Thank you Georgia Tech - School of Aerospace Engineering for this amazing coverage of our drone experience demo day! Special thanks to UPS for organizing and to Therrell High School for hosting us all again! It should be no surprise these two ATL innovat… https://t.co/biGAvHAEFy

@PODS circling back to confirm it was resolved 👍🏾

Exactly: Acknowledge the clear winner and respect the process. Wasn't even close for the major race. At all. #Onward

Hurricane #Milton Advisory 11: Hurricane and Storm Surge Warnings Issued For Portions of the Florida West Coast. Milton Poses an Extremely Serious Threat to Florida and Residents Are Urged to Follow the Orders of Local Officials.

Your morning reminder that our kids don’t have to be put through this.

#LinkedIn should be flooded with #Layoff banners. Not #OpenToWork banners. Given the right opportunity, everyone's open to work. Given this market, everyone should stand in solidarity with workers. Silence doesn't work. This is why #unions exist. See shortlist of shenanigans...

I'm hosting << What's up with this job market | Unpacking the why behind the what >> RSVP here...

The layoffs will continue. Job instability will continue. RTOs will continue. It's not you. It's the market. 🫂

Boom and bust cycles happen. The last time we saw these patterns were during the 2008-2012 financial crisis. There's no magic bullet or genius politician who can spin us out of this. The macrotrend spans six consecutive presidencies. This storm is here. It is happening.

They cannot be in position to leverage opportunities and innovation if they're bleeding capital in a time of uncertainty. They're not attacking your autonomy with RTO. They're playing defense.

Mature companies are maneuvering to bring you closer because they're working off succession plans and playbooks that have survived crises over 100+ years of market shifts.

Trust isn't enough anymore. The game has changed to one driven by fear and survival. They are calling you back to home base because they know they're in a storm.

Borrowing money has become increasingly more expensive, which creates narrow margins for employers. Employers who cannot afford the risk of too many extra heads on payroll, and certainly won't accept the risk of managing those they do have on payroll from remote locations.

This is not an "upskilling" problem. This is a "profitability" and "debt" problem.

People teams and corporate trainers are themselves at risk for brutal cuts. "But there's so many jobs that were added." And yet corrections to those reports are quietly released, showing consistently lower numbers. Those revisions are overlooked. We've seen this before...

I've been tightly focused on analyzing jobs and skill trends for the last few years helping employers launch nextgen upskilling experiences and platforms. I can say with confidence we're no longer in a place where vendors or HR teams can "upskill" the workforce out of this crisis

For example, if you've got an 'open to work' badge on your LinkedIn profile but aren't collecting unemployment, this means you're not technically acknowledged as unemployed in any of those reports.

This is why the unemployment rate appears low. Because it's not tracking activity for those not considered to be active job seekers. And there's been lots of revisions to these job reports that signal downward trends in LFP...

Folks: We are in the midst of one of the lowest job market participation rates since the US began tracking labor force participation. And it's not just the aging population. What's different is that a large portion of those dropping out of the labor market are prime age workers.

We are no longer in a place where vendors or HR teams can "upskill" the workforce out of this crisis.

Ever walk past folks in a coffee shop or airport lounge deeply engaged in the most interesting conversation ever, and think "whoa, these are my people...someone should record this?!" You're in luck. This was such a rich, organic dialog around future ski… https://t.co/UKromjJAcs