HyperTrack Stories

Fast Pay for Light Industrial Workers: Why Accurate Timesheets Make Same-Day Pay Possible

Jared McGriff — Tue, 05 May 2026 00:00:00 +0000

In light industrial staffing, two operational problems sit on top of every retention conversation: workers don't trust the timesheet, and they wait too long to get paid. Solve both and fill rates climb. Ignore either and the next shift goes to the marketplace that did.

Why Fast Pay Is a Retention Lever in Light Industrial Staffing

A worker's decision to pick up your shift or someone else's hinges on payment speed. Research shared at Shift Work Summit is blunt: 70% of gig workers have less than $1,000 in savings, 76% prioritize instant access to earnings, and 85% say they'd work more often if they were paid faster. Financial uncertainty drives the schedule.

Wonolo learned this when they introduced W-2 shifts to a marketplace built on 1099 expectations. Workers used to same-day pay suddenly had to wait a full payroll cycle, and pickup suffered. Their fix — Faster Pay for W-2 jobs, built with Zeal — closed the gap by letting workers access W-2 earnings on the 1099 cadence.

The point isn't payroll plumbing. The moment you make people wait, you stop competing for them.

Accurate Timesheets Are the Gating Factor for Faster Pay

Faster pay only works if the timesheet is trustworthy. In light industrial it usually isn't. A worker says they left at 5:30; the supervisor logs 4:30. Without an objective record of who was where and when, disputes pile up, payroll slows down, and both the customer and the worker walk.

This is the problem HyperTrack's Closeout Agent solves. It validates time and attendance against location proof-of-work — automated clock-in and clock-out via geofences, on-shift tracking, arrival and departure timestamps — and reconciles the closeout in minutes rather than days.

Traba is one of the clearest examples. Before HyperTrack, their homegrown solution captured location at clock-in but went dark for the rest of the shift. With HyperTrack: "We are now able to track 100% of shifts… Workforce automation helps us deliver a 98.3% fill rate with high worker quality." A single source of truth for every shift, end to end.

How Location-Verified Closeout Unlocks Instant Pay for Shift Workers

Accurate timesheets and fast pay aren't two initiatives — they're one system. Location-verified proof of work makes shifts ready to close the moment a worker leaves the site, which makes same-day or instant pay actually viable. No manual review queue, no Friday batch, no exception spreadsheet.

For light industrial operators competing against 1099 platforms on speed and each other on retention, that's the difference between a marketplace workers come back to and one they don't.

If your closeout is still a two-day process, that's also your pay-speed ceiling. HyperTrack lifts it.

The Hidden Fintech Problem Killing Staffing Companies (And How AI Finally Solves It)

Jared McGriff — Wed, 21 Jan 2026 00:00:00 +0000

Every staffing company thinks they're in the people business. But the moment a worker clocks in, you become a fintech company - whether you realize it or not.

“If I could get accurate time data for every shift in one place, my life and everybody’s life would be a lot easier!” This comment by a VP of Operations at a US staffing platform reflects a common sentiment among staffing leaders.

Even if you pay workers immediately, customers pay you 30, 60, sometimes 90 days later. Between those two moments lies a minefield of conflicting data, manual reconciliation, and cash flow nightmares that can sink even the most operationally sound staffing firm.

The Problem: There Is No Single Source of Truth

Here's the reality of shift closeout in 2026: your time and attendance data doesn't come from one system - it comes from everywhere. Your customer uses QR codes at their facility. Your MSP provides web-based time tracking. Workers clock in through a mobile app with unreliable geofencing. Someone photographs a paper timesheet and uploads it at midnight.

Which data source is correct? The answer determines whether you pay the worker $120 or $150, and whether you bill the customer $180 or $240. Research shows over 40% of employees either don't fill out timesheets accurately or skip them entirely, creating cascading effects throughout payroll operations. Manual data entry and spreadsheet dependency lead to high error rates, non-compliance risks, and disconnected payroll that creates inconsistent cash flows.

Your back-office team spends hours, sometimes even days, manually reconciling every single shift. They cross-reference multiple spreadsheets, chase down missing data, and make judgment calls that directly impact your P&L.

Staffing companies encounter friction when attempting to deliver fast and accurate payments. Since the data is opaque and in disparate places, staffing companies can’t provide the payment features that retain talent, boost engagement, and help workers earn and save. Many staffing providers can’t answer questions like - how many workers on your platform receive same-day pay?

The Solution: Closeout Agent Thinks Like Your Best Back-Office Manager

Closeout Agent doesn't just automate timesheet reconciliation - it listens to the entire shift, preparing for an optimal closeout the entire duration of the shift. Closeout Agent focuses on key workflows to capture missing data, determine a single source of truth, and manage all exceptions and deviations in order to (borrowing from the cult classic Glengarry Glenn Ross) always be closing.

## AI Copilot That Retrieves Missing Data

When traditional systems hit a wall because data is missing, Closeout Agent's AI agent does what your best back-office manager would do: it reaches out. The copilot communicates with workers, supervisors, and your connected systems to retrieve missing data, clarify discrepancies, and complete the picture. It's human-like coordination, fully automated.

Location Intelligence as Ground Truth

Paper timesheets and other self-reported hours are unreliable. But location doesn't lie. Closeout Agent uses background location tracking, geofencing, and geotag-verified clock-ins to establish ground truth for where workers actually were during their shifts. Location intelligence helps organizations make informed decisions by combining geographical context with workforce data, ensuring the right people are in the right place at the right time.

Exception Handling That Catches What Humans Miss

The system cross-references multiple data sources, detects anomalies, and surfaces plan-versus-actual variances automatically. It flags meal break compliance issues, identifies no-shows before the customer notices, and catches billing discrepancies that would otherwise slip through manual review.

Start Where You Are - Improve at Your Pace

Closeout Agent doesn't require you to overhaul your entire operations overnight. The platform works with whatever data you have today - whether that's paper clipboards, unreliable mobile check-ins, or sophisticated location tracking.

When data is insufficient, the system doesn't give you garbage output. It tells you exactly what's missing and assigns a data confidence score to every reconciliation. Over time, it shows you which data sources would improve accuracy: add mobile clock-ins for better data, add location intelligence for even greater confidence.

Without interrupting how you do things today, Closeout Agent connects directly to your existing billing platforms (Bill.com, QuickBooks, Xero) and payout systems (Zeal, Branch, DailyPay, Gusto, Paychex) through ready-made integrations. Implementation means integration, not replacement.

Fast, Accurate, Scalable - Finally

Timesheet inaccuracies delay payroll processing by increasing manual work, creating operational costs, and straining relationships with both workers and customers. Automation eliminates manual error and reduces friction by consolidating timesheet data from multiple sources, applying real-time validation rules, and generating payroll-ready data.

Closeout Agent combines additional data sources, better algorithms, and human-like coordination to deliver what manual reconciliation never could: shift closeout that's fast, accurate, and infinitely scalable.

Time is money. Closeout Agent saves you both.

Learn more: https://closeoutcopilot.com/

About HyperTrack

HyperTrack AI, apps, location APIs and SDKs enable same day closeout for field service companies and staffing marketplaces. Schedule a briefing at https://hypertrack.com/

Building a High-Growth Business in Times of Extreme Uncertainty

Jared McGriff — Wed, 03 Dec 2025 00:00:00 +0000

The following summary of the keynote of Shift Work Summit 2025 delivered by Curtis Anderson covers the highlights of the 30 minute session. Read on for the key points and watch the replay video below.

## Building Through Chaos

At Shift Work Summit 2025, Nursa founder and CEO Curtis Anderson opened Shift Work Summit 2025 with a candid look at what it really takes to build a high‑growth healthcare startup in an era defined by constant shocks. Drawing on Nursa’s journey since 2019, he described the last five years as living through multiple “eras” of change in technology, regulation, capital markets, and frontline work. For founders and operators in shift‑based industries, his message was clear: uncertainty is not a phase to wait out; it is the normal condition to build for.

From 2019 To Now: Five Eras In One

Anderson traced how the COVID‑19 pandemic and its aftermath reshaped both startup building and healthcare staffing. The 2020 health crisis triggered economic whiplash, remote work at scale, and a sharp pullback in growth‑stage funding, forcing startups to rethink how they operate and invest. At the same time, healthcare systems faced unprecedented staffing gaps, pushing them to search for more flexible, real‑time ways to connect with clinicians.

In this context, Nursa’s model—connecting facilities with vetted nurses and clinicians for per‑diem shifts via a marketplace—moved from a nice‑to‑have to a critical infrastructure layer. Anderson highlighted milestones like single‑day demand that exceeded half of Nursa’s first‑year volume as proof that both clinicians and facilities were hungry for new staffing models. Rather than chasing growth at any cost, the team leaned into understanding how these macro shifts were changing what “good” looked like for workers, patients, and operations.

Principles For High Growth In Uncertainty

A core theme of the talk was that high growth in uncertain times comes from disciplined clarity, not heroic optimism. Anderson emphasized the importance of constantly articulating both why an initiative should succeed and the most likely reasons it might fail, and doing this early enough that the team can course‑correct. By normalizing conversations about potential failure, Nursa’s leadership created space for honest debate without making critiques feel like personal attacks.

Curtis also underscored three operating disciplines that became non‑negotiable as the company scaled.

- Tight feedback loops between facilities and clinicians, so product decisions reflect the lived reality of both sides of the marketplace.

- Relentless simplification of workflows, like reducing the steps required for a facility to post a shift and for a nurse to pick one up.

- A willingness to revisit assumptions about pricing, incentives, and go‑to‑market as the funding and regulatory environment shifts.

People-First Healthcare Marketplaces

Even as the talk covered funding cycles and operating metrics, Anderson continually brought the conversation back to people. Nursa’s mission is rooted in the belief that clinicians and facilities are subjects, not objects - human beings whose autonomy and constraints must be respected by any platform that claims to serve them. That philosophy shows up in how Nursa gives nurses more control over when and where they work, while giving facilities tools to plan staffing more proactively and reduce burnout on the floor.

He shared stories of clinicians using Nursa to gain financial stability and independence by flexing their schedules, illustrating how “high growth” can translate into real quality‑of‑life improvements. For leadership teams across healthcare, senior living, and other shift‑based industries, the takeaway was that sustainable growth comes from aligning the platform’s success with better outcomes for workers and patients, not just filling more shifts.

## Key Takeaways For Founders And Operators

“Pessimism is a more intellectually seductive option than optimism and captures our attention. you can turn on the news or open your preferred social media feeds for five minutes and you'll have ample illustration of that allure. It is vital for survival though at a very basic and biological level and helps us prepare for risks before they arrive.

Optimism is equally essential. The future is for the faithful and the belief that things can be and will be better even when the evidence is murky is one of the most essential parts of everything that we do from maintaining a sound friendship or a relationship to making a long-term investment and in many cases for entrepreneurship..”

-Curtis Anderson, CEO, Nursa

For founders, investors, and operators building in shift work marketplaces, especially within the dynamic health care vertical, the session offered a practical blueprint:

- Treat macro‑level volatility - pandemics, rate shocks, regulatory changes - as design constraints for your business model, not excuses for performance.

- Build cultures where teams can rigorously pressure‑test ideas, including their own, without stigma.

- Invest in technology that reduces friction for both sides of the marketplace, turning chaotic demand into manageable, data‑driven workflows.

These key points of using challenge as a catalyst for growth, focusing on culture, and deeper investment in technology provide a practical guideline to navigate the ebb and flow of achieving scale in the midst of uncertainty.

Anderson closed by reframing uncertainty as a competitive advantage for teams willing to lean into it. When organizations stay close to their users, move quickly on learnings, and stay grounded in a clear mission, they can not only survive turbulence but also use it to build resilient businesses that become valuable by understanding customers and solving their most important problems.

For more information on Shift Work Summit visit the event page at shiftworksummit.com and watch the full replay of this session go here.

About HyperTrack

HyperTrack AI agents, apps, location APIs and SDKs enable same day closeout for field service companies and staffing marketplaces. Schedule a briefing at https://hypertrack.com/

The Importance of Location Intelligence in Field Service

Jared McGriff — Sun, 21 Sep 2025 00:00:00 +0000

Insight derived from the visualization and analysis of geospatial data is known as location intelligence. By superimposing data specific to a location—such as demographics, traffic, environmental conditions, economic factors, and weather—onto a sophisticated map or dashboard, unique insights are revealed. Executives employ location intelligence to comprehend the why and where of events, and to strategize their next move.

Leaders in every business and government sector are utilizing geographical intelligence to provide advantages for their respective organizations. Location intelligence plays a crucial role in field service management by providing valuable insights and enhancing operational efficiency. Here are some key reasons why location intelligence is important in this context: Optimizing Resource Allocation, Real-Time Monitoring and Dispatch, Service Level Agreement (SLA) Compliance, Enhanced Customer Experience, Performance Analysis and Continuous Improvement.

Decoding Location Intelligence

Field service management involves deploying technicians, vehicles, and equipment to various locations. Location intelligence enables businesses to analyze data on customer locations, service requests, and technician availability, allowing them to optimize resource allocation. By identifying the most efficient routes and assigning the nearest available technician to each job, businesses can minimize travel time, reduce fuel costs, and maximize productivity.

Location intelligence helps companies understand exactly where service appointments take place, how long it takes for technicians to travel to these sites and can give customer facing teams data pertaining to the real-time location of service providers. If used correctly, this data can feed real-time maps for customers and dashboards for operations teams. Location intelligence provides insights that make operations more transparent, which will ultimately help teams more function more efficiently.

Field Service Dispatching: Improving Predictability and Customer Satisfaction Real-Time Monitoring and Dispatch

Location intelligence enables real-time monitoring of field operations. Through tracking service orders in real time, businesses can track the location of field technicians and their progress on assigned tasks. This allows managers to gain visibility into ongoing activities, identify bottlenecks or delays, and make informed dispatch decisions. By quickly identifying the nearest technician to an urgent job, businesses can improve response times and customer satisfaction.

Service Level Agreement (SLA) Compliance

Location intelligence helps businesses meet SLAs by providing insights into travel times, distances, and historical performance data. By analyzing past service data, companies can identify patterns and trends related to service delivery, such as average response times for specific locations. This information can help them set realistic SLAs, allocate resources accordingly, and ensure compliance with contractual obligations.

Enhanced Customer Experience

Location intelligence allows businesses to better serve their customers. By analyzing customer location data and service histories, companies can gain insights into customer preferences, demographics, and service patterns. This information helps personalize service delivery, anticipate customer needs, and offer proactive maintenance. Additionally, accurate ETA estimations based on real-time location data enable businesses to provide customers with accurate updates, reducing frustration and improving overall satisfaction.

Performance Analysis and Continuous Improvement

Location intelligence provides a wealth of data that can be analyzed to measure and improve operational performance. By visualizing field service data on maps, businesses can identify trends, hotspots, and areas of improvement. For example, they can analyze response times across different locations, identify regions with high service demand, and optimize technician coverage accordingly. By leveraging location data, businesses can make data-driven decisions, streamline operations, and continuously improve their field service management processes.

Leveraging Location-Based Services for Enhanced Field Service Efficiency

The role of location-based services in field service management

Location-based services play an important role in field service management. Services like routing workers and technicians to job sites are the keys to success in field operations in the on-demand economy. Providing this data to workers in mobile apps helps them arrive at job sites according to schedule and can automate check-in and check-out processes for equipment in the field. Operations teams use location data to make decisions throughout the day, analyze specific service orders and audit service orders in aggregate.

With accurate location data, operations teams can plan work more efficiently and manage assets in the field in a more organized manner. For instance, providing field technicians with the shortest route to job sites will allow them to save time and manage fuel more efficiently; and documenting time spent at work sites in the field will give operations teams data about the duration of service appointments that can inform scheduling and training processes.

Mobile Workforce Management: Powering Field Service Optimization

Managing teams in the field can be complex. Field technicians must coordinate communications between peers, management teams and operations staff while conducting service appointments across multiple locations. Given the amount of time it takes to complete tasks, document the status of work, and communicate with relevant stakeholders, technology teams should provide workers in the field with tools that make their jobs easier. By automating workflows and providing routes in mobile apps, tech teams can provide mobile technicians with the same productivity tools that are used in the office.

Proving mobile apps to technicians in the field will give operations teams the granular data necessary to improve how the business functions over time. By tracking work in real-time via mobile devices, operations teams can build workflows that leverage automation and reduce manual processes. Mobile apps that turn devices into powerful production tools are the secret advantage for companies who use location strategically.

HyperTrack’s Driver SDK is particularly equipped to help teams to use location data to improve operations by providing routes to drivers, automating documentation in the field using geofences, and real-time tracking.

Overall, location intelligence empowers businesses in field service management to optimize resource allocation, improve response times, comply with SLAs, enhance customer experience, and drive operational efficiency. It helps businesses make informed decisions, streamline operations, and deliver exceptional service to their customers.

The Future of Field Service Management: A Look at Emerging Trends and Technologies

The future of field service management is here. It is more automated and responsive to the needs of customers. As management teams drive digital transformation efforts to make their operations more transparent and efficient, field service teams are meeting the challenges of these new expectations. Field teams are generating the data that managers need to continuously improve performance in the field. Real-time location data gives customers peace of mind and helps service teams understand the health of the business by viewing dashboards that display where technicians are at any given moment during their shift.

Companies that leverage location intelligence in field service have will have the upper hand in capturing relevant data about frequency of site visits, automating manual tasks and providing field technicians with the routes and modern productivity tools they need to accomplish their goals on a daily-basis. In aggregate, location intelligence helps companies become more proactive and nimble as they compete in the on-demand economy.

HyperTrack's Location AI Solution in Action - Closeout Agent Demo

Jared McGriff — Thu, 28 Aug 2025 00:00:00 +0000

How do leading staffing platforms and service companies use AI to finalize orders and process payouts the same-day? Our recent webinar answers this question. Led by HyperTrack Product Manager, Vibhas Jain, we discussed how AI improves operations by automating workflows for shift work and service teams.

The specific workflows that HyperTrack's Closeout Agent addresses are:

Time and attendance - automate clock-in/clock-out and mandated breaks during shfits
Scheduling - match skills with service orders and shifts
Billing and payouts - immediate verification of hours and mileage for fast payouts

The following webinar and demo dives into the Closeout Agent and demo highlights the meal break use case. Read the transcript and watch the demo, let us know what you think!

Welcome, everyone. So, today we're going to talk about closing out orders same day with AI. I don't know how many of you guys are familiar with HyperTrack.

We help shift work marketplaces and service companies and basically anyone with a feel force on the ground, and we help them track work, we help them build trust with their customers, with their workers, and this leads to significant results for our customers.

Results like: 60% reduction in no-shows, 70% improvement in NPS, and, millions of dollars saved every month. So that's what HyperTrack does. And we've been in the industry for a long time and we've learned a thing or two.

So, one of the biggest things that we've learned is, increasingly, workers want to get paid almost instantaneously after working. And it's in everyone's interest. The customer, the business, it's in everyone's interest to close out the shift as soon as possible.

Obviously, the happy path would be that the worker goes to the shift, they perform the work.

The customer's happy, everything went as planned, they get paid instantly. But we all know reality is messier than that, right?

As they say, shift happens, and sometimes shift hits the fan.

And there's always exceptions to the happy path, almost always. In the majority of the cases, there's an exception. There could be a time or attendance dispute, there are no calls, no shows, late cancellations, many, many, many different corner cases. And it's hard to call them corner cases because they happen as frequently as the happy path.

So, what does this lead to? So, usually, people have to be involved. People from the operations team have to make phone calls, send out text messages, and attempt to bridge the gap between the customer, the worker, and the ops team. So even though there's all these automation systems in place, the gaps between them exist. None of these systems are perfect at talking to each other, regardless of what your field force stack is.

We're living in a time where AI is conversational. And there's actual use for it. It can be the glue between all these different systems, which help tie the story together, deal with every single exception in a way that prioritizes the human beings in the transaction, and understands their needs. Helps reconcile the differences.

So without this AI glue. What happens is a lot of compliance issues, a lot of payment clawbacks, delayed payments. This leads to churned customers, churned workers, manual post-shift reconciliation. And all these things can be avoided.

For this reason, HyperTrack is building the world's best Closeout Agent.

The Closeout Agent, is good at one thing - closing out the shift.

It talks to the workers, it talks to your ops team, it talks to the customer if needed.

Finds whatever information all parties are missing, talks to them, confirms that everyone's okay with it, and it closes out the shift. That means it gets everyone on the same page.

Now, what's important is this works regardless of what platform your people exist on.

Whether they're more comfortable on WhatsApp, they're more comfortable on SMS, whether they're more comfortable on voice, or even comfortable with just staying inside your app – the agent works.

Regardless of what channel it operates on and what medium, whether it's text or voice or anything like that.

And with every order, every shift, across all our customers, this agent gets better and better at its singular purpose.

Which is closing out the shift.

If you leverage our in-app SDK, these are some of the kind of things you can eventually do:

Statement of work, which clarifies roles and responsibilities between your customer and your workers.

Confirmation and reminders, so, you can use rich user interfaces integrated within chat, so you can have the best of both worlds. Flexible user interfaces and conversational interfaces.

Expense reimbursement and payment summaries. The worker can look at their payout, look at the dissection of the payout, and they can confirm or dispute. Or they can ask for an explanation. Explain my payout to me.

A happy worker is someone who's been given all the information, their questions have been answered, and they're satisfied, and they got paid exactly how much they expected to get paid.

And all this operates on voice as well.

Some of our customers and workers are more comfortable with phone calls. Even within voice, you'll find a variety of different options, which all convert at a different rate.

You could have inbound phone call, outbound phone call, inbound within app, outbound from your app. There's many different possibilities.

And we work with our customers to discover the channel and the medium which converts the best for them.

And the closeout agent helps revive any disengagement that might occur - with workers or customers.

So that’s what the Closeout Agent does, it supports an ideal experience for your people.

Because, HyperTrack’s role is to improve the experience of the people in your system.

So let's take a look at one of our customers,solutions, they're using the Closeout Agent to improve how they handle collecting meal break data.

So as simple as it sounds, in certain states, every state has its own compliance law for documenting meal breaks for W-2 workers, and if you don't log workers' meal breaks, you are actually non-compliant, and you cannot close out the shift.

And what we heard from customers is they have trouble confirming this, and as simple as it sounds, it sounds – it often doesn't work.

This is where conversational intelligence is needed.

So this particular customer uses the HyperTrack Closeout Agent to takes on this small slice of the operational complexity associated with each shift.

So let's take a look at how it works through this demo of the meal break agent.

HyperTrack validates over 1 million shifts per month for leading staffing marketplaces and field service companies in energy, manufacturing, healthcare, light industrial, retail, hospitality, and other industries.
HyperTrack AI agents, workforce apps, location APIs and SDKs enable same day closeout for field service companies and staffing marketplaces. Schedule a briefing at https://hypertrack.com/

HyperTrack and Payment Dispute Resolution in Shift Work

Jared McGriff — Tue, 03 Jun 2025 00:00:00 +0000

HyperTrack provides a comprehensive location intelligence platform designed to automate and streamline shift work management. One of the primary workflows HyperTrack supports is resolving payment disputes—a common challenge in shift-based work and field service environments.

How HyperTrack Addresses Payment Disputes

Automated Proof-of-Work with Location Data:

HyperTrack uses real-time location tracking and geofenced clock-in/out to create an proof-of-work record for every shift. Workers are automatically clocked in and out when they enter and leave designated work sites, ensuring that the exact time spent on-site is captured without reliance on manual reporting or self-reported times, which are prone to error and manipulation.

Single Source of Truth for Hours Worked:

The platform integrates with existing time and attendance systems, validating clock-in, clock-out, and break times using both HyperTrack’s location data and third-party system records. This creates a unified, verifiable record that can be referenced to resolve any disputes about hours worked or presence on site.

Transparent and Automated Payout Verification:

By tracking not just time but also distance traveled and presence at specific locations, HyperTrack enables service providers, staffing marketplaces, and staffing companies to verify payouts automatically. This reduces the administrative burden of manual checks and provides clear evidence in the event of a dispute, such as when a worker claims to have completed a full shift, but location data shows they left early or did not attend at all.

Payment Dispute Resolution Workflow:

In case of a payment dispute (e.g., a worker claims underpayment or non-payment for a shift), operations teams can access detailed shift timelines and maps. These show exactly when and where the worker was present, how long they stayed, and whether they met the shift requirements. This data can quickly clarify misunderstandings or fraudulent claims, ensuring fair outcomes for both workers and employers.

Support for Same-Day Pay for Shift Work and Field Service:

HyperTrack’s automation and real-time validation enable instant or same-day pay systems. This not only increases worker satisfaction but also minimizes the window for disputes, as both parties have immediate, transparent access to shift data.

Key Benefits for Shift Work Marketplaces

Reduces manual reporting errors and administrative overhead
Provides clear, verifiable evidence to resolve disputes quickly
Supports fair and accurate payouts, improving worker trust
Integrates seamlessly with payroll and workforce management systems
Enhances operational visibility and reduces overstaffing

Watch the Webinar: Resolving Time and Attendance Disputes for Travel Nursing

HyperTrack’s Dispute Resolution Features

Feature	How It Helps with Payment Disputes
Geofenced clock-in/out	Ensures only time spent on-site is counted
Real-time location tracking	Verifies worker presence and movement
Automated proof-of-work	Provides indisputable records for every shift
Integration with payroll systems	Streamlines and automates payout calculations
Detailed shift timelines/maps	Enables rapid investigation and resolution

HyperTrack’s solution transforms payment dispute management in shift work by providing automated, location-based proof of work, ensuring transparency and fairness for all parties involved.

About HyperTrack

Adam Francis: Building Host Healthcare from Startup to Industry Leader

Jared McGriff — Fri, 16 May 2025 00:00:00 +0000

In March of this year, we had the chance to participate in the 2025 SIA Executive forum. The sessions highlighted the growth and transition that the staffing industry has experienced in the past several years. Within healthcare, these changes have been even more stark. In the session Making Growth Real, we had the opportunity to hear from Adam Francis as he described his inspirational journey as an entrepreneur leading Host Healthcare.

When Adam Francis founded Host Healthcare in 2012 at just 23 years old, he was armed with a philosophy degree, a family background in staffing, and an entrepreneurial drive that would soon reshape the travel healthcare staffing industry. Over the next decade, Francis would lead Host Healthcare from a scrappy startup to a national powerhouse, culminating in its acquisition by Medical Solutions in 2022 after reaching $800 million in revenue.

Early Days: Startup Grit and Learning on the Fly

“Healthcare staffing at the time back in 2012 was in a challenging position. It had contracted a lot after the recession, and as I was studying the market, things were looking very positive for the next decade and the years to come. So it looked like a good space to be in.”

Francis’ entry into healthcare staffing was both strategic and personal. With the industry still recovering from the recession, he saw an opportunity for growth as demographic trends pointed to rising demand for travel nurses and allied health professionals. The company’s first years were defined by a close-knit, mission-driven team, united by the belief that failure was not an option.

Francis recalls the anxiety of those early days, when cash was tight and the team’s survival depended on grit and shared purpose. He also realized that authentic leadership and self-awareness would resonate with customers and propel the company’s growth.

Inflection Points: Culture, Crisis, and Reinvention

By 2016, Host Healthcare had grown to 50 employees, and the challenges of scaling became clear. As the company expanded, Francis faced fierce competition for talent and struggled with turnover, leading to a period of decline in 2017, including months of negative revenue growth.

This was a turning point. Francis sought out an executive coach who challenged him to rethink his motivations an]\d leadership style. He realized that building a sustainable, mission-driven company required humility, continuous learning, and a renewed focus on culture. Drawing inspiration from leadership thinkers like Simon Sinek and Patrick Lencioni, Francis and his team redefined Host Healthcare’s values and mission, emphasizing transparency, accountability, and psychological safety.

Scaling Up: Culture as the Foundation for Growth

The cultural “renaissance” of 2018 and 2019 laid the groundwork for Host Healthcare’s explosive growth during the COVID-19 pandemic. With a strong leadership team, clear values, and robust systems for feedback and accountability, the company was able to scale rapidly in response to surging demand for travel nurses.

Francis credits Host Healthcare’s success to its unwavering focus on culture. The company built a workplace where feedback flowed in all directions, expectations were clear, and top performers were held to the same standards as everyone else. Even high-earning salespeople who didn’t embody the company’s values were asked to leave, reinforcing a culture of respect and teamwork.

“We used data-backed insights...we developed the data infrastructure that was needed to make the right decisions at the right time based on informed data and having the metrics, having very comprehensive metrics, very, very, very, very detailed data on how the company was doing on a week to week basis, a month to month basis, a quarter to quarter basis, was extremely important to us, and something that I think played a role in our success as well.”

Data-driven decision-making became a hallmark of Host Healthcare’s operations, allowing the company to forecast growth, manage uncertainty, and adapt quickly to changing market conditions. Leadership development was prioritized, with a focus on promoting from within and nurturing a growth mindset at all levels of the organization.

Recognition and Industry Impact

Under Francis’ leadership, Host Healthcare earned numerous accolades, including repeated recognition as one of the best staffing firms to work for, and Francis himself was named to the Staffing Industry Analysts’ Staffing 100 North America list multiple times. He was also recognized as one of Glassdoor’s Top 50 CEOs in the U.S. in 2021.

Lessons for Entrepreneurs

Francis’ journey offers several key lessons for aspiring entrepreneurs:

Mission-Driven Culture: A clear mission and strong values are essential for attracting and retaining talent, especially during periods of rapid growth.
Leadership Development: Investing in personal growth and building a leadership team based on trust and accountability are critical for scaling a business.
Growth Mindset: Organizations must foster a culture that embraces learning, feedback, and continuous improvement.
Transparency and Trust: Open communication about company performance and direction builds buy-in and loyalty.
Servant Leadership: Letting go of ego and focusing on empowering others creates a foundation for long-term success.

The Next Chapter

Following Host Healthcare’s acquisition, Francis continues to contribute to the broader healthcare staffing industry as part of Medical Solutions’ executive team and through involvement in non-profit organizations aligned with Host’s mission to help others live better.

Adam Francis’ story is a testament to the power of resilience, humility, and a relentless commitment to culture. For entrepreneurs navigating the challenges of growth, his journey offers a blueprint for building not just a successful company, but a lasting legacy.

SIA Executive Forum NA 2025: Technology, Efficiency, and Growth in Light Industrial Staffing

Jared McGriff — Thu, 24 Apr 2025 00:00:00 +0000

We had the chance to participate in the 2025 SIA Executive forum. The session titled Achieving Excellence in Industrial Staffing brought together leading voices from the staffing industry to discuss the future of light industrial staffing, with a sharp focus on technology, business efficiency, and growth. The panel featured:

Billy Milam, CEO, EmployBridge
Kristy Willis, Chief Sales Officer, PeopleReady (TrueBlue)
John Elwood, CEO, Elwood Staffing
Stacey Lane, CEO, Staffmark Group

Below is a summary of the key insights and strategies that emerged from their discussion.

## Leveraging Relationships to Navigate Uncertainty and Drive Efficiency

Billy Milam, CEO, EmployBridge

"What I can control is the depth of relationship, the communication I have with our clients... At the end of the day, they still want relationships. They want a person that can identify with their problems and help correct some of their opportunities."

Panelists acknowledged that while business optimism remains high, uncertainty—driven by macroeconomic forces and shifting client needs—continues to shape the industry. Billy Milam, CEO of EmployBridge, emphasized the importance of focusing on what can be controlled by deepening client relationships and addressing core concerns like employee retention and attraction. He noted that while external factors such as business environment, tariffs, and administration changes create noise, the fundamentals of serving clients and building trust remain unchanged.

John Elwood echoed this, stressing the value of authentic leadership and engagement with teams in the field. He reminded attendees, “The magic doesn’t happen in our boardrooms. The magic happens in our customers’ boardrooms or conference rooms or cafeterias or in their town hall meetings.” This hands-on approach, combined with data-driven decision-making, is critical for operational efficiency and business growth.

Technology as a Catalyst for Growth

Technology and automation were recurring themes throughout the conference and this session continued to underscore the importance of these topics. Panelists agreed that digital transformation is essential for scaling operations and improving efficiency in the light industrial sector.

Kristy Willis described PeopleReady’s approach: “We started with the end in mind of what we’re trying to accomplish... On things where we feel like we are a true differentiator, we’re going to build, and on things that will increase efficiency or improve revenue, we’re going to buy as much as possible.” Their proprietary JobStack app is a prime example—designed to reduce friction for customers seeking a digital experience, while maintaining flexibility for those who prefer traditional engagement.

Stacey Lane highlighted the importance of starting with business problems rather than implementing technology to follow trends. She explained how Staffmark Group leverages technology to solve real-world issues, such as using AI and machine learning for predictive labor models and workforce planning. This not only streamlines the hiring process but also helps tackle persistent challenges like no-shows and variable order volumes.

The Hybrid Model: Balancing Digital and Human Touch

Stacey Lane, CEO, Staffmark Group

"When you can take data and bring that to the customer, that will give them an opportunity to make better decisions about their employees and their workforce, you change the conversation and make yourself a much more trusted advisor, and beyond just filling a job."

A major takeaway was the consensus around a hybrid staffing model. While automation and AI can handle high-volume, repetitive tasks—improving speed, accuracy, and cost efficiency—panelists agreed that human expertise and relationships remain indispensable, especially in light industrial staffing.

John Elwood and Kristy Willis both pointed to research and field experience showing that the most successful approach combines digital tools with a strong local presence. Willis noted, “What has just been the shining winner over and over again, is that hybrid approach, where you’re meeting the customer where they want to be met... taking the people out in a people business is probably never going to occur entirely.”

Data-Driven Insights and Upskilling

Panelists stressed the growing importance of data analytics—not just for internal efficiency, but as a value-add for clients. Stacey Lane shared how providing clients with actionable workforce insights helps them make better staffing decisions and builds trust beyond transactional relationships. Giving clients the ability to be proactive in an environment as dynamic as light industrial staffing is invaluable as this allows organizations to adjust to ever-changing responsibilities and expectations.

Investing in training and upskilling was also highlighted as a growth driver. As automation takes over lower-level tasks, companies must focus on reskilling employees for higher-value roles, ensuring their teams are ready to adapt to new technologies and client requirements.

Competing with Digital Platforms

The rise of 1099 and app-based staffing platforms like Instawork and Traba was acknowledged as a competitive threat. Panelists agreed that while these platforms offer speed and flexibility, traditional staffing firms can differentiate themselves through deeper relationships, local expertise, and the ability to provide both digital convenience and human support.

Final Advice for Industry Leaders

In closing, the panelists offered actionable advice for navigating the current environment:

Automate what you can: Use technology to streamline repetitive tasks and free up staff for higher-value work.
Invest in people: Don’t neglect training and upskilling; your team’s expertise is your competitive edge.
Stay close to clients: Regularly engage with clients to understand their evolving needs and provide tailored solutions.
Be agile: Use this period to test and implement new digital initiatives, positioning your firm for growth as the market rebounds.

Outlook on Light Industrial Staffing

Kristy Willis, Chief Sales Officer, PeopleReady (TrueBlue)

"Flexibility and agility is key, and to be actively talking to our customers as market experts during this challenging time, so that they see us and they see the value, and when they're ready, they'll see it as a risk mitigation tool and select contingent labor as a next step."

The light industrial staffing sector is at a crossroads, where technology and human expertise must work hand-in-hand. Companies that embrace hybrid models, invest in workforce development, and leverage data-driven tools will be best positioned for efficiency and sustainable growth in 2025 and beyond.

Q&A
Question 1Are you seeing 1099, platforms like Insta work or Traba treba eating into your business? And if so, how are you addressing it?

Speaker 3 I would just say that if you're not experiencing that, that we probably are living under a rock, right? So there's a lot of competition right now with these digital platforms. And I think, again, I think it comes back to a lot of what we talked about is we have a responsibility to get our cost structure to a place where we can be more competitive, because that's going to continue to creep up in our industry. That's number one. Number two, I think it's about the presence these a lot of the digital apps have limited to know, in person, presence and relationships. And I think that's the starting point, certainly for us, is really addressing, hey, we will be on the ground with you, helping you through this. So that's just some of the things that we've done to address it.

Billy Milam

Yeah, you know, Kristy said it a little bit ago earlier. When you talk to your clients, what are the things they really want from a staffing company? One they want to be a bit of face with that company. They want that relationship, the depth of that relationship, as I mentioned a little bit ago. They also will be quick to say flexibility. And that's a really big term, too. And I always say, Well, what are you talking about when you get to flexibility? What does that mean to you? What does flexibility mean to you? And it's obviously very different based on the different client profiles, some of them do say, look, I want remove all friction. I want an app, I want visibility. I want to be able to do three clicks and put that in for 820 people to start Monday morning at eight o'clock. We'll need steel-towed boots and be able to drive forklifts, or whatever the case might be. I want that kind of visibility, that kind of flexibility, and some of these 1099s, can do that for them. We've got Blue Crew, a company we acquired two years ago that enables us to be able to at least blunt some of that, to be able to have somewhat of that little more frictionless experience from our clients, give them that flexibility where, where they want to get more flexible with their relationship with us.

Question 2

In the segments you play in – health and safety, compliance is paramount. How do you work with your customers and share best industry practices?

Stacey Lane

I mean, I can take that. We have an entire Risk and Safety Department. It's interesting how that evolved, because we were able to deliver against that function virtually during COVID, and we learned that and exercised that muscle. But that's still an important value add, because protecting the health and welfare of our employees is so important to the health of our workers comp, so we address that through a team of safety directors across the company, and then we do we handle this internally, all the claim administration for workers comp.

Question 3
Quick question, as we were talking about different operational issues for light industrial one of the issues is no-shows of workers, when the worker signs up for a shift and doesn't show up, how are you managing that with technology, business processes, best practices?

Speaker 5

My roundtable this morning, we got a lot of conversation about this. So we're doing a lot of different things. We're doing predictive labor models so that we're looking at machine learning and how those order volumes come through over bookings. A number of things that we're using, we're using technology to try to figure those things out, all the things that you and I had spent some time talking about before, and I don't, I don't think there's any magic answer, but you have to solve for the fact that not everyone is going to show up for work, and a multi channel approach is what I think everybody in this room needs to be thinking about.

Kristy Willis

Yeah, I think that's a great point. The only thing I would add to that is also just a strict attendance policy, because that word travels really fast. We've done that recently, and it certainly has helped reduce, not eliminate, never, will eliminate, but reduce.

John Elwood

Yeah, Kristy, I think that's an excellent point. I think there could be a different approach on that and that could be that the attendance policy is too strict.
With light industrial, we're talking about blue collar, gray collar, manufacturing, and warehouse workers. Sometimes the leniency on attendance and showing up for work when life gets in the way is stricter in that segment of our workforce than it might be for mid level management or higher. So I think we have to sometimes take a step back and be consultative with our clients. I don't think you can just, you know, say, hey, that's the first sign they looked at me strange, and now I'm going to get rid of them. No shows are going to be a part of our business.
I sat through sort of an interesting presentation recently from a firm that is entirely remote, and besides the call center and wherever they're headquartered, all of their instances are done through through the app, and it's not for everybody, but as long their theory is and their go to market strategy is, if a worker doesn't have to be the same one on the same shift, Monday through Friday, or whatever the shift is, if the work gets done, and this is probably particularly helpful, or, I should say, particularly appropriate, or would be a good fit, when you can't have five first days, if there's any training involved, you can't have five first days of brand new people. There's no productivity. But if they had had a little bit of training, or people could sort of sign up for their shift and be there, then their theory was, hey, I've got a pretty happy client, and I've got a pretty happy workforce, because they may not want to work 40 hours this week, they may want to work 24 so there's just different ways to do it, and it was eye opening and a learning opportunity for me, because I'm like, there are different ways to approach light industrial and no shows. And they had a way to rate their candidates pretty effectively with a quantitative or a numerical rating based upon if they were going to call off. Did they call up four hours before the shift started, or were they courteous enough and self aware enough to call off 24 hours before they were going to miss so that the shift could be covered?

Billy Milam

That actually reminds me a lot of and I never would have thought about an overlap on these two segments, how some companies in per diem nursing are filling shifts. Maybe we want to look at what they're doing a bit at some point in the future too. Might get some ideas for ourselves. Anyone else have some comments there?

Kristy Willis

I think I'm addressing the question, but maybe an expansive version. I've been in staffing for almost six years now. Prior to that, I was in a retail environment for 20 plus years and studied deeply the mindset of the workers at convenience stores, and gas stations, and so a lot of the same employees we would hire to, work shifts in a convenience store or gas station, are the same folks that we put in a to work in a facility. Today, it's that same mindset, same demographic. And I've always been stunned when you have retail apps on your phone that you're vigilant about getting scanned when you go through the drive through you walk into the store, the person that would turn left or drive 10 miles out of their way to another gas station because they knew they could save a penny per gallon or five cents per gallon, makes sense, but they're not valuing their time appropriately. What we, I believe, have an opportunity as an industry on is to think about that gamification. So you show up to work 10 days in a row through your app. Boom, you get 100 points. When you get 1000 points, you get a digital gift card deposit into your account. That's sort of thinking, that mindset, your team productivity hits a certain level for 10 days in a row. Boom, more points that point accumulation, just like you might at a Hilton. Or Marriott bonvoy, or Chick fil A or McDonald, whatever that app might be. Thinking about it on those terms, and driving some of those no shows, driving some of those other ways to incent for a little bit of I think incentive dollars, you can go a long way with some of the things that are meaningful to our client base.

John Elwood

I mean, I can start I think that, look, our business is very resilient. We're going to bounce back. I'm probably a little more pessimistic than my other panelists, because I do feel like we have a lot of threats, and I think it's time. My advice would be, automate what you can it's an easier time to think about disrupting your business right now. When things are down, manage your costs and be smart. If you're thinking about restructuring, do it now, and be aware that your client is your largest competitor right now. And if there's opportunities for you to provide relevance and technology to continue to make yourself essential. Do it now.

John Elwood:

Love that. To add on to that, everything Stacey just said, and I would say, number one, there are verticals that are growing in our industry or in this industrial more than others. So know what those are specific for you, and focus on those. Number two, in terms of a delivery model, make sure that you have the right delivery model for your customers and your associates that is heavily emphasized with sales right now and helping them realize the importance of listening. And then finally, leverage technology and automation where you can but remember, going into AI data is critical. What goes in if it's not good data, it's not good for anybody, so pay attention to that as you're looking for those types of products and services.
Speaker 2 I think COVID was a big lesson. A lot of us, because we went into COVID, we there was no playbook for it. We had to do things very differently than we did before, but as soon as we got back to whatever normal was, post that, COVID recovery, and we started seeing things going nuts again, we kind of regressed back to our old ways of doing things. We had a lot of good ideas. We had a lot of good processes that were modified a lot of us with higher dynamics.

Dan Campbell sitting right over there at the time. We leaned heavier on technology during that time period. We revert it back? And I said, Hang on a minute. Let's not do that. I don't know that I'd say this is the same opportunity now, but kind of where Stacey and Kristy were both going now is an opportunity to try some of these things.

Don't be paralyzed, don't be stagnant. Bullets and cannonballs, I think, is the right right thought, right mindset, right approach. And when you do see something working, and things do start to it'll recover. Temp penetration rates are lower than they've been since COVID and since the great financial crisis. Over time, we saw that slide yesterday morning. Lowest it has been since those two events happened. It'll come back. But now's the time we have an opportunity to really be able to take advantage of some of these tests and learn theories.

Stacey Lane

In the remaining couple seconds, I think I may be stealing this a little bit even from the other panelists, or maybe it was Billy that said it, but we're in a people business. Don't forget our people. Don't forget training and making sure that our people can are there. Because I'm a little bit more, I think of the half glass half full, but I think it'll come back. I really do, and I think we need to be poised to take advantage of it. A lot of us can remember 2008, 2009. Boy, there was a hell of a slingshot coming out of that. And when you automate and when you digitize, make sure your process is right. Don't do the wrong thing faster. Make sure your processes are right, and make sure that when you're taking advantage of that, that it's still core to your culture and what your original mission is. So I think that's all I would say.

Where to Next for Healthcare Staffing: Navigating the Challenges and Opportunities

Jared McGriff, Gaurav Deshpande — Wed, 16 Apr 2025 00:00:00 +0000

The healthcare staffing industry is undergoing significant transformation. As it adapts to evolving market dynamics, technological advancements, and workforce challenges, industry leaders are faced with the task of innovating to survive and keep up with the trends and strategies that shape the future of healthcare staffing. At last month’s Staffing Industry Analysts Executive Forum, North America in Miami, these topics were highlighted in the session, Where to Next for Healthcare Staffing.

The following key points punctuated the engaging panel discussion that was rich with insights from staffing leaders who have seen the industry as it has evolved over the past few decades. The panel featured the following executives:

Meredith Lapointe, chief business officer, AMN Healthcare

John A. Martins, president and CEO, Cross Country Healthcare

Benjamin Mirtes, CEO, Ingenovis Health

Sophia Morris, executive VP, client fulfillment and strategy teams, Aya Healthcare

## Key Trends in Healthcare Staffing

1. Decline in Travel Nursing

Travel nursing has experienced a sharp contraction, with a 37% decline projected for 2024 following a 36% drop in 2023. This trend is largely driven by healthcare systems reducing bill rates to pre-pandemic levels and decreasing reliance on contingent staff. However, optimism remains as a modest growth rate of 3% is projected for 2026.

2. Per Diem Nursing Flexibility

Per diem nursing offers flexibility for both healthcare providers and clinicians. While this segment has seen a 17% decline in 2024, its adaptability continues to make it an attractive option for filling shifts on short notice.

3. Locum Tenens Growth

Locum tenens remains a bright spot, with steady growth driven by advanced practice roles such as nurse practitioners and physician assistants. This segment addresses gaps created by the physician shortage and offers opportunities in underserved areas.

4. Allied Health Dynamics

Allied health staffing shows mixed results, with specialties like radiology and imaging performing well while laboratory roles face revenue challenges.

Emerging Opportunities in Healthcare Staffing

Outpatient Care Expansion

As patient preferences shift toward outpatient care, healthcare systems are consolidating assets and exploring partnerships to meet demand. Utilization of outpatient services has increased by 30% over the past decade.

Advanced Practice Roles

Advanced practice clinicians are increasingly filling gaps left by retiring physicians and those seeking more flexible work arrangements.

Mergers and Acquisitions

Consolidation within the industry is expected to continue through 2025 and 2026 as firms seek competitive advantages through strategic acquisitions.

Leveraging Technology and AI in Healthcare Staffing

"A lot of people thought that AI was just going to get rid of recruiters, and it's not. What it's enabling recruiters to do is have more meaningful conversations, and have a higher likelihood of those conversations turning into a placement...that's what you want AI to accomplish."

- Ben Mirtes CEO, Ingenovis Health

"We have predictive scheduling that is now leveraging AI to actually match the right people to the right shifts and predicting, using what they've given as their own schedules or their own preferences or their own capabilities, to actually fill those schedules in well ahead of time...the possibilities are endless, and I'm excited to keep evolving it as an industry, because I think we're at the forefront of what healthcare needs to do to get their workforce right."

- Meredith Lapointe, Chief Business Officer, AMN Healthcare

Artificial intelligence (AI) is revolutionizing healthcare staffing by enhancing operational efficiency and care delivery:

Predictive Scheduling: AI algorithms are being used to match clinicians to shifts based on preferences and capabilities, improving accuracy and reducing administrative burdens.

Compliance Automation: AI tools have saved thousands of hours in document processing, streamlining credentialing processes.

Recruiter Efficiency: Far from replacing recruiters, AI enables them to focus on meaningful conversations that lead to successful placements.

Addressing Burnout and Workforce Retention in Healthcare Staffing

Burnout among healthcare workers remains a critical issue post-pandemic. Organizations implement wellness programs, leverage clinician feedback apps, and maintain personal engagement through regular check-ins to support their workforce.

Future Outlook of Healthcare Staffing

With an anticipated shortage of up to 124,000 physicians by 2033, innovative models such as travel sabbaticals and fellowships are being explored to attract clinicians to underserved areas. The integration of telehealth solutions further expands access to care in rural markets.

As the healthcare staffing industry navigates these challenges, collaboration between providers, technology integration, and workforce engagement will be key to ensuring sustainable growth and improved patient outcomes.

This session highlighted the resilience of the industry and its ability to adapt to changing landscapes while maintaining its commitment to exceptional care delivery.

"We were not going to go recruiterless, because I think that human touch as it pertains to burnout, people want to talk. They want to know that somebody cares...it's just those little things that I think are so basic and so easy to do, but we just overlook them when we are moving so fast and we are thinking about AI and efficiencies."

- Sophia Morris, executive VP, Client Fulfillment and Strategy, Aya Healthcare

Q&A

Question 1|

We do have one question on the app, it says, And you kind of just hit on this. According to SIA, the American Hospital Association, estimates that the US will face a shortage of up to 124,000 physicians by 2033 are your companies forecasting the same numbers? And how are you preparing for the future?

Answer 1|

Meredith Lapointe: I just gave a stat that was slightly lower. So maybe I'll take this as we look at it, we'd see a major shortage. The numbers might vary a little bit sometimes how you're counting which types of clinicians, or if you're looking at rural versus urban, but I think the bottom line is, there is a shortage. I don't know any firms that would argue that there's not, and it's it's a big number, and you're not going to get there through education channels, so we're going to either have to shape demand or shape supply, or shape how they intersect much differently, yeah, and I think part of that is probably what the AAMC updates their numbers as they do their analysis, and they did reduce it so like it's better, but their magic eight ball changes time.

Question 2|

Thank you. Thank you for taking my question. I'm Gaurav Deshpande from HyperTrack. First of all, wanted to thank Meredith, Ben, and Sophia just wonderful session. My question is about no shows, as you know, for per diem staffing and even for travel nursing, no show can be a factor. Would love to understand how you're handling no shows on the day of the shift, when the person signs up for the shift but doesn't call and there's a no-show. How do you handle the no-show back-fills? Would just love to hear what strategies you're deploying for that.

Answer 2|

Sophia Morris: I'm happy to grab that one. You know, I think in general, we're definitely seeing a higher level of unprofessionalism in the space right now, and it's something that we're having to navigate. One of the things that we've talked a lot about it just as we were prepping for the session, is kind of getting back to the basics in a lot of ways, with our clinicians and and part of that is making sure that our recruiters are set up for success through their vetting process.

There are some of these intangibles that you can't really measure necessarily. You know, through through the technology or through the AI. It's through talking to them. It's through understanding their background. It's through looking at their work history. It's through looking at have they canceled before. You know, I'm not big on setting draconian policies on somebody who misses a shift, but if somebody is repeatedly missing shifts and the reasoning is continuing to not add up, then they're likely somebody that we're not going to probably work with long-term.

And you have to determine what that looks like for your organization, and you need to train your teams up front to make sure that they're vetting, that they're understanding those red flags. We also have a full clinical team that, you know, sometimes, so they deal with the professionalism, the behavioral issues, as well as the clinical issues too.

And, you know, I think that it's something that eventually will maybe cycle through some of the individuals that are, you know, are the ones that are missing the shifts. But you know, I think taking a reasonable approach with what you're willing to tolerate and what your health care systems are willing to tolerate is the way that you need to look at it.

Ben Mirtes: I think another thing is just making sure you're having that constant engagement, probably maybe less relevant on the per diem side, but certainly on the travel nurse and Allied side, that constant engagement all the way up to the start date and making sure you're trying to flush out some of those risks upfront so that you're not dealing with that issue at the end. But, fully agree, like the unprofessionalism that has spiked more recently is an issue that we're all dealing with.

Question 3|

My name is Jiten Ravias. Thank you so much for being here. One of the questions around burnout and stress among healthcare workers been extremely high since COVID, and during that time, how are you guys handling it and does that have any impact on the regular business operations?

Answer 3|

Ben Mirtes: At Ingenovis, we started ACT, which stands for adverse advocacy, careers and tools. And, you know, we're trying to provide more of those solutions to our clinicians, so as they deal with things like burnout, they have the opportunity to, you know, to leverage other tools, advocates that we've set up for them. You know, we recently had a wellness symposium that covered everything from mental to financial to physical. So, you know, we think, at Ingenovis, that it's a super important part of the future of, you know, the healthcare worker, and making sure that you're not just focused on where their next assignment is, but you're helping them with burnout and the stress that comes with those jobs, which are very challenging situations that they go into every day. So, you know, we've been very forward in trying to invest there.

Meredith Lapointe: We've done similar, you know, we have a clinical team similar to Aya has, where they're able to connect with our clinicians and really work with them.

We're also leveraging our clinician apps and getting feedback and engagement on a very regular basis to get pulse checks. How are you doing? What's going on? And then the final area that I think is really important is we're collecting that feedback and sharing not at the individual level, but at the collective level, back with our clients, and saying, hey. Just so, you know, these are how people are feeling about every step of the process of working with you, this is probably a pretty good indicator of what your culture is like. You know, which managers are doing a really great job of engaging your clinicians overall. And that's not only felt good, but probably helped a lot of our clients also improve their own retention and sort of the reinforcing mechanisms is going to make it better for their workers, too.

Sophia Morris: And I'd add just one more thing, too. I asked my, and this is a very simple thing that you could do tomorrow if you're not already doing it, I asked my recruitment team recently, do you call your nurses once a week or your clinicians or providers once a week just to wish them a good weekend? Ask how their week was, how are you?

Very basic things that introduce a personal touch, and this is why we were not going to go recruiterless, because I think that human touch – as it pertains to burnout, people want to talk. They want to know that somebody cares.

When I was a recruiter, I called all of my nurses every week, and maybe once a quarter, they would answer. And I had a nurse one time that said to me, man, I really appreciated those Friday calls. Just even you leaving me that message meant something. I was just leaving her a message every week. I didn't even know she listened to it, but that meant something to her, and that meant something to me, you know. And I think that if we're if we're in this room we're in this business, it's because we're passionate about helping people and creating exceptional experiences and it's just those little things that I think are so basic and so easy to do, but we just overlook them. When we are moving so fast and we are thinking about AI and efficiencies and all the things that we can do to drive our business forward faster, we can't lose that personal touch.

About HyperTrack

HyperTrack validates over 1 million shifts per month for leading staffing marketplaces in healthcare, light industrial, retail, hospitality, and other industries.

Staffing marketplaces using HyperTrack reduce no-shows by 60% and improve fill rates to over 95%. Schedule a briefing at https://hypertrack.com/

Groundworks leverages HyperTrack to Improve the Customer Experience

Jared McGriff — Mon, 10 Mar 2025 00:00:00 +0000

Groundworks provides home protection services like basement waterproofing, foundation repair, and concrete leveling. These are critical issues that, if left untreated, can significantly devalue a home.

We had the chance to sit down with Partha Sarkar, Director Of Software Development at Groundworks. He discussed their primary challenge - the lack of visibility for customers when their Certified Field Inspectors (CFIs) or installers were en route to customer homes. Traditionally, customers were given large time windows and had to wait without knowing when technicians would arrive.

Watch the video and read the transcript below to learn how they solved this problem by adopting a real-time tracking approach similar to DoorDash or Uber. After exploring various options, Groundworks discovered HyperTrack through an online forum and integrated it into their "On My Way" solution for technicians to improve customer service.

Why were you looking for a solution like HyperTrack in the first place, and how have things been going since you started working with them?

We had a problem in our space, which is common in professional services. There's often zero visibility into what is happening behind the scenes when we go to a customer's home to solve or triage a problem, or install something. Typically, customers are given a large time window and are expected to wait without knowing when the technician will arrive. We wanted to solve that problem by adopting a real-time tracking approach, similar to DoorDash or Uber, allowing customers to track our technicians and Certified Field Inspectors (CFIs) in real-time while they are en route to their homes.

That was the need for HyperTrack. I started looking at different options available in the market. Some competitors didn’t have the right mindset to engage with Groundworks and help us build what we wanted. I discovered HyperTrack through an online forum where companies were using it for similar problems. We decided to integrate it into our solution, which we call "On My Way," with HyperTrack as the key provider of real-time positioning for our CFIs.

What does Groundworks do?

At Groundworks, we take care of our customers' biggest asset—their home. Many homeowners don’t initially think about issues like basement waterproofing, foundation repair, or concrete leveling, but these are fundamental problems. If left untreated, they can devalue a home significantly. We protect our customers' homes by providing services such as concrete leveling, basement waterproofing, and ensuring foundations remain stable despite soil conditions.

What was going on in your professional life that made you start looking for a solution like HyperTrack?

At that time, our CEO wanted to solve the problem of giving customers more visibility into when they could expect our CFIs or installers at their homes. Another important aspect was ensuring consistent service across all locations since we are a national company—and now international, having expanded into Canada last year. Our vision was that every customer should receive the same level of service regardless of location. "On My Way" became a critical part of our customer journey because it ensures smooth operations and provides visibility into our CFIs' routes.

What were you using before HyperTrack? Why was that not working?

Before HyperTrack, we would send an email or make a phone call to inform customers about arrival times. However, this didn’t provide real visibility for customers. Waiting without knowing where help is can be frustrating—especially for our customers who are often under stress due to issues with their homes. Their biggest asset is depreciating before their eyes, and not knowing when help will arrive added to their anxiety. This lack of transparency was a significant problem for us.

How did this situation affect you and your team?

It was a big challenge for us as a business and for me as the leader of the development team. Some solutions we explored offered unnecessary features or expensive add-ons that didn’t align with our needs. When we found HyperTrack, it was an "aha" moment because its SDK allowed us to solve this problem effectively. We’ve been using HyperTrack for seven years now, and "On My Way" has become an integral part of our customer journey.

Where did you look for solutions and how did you find HyperTrack?

We explored platforms like G2 and Gartner and looked at products used by CRMs like ServiceNow. Eventually, I found HyperTrack listed as a leader on G2’s quadrant. Its promise of quick implementation stood out—we built a prototype in one day, completed an MVP within a week, and had a working product within a month.

What stood out about HyperTrack that made you choose it?

Scalability was crucial since we were growing rapidly—from $100–200 million in revenue back then to $1.2 billion today. We also needed something cost-effective; many competitors required expensive contracts upfront without proving their value. HyperTrack offered a pay-per-use model starting at just cents per trip—a major differentiator for us.

How would you describe what HyperTrack does?

HyperTrack provides visibility to customers who previously lacked it. It makes field operations visible and scalable while focusing on customer-facing aspects—allowing real-time tracking so customers know help is on the way.

How does your team use HyperTrack?

Our entire sales force (CFIs) and production crews use HyperTrack as part of the customer journey. CFIs inspect homes and provide quotes; once accepted, installation crews return to complete the work. HyperTrack ensures reliability by tracking their locations en route to customer homes.

What is the main problem that HyperTrack solves for you?

It provides visibility so customers know help is on the way and where technicians currently are.

How do you feel now compared to before using HyperTrack?

Managing location tracking involves many technical challenges like power management and compliance with evolving security laws on Android and Apple devices. Knowing HyperTrack handles these issues allows me to focus on solving business problems instead of technical ones.

Have you seen specific results from implementing HyperTrack?

Yes! Our NPS survey fill rate increased from around 18–20% to 70–75%. Using geofencing from HyperTrack’s SDK allows us to trigger surveys in real-time while experiences are fresh in customers’ minds.

Where do you see the biggest benefits from HyperTrack?

It ensures consistent service across all locations by integrating into our "On My Way" feature—helping CFIs arrive on time and spend allocated time-solving problems effectively.

Were there any surprising benefits from using HyperTrack?

We discovered some personnel weren’t spending as much time at customer homes as expected—an insight that helped us improve operations.

What features within HyperTrack are most valuable?

The ability to track CFIs’ locations en route ensures reliability in service delivery. Geofencing enables real-time NPS surveys for better customer feedback.

How do you plan to leverage HyperTrack in the future?

We’re considering using it for real-time allocation of CFIs during last-minute changes or emergencies—for example, reassigning nearby CFIs if someone needs to reschedule due to unforeseen circumstances.

Would you recommend HyperTrack?

Absolutely! I would recommend it to any company looking to improve logistics or provide customers with greater visibility into technicians’ journeys.

How Same-Day Pay Powers Shift Work

Jared McGriff — Thu, 23 Jan 2025 00:00:00 +0000

Same-day pay, also known as instant pay or on-demand pay, is revolutionizing the way workers receive their wages. This innovative payment model allows employees to access their earned wages before the traditional payday, providing greater financial flexibility and control.

The Rise of Same-Day Pay

In recent years, same-day pay has gained significant traction in the workforce, particularly among gig economy workers, hourly employees, and contractors. This trend has been driven by the increasing demand for financial flexibility and the need to bridge the gap between earning and accessing wages.

How Same-Day Pay Works

Same-day pay platforms typically integrate with a company's existing payroll system. Here's a general overview of the process:

Earned Wage Tracking: The system tracks the hours worked and wages earned in real-time.
Employee Access: Workers can view their available earned wages through a mobile app or web portal.
Instant Transfers: Employees can request to transfer their earned wages to their bank account or a designated debit card.
Fee Structure: Some providers charge a small fee for instant transfers, while others offer the service for free to employees.

Why Workers Prefer Same-Day Pay

As Head of Checkr Pay Chris Hollindale stated during the session Fast Access to Payments during Shift Work Summit:

"Workers face many challenges—financial burden and financial uncertainty is huge one—and drives the majority of decisions for gig workers; 70% of gig workers have less than $1,000 in savings—and over 40% have no savings at all—so it's a huge deal for them.

The result of all these problems is that financial health plays a huge role in decision-making for this population—and can be deciding factor as to where they choose to spend their time.

To put some challenges into perspective here are some recent studies that emphasize impact finances on shift workers—financially stressed workers are two times more likely look for another job—76% prioritize instant access payments ensure stability—and 85% would work more often if they were paid much faster."

Ahmed Siddiqui of Branch also shared his perspective on same day pay during the Shift Work Summit session titled Embedding Payments into Your Shift Work Experience.

"What we learned through that experience is that it wasn't necessarily like making more money as much as it was making money sooner.

And so all these people are making more money, but they're making it on the 15th and the 30th of every month. And for a lot of people, what ends up happening is that they will get paid, and then they have to spend all that money for everyday expenses, be it their rent, be it their groceries and whatnot, and they don't have very much money in between.

And so for a lot of these, I mean, this is a majority of America, by the way, we wanted to even out those problems, if we can get them paid, maybe more frequently, for example, that solves a lot of problems, because then they can go ahead and go to the grocery and get the things they need.

As the workforce continues to evolve, same-day pay is increasingly prevalent. This payment model supports the growing demand for financial flexibility and worker’s needs for more frequent pay cycles. As technology advances, we can expect to see even more seamless integration of same-day pay solutions with existing payroll and HR systems."

How HyperTrack Supports Same-Day Pay

HyperTrack can significantly assist with implementing same-day pay systems for businesses in the gig economy and shift work sectors. By implementing on-shift tracking and geofenced clock in/out solutions, companies can streamline payments for shift workers.

On-shift Tracking with Orders API

The Orders API feature is a key part of instant pay implementation, enabling seamless tracking of worker shifts from pre-shift to on-shift activities. With on-shift tracking portion of Orders API, the solution captures detailed insights into worker actions at the job site, including geofence entry and exit, and time spent within geofenced order destination locations.

Automatic geofence creation and expiry
Automate the creation of destinations to track for a specific amount of time
All entries and exits tracked at destination
Automate the tracking of entry times and exit times
Automatic summary of time spent on-site
Automate the documentation of time spent at specific locations
Embeddable ops views per shift tracked
Visualize shifts taking place at work sites in real time

These capabilities provide real-time proof of work and accurate data for calculating earnings, reducing disputes, and ensuring transparency. By leveraging features like geofences, metadata, and timeline annotations, the Orders API streamlines shift management and integrates effortlessly with payroll systems, ensuring timely and accurate payouts for instant pay.

View the docs page for the On-shift Tracking reference.

Geofenced clock in/out

The Geofenced clock-in and clock-out serve as a key part of instant pay implementation by ensuring instant feedback to the worker based on real-time location data and expected order destination location. By requiring workers to clock in and out only when inside the shift’s geofence, this feature guarantees that clock-in and clock-out locations are presented to the worker at the correct time and place, even if the worker’s device is offline, eliminating payment discrepancies and disputes.

Automated Proof-of-Work
HyperTrack's automated proof-of-work is essential for quick and accurate payment processing:
Instant Validation:
HyperTrack can help automatically verify work completion, enabling faster payment processing
Discrepancy and Dispute Resolution:
HyperTrack provides an indisputable proof-of-work record, which helps in resolving payment disputes related to hours worked

The geotags associated with these events provide verifiable proof of work, enabling payroll systems to calculate earnings, lateness, and overtime seamlessly. These automations not only enhances operational efficiency but also ensure timely and accurate payouts, making geofenced clock-in and clock-out a critical enabler of instant pay implementation.

View the docs page for the Geofenced clock in/out reference.

By leveraging HyperTrack location intelligence infrastructure technology, companies can build a robust foundation for same-day pay systems, ensuring accurate tracking, quick verification, and seamless integration with payment processes. This can lead to improved worker satisfaction, increased operational efficiency, and a competitive edge in attracting and retaining talent in the gig economy and shift work sectors.

About HyperTrack

HyperTrack provides location intelligence for shift validation. HyperTrack validates over 1 million shifts every month for leading staffing marketplaces in healthcare, light industrial, retail, hospitality, and other industries. Staffing marketplaces using HyperTrack reduce no-shows by 60% and improve fill rates to over 95%. Schedule a briefing at https://hypertrack.com/

…….

HyperTrack 2024 in Review

Jared McGriff — Wed, 15 Jan 2025 00:00:00 +0000

In 2024 we noticed a continued trend in hiring contingent workers with the help of shift work marketplaces. These marketplaces address a significant portion of the labor market, especially the healthcare, light industrial, and hospitality industries.

As varied as these industries are, they have a common cause in ensuring management and operations teams have the necessary tools to plan and verify work, visualize work being done in real time, and automate tasks where possible.

Watch the video for a quick review of last year’s highlights and our thoughts around shift work in 2025.

## Contingent Workers Generate $1.4 Trillion in Revenue

According to Staffing Industry Analysts (SIA), contingent workers made up 11% of the US workforce in 2023, generating over $1.4 trillion in revenue.

HyperTrack Powers 5% of US Gig Workers

Shift work marketplaces across the country are increasingly adopting HyperTrack's location intelligence to power mobile apps for workers in healthcare, light industrial, hospitality, and retail sectors.

Key Metrics

22.4M registered devices globally
300% increase in shifts validated
60% reduction in no-shows
95%+ fill rate achievement for companies

Shift Work Summit Highlights

The 2024 Shift Work Summit brought together 100 ecosystem tech leaders, featuring 9 sessions and case studies. The summit featured Jarah Euston, Co-founder and CEO of WorkWhile, who led the keynote, The Flex Work Revolution: 2024 and Beyond.

From discussing the factors driving the growth of flex work, to learning about the power of embedded payments, Shift Work Summit showcased the solutions that product teams implement to manage core time and attendance issues to reduce no-shows and improve fill rates.

Looking Ahead to 2025

HyperTrack provides location intelligence for shift validation, validating over 1 million shifts every month for leading staffing marketplaces. Looking ahead to 2025, we expect more growth and focus on helping shift work marketplaces ensure that every shift is successful.

Projected 300% growth in validated shifts
Continued improvements in reducing no-shows and increasing fill rates
Introduction of AI agent for Shift Work Operations

For more information on how HyperTrack helps you manage no-shows, automate the backfill process and assist with fast payments for shift workers, schedule a briefing here: https://hypertrack.com/contact.

HyperTrack Solution Showcase Replay: Backfill for Last-minute Cancellations

Jared McGriff — Fri, 03 Jan 2025 00:00:00 +0000

Last month, on December 13, we hosted a solution showcase to highlight the nuances of backfilling last minute cancellations in shift work. This 30-minute solution showcase was led by HyperTrack’s VP of Product, Ram Kakkad and VP of Engineering, Saurabh Das. HyperTrack validates over 1 million shifts per month, the solution showcase discusses best practices implementations of the tech and tools that allow shift work marketplaces to ensure each shift is successful.

Watch the replay video below to learn the following:

How to rapidly respond to last-minute cancellations
How to use location data to match open shifts with nearby, eligible, and available workers
How to automate the backfill process

### Watch the Backfill Demo

Go to 22:18 for a demo of the operations view of backfilling last-minute cancellations. The demo, led by Aashish Subramanian, Director of Engineering will show how staffing marketplaces utilize HyperTrack to find nearby, eligible and available workers to backfill for last-minute cancellations to deliver a fill rate of over 95%.

For more sessions on the technology shaping shift work, please visit the Shift Work Summit session replay page.

Powering the Future of Shift Work with AWS and HyperTrack

Jared McGriff — Thu, 19 Dec 2024 00:00:00 +0000

In this Shift Work Summit session Manish Govil, Industry Growth Manager at AWS discussed how AWS enables companies to streamline operations and enhance worker productivity. AWS’s powerful cloud infrastructure serves as the foundation for teams building solutions for on-demand and flexible workforce models. Ram Kakkad, VP of Product at HyperTrack discussed how HyperTrack supports each stage of the shift work lifecycle, providing operations and management teams the data they need to validate work completed and make decisions. The demo of HyperTrack’s operations views, led by Aashish Subramanian, Director of Engineering at HyperTrack, highlighted how AWS infrastructure is the backbone of HyperTrack’s platform of APIs and SDKs that provide logistics intelligence for workforce solutions across various industries, from healthcare and retail to light industrial and oil & gas sectors.

Watch the following highlights and view the full video and transcript below.

Flexwork is on the rise (2:19)

How HyperTrack leverages AWS (4:56)

How HyperTrack location intelligence supports shift work (7:26)

The three stages of the shift work lifecycle (11:26)

Demo: A Day in the life - The HyperTrack operations view (14:58)

Gaurav Deshpande: Welcome to the last session of the Shift Work Summit. As promised, I've saved the best and biggest session for last. I'm your host, Gaurav Deshpande. It's my delight to welcome HyperTrack's biggest partner Amazon here. Since inception, HyperTrack has built its cloud infrastructure on AWS rails. Over 80% of our more than 350 customers now are on AWS as their cloud. Many of the shift work marketplaces in the audience today are running on AWS as well.

It's my pleasure to welcome my friend Dr. Manish Govil, Industry Growth Manager at AWS, along with our very own Ram Kakkad, HyperTrack's VP of Product. Manish and Ram will share how HyperTrack and AWS are building the future of shift work together. We also have a wonderful demonstration of HyperTrack's location intelligence technology from Aashish from our engineering team.

Manish Govil: Thank you, Gaurav. It's wonderful to be here with you at the Shift Work Summit. As we've heard from all the speakers today, flexwork is growing at a rapid pace. Ram, Aashish, and I are thrilled to share how AWS and HyperTrack are powering this movement.

So what is all this excitement about flex work? Well, the nature of work itself is changing. Technology has revolutionized how we work and where we work from, and people are redefining how work gets integrated into their lives. If you look at the report from staffing industry analysts, the size of the flex work industry is approximated to be about 3.8 trillion dollars. Wow! That's a big number, and there's a good reason for it.

Flexwork is on the rise

"So it's no surprise, then, that this flex work economy is 3.8 trillion dollars worldwide and growing rapidly."

We need flex workers every day in our lives. The Uber driver that drove you to the airport is a flex worker. The Doordash driver who brought your delivery is a flex worker. Companies like Amazon hire thousands of flex workers every year to meet fluctuating needs. Well, walk into any conference venue, stadium, or hotel, and over 50% of those employees are workers hired for specific shifts.

So it's no surprise, then, that this flex work economy is 3.8 trillion dollars worldwide and growing rapidly. What has made flexwork appealing to workers is the technology that has simplified how they engage in it. And that is why over 17 billion dollars of investment has gone into talent platforms, technologies like the shift work marketplaces which make it possible.

This is leading to an Uber-like effect in many industries, from retail hospitality, industrial and healthcare. You had speakers from many of these industries today as part of the summit. The workforce for flex work is growing twice as fast as that for regular work, and this is the reason workers prefer flex work. That reason is the choice and control flexwork offers workers over their lives. They can work from where they want, when they want, pick which work they want based on what they're going to get paid for it.

How HyperTrack leverages AWS

"We provide scalable, reliable and cost-effective cloud technologies to power flexwork. Location intelligence tools like HyperTrack run on AWS cloud, tapping into location data and analyzing it for actionable events such as a no-show of a shift worker or early departure from a shift. Location intelligence can help improve business outcomes, to reduce no-shows, backfill missing workers and provide shift verification so the workers can be paid faster."

With this in context, it's no surprise that work is exploding in the flexwork area. Let's look at how AWS and HyperTrack are powering the backbone of this flex work economy, which is the shift work marketplaces.

A two-sided marketplace, like Workwhile or Nursa, connects employees, whether it's warehouse workers in case of Workwhile, or nurses in case of Nursa with employers on the other side, at warehouses, in the hospitals. This offers workers the flexibility they want, and allows employers to fill shifts with verified workers with a click of a button.

Underlying all of this is the technology that holds the data and the applications connecting the employees with employers work it by these marketplaces. This is where AWS comes in. We provide scalable, reliable and cost-effective cloud technologies to power flexwork. Location intelligence tools like HyperTrack run on AWS cloud, tapping into location data and analyzing it for actionable events such as a no-show of a shift worker or early departure from a shift. Location intelligence can help improve business outcomes, to reduce no-shows, backfill missing workers and provide shift verification so the workers can be paid faster.

Let me now hand it over to Ram Kakkad, HyperTrack's Vice President of Product to share how HyperTrack adds location intelligence to your platform. Ram, over to you.

Ram Kakkad: Thank you so much, Manish. It's great to be here, and it was super inspiring to hear all the speakers ahead of me. I'm lucky to be in this session and stand on the shoulders of the giants before me who set a super context for me to speak about what HyperTrack does, and how we partner with AWS! And of course, after me, I'll be introducing Aashish, who's our director of engineering to walk through a demo to see how this all comes together.

So just to recap the day a little bit before I get in, we've all heard about how it's really critical for any shift work marketplace or flexwork business to be able to track their worker pre-shift, on-shift and post-shift, and some of the things that come up to mind in the pre-shift space. Yeah. So there are different questions that customers need to answer at every stage, and we'll walk through a little bit of that as we go in terms of how HyperTrack can help you answer some of the key questions.

Before I get there, one of the things I want to call out is that everybody here who's part of this conference or interested in this space is a technology builder for the market that we're in, which basically means that you have way better knowledge about how your customers need to interact with technology and what role and where location should actually get into that experience.

How HyperTrack location intelligence supports shift work

"HyperTrack provides you embeddable views which you can simply add in a low code way to your view, so simply create like a shift replay, if you will. Right there, or you could use our web hooks to add very critical signals, like is the worker at risk of a no-call, no-show, or did the worker leave early, or, if the work actually happened as expected. "

And so what HyperTrack does for you is it lets you add location intelligence to your experience as you've envisioned it. We do not force you to have our experience. It is your control. It is your opinion for your customer, and we expect that we'll be able to add into it within your native experiences as defined.

And all that comes together really through four components that we envision, we visualize. One is on your side, you have a shift management system that basically tracks what shifts you have and which workers are going to do them. That interacts with the HyperTrack cloud and the HyperTrack cloud orchestrates movement of location data across 3 primary experiences, which is the Ops experience, the worker experience and the customer experience which is optional in some cases. And let me walk through how we do some of this in our product.

So on the shift management side, you'll basically interact with HyperTrack's APIs, and we really have 3 main APIs that would be of major interest. There's the Orders API, which lets you tell us what a shift shape and destination are. So for example, if you have a worker who wants to go for a 9 to 5 shift to a particular destination, you'd basically just need to tell that to us in the Orders API call for us to track it.

Before you can even track a shift, though, you do have to set up your workers and your places, and so HyperTrack provides you APIs exactly for that. You have the Places API, which lets you define your customer destinations. And over time HyperTrack will start inferring intelligence about these places. So you know what their actual shape on the ground is, and that can help you automate signals about when the worker's arriving, clocking in or leaving and clocking out more accurately.

And finally, you also have the Worker API, which, as the name suggests is the API that you'll be able to use to manage your workers' lifecycle, mapping them to a device that they're using, which has your worker app in it which has the HyperTrack SDK embedded in it. All of that can be done through the Worker API.

Now the Ops experience is where the magic kind of comes together. You have your own control tower where all your shifts are being monitored. And you have multiple ways in which you can interface with HyperTrack to enrich that with location intelligence. HyperTrack provides you embeddable views which you can simply add in a low code way to your view, so simply create like a shift replay, if you will. Right there, or you could use our web hooks to add very critical signals, like is the worker at risk of a no-call, no-show, or did the worker leave early, or, if you know, the work actually happened as expected. And now this is good to pay automatically.

So all of that can be built in or embedded as you need depending. And you know, for a company that's starting out or may not know exactly how this all comes together, you could initially start just by using the HyperTrack dashboards, which is a zero-code way, essentially for you to get started with location intelligence.

Now, the worker experience is where this becomes very interesting, because again, you don't need to have the HyperTrack app as part of your experience. You can simply embed our SDK, we support multiple platforms, native Android, iOS, Flutter, React, and all the popular ones. We also have our out-of-the-box apps in case you just want to get started without integrating the technology. So all of these are ways in which you can get to market fast and see how location intelligence can impact your business. And we love working with builders who have a strong opinion on how the experience should be. But we give you very easy on-ramp to piecemeal figure out which experiences you want to actually build together.

And finally, in some cases you might have an end customer experience as well. So in cases where there are shifts that are end-consumer-related. For example, we work with home repair companies that have workers going to the home to repair, repair crawl space and things like that. And for that you need to provide end consumer tracking links, for when the worker is gonna arrive and things like that, those can also be done in the B2B space that's less relevant. But it is an option that you do have.

So going forward. Now, when it comes to actually managing the lifecycle of the shift that multiple speakers before me have already alluded to. There's really three parts of the lifecycle that we need to get together, which is the pre-shift experience, the on-shift experience and the post-shift experience, and the questions that a business owner such as yourself would need to answer at these stages are very, very different.

The three stages of the shift work lifecycle

So pre-shift is on the day of the shift. Is the worker gonna reach on time? Is there a no-call, no-show risk? And how can you find a replacement if you do? You know the eventual situation does occur where the worker has finally canceled and HyperTrack provides you multiple solutions in this space. So obviously live location is one of the most critical signals for you to be able to detect a no-show, no-call, no-show risk.

We use location intelligence and live location to know if the worker is obviously reaching the destination on time, or we also track risks like the worker moving in the wrong direction, indicating that they're not intending to move towards the desired location, which can then trigger workflows on your side to reach out to the worker via own means to understand if the situation has changed, or if they cannot make it, some last minute emergency has come up, and they've not been able to inform you.

And this lets you then kick off workflows to find a replacement where HyperTrack has an API for you to find nearby workers who might be available. And we can return to you a list of workers who are closest and who can get there in quick time, and you can, of course, then choose which of the close by workers you'd like to give the work to depending on skill set ratings, and whatever other business logic that you have.

And of course, if the worker is not going to reach on time, then you can have multiple types of interventions there. You can inform the shift manager that you know a certain worker from the fleet might be reaching a certain amount late prevents them having to reach out to you to ask if the worker is going to come. I used to work at Amazon, and one of the kinds of things there was the best customer contact is no contact at all. And so the more you can automate and preemptively tell customers that something's gonna change from what they expected, the less they'll have to reach out to you, and they can plan for it.

On-shift tracking is another interesting case, because if it's a 9 to 5 shift, and you're going to pay out expecting the worker was there for the whole time. You need to make sure that the worker was actually there the whole time, because ultimately that's what you're paying for and on-shift lets you track automatically if the worker was on-site through the duration of the shift. We track entries and exits to the destination in real-time and web hook them back to you. We aggregate the time the worker actually spent on-site during the shift tracking. And that lets you kind of guess automatically that the worker has actually done the site, done the work as expected. And you finally also track, you know, when did the worker finally leave? Because sometimes they may have even extended their stay, and they might be needing to claim overtime. And so you know, knowing when the worker finally left, and all of this is controlled again via granular API calls which let you control when the shift is expected to start and expected to end and everything can be controlled relative to that plan.

And post-shift, I think we've heard a lot about validation of jobs and automatic payment pretty much within seconds of the shift, or even sooner. We're constantly improving that you'll pretty much know if the work actually happened as per plan? Did the worker arrive on time? Did he spend as much? He or she spend as much time as expected on site? Were they visible throughout in terms of location? Availability? How much mileage did they actually run? We heard a lot about sales tracking and mileage in one of the previous sessions from
Sunderstorm. So again, that's just given back to you within an instant of the shift actually ending.

So to show you this I prefer to show and not tell. But now that I've told you what you're likely to see, I'd like to invite Aashish, who's our director of engineering. He actually had the chance to record his demo, which I will play shortly for you, but he is available on the call to address questions. And so I will start playing that video right now.

A Day in the Life - The HyperTrack Ops View

Watch the demo of the operations view of two of the most common time and attendance scenarios - worker left early and no-shows. Aashish Subramanian, Director of Engineering at HyperTrack will show examples of what operations teams see when identifying a worker who left a worksite earlier than the scheduled end time of a shift and the situation when a worker does not arrive to the work site at the scheduled time.

Ram Kakkad: Thanks so much Aashish. I think that clarifies a lot about how the sausage is made, and how it looks. Would love to open the floor for questions and hand it over back to you, Gaurav.

Gaurav Deshpande: Yes, thank you, Aashish, for the hard work that went into recording the video. I know building the product is a breeze for you. So I'm not gonna say that's a hard one. That's a labor of love. But building videos is not your day job. But you did a wonderful job. So thank you for capturing how HyperTrack location intelligence allows you to flag a no-show where the worker doesn't show up for a shift, how you can flag the tricky situation of worker left early where the worker leaves early and still wants to get paid for the entire shift.

The whole objective there was to provide indisputable location intelligence data that can help you pay appropriately, pay fairly based on what the worker has done, and the same thing from the worker's part if they forgot to clock in. But HyperTrack has still clocked in their location, then they can get paid despite the onsite system saying something different.

So this is wonderful. There are a few questions to walk through from the chat. The first question, for you, Ram, and then there's a question for Manish. A question for you, Ram: What is the typical process of integrating the HyperTrack location intelligence into a shift work marketplace?

Ram Kakkad: Yeah. So we like to keep it fairly simple. We need to understand the business value that the customer is looking for, and then do a quick solutioning exercise to figure out which, like I mentioned, HyperTrack provides different ways for you to get started really fast depending on which parts of the experience you want to control. So I think, doing a quick solutioning exercise to see which SDK or mobile experience you should power with which operational experience you should power and which API you should use typically takes about a day or two with some back and forth, you know, depending on how defined the scenarios are.

And then, yeah, we basically get into a working, a partnership mode where it takes, you know, getting a hello world done usually takes like a day or two, and of course there are many more things to be taken care of when you're moving to production, and that can take a couple of weeks. So yeah, it's fairly simple. We've generally had great feedback from customers who integrated with us and been able to go to market really fast.

I think the fastest I've seen something go to production is from idea to production and revenue, which is a new product launch, was 6 weeks.

Gaurav Deshpande: Wow, okay. Zero to full launch product launch with the revenue in 6 weeks. That's incredible. I take it that's probably Pagarbook Geo that spoke in the morning, the first session of the day. It's wonderful to see that kind of velocity. The next question is for you Manish. Over on the AWS side as you look at this, you see the expansion in flex work. And as you work with partners like HyperTrack, what are some of the things that you are seeing from your perspective? Because you have a much broader perspective of industries across multiple industries and across multiple geographies. How do you see flex work evolving over the next decade?

Manish Govil: So I think it's a natural evolution that we have seen over time, right?

So when you think about it, what makes things attractive in one sense are some time of concern as well. Right? So people want to be identified right? Hey? I'm here. They should know I'm here. So that's the ease and experience part. But then you also talking about the privacy and security right? And and sometimes you can have a false sort of a competition between the two. But it doesn't have to be. Because I think with the the digital technologies that we have like, for example, location, it can be a dispassionate and data driven and secure transaction where you can achieve both of these things. Right? So I think, as technology evolves, the experience is continue to go to evolve the speed at which these things happen continues to evolve, and and an AI plays a a good part. I think John touched upon a little bit that we. We are now manually defining what location is. As we learn more, some of it can be automated.

And other things can be automated right? We talked about paying fast, finding workers who are close by. I think those are the type of things that can keep evolving, that you can come up with suggestions, saying, hey, here are things right now.” We have a a certain fidelity that we can provide with as we grow those things can become, much more meaningful from both a suggestion, perspective, and as well as in terms of how you contact each one of those sites. How do you issue those alerts? How do you contact people? You have AI-based Chatbots that are basically evolving. There's a lot of things that can actually come and wrap around the Location Intelligence service that we talked about today.

Gaurav Deshpande: That's wonderful. And on that note I'm gonna close out the Shift Work Summit, just to remind everybody: If you want to add location, intelligence to your shift work marketplace, please go to hypertrack.com, click on request a demo where you can see a custom demo of our products. Schedule that meeting or sign up for free, where we have a free trial, where you can integrate HyperTrack’s,location intelligence API into your shift work marketplace and test it out quickly. Integration is very quick, and we would love for you to test it out along with 350 other customers who are using it around the world.

Thanks a lot. Have a wonderful rest of the day. Thank you for joining me, and we will see you back next year for the Shift Work Summit 2025. Thank you.

For more sessions on the technology shaping shift work, please visit the Shift Work Summit session replay page.

Fast Access to Earnings: A Strategy for Winning and Keeping Gig Workers

Jared McGriff — Mon, 16 Dec 2024 00:00:00 +0000

During Shift Work Summit, challenges associated with delivering high quality payments solutions were top of mind. Shift workers depend on reliable payments as a key component of their financial stability. Chris Hollindale, Head of Checkr Pay and Akshay Rawat, Senior Staff Software Engineer and Founding Member of Checkr Pay discussed how flexible and fast payment systems help retain workers and improve worker satisfaction. They also highlighted the limits of legacy payment methods and explored how embedded finance is a comprehensive solution that can meet the new requirements of the growing gig economy.

Read the transcript following the key highlights below.

Shift workers have specific payment requirements (7:38)

Innovative payment methods provide long term benefits to workers (11:07)

Embedded payments for shift workers can be easy to implement (18:16)

Tech teams can provide flexible payment solutions without complex development cycles (21:47)

Gaurav Deshpande: Hey! Welcome, everybody! Welcome back to Shift Work Summit. I'm your host, Gaurav Deshpande, and we're ready to dive into everybody's favorite topic—getting paid highly. Shift payments are important for all workers, especially important for gig workers who depend on the money for their daily necessities from ride sharing to on-demand apps to now shift work marketplaces. Checkr has become the industry standard for background checks for gig workers. Many of you in the audience use Checkr here for verifying new 1099 workers as part of the worker onboarding when you're onboarding those to your marketplaces. Their Checkr Pay initiative lets you pay those same workers instantly.

With that I would like to welcome head of Checkr Pay Chris Hollindale and his tech co-founder, Akshay Rawat, to share more details about it at the Shift Work Summit—Chris and Akshay over to you.

Chris Hollindale: Thank you so much, Gaurav. Hi everyone, thank you for taking the time today. So my name is Chris Hollindale; I'm originally from the UK now in San Francisco where I lead the Checkr Pay team at Checkr, and we're excited to tell you more about Checkr and Checkr Pay shortly.

Just a quick intro to myself before Checkr; I spent 10 years in the food delivery industry, co- founded a company called Zesty which delivered food to companies. We later sold Zesty to Square in 2018 and we joined the Caviar team there, and later on Square sold Caviar to DoorDash. So I spent several years running a couple of product lines at DoorDash—lots of experience in food delivery and the gig work industry.

And with me today is Akshay; if you want to introduce yourself as well.

Akshay Rawat: Hi! It's exciting to be here. I'm Akshay, our lead engineer at Checkr; I live in San Mateo and work from Checkr’s San Francisco office before Checkr Pay; I was the founding engineer at a startup called Clerkey and co-founded a couple of companies before that—back to you, Chris.

Chris Hollindale: Awesome! So you may be familiar with Checkr as a background check company as Gaurav mentioned—we founded in 2014; today we have over 800 employees and over 100,000 customers and we service 95% of the background checks for gig customers in the U.S.

Needless to say, we spent hundreds of hours talking to gig companies and understanding their needs and pain points—and that was how Checkr Pay was formed.

Through our customer research, we learned that payments are critical to success for anybody who employs flexible workers. Checkr Pay unlocks instant payments for your flexible workforce; we offer several different payment methods in one package which includes direct deposit, instant direct deposit, and truly free instant payments through debit cards.

The whole experience is embeddable and co-branded to your company and it's a full-service offering which we think is very important—and we'll talk more about later in the session.

It also includes a revenue share program that allows you to turn your outgoing payment stream into a source of revenue for you and your company.

So before we get started I just want to talk a little bit about how we fit into the conference; at the highest level of shift workers' lifecycle can be distilled down into three main stages—pre-shift, on-shift, post-shift.

Before a new worker starts their first shift they have to be screened—and that's where Checkr comes in at the very beginning with its commonly known background checks product.

Once onboarded they need to be allocated assigned or choose a shift—and that's where today's host HyperTrack comes in; that location intelligence platform allows you to make sure that the work is gonna start on time alerts you if they're going to be late potentially or be potentially be a no-show—and it also provides verification when they leave and facilitates payment based on clock-in and clock-out.

Finally once it's approved the shift earnings are then paid to the worker—and that's where Checkr Pay comes in.

All of these linked experiences are where these parts will work together seamlessly; today we're mostly going to focus on this last step and ensuring that we can get to that last step as quickly and efficiently as possible.

So just quickly what are we gonna touch on today? We'll start by just talking about the gig economy in general and flexible work—the growth and challenges there—we'll talk about how we can solve some of those challenges with embedded finance solutions—we have a real customer example—and we may or may not have time for QA—we'll see how it goes.

Cool! So our session's called fast access to learning—a strategy for winning and keeping gig workers—and first of all, to understand why instant payments are pivotal in that let's first recognize the growth of the gig economy.

Today 36% of U.S workers are employed as independent workers—which is over 57 million people; by 2027 projections indicate that over half of the U.S workforce will have engaged with gig at some point—and noticeably between 53% of those between 18 and 34 rely on gig work as a primary source of income.

This is a market that's large and expanding—and the linchpin to gig economy success is its supply—its workers—as I mentioned I previously worked at DoorDash and I've seen how many people have been Dashers in the U.S., and the numbers are staggering—this is large and not going away.

We're not the only ones who have noticed this growth; businesses have realized this opportunity—and there are now Uber-for-X services in every category imaginable—as a result of that gig workers have more choice of companies than they've ever had before.

With that accelerated growth companies face two interconnected challenges—increasing competition as well as attracting and retaining workers with those competitive companies.

Shift workers have specific payment requirements

“Financial health plays a huge role in decision-making for this population—and can be deciding factor as to where they choose to spend their time.”

If we turn our attention to the workers themselves they face many challenges—financial burden and financial uncertainty is huge one—and drives the majority of decisions for gig workers; 70% of gig workers have less than $1,000 in savings—and over 40% have no savings at all—so it's a huge deal for them.

Lack of benefits is another challenge—in particular this population is often underinsured and lacks a good safety net—and they can often be what we call underbanked—they traditionally lack good credit and access to financial systems in general—in our discussions with some of the largest gig companies this is a common problem that affects a large minority of their workforce.

The result of all these problems is that financial health plays a huge role in decision-making for this population—and can be deciding factor as to where they choose to spend their time.

While I'm using term gig here these challenges are not unique just 1099 workers—this impacts all flexible workforces—the healthcare industry is great example many companies use W-2 classifications flexible nursing positions regardless they're all competing against each other for same pool workers—these are key decision-making criteria people involved.

As company what can you do help solve alleviate some challenges? The most obvious answer—you can pay people more—but while that's simplest answer it's not really an option most people—we're all budget constrained tasked growing gross margins profitability once you've raised compensation number it near impossible bring back down—so this usually best solution problem—but there are some realistic alternatives—you can give money access faster—this really split into two parts—it can process submit payment faster first place—and then once it's processed submitted can transmit it faster.

Secondly—you can give flexibility how where they receive money—ifferent workers have different needs, and the higher flexibility you give them, the larger percentage of the population will be happier.

Thirdly, you can help them stretch their dollar further. For every dollar you pay them, how can you make it go as far as possible? Examples include cashback programs, perks, discounts, and other ways to stretch the money you already pay them. These are the three key goals you should have for payments for your team. As we go through the rest of the session, keep these in mind as key evaluation criteria for what a good payment system should look like.

Innovative payment methods provide long term benefits to shift workers

“Our perspective is that full-service embedded finance is the single solution that helps address workers' financial needs. This allows any company to integrate banking and financial services, changing how they pay and engage their workers.”

Part of the challenge for companies today is that we're continuing to use legacy payment methods that do not solve these problems or meet these standards. Methods like cash, checks, and slow ACHs fail to address the outlined problems. They are slow, inflexible, and generally require workers to have an existing bank account. They’re inconvenient and offer no benefits to help stretch a dollar further.

Our perspective is that full-service embedded finance is the single solution that helps address workers' financial needs. This allows any company to integrate banking and financial services, changing how they pay and engage their workers.

Properties of this solution include: it must be fast and easy to integrate; it should work for both the company and workforce without needing expertise in banking or customer support; it should offer multiple payment rails for flexibility; and it should be embedded into existing apps for better adoption and engagement. People now demand clean, frictionless experiences, similar to one-click payments on Amazon. Fintech has come a long way in providing such experiences.

Workers are increasingly comfortable using digital wallets or banking services without physical branches. Instant payouts through solutions like Visa Direct and Mastercard Send are becoming standard. FedNow is another faster payment rail expected to gain adoption over time.

With that, I’d like to hand it over to Akshay, who will provide a deeper dive into specific challenges and how full-service embedded finance solutions address them.

Solving Challenges with Embedded Financial Solutions

“Our two broad goals were: reducing payment frictions for everyone (workers to customer support teams) and enabling creative payment experiences that drive worker engagement during pre- and post-shift phases.”

Akshay Rawat: Thanks, Chris. When building Checker Pay, we focused on understanding payment problems faced by high-growth customers. Many customers use "time to first payout" as a key metric because it measures product success and operational efficiency.

Our two broad goals were: reducing payment frictions for everyone (workers to customer support teams) and enabling creative payment experiences that drive worker engagement during pre- and post-shift phases.

To reduce time to first payout, we need to focus on payments KYC and onboarding in pre-shift phases to reduce fraud. A common issue is workers re-entering data already provided during background checks when onboarding for payments. This delays payouts.

Solutions include integrating background checks into onboarding processes (e.g., Checker Pay supports one-click KYC verifications) and offering self-service corrections alongside human support options.

Another challenge is meeting workers' payout preferences. Workers often switch between payout methods depending on urgency—e.g., direct deposits for non-urgent needs versus instant push-to-card transfers when needed immediately. Building each payout method in-house is costly due to varying technologies, speeds, fees, and dispute policies.

Embedded payments for shift workers can be easy to implement

A single experience offering multiple payout methods managed by one provider can address this challenge. Options include ACH direct deposits (slow but low-cost), push-to-card transfers (instant but with fees), or branded debit cards (instant transfers with cashback benefits).

Integration has become easier with no-code solutions for bulk payouts or embedding wallet experiences into mobile apps via APIs.

Barriers to instant payments often include shift verification needs and cash flow issues. Shift verification involves validating completed shifts quickly using automation or signals like worker history or MVP programs. Flexible flows can also allow workers to request portions of their wages based on custom rules.

Cash flow visibility issues can block instant payments if companies must pay workers before receiving their own funds. Solutions include low-balance alerts, shortfall fund transfers, or integration with third-party lending services like Oatfi.

### Tech teams can provide flexible payment solutions without complex development cycles

Scaling payments can be costly due to manual processes like resolving disputes or chargebacks. Full-service embedded finance solutions minimize costs by integrating KYC technologies, offering self-service features (e.g., chatbots), and providing transparent dispute resolution processes.

These solutions can also generate revenue through interchange fees from custom card programs or faster payout fees while offering benefits like tax filing partnerships or cashback programs.

Chris Hollindale: Thank you, Akshay! Let me share an example of Labor Jack—a labor marketplace based in Fort Collins, Colorado—that successfully implemented Checker Pay’s full-service embedded finance solution.

Labor Jack faced challenges like high competition, delayed payments (over two days), and insufficient worker support from their previous vendor. Their solution included seamless integration of background checks for faster onboarding, instant payment systems reducing delays, worker rewards programs (cashback/safety net benefits), and automated tax filing processes.

Outcomes included a 35% reduction in onboarding time for new hires, a 5–10% increase in retention rates, and immediate payouts after shift completion instead of weekly cycles.

Key takeaways include recognizing payments as critical to workers’ day-to-day decisions; leveraging full-service embedded finance as a strategy for attracting/retaining workers; implementing embedded payments easily; and choosing solutions offering flexibility with minimal implementation effort.

Gaurav Deshpande: Thank you both! We’ll now move on to another case study about daily payments for W-2 workers. See you there!

Accelerating Field Sales Productivity with HubSpot-Connected Location Intelligence

Jared McGriff — Tue, 26 Nov 2024 00:00:00 +0000

Shift Work Summit featured Logan Sands, VP of Technology of Sunderstorm as he highlights how his team needed to innovate to meet the needs of their rapidly expanding cannabis gummy brand. The team needed to address common challenges faced by field sales teams and their managers in tracking mileage, expenses, and productivity. By leveraging geofencing and route tracking with HyperTrack, the new system automates previously manual processes; unlocking productivity for sales teams and managers, while saving $20-$30K annually by eliminating redundant software subscriptions.

Watch the video and read the edited transcript below, following the highlights listed below.

Growing Pains in Sales Operations

The Solution - HubSpot and HyperTrack

The HubSpot Dashboard

Expanding to the Marketing Team

Fully Automated Geofences, Tracking, and Reporting for Sales Teams

Gaurav Deshpande: Welcome to the next session of Shift Work Summit. Welcome back!

Gaurav Deshpande: I'm your host, Gaurav Deshpande. I'm the Chief Marketing Officer at HyperTrack. I'm particularly excited about this session as it brings shift work validation into the core of the enterprise, which is your enterprise software.

Sunderstorm is the parent company of Kanha bites. A wonderful product, I can attest to that.

Gaurav Deshpande: With that introduction, let me hand it off to Logan Sands, VP of Technology at Sunderstorm. Take it away, Logan.

Logan Sands: Alrighty. Yeah, hey there, everybody. So,as he was saying, this session is accelerating field sales productivity with HubSpot connected location intelligence I am Logan Sands, the Vice President of technology over here at Sunderstorm, as he mentioned in his intro. Here we'll go ahead and get started with an introduction to kick things off. Then we'll kind of walk through some of the pain points we've seen through over the last couple of years the solutions that came up to those. And then in the next 10-15 min, I'll wrap everything up with a conclusion.

So starting off: Who is Sunderstorm? Sunderstorm is the parent brand of several cannabis brands. Our main brand is Kanha gummies. We are a leading gummy in the United States.

The last I heard we were number 3 cannabis gummy. In the United States. We also have a few other brands, including concentrates, and we do some distribution for some 3rd party brands as well.

We do all the manufacturing, distribution, sales, marketing, and everything. In between ourselves, this means that we do have a field sales team in each of the States that we operate in.

We sell to dispensaries which are our regulated retail partners in all the States that we operate in.

We currently operate in 4 States, including California, Nevada, Illinois, Massachusetts, and we most recently opened up in Thailand. We also have an agreement to launch products into Japan and some potential agreements elsewhere around the world, currently in the works.

So when I first started, we were actually only operating in California. That was 4 years ago. So as you can imagine, that growth over the last 4 years brings some pains.

One of these main areas where we're seeing these pains was within our sales team as well as our sales management, and there's a few key areas where this was the pain.

Growing Pains in Sales Operations

"So we really had no way to make sure that our reps were making it out into the field and visiting these stores that they said they were."

One of them was in our inefficient CRM. We launched Acumatica ERP back in January of 2021. It had some built-in CRM functionality. It was pretty basic, wasn't necessarily what we needed. You could basically just log engagements like text emails, etc, but nothing beyond that.

Also we have the inability to track our reps in real time. Like I said, our sales team is a field sales team. They need to be going out and getting to those dispensaries.

When we were operating in Southern California. It's fairly easy to manage your team. As a manager, you can get out into the field. You can spend time with your team on a pretty consistent basis. But as we began to launch these other States across the United States. And, you know, starting to look globally becomes a bit more difficult when you're in California trying to manage your team in Massachusetts and Illinois, and even if you make it out there, you can't manage your team back in California.

So we really had no way to make sure that our reps were making it out into the field and visiting these stores that they said they were.

And they were doing this in their own cars, which means they were obviously allowed to expense their mileage that they were driving on a daily basis. However, we had no way to verify this mileage just like we couldn't necessarily verify for getting out to the field. We couldn't necessarily verify the mileage that they were expensing.

Various reps are using various tools. Some of them were just logging it manually based on the odometer of their car. Some people are using Google Maps or other tools that they were finding.

And so most of the time. It was probably an estimate, and probably inaccurate as well as it was coming in across various timeframes. Some reps were doing it on the pay periods, which were every 2 weeks. Some reps were waiting 6 months to expense their mileage. So you can imagine our finance team is not too happy getting thousands of dollars of expenses at inconsistent times.

And basically, all this leading into just siloed software. Our CRM wasn't talking to the software our marketing teams were using basically just making reporting very, very inefficient and nearly impossible.

And so with all this in mind, we looked into finding a solution as soon as we could.

The Solution - HubSpot and HyperTrack to Improve Field Sales Efficiency

"HyperTrack had a pre-built integration (with HubSpot) for us where we would be able to track all the information (visits and mileage). It was logging directly in HubSpot, and they were going to do that heavy lift for us as well as any addition, additional customizations, adjustments we may need."

And we started off by saying “hey, we need a CRM, that's gonna let us do what we need to do.”

We landed on Hubspot - I won't dive into too much as HubSpot is a well known, world-class CRM.

Basically, we just needed something that would allow us, allow our sales team to more closely manage their deal flows and other workflows as well as eventually work with other departments.

And so we landed on HubSpot. It has an open API. It's been allowed to communicate to all of our other software. And so once we had that decided.

We're like, okay. Now we have the CRM, we can track the workflows our reps are working through. How are we going to track and make sure that they are actually getting out to the field visiting our clients?

And that's when we found HyperTrack through the Hubspot app marketplace. One of the main reasons we landed on HyperTrack is that Hubspot was new to my team. We had no experience working with HubSpot, integrating with it.

On top of it, being new to our sales team and HyperTrack had that pre-built integration for us where we would be able to track all the information. It was logging directly in HubSpot, and they were going to do that heavy lift for us as well as any addition, additional customizations, adjustments we may need.

And then, finally, we stuck with Acumatica. Acumatica is still our ERP. It's the home base of our company, our company runs off of it. So all of our customer information was going to be held there.

And we were using Redshift and still are using Redshift to host all of our data from these various locations. And we have Tableau sitting on top of it, as well as using Python and various other methods to, you know, analyze the data on more advanced, on more advanced basis. That's not the day-to-day stuff in Hubspot. So like I was saying, one of the key features of all this is that it had to communicate.

They all had to communicate amongst each other. So, focusing on the Hubspot, HyperTrack, Acumatica integrations. Here everything starts in Acumatica.

We generate a new customer or new prospect that's immediately sent into the HyperTrack or HubSpot automatically sending the HyperTrack to generate that geofence rep is, you know, within the 250 meters, or whatever the parameter we set within HyperTrack, is they automatically log that visit, and that visit is sent into Hubspot, where it is logging, "hey? This rep was at this store. They made these number of visits this day," logging that all in real time, as well as at the end of the day, sending in total mileage.

And once that total mileage is within Hubspot, we are then grabbing that total mileage out of Hubspot at the end of each day and pulling it back into Acumatica. Kind of close the loop here and generate that expense receipt.

So really, there's no manual data entry beyond generating the new customers in Acumatica. Everything else is fully automated for our sales team, so that they're not logging any information manually, and also that all of our expenses are coming in on a consistent and accurate basis.

The HubSpot Dashboard Powered by HyperTrack

"We have the full ability now to track all of our reps activities within Hubspot, including mileage. As well as we have more accurate and consistent mileage reporting."

And, taking a closer look within HubSpot here, this is our field service dashboard that HyperTrack built for us directly within HubSpot, allowing our sales management to manage directly within Hubspot on a day-to-day basis. Obviously they have all their other deal flows that they're managing on top of this.

But this is the HyperTrack-specific dashboard they built for us, starting the top left here. We're able to see if our reps are actually spending time in these stores. They may be driving 200 miles, but how many minutes are they spending face-to-face in these stores with our customers.

And then working down to the left middle here. Just total mileage in a stack bar chart allows us to see, you know, basically our flow of mileage on a day-to-day basis. And then in the bottom left here our daily number of visits by user. Maybe they're driving 200 miles. But are they actually stopping at our clients?

It may just be a rep is trying to get out there to prove they're in the field. But now we have the ability to see if they're actually stopping and visiting our clients and prospecting new ones.

And then the right-hand side. Here. We just kind of like to view this as our health dashboard for HyperTrack. It shows us how many inactive users there are on a day-to-day basis. You know, if this number grows above a certain amount, we can send out a reminder in our slack channels to basically remind people, hey, activate your HyperTrack today, one to make sure that you're logging your visits and 2 to make sure that you get your mileage expenses created.

And then we have tracking health outage reasons moving to the right there and then on the bottom. We have just employee-specific data about outages and some other more nuanced distance total drive times, etc.

And so that was basically it. We have the full ability now to track all of our reps activities within Hubspot, including mileage. As well as we have more accurate and consistent mileage reporting.

Expanding to Marketing Team

“So now anytime a field marketing rep is visiting a store that will also be sent to the same HubSpot dashboard and company information that is being used by the sales team, so that our sales team can know when the marketing team is out there supporting them.”

And after we found that success. We realized that we may be able to move this over to our field marketing team as well. Our field marketing team. Just to give you an idea is going into the stores, setting, setting up displays, making sure our customers are properly stocked when our reps aren't getting out there as well as running Demos. So we have 2 teams. We have our field sales team and our field marketing.

We had solved the field sales team issue. And now we realize, hey, this may work for our field marketing team as well.

They were using a software called Repsly. It's basically a pretty basic CRM. But we eliminated that and immediately switched them into HyperTrack to track their mileage and their visits.

So now anytime a field marketing rep is visiting a store that will also be sent to the same HubSpot dashboard and company information that is being used by the sales team, so that our sales team can know when the marketing team is out there supporting them.

And we're currently wrapping up, building the workflows in Hubspot for the remainder of what they were doing reps, including their forms. Right? So if a field marketing team member is out in the field and they're filling out information about a customer. And one of these forms we've generated. It's going directly into the company profiles our sales team can see within Hubspot kind of what the field marketing team seeing out there that maybe they may have missed, or they haven't been to that store in a certain amount of time, and they can review the store on a more closely without having to get out there themselves.

As well as building that marketing schedules into the calendars of Hubspot, so that our sales team can see when they're getting support and demos out at their stores so that they can better support the stores. Maybe they want to stop out for that demo. Or maybe they say, “hey, my marketing teams got this one. I can spend my time elsewhere.”

Basically all this just to eliminate the silos between our marketing and our sales team. Marketing and sales obviously need to work hand in hand and by getting them both into the HyperTrack-HubSpot atmosphere, it's basically made everything extremely easy.

And wrapping things up here just to cover it all, we ended up integrating HubSpot and HyperTrack with Redshift and our existing Acumatica ERP to streamline field sales and marketing management even though our initial goal was to only streamline sales, we were able to transition it into our marketing team as well.

Fully Automated Geofences, Tracking, and Reporting for Sales Teams

We solved the challenges related to mileage tracking, business tracking, and expense reporting, allowing sales, sales reps, and management to focus on selling rather than manual audits and reporting time by the managers, making sure that their team was actually doing their job. And now they can spend more time working with their team closely and helping them build those relationships.

We fully automated the process for geofencing, HyperTrack route tracking, and expense reporting to ensure that our field reps only need to start and track each day. There's no manual entry. There's no manual logging. It's all exact tracking through HyperTrack. There's less admin work and more time spent face-to-face with our clients and prospecting new business.

And through all this we achieved unified visibility and management, transforming our field team productivity all around, not only with our sales team, but also with our marketing and taking down those silos between the different software.

And with that that is basically all I have. I believe we have some time for questions here.

Q&A led by Gaurav Despande, CMO

Gaurav Deshpande: Thank you, Logan. There are multiple questions here in the chat.

Gaurav Deshpande: First question, how much was the savings for the field sales and marketing team with the deployment? Did you guys measure that or have an estimate for it?

Logan Sands: Yeah. So it's relatively new for us. We wrapped this all in 6 months, and have been going for about 2 to 4 months. But just off of the software we were able to eliminate with this. We're probably looking at 20 to $30,000 annually.

Gaurav Deshpande: Wow! That's an amazing amount of saving congratulations.

Gaurav Deshpande: Second question is, what was the process of integrating HyperTrack location, intelligence into HubSpot? How long did it take, what did the process look like in terms of timeline?

Logan Sands: Yeah, so it was fairly quick. I think we had everything turned around in. I would say about 4 months. The HyperTrack team was extremely helpful. They carried the bulk load of that for us because we didn't have that experience, and they had most of it pre-built for us. Then I think there's a month or two of additional requests that we had that we worked through, but it was all completed, I would say, in under 6 months.

Gaurav Deshpande: Excellent one more question here, Logan. In terms of the deployment. Now, as you've scaled it out to the field marketing team.

Gaurav Deshpande: Was their experience also similar to field sales in terms of the savings that came out of the HyperTrack deployment.

Have you quantified that?

Yeah. So I would say, most of the savings is coming from the moving, the field, marketing in and being able to eliminate Repsly as an additional software.

They were tracking their mileage within Repsly already. So the sales team we were seeing most of the savings around having more consistent mileage reporting, whereas the marketing, most of that savings is coming from eliminating Repsly, since they were already tracking mileage within there, but the additional - I mean, it's hard to quantify the time that's being saved, you know, man being able to manage both marketing and sales within the same atmosphere. So it's been too soon to really see what that savings is like. Because, like, I said, we're still building the marketing team into there but it will. It'll be instrumental, I'm sure.

Wonderful, and thanks a lot, Logan. for joining us for the Shift Work Summit.

Thank you for joining us, and we'll go to our next session in about 12 min, so we'll give you everybody a break. Come back to us at 11 Am. Pacific for a session with checker pay.

Thanks a lot, and I'll see you in the next session.

For more sessions on the technology shaping shift work, please visit the Shift Work Summit session replay page.

HyperTrack Solution Showcase Replay: The Secret to No-Show Detection

Jared McGriff — Mon, 18 Nov 2024 00:00:00 +0000

HyperTrack validates over 1 million shifts per month, on November 14th we hosted a solution showcase to highlight the nuances of no-show detection in shift work.

Watch the replay video below to learn how shift work marketplaces achieve the following:

How shift work marketplaces improve visibility by 41%
How to identify no-shows sooner and backfill faster
How to transform workforce reliability with location data

Watch the No-show Demo

Go to 29:00 for a demo of the operations view of two of the most common time and attendance scenarios - worker left early and no-shows. Aashish Subramanian, Director of Engineering at HyperTrack will show examples of what operations teams see when identifying a worker who left a worksite earlier than the scheduled end time of a shift and the situation when a worker does not arrive to the work site at the scheduled time.

For more sessions on the technology shaping shift work, please visit the Shift Work Summit session replay page.

Shift Work Summit 2024

Jared McGriff — Mon, 11 Nov 2024 00:00:00 +0000

Shift Work Summit 2024 connected a diverse community of tech builders, product managers, CTOs, and ops leaders who focus on making shift work more efficient. Shift Work Summit is the premier event for product and ops teams who are building the tech and processes for both shift work marketplaces and internal labor pools.

Employers who hire 1099 and W2 workers in healthcare facilities, retail, light industrial, hospitality, oil and gas, and other industries are also a part of the shift work conversation. As varied as these industries are, they have a common cause in ensuring management and operations teams have the necessary tools to plan and verify work, visualize work being done in real time, and automate tasks where possible.

Watch the highlights of Shift Work Summit below!

HyperTrack validates over 1 million shifts per month and is at the center of the community of shift work leaders who are building the solutions for millions of workers who depend on shift work marketplaces to connect them with employment opportunities.

“The United States has over 70 million hourly wage workers with gig work extending beyond food delivery and cab rides to every service in the US, Europe, Asia, and worldwide. The gig economy is growing in triple digits, going from 2% of the total economy in 2020 to 20% in 2030, and traditional solutions for planning, assignment, tracking, and verification of work can no longer keep up,” said Kashyap Deorah, founder and CEO of HyperTrack. “The Shift Work Summit brings together the experts who build these solutions, and share knowledge through engineering panels, case studies, and talks, these practical sessions will provide attendees with the tools and ideas required to build and deliver cutting-edge workforce solutions for the new economy.”

Watch the Shift Work Summit 2024 On-demand

Shift Work Summit 2024 highlighted the strategy and perspectives of the tech builders, product managers, CTOs, and ops leaders who focus on making shift work more efficient and purpose-built for the future of work.

Watch the replay of the sessions below!

About HyperTrack

HyperTrack provides the building blocks to add location intelligence to the shift work marketplace, field service management, and CRM solutions such as HubSpot and Salesforce. Our APIs and SDKs for planning, assigning, tracking, and verification learn from the ground-truth data to improve operational KPIs, including job completion or fill rate, workforce reliability with lower No-Call No-Show(NCNS) incidences, higher productivity, and on-time delivery.

HyperTrack provides workforce automation and proof-of-work solutions trusted by over 300 companies worldwide in various industries, from technology, light industrial, security, retail, hospitality, and healthcare to energy and transportation. Start building with the free trial at https://hypertrack.com/

How Wonolo Facilitates Daily Pay for W-2 Workers with Zeal's Payroll Built for Shift Work

Jared McGriff — Thu, 31 Oct 2024 00:00:00 +0000

During last month’s Shift Work Summit Kirti Shenoy, co-founder and CEO of Zeal and Ivan Sathianathan, Product Manager at Wonolo discussed their partnership. Their session covered how Wonolo leverages Zeal's technology to streamline payments for W-2 workers. In this wide ranging conversation a variety of shift work topics were addressed. From Zeal’s ability to automate payments and compliance to Wonolo’s focus on making payments easy for workers, this session showed the breadth of the solutions being developed to support a future where shift work becomes a greater share of the workforce.

Watch the video and read the edited transcript below, following the highlights listed below.

Wonolo Makes Pay Easy for Shift Workers

How Wonolo Leverages Zeal to Facilitate Faster Payments

From the Shift Worker Perspective: Getting Paid with Wonolo

Introduction to Zeal

Payment Challenges for Shift Work Marketplaces

Automated, Flexible, Native Payroll

Location Data and Payroll Compliance

HR Solutions for Shift Work Companies: I9, Digital Wallets and Health Insurance

Gaurav Deshpande: Welcome to the next session of Shift Work Summit. I'm your host, Gaurav Deshpande.

Gaurav Deshpande: We have had an amazing day with speakers from Sunderstorm and Checkr Pay.

Gaurav Deshpande: Now we come to one of the most exciting case studies that we have for you today.

This session is a case study with Wonolo and Zeal. In the previous session we looked at payments for 1099 gig workers; in this session we are going to be focusing on paying the W-2 workers on a daily basis.

Gaurav Deshpande:

Ivan Santianathan of Wonolo and Kirti Shenoy of Zeal, will present a case. study on how Wonolo pays W-2 workers daily using a system that's built for shift work. Some of you will remember Kirti from last year's summit.

I'm delighted to welcome her back, over to you. Kirti.

Kirti Shenoy:

Awesome. Thank you guys so much for taking the time, and I'm super excited to introduce some new faces to the Zeal platform, and of course, to mainly talk about our amazing customer, Wonolo, who's done some amazing things in shift work over the past decade, but it continues to be that industry innovative leader. Maybe we'll just kick it off. Ivan, maybe you can kick it off. Give an introduction on yourself, and we can dive into the Winol0 piece of the presentation to start.

Ivan Sathianathan:

Thank you, Kirti. Hi, everyone. My name is Ivan. I'm a staff product manager at Wonolo, and I'm going to talk to you about a feature that we have built in partnership with Zeal.

So if you move on to the next slide, please, Kirti, cool just a quick Intro to Wonolo, where it's a tab, we're known as a talent app. We provide extremely fast access to relevant, reliable, and highly rated workers.

Wonolo Makes Pay Easy for Shift Workers

We have a large talent supply across most of the major metropolitan areas in the States. And you can deploy one of those across almost any type of work engagement. Be that short term, long term 1099, W-2, low volume, or high volume.

Ivan Sathianathan:

That's the pitch moving on. This is how fast the pay works. So you'd have heard about the typical payment UX for 1099, or gig work. When a job is approved, a job is paid. So a Wonoler or worker, someone works a shift, once the customer agrees, says, yes, this shift has been fulfilled. I'm happy that that shift gets approved. Then the payment for that shift gets initiated and paid out in due course. That can be instantaneous. It can be one to two days.

With regular W-2 payroll. The experience is slightly different. We have the concept of a payroll period that can be one week, two weeks by or monthly. In this example the payroll period is a week. So someone is working shifts over the course of week one.

But they only get paid for those shifts in week two when we run payroll around. 18 months ago, Wonolo introduced W-2 jobs onto its marketplace. We, previous to that, only had 1099 jobs on the platform, and we partnered with Zeal to facilitate payroll platform.

To facilitate this, we created a subsidiary company called Frontline, and any W-2 jobs that were posted in the marketplace were fulfilled by employees of our subsidiary called Frontline.

Now, this introduced a problem for the workers, because the folks who are used to 1099 jobs were used to getting paid soon after the job was approved.

Ivan Sathianathan:

But now, if they were taking on W-2 jobs, they were experiencing this slower payment cadence where they had to wait a week or so to get paid for the jobs.

And knowing the makeup of our workforce, we identify this as an issue for some of them. They're living paycheck to paycheck or day to day, and they really rely on the faster payment that you get from typical gig work.

Ivan Sathianathan:

So moving to the next slide. So this. So the way we address this was through a feature called Faster Pay for W-2 jobs.

How Wonolo Leverages Zeal to Facilitate Faster Payments

"...we have found that the folks who are used to 1099 pay. They really love this feature of being able to work W-2 jobs having access to the largest set of jobs that are on our marketplace, and still get paid at a similar cadence."

Ivan Sathianathan:

What we did was when a job was approved. We then made a call to Zeal's API using their payroll Preview feature.

And we would say, Okay, this job was to work from 9 to 5, and it was $20 per hour. Can you give us an estimate for the net pay for that particular shift, and this was done instantaneously. As soon as the job was approved, we'd get this immediately back from Zeal, and what we would do was then advance 80% of that estimate of net pay to the worker. So they were receiving the pay for that shift in a similar cadence to what they would be expecting if they were working at a 1099 job.

And then the following week, when we ran the payroll process, we would do a reconciliation between the net pay that had been advanced to them. The actual net pay and a true up the Wonoloer, so that everything reconciled.

This was one extra benefit of this is, there's no there's no fees to the worker for this feature.

Ivan Sathianathan:

So now I'm going to talk a bit about the UX that we had to build to complement this feature.

Ivan Sathianathan:

What you're seeing. Here is the Wonolo app UX when a shift has been completed for on a w 2 basis, and you can see that we've got the estimate of the net pay from 0, which is $154, and we're explaining this to the worker. We're advancing you 80% of this $123, and you'll receive the remainder in your next paycheck. So this is a view on a per shift basis.

Moving on to the view on a weekly payroll basis the following week, when we run payroll. We had to then explain to one of those , you know, who had to explain the slightly different concept of understanding their paycheck. So, as you can see here, the amount of the net pay for the whole week was $439, but we were only advancing the remaining $48.54 when we ran payroll. And we had to build a UX that showed “Okay, you're only receiving $48 here, but we've advanced you the pay from the previous week for the jobs that you worked within that payroll period.”

We still have issues with this. Some workers are used to the weekly pay, and they find it hard to budget, but we have found that the folks who are used to 1099 pay. They really love this feature of being able to work W-2 jobs having access to the largest set of jobs that are on our marketplace, and still get paid at a similar cadence. And our customers and our workers love it, too. So one of our workers I love to emphasize here the triple usage of [the word] huge. When they were talking about this, the benefits to one of their workers.

From the Shift Worker Perspective: Getting Paid with Wonolo

And one of our workers, one of the early workers who we were on this feature. He's a guy from New York called Tevin. He used to work in 1099 jobs on Wonolo. And he picked up a W-2 job. And he was, you know, experiencing this issue of not getting paid daily, as he'd previously experienced.

So we asked him the question like, if we could do one thing to improve your experience of getting paid, would it be? And he said, You know you're doing good by paying me every day. And that's actually the best. So it was really gratifying to see how this feature really made a benefit for our workers.

Over to you, Kirti, to explain a bit more about how this works.

Introduction to Zeal

Kirti Shenoy:

Absolutely. Thank you so much, Ivan, I really appreciated hearing that story about the Wonolo end user, something that I just wanted to highlight, that I actually just read recently is, you know, 90% of staffing jobs in the market are actually W-2. So I think you know, to Ivan's point. You know, so many of us have innovated on the 1099 side.

And I've sort of figured out a way to approve jobs and pay out these workers on different rails. But as we think of staffing companies, either expanding into the W-2 market, you know, accepting those demand side deals where we are going to staff these W-2 workers we have to think about. You know, how are we going to stay innovative? How are we going to take those opportunities from those legacy staffing companies?

And it can really come through in what I would say is the real EWA, is what Wonolo has built, with previewing the payroll from their real payroll provider to get that accurate view, and then giving those workers access to their wages in advance of the actual pay cycle.

So thank you so much for sharing that.

And it's been amazing to partner with you guys and see, you guys build that out. I want to transition into a little bit of the Zeal side. So for those of you who don't know me, I'm Kirti. I'm the CEO and a co-founder here at Zeal.

We've been primarily partnering with gig, staffing, shift work, and employer-of-record service providers for many, many years, and we really aim to be that modern payroll platform to allow them to do the best shift work, payroll, compliance, and onboarding for their end users as possible.

In a nutshell, you know, in my job I talk to hundreds of staffing companies, new staffing companies each and every year, and I think, especially within the shift work market segment. I'm seeing these 4 as the core pillar challenges that shift work companies are dealing with.

Payment Challenges for Shift Work Marketplaces

Kirti Shenoy:

First and foremost, we have flexibility, which is, you know, we have some of the most amazing mobile apps product managers that are building and really thinking through these beautiful workflows for their users. You want to be flexible to your clients needs. You want to be flexible to what your workforce needs, and you want to do that and build those processes with as little manual intervention as little manual ops as possible for your workers.

Kirti Shenoy:

The second challenge that I see for these shift work companies is scaling. I think a lot of us here on this webinar. We're part of hyper growth companies. You are constantly closing new and new clients. You're onboarding thousands or tens of thousands of workers each and every year.

And the manual processes that might have worked in year one, year two, year three may not work when you're now onboarding and paying out this large volume of workers. So how can we think through reducing those manual processes and increasing automation within our companies?

The third pillar is compliance, and especially in the W-2 market, which we primarily specialize in.

You know compliance is difficult. Your demand team is closing sales and closing these partnerships in new Territories, and with those new Territories come their own set of compliance problems. In the United States in particular, we have 11,000 tax jurisdictions that each govern their own laws around FISA changes and taxation changes. So how are you keeping up with those compliance changes in all those territories while your demand team is closing those new deals and enrolling with those punches?

And then, last, but not least, I see with these shift work companies top of mind for us is worker retention. That's what we have over the traditional legacy staffing companies. Zeal will detect the overtime rules, the minimum wage rules the taxation rules, and we will allow you to auto update all of your checks in an automated fashion without needing any manual intervention. And that is, I think the dream of all of us is shift work companies.That sets us apart from those staffing companies. So how do we create that really exciting worker retention loop where they're more excited to work with your platform than maybe the legacy staffing companies they're used to working with in the past.

Automated, Flexible, Native Payroll

“You can advance those payouts to your workers, and they're happy because they're getting paid daily, or most of their wages daily, instead of once a week or every other week.”

Kirti Shenoy:

And really, what we've done at Zeal is we've come up with this solution. And that is really automated, flexible, and native payroll, you know. If you could have your dream sort of payroll and compliance partner, that will allow you to keep that entire onboarding experience.

Pay experience all in your mobile app, instead of sending your users to 3rd party portals like Adp instead of, you know, building in spreadsheets and doing lots of manual intervention. How can you partner with a provider that's really built for your use case that allows you to automate everything from onboarding to invoicing all in one place, and that's what we really aim to provide to our customers.

Kirti Shenoy:

So to dive right in want to, you know. First and foremost share the example of what is Wonolo doing to do real daily payroll? So I think Ivan showed you the Wonolo side of what the workers see, but wanted to show you the back end side. And hopefully, there's enough PM's here that have read many, many API docs and can digest this a little bit. But what Wonolo basically does with Zeal is they pass us around the hours and the wage for these particular workers.

Location Data and Payroll Compliance

“What shift work companies can do is partner with a company like Zeal. All you have to do is tell us the rate. Send us the work location. If you don't know the work location, you can use someone like HyperTrack to get that work location for you tell us the time in which these workers are working and put your entire compliance experience on autopilot(...)”

They pass us the work location and the time as a bonus. If you guys are having trouble capturing time, you can use someone like HyperTrack that will make it a little bit easier, but but nonetheless, when all those passing us the time, they're passing us the wages and using Zeal as a system of record for that what they end up doing is using our preview payroll endpoint.

That's the endpoint that Ivan was highlighting before where they're basically running a mock payroll scenario with Zeal. So they're saying, Hey, Zeal! This is what the worker is getting. They're getting $200 gross pay. What do we think these workers are going to get as their net pay, based on their withholding details based on the work location based on compliance.

Kirti Shenoy:

What do we think the worker is actually going to get as their net pay, and Wonolo can, constantly ping this endpoint throughout the day, every day, multiple times a day to understand the net pay for this worker, and Zeal will provide them a number like, Hey, we think that this worker, based on what they've performed so far, will get $183.58 cents from net pay.

Kirti Shenoy:

Now, what a staffing company can do with that number is. Decide how much of that money they want to advance to the customer? Is it 50%? Is it 80% is a hundred percent that number can really vary based on how much cash flow. You have to float to these users, and also what your comfort level is. But Zeal gives you that approximation. You can advance those payouts to your workers, and they're happy because they're getting paid daily, or most of their wages daily, instead of once a week or every other week.

Kirti Shenoy:

Now, the best part of this entire solution is, as Wonolo, for example, is advancing this pay to their particular workers. They're really using Zeal as that system of record to track what is happening in the ecosystem.

Kirti Shenoy:

So if on Monday the worker is getting $100, and on Tuesday the worker is getting $100, and on Wednesday, the worker is getting $100. We are that ledger that's tracking all the deductions of these advanced payments that we are giving out to the workers, and at the end of the work week, as Ivan mentioned, what we do at Zeal is, we run the real payroll, the real pay cycle.

And we look through all the work that the worker has performed, we run the gross to net calculations, and we get that final net pay value and that final net pay value is going to take into consideration the taxes as well as the advances that the Staffing company has sort of provided to that worker, and then we'll reconcile all of that. We'll give the pay stubs to Wonolo. They can post that right in their mobile app, and that's just one, I guess comprehensive example of how customers can really partner with a more tech enabled programmatic vendor to do some pretty amazing things for their users, and how they can do that, you know, again, in the most automated fashion possible, and with a single vendor.

Another example that I want to provide to a lot of the folks on the line is a compliance example. So you know, there's a lot of people talking about pay and how we can make faster pay happen in this market, and I think Zeal has solutions for that. But we also have a lot of solutions related to the compliance issue that happens in shift work.

Kirti Shenoy:

So I wanted to start off with this example right here on what happens in the compliance market without shift, specific locations.

Kirti Shenoy:

So typically, if you look at industries like legacy staffing. What do they say to their workers? They say to their workers, Hey, you're a worker, you onboarded. I allow you to work in this particular zone. Let's say it's Bullhead City, Arizona.

Kirti Shenoy:

Now, what staffing companies do is they prohibit these workers from working for multiple different clients, multiple different locations because they don't know how to automatically keep up with the compliance requirements that are happening in the market. So they say, you one worker is provisioned to work for this one client, and if I want to move you and move you into a different ship, I'm going to take you off that role. And I'm going to put you into a new role. That's what legacy staffing thinks of the market.

Kirti Shenoy:

Now, what shift work companies do, which is super super cool is, you are closing tons of different clients across different markets. And you're allowing these workers, usually on a mobile app to sign up for shifts across different locations.

Kirti Shenoy:
So what ends up happening when you allow your workers to sign up for shifts in different locations is, you may notice that those workers are working in different states. If they're in a border state, different taxable locations just within the same county. And what ends up happening at that place is different. HR. Rules start triggering. So, for example, in the Arizona case, maybe you know in Arizona only that one shift on a Sunday actually qualified for overtime. But now, when we introduce this variable of whether this worker is doing shifts across different locations, we notice that California, Nevada, Arizona, just a few miles away from each other, have different HR rules in place, and you have to keep up with that as a staffing company.

Kirti Shenoy:

So now we see oh, California shift, and this Nevada shift triggers overtime, and we layer in another HR scenario, which is minimum wage, which also varies based on the work location. So now, not only do you have to remember that there was an overtime rule, but you also have to remember that minimum wage is different in each and every one of these jurisdictions.

And then, lastly, the icing on the cake is in the United States. We have 11,000 tax jurisdictions, and what that means is, you have to tax your workers on the individual work location, not just the state, not just who they are, not where they live, but actually where they're performing the work.

Kirti Shenoy:

So what is the solution to all of this? Right? With staffing companies? They can't keep up with this. So they just say, you are one nurse. You can only work in this location if you take another location. I'm going to delete all the information about you, and I'm going to add you to this client and add you to this location. What shift work companies can do is partner with a company like Zeal.

All you have to do is tell us the rate. Send us the work location. If you don't know the work location, you can use someone like HyperTrack to get that work location for you tell us the time in which these workers are working and put your entire compliance experience on autopilot Zeal will detect the overtime rules, the minimum wage rules the taxation rules, and we will allow you to auto update all of your checks in an automated fashion without needing any manual intervention. And that is, I think the dream of all of us is shift work companies. We want these workers doing any shifts that they can get their hands on. We want our demand teams to close those sales, expand to clients in new territories without our compliance team hating us.

And in order to do that we need to work with some of these more modern solution providers in the market that allow us to have that automated fashion of processing payroll and managing compliance. So hopefully that wasn't too technical of an example, but more of an interesting example of what shift work companies really bring to the market, and what needs to happen behind the scenes in order to, you know, process this pay and get these workers on the right track.

HR Solutions for Shift Work Companies: I9, Digital Wallets and Health Insurance

“Zeal will detect the overtime rules, the minimum wage rules the taxation rules, and we will allow you to auto update all of your checks in an automated fashion without needing any manual intervention. And that is, I think the dream of all of us is shift work companies.”

Kirti Shenoy:

Last, but not least, you know. I think a lot of you on this call. Hopefully, we've shared a little bit about how we can do faster pay with Zeal. We've shown how you can automate compliance with Zeal, but we've also built a whole plethora of modules on top of our core payroll module, and our core HR module at Zeal and wanted to feature some of those other solutions in case you're running into those problems today as a company.

Kirti Shenoy:

You know, one example of this is our remote, I9 with e-verify. When I talk to staffing companies. This is the part of the onboarding experience that is the most painful for your end users for those of you who don't know, I9 the ability for you to authorize that the worker is qualified to work in the United States, and because it requires, you know, a part 2 person to review another person's id. This typically is a very, very time consuming process in the onboarding process. And what we've done is we've built an embeddable component. You could throw it into your mobile app. You could do I9 in under 5 min and activate those users for your demand.

Another example of this is custom paperwork, you know. Sometimes workers can't work for some of your end clients because they have a waiver. They have a labor poster. They have a form that they need to sign again. Embeddable components embed these custom document collections right in your mobile app so that you can activate that talent, get them working at the shifts where you need them most. And you're not held up on admin processes.

Kirti Shenoy:

If you want to combine our daily, you know, payroll preview with another product. We also have pay cards and digital wallets. So you can say, Zeal preview payroll. 80% of the wages. I want to now disburse those wages not on the ACH rails, which are very time consuming. I want to disperse them onto a pay card product.

We can help you to connect that to our new pay card program with digital wallets. And we can also help you to start to make money off of the pay cards and wallets which could be huge, for of course, you shipwork companies where? Where payroll and that is your largest line. Item expense. You know, we can really help you turn payroll and onboarding from a cost center into a profit center with some of these new revenue streams from these products.

Kirti Shenoy:

And then, last, but not least, healthcare insurance. So in the staffing market, if you have more than 50 full-time equivalent workers, that could be 100 part-time equivalent workers. You need to, unfortunately, or fortunately, provide a minimum viable plan of health insurance to those end workers.

And we have an amazing program for healthcare insurance. Where you can create these minimum viable programs, you can track the audit trail of the workers opting out of insurance or opting into insurance. We'll capture deductions. We'll make sure that's reported properly. We'll do cobra compliance, and we'll manage that with our partner broker. So this is again, another pesky little thing, pesky little nuance in the staffing industry that I see coming up. But we can really help you to take care of that with our integrated solution.

Kirti Shenoy:

So that is a wrap on my segment. I know we covered a lot of things, but hopefully this was helpful, or a little bit of a food for thought for some of my shift work companies out there. If you're interested in learning about payroll, thinking about faster payments, thinking about compliance, I'd love to have a personal chat with you.

Q&A led by HyperTrack CMO, Gaurav Despande

Gaurav:

Thank you, Kirti. We have multiple questions here. Let.

Kirti Shenoy:

Right.

Gaurav Deshpande:

Ivan and Kirti described to us the experience of how it was integrating the payments 0 payment platform into what all those. What is the timeline? What were the steps? Kind of a high level

Gaurav Deshpande: 1 min overview of what it is, how it worked.

Ivan Sathianathan: It was very easy. We had already had our weekly payroll process integrated with Zeal. So that was a previous step that we'd gone through. So we had already gone through the nuts and bolts of payroll processing with Zeal at that point. And then, when it came to the faster pay process, it was just we were using a calling in a new endpoint, the preview payroll endpoint on a different cadence.

Ivan Sathianathan:

So it was all API driven. The documents were there. Documentation was there? It was. It was very easy for us in this use case. Send a, send a different same data on a different cadence, and use it in a different way.

Gaurav Deshpande:

Wonderful. Thank you, Ivan. you mentioned that you're paying out 80% of the payments as a part of the W-2 workers payments?

Gaurav Deshpande:

Do you have a verification of the time that is spent on the shift as a part of it?

Gaurav Deshpande:

How does that work as a part of the payment of W-2 workers?

Ivan Sathianathan:

So the 80% is to form a guard for us, so that we're not overpaying the worker prior to running payroll payroll processing. We don't want to get to a point where we have forwarded them $500 of net pay, and then, when we run payroll the next week we find out. Actually, your net pay was 4 90. And then we have to figure out callbacks and stuff like that. So that's where the 80% comes in. And with verification of shift work

Ivan Sathianathan:

Kirti mentioned this. And we're actually exploring this with HyperTrack. There are some customers who are used to this weekly payroll process where, rather than approving jobs every day they will give you a spreadsheet at the end of the week, and for the past week's timesheet. So we were running into problems with those customers, and we are looking into whether HyperTrack can give us that extra signal of whether someone was there at one Monday, 9 to 5, and we can use that as a signal to advance, pay.

Gaurav Deshpande:

Wonderful, Ivan. And then last question, and this one's for you, Kirti.

As the founder of Zeal as you've been through this journey. What is the most surprising part of building a payment startup?

Kirti Shenoy:

Oh, my goodness! There's so much, I think, for me. What has been so fascinating is I. We work with a large variety of customers, and I think we bring that large variety of perspectives to the companies. You know, we work with some of the most innovative companies like Wonolo, that are constantly trying to think through. You know, how do we pay our workers faster? How do we keep everything on Mobile?

Kirti Shenoy:

How do we do that, you know for some of my other customers. The impact is sometimes on invoicing and thinking about, how do I know? How does my finance team know how to Bill, my workers net 30 faster than net 30 by tagging these shifts accurately. So I think for me, it's just been really fascinating to think through, you know each and every staffing company. What's the opportunity?

What are the problems, and what else can we build around that stack to help you and all of the stakeholders on your internal team and across your workforce to feel that that wonderful experience. So I think I've just been surprised in the staffing industry. The more I learn. I feel like there's more problems to be solved and more opportunities that we have. So I've just been. I've just been a huge learner, and trying to iterate the platform to accommodate for all of that.

Gaurav Deshpande:

Wonderful. And with the last minute I have, I'll ask Ivan the same question.

You guys are leading the light industrial staffing. You're a dominant player as you build it out. Your product at Wonolo. What was a surprising moment? What was most surprising about building out the product for the shift work, marketplaces, industry.

Ivan Sathianathan:

I'm not sure if it's surprising. But for me, the gratifying moments are when you hear these testimonials from not only our our customers, you know how we're helping them with their businesses, but also more so from the workers on the platform, and you hear the stories of I was in a real tight bind, and when I was able to help me that

Ivan Sathianathan:

you hear it frequently, but it never fails to give you a sense of pride in what you're doing. So that's 1 of my favorite things about working in the staffing industry.

Gaurav Deshpande:

And not that a basic note? Thank you, Ivan. Thank you, Kirti, for joining us.

Gaurav Deshpande:

Stay with us for the next session, starting in a minute with Indeed Flex.

Ivan it's so wonderful to have you here, Ivan. Thank you for joining us, Kirti. Thank you for joining us.

Kirti Shenoy:

Thank you. Guys. Take care.

Revolutionizing Staffing—Job&Talent Leverages Technology to Shape the Future of Workforce

Jared McGriff — Thu, 24 Oct 2024 00:00:00 +0000

This insightful session during Shift Work Summit was a deep dive into how companies improve workforce quality and reliability with Job&Talent. Chief Sales Officer, Brian Neely shared how Job&Talent has expanded to be a global force in the staffing industry due to their focus on building systems to incentivize worker’s success and give managers the visibility and efficiency required to secure and manage talent in the on-demand economy.

Watch the video and see the highlights and edited transcript below.

Intro to Job&Talent

The need for a tech-enabled workforce management

The Job&Talent App

The Importance of Consistent Location Data During Each Shift

How Location Data Enables Real-time Communication

How Job&Talent Improves Attendance and Visibility

Gaurav Deshpande

We have had a packed agenda since this morning. We've had the keynote from Jara courtesy fireside chat with Ben Chapman of Nursa and we are off to a great start here. I'm your host, Gaurav Deshpande and my awesome team here has put together a great show for you.

In the interest of time let me introduce to you the next speaker, Brian Neely, Chief Sales Officer of Job&Talent. Job&Talent, was born in 2009 in Madrid, Spain. We often encounter business models that start in the US and then expand to Europe and the rest of the world. It's rare to see the reverse. So after the explosive growth in Europe, building a multi-billion dollar category, Job&Talent had made a grand entry into the United States.

Here is the main man behind that growth. Please welcome Brian Neely, Chief Sales Officer, leading Job&Talent’s growth here in United States, and on his way to making it a billion-dollar business here – over to you, Brian.

Introduction to Job&Talent

Brian Neely:

Thanks, Guarav! Appreciate it appreciate the the the invite from HyperTrack. I know that we're on tight schedule today, so I will try to keep us on track. So just a quick bit of housekeeping and kind of where we started is Guarav mentioned.

We've been in business since 2009. So in that 15 year period of time, Job&Talent has been growing our footprint within the light industrial staffing space across the globe.

With over 2.5 billion in global revenue. We're one of the largest niche players in the industry. We represent over 3,500 clients and 500,000 plus workers that have been placed and managed throughout 10 different countries.

Our focus is very specific. We work with logistics, warehousing retail distribution manufacturing food and beverage type of companies; who use our tech solution to hit their overall production goals.

And most importantly, I think, especially right now in this economy, we're very well capitalized. We have over a billion funding from Softbank, BlackRock, Goldman, Kinnevik, etc, which makes us incredibly, financially viable in a market where most of our peers are struggling with cash and overall usage of readily available finances, specifically for the US.

If we look at our team and kind of the growth that was, you know, mentioned we've grown the the country into 40 plus states. In a period of 2 years. We have over 200 strategic national clients, and where that may not sound like a lot the way that we work is very specific to a very large customer base.

That's multi-state and multi-location. So we're looking at, you know, an average size of 3 or 400 talent that are working for us through our technology at any one site, and those sites maybe 11 to 12 sites across the Us. So there's a very large number of talent working for one company over multiple locations. And that's where we find the app really adds the most value.

And specifically, when we look at our leadership. I think that's the other huge reason we've been able to grow so quickly in the US.

We've got over 25 years on average of experience in this field, both from a tech perspective and also a staffing perspective. So combined leadership, strength is is incredibly well known and understood in this marketplace.

And lastly, I think, just from a go-to-market perspective, it's important to understand that we, as a company, do not strive for retail or small business accounts. Which is is why that total number as I mentioned at 200, is a little bit smaller than what you would, probably think. But it is purposeful, and it's to help us scale in the right way over a period of time, I think, where a lot of folks in the light industrial space try to use technology and ultimately fail is that they try to go after any and every customer that's within the frame of the overall network for XYZ size, we've developed a program that's specific to a location that's large enough where we know this impact will be realized. And there's a true ROI present with this technology.

The need for a tech-enabled workforce management

"So when you're looking for what our platform will provide, it's gonna be higher quality. It's gonna be more reliable workforce through performance, gamification and improved behaviors geofencing and clocking-in and ultimately a direct result of having access to real time data visibility."

So what I'll speak about a little bit today and how our app solves some of these key customer pains in the industry overall, as it is very riddled with poor attendance, high turnover, and low satisfaction scores from you know, employees and overall businesses are seeing lower production and higher costs as a direct result.

Job&Talent has created a tech-led workforce management solution that helps businesses improve their overall production by an average of about 13 to 15% which ultimately eliminates most of these costs.

So when you're looking for what our platform will provide, it's gonna be higher quality. It's gonna be more reliable workforce through performance, gamification and improved behaviors geofencing and clocking-in and ultimately a direct result of having access to real time data visibility which will ultimately improve attendance, and those feedback loops become much more frequent which bubbles up into this more reliable higher quality workforce.

So what I'll highlight today in the presentation is, you know, the outcomes we've just discussed. How are they achieved specifically through performance, gamification, and the visibility that we just mentioned? And how our Job&Talent business app specifically, does those aspects.

Which is, by the way, available to download now in the Google and Apple stores. But I think specifically getting into what the app does, and walking through the technology will give everyone on the call a much better opportunity to understand how this is working.

The Job&Talent App

So the first stage of our technology I'll be talking through is the workers’ view of our app. So specifically. When you look at a worker, we send a push notification as they're assigned to a job. Asking them to confirm their shift. So when you look at that first bubble here on the left side, they get a little notification their cell phone saying “You've got two upcoming shifts, please dive in and accept these shifts, etc.”

So the next page you'll see that it's asking them to confirm that shift. It's incredibly important that we do this daily with all of our talent, because it provides a tremendous amount of visibility to the supervisor – the general manager in that specific location to tell them how many people are actually gonna show up the next morning at 3:30 the previous day. So at 3:30 on a Monday, you're gonna be able to understand how many people are showing up to work already that have confirmed their shift for the next shift Tuesday morning, if that makes sense.

And then, as a result of confirming your shift, we give you a reward right? There's a behavior reward that is given to the talent saying that, hey? You confirm your shift. Great job. Your response rate is going to go up 2 and a half percent. So we're really using that behavioral modification and changes to the positive to keep people engaged in the app and to continue to go and confirm their shifts.

So, once confirmed, or they say they cannot attend, that's sent off to the manager. They can understand exactly who's gonna show up the next day, and what I'll show you is how we actually show up the next day. So the worker gets to the location that next day to sign in for their shift.

The Importance of Consistent Location Data During Each Shift

And this is where our geolocation comes in. So Gaurav and I were talking about geolocation, and how important it is to the overall kind of shift dynamic. We are actively tracking these folks in the background on their phones. During the period of time when they're supposed to be working right?

So that tracking begins when they enter the geofence a we go into the facility to check in for our shift. Right? So talent goes into the shift. It will give them a notification. Pops up on their phone, says, “hey, you're here, please check in” they automatically are checked in for reference, but we ask them to manually check in, because again, it's another step where they're engaging in the app, and we could reward them for that behavior.

So they've checked in. They're here for their shift. Once they leave the shift. If it's lunch, if it's breaks, etc, the app will track when they leave the geofence, and they will, basically, you know, accumulate a total hours worked total hours, minutes, worked, etc, at the end of that shift day.

So it started at 12:54, finished at 6 or 8 hours and 12 min of total time, and it asked the talent to rate the shift. This is incredibly important, because in any platform marketplace, you know, you want to make sure that both sides of that platform can give ratings and help overall the production and growth of that workplace platform. So specifically, we allow the the talent to rate the supervisors and the overall shift performance from their eyes.

And we allow the supervisors and the general managers, etc. To rate their talent on a frequent basis. So they say. “Excellent, great shift today.” And from there they move onto seeing. “Hey! Your attendance is fantastic. You're on time today. You work the whole shift, etc. Blah! Blah blah!” It will give them a behavioral reward, saying that your attendance was fantastic.

Conversely, if they don't show up or they relate to the shift. We obviously know that, based on when they check in or cross the Geofence, it will give them a different message. “You need to improve your attendance,” or “this is an opportunity that may slip through your fingers and not be available much longer.” Right?

How Location Data Enables Real-time Communication

So we are really giving very real-time feedback in consistent loops across multiple different applications within this product, so that we are improving the overall performance of the talent for each of these individual customers.

So we are really giving very real-time feedback in in consistent loops across multiple different applications within this product, so that we are improving the overall performance of the talent for each of these individual customers.

So now let's move to the company's app. So this is from the point of view of the actual supervisor, shift manager, general manager, etc, depending on the size of the facility, or who's engaging in the app.

So when you look at this specifically, you have the first section which is creating your shift right? You want to create your shift. All the different dynamics of that shift are created by the supervisor. They can enter, you know? However many teams they have. Do they have team names? When are those shifts happening? Is it first shift, second shift, or third shift?

Is it a rolling shift? Is it something that's additional or an overlapping shift on the weekend? They can create individual shifts within this product at any given time. So if shifts are gonna change or there's new shifts that come available because of lack of production facility, they can immediately go on their phone within 30 seconds, upload a new shift, and then actually attach people to that shift to invite them to sign up and confirm their attendance of that new shift.

We do a lot of this internally with our onsite management teams and our branch teams to actually facilitate setting up shifts and inviting initial folks to shifts. But the supervisors can do this in hand.

And then, once we've kind of got a shift set up, they are essentially divided into sections. Right? So if you've got specific talent unskilled in a shift that you want to have all bonded up underneath of one supervisor, you can create that dynamic. You can have all your skilled folks under one dynamic if you have professional folks, or you have administrative folks or different types of people within the building. You can create different shifts for that as well.

And then the coolest part about this, I think in terms of visibility is kind of the insights that you can get from this. So as a supervisor, if you want to see how all shifts worked in a certain day you can see all the attendance you could dial in to specific employees, and how they're performing but ultimately you could also see if I asked for 10 people to show up on Tuesday morning.

I can see how many people confirmed as we mentioned the night before. That shift starts the next morning before the shift is in full swing. Let's say it's a 7 o'clock shift, and I look at 7:05. I could see how many people were requested, how many actually confirmed, how many are actually in the building right now working.

Which is incredibly important, because in some of these facilities. You have to walk a country mile right to get to the place where you'd be able to understand what or who is working right now in the building. Right? So this gives any supervisor, line manager, etc. The ability to pull their phone out and see exactly how much production they should have today based on who actually attended the shift.

And then overall, you can look at all shifts in a day, how much attendance was received as a result of anyone who showed up in all three of those shifts collectively as a group. You can also look at this daily. You can look at it for the week. There's a lot of different ways to spread this data around and look at it in a real-time capacity. And then you can also see if there's any. No shows you could dial into that specific no-show bucket and see who the people were, how many shifts overall they attended. What's their overall production rating, etc? And which we'll go through now?

So the ratings and review system has been incredibly well received, and it's one of the reasons that we've been able to prove positive ROI with many of our customers as we'll get into in a moment. But specifically, the ability for a supervisor to rank someone's overall performance on a day to day basis gives a level of transparency to the talent that is not usually happening in these large volume environments.

So with that immediate kind of gratification or understanding that they need to improve those behaviors. It really does put us in a very different category than most in this space.

So on the left, you'll see Maya is a 5 star for today. What did you do? "Well, Maya's effort was great. Attitude was great. You did a great job. Maya blah blah blah!" It gives you an opportunity to write a bit of a comment.

And then, when you look at Maya's overall ratings, you can see her response. You can see her attendance over all shifts. So out of 453 shifts she's got 90% attendance overall. She's a 4.7 star rating out of 220 total ratings. So clearly, Maya has been working for a very long time at this location. And you can also look at the map and see like, where were some outliers for Maya? Was there a reason for that? And you can dive into? Was there potentially a satisfaction issue those days, or those time frames where the supervisor didn't run a positive shift and maybe the shift wasn't great.

She didn't show up the day after that shift wasn't great. You know you can. You can look at different insights as to why certain people or or a bulk group of people are underperforming or potentially not happy with their shift. Because again, they're rating the supervisors. They're rating the shift on a day-to-day basis as well.

And then, lastly, you can see the supervisor ratings on the right here, so you can see what a supervisor underneath of the GM. Or whoever the case may be, is actually getting rated. So out of how many shifts, just like the the talent we're giving them a 90% rating on 340 shifts, in terms of attendance, they've been 92% attended on the 340 shifts and overall the the talent rating – this supervisor thinks they're 4.7 right based on the ratings that they've given.

So this is a very twofold app, where you can see not only talent reviews, but you can also see how your super supervisors are performing, and provide them with additional training.

So lastly, I'll talk through our rehire tab in our insights tab.

So specifically, our rehire tab is going to provide you with a very fast way to quickly identify all your top performers. This is kind of a function for several different reasons. Right? You're gonna either have one group of folks that you want to bring on permanent at any given time – let's say post 4, 6 months, etc. You want to bring a group of talent in right now it's a very manual process. You have to ask the supervisors who are top performers, or HR has to pull lists and look at attendance. Look at all these other pieces with our app, all that is bundled up into these ratings. Right?

You can see Ethan Sanchez has a hundred percent response rate on all the shifts he was invited to. He's had 98% attendance on the 453 shifts and he's got a 4.7 rating overall. So I would think Ethan is up for permanent employment. He's an automatic. Yes, right? You can sort and actually pull that functionality into this hiring tab in a bulk fashion. Right? So you can very quickly say, who are my 4 stars, and above right? And anyone who's 4 stars and above, I'm gonna sort that. And I'm gonna provide that list to HR, and essentially say, these are the folks that should be hired when their tenure is up in terms of their temp to perm agreement.

And then, lastly, if there's again shifts that come up for overtime, and you want to have the best folks get the first crack. You can essentially send out a request to rehire, or a ask that they be assigned to a specific shift that you have available.

So it's all very intuitive, very easy to use from a supervisor perspective. If you're gonna go forward and use this for turning temp into perm associates, or using this to find the best people and put them all on the same shift together.

How Job&Talent Improves Attendance and Visibility

In 8 weeks we were able to come in, approve the attendance by almost 7 percentage points. To an almost perfect number, right? 99.6%. Attendance in logistics is very hard to come by. And we did that by developing a systematic approach through this technology to ensure that the appropriate headcount was showing up on each shift.

So just real quick. I'll go through a couple of real-life examples. So from a case study perspective. This is a European logistics company that we worked with. When we engage with this company.

They were seeing less than desirable attendance rates, lack of overall visibility and understanding of who was assigned to their shifts. And no real system of overall tracking for reliability purposes.

In 8 weeks we were able to come in, approve the attendance by almost 7 percentage points. To an almost perfect number, right? 99.6%. Attendance in logistics is very hard to come by. And we did that by developing a systematic approach through this technology to ensure that the appropriate headcount was showing up on each shift.

And then the other case that I like to point out, is in the US. This is most recent. So we just went live with this group a couple of months ago, and in the 1st 5 weeks we were able to accomplish quite a bit, as you see. But overall this was a Fortune 500 packing company that was using our tool more so for the feedback rating system and obviously had some big production wins as a result. So we were looking at very stagnant productivity with this customer. They overall, you know, missed quotas for the number of widgets they needed to produce at any given month. And the overall lack of feedback for their work workforce was causing a very high level of disengagement, and made it very difficult to retain their top performers.

So the poor performance that resulted from those pieces was left unmanaged, and caused them to miss forecast planning and cost them millions in in revenue opportunity. So once we got in there again. Using the rating system, we developed an approach with this company to really push productivity to where you see the levels on this case study

17% ratings uplift from the time we got involved. Pre app launch to post app launch within 5 weeks. There was a 10.7% OTIF increase, which is huge in this category. In that short period of time and overall, about a 13% productivity increase which would be millions and millions of dollars in terms of total revenue realized through the solution.

So I know we've just talked about a lot in a very short period of time, and I think we've got about 4 min left potentially for questions.

But overall, we're seeing, you know, 50 plus clients in a very short period of time, using this app successfully, seeing similar production increases and results. And it only takes us a couple of weeks to roll this technology out with our onsite solution. So keep that in mind. If there's anyone that you would like to help schedule a demo with us or anybody that you feel could benefit from this solution. Please let us know, and happy to answer any questions if time permits.

Q&A led by HyperTrack CMO, Guarav Deshpande

Gaurav Deshpande: Excellent Brian.There are questions, first question: the confirmation incentive that you mentioned for the shift? Is it based on a point system, or was it a dollar bonus given for their response?

Brian Neely

So we actually do rewards in a couple of different ways. And it's it's customized for every single group that we work with. So we often ask our customers, you know. How would you like to reward folks that have certain buckets of attendance, you know? Is it a gift card that we could provide them, or we pay them. Once they reach a certain attendance.

Mark over a period of time, or is it something we do from a points perspective? Some of the clients want to match their points programs and give rewards based on the same kind of levels that their permanent staff would receive for similar attendance goals over a period of time.

Gaurav Deshpande

Thank you, Brian. A second question, what are the privacy? Considerations in Europe? You know where you started? Job&Talent started, and in the United States for the background location tracking of workers. How do you handle that?

Brian Neely
Great question. I am ill-equipped to answer that at a high level. What I would say is the reason we've rolled the app out in the United States before we've rolled the app out in other European countries is because of that reason, right? We are still working on the app. In in other countries abroad, however, there are a lot of restrictions, right? There are things that we can and can't do. So there are different modifications that we've had to make to the technology in order to, you know, push through some of those privacy concerns, or go around them. In a legal fashion overseas.

So there's probably more of that I could have expanded upon if anybody has individual questions. I can connect you to the right folks in the right country, but there are so many different ways we could slice that answer by country. It's tough for me to give an overarching answer.

Gaurav Deshpande

Completely understand. Thanks a lot, Brian, for joining us today. Congratulations on building an amazing business, and hope you join us also as a speaker for next year's Shift Work Summit.

Brian Neely

Thanks for having me Gaurav.

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