SpotOn unveils AI Vision technology for restaurant community
The company said that its significant AI advancements reinforce its commitment to building intelligent, integrated solutions that enhance margins, save time, and simplify decision-making in the hospitality sector.
Amidst a slowdown in consumer spending and fluctuating costs, SpotOn is making AI accessible for independent restaurants with tools specifically designed to simplify a host of back-office tasks.
Earlier in 2025, SpotOn tested 'Picked for You', an AI-driven component for its SpotOn Order online ordering system, created in collaboration with Amazon Web Services.
This feature suggests menu items to online customers, boosting conversion rates and order volumes for eateries.
By analysing customer behaviour and preferences, SpotOn's AI mimics Amazon's recommendation engine, adapting to factors like time of day and popular items, leading to more online orders and fewer abandoned carts, all with no extra work for restaurant staff.
SpotOn's AI offerings also include Marketing Assist, launched in 2024, which automates customised email and social media campaigns by leveraging guest data and business goals, potentially saving operators around five hours weekly.
The company's approach to AI mirrors the hospitality ethos of its restaurant clientele: attentive, adaptive, and progressive.
Taking cues from chefs who refine their menus based on customer feedback, SpotOn develops products that evolve with operator input.
The company's AI vision extends across its entire platform, employing smart tech to minimise obstacles, reveal opportunities, and therefore to conserve time for operators.
SpotOn chief product officer Bryan Solar said: "Restaurant operators need AI that fits into their workflow and helps protect their profit margin. That's the core of our AI vision: practical, integrated technology that makes it easier for restaurants to do more with less—without compromising service quality or getting buried in complexity."
"SpotOn unveils AI Vision technology for restaurant community" was originally created and published by Verdict Food Service, a GlobalData owned brand.
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The Hill
29 minutes ago
- The Hill
What AI means for the future of the job market
Business leaders have offered dire warnings in recent months about the turmoil artificial intelligence (AI) could unleash on the job market, predicting widespread worker displacement and mass unemployment. Experts say the picture is still unclear, with the full impact of the technology yet to be realized. Here's what to know about how AI could change the labor market: What are business leaders saying? The predictions of leading executives on the impact of AI have varied wildly since the technology first took the world by storm in late 2022, with the public release of OpenAI's ChatGPT. Anthropic CEO Dario Amodei warned in an interview with Axios in May that AI could wipe out half of entry-level white-collar jobs, resulting in unemployment rates of 10 to 20 percent within five years. In a note to employees in June, Amazon CEO Andy Jassy said he anticipates that AI will reduce the e-commerce giant's corporate workforce and 'change the way our work is done.' 'We will need fewer people doing some of the jobs that are being done today, and more people doing other types of jobs,' he said. 'It's hard to know exactly where this nets out over time, but in the next few years, we expect that this will reduce our total corporate workforce as we get efficiency gains from using AI extensively across the company.' The International Monetary Fund (IMF) has also warned of a 'painful transition' as AI pushes 'large swaths' of people out of work for extended periods. However, others are a bit more skeptical about claims of dramatic job losses and disruption. 'The hard part about this is, I think it will happen faster than previous technological changes,' OpenAI CEO Sam Atman said on The New York Times 'Hard Fork' podcast in June. 'But I think the new jobs will be better, and people will have better stuff.' 'And the take that half the jobs are going to be gone in a year or two years or five years or whatever, I think that's not how society really works,' he added. Nvidia CEO Jensen Huang similarly acknowledged there would be some upheaval but painted a more optimistic picture of the labor market. 'Every job will be affected,' he said in May. 'Some jobs will be lost, some jobs will be created, but every job will be affected. You're not going to lose your job to AI. You're going to lose your job to someone who uses AI.' What's happening now? For all the forecasting about AI, the impact isn't showing up in the data quite yet, experts told The Hill. 'We are still very much in the early days of AI,' said Daniel Zhao, chief economist at Glassdoor. 'It does seem like every business is experimenting with AI, but there is still a lot of work to be done before it's actually fully integrated into business processes and is really realizing potential that business leaders are seeing.' A recent analysis from the Economic Innovation Group found no meaningful impacts from AI on the labor market across several different measures. The most AI-exposed workers, such as financial examiners, actuaries and budget analysts, saw a slight uptick in unemployment. However, the jobless rate of the least exposed workers rose faster, the analysis found. The data also fails to show that AI-exposed employees are less likely to retire than their peers. They have long moved jobs at a faster pace than other workers, a trend that has not shown any major uptick in recent years with the emergence of public-facing AI tools. Nor have AI-exposed workers moved into less exposed roles, according to the analysis. There's little impact registering at the firm level either, as companies with more exposed workers maintain higher rates of employment than their counterparts. And young workers and recent college graduates are seeing an uptick in unemployment across the board, no matter how exposed their jobs are to AI. 'it's just not there,' said Nathan Goldschlag, director of research at the Economic Innovation Group who co-authored the analysis. 'That's not to say it won't be right. It's just we can't, it's very hard to justify the claim that AI right now is totally, fundamentally reordering the labor market.' Martha Gimbel, executive director and co-founder of The Budget Lab at Yale University, similarly underscored that AI is simply not registering in labor data yet. 'There's no sign,' she told The Hill. 'It is a flat line until kingdom come. If you were at a hospital and you saw that line, you'd go, 'That patient is dead.'' Companies have increasingly pointed to AI as they make job cuts, although some experts are skeptical. More than 10,000 layoffs in July cited AI, according to a recent report from the employment agency Challenger, Gray & Christmas. 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'It takes a long time for firms to ingest those things, find ways to make them productive,' he said. While Gimbel suggested the current period of technological change could happen much faster than previous periods, she emphasized that it won't be 'instantaneous.' 'If you invented super intelligence tomorrow, would every company adopt it immediately tomorrow and then fire all of their employees? No, right? It's just not the way companies in the labor market work,' she said. Other labor market forces may also counteract the impacts of AI, even as it begins to make waves. 'You've got to remember that when labor gets displaced, there's forces in the economy and prices that help reallocate that labor,' Goldschlag added. 'It's not a static problem. It's a very dynamic problem.'
Tom's Guide
29 minutes ago
- Tom's Guide
I replaced my Steam Deck with a modern Game Boy, and it's the perfect love letter to my inner '90s kid
Back in the '90s, I was a Game Boy kid — I even loved those late night drives back from vacation where you had to wait for passing street lights to see what was on the (non-backlit) screen! But the real beauty of it was the games were purposely built for on-the-go play to instantly hook you. That's something I believe has gone missing in 2025. We're surrounded by vastly more powerful systems like the Steam Deck OLED and ROG Xbox Ally, which do allow for incredible-looking games that tell infinitely better stories with vast amounts of gameplay depth. But with all that complexity, they can take a while to get to the good part, whereas Game Boy games ditched all of that unnecessary guff and just got to the point. But with any sort of old tech fondness, am I looking at it through rose-tinted glasses? I do miss my Commodore 64 (even got a keyboard in honor of it), but when I went back to it, you realize that it just didn't age well. Is that the same with Nintendo's handheld? Well, after daily-driving the ModRetro Chromatic for a few weeks, I can safely say that's not the case. Game Boy games still slap, and the Chromatic is the best way to play them. Let me tell you about it. The Chromatic ticks both boxes of being a seriously premium device, and a truly authentic Game Boy. Whether it's the magnesium alloy body and Gorilla Glass (or Sapphire for an extra $100) screen cover giving serious durability and high-end feels in the hands, or every element from the sub-pixel structure of the display and the feel of the buttons being authentic to the original, this is one of the best ways to play retro games in 2025. There's a lot of things I miss about the original Game Boy, but if there are two things I definitely don't long for, those would be the cheap plastic and the display without a backlight. The Chromatic addresses both of these head-on, and feels all the more premium for it! First, you're getting a 2.6-inch 160x144-pixel IPS display with great color and backlighting, so those play sessions don't have to end when the sun goes down. The subpixel structure has also been worked on to be as authentic to the original Game Boy as possible, and it really shows whether you're in or outdoors thanks to that bright backlight. Also shout-out to the ultra-loud speaker in here too — great clarity and prime for blasting out those 8-bit soundtracks. And second, there's a rock solid magnesium alloy body here, which feels great to hold and gives you a real confidence in its durability. Pair that with either Gorilla Glass atop the screen for scratch resistance, or you could pay an extra $100 and get Sapphire, and my two biggest bugbears about the original handheld have been resolved. Get instant access to breaking news, the hottest reviews, great deals and helpful tips. 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Most recently, this has opened up the insanely addictive Battle Mode in Tetris: the best multiplayer mode from the original title on Game Boy. Basically, as you wipe out lines, those lines are then added to the competing player's screen. It's crazy good fun, and a real showcase example of how you can continue to support these games even after they've been pushed on silicon! Retro fondness in gaming is something we all have, but can be quickly disappointed by when actually going back to said games. To really make it hit right, you need hardware that stays true to the original formula, while embracing modern day tech to enrich the experience. The ModRetro Chromatic does that 100%. With its premium build quality and attention to detail, it's a spectacular Game Boy revival that even comes with charm…literally…each game comes with a charm you can attach to the handheld. Whether it's a quick blast on commutes to work or a round of Tetris between sets at the gym, the Chromatic has never left my side, as every time I pick it up, all the memories come flooding back. Tactility, personality and addictive games. What more could you want from a portable? Follow Tom's Guide on Google News to get our up-to-date news, how-tos, and reviews in your feeds. Make sure to click the Follow button.
Business Insider
30 minutes ago
- Business Insider
I've recruited for Amazon and Apple. Laid-off workers often make these mistakes when negotiating pay.
This as-told-to essay is based on a conversation with Brian Fink, an independent corporate recruiter in Alpharetta, Georgia, who previously worked in recruiting for tech giants such as Amazon, Apple, Twitter, and McAfee. This conversation has been edited for length and clarity. I've been a corporate recruiter for more than two decades, and I've noticed that laid-off people often undersell themselves when talking about pay during the interview process. For starters, many wrongly assume that being unemployed means they can't negotiate for a higher salary than what they've been offered. If you have that mentality, change it. Layoffs are business decisions, not personal indictments. What matters is what you bring to the table. Focus on the here and now and what you can do. Lead with your skills and results, not the layoff story, not woes me. Another common flub is to start off discussing pay from a weak position by making comments such as: "I know that budgets are tight." Don't do that. Budgets are tight everywhere. Instead, arm yourself with data before sitting in the hot seat. Look at sites like Glassdoor and to get a sense of the average pay for the role you're seeking in the geographic area where it's located. When you're face-to-face with the interviewer, be the first to bring up compensation. You will be in a stronger position if you're the one leading the conversation. Ask for the pay range to see if it aligns with the research you did. If it's lower, say what you believe the correct range is, rather than sell yourself short. It's possible the interviewer will offer to look into whether the pay can be adjusted. Don't just focus on base salary. Ask about the whole megillah — signing bonuses, annual bonuses, and paid time off. It's about going deep and asking if there's a professional-development budget. It's also making sure that you've got the right title and scope for the role. At this point, you should now be ready to negotiate. Speak in numbers, not feelings. There's confidence in data, and confidence plus data is a cocktail that often is very palatable. What you want to say is: "Based on what we just discussed and the impact that I bring, I'm targeting a compensation package of X." Then stop talking. Let the silence do the work. Filling the gap with nervous chatter will lead you to undercut yourself. If the recruiter or hiring manager responds with a lower number, don't immediately fold. Instead, ask: "Can you tell me how you arrived at that number?" You want them to ameliorate the situation by using their own data and their own words. Keep in mind that hiring managers love speed. They think, 'oh, somebody's available! There's no waiting period.' That is leverage. Point out in the interview how you would be free to hit the ground running quickly since you don't have to give a current employer the standard two weeks of notice. There's a misperception that recruiters get paid based on how much money they save a company and that they want job candidates to accept the lowest offer possible. In reality, we typically get bonuses if we hire a certain number of people per month. For example, at Amazon, I had to hire at least six people in that timeframe. I recently interviewed a laid-off candidate for a sales job at a software company who told me she thought she was worth $215,000 in annual base salary. I said shoot for $230,000 when you meet with the hiring manager. The candidate told me she didn't think she could do it, so I asked her to stand up, put her hands on her hips, and invoke the Superman pose. I read in a book many years ago that doing this boosts confidence, and I think it works. The hiring manager ended up offering the candidate the $215,000 she was hoping to get, and she accepted the job.
