Embracing Independent Talent
December 14th, 2017
(Part 2 of a 2-part series on Recalibrating Risk in the Age of the Independent Worker) One third of the American workforce has declared its preference for independent work. In Part 1 of this 2-part series (which you can read here), we saw how this army of freelancers and small business consultants fills a critical […]
November 28th, 2017
(Part 1 of a 2-part series on Recalibrating Risk in the Age of the Independent Worker) When 53 million Americans—one-third of the workforce—have declared their independence from their employers, we can no longer deny the way we work is changing. Much of it is driven by shifting labor demographics—from Millennials avoiding the 9-to-5 life and Boomers who aren’t […]
August 29th, 2017
TalentWave has been helping clients execute this strategy for over 20 years with a comprehensive suite of solutions designed to safely and cost-effectively engage independent workers that our clients have found on their own, outside of any agency relationships. A vital component of developing a direct sourcing strategy is to consider the many different talent supply options.
October 27th, 2016
Given the revolutionary aspect of this new technology-enabled service we published a Talent Community Manifesto last week. Now it is time to get a little more practical and cover some of the core principles we have learned about building a successful Talent Community.
October 19th, 2016
Several weeks ago TalentWave announced the launch of our Talent Community solution. This is a technology enabled service that helps our client companies to curate a community of independent workers who are already known to the organization. When coupled with TalentWave’s comprehensive engagement layer, Talent Community creates a powerful end-to-end solution for engaging non-employee workers that we […]
June 21st, 2016
Last week FedEx announced that it had reached a settlement of independent contractor class action lawsuits in 20 states. The $240 million settlement was with its Ground Division drivers, and is still pending court approval. This settlement follows a $226 million dollar settlement announced last year, in the California class action against it.
June 2nd, 2016
A core principle of proper worker classification and engagement is the recognition that employees are different than independent workers, and they should be treated as such. We often see companies that engage independent workers make the same common mistakes by treating these two categories of workers similarly.
January 28th, 2016
One of the most common misconceptions about worker classification is the belief that a written contract, signed by both parties, stating that the consultant is an independent contractor, absolves the client of any tax or civil liabilities. In this article we’ll explore why this just isn’t true.
November 17th, 2015
Appropriate workers classification, though important, is not the only risk that consulting buyers face. Intellectual property concerns should also be addressed any time a business engages with an Independent Contractor to create, develop, or deliver a product, idea, or service for their business.
There's Much More
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