H-1B updates add $103,265 premium per hire...

Before this week's top stories and analysis, I want to personally invite you to our dinner later this month in Dallas.

I'm really excited for it. Dr Kelly Monahan will be discussing and giving away 20 of her new books. Tony will discuss how AI and today's macro trends are accelerating the shift to talent access and flexible talent networks. And my favorite - no slides, no sales pitches, just 20 executives leading this charge.

We already have some really cool people joining from the largest banking institution, the largest entertainment group, and can't wait to see everyone.

Here's what stories stand out to start the week:

•  The contingent workforce is now a $4.6 trillion industry in the US alone,[1] estimated to be $9 trillion globally by 2030.[2]

•  Permanent job growth was overstated by 79,000, cut from 17,500 jobs a month to only 11,000.[3]

•  Hiring H-1B visa full time employees just got a lot more expensive. The US government increased the price to $103,265 for each new H-1B visa,[4] and started cracking down on companies that break the visa rules the same week.[5]

Here's what we're talking to companies mostly about...

1. Job growth is booming, just not for jobs, for contractors.

We've known this, and the data in contingent growth backs this.^[1][3] Now the question is how do companies plan and scale this rather than their business teams doing this one off.

We're biased, but they lean into the 3,000+ flexible workforce solutions that specialize in their vertical. If their procurement or talent leader needs a push, send them to our executive briefings.

Or have them search their need on the Open Cloud to find the right solutions.

2. The H-1B visa situation is a trigger, the EOR is the painkiller.

Obviously $103,265 per hire is a premium you probably can't afford, nor a risk you can ignore.^[4][5]

But this isn't a leaders only option. Leaders can now hire these individuals where they are, or can deconstruct these roles into the outcomes or retainer engagements that get the work done.

And what's different today, is that EORs are the solutions enabling this today. It's why we're seeing over 40% growth for EORs on Human Cloud today.

3. Control can come in house.

AI makes it easier than ever for leaders to own and control their talent experience. Whether it's how to access the talent they need, comply the talent at scale, or build vetted talent benches, AI has reduced the complexity required to build the right software and integrate the right applications.

The result, is that rather than outsourcing everything, the best contingent leaders are looking at their talent strategy like the product team looks at their roadmap - as a value adding, business critical function.

John Healy discussed how leading contingent leaders are bringing 100+ solutions into a two click talent experience. Check out his episode, or learn the secrets in last months community call.

Here's how Human Cloud is helping:

Leaders are using Human Cloud to find EORs today.

•  A transformation consultancy serving corporate venture funds ran an RFP for an EOR to support over $1m worth of talent across five US states, Germany, the UK, more of Europe and South America. More than just a provider, they needed proof that their EOR would be a partner.

•  A talent marketplace, ran an RFP to partner with an EOR on multimonth, high dollar value engagements, in a way that they could use to sell to their customers.

And on Thursday, September 10 I am running our EOR workshop: how to pick the right EOR. It's exclusive to the community. Save your seat »

Hopefully see you in Dallas,

- Matt

Matthew Mottola CEO of Human Cloud. 4x entrepreneur, angel investor, author of The Human Cloud (w/ HarperCollins), with experience advising companies like Microsoft, Deloitte, and G7 governments on how to use flexible talent. Meet with me »