship shape character. He would be the first to tell you that in the beginning, he was a hard-driving CEO, which was reflected in the firm’s work culture. “I was very focused. It was stressful.” But that changed after his late wife was diagnosed with cancer. “I was able to put myself in other people’s shoes. That had a lot to do with it. I was a lot more understanding after she passed away,” he says. The work was never about recognition or accolades—it was about creating connection, fostering resilience, and leaving communities stronger than he found them. Every decision, every project, every moment of engagement is a chance to build something bigger than himself. In his own words, the practice of generosity, commitment, and courage isn’t optional—it’s the foundation of growth, both in business and in life. Taken together, Jerry’s story underscores a consistent throughline: Leadership, at its best, is relational rather than transactional. From lessons learned behind a grocery counter to building an international architecture firm and sustaining decades of civic engagement, his impact has come not from scale alone, but from intention—listening carefully, investing in people, and acting decisively when something meaningful needed to be done. Whether growing MG2 by empowering others or strengthening communities through quiet generosity, Jerry demonstrates that enduring success is built one connection at a time, guided by humility, trust, and a belief that what we give—our time, attention, and care—ultimately shapes the legacy we leave behind. Mitch Smith AIA, LEED AP is the CEO and chairman of MG2, an affiliate of Colliers Engineering & Design. View the full article

Earlier this year, financial technology company Block laid off 4,000 employees—around half the company’s workforce—in its push to embrace AI. Based on a recent interview, it seems like CEO Jack Dorsey has some more major changes in store for the company. And if true. . . he’ll have quite a few more performance reviews to fill out this year. In a recent episode of the Long Strange Trip podcast, Dorsey said he wants to cut middle management layers from five managers down to two or three this year. “In the most ideal case, you know, there is no layer,” he said in the podcast episode. “Everyone in the company reports to me, and that would be all 6,000 of the company. And that feels somewhat ridiculous when you consider the old structure, but when you consider that the majority of our work is going through this intelligence layer, it’s a lot more manageable.” The thousands of proposed direct reports aside—that’d be a lot of 1:1 check-ins—Dorsey describes a desire to “normalize down to just three [types of] roles.” First in Dorsey’s envisioned replacement structure are builders—those who work on the tools to build or operate the company. “They’re augmented, because they have access to agents, so one person can potentially do the work or explore the breadth that it would take a team or 10 people to do in the past,” he said. Then come the “Directly Responsible Individuals,” or employees who can strategize and understand customer outcomes. The last role would be what Dorsey calls a “player-coach”—basically what we consider managers today. He hopes that all of these roles would one day be able to report directly to him. Social media users were not exactly thrilled by Dorsey’s proposal that AI could outright replace middle managers. “So, the managers only exist to give employees someone to ‘report to’? That’s their only function?” one BlueSky user said. “They don’t actually DO anything, they’re just a big email in-box? Why even have a CEO, why not just let a bot run the whole shebang? Maybe the AI will decide to save costs by sacking all the employees.” “I know it wouldn’t ever happen in this scenario but god would it be funny to have Jack Dorsey write 6,000 performance reviews,” another user commented in the same thread. “Or deal with basic day-to-day employee relations issues. This is 100% a recipe for failure.” Others were less surprised by Dorsey’s statements, but similarly unenthused. “Basically, the only role that is indispensable is him,” a third person said. “This isn’t as innovative as he seems to think it is, it’s actually pretty standard tech CEO thinking.” After Block’s pandemic surge and before this year’s mass layoffs, the company’s stock has experienced a fair share of volatility. Last year, Block reported $24 billion revenue after its revenues missed Wall Street’s third-quarter expectations, resulting in company shares falling by as much as 14%. Earlier this year, Block stock surged by 20% following news of the company’s mass layoffs. Middle managers are already increasingly more burnt out these days, due to AI-related layoffs that gut organizational structure and lead them to having even more direct reports. But it sounds like Dorsey wants to do away with them altogether. In the same podcast episode, the billionaire Twitter cofounder admitted that he experienced “existential dread and also hope and optimism” in the last year. Under that pressure, Dorsey has taken extreme approaches to give the company what views as “the only durable structure” that he imagines could last “for quite some time.” And it doesn’t seem like the pace or scale of change will slow down anytime this year. View the full article

Half of Gen Z homeowners and 44% of millennial homeowners were at risk of missing at least one mortgage payment over the last two years, ServiceLink found. View the full article

A federal judge refused to sign a settlement agreement between the Department of Justice and Houston developer Colony Ridge because it failed to provide any consumer relief. DOJ agreed to an out-of-court settlement instead. View the full article

Federal Reserve Gov. Michael Barr said in a speech Tuesday that rapidly changing trade policies and conflict in the Middle East are straining rural communities by raising business operating costs. View the full article

Delta just unveiled the new version of its most premium seat, and it’s designed to let passengers stretch out just like they would in their bed at home. On April 13, the company announced that the “next generation” of its Delta One suites, which are made for long-haul international and domestic flights, will debut in early 2027 on new Airbus A350-1000 aircraft. The updated design will include a flat bed that’s been expanded by more than three inches, a custom cushion to act like an in-air mattress, and a new cubby to store shoes. Delta’s announcement comes just weeks after United (the second-largest airline by revenue behind only Delta itself) officially debuted its new Polaris Studio, an ultra-luxe seating option that’s 25% larger than its previous top-tier seat. Both of these moves are part of a broader focus on premiumization in the airline industry, aimed to attract and retain high-income fliers. As the sector’s biggest players double down on the most luxe in-flight experience possible, the race to design the most comfortable lie-back seat is officially on. Inside the airline industry’s ultra-premium seats race For the past several years, Delta has been on a mission to, as CEO Ed Bastian put it to Fast Company in 2024, “distinguish around service and having a premium brand.” So far, that effort is paying off: After the company began rolling out a more premium, redesigned cabin across its fleet in 2025, its total premium ticket revenue (which includes Delta First, Delta One, Delta Premium Select, Delta Comfort) was $22.1 billion, a 7% year-over-year increase, according to a press release. And in 2026, despite increased jet fuel prices due to the U.S.-Israel war in Iran, Delta hit a record March quarter revenue of $14.2 billion. The achievement was driven in large part by premium ticket revenue, which has almost overtaken the company’s main cabin revenue for the first time ever. It also recently raised checked bag fees. In an April interview with Fortune, Bastian explained, “Delta is not a low-cost airline. We can’t win by trying to provide the cheapest. We have to be able to win by providing the best.” Delta isn’t the only airline living by that philosophy. Recently, experts have posited that we’re squarely in the midst of a K-shaped economy—basically, an economic recovery model in which higher-income individuals rise while lower-income consumers fall behind. And, as Fast Company has written before, that trend is becoming increasingly glaring in the airline industry: At the same time that carriers are piling on heaps of added fees for lower-income fliers, they’re dedicating even more effort to making their “premium” seating more attractive to high-income customers. One way to do that is with new amenities, like luxury lounges and in-flight treats (both of which Delta has already invested in). Another is to double down on ultimate seat comfort—and several airlines have already made strides in that arena. In 2021, Jet Blue debuted new business class seats designed by a mattress start-up. United’s new Polaris Studio (available in ultra-limited quantities of eight to a plane) comes with expanded leg room, the largest touchscreen on any U.S. airline, and complementary caviar. This month, United also announced a new economy seat class, called Relax Row, that lets passengers lie back on a set of three seats with added bedding (for an extra cost). Now, Delta is catching up with its new Delta One suite design. Caviar is nice, but comfort is king Over the past few months, Delta has enticed customers to Delta One with a series of new airport lounges featuring steak tartare, shower suites, buffets, as well as in-flight perks like amenity bags and bedding designed by Missoni. All of those bells and whistles certainly can’t hurt—but the new Delta One suite design demonstrates that, at the end of the day, what passengers really want is a comfortable seat. “Customers are clear that comfort is their number one priority when flying Delta One—97% say Delta’s flat-bed is the reason for choosing the cabin,” Mauricio Parise, Delta’s vice president of Brand Experience, said in a press release. “This led us to a new design that, when combined with our current mattress pad and luxury bedding from Missoni, makes for an incomparable sleep at 30,000 feet.” The new suites deliver on what is probably the most oft-cited pain-point for fliers: leg and knee room. The lie-flat seat, designed in collaboration with the company Thompson Aero Seating, has been expanded by more than three inches, bringing its total length to more than six-and-a-half feet. According to Michael Steinfeld, Delta’s senior manager of onboard product, this modification was made specifically to help accommodate side-sleepers, which Delta’s research found make up most of the population. To accommodate this added room, Delta’s design team opted to arrange the suites in a reverse herringbone configuration, which maximizes the Airbus A350-1000’s wide floor plan. On top of the existing mattress pad and sheets, Delta designed a custom pillow-top cushion to make the seat feel more like an actual bed. “As we reviewed customer insights and pressure-mapping data from our existing Delta One seat cushions, we had an idea to design a plush top layer which can make the suite feel more like a bed, especially at the hips where most business class seats have a small gap between the back and bottom cushions,” Steinfeld says. Delta tested multiple prototypes of the design to ensure that the cushion would move and stretch with the seat during the flight. The spokesperson says the two-year design process involved a year of creating concept sketches and holding workshops, more than 40 development tests to validate the design, and multiple tests with employees to make sure that operational tasks like replacing components and programming seat controls ran smoothly. For a final test, Steinfeld’s team slept overnight in the seats before approving the design. As airlines battle it out for premium supremacy, the winner may not be which carrier can offer the most perks, but the one that can most accurately replicate passengers’ bedrooms for the skies. View the full article

When you’re contemplating Sterling for background checks, it’s vital to evaluate several key factors. Start with their expertise in various industries, which guarantees compliance and thoroughness. Next, reflect on how their customizable screening packages can meet your specific hiring needs. Don’t overlook the significance of technology integration with your HR systems, as it can lead to faster results. Finally, assess their customer support availability, important for a smooth process. With so much to deliberate, how do you guarantee you make the right choice? Key Takeaways Sterling has extensive experience in background screening since 1975, ensuring reliable and informed hiring decisions for various industries. Their customizable screening packages allow organizations to tailor services to meet specific industry requirements and compliance needs. Sterling integrates with HR systems, providing real-time data access and automated checks that deliver results faster than the industry average. Commitment to compliance with regulations like the Fair Credit Reporting Act ensures legal adherence and protects candidates’ rights during the background check process. Quality customer support is available during standard business hours, affecting the efficiency and overall experience of the background check process. Importance of Background Checks in Hiring When you’re hiring new employees, conducting background checks is vital for making informed decisions. These checks help mitigate risks associated with hiring individuals with criminal backgrounds, which can include safety, financial, and reputational risks. Research shows that about 80% of background checks uncover issues that interviews alone wouldn’t reveal, highlighting their significance. In industries like healthcare and finance, criminal background checks are especially important, as they protect vulnerable populations and sensitive information. Moreover, enhancing workplace safety is a key benefit, with 15% of employers indicating that these checks are imperative for a secure environment. If you encounter a failed Sterling background check, it’s important to understand the implications for your hiring process. Furthermore, compliance with regulations like the Fair Credit Reporting Act (FCRA) guarantees you’re obtaining written consent and allowing individuals to dispute inaccuracies, further safeguarding your hiring practices. Understanding Sterling’s Specialized Expertise Grasping the importance of background checks in the hiring process highlights the need for specialized expertise in this area. Sterling has been a leader in background screening since 1975, providing customized services that meet the unique demands of various industries. Their suite of offerings includes criminal record checks, employment and education verification, and drug testing, ensuring extensive coverage for your hiring needs. Sterling’s commitment to compliance means their checks adhere to legal regulations, such as the Fair Credit Reporting Act (FCRA), so you can trust the legality of their processes. Utilizing advanced technology, Sterling improves the accuracy and efficiency of reports. If you’re wondering how long do Sterling background checks take, the answer typically depends on the complexity of the check, but their streamlined approach often results in timely deliverables. Their expertise is particularly crucial in sensitive sectors like healthcare and finance, where thorough scrutiny is necessary. Evaluating Customer Support and Availability Evaluating customer support and availability is crucial when choosing a background check provider like Sterling. Although they offer various resources, they don’t guarantee 24/7 customer support, which some competitors do. Here are key factors to evaluate: Support Hours: Sterling provides assistance during standard business hours, with limited after-hours availability. Response Channels: You can reach out via phone or email, ensuring you can get help when needed. Response Times: Assess how quickly Sterling responds to inquiries, as this can affect your experience during checking the sterling check status. Quality of Service: Reflect on the quality of customer service, as effective support can streamline the background check process. Flexibility of Screening Packages As organizations seek effective solutions for employee screening, the flexibility of Sterling’s screening packages stands out as a significant advantage. When you choose to evaluate a Sterling background check, you’ll find customizable options customized to meet the specific needs of various industries. This flexibility allows you to define the scope of background checks based on job roles, guaranteeing alignment with your organizational goals. Sterling offers an extensive range of services, including employment and education verification, drug testing, and credit history reports. You can select different levels of screening depth, from national to state and county-level checks, providing a customized approach that meets compliance standards. Moreover, Sterling’s commitment to adapting its packages guarantees your business stays compliant with evolving laws and regulations, effectively managing hiring risks. This adaptability makes Sterling an ideal choice for organizations looking to improve their background check processes. Technology Integration With HR Systems When you integrate Sterling’s background check solutions with your HR systems, you streamline the hiring process considerably. This integration improves efficiency and reduces the administrative workload for your HR team. Here are some key benefits: Seamless Compatibility: Sterling’s platforms work well with various ATS and HRIS systems, making it easy to connect. Real-Time Updates: You gain access to real-time data, allowing for prompt decision-making during hiring. Faster Results: Sterling automates background checks, delivering results 2-4 times faster than the industry average. Compliance Assurance: Their technology helps guarantee adherence to federal and state regulations, minimizing legal risks. To access these features, simply log in to your sterlingbackcheck login. Frequently Asked Questions What Are They Looking for in a Sterling Background Check? In a Sterling background check, you’re looking for a thorough assessment of an individual’s criminal history, including searches of county, state, and federal databases. You’ll additionally verify employment history to guarantee accuracy, concurrently checking local, state, and national sex offender registries for safety. Typically, results are available within 1 to 5 business days, and Sterling adheres to regulations by checking criminal records from the past seven years, confirming compliance with laws. What Does Consider Mean on a Sterling Background Check? On a Sterling background check, “consider” refers to findings that might impact your hiring decision, especially regarding criminal history. When you see “consider,” it indicates you should evaluate the relevance of those findings to the job role. You’ll need to assess the nature of the offense, the time since it occurred, and the candidate’s qualifications. What Is the Best Company to Use for a Background Check? When deciding on the best company for a background check, consider a provider’s efficiency, range of services, and compliance with legal standards. Look for a company that offers quick turnaround times and exhaustive reports, including criminal records and employment verification. Sterling stands out in these areas, utilizing advanced technology for faster results and ensuring adherence to the Fair Credit Reporting Act, making it a reliable choice for thorough candidate vetting. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves an extensive criminal history investigation. These checks scrutinize records from various sources, including county, state, and federal databases, revealing past felonies, misdemeanors, and arrests. Additionally, checks can extend beyond the standard 7-year lookback period, unearthing older offenses. If you’ve had multiple issues, the scrutiny can increase, especially with AI’s role in identifying even minor discrepancies, complicating your chances of passing the check successfully. Conclusion When choosing Sterling for background checks, it’s essential to take into account their expertise, customizable screening options, and technology integration with HR systems. Furthermore, assess the quality of their customer support, as it can improve the efficiency of your hiring process. By evaluating these factors, you’ll guarantee a thorough and compliant screening process that aligns with your organization’s specific needs, ultimately leading to more informed hiring decisions that benefit your company in the long run. Image via Google Gemini and ArtSmart This article, "What to Consider When Choosing Sterling for Background Checks?" was first published on Small Business Trends View the full article

When you’re contemplating Sterling for background checks, it’s vital to evaluate several key factors. Start with their expertise in various industries, which guarantees compliance and thoroughness. Next, reflect on how their customizable screening packages can meet your specific hiring needs. Don’t overlook the significance of technology integration with your HR systems, as it can lead to faster results. Finally, assess their customer support availability, important for a smooth process. With so much to deliberate, how do you guarantee you make the right choice? Key Takeaways Sterling has extensive experience in background screening since 1975, ensuring reliable and informed hiring decisions for various industries. Their customizable screening packages allow organizations to tailor services to meet specific industry requirements and compliance needs. Sterling integrates with HR systems, providing real-time data access and automated checks that deliver results faster than the industry average. Commitment to compliance with regulations like the Fair Credit Reporting Act ensures legal adherence and protects candidates’ rights during the background check process. Quality customer support is available during standard business hours, affecting the efficiency and overall experience of the background check process. Importance of Background Checks in Hiring When you’re hiring new employees, conducting background checks is vital for making informed decisions. These checks help mitigate risks associated with hiring individuals with criminal backgrounds, which can include safety, financial, and reputational risks. Research shows that about 80% of background checks uncover issues that interviews alone wouldn’t reveal, highlighting their significance. In industries like healthcare and finance, criminal background checks are especially important, as they protect vulnerable populations and sensitive information. Moreover, enhancing workplace safety is a key benefit, with 15% of employers indicating that these checks are imperative for a secure environment. If you encounter a failed Sterling background check, it’s important to understand the implications for your hiring process. Furthermore, compliance with regulations like the Fair Credit Reporting Act (FCRA) guarantees you’re obtaining written consent and allowing individuals to dispute inaccuracies, further safeguarding your hiring practices. Understanding Sterling’s Specialized Expertise Grasping the importance of background checks in the hiring process highlights the need for specialized expertise in this area. Sterling has been a leader in background screening since 1975, providing customized services that meet the unique demands of various industries. Their suite of offerings includes criminal record checks, employment and education verification, and drug testing, ensuring extensive coverage for your hiring needs. Sterling’s commitment to compliance means their checks adhere to legal regulations, such as the Fair Credit Reporting Act (FCRA), so you can trust the legality of their processes. Utilizing advanced technology, Sterling improves the accuracy and efficiency of reports. If you’re wondering how long do Sterling background checks take, the answer typically depends on the complexity of the check, but their streamlined approach often results in timely deliverables. Their expertise is particularly crucial in sensitive sectors like healthcare and finance, where thorough scrutiny is necessary. Evaluating Customer Support and Availability Evaluating customer support and availability is crucial when choosing a background check provider like Sterling. Although they offer various resources, they don’t guarantee 24/7 customer support, which some competitors do. Here are key factors to evaluate: Support Hours: Sterling provides assistance during standard business hours, with limited after-hours availability. Response Channels: You can reach out via phone or email, ensuring you can get help when needed. Response Times: Assess how quickly Sterling responds to inquiries, as this can affect your experience during checking the sterling check status. Quality of Service: Reflect on the quality of customer service, as effective support can streamline the background check process. Flexibility of Screening Packages As organizations seek effective solutions for employee screening, the flexibility of Sterling’s screening packages stands out as a significant advantage. When you choose to evaluate a Sterling background check, you’ll find customizable options customized to meet the specific needs of various industries. This flexibility allows you to define the scope of background checks based on job roles, guaranteeing alignment with your organizational goals. Sterling offers an extensive range of services, including employment and education verification, drug testing, and credit history reports. You can select different levels of screening depth, from national to state and county-level checks, providing a customized approach that meets compliance standards. Moreover, Sterling’s commitment to adapting its packages guarantees your business stays compliant with evolving laws and regulations, effectively managing hiring risks. This adaptability makes Sterling an ideal choice for organizations looking to improve their background check processes. Technology Integration With HR Systems When you integrate Sterling’s background check solutions with your HR systems, you streamline the hiring process considerably. This integration improves efficiency and reduces the administrative workload for your HR team. Here are some key benefits: Seamless Compatibility: Sterling’s platforms work well with various ATS and HRIS systems, making it easy to connect. Real-Time Updates: You gain access to real-time data, allowing for prompt decision-making during hiring. Faster Results: Sterling automates background checks, delivering results 2-4 times faster than the industry average. Compliance Assurance: Their technology helps guarantee adherence to federal and state regulations, minimizing legal risks. To access these features, simply log in to your sterlingbackcheck login. Frequently Asked Questions What Are They Looking for in a Sterling Background Check? In a Sterling background check, you’re looking for a thorough assessment of an individual’s criminal history, including searches of county, state, and federal databases. You’ll additionally verify employment history to guarantee accuracy, concurrently checking local, state, and national sex offender registries for safety. Typically, results are available within 1 to 5 business days, and Sterling adheres to regulations by checking criminal records from the past seven years, confirming compliance with laws. What Does Consider Mean on a Sterling Background Check? On a Sterling background check, “consider” refers to findings that might impact your hiring decision, especially regarding criminal history. When you see “consider,” it indicates you should evaluate the relevance of those findings to the job role. You’ll need to assess the nature of the offense, the time since it occurred, and the candidate’s qualifications. What Is the Best Company to Use for a Background Check? When deciding on the best company for a background check, consider a provider’s efficiency, range of services, and compliance with legal standards. Look for a company that offers quick turnaround times and exhaustive reports, including criminal records and employment verification. Sterling stands out in these areas, utilizing advanced technology for faster results and ensuring adherence to the Fair Credit Reporting Act, making it a reliable choice for thorough candidate vetting. What Is the Hardest Background Check to Pass? The hardest background check to pass often involves an extensive criminal history investigation. These checks scrutinize records from various sources, including county, state, and federal databases, revealing past felonies, misdemeanors, and arrests. Additionally, checks can extend beyond the standard 7-year lookback period, unearthing older offenses. If you’ve had multiple issues, the scrutiny can increase, especially with AI’s role in identifying even minor discrepancies, complicating your chances of passing the check successfully. Conclusion When choosing Sterling for background checks, it’s essential to take into account their expertise, customizable screening options, and technology integration with HR systems. Furthermore, assess the quality of their customer support, as it can improve the efficiency of your hiring process. By evaluating these factors, you’ll guarantee a thorough and compliant screening process that aligns with your organization’s specific needs, ultimately leading to more informed hiring decisions that benefit your company in the long run. Image via Google Gemini and ArtSmart This article, "What to Consider When Choosing Sterling for Background Checks?" was first published on Small Business Trends View the full article

Comprehending the current small business tax rates is essential for managing your finances effectively. C corporations face a flat federal tax rate of 21%, but they deal with double taxation on dividends. Conversely, pass-through entities like LLCs and S corporations are taxed based on the owner’s personal income tax rate, which can range from 10% to 37%. This distinction is significant, especially when considering potential deductions. What other factors might influence your tax strategy? Key Takeaways C corporations face a flat federal tax rate of 21% on profits as per the Tax Cuts and Jobs Act of 2017. Pass-through entities, including LLCs, are taxed at the owner’s personal income tax rate, ranging from 10% to 37% as of 2025. State corporate tax rates vary; for example, Florida and Texas have a 0% rate, while California has an 8.84% rate. Pass-through entities can benefit from the Qualified Business Income deduction, potentially lowering their effective tax rate by up to 20%. Tax obligations also include sales tax, property tax, and compliance with local laws, which can vary significantly by state. Understanding Small Business Tax Rates Regarding comprehending small business tax rates, it’s essential to recognize the different structures that affect how taxes are levied. For instance, C corporations face a flat federal tax rate of 21% on profits. Nonetheless, keep in mind that dividends distributed to shareholders may be subject to double taxation. Conversely, pass-through entities, such as sole proprietorships, partnerships, and S corporations, are taxed at the owner’s personal income tax rate, which ranges from 10% to 37%. The Texas corporate tax rate, meanwhile, plays a role in determining your overall state liability. If you operate as an LLC, you can choose to be taxed as either a pass-through entity or a C corporation, which can greatly impact your tax obligations. Moreover, the Qualified Business Income (QBI) deduction allows eligible pass-through entity owners to deduct up to 20% of their qualified business income, providing potential tax savings. Federal Tax Rates for Small Businesses How do federal tax rates impact small businesses? Comprehending these rates is essential for your financial planning. Small businesses primarily fall into two categories: C corporations and pass-through entities. C corporations face a flat federal tax rate of 21%, established by the Tax Cuts and Jobs Act of 2017. Pass-through entities, including sole proprietorships, partnerships, and S corporations, are taxed based on individual income tax rates, which range from 10% to 37% as of 2025. The Qualified Business Income (QBI) deduction allows eligible owners to deduct up to 20% of their qualified business income. Individual tax brackets for pass-through entities may expire in 2025, possibly increasing tax burdens. Limited liability companies (LLCs) can choose to be taxed as either a pass-through entity or a C corporation, offering flexibility. State Tax Rates for Small Businesses State tax rates play a crucial role in the financial terrain for small businesses across the United States. These rates can vary considerably, with some states like Florida and Texas imposing a 0% corporate income tax, whereas others, such as New Jersey, can charge up to 11.5%. As of 2025, 44 states levy a corporate income tax, with California at 8.84% and New York ranging from 6.50% to 7.25%, depending on income levels. If you operate a pass-through entity, be aware that state income tax rates can range from 0% to 13.30%, influenced by your income bracket. Furthermore, some states offer special business tax rates or exemptions; for instance, Washington’s capital gains tax targets only high-income earners. Finally, local tax rates may further complicate your tax obligations, as these can vary widely even within the same state. Corporate Tax Rates vs. Pass-Through Entities When considering business structures, you’ll find that C corporations pay a flat federal tax rate of 21% on their profits, which can lead to double taxation when dividends are distributed. Conversely, pass-through entities like sole proprietorships and S corporations report income on their owners’ personal tax returns, facing individual tax rates that range from 10% to 37%. This distinction not only influences how much tax you pay but likewise highlights the potential benefits of the Qualified Business Income deduction, which allows eligible pass-through owners to reduce their taxable income by up to 20%. C Corporation Tax Rate Even though C corporations offer certain advantages, they come with a distinct tax structure that separates them from pass-through entities like sole proprietorships and partnerships. C corporations face a flat federal corporate tax rate of 21% on taxable income, a rate set by the Tax Cuts and Jobs Act of 2018. This tax structure can lead to double taxation, where profits are taxed at both the corporate and individual levels when dividends are distributed. Here are some key points to take into account: C corporations file Form 1120 for tax reporting. Individual tax rates for pass-through entities range from 10% to 37%. Eligible pass-through owners may benefit from the QBI deduction. C corporations don’t receive the QBI deduction. Shareholders may see reduced returns because of double taxation. Pass-Through Entity Taxation Pass-through entities, such as sole proprietorships, partnerships, LLCs, and S corporations, offer a distinct advantage in taxation compared to C corporations, primarily since they allow business income to be taxed at the owner’s personal income tax rate, which can range from 10% to 37%. Unlike C corporations, which face a flat federal tax rate of 21% and potential double taxation on dividends, pass-through entities avoid corporate income tax obligations. Moreover, owners can benefit from the Qualified Business Income (QBI) deduction, allowing for a deduction of up to 20% of their business income, which can lower their effective tax rate. State income tax rates for pass-through entities vary greatly, impacting overall tax liabilities. Sales and Use Taxes for Small Businesses Sales and use taxes play a fundamental role in the operations of small businesses, as these taxes directly impact pricing and profitability. Comprehending these taxes is vital for your business’s compliance and success. Here are some key points to reflect upon: Sales tax is a percentage added to the sale price of taxable goods and services, collected from customers and remitted to state authorities. Base sales tax rates vary by state; for example, California has a base rate of 7.25%, whereas Texas has 6.25%. Use taxes apply to out-of-state purchases made for business, ensuring local businesses aren’t disadvantaged by online sales. You must register with your state tax agency to collect sales tax and may need to file returns monthly or quarterly. Failing to collect or remit these taxes can lead to penalties and interest charges from state authorities. Stay informed to navigate these requirements effectively. Payroll Tax Obligations When running a small business, comprehension of payroll tax obligations is essential to maintaining compliance and avoiding potential penalties. As an employer, you’re responsible for federal payroll taxes, including FICA taxes that total 15.3% of gross earnings. You’ll withhold 7.65% from your employees’ paychecks and match this amount. Remember, the Social Security tax applies only to the first $168,600 of earnings in 2024. Additionally, you must contribute 6% under the Federal Unemployment Tax (FUTA) on the first $7,000 paid to each employee, though many states provide credits that can lower this rate. Don’t forget about state and local payroll taxes, which can vary widely. You’ll need to file payroll tax returns quarterly and annually, adhering to specific due dates to avoid penalties. Staying organized and informed about these obligations is essential for your business’s financial health. How to Calculate Small Business Taxes Calculating small business taxes involves several key steps to guarantee accuracy and compliance. Start by determining your taxable income, which is your total revenue minus all allowable business expenses, deductions, and credits. Depending on your business structure, the tax rate will vary. Here are the main steps to follow: Calculate total revenue: Add up all income from sales and services. Subtract business expenses: Deduct costs like rent, salaries, and supplies. Determine taxable income: Total revenue minus expenses gives you this figure. Identify your tax rate: C corporations face a flat 21% rate, whereas pass-through entities are taxed at individual rates from 10% to 37%. Consider the QBI deduction: Eligible pass-through owners can reduce taxable income by up to 20%. Accurate record-keeping is crucial for ensuring all deductions are accounted for, minimizing your taxable income effectively. Common Deductions for Small Businesses When running a small business, knowing about common deductions can greatly impact your tax bill. You can claim expenses like home office costs, vehicle expenses, and general business expenses, which help reduce your taxable income. Comprehending these deductions allows you to keep more money in your pocket as well as ensuring compliance with tax regulations. Business Expenses Deduction How can small businesses effectively manage their expenses to optimize tax deductions? By grasping common deductible expenses, you can lower your taxable income. Here are key areas to reflect upon: Rent and utilities: Costs for your business space and vital services. Office supplies: Everyday items needed to run your operations. Business travel: Expenses for trips related to your business activities. Meals and entertainment: Typically deductible at 50%, these can add up during client meetings. Employee costs: Salaries, wages, and benefits, including health insurance premiums. Additionally, take advantage of Section 179, which allows you to deduct the full purchase price of qualifying equipment and software in the year they’re used, maximizing your tax savings. Home Office Deduction Managing a small business from home can offer flexibility and convenience; it furthermore opens the door to potential tax savings through the home office deduction. This deduction allows you to deduct a portion of your home expenses, like mortgage interest, rent, utilities, and insurance, based on the percentage of your home used for business. To qualify, the space must be used regularly and exclusively for business activities. In 2025, you can choose between the simplified method, which deducts $5 per square foot for up to 300 square feet, or the actual expense method, which requires detailed record-keeping. Maintaining accurate records is vital to guarantee compliance with IRS requirements when claiming this valuable deduction, finally reducing your tax liability. Vehicle Expenses Deduction After exploring the home office deduction, it’s important to contemplate another significant area of tax savings for small businesses: vehicle expenses. You can deduct vehicle expenses using either the standard mileage rate of 65.5 cents per mile for 2023 or the actual expense method, which includes costs like gas, maintenance, and depreciation. To qualify, guarantee your vehicle is used for business purposes and keep accurate records. The IRS requires documentation, such as a mileage log detailing: Date of travel Destination Purpose of the trip Miles driven Expenses incurred For vehicles used exclusively for business, all actual expenses are deductible. Mixed-use vehicles require you to allocate between personal and business use, making record-keeping crucial for maximizing your deductions. Tax Credits Available for Small Businesses Tax credits can play a crucial role in reducing the tax burden for small businesses, especially when you consider the various options available. One significant credit is the Work Opportunity Tax Credit (WOTC), which offers up to $2,400 for each eligible employee hired from targeted groups. If your business engages in research, the Research and Development (R&D) Tax Credit can provide a percentage back on qualifying research expenses. Small businesses with fewer than 25 full-time employees might benefit from the Small Business Health Care Tax Credit, covering up to 50% of health insurance premiums. Furthermore, investing in renewable energy could make you eligible for the Investment Tax Credit (ITC), which grants a 26% credit on solar energy system costs. Finally, if you provide paid family and medical leave, the Paid Family and Medical Leave Tax Credit allows you to claim up to 25% of the wages paid during this leave. Managing and Reducing Tax Liability Managing and reducing your tax liability is essential for the success of your small business. By effectively deducting ordinary business expenses and implementing strategic tax planning, you can greatly lower your taxable income and keep more money in your pocket. It’s important to stay organized and informed about available deductions, as this knowledge can directly impact your bottom line. Effective Expense Deductions Effective expense deductions play a crucial role in managing your small business’s tax liability, as they allow you to lower your taxable income by claiming various ordinary and necessary business expenses. To maximize these deductions, consider the following: Office supplies: Items like pens, paper, and printers can be deducted. Marketing costs: Advertising expenses can reduce your taxable income. Travel expenses: Costs associated with business travel are deductible. Home office deduction: If you use part of your home for business, you can claim related expenses. Retirement plan contributions: Contributions to plans like 401(k)s or SEP IRAs are tax-deductible. Keep accurate records to substantiate your claims, ensuring you maximize your potential deductions during tax filing. Strategic Tax Planning While small business owners often focus on daily operations, strategic tax planning is essential for minimizing tax liability and enhancing profitability. First, identify your business structure, as this affects your tax rates and obligations. If you’re a pass-through entity, consider utilizing the Qualified Business Income deduction, which allows you to deduct up to 20% of your qualified business income. Regularly review your financial records and consult tax professionals to uncover missed deductions and credits. Implement automated tools for expense tracking to streamline compliance and maximize deductions. Finally, take advantage of deductible business expenses, including home office costs, equipment purchases under Section 179, and retirement contributions, as these can greatly lower your taxable income and overall tax liability. Common Tax Mistakes to Avoid When running a small business, it’s crucial to be aware of common tax mistakes that can lead to costly consequences. Avoiding these pitfalls can save you money and guarantee compliance with tax regulations. Here are some mistakes to watch out for: Misclassifying employees as independent contractors can trigger IRS penalties. Missing filing or payment deadlines may result in hefty interest charges. Overlooking deductible expenses, such as home office costs or health insurance premiums, can inflate your taxable income. Inadequate recordkeeping leads to inaccurate tax reporting, complicating compliance efforts. Failing to consult a tax professional can cause you to miss valuable deductions and credits, like the Qualified Business Income deduction. Additional Taxes for Small Businesses As you navigate the intricacies of running a small business, it’s important to recognize that your tax obligations extend beyond just the income tax rate. In addition to that, you’ll face various additional taxes. Payroll taxes, which include Social Security and Medicare contributions, total 15.3% of eligible gross earnings, split evenly between you and your employees. Depending on your business, you might likewise need to pay excise taxes on specific goods and services like alcohol or gasoline. Sales tax, a percentage added to taxable goods and services, must be collected and remitted in most states, with rates varying greatly. Use taxes may apply on out-of-state purchases for business purposes, ensuring compliance with local tax laws. Finally, property taxes could be levied on real estate or equipment owned by your business, with rates differing by location and assessed value. Staying informed about these obligations is vital for successful financial management. E-Commerce and International Tax Considerations Maneuvering the tax terrain becomes even more complex when you’re operating an e-commerce business or engaging in international trade. You need to be aware of various regulations that can greatly impact your operations. Here are key considerations: Nexus laws determine tax obligations based on your physical or economic presence in a state, possibly requiring sales tax collection across multiple jurisdictions. The 2018 Supreme Court decision in South Dakota v. Wayfair allows states to tax e-commerce sales from out-of-state sellers. Businesses selling digital goods face varying state tax treatments; some states impose sales tax, whereas others do not. International operations require compliance with the Foreign Account Tax Compliance Act (FATCA) and managing foreign tax credits to avoid double taxation. The Global Intangible Low-Taxed Income (GILTI) provision affects how U.S. companies with foreign subsidiaries report income, influencing tax strategies in international e-commerce. Frequently Asked Questions What Is the Current Small Business Tax Rate? The current small business tax rate varies based on the business structure. C corporations face a flat federal tax rate of 21%. On the other hand, if you operate as a pass-through entity, like a sole proprietorship or S corporation, you’ll pay taxes at your individual income tax rate, which ranges from 10% to 37%. In addition, if your business qualifies, you could benefit from the Qualified Business Income deduction, lowering your effective tax burden. Are All Corporations Taxed at 21%? Not all corporations are taxed at the flat 21% rate. This rate applies particularly to C corporations, which file Form 1120 to report income and expenses. Conversely, S corporations and partnerships are pass-through entities, taxed at the owners’ personal income tax rates instead. Furthermore, large corporations with average adjusted financial statement income over $1 billion may face an alternative minimum tax of 15%, adding complexity to corporate taxation. Is Self-Employment Tax 15% or 30%? The self-employment tax is 15.3%, not 15% or 30%. This rate includes 12.4% for Social Security and 2.9% for Medicare on your net earnings. For the 2024 tax year, only the first $168,600 of your earnings is subject to the Social Security portion, whereas all your net earnings face the Medicare rate. If you earn over certain thresholds, an additional 0.9% Medicare tax may apply. You can deduct half of this tax when calculating your taxable income. How Much Do Small Businesses Get Taxed? Small businesses face varying tax rates based on their structure. If you operate a C corporation, you’re taxed at a flat federal rate of 21% on profits. For pass-through entities, like sole proprietorships or partnerships, tax rates align with your personal income tax, ranging from 10% to 37%. Furthermore, you must account for state corporate taxes and payroll taxes, which can greatly affect your overall tax liability. Always consult a tax professional for specific advice. Conclusion Grasping small business tax rates is essential for effective financial management. With C corporations facing a flat 21% federal tax rate and pass-through entities taxed at personal income rates, your business structure profoundly impacts your tax liability. Moreover, state taxes and various deductions can further influence your overall tax situation. By staying informed and avoiding common mistakes, you can better manage your tax obligations and potentially reduce your liabilities, ensuring your business remains financially healthy. Image via Google Gemini and ArtSmart This article, "Current Small Business Company Tax Rate" was first published on Small Business Trends View the full article

Comprehending the current small business tax rates is essential for managing your finances effectively. C corporations face a flat federal tax rate of 21%, but they deal with double taxation on dividends. Conversely, pass-through entities like LLCs and S corporations are taxed based on the owner’s personal income tax rate, which can range from 10% to 37%. This distinction is significant, especially when considering potential deductions. What other factors might influence your tax strategy? Key Takeaways C corporations face a flat federal tax rate of 21% on profits as per the Tax Cuts and Jobs Act of 2017. Pass-through entities, including LLCs, are taxed at the owner’s personal income tax rate, ranging from 10% to 37% as of 2025. State corporate tax rates vary; for example, Florida and Texas have a 0% rate, while California has an 8.84% rate. Pass-through entities can benefit from the Qualified Business Income deduction, potentially lowering their effective tax rate by up to 20%. Tax obligations also include sales tax, property tax, and compliance with local laws, which can vary significantly by state. Understanding Small Business Tax Rates Regarding comprehending small business tax rates, it’s essential to recognize the different structures that affect how taxes are levied. For instance, C corporations face a flat federal tax rate of 21% on profits. Nonetheless, keep in mind that dividends distributed to shareholders may be subject to double taxation. Conversely, pass-through entities, such as sole proprietorships, partnerships, and S corporations, are taxed at the owner’s personal income tax rate, which ranges from 10% to 37%. The Texas corporate tax rate, meanwhile, plays a role in determining your overall state liability. If you operate as an LLC, you can choose to be taxed as either a pass-through entity or a C corporation, which can greatly impact your tax obligations. Moreover, the Qualified Business Income (QBI) deduction allows eligible pass-through entity owners to deduct up to 20% of their qualified business income, providing potential tax savings. Federal Tax Rates for Small Businesses How do federal tax rates impact small businesses? Comprehending these rates is essential for your financial planning. Small businesses primarily fall into two categories: C corporations and pass-through entities. C corporations face a flat federal tax rate of 21%, established by the Tax Cuts and Jobs Act of 2017. Pass-through entities, including sole proprietorships, partnerships, and S corporations, are taxed based on individual income tax rates, which range from 10% to 37% as of 2025. The Qualified Business Income (QBI) deduction allows eligible owners to deduct up to 20% of their qualified business income. Individual tax brackets for pass-through entities may expire in 2025, possibly increasing tax burdens. Limited liability companies (LLCs) can choose to be taxed as either a pass-through entity or a C corporation, offering flexibility. State Tax Rates for Small Businesses State tax rates play a crucial role in the financial terrain for small businesses across the United States. These rates can vary considerably, with some states like Florida and Texas imposing a 0% corporate income tax, whereas others, such as New Jersey, can charge up to 11.5%. As of 2025, 44 states levy a corporate income tax, with California at 8.84% and New York ranging from 6.50% to 7.25%, depending on income levels. If you operate a pass-through entity, be aware that state income tax rates can range from 0% to 13.30%, influenced by your income bracket. Furthermore, some states offer special business tax rates or exemptions; for instance, Washington’s capital gains tax targets only high-income earners. Finally, local tax rates may further complicate your tax obligations, as these can vary widely even within the same state. Corporate Tax Rates vs. Pass-Through Entities When considering business structures, you’ll find that C corporations pay a flat federal tax rate of 21% on their profits, which can lead to double taxation when dividends are distributed. Conversely, pass-through entities like sole proprietorships and S corporations report income on their owners’ personal tax returns, facing individual tax rates that range from 10% to 37%. This distinction not only influences how much tax you pay but likewise highlights the potential benefits of the Qualified Business Income deduction, which allows eligible pass-through owners to reduce their taxable income by up to 20%. C Corporation Tax Rate Even though C corporations offer certain advantages, they come with a distinct tax structure that separates them from pass-through entities like sole proprietorships and partnerships. C corporations face a flat federal corporate tax rate of 21% on taxable income, a rate set by the Tax Cuts and Jobs Act of 2018. This tax structure can lead to double taxation, where profits are taxed at both the corporate and individual levels when dividends are distributed. Here are some key points to take into account: C corporations file Form 1120 for tax reporting. Individual tax rates for pass-through entities range from 10% to 37%. Eligible pass-through owners may benefit from the QBI deduction. C corporations don’t receive the QBI deduction. Shareholders may see reduced returns because of double taxation. Pass-Through Entity Taxation Pass-through entities, such as sole proprietorships, partnerships, LLCs, and S corporations, offer a distinct advantage in taxation compared to C corporations, primarily since they allow business income to be taxed at the owner’s personal income tax rate, which can range from 10% to 37%. Unlike C corporations, which face a flat federal tax rate of 21% and potential double taxation on dividends, pass-through entities avoid corporate income tax obligations. Moreover, owners can benefit from the Qualified Business Income (QBI) deduction, allowing for a deduction of up to 20% of their business income, which can lower their effective tax rate. State income tax rates for pass-through entities vary greatly, impacting overall tax liabilities. Sales and Use Taxes for Small Businesses Sales and use taxes play a fundamental role in the operations of small businesses, as these taxes directly impact pricing and profitability. Comprehending these taxes is vital for your business’s compliance and success. Here are some key points to reflect upon: Sales tax is a percentage added to the sale price of taxable goods and services, collected from customers and remitted to state authorities. Base sales tax rates vary by state; for example, California has a base rate of 7.25%, whereas Texas has 6.25%. Use taxes apply to out-of-state purchases made for business, ensuring local businesses aren’t disadvantaged by online sales. You must register with your state tax agency to collect sales tax and may need to file returns monthly or quarterly. Failing to collect or remit these taxes can lead to penalties and interest charges from state authorities. Stay informed to navigate these requirements effectively. Payroll Tax Obligations When running a small business, comprehension of payroll tax obligations is essential to maintaining compliance and avoiding potential penalties. As an employer, you’re responsible for federal payroll taxes, including FICA taxes that total 15.3% of gross earnings. You’ll withhold 7.65% from your employees’ paychecks and match this amount. Remember, the Social Security tax applies only to the first $168,600 of earnings in 2024. Additionally, you must contribute 6% under the Federal Unemployment Tax (FUTA) on the first $7,000 paid to each employee, though many states provide credits that can lower this rate. Don’t forget about state and local payroll taxes, which can vary widely. You’ll need to file payroll tax returns quarterly and annually, adhering to specific due dates to avoid penalties. Staying organized and informed about these obligations is essential for your business’s financial health. How to Calculate Small Business Taxes Calculating small business taxes involves several key steps to guarantee accuracy and compliance. Start by determining your taxable income, which is your total revenue minus all allowable business expenses, deductions, and credits. Depending on your business structure, the tax rate will vary. Here are the main steps to follow: Calculate total revenue: Add up all income from sales and services. Subtract business expenses: Deduct costs like rent, salaries, and supplies. Determine taxable income: Total revenue minus expenses gives you this figure. Identify your tax rate: C corporations face a flat 21% rate, whereas pass-through entities are taxed at individual rates from 10% to 37%. Consider the QBI deduction: Eligible pass-through owners can reduce taxable income by up to 20%. Accurate record-keeping is crucial for ensuring all deductions are accounted for, minimizing your taxable income effectively. Common Deductions for Small Businesses When running a small business, knowing about common deductions can greatly impact your tax bill. You can claim expenses like home office costs, vehicle expenses, and general business expenses, which help reduce your taxable income. Comprehending these deductions allows you to keep more money in your pocket as well as ensuring compliance with tax regulations. Business Expenses Deduction How can small businesses effectively manage their expenses to optimize tax deductions? By grasping common deductible expenses, you can lower your taxable income. Here are key areas to reflect upon: Rent and utilities: Costs for your business space and vital services. Office supplies: Everyday items needed to run your operations. Business travel: Expenses for trips related to your business activities. Meals and entertainment: Typically deductible at 50%, these can add up during client meetings. Employee costs: Salaries, wages, and benefits, including health insurance premiums. Additionally, take advantage of Section 179, which allows you to deduct the full purchase price of qualifying equipment and software in the year they’re used, maximizing your tax savings. Home Office Deduction Managing a small business from home can offer flexibility and convenience; it furthermore opens the door to potential tax savings through the home office deduction. This deduction allows you to deduct a portion of your home expenses, like mortgage interest, rent, utilities, and insurance, based on the percentage of your home used for business. To qualify, the space must be used regularly and exclusively for business activities. In 2025, you can choose between the simplified method, which deducts $5 per square foot for up to 300 square feet, or the actual expense method, which requires detailed record-keeping. Maintaining accurate records is vital to guarantee compliance with IRS requirements when claiming this valuable deduction, finally reducing your tax liability. Vehicle Expenses Deduction After exploring the home office deduction, it’s important to contemplate another significant area of tax savings for small businesses: vehicle expenses. You can deduct vehicle expenses using either the standard mileage rate of 65.5 cents per mile for 2023 or the actual expense method, which includes costs like gas, maintenance, and depreciation. To qualify, guarantee your vehicle is used for business purposes and keep accurate records. The IRS requires documentation, such as a mileage log detailing: Date of travel Destination Purpose of the trip Miles driven Expenses incurred For vehicles used exclusively for business, all actual expenses are deductible. Mixed-use vehicles require you to allocate between personal and business use, making record-keeping crucial for maximizing your deductions. Tax Credits Available for Small Businesses Tax credits can play a crucial role in reducing the tax burden for small businesses, especially when you consider the various options available. One significant credit is the Work Opportunity Tax Credit (WOTC), which offers up to $2,400 for each eligible employee hired from targeted groups. If your business engages in research, the Research and Development (R&D) Tax Credit can provide a percentage back on qualifying research expenses. Small businesses with fewer than 25 full-time employees might benefit from the Small Business Health Care Tax Credit, covering up to 50% of health insurance premiums. Furthermore, investing in renewable energy could make you eligible for the Investment Tax Credit (ITC), which grants a 26% credit on solar energy system costs. Finally, if you provide paid family and medical leave, the Paid Family and Medical Leave Tax Credit allows you to claim up to 25% of the wages paid during this leave. Managing and Reducing Tax Liability Managing and reducing your tax liability is essential for the success of your small business. By effectively deducting ordinary business expenses and implementing strategic tax planning, you can greatly lower your taxable income and keep more money in your pocket. It’s important to stay organized and informed about available deductions, as this knowledge can directly impact your bottom line. Effective Expense Deductions Effective expense deductions play a crucial role in managing your small business’s tax liability, as they allow you to lower your taxable income by claiming various ordinary and necessary business expenses. To maximize these deductions, consider the following: Office supplies: Items like pens, paper, and printers can be deducted. Marketing costs: Advertising expenses can reduce your taxable income. Travel expenses: Costs associated with business travel are deductible. Home office deduction: If you use part of your home for business, you can claim related expenses. Retirement plan contributions: Contributions to plans like 401(k)s or SEP IRAs are tax-deductible. Keep accurate records to substantiate your claims, ensuring you maximize your potential deductions during tax filing. Strategic Tax Planning While small business owners often focus on daily operations, strategic tax planning is essential for minimizing tax liability and enhancing profitability. First, identify your business structure, as this affects your tax rates and obligations. If you’re a pass-through entity, consider utilizing the Qualified Business Income deduction, which allows you to deduct up to 20% of your qualified business income. Regularly review your financial records and consult tax professionals to uncover missed deductions and credits. Implement automated tools for expense tracking to streamline compliance and maximize deductions. Finally, take advantage of deductible business expenses, including home office costs, equipment purchases under Section 179, and retirement contributions, as these can greatly lower your taxable income and overall tax liability. Common Tax Mistakes to Avoid When running a small business, it’s crucial to be aware of common tax mistakes that can lead to costly consequences. Avoiding these pitfalls can save you money and guarantee compliance with tax regulations. Here are some mistakes to watch out for: Misclassifying employees as independent contractors can trigger IRS penalties. Missing filing or payment deadlines may result in hefty interest charges. Overlooking deductible expenses, such as home office costs or health insurance premiums, can inflate your taxable income. Inadequate recordkeeping leads to inaccurate tax reporting, complicating compliance efforts. Failing to consult a tax professional can cause you to miss valuable deductions and credits, like the Qualified Business Income deduction. Additional Taxes for Small Businesses As you navigate the intricacies of running a small business, it’s important to recognize that your tax obligations extend beyond just the income tax rate. In addition to that, you’ll face various additional taxes. Payroll taxes, which include Social Security and Medicare contributions, total 15.3% of eligible gross earnings, split evenly between you and your employees. Depending on your business, you might likewise need to pay excise taxes on specific goods and services like alcohol or gasoline. Sales tax, a percentage added to taxable goods and services, must be collected and remitted in most states, with rates varying greatly. Use taxes may apply on out-of-state purchases for business purposes, ensuring compliance with local tax laws. Finally, property taxes could be levied on real estate or equipment owned by your business, with rates differing by location and assessed value. Staying informed about these obligations is vital for successful financial management. E-Commerce and International Tax Considerations Maneuvering the tax terrain becomes even more complex when you’re operating an e-commerce business or engaging in international trade. You need to be aware of various regulations that can greatly impact your operations. Here are key considerations: Nexus laws determine tax obligations based on your physical or economic presence in a state, possibly requiring sales tax collection across multiple jurisdictions. The 2018 Supreme Court decision in South Dakota v. Wayfair allows states to tax e-commerce sales from out-of-state sellers. Businesses selling digital goods face varying state tax treatments; some states impose sales tax, whereas others do not. International operations require compliance with the Foreign Account Tax Compliance Act (FATCA) and managing foreign tax credits to avoid double taxation. The Global Intangible Low-Taxed Income (GILTI) provision affects how U.S. companies with foreign subsidiaries report income, influencing tax strategies in international e-commerce. Frequently Asked Questions What Is the Current Small Business Tax Rate? The current small business tax rate varies based on the business structure. C corporations face a flat federal tax rate of 21%. On the other hand, if you operate as a pass-through entity, like a sole proprietorship or S corporation, you’ll pay taxes at your individual income tax rate, which ranges from 10% to 37%. In addition, if your business qualifies, you could benefit from the Qualified Business Income deduction, lowering your effective tax burden. Are All Corporations Taxed at 21%? Not all corporations are taxed at the flat 21% rate. This rate applies particularly to C corporations, which file Form 1120 to report income and expenses. Conversely, S corporations and partnerships are pass-through entities, taxed at the owners’ personal income tax rates instead. Furthermore, large corporations with average adjusted financial statement income over $1 billion may face an alternative minimum tax of 15%, adding complexity to corporate taxation. Is Self-Employment Tax 15% or 30%? The self-employment tax is 15.3%, not 15% or 30%. This rate includes 12.4% for Social Security and 2.9% for Medicare on your net earnings. For the 2024 tax year, only the first $168,600 of your earnings is subject to the Social Security portion, whereas all your net earnings face the Medicare rate. If you earn over certain thresholds, an additional 0.9% Medicare tax may apply. You can deduct half of this tax when calculating your taxable income. How Much Do Small Businesses Get Taxed? Small businesses face varying tax rates based on their structure. If you operate a C corporation, you’re taxed at a flat federal rate of 21% on profits. For pass-through entities, like sole proprietorships or partnerships, tax rates align with your personal income tax, ranging from 10% to 37%. Furthermore, you must account for state corporate taxes and payroll taxes, which can greatly affect your overall tax liability. Always consult a tax professional for specific advice. Conclusion Grasping small business tax rates is essential for effective financial management. With C corporations facing a flat 21% federal tax rate and pass-through entities taxed at personal income rates, your business structure profoundly impacts your tax liability. Moreover, state taxes and various deductions can further influence your overall tax situation. By staying informed and avoiding common mistakes, you can better manage your tax obligations and potentially reduce your liabilities, ensuring your business remains financially healthy. Image via Google Gemini and ArtSmart This article, "Current Small Business Company Tax Rate" was first published on Small Business Trends View the full article

Looksmaxxer leader Braden Peters—better known as Clavicular or “Clav”—likes to smash his cheekbones with a hammer and do meth to stay lean. What does he not like? Being associated with the incel community or questioned about his manosphere friendships on television. In a recent segment for 60 Minutes Australia, journalist Adam Hegarty sat down with Clavicular, but the interview was abruptly cut short when Clavicular walked out. For those unfamiliar with Clavicular, the New Jersey-born Kick streamer, 20, has risen in popularity over the last few months for sharing his looksmaxxing journey—what he calls a movement of self-improvement—where he resorts to rather extreme measures to achieve maximum attractiveness, or “gigaChad” status. But it’s not just Clav’s tedious beauty routine that has garnered attention. He’s also regularly going viral for controversial activities, like running over someone with a Tesla Cybertruck or partying with figures such as self-proclaimed misogynist influencer Andrew Tate while singing along to rapper Ye’s “Heil Hitler” in Miami. Like a car wreck, the internet has been unable to look away, leading major outlets like The New York Times, GQ, and Playboy to profile Clav. And now the latest mainstream coverage by 60 Minutes Australia is going viral. “Literally the worst sequence of questions” Hegarty began the interview by dissecting some of the vernacular used by Clav and the looksmaxxing community, such as mogging (outshining someone). But the conflict came when Hegarty pointed out the looksmaxxing community’s ties with the incel (involuntarily celibate) community online. “Do I identify as an incel? I mean, how could you ask me that question as a follow-up after you asked me about my relationships to women? I mean, that’s quite literally the worst sequence of questions I think I’ve ever heard,” Clavicular replied. The reporter then rephrased the question. “Looksmaxxing was obviously a term created by the incel community. How do you feel about being linked to that group,” he said. Clavicular replied, “I’m not linked to that group in any way. Looksmaxxing is self-improvement, right? So it’s about potentially even ascending out of that category. So that would be kind of one of the goals is to disassociate from being an incel and overcome that. So that doesn’t make sense.” The interviewer then switched to discuss Clavicular’s social circle, among them Tate. “Why do you spend time with people like that?” Hegarty asked. Clavicular quickly turned defensive, saying that Hegarty was trying to turn the interview political. The influencer has in the past said he is not political, even saying he would vote for Gavin Newsom over JD Vance due to the vice president’s physique. “Too bad I didn’t have time to look into, you know, anything about potentially, you know, who your wife cheated with,” Clavicular told Hegarty—to which Hegarty replied that he was not married. Clavicular added: “So I could teach you about looksmaxxing, and then maybe you could switch that up. Thanks for the time. Appreciate the interview.” Internet divided over “platforming” While many online commentators have fixated on the interview’s dramatic and abrupt end, others are questioning the continued platforming of the streamer, highlighting a growing tension between mainstream media and the influencers whose views they chase. “For those questioning why this interview happened, it’s to show how ridiculous these people are because they are influencing the young male population at an alarming rate,” a user said on Threads. “This shows exactly how insecure this dude is, and how he carries himself when confronted. 60 Minutes got exactly what they needed.” “60 Minutes is interviewing Clavicular? Wtf are we even doing anymore?” one user said on X. View the full article

As businesses continue to navigate the rapidly evolving subscription economy, Visa’s latest innovation may reshape the way both consumers and small business owners manage recurring payments. The company recently launched its Enhanced Subscription Manager, a service designed to streamline subscription management within banking apps, giving consumers more control over their finances. According to projections, the global subscription market will approach a staggering 12 billion subscriptions by 2030. As consumers delve deeper into various subscription services—from streaming platforms to meal kits—they face challenges in transparency and control. Visa’s Enhanced Subscription Manager addresses these pain points, offering solutions that can benefit small business owners in several significant ways. The Enhanced Subscription Manager simplifies how consumers can track and manage their subscriptions directly within their mobile banking apps. Kathleen Pierce-Gilmore, Visa’s global head of Issuing Solutions, highlighted the increasing consumer demand for clarity and convenience: “Consumers today want clarity, control, and convenience when it comes to managing the subscriptions that touch so many parts of their lives.” This new service not only consolidates subscription visibility but also enables users to switch payment methods or cancel subscriptions seamlessly—all without leaving their banking app. This capability helps to reduce unwanted charges and increases consumer confidence, which could ultimately benefit businesses aiming for repeat customers. By collaborating with providers like Pinwheel, Visa enhances the user experience further. Small business owners can count on this collaboration to facilitate smoother billing processes, as Visa now allows integration that lets issuers embed card switching and subscription cancellation for over 100 major merchants. This platform, known as Visa’s Digital Issuer Solutions, equips financial institutions with the tools needed to provide modern consumer-facing experiences. In addition to subscription visibility, the platform includes features like push provisioning and digital card displays. These services create multiple touchpoints for businesses to engage with their consumers, making it easier for small businesses to maintain ongoing relationships with their clients. For small business owners, integrating the Enhanced Subscription Manager could resolve various transaction-related issues, such as disputes and chargebacks stemming from recurring payments. By creating an easier path for customers to manage their subscriptions, businesses may find that customer loyalty increases, fostering long-term relationships that can stabilize their revenue streams. However, implementing such technology can come with its own set of challenges. Small business owners need to consider the initial integration costs and the learning curve for both their staff and customers. The seamless experience that Visa promises relies on significant behind-the-scenes work, requiring effective coordination between banking institutions and merchants. Moreover, as the subscription economy grows, compliance with financial regulations will become paramount. Small businesses may need to invest time and resources to ensure that they meet any legal requirements related to payment processing and consumer protection. Visa expects its Enhanced Subscription Manager to be available to North American issuers by summer 2026, with future expansions planned for Latin America and the Caribbean. For small business owners, this timeline allows for strategic planning and potentially aligning their services to benefit from the enhanced consumer tools that will soon be at their clients’ disposal. In summary, Visa’s Enhanced Subscription Manager offers promising advancements that can significantly improve how consumers manage subscriptions while interacting with small business services. Enhanced consumer control can foster loyalty and reduce chargebacks, ultimately strengthening small businesses in today’s increasingly competitive landscape. For more information on this new offering, you can visit the original press release at Visa’s newsroom: Visa Press Release. Image via Google Gemini This article, "Visa Unveils Enhanced Subscription Manager, Boosting Control Over Payments" was first published on Small Business Trends View the full article

As businesses continue to navigate the rapidly evolving subscription economy, Visa’s latest innovation may reshape the way both consumers and small business owners manage recurring payments. The company recently launched its Enhanced Subscription Manager, a service designed to streamline subscription management within banking apps, giving consumers more control over their finances. According to projections, the global subscription market will approach a staggering 12 billion subscriptions by 2030. As consumers delve deeper into various subscription services—from streaming platforms to meal kits—they face challenges in transparency and control. Visa’s Enhanced Subscription Manager addresses these pain points, offering solutions that can benefit small business owners in several significant ways. The Enhanced Subscription Manager simplifies how consumers can track and manage their subscriptions directly within their mobile banking apps. Kathleen Pierce-Gilmore, Visa’s global head of Issuing Solutions, highlighted the increasing consumer demand for clarity and convenience: “Consumers today want clarity, control, and convenience when it comes to managing the subscriptions that touch so many parts of their lives.” This new service not only consolidates subscription visibility but also enables users to switch payment methods or cancel subscriptions seamlessly—all without leaving their banking app. This capability helps to reduce unwanted charges and increases consumer confidence, which could ultimately benefit businesses aiming for repeat customers. By collaborating with providers like Pinwheel, Visa enhances the user experience further. Small business owners can count on this collaboration to facilitate smoother billing processes, as Visa now allows integration that lets issuers embed card switching and subscription cancellation for over 100 major merchants. This platform, known as Visa’s Digital Issuer Solutions, equips financial institutions with the tools needed to provide modern consumer-facing experiences. In addition to subscription visibility, the platform includes features like push provisioning and digital card displays. These services create multiple touchpoints for businesses to engage with their consumers, making it easier for small businesses to maintain ongoing relationships with their clients. For small business owners, integrating the Enhanced Subscription Manager could resolve various transaction-related issues, such as disputes and chargebacks stemming from recurring payments. By creating an easier path for customers to manage their subscriptions, businesses may find that customer loyalty increases, fostering long-term relationships that can stabilize their revenue streams. However, implementing such technology can come with its own set of challenges. Small business owners need to consider the initial integration costs and the learning curve for both their staff and customers. The seamless experience that Visa promises relies on significant behind-the-scenes work, requiring effective coordination between banking institutions and merchants. Moreover, as the subscription economy grows, compliance with financial regulations will become paramount. Small businesses may need to invest time and resources to ensure that they meet any legal requirements related to payment processing and consumer protection. Visa expects its Enhanced Subscription Manager to be available to North American issuers by summer 2026, with future expansions planned for Latin America and the Caribbean. For small business owners, this timeline allows for strategic planning and potentially aligning their services to benefit from the enhanced consumer tools that will soon be at their clients’ disposal. In summary, Visa’s Enhanced Subscription Manager offers promising advancements that can significantly improve how consumers manage subscriptions while interacting with small business services. Enhanced consumer control can foster loyalty and reduce chargebacks, ultimately strengthening small businesses in today’s increasingly competitive landscape. For more information on this new offering, you can visit the original press release at Visa’s newsroom: Visa Press Release. Image via Google Gemini This article, "Visa Unveils Enhanced Subscription Manager, Boosting Control Over Payments" was first published on Small Business Trends View the full article

Google is rolling out Skills to Gemini in Chrome on desktop, letting users save prompts as reusable one-click tools and run them across selected tabs. The post Google Chrome Skills Turn Gemini Prompts Into Reusable Workflows appeared first on Search Engine Journal. View the full article

In case you missed it, there is a The President-branded smartphone in the works. This isn't something Donald The President himself is pushing; rather, his sons, Eric The President and Donald The President, Jr., are trying to break into the smartphone market with their company "T1 Mobile." As such, the company offers both a smartphone and its own cellular plan, which comes with unlimited talk, text, and data; international calling; and the name The President "proudly" displayed in the status bar as your carrier. How cool. Except the phone isn't actually available yet, but it might be getting closer to release. Despite announcing the venture back in June of 2025, the "The President T1" phone has been rather delayed. It seemed like it might have fallen by the wayside, at least until February, when The President Mobile finally returned The Verge's requests for more information on the phone. Executives showed off the device—which sported a different design than the original—and revealed specs to the publication. Still, there was no official timeline for release. Now, it seems we're getting one step closer. On Tuesday, The President Mobile rolled out a revamped website, while also formally introducing the new look at the T1 Phone. This is the first time the company has publicly displayed the design that it showed off to The Verge two months ago. It's gold, with a black and gold American flag affixed to the bottom. Underneath that appear the words "The President Mobile" in all caps. In the top-left, you can see three rear cameras and another engraved "The President Mobile" logo. On the front, you can see a gold edge around the display, which sports a selfie cutout in the center. The President Mobile T1 specsThe page also includes The President Mobile's official spec list for the device. Under "Key Features," we can see that the T1 Phone (gold version) is rocking a 6.78 AMOLED display, a 120Hz refresh rate, four cameras (50 MP main, 8 MP wide, 50MP telephoto, and 50MP selfie), a 5,000 mAh battery with quick charging support for up to 30W, 512GB of storage a fingerprint sensor and "AI Face Unlock," and a Snapdragon chipset. The company doesn't specify which Snapdragon chip they've put in this device, though since this is being marketed at $499, my guess is its something budget-focused. Interestingly, GSMArena highlights that the spec list is remarkably similar to the HTC U24 Pro. If The President Mobile is pulling the design off of this device, perhaps it's also borrowing the U24 Pro's Snapdragon 7 Gen 3 (4 nm) chip. But until the company confirms what's going on under the display, we just won't know. What the The President Mobile T1 will costThe President Mobile isn't just offering its own phone as part of its $47.45 mobile plan (yes, that's really how they priced it); you can take your pick of a selection of "renewed" phones as well, including Samsung Galaxies and iPhones. But if you want the T1 Phone, you can put down a $100 deposit today, and pay the remaining $399 when you officially buy it. You'll also get your first month of use free, but there's no telling when that first month will actually start, as the phone has no true release date. The President Mobile hasn't been the most consistent or transparent over the past year, but that might not be surprising given how many The President businesses have gone bankrupt or had to pay settlements due to charges of fraud. If you'd rather stick with a known carrier, you can pick up any number of excellent phones in a similar price range, without waiting for an unannounced release date at some point in the undefined future. Google Pixel 10a $449.00 at Amazon $499.00 Save $50.00 Shop Now Shop Now $449.00 at Amazon $499.00 Save $50.00 View the full article

Both Chase and Wells Fargo had a 15% reduction quarter-to-quarter in mortgage originations, more than the industry forecast for a 6% drop-off, Keefe, Bruyette & Woods noted. View the full article

Freedom comes from systems. The Disruptors With Liz Farr Go PRO for members-only access to more Liz Farr. View the full article

Freedom comes from systems. The Disruptors With Liz Farr Go PRO for members-only access to more Liz Farr. View the full article

ONS is privately warning that it will not iron out problems in its ‘transformed’ labour force survey before 2027View the full article

US military says no ships pass through its operation to seal off Iranian ports in first 24 hoursView the full article

Comprehending key recruitment processes and procedures is critical for any organization looking to hire effectively. You need to start by identifying your hiring needs and crafting detailed job descriptions. Establishing a budget and timeline helps streamline the recruitment effort. Developing a strategic plan, screening candidates, and conducting structured interviews are fundamental steps. Each of these elements plays an important role in ensuring you attract the right talent. What comes next can profoundly impact your overall hiring success. Key Takeaways Identify job vacancies and create detailed job descriptions to attract suitable candidates. Source candidates through multiple channels, including job boards, social media, and employee referrals. Implement a standardized screening process, including questionnaires and initial interviews, to assess candidate fit. Conduct structured interviews and utilize behavioral techniques to evaluate competencies and predict job success. Regularly review and update recruitment strategies based on feedback and market conditions to ensure effectiveness. Understanding the Recruitment Process Grasping the recruitment process is essential for effective hiring, as it lays the foundation for attracting and selecting the right candidates for your organization. The effective recruitment process consists of several stages, including identifying job vacancies, creating detailed job descriptions, sourcing candidates, screening applications, conducting interviews, and making final selections. When crafting job descriptions, make sure they clearly outline responsibilities and required skills during the reflection of your organization’s culture. Utilize various recruitment methods, such as job boards, social media, and employee referrals, to build a diverse talent pool. Screening applications can involve pre-screening questionnaires and standardized evaluation criteria, promoting objectivity. Structured interviews, featuring standardized questions and multiple interviewers, help assess candidates’ skills and experience, leading to informed decisions. Identifying Hiring Needs Comprehending the recruitment process sets the stage for identifying hiring needs, which is crucial for aligning your organization’s workforce with its strategic goals. Start by conducting a strategic analysis with key stakeholders like HR managers and department heads to clarify organizational requirements and urgency. It’s imperative to define desired qualities, along with both technical and non-technical skills, ensuring new hires align with your goals. Additionally, consider cultural fit, as it greatly impacts team dynamics and employee satisfaction. Establish a maximum salary offer based on market conditions and internal equity to attract suitable candidates. Regularly review and update hiring needs based on turnover rates and future growth projections to minimize turnover and align recruitment with long-term objectives. Aspect Importance Skills Required Aligns with organizational goals Cultural Fit Improves team dynamics Salary Offer Attracts suitable candidates Crafting Detailed Job Descriptions When crafting detailed job descriptions, you need to clearly outline crucial job responsibilities, required qualifications, and performance metrics. This clarity not merely helps candidates understand the role but likewise sets clear expectations for success. Essential Job Responsibilities Crafting detailed job descriptions is vital for attracting the right talent to your organization. Start by clearly specifying the important job responsibilities, using active language to improve engagement. This clarity helps potential candidates understand what’s expected of them. Incorporate measurable performance goals or key performance indicators (KPIs) to align candidates’ expectations with your organizational objectives. Regularly update your job descriptions based on feedback from top performers and managers, ensuring they accurately reflect evolving needs. Optimizing job descriptions for search engines (SEO) increases visibility, making it easier for qualified candidates to find and apply for your positions. By focusing on these elements, you’ll create effective job descriptions that resonate with the talent you seek. Required Qualifications and Skills Clearly outlining the required qualifications and skills in job descriptions is critical for attracting suitable candidates. Start by specifying educational background, technical skills, and relevant experience that align with the job. Using active language can make your descriptions more engaging, conveying urgency and importance. Regularly updating job descriptions based on feedback from top performers guarantees they remain relevant to organizational needs. Additionally, optimizing for SEO improves visibility, attracting a broader pool of candidates. Qualification Type Examples Importance Educational Background Bachelor’s in Marketing Fundamental knowledge Technical Skills Proficiency in SEO tools Crucial for job performance Relevant Experience 3+ years in similar roles Demonstrates capability Performance Metrics and Goals Performance metrics and goals play a crucial role in crafting detailed job descriptions, as they set clear expectations for potential candidates. Including measurable performance goals or key performance indicators (KPIs) helps candidates understand what success looks like in the role. Job descriptions should outline responsibilities and qualifications aligned with your organization’s overall goals, enabling candidates to see how they contribute to business objectives. Specific metrics, like sales targets or project completion rates, attract qualified candidates motivated by performance-based rewards. Regularly updating job descriptions based on feedback from top performers improves clarity and relevance, leading to better candidate alignment. Finally, using active language makes roles more appealing, resulting in higher engagement and improved application quality. Establishing a Recruitment Budget and Timeline When you’re establishing a recruitment budget and timeline, it’s essential to take into account both the direct and indirect costs involved in the hiring process. Direct costs include expenses like job advertising and agency fees, whereas indirect costs encompass the time your employees spend on recruitment activities. Typically, the average cost-per-hire ranges from $4,000 to $10,000, depending on the industry and role. Next, your hiring timeline should clearly outline each stage of the recruitment process, from job posting to onboarding, with realistic timeframes. These can range from a few weeks for less specialized roles to several months for executive positions. It’s important to align your budget and timeline with organizational goals to guarantee efficient resource allocation. Regularly reviewing and adjusting the budget will help you adapt to market conditions. Engaging stakeholders in this process cultivates alignment and support, streamlining your recruitment approach to meet expectations effectively. Developing a Strategic Recruitment Plan To develop an effective strategic recruitment plan, you must start with a thorough analysis of your organization’s needs, which involves identifying skill gaps and aligning new roles with your long-term business objectives. This foundational step guarantees you attract top talent that drives sustainable growth. Here are three key components to take into account: 1. Job Descriptions: Regularly update Job Descriptions, informed by top performers and managers, to clearly outline responsibilities, qualifications, and performance metrics. This clarity helps attract the right candidates. 2. Budget and Timeline: Establish a realistic recruiting budget and a well-defined hiring timeline. This approach helps you track costs and guarantees a structured recruitment process. 3. Data-Driven Insights: Utilize data throughout the recruitment process. This enables you to refine strategies, improve candidate quality, and boost overall hiring efficiency. Sourcing Qualified Candidates In terms of sourcing qualified candidates, you need to employ a variety of strategies to reach the best talent. Utilizing recruitment platforms like job boards and social media is crucial, but don’t forget about engaging passive candidates through networking events and direct outreach. Diverse Sourcing Strategies Diverse sourcing strategies are essential for attracting a wide range of qualified candidates, as they help organizations tap into various talent pools. By implementing these strategies, you can augment your recruitment process considerably. Here are three effective approaches: Use multiple channels: Leverage job boards, social media platforms, and industry-specific events to reach diverse candidates. Engage in proactive outreach: Network and encourage employee referrals to find high-quality candidates who may not be actively seeking jobs. Collaborate with recruitment agencies: Partner with agencies to access specialized talent pools, ensuring you don’t miss out on top candidates for hard-to-fill roles. Monitoring the effectiveness of these strategies through metrics can help refine your approach and improve hiring outcomes. Engaging Passive Candidates Engaging passive candidates is vital for organizations looking to fill roles with high-quality talent, especially since about 70% of the workforce consists of individuals not actively seeking new opportunities. To effectively reach these candidates, leverage professional networking platforms and utilize employee referrals, as referred candidates are 55% faster to hire. Personalized outreach is important; customized messages can boost response rates by up to 40%, making candidates feel valued. Moreover, attending industry events and conferences allows you to network directly with potential hires, with 80% of professionals appreciating these connections. Implementing a proactive talent pipeline strategy helps maintain ongoing relationships with passive candidates, leading to a 50% reduction in time-to-fill positions when opportunities arise. Utilizing Recruitment Platforms Utilizing recruitment platforms effectively can greatly boost your ability to source qualified candidates, as these tools expand your reach beyond traditional networks. By leveraging these platforms, you can tap into a wider talent pool and streamline your recruitment process. Consider these key strategies: Use Applicant Tracking Systems (ATS): Implementing ATS can automate communication and manage applications, reducing your time-to-hire by up to 25%. Engage Passive Candidates: Targeted outreach on social media and networking events can attract high-quality candidates who are currently employed. Analyze Data: Data-driven platforms provide insights on sourcing channels, helping you identify which platforms yield the best candidates for more strategic resource allocation. These approaches can boost your recruitment effectiveness and improve overall hiring outcomes. Screening and Assessing Applicants When you’re screening and evaluating applicants, implementing a standardized process is vital for ensuring efficiency and fairness. Start by using pre-screening questionnaires to filter candidates based on key criteria, which streamlines candidate selection. Next, conduct initial phone interviews to gauge candidates’ fit and interest, greatly reducing the time spent on in-person interviews with unqualified individuals. Incorporate assessment tools, such as technical skills tests or psychometric evaluations, to objectively evaluate candidates’ competencies and alignment with job requirements. It’s also important to maintain consistent evaluation criteria across all candidates, which helps mitigate biases during the screening and assessment phases. Finally, document interview feedback systematically; this aids in comparing candidates and provides valuable insights for refining your recruitment processes. Conducting Effective Interviews After identifying and evaluating suitable candidates, the next step involves conducting effective interviews that allow you to assess their qualifications and fit for your organization. To improve your interview process, consider these key strategies: Utilize structured interviews: Standardized questions improve the reliability of evaluations and enable consistent comparisons among candidates. Incorporate behavioral techniques: Focusing on past performance can predict future job success and cultural alignment, providing deeper insights into candidates’ potential. Include multiple interviewers: Having diverse perspectives reduces individual bias and leads to more objective hiring decisions. Furthermore, document interview feedback systematically. This practice helps track evaluations and refine your recruitment process over time. Implementing pre-interview assessments can as well streamline candidate selection by identifying crucial skills and competencies before the interview stage, ultimately improving your recruitment efficiency. Extending Job Offers Professionally Extending a job offer professionally is vital for securing top talent and setting the stage for a positive working relationship. When you extend an offer, make sure the letter clearly outlines compensation, benefits, job responsibilities, and any contingencies. This clarity helps prevent misunderstandings and sets clear expectations. Prompt communication is key; research shows that candidates who receive timely offers are more likely to accept them, reducing the risk of losing top talent to competitors. Allowing room for negotiation can improve candidate satisfaction, especially if you’re flexible on salary or benefits. After extending the offer, follow up with candidates to address any concerns or questions. This illustrates professionalism and solidifies their decision to join your organization. A well-structured job offer process improves candidate experience as well as strengthens your employer brand, as candidates are more likely to share positive experiences with their network. Onboarding New Hires Effectively Effective onboarding is vital for integrating new hires into your organization, as it greatly impacts their long-term success and satisfaction. A structured onboarding program can boost retention rates by up to 82%, making it critical for employee engagement. To guarantee an effective process, consider these key elements: Duration: Effective onboarding should last at least 90 days, allowing new hires to acclimate to the company culture and expectations. Mentorship: Pairing new employees with a mentor can improve their experience, leading to a 20% increase in job satisfaction and a stronger connection to the company. Feedback: Gather feedback from new hires about their onboarding experience to identify areas for improvement and adapt your strategies accordingly. Frequently Asked Questions What Are the 7 Steps of the Recruitment Process? The seven steps of the recruitment process are crucial for finding the right candidates. First, you identify job vacancies by reviewing turnover rates. Next, you create detailed job descriptions that outline responsibilities and qualifications. Then, you source candidates through job boards and social media. After that, you screen resumes and conduct interviews. Following interviews, you evaluate feedback and perform reference checks. Finally, you extend job offers to the selected candidates. What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are crucial for a successful hiring process. First, clarity involves clearly defining job requirements to attract the right candidates. Next, candidate experience focuses on creating a positive process that improves your employer brand. Communication is important; keeping candidates informed promotes transparency and maintains their interest. Cultural fit examines how well candidates align with your organization’s values, and consistency guarantees uniformity in how candidates are treated throughout the process. What Are the 5 Steps of the Recruitment Process? The recruitment process involves five crucial steps. First, you identify job vacancies by evaluating your organization’s needs. Next, you create detailed job descriptions that outline responsibilities and required skills. Then, you source candidates using various methods like job boards or referrals. After that, you screen applications to shortlist suitable candidates. Finally, you conduct interviews to evaluate their fit with the role and your company culture, ensuring you select the best candidate. What Are the Key Components of the Recruitment Process? The key components of the recruitment process include identifying job vacancies, crafting detailed job descriptions, and sourcing candidates through various channels. You’ll screen applications by reviewing resumes and conducting initial interviews, ensuring you filter out unsuitable candidates. Next, structured interviews help you evaluate candidates objectively, using standardized criteria for fair comparisons. Finally, making informed selections based on data-driven decisions aligns your hiring with organizational goals, ultimately improving your team’s effectiveness and performance. Conclusion In summary, effective recruitment processes are essential for attracting and retaining top talent. By identifying hiring needs, crafting precise job descriptions, and developing a strategic plan, you set a solid foundation. Screening and evaluating applicants through standardized methods, followed by structured interviews, help guarantee fairness. Finally, extending job offers professionally and onboarding new hires effectively can greatly impact your organization’s success. Regularly reviewing these processes will keep your recruitment efforts aligned with market demands and organizational goals. Image via Google Gemini and ArtSmart This article, "What Are Key Recruitment Processes and Procedures?" was first published on Small Business Trends View the full article

Comprehending key recruitment processes and procedures is critical for any organization looking to hire effectively. You need to start by identifying your hiring needs and crafting detailed job descriptions. Establishing a budget and timeline helps streamline the recruitment effort. Developing a strategic plan, screening candidates, and conducting structured interviews are fundamental steps. Each of these elements plays an important role in ensuring you attract the right talent. What comes next can profoundly impact your overall hiring success. Key Takeaways Identify job vacancies and create detailed job descriptions to attract suitable candidates. Source candidates through multiple channels, including job boards, social media, and employee referrals. Implement a standardized screening process, including questionnaires and initial interviews, to assess candidate fit. Conduct structured interviews and utilize behavioral techniques to evaluate competencies and predict job success. Regularly review and update recruitment strategies based on feedback and market conditions to ensure effectiveness. Understanding the Recruitment Process Grasping the recruitment process is essential for effective hiring, as it lays the foundation for attracting and selecting the right candidates for your organization. The effective recruitment process consists of several stages, including identifying job vacancies, creating detailed job descriptions, sourcing candidates, screening applications, conducting interviews, and making final selections. When crafting job descriptions, make sure they clearly outline responsibilities and required skills during the reflection of your organization’s culture. Utilize various recruitment methods, such as job boards, social media, and employee referrals, to build a diverse talent pool. Screening applications can involve pre-screening questionnaires and standardized evaluation criteria, promoting objectivity. Structured interviews, featuring standardized questions and multiple interviewers, help assess candidates’ skills and experience, leading to informed decisions. Identifying Hiring Needs Comprehending the recruitment process sets the stage for identifying hiring needs, which is crucial for aligning your organization’s workforce with its strategic goals. Start by conducting a strategic analysis with key stakeholders like HR managers and department heads to clarify organizational requirements and urgency. It’s imperative to define desired qualities, along with both technical and non-technical skills, ensuring new hires align with your goals. Additionally, consider cultural fit, as it greatly impacts team dynamics and employee satisfaction. Establish a maximum salary offer based on market conditions and internal equity to attract suitable candidates. Regularly review and update hiring needs based on turnover rates and future growth projections to minimize turnover and align recruitment with long-term objectives. Aspect Importance Skills Required Aligns with organizational goals Cultural Fit Improves team dynamics Salary Offer Attracts suitable candidates Crafting Detailed Job Descriptions When crafting detailed job descriptions, you need to clearly outline crucial job responsibilities, required qualifications, and performance metrics. This clarity not merely helps candidates understand the role but likewise sets clear expectations for success. Essential Job Responsibilities Crafting detailed job descriptions is vital for attracting the right talent to your organization. Start by clearly specifying the important job responsibilities, using active language to improve engagement. This clarity helps potential candidates understand what’s expected of them. Incorporate measurable performance goals or key performance indicators (KPIs) to align candidates’ expectations with your organizational objectives. Regularly update your job descriptions based on feedback from top performers and managers, ensuring they accurately reflect evolving needs. Optimizing job descriptions for search engines (SEO) increases visibility, making it easier for qualified candidates to find and apply for your positions. By focusing on these elements, you’ll create effective job descriptions that resonate with the talent you seek. Required Qualifications and Skills Clearly outlining the required qualifications and skills in job descriptions is critical for attracting suitable candidates. Start by specifying educational background, technical skills, and relevant experience that align with the job. Using active language can make your descriptions more engaging, conveying urgency and importance. Regularly updating job descriptions based on feedback from top performers guarantees they remain relevant to organizational needs. Additionally, optimizing for SEO improves visibility, attracting a broader pool of candidates. Qualification Type Examples Importance Educational Background Bachelor’s in Marketing Fundamental knowledge Technical Skills Proficiency in SEO tools Crucial for job performance Relevant Experience 3+ years in similar roles Demonstrates capability Performance Metrics and Goals Performance metrics and goals play a crucial role in crafting detailed job descriptions, as they set clear expectations for potential candidates. Including measurable performance goals or key performance indicators (KPIs) helps candidates understand what success looks like in the role. Job descriptions should outline responsibilities and qualifications aligned with your organization’s overall goals, enabling candidates to see how they contribute to business objectives. Specific metrics, like sales targets or project completion rates, attract qualified candidates motivated by performance-based rewards. Regularly updating job descriptions based on feedback from top performers improves clarity and relevance, leading to better candidate alignment. Finally, using active language makes roles more appealing, resulting in higher engagement and improved application quality. Establishing a Recruitment Budget and Timeline When you’re establishing a recruitment budget and timeline, it’s essential to take into account both the direct and indirect costs involved in the hiring process. Direct costs include expenses like job advertising and agency fees, whereas indirect costs encompass the time your employees spend on recruitment activities. Typically, the average cost-per-hire ranges from $4,000 to $10,000, depending on the industry and role. Next, your hiring timeline should clearly outline each stage of the recruitment process, from job posting to onboarding, with realistic timeframes. These can range from a few weeks for less specialized roles to several months for executive positions. It’s important to align your budget and timeline with organizational goals to guarantee efficient resource allocation. Regularly reviewing and adjusting the budget will help you adapt to market conditions. Engaging stakeholders in this process cultivates alignment and support, streamlining your recruitment approach to meet expectations effectively. Developing a Strategic Recruitment Plan To develop an effective strategic recruitment plan, you must start with a thorough analysis of your organization’s needs, which involves identifying skill gaps and aligning new roles with your long-term business objectives. This foundational step guarantees you attract top talent that drives sustainable growth. Here are three key components to take into account: 1. Job Descriptions: Regularly update Job Descriptions, informed by top performers and managers, to clearly outline responsibilities, qualifications, and performance metrics. This clarity helps attract the right candidates. 2. Budget and Timeline: Establish a realistic recruiting budget and a well-defined hiring timeline. This approach helps you track costs and guarantees a structured recruitment process. 3. Data-Driven Insights: Utilize data throughout the recruitment process. This enables you to refine strategies, improve candidate quality, and boost overall hiring efficiency. Sourcing Qualified Candidates In terms of sourcing qualified candidates, you need to employ a variety of strategies to reach the best talent. Utilizing recruitment platforms like job boards and social media is crucial, but don’t forget about engaging passive candidates through networking events and direct outreach. Diverse Sourcing Strategies Diverse sourcing strategies are essential for attracting a wide range of qualified candidates, as they help organizations tap into various talent pools. By implementing these strategies, you can augment your recruitment process considerably. Here are three effective approaches: Use multiple channels: Leverage job boards, social media platforms, and industry-specific events to reach diverse candidates. Engage in proactive outreach: Network and encourage employee referrals to find high-quality candidates who may not be actively seeking jobs. Collaborate with recruitment agencies: Partner with agencies to access specialized talent pools, ensuring you don’t miss out on top candidates for hard-to-fill roles. Monitoring the effectiveness of these strategies through metrics can help refine your approach and improve hiring outcomes. Engaging Passive Candidates Engaging passive candidates is vital for organizations looking to fill roles with high-quality talent, especially since about 70% of the workforce consists of individuals not actively seeking new opportunities. To effectively reach these candidates, leverage professional networking platforms and utilize employee referrals, as referred candidates are 55% faster to hire. Personalized outreach is important; customized messages can boost response rates by up to 40%, making candidates feel valued. Moreover, attending industry events and conferences allows you to network directly with potential hires, with 80% of professionals appreciating these connections. Implementing a proactive talent pipeline strategy helps maintain ongoing relationships with passive candidates, leading to a 50% reduction in time-to-fill positions when opportunities arise. Utilizing Recruitment Platforms Utilizing recruitment platforms effectively can greatly boost your ability to source qualified candidates, as these tools expand your reach beyond traditional networks. By leveraging these platforms, you can tap into a wider talent pool and streamline your recruitment process. Consider these key strategies: Use Applicant Tracking Systems (ATS): Implementing ATS can automate communication and manage applications, reducing your time-to-hire by up to 25%. Engage Passive Candidates: Targeted outreach on social media and networking events can attract high-quality candidates who are currently employed. Analyze Data: Data-driven platforms provide insights on sourcing channels, helping you identify which platforms yield the best candidates for more strategic resource allocation. These approaches can boost your recruitment effectiveness and improve overall hiring outcomes. Screening and Assessing Applicants When you’re screening and evaluating applicants, implementing a standardized process is vital for ensuring efficiency and fairness. Start by using pre-screening questionnaires to filter candidates based on key criteria, which streamlines candidate selection. Next, conduct initial phone interviews to gauge candidates’ fit and interest, greatly reducing the time spent on in-person interviews with unqualified individuals. Incorporate assessment tools, such as technical skills tests or psychometric evaluations, to objectively evaluate candidates’ competencies and alignment with job requirements. It’s also important to maintain consistent evaluation criteria across all candidates, which helps mitigate biases during the screening and assessment phases. Finally, document interview feedback systematically; this aids in comparing candidates and provides valuable insights for refining your recruitment processes. Conducting Effective Interviews After identifying and evaluating suitable candidates, the next step involves conducting effective interviews that allow you to assess their qualifications and fit for your organization. To improve your interview process, consider these key strategies: Utilize structured interviews: Standardized questions improve the reliability of evaluations and enable consistent comparisons among candidates. Incorporate behavioral techniques: Focusing on past performance can predict future job success and cultural alignment, providing deeper insights into candidates’ potential. Include multiple interviewers: Having diverse perspectives reduces individual bias and leads to more objective hiring decisions. Furthermore, document interview feedback systematically. This practice helps track evaluations and refine your recruitment process over time. Implementing pre-interview assessments can as well streamline candidate selection by identifying crucial skills and competencies before the interview stage, ultimately improving your recruitment efficiency. Extending Job Offers Professionally Extending a job offer professionally is vital for securing top talent and setting the stage for a positive working relationship. When you extend an offer, make sure the letter clearly outlines compensation, benefits, job responsibilities, and any contingencies. This clarity helps prevent misunderstandings and sets clear expectations. Prompt communication is key; research shows that candidates who receive timely offers are more likely to accept them, reducing the risk of losing top talent to competitors. Allowing room for negotiation can improve candidate satisfaction, especially if you’re flexible on salary or benefits. After extending the offer, follow up with candidates to address any concerns or questions. This illustrates professionalism and solidifies their decision to join your organization. A well-structured job offer process improves candidate experience as well as strengthens your employer brand, as candidates are more likely to share positive experiences with their network. Onboarding New Hires Effectively Effective onboarding is vital for integrating new hires into your organization, as it greatly impacts their long-term success and satisfaction. A structured onboarding program can boost retention rates by up to 82%, making it critical for employee engagement. To guarantee an effective process, consider these key elements: Duration: Effective onboarding should last at least 90 days, allowing new hires to acclimate to the company culture and expectations. Mentorship: Pairing new employees with a mentor can improve their experience, leading to a 20% increase in job satisfaction and a stronger connection to the company. Feedback: Gather feedback from new hires about their onboarding experience to identify areas for improvement and adapt your strategies accordingly. Frequently Asked Questions What Are the 7 Steps of the Recruitment Process? The seven steps of the recruitment process are crucial for finding the right candidates. First, you identify job vacancies by reviewing turnover rates. Next, you create detailed job descriptions that outline responsibilities and qualifications. Then, you source candidates through job boards and social media. After that, you screen resumes and conduct interviews. Following interviews, you evaluate feedback and perform reference checks. Finally, you extend job offers to the selected candidates. What Are the 5 C’s of Recruitment? The 5 C’s of recruitment are crucial for a successful hiring process. First, clarity involves clearly defining job requirements to attract the right candidates. Next, candidate experience focuses on creating a positive process that improves your employer brand. Communication is important; keeping candidates informed promotes transparency and maintains their interest. Cultural fit examines how well candidates align with your organization’s values, and consistency guarantees uniformity in how candidates are treated throughout the process. What Are the 5 Steps of the Recruitment Process? The recruitment process involves five crucial steps. First, you identify job vacancies by evaluating your organization’s needs. Next, you create detailed job descriptions that outline responsibilities and required skills. Then, you source candidates using various methods like job boards or referrals. After that, you screen applications to shortlist suitable candidates. Finally, you conduct interviews to evaluate their fit with the role and your company culture, ensuring you select the best candidate. What Are the Key Components of the Recruitment Process? The key components of the recruitment process include identifying job vacancies, crafting detailed job descriptions, and sourcing candidates through various channels. You’ll screen applications by reviewing resumes and conducting initial interviews, ensuring you filter out unsuitable candidates. Next, structured interviews help you evaluate candidates objectively, using standardized criteria for fair comparisons. Finally, making informed selections based on data-driven decisions aligns your hiring with organizational goals, ultimately improving your team’s effectiveness and performance. Conclusion In summary, effective recruitment processes are essential for attracting and retaining top talent. By identifying hiring needs, crafting precise job descriptions, and developing a strategic plan, you set a solid foundation. Screening and evaluating applicants through standardized methods, followed by structured interviews, help guarantee fairness. Finally, extending job offers professionally and onboarding new hires effectively can greatly impact your organization’s success. Regularly reviewing these processes will keep your recruitment efforts aligned with market demands and organizational goals. Image via Google Gemini and ArtSmart This article, "What Are Key Recruitment Processes and Procedures?" was first published on Small Business Trends View the full article

Engineering is one of the most male-dominated workforces in America. As of 2023, only 16% of engineers in the U.S. were women. Marketing, meanwhile, is an industry led by women: Though it has a more even split, the field still employs more women than men, with 60% of marketing roles in the U.S. held by women. But a phenomenon in new job listings has some experts wondering if marketing is undergoing a reinvention—one designed to make it a more enticing field for men. The discourse began when brand consultant Miranda Shanahan pointed out a trend she’s noticed on LinkedIn. “I’m convinced marketing jobs are being rebranded so that boys can do it too,” Shanahan said in a video that’s garnered 1 million views on TikTok. “We are suddenly seeing the same old marketing roles being given new, technical-coded names,” she said, referencing open positions on LinkedIn with titles like “senior branding engineer,” “marketing engineer,” and “GTM [go-to-market] engineer.” What are these jobs actually seeking from applicants? Quizlet’s listing for a “UGC (user-generated content) engineer” mentions leading a team of creators, directing content strategy, and having a “deep understanding of viral content and trends”—responsibilities typically associated with marketing roles more so than engineering roles. Baseten’s “content engineer” opening describes it as “a primarily technical writing position.” Meanwhile, Stable’s first-ever “growth engineer” will be responsible for data analysis, targeted outreach, and managing its marketing assets. Many of these roles also have software engineering and web design components. Is this history repeating itself? Shanahan said the situation reminded her of what happened to programming in the mid-20th century. What began as a female-dominated field underwent a cultural rebrand after the invention of the personal computer, with fewer women pursuing computer science in the years that followed. “Software was feminized when it was considered clerical, masculinized when it became high status,” Shanahan explained. “Marketing was feminized when it was ‘making things pretty.’ Now, marketing is being masculinized because AI has made it so anyone can code, and now the biggest problem is distribution.” “This technical language is being applied to earn respect with leadership, without considering what that means for who those roles might go to and who feels qualified to apply,” she concluded. Of course, jobs don’t have genders, and there are already many men in marketing and many women in engineering. But given the fields’ notable gender gaps, an apparent rebrand that might make marketing appear “manlier” is prompting examination. “So backwards”: Social media is split on the take The video quickly spread across social media. Many users on X echoed Shanahan’s sentiment and added their own evidence. “Someone at Ramp once told me ‘growth is marketing when men do it,’” one user recalled. “It’s hard to find jobs that are actually in my field,” another user lamented, “because they’ve started using tech buzzwords for job descriptions to make men feel like they’re doing something when it’s really just a role that would previously be like a secretary or something.” Journalist Taylor Lorenz also cosigned Shanahan’s take. “They’re calling social media managers ‘growth engineers’ now,” Lorenz wrote. “She’s 100% spot-on with this analysis.” But others said the video had things all wrong. One dissenter was Julia Pintar, cofounder of UGC company Playkit, who said she coined the term “UGC engineer” and that Shanahan’s take is “so backwards.” “We call it this because distribution is integral to a company’s success—it’s a big-time job,” Pintar posted. “The nomenclature gives these roles the integrity that they deserve—we can’t win the gender war if we refuse to be equal.” “The reason why job titles have changed is not because men now do the jobs women were doing & therefore [it’s] called ‘engineering’ now,” another user argued, pointing out that many startups now incorporate coding into their marketing workflows. “That kind of work has traditionally been called engineering, so the title has simply changed to reflect the evolution of the role itself.” 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. Samsung announced the new Galaxy S25 Series back in January 2025, a three-phone collection that competed with Google's Pixels for the title of the best Android phones you could buy in 2025. Out of the new lineup, the Galaxy S25+ is the middle-of-the-pack model, and a cheaper alternative to the top-of-the-line Galaxy S25 Ultra. Currently, you can pick one up for $749.99 ($250 off the original $999.99 retail price). With prices of many tech products going up, including Samsung phones, it's nice to see others going down. After the discount, the S25+ is only $30 more than the most basic model, the Galaxy S25, offering much better value for your money. Samsung Galaxy S25+ OS: Android 15, CPU: Qualcomm Snapdragon 8 Elite for Galaxy, Dimensions: 6.24 by 2.98 by 0.29 inches $1,319.99 at Amazon $1,419.99 Save $100.00 Get Deal Get Deal $1,319.99 at Amazon $1,419.99 Save $100.00 The S25 line offers upgrades from the S24 lineup: The best features in the OS are shared by all Galaxy phones, giving you new features you can only get from the One UI 7, including exclusive media and notifications features. Two of the best are Now Bar and Now Brief, which show you brief alerts or notifications personalized to your feed and activities. PCMag gave the Galaxy S25 an "excellent" review for its useful AI features, better battery life than the Ultra (around 15 hours on a single charge), outstanding cameras, and long software support. The main things you'll be missing compared to the newer S26 are some AI features and some minimal design. Arguably, the best competition for the Galaxy S25+ is the Google Pixel 9, which is currently $575. If you're already in the Google or Samsung ecosystem, the best option for you will be to stay loyal to your brand, unless you plan on swapping out every other accessory. The Galaxy S25+ runs on the Qualcomm Snapdragon 8 Elite for Galaxy, has three rear lenses, including a 12MP ultra-wide camera, and a 6.7-inch and 120Hz OLED display. The RAM is a generous 12GB, with the storage options starting at 128 GB, but this $749.99 option is for the 256GB. Our Best Editor-Vetted Tech Deals Right Now Apple AirPods Pro 3 Noise Cancelling Heart Rate Wireless Earbuds — $199.99 (List Price $249.00) Apple iPad 11" 128GB A16 WiFi Tablet (Blue, 2025) — $299.00 (List Price $349.00) Apple Watch Series 11 (GPS, 42mm, S/M Black Sport Band) — $299.00 (List Price $399.00) Fire TV Stick 4K Plus Streaming Player With Remote (2025 Model) — $29.99 (List Price $49.99) Amazon Fire TV Soundbar — $99.99 (List Price $119.99) Blink Video Doorbell Wireless (Newest Model) + Sync Module Core — $35.99 (List Price $69.99) Ring Indoor Cam (2nd Gen, 2-pack, White) — $59.98 (List Price $79.99) Deals are selected by our commerce team View the full article

Company team members, including those in affiliated business arrangements, will be eligible; real estate and joint venture agent partners will not be. View the full article