The Human Cloud Podcast

Welcome back leaders! In this special episode, Matthew Mottola and Tony Buffum prepare us for the new year. Before you listen grab a sticky note, and write down these key points:   Optionality - Every company needs the optionality to make quick adjustments without being burdened by their traditional talent process.  Uncertainty - The only certainty is uncertainty, and good leaders know that market share and rocketship growth are best conquered in times of uncertainty. Partnership - Business leaders must partner with talent leaders, and enterprises must partner with their talent platforms to design, build, and scale their future workforce.  These are the three rules you need to live by in 2025:  Navigate optionality, uncertainty, and partnership. In this episode, you’ll learn why.  Specifically, we’ll talk about: The state of HR now and how it evolved from a union voice to the tightest relationship with talent How HR leaders can be in the top 20% and receive gifts every year from their CEO Where HR’s gone wrong and become a bottleneck, gatekeeper, and hall monitor How HR will regain their seat at the planning table by being the trusted talent partner and strategist for their CEO The State of Talent today, and how the wave has crashed, and it’s now a default talent access world rather than talent acquisition The start of predictions for 2025 Enjoy and have a phenomenal new year!!!

Leaders, Today we’re joined by Ray Culver, a staffing industry veteran and Certified Contingent Workforce Professional with 30 years of experience in sales, sales strategy, and sales leadership.  This episode dives into the dynamic world of contingent talent, unpacking terms like contingent, external, MSP, freelance gig, and elastic, while breaking down the roles of staffing firms, MSPs, and VMSs, explaining how they all fit within the broader category of external talent. Ray also explores the risks and challenges that come with managing contingent talent, including classification issues and liability concerns. Get ready to gain insights into the business models of staffing firms, including how markups and fees work. The discussion shifts to the rapid changes in the industry, including the rise of freelance marketplaces and the challenges staffing firms and clients face in adapting to new ways of working. Ray emphasizes the importance of meeting talent where they are, rethinking how buyers and staffing firms approach freelance work and the ongoing need for reeducation for this space. He also shares his own experiences with freelancing and the unique challenges of explaining this evolving way of working to others. Key takeaways: Contingent talent encompasses various terms and concepts, including contingent, external, MSP, freelance gig, and elastic. Staffing firms play a crucial role in connecting employers with talent, typically through temporary placements. MSPs (Managed Service Providers) and VMSs (Vendor Management Systems) are integral to managing contingent talent programs. Managing contingent talent involves navigating classification risk and liability. The business models of staffing firms often involve markups and fees. The industry is evolving, with the emergence of freelance marketplaces and the integration of different talent channels.  The freelance economy is evolving and talent is choosing to work in new ways, which requires staffing firms and clients to adapt and meet talent where they are.

Part 2 of Malt’s Freelance Forward Executive Summit, hosted in Berlin, Germany, highlights the current state of freelancing in the country and the challenges and opportunities within the market.  Experts from various sectors discuss the value of freelancers, the changing dynamics of client-freelancer relationships, and the importance of embracing flexible business models. The discussion also sheds light on freelancers' obstacles and showcases success stories from companies that have effectively integrated freelancers into their workforce.  Malt is Europe’s leading flexible talent platform. Founded in 2013, Malt has helped over 800,000 freelancers and 70,000 clients across 9 countries. Human Cloud had the privilege to open and lead the panel for Malt’s Freelance Forward Summit in Berlin and Munich. There were over 150 executives and consultants, and on each panel, there was a Malt Executive, Freelancer, and Client embracing a flexible talent strategy.  This episode highlights the Berlin panel, where we’ll learn from Belén Alomar Brutau, Malt’s Chief Product Officer, Andreas Dölecke, CEO of Kerkhoff Consulting GmbH, and Daniel Zinner, Freelance HR & Global Mobility Consultant.  Key takeaways: Companies are increasingly integrating freelancers into their teams for long-term projects. Freelancing can significantly reduce the time it takes to hire specialized talent. The onboarding process for freelancers should be intentional and inclusive. Over 40% of freelancers in Germany have been freelancing for more than seven years. Freelancers spend an average of five hours a week upskilling themselves. Mittelstand companies in Germany are increasingly recognizing the value of freelancers. Freelancers need to adapt to a team-oriented culture rather than working in isolation. Successful companies are using freelancers as part of their global talent strategy. Freelancers should focus on personal branding and niche expertise to stand out.

Leaders,  We are navigating one of the most challenging global economies in recent history, where talent is increasingly difficult to find, afford, and retain.     In every developed nation, talent shortages persist. Across companies, budgets have tightened, deadlines have grown shorter, and many leaders are stretched thin. Yet an innovative set of leaders and companies have found a solution to match their talent and productivity needs. From Schneider Electric to Microsoft to Airbus, household brands have turned to the power of flexible talent and freelance talent platforms to move their business forward. Malt is Europe’s leading flexible talent platform. Founded in 2013, Malt has helped over 800,000 freelancers and 70,000 clients across 9 countries. In October, Human Cloud had the privilege to open and lead the panel for Malt’s Freelance Forward Summit in Berlin and Munich. There were over 150 executives and consultants, and on each panel, there was a Malt Executive, Freelancer, and Client embracing a flexible talent strategy.  This episode highlights the Munich panel, where we’ll learn from Vincent Huguet, Malt’s CEO, Martina Reiss, Freelance HR Consultant, and Marion Latreche, Senior Indirect Procurement Officer. Key takeaways: Freelancing is becoming a significant part of the workforce in Europe. The demand for freelancers is growing, especially in Germany. Flexibility is a key reason many choose freelancing. Compliance and security are top concerns for companies hiring freelancers. Freelancers are increasingly seen as integral to company culture. Onboarding processes for freelancers need to be efficient and supportive. Companies must develop a clear freelance strategy to succeed. The freelance economy is resilient even in economic downturns. Talent platforms play a crucial role in connecting freelancers with companies. The Future of Work will likely involve a hybrid model of freelancers and full-time employees.

Leaders, The Future of Work is at a pivotal moment. We can’t say we’re the reality of work (just yet). Why? If you look at corporate budgets, we account for less than 1% of the total spend on talent, and less than 5% of total external talent spend.  But whether it’s Fortune 500 CEOs or major governments, those taking notice and acting will make flexible talent the norm rather than the fringe. Bettina Schaller is one of these leaders who can make flexible work a global reality for billions of people worldwide. In this episode, we explore the policy and infrastructure changes required to make it happen.  Bettina shares insights on the importance of adapting to evolving work models and emphasizes the need for frameworks that balance flexibility with worker security. She discusses the challenges and benefits of freelance work, highlights the role of leaders in embracing diverse forms of work, and addresses the ethical considerations of AI in the workforce, advocating for responsible implementation.  Key takeaways: The Future of Work requires adaptable frameworks that balance flexibility and security for workers. Freelance work offers opportunities for flexibility and innovation, but it also requires safeguards against exploitation. Leaders should embrace diverse forms of work and consider the value and impact of freelance talent. Ethical AI is an exciting area of focus, with the need to ensure responsible implementation and protect workers' rights.

Leaders, are you fishing in the same pond as everyone else? We all know there are plenty of freelancers in the US, Europe, and increasingly LATAM. But what about Africa, Serbia, Georgia, and other emerging, hard-to-reach regions?  Today’s guest, Alex Norovyatkin and Mellow have been experts in this since 2012.  We’re all familiar with major players like Deel, Remote, and other global payroll, classification, and employer of record solutions. But while they have broad coverage, these don’t specialize in hard-to-reach regions as Mellow does — and this specialization makes all the difference. For instance, Mellow operates as a Contractor of Record (COR), not an Employer of Record (EOR) or Agent of Record (AOR), and this distinction is tailored to hard-to-reach regions. They also offer contractor specific solutions that ensure clients have access to the best talent.   In this episode, we’ll also discuss the power of leverage. Leverage allows companies to achieve more with fewer resources. Just as the computational cloud enabled Instagram to scale to a billion-dollar valuation with only 13 employees, the Human Cloud enables companies to operate effectively with just five core team members: a CEO, CMO or Chief Sales Officer (CSO), Chief Product Officer (CPO), and an operations and HR lead. The rest can be freelancers, and solutions like Mellow make this possible. Key takeaways: Unlocking global talent requires understanding diverse markets Mellow's journey showcases the evolution of the contingent workforce Contractor of record simplifies the hiring process Navigating legalities is crucial when hiring internationally The demand for unique talent from emerging markets is growing HR leaders face increased responsibilities in the remote work era Companies must adapt to macroeconomic changes impacting talent acquisition Building relationships with contractors is essential for success The future of work may involve a blend of internal and external talent

Leaders,  In this episode, we reconnect with Kris Saling, Acting Director of the Innovation Directorate at U.S. Army Recruiting Command, who we first met on a Department of Defense-hosted panel at SXSW. Kris is a remarkable force in talent innovation, formerly serving as Chief Analytics Officer in the Army Talent Management Task Force. She’s leading efforts to modernize and reshape how the U.S. Army recruits and retains talent, using freelance platforms and data-driven approaches to address gaps in recruitment and workforce development. In our discussion, Kris highlights the parallels between large corporations and the Department of Defense in handling talent needs, particularly around trust, transparency, and adapting to rapid changes. We explore how the U.S. Army missed its recruitment target by 15,000 soldiers last year and why the biggest workforce challenge lies not at the top or bottom but in the middle ranks, where motivation and promotion remain obstacles. The U.S. Army is now exploring the use of freelance platform models to bring in specialized talent and efficiently distribute human capital resources. By implementing a flexible freelance model, the Army and DoD hope to achieve greater agility, cost savings, and access to the specialized skills critical to maintaining strategic advantage in an evolving landscape. Key Takeaways: The U.S. Army faces a major recruitment gap, with targets missed by 15,000 Soldiers in 2023.  Trust and transparency are key to attracting talent, as recruits desire greater control and visibility in their career pathways. Freelance platforms like GigEagle are being explored by the U.S. Army, enabling the Department of Defense to engage talent for short-term, specialized projects, a shift that could redefine recruitment. There is a shortage of senior personnel in the US Army due to a lack of junior positions, highlighting the need for talent management and development. Implementing a freelance model in the US Army and DOD can provide cost savings and access to specialized skills. Identity management and trust issues are obstacles to adopting a freelance workforce.

Leaders,  Úna Herlihy and Peter McPartlin, founders of the Indie List, discuss the evolving freelance economy and how they’re reshaping how brands connect with top marketing talent. They share their journey in launching The Indie List and their mission to support freelancers while offering clients a curated network of high-quality talent. Emphasizing the importance of client relationships and a white-glove experience, they discuss both the challenges and opportunities in today’s freelance landscape, from the talent shortage to the rise of fractional roles. The Indie List is committed to help freelancers earn, learn, and connect while providing clients with the expertise they need. Key takeaways: The importance of a curated list of high-quality freelancers in the marketing and communications industry. Why platforms are more than just marketplaces, but rather strong relationships with clients and a white-glove service. The freelance economy offers opportunities for both freelancers and clients, but it requires a shift in mindset and approach. The talent shortage is a challenge in the industry, and the Indie List aims to provide a solution by connecting clients with top-notch freelancers.

Leaders,  In this episode, Tim Condon, Chief Revenue Officer at Clutch, highlights the evolution and impact of Clutch as a global marketplace for professional services firms. Tim highlights the challenges and opportunities faced by service providers and the changing landscape of the freelance economy. He also touches on the role of AI in providing insights and matching service providers with the right projects. Key takeaways: Clutch's role as a global marketplace for professional services firms The impact of the freelance economy on service providers and buyers The challenges and opportunities faced by service providers in the evolving landscape The role of AI in providing insights and matching service providers with the right projects

Leaders, MBO Partners just released their 2024 State of Independence, a 14-year running report that’s been the backbone for most statistics and strategies related to the Future of Work. This year’s report doesn’t disappoint, and in this episode, MBO Partners CEO Miles Everson will illuminate his favorite parts of the report. Miles dives into three key areas:  First, he lays out the global talent shortage through data, specifically showing how the decline in birth rates across all developing nations, the leaving of baby boomers, and the decline in company tenure have led to a world where there’s no such thing as a permanent workforce. He digs into the exact birth rates.  Second, he shows that it’s not a talent shortage, but rather a talent shift in how top talent wants to work. He shows this through specific data points. (1) Consistent growth in full-time independents since 2020 from 13.6 million in 2020 to 27.7 million in 2024. (2) A 4-year 6.8% compound annual growth rate (CAGR) of independent workers compared to the 1.35% CAGR for all employment. (3) A 10-year 8.3% CAGR of solopreneur business applications. (4) Independents are happier (84% say they are happier), healthier (79% say it’s better for their health), and wealthier (65% say they feel more secure working independently). Third, he offers a playbook for executives on how to tap into the independent workforce, what he calls the new social contract. He also explains the competitive edge independents bring, especially in technology adoption, noting that 65% of independents are using Gen AI in their work in 2024, compared to 37% in 2023. Tune in to hear Miles’ vision for the future of work and the need for a new social contract, just under 100 days before the release of his book Free Birds Revolution: The Future of Work and The Independent Mind. Key stats: Full-time independents doubled from 2020 to 2024 from 13.6 million in 2020 to 27.7 million in 2024 84% say they are happier working independently 79% say it’s better for their health to work for themself 65% say they feel more secure working independently 65% of independents are using Gen AI in their work in 2024 compared to 37% in 2023 The CAGR for full-time independents is 5.45% higher than all employment (excluding farm employment) - 6.8% 4 year CAGR for independent workers, and 1.35% CAGR for all employment.