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TechBullion
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Shaping the Future of Beauty Tech: An Interview with Perfect Corp. CEO Alice Chang on Innovation, Growth, and AI-Driven Transformation.
- Alice Chang, CEO of Perfect Corp, discussed the growth trajectory of the company in a TechBullion interview.
- Perfect Corp is a global leader with innovative solutions like YouCam apps and AI-powered virtual try-ons for makeup and skincare.
- The company serves over 700 beauty and fashion brands worldwide, leveraging cutting-edge AI technologies to enhance online shopping experiences.
- Chang highlighted the strategic investments in AI development and potential M&A opportunities aimed at sustaining momentum in a rapidly evolving market.
- Perfect Corp’s focus on skincare diagnostics and GenAI features has helped expand its market footprint while driving sustainability through digital innovations.
- The company is committed to investing in AI technology development to enhance its core capabilities.
- Perfect Corp's software leads the way in creating innovative GenAI solutions that improve user experience and streamline operations in the beauty and fashion industries.
- The company continues to invest in sales and marketing initiatives for growth and research and development to drive its expansion over the next few years.
- Perfect Corp is well-positioned to meet its customers’ evolving needs and seize emerging opportunities in the beauty and fashion landscape.
- Through its eco-friendly digital solutions, Perfect Corp provides a unique and engaging shopping experience while eliminating the need for physical product samples, helping to preserve the planet’s resources.
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Hrexecutive
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The Role of HR Technology, AI, and People Analytics in Systemic HR™
- AI is disrupting jobs, roles, skills, and business models, requiring a new operating system called Systemic HR.
- Next-generation HR technology, AI, and people analytics are necessary for this new approach.
- Leading companies use technology, AI, and analytics to empower employees and guide leaders.
- HR can free up time from administrative tasks and provide higher value to the organization.
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Hrexecutive
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2025 Human Capital Priorities & Predictions
- 2025 is shaping up to be another fast-paced year, full of disruptions, challenges, and opportunities for HR and business leaders.
- Talent management, upskilling, culture, and the ability to operationalize AI will play crucial roles in separating high-performance organizations from the rest.
- i4cp's 2025 Priorities and Predictions report highlights 4 predictions and the top priorities of CHROs and other functions for the upcoming year.
- Kevin Oakes, CEO of i4cp, will share insights from the report in an upcoming session.
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Askamanager
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a team whose boss was AWOL for 2 years is angry and resentful now
- Beth’s team did their jobs (or did not do their jobs) while their boss was in the midst of this crisis for close to two years.
- After she left, it became clear that over this period Beth was not checking that anyone was actually doing any work.
- Beth’s director, Janet, has decided that instead of going back two years and trying to pick apart this web of problems, most of which cannot be proven at this point, they are just going to start fresh.
- There is a handful of employees who are VERY angry over this issue.
- These “good” employees are so hostile that it’s a terrible work environment for everyone.
- I do wonder if there’s no way to reward the better employees now.
- In her shoes, I think I’d do a couple of things: First, talk one-on-one with each team member about their sense of how things are going and what the top priorities for stabilizing the department should be and, as part of those conversations, create room for them to air any grievances or frustrations.
- And from there, it’s reasonable to hold everyone to a basic expectation that they will operate professionally.
- As she gets to know the team better, she’ll get a good feel for who slacked off over the last two years and who didn’t.
- Chances are good that those same tendencies will show up in their work now, just perhaps in less dramatic ways, and she should watch for opportunities to reward the people who carried things.
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TechBullion
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How MyStandard is Transforming Job Search with Web3 Technology: Interview with Adam Zec, CEO, Cofounder and Joshua Sklut. COO, Cofounder of MyStandard
- MyStandard is an employment and talent acquisition service built on web3 technology designed to give users ownership and control of their data.
- Co-founders Adam and Josh created MyStandard to eliminate middlemen and restore transparency.
- Blockchain technology ensures candidates’ data remains secure and accessible only with their permission.
- MyStandard challenges the norms of existing platforms like LinkedIn by removing biases, reducing “ghost jobs,” and creating a direct exchange where companies pay users for data access.
- With Web3, MyStandard aims to put control back into the hands of job seekers, empowering them to own and monetize their personal data.
- Coining the term “Tinderized,” MyStandard aims to foster a non-biased recruitment environment.
- Web3 infrastructure needed to mature for MyStandard to create a seamless solution that works as easily as it does.
- In the next five to ten years, MyStandard aims to change the perception of what Web3 can do, expanding beyond recruitment, offering customized solutions for sectors such as medical records, consumer research, advertising, marketing, and background checks.
- The ultimate goal of MyStandard is to provide a secure Web3-based ecosystem that fosters genuine, value-driven interactions, empowering individuals while reshaping traditional business models.
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Leadgrowdevelop
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4 Marketing Tips To Increase Your Winery Sales
- Embrace digital marketing by optimizing your website, engaging with social media content, and expanding your reach through e-commerce.
- Leverage storytelling to create a compelling brand identity that emotionally resonates with your audience.
- Offer unique experiences such as vineyard tours, wine tastings, and virtual events to create lasting impressions and build customer relationships.
- Partner with local businesses like restaurants, hotels, and event planners to expand your reach through cross-promotions and referrals.
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Askamanager
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this is how to write a good cover letter
- A well-written cover letter can make a candidate stand out from the competition.
- It is surprising how many applicants do not take advantage of the opportunity to write a good cover letter.
- A good cover letter can boost your application and catch the attention of hiring managers.
- Alison Green provides tips on how to write an effective cover letter at New York Magazine.
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Leadershipnow
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When Negotiating, Pass the Tension to the Counterparty
- Tensions arise in every negotiation, and these should be recognized in order to manage them so that progress can be made
- There are seven distinct types of negotiation tension, including relationship, outcome, process, timing, leverage tension, power, agent, and team
- Recognizing these tensions can help in passing them on from one negotiator to the other, relieving the party of the tension
- The writer talks about his personal experience where he had to pass on negotiation tension to the buyer as his partner exhibited no tension around timing, relationship, outcome, leverage tension, agent, and team
- By passing on the tension, they were able to get the desired result from the buyer who was left grappling with the tension
- The author suggests that responding to each tension by setting clear and concise expectations and requirements can be an effective means to manage them
- Recognizing tension can help to understand how to manage the negotiation process effectively
- The author has 40 years of negotiation experience and has taught negotiation to law students at Washington University since 2018
- Cash Nickerson, the author is Chairman of Nickerson Stoneleigh, Inc., a private investment firm and President of Cash Nickerson, P.C., a law and negotiation consulting firm
- He has authored seven books including The Seven Tensions of Negotiation
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Associationsnow
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Behind a Successful Advocacy Event
- Hosting an awards event honoring legislators can be a boon for an association’s lobbying goals and leadership.
- The American Fraternal Alliance (AFA) hosted an awards ceremony to shine the spotlight on U.S. Representatives who supported their congressional resolution.
- The event required advance planning, including logistical matters and adhering to ethics rules surrounding giving awards to legislators.
- The event helped build support among AFA member leaders and legislators, contributing to their advocacy efforts.
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Askamanager
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my boss treated me like her therapist … and it blew up
- In a workplace letter to Alison Green on Ask a Manager, a reader describes how they fell into a caretaking and work-as-therapist role for their boss, who had undergone a messy divorce and custody battle, had declining mental health, and eventually shared that they had suicidal ideation. Despite efforts to keep the store running and maintain the friendship as well as the boss’s mental and emotional well-being, the reader reached a breaking point when the boss texted them to come to their home during a suicide threat even though they didn’t have a car and couldn’t call 911. The boss was later placed on leave, and the reader assumed the role of a temporary general manager. The reader later broke off the friendship when the boss returned from leave but was planning to leave for another job soon afterward, believing that the company had betrayed them. Alison Green advises readers to seek HR help and not sacrifice one’s own mental health for the sake of others in such situations.
- A reader wrote to Ask a Manager regarding their boss who turned to them for mental and emotional support as she went through a divorce and custody battle, leading the reader to become her confidante and, eventually, the person tasked with providing her with support to stay alive after saying she was suicidal.
- The reader enabled the boss’s bad behavior and stopped doing their own job to cover for her, causing them to experience anxiety about the prospect of upsetting the boss and being fired.
- While the boss went on leave, the reader took over as temporary GM and decided to end the close friendship with the boss.
- The reader believes they had plenty of missteps and notes that the situation could have been avoided if they had reached out to HR sooner.
- In situations like these, the reader should consider reaching out to HR for help instead of sacrificing their own mental and emotional well-being.
- The reader also points out that it’s not their job to fix situations like these and that one should seek professional help to avoid falling into a similar role.
- Alison Green advises readers not to sacrifice their mental health while trying to provide support to someone who needs professional help.
- The reader’s desire to try to fix things could be examined, and it could be helpful to look at other similar instances where one took on this role.
- The situation outlined in the letter highlights issues surrounding employers that don’t look after the mental health of their workers.
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Hrdive
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Despite RTO mandates, job hunters say they still seek flexible work
- Despite widespread return-to-office mandates, job seekers are still actively searching for flexible work, according to a report by Flexa, a remote and flexible job site.
- Flexa witnessed a significant increase in the number of job seekers looking for flexible roles, with 22,014 job hunters signing up between July and September 2024.
- While job seekers prefer fully remote roles, only a small percentage of job postings advertised fully remote work during the same period.
- Instead, a majority of job posts advertised hybrid work options, despite a lesser preference for such roles among job seekers.
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Hrdive
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Kindness at work can boost well-being and reduce stress, study shows
- Receiving kindness in the academic workplace can boost well-being, reduce stress, and strengthen institutional identity.
- Those who receive kindness are more likely to perform acts of kindness.
- Kindness is defined as actions that affirm dignity and social inclusion.
- Nurturing kindness across academia can extend kindness into clinical practice and benefit the broader community.
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Medium
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Know Your Acquirors
- InSound founders Adnan Shennib and Robert Schindler built the world's first invisible hearing aid Lyric, which addressed the adoption-limiting perception of hearing-impaired patients as old or infirm.
- The company raised capital from angel investors, scaling valuations with each round, even when pushback may have been warranted, and struggled to access subsequent institutional financings that were costly and overly dilutive.
- The venture capital syndicate led by Psilos Ventures, CMEA, De Novo Ventures and Johnson & Johnson’s venture arm predicted an opportunity to disrupt the hearing industry and an exit strategy via the sale to a strategic buyer.
- The company's CEO bring-in David Thrower overcame product performance challenges and led the company to a successful product launch, after which it had a $10m annual revenue run rate.
- In 2009, the board advised Thrower to launch a process to sell the company, and the investment banking firm Gravitas Healthcare was hired to assist.
- Phonak and Oticon, two industry leaders, expressed serious interest, but the lack of a bidding frenzy allowed Phonak to offer a price that was a fraction of what would end up as the final transaction price.
- InSound realised the complexity of the deal documents meant that they knew little about their buyer. This lack of understanding later meant that, for example, InSound lost control over its earnout, meaning they could not reap the full share of the rewards for their successful product, Lyric.
- In retrospect, InSound failed to understand its potential buyers well enough.
- A growth company’s leadership, executives and board must think about exit partners early and often, and investors must determine if the entrepreneur knows the potential buyers well, as knowing potential buyers is critical for a successful financial return.
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Medium
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Know Your Acquirers
- InSound Medical, the manufacturer of Lyric, the world’s first invisible hearing aid, was sold prematurely by its VCs before gaining maximum value from its innovative product, according to Joe Mandato, former leader of medtech companies and author in MedCity News.
- In a rush to earn a significant return on their investment, InSound’s VCs weren't aware of the strategic value and potential of Lyric; the 40% of the market dissatisfied with traditional hearing aids, says Mandato.
- InSound’s founders and early investors didn't have sufficient skin in the game to question the VC’s decision to sell; product performance issues, ineffective sales strategies, high costs, and insufficient capital investment, turned it from a promising start-up into a struggling company, says Mandato.
- InSound’s acquisition by Phonak, at a fraction of its eventual value, was due in part to the hearing aid industry's general lack of emphasis on marketing and product advancement, causing the two leading acquirers to see InSound as low-cost with interesting IP rather than disruptive technology with significant strategic value.
- InSound’s earnout, based on meeting ambitious revenue and growth goals, was scuppered when Phonak purchased a majority interest in the hearing aid chain that was anticipated to make the largest one-time product purchase.
- InSound and Phonak’s management teams had significant culture clash, which led to protracted and difficult discussions to resolve the earnout issue, says Mandato.
- In the end, InSound sacrificed its right to control its earnout and accepted an immediate cash payment from Phonak, which concluded with a 2.5x return for its investors on their initially invested capital.
- Mandato suggests that leadership teams should think carefully and early on about potential exit partners, understanding how their product fits into their culture for successful exits.
- Investors need to gain an understanding of entrepreneurs’ understanding of potential buyers to realise full benefits, Mandato explains.
- In spite of InSound's story being extreme, it highlights the importance of knowing your buyers, remembering the strategic value of products and the significance of establishing carefully selected and suitable acquirers.
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15Five
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Announcing: 15Five’s Predictive Impact Model
- 15Five has launched an AI-powered data model that helps HR teams build strategic action plans to maximize employee engagement. The Predictive Impact Model was developed in-house and builds machine learning on top of 15Five’s proprietary engagement dataset. The company said it allows HR teams to pinpoint engagement problems with greater accuracy using specific, actionable insights. Such insights have been prioritized by their expected impact. The model is also supported by a new AI assistant for HR known as Co-Planner, as well as action planning capabilities.
- 15Five’s view is that the new approach will replace the current practice of guesswork that has typically seen engagement figures plateau and leave businesses no better off than they were decades ago. Predictive Impact Model incorporates 30 years of research into employee engagement and is expected to give HR departments a clearer indication of specific disengagement pockets that can be targeted.
- The company’s ‘Co-Planner’ AI assistant supports customers during the strategic planning phase, with real-time responses to queries. The system also reveals which strategic action may have the highest chance of yields positive impact. Initially launched in June 2024 for HR teams, action plans can now be created and led by people managers.
- The global economic cost of disengaged employees is estimated to exceed $8.8tn annually, and engagement is viewed as a strategic asset. Despite such awareness, 15Five stated it remained a tricky area for many organizations, which sees them struggle to diagnose problems or take any effective action.
- 15Five’s Predictive Impact Model layers machine learning atop the company’s proprietary employee engagement dataset spanning over 6 years, 30 million responses and 600,000 surveys across thousands of organizations.The predictions provide a clear and accurate representation of how changes in specific statements from employee engagement surveys can improve engagement.
- The model is supported by an in-house development team who have been keen to leverage the company’s rich dataset alongside advances in AI to tackle the challenge of predictivity in the sector. The staff data scientist behind the model, Elizabeth Pemberton, stated that the system gave HR teams such specificity that “every HR team can stop guessing and confidently take action.”
- 15Five believes that it is moving beyond the current measurement-guess-hope approach that has left HR teams no better off than they were decades ago. The Predictive Impact Model is expected to help drive a measurable impact on businesses.
- 15Five’s strategic action planning toolkit is designed to enable stronger collaboration between HR departments and line managers and to foster greater accountability. As such, the company wished to make clear that with its new toolkit, the predictive precision provided by Predictive Impact Model, and the assistance of Co-Planner, organizations could finally have the clarity they needed to make strategic, effective changes to their engagement practices.
- Jeff Smith, PhD, and 15Five’s Chief Product Officer, affirmed the company's commitment to transforming HR with the new Predictive Impact Model: "we’re capitalizing on our rich dataset and new advances in AI to help every organization surgically diagnose and address specific pockets of disengagement with more confidence and precision than ever before."
- For those wishing to learn more or see a demo of the new AI-powered tools, 15Five provides details via its demo portal at www.15Five.com/demo.
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