Author: Courtney Sheridan

After several years of economic turbulence, shifting workforce expectations and rapid advances in AI, 2025 marked a clear turning point. Organizations were pushed to rethink not only how they pay people, but how they attract, develop and retain talent in a fundamentally different labor landscape. Looking back, the themes of the year are unmistakable: stabilization, recalibration and a renewed commitment to sustainable, data-driven people strategies. Understanding these shifts isn’t just a retrospective exercise — it’s essential groundwork for navigating the opportunities and challenges that 2026 is already beginning to surface.

Technology is transforming the way we work. At the center of this change is artificial intelligence (AI). While headlines often warn of massive job losses, the reality is more nuanced: AI is reshaping roles, automating routine tasks and creating entirely new opportunities for workers with the right skills. At the same time, compensation strategies are evolving, as employers rethink pay structures to attract, retain and reward talent in a rapidly changing market. From AI specialists to skilled trades, understanding these trends is essential for businesses and employees alike.

Key Compensation Trends in Q3 2025 Inflation Has Stabilized — But Pressure Remains While the US inflation rate (currently 2.67%) is now below reported merit budget increases (3.2%) and starting to resemble pre-pandemic norms, employees continue to feel economic strain, particularly from high housing costs and regional cost of living disparities (Y Charts and Mercer). […]

By now, there are plenty of sources describing the Dayforce acquisition by Thoma Bravo that was announced last week. Thus far, market reaction has been positive with most analysts citing Thoma Bravo’s reputation for finding and scaling undervalued tech assets as a vote of confidence in Dayforce’s AI-driven platform. Expect this transaction and speculation about […]

Thoma Bravo does not just invest, they scale. They have backed some of the biggest names in enterprise software, and now they are putting their weight behind Dayforce. Going private frees up leadership to focus on innovation and customer experience. Public companies spend more than 20% of executive time on regulatory compliance and investor relations. […]