Gusto 获得1.4亿美元新的融资，加强中小企业市场的薪酬和福利
据Jonathan Shieber 消息称：
Gusto向小企业提供工资，福利和人力资源管理及监督系统服务，已在其最新一轮融资中筹集了1.4亿美元。
该公司表示将利用这笔资金增加新服务，以提高员工的支付灵活性。该公司推出了一项名为弹性薪酬 “Flexible Pay”的新服务，无论企业付费时间表如何，使得员工都可以便捷的获取薪水。The company launched a new service called Flexible Pay, which gives employees a way to get paid no matter when a company’s pay schedule dictates.
后期轮次由T. Rowe Price Associates投资组合，MSD Capital（Michael Dell的家族投资基金）领导，Dragoneer投资集团和Y Combinator的 连续性基金。
以前的投资者，包括General Catalyst， CapitalG，Kleiner Perkins，137 Ventures和Emergence Capital也参与了该轮融资。
信息来源：techcrunch.com
创新：背调公司Checkr创建动态背调监控工具以提升Uber乘坐的安全性编者注：值得学习和参考，动态的背景调查很重要啊！国内哪家可以跟滴滴等合作起来！
目前背调都是截止调查的当天。而入职或者开始工作后的情况就很难掌握了！
现代和合规背景调查的领先提供商Checkr今天宣布了一项新技术，该技术可持续更新可能影响共乘驾驶员驾驶资格的犯罪记录。Checker Continuous Check由Uber设计，动态识别可能不合格的记录，以帮助确保驾驶员继续满足优步的安全标准。
Checkr首席执行官Daniel Yanisse表示： “ 凭借当今的按需劳动力，我们需要超越静态背景报告，进行动态筛选。通过持续检查，Checkr为共乘产业创造了新的安全标准将提供关于某人背景变化的重要见解，这可能会影响他们的工作资格。“
优步是第一家采用该技术的公司。使用涵盖大多数新刑事犯罪的数据来源，当司机参与犯罪活动时，持续检查会向优步提供通知。然后，优步可以调查任何可能不合格的信息，例如DUI的新费用和未决费用，以确定该驱动程序是否仍有资格与Uber一起驾驶。这项新技术使优步能够在每年重新进行背景调查之间持续执行其安全标准。
“ 安全对优步至关重要，我们希望确保驾驶员持续不断地达到我们的标准，”优步安全与保险副总裁Gus Fuldner说。“ 这种新的连续检查技术将加强我们的筛选过程并提高安全性。”
最初设计用于满足共乘行业的严格要求，2018年秋季将为所有Checkr客户提供持续检查。
关于Checkr
Checkr的使命是通过提高对过去的理解来建立更公平的未来。我们的平台使数以千计的客户每年能够以gig经济的速度轻松雇用数百万人。使用Checkr先进的背景调查技术，各种规模的公司都能更好地了解不断变化的员工队伍的动态，为他们的招聘带来透明度和公平性，最终为员工创造更美好的未来。
Checkr Creates Dynamic Monitoring Tool to Elevate Safety in Ridesharing
Checkr, the leading provider of modern and compliant background checks, today announced new technology that provides continuous updates about criminal records that may affect ridesharing drivers’ eligibility to drive. Checkr Continuous Check, which was designed with Uber, dynamically identifies potentially disqualifying records to help ensure drivers continue to meet Uber’s safety standards.
“With today's on-demand workforce, there's a need to move beyond static background reports to dynamic screenings," said Daniel Yanisse, CEO of Checkr. "Through Continuous Check, Checkr is creating a new standard of safety for the ridesharing industry and beyond that will provide critical insight into changes in someone's background that may affect their eligibility to work."
Uber is the first company to adopt the technology. Using data sources that cover most new criminal offenses, Continuous Check provides notifications to Uber when a driver is involved in criminal activity. Uber can then investigate any potentially disqualifying information, such as a new and pending charge for a DUI, to determine whether the driver is still eligible to drive with Uber. This new technology allows Uber to continuously enforce its safety standards between annual reruns of background checks.
“Safety is essential to Uber and we want to ensure drivers continue to meet our standards on an ongoing basis,” said Gus Fuldner, Vice President of Safety and Insurance at Uber. “This new continuous checking technology will strengthen our screening process and improve safety.”
Designed initially to meet the stringent requirements of the ridesharing industry, Continuous Check will be available to all Checkr customers in Fall 2018.
About Checkr
Checkr’s mission is to build a fairer future by improving understanding of the past. Our platform makes it easy for thousands of customers to hire millions of people every year at the speed of the gig economy. Using Checkr’s advanced background check technology, companies of all sizes can better understand the dynamics of the changing workforce, bring transparency and fairness to their hiring, and ultimately build a better future for workers. For more information please visit: www.checkr.com.
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2018年07月15日
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Human-Centered A.I. is the Future of Talent Management
Will A.I. eliminate my job?
It’s a clickbait title most of us are now familiar with.
In recent years we’ve been met with a wave of articles and soundbites — ranging from the realistic to apocalyptic — speculating as to whether A.I. will replace human jobs, take over the world, or otherwise render Us insignificant.
Tesla CEO Elon Musk has even gone so far as to suggest that the volume of jobs that will be lost due to automation will create the need for a universal basic income.
A fear of new technology, and of the impact that that technology will have upon the job market is not new.
Technological developments that arose during the Industrial Revolution created public fear of mass unemployment (a fear that ultimately proved to be unfounded given the large number of new jobs these technologies created).
Yet the narratives have never felt quite so existential before this moment.
So what is different about A.I. that has so captured the public interest, and it seems, fear?
It seems to lie in the idea that intelligent machines will not seek to supplement aspects of our existence, but rather, replace us entirely.
Computer Scientist Subhash Kak advocates for this idea with respect to the job market in his think piece for NBC News (a piece, it is worth noting, entitled “Will robots take your job?”). The reason A.I presents a greater threat to society as we know it, he argues, is “today’s A.I. technology aims to replacethe human mind,” not simply to make industries more efficient (my emphasis).
It would be naive to ignore the reality of Kak’s argument with respect to tasks requiring learning and judgement. A.I. is already replacing human decision-making in industries such as transportation and manufacturing.
But are all applications of A.I. really aiming to replace the human mind in the workplace? And should they?
There are other views — and other technological frameworks — to be had here.
“Human-Centered A.I.”
In opposition to A.I.’s “takeover” rhetoric exists a school of thought that explicitly acknowledges the benefit of partnership between humans and intelligent machines.
Fei-Fei Li, director of the Stanford Artificial Intelligence Lab, calls this approach “human-centered A.I.” — a framework for guiding the development of intelligent machines by human concerns.
At a high level, the goals of human-centered A.I. are as follows:
A.I. should aim to enhance human thought rather than replace it
A.I. should encompass the more nuanced and contextual aspects of human intellect, aided by outside fields such as psychology and sociology
The development of A.I. technology should be guided by a concern for its effect on humans
There are a number of cross-industry applications of A.I. that can be viewed within this partnership framework.
Take, for example, the development of robots used to reduce costs, time, and human-error during surgery, allowing doctors to focus on the more nuanced aspects of the surgical process. Or, developments of A.I. in agriculture, such as Blue River Technology’s “see and spray” technique for applying herbicide only where needed, saving farmers money on herbicide and delivering a more sustainable product to consumers.
But perhaps even more in contrast to the fear of a robot taking one’s job, is the increasing extent to which A.I. is being applied the field of talent management.
That is to say, A.I. is being used to actually improve the workplace and the worker experience, rather than replace the worker.
A.I. as a Tool for Improving the Workplace
In the past several years, we have seen an emergence of companies applying A.I. to problems in talent management. From Paradox.AI’s Olivia, to Beameryand Textio, its fair to say that A.I. is on HR’s radar in a way that it wasn’t 5 years ago.
What’s interesting about this trend is that unlike other industries with a stronghold in A.I., talent management has until recently been viewed almost exclusively as a “fuzzier” aspect of the business. It is an industry built on relationships, human connections, and emotional intelligence, and yet, it is being improved with A.I.
To be fair, up until now a majority of A.I. solutions for talent management have focused on the more tedious and error-prone tasks around candidate sourcing and evaluation (tedious + error-prone = a perfect opportunity for automation).
But there are also opportunities for A.I. to improve the post-hire aspects of the employee experience, and human-centric A.I. is the key.
As the marketing world has known for years, A.I. provides a unique opportunity for scaling a personalized experience. Why would you show me the same thing as everyone else, when I’m more likely to convert if you show me exactly what I want?
The same principles can be applied to the post-hire employee experience.
Employees have different skills sets and motivators. If my employer places me in an environment that is optimized for my skills and motivators, I’ll stay. If not, I’ll move on.
As the progression towards a digital workplace continues, companies also have more data about their human capital than ever before — who they are talking to, what they eat, when they’re online every day. WeWork is basing their business model around this data.
Human-centered A.I. can unleash this data to help talent leaders create a more personalized employee experience. It is in “fuzzier” domains like talent management where human-centered A.I. shines, not just for ethical reasons, but because it provides the best user experience.
At Cultivate, for example, we apply human-centered A.I. to personalize the leadership development experience for managers. Using digital communication data as a proxy for leadership behavior, we analyze and predict how managers’ actions are affecting their team, and offer suggestions for how to improve.
At no point do we attempt to stand in as a replacement for a manager, or a talent leader. Rather, like a real-life leadership coach, Cultivate offers tips and suggestions that a manager can choose to take, or not.
This is the kind of personal experience employees expect from their talent leaders, scaled with A.I. And it doesn’t need to stop at learning and development. A.I. also has high-potential to impact other aspects of the employee experience, from interviewing and on-boarding to performance reviews and off-boarding.
Looking Forward
There is no doubt that A.I. is changing the world — and the job market — as we know it.
Industries will be disrupted. Jobs will be lost, new jobs will be created, some jobs will never be replaced.
Ethical dilemmas will be raised. They already are.
The degree of difference between aspects of human intellect and intelligent machines will become smaller.
However, with careful consideration for A.I. design that creates a sense of partnership between humans and intelligent machines, A.I. isn’t a force to be feared in the workplace, but embraced.
作者：玛格丽特托马兹祖克
About Cultivate
Cultivate helps companies leverage their digital communication data with A.I. to extract important organizational learning and unleash leadership potential.
For more information on what we are doing at Cultivate, check out our website.
英文也比较简单理解，就不翻译了~
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