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Yahoo
30-07-2025
- Business
- Yahoo
Sandra Moran Joins Schoox as Chief Marketing Officer to Accelerate Growth and Lead Market Disruption in Learning and Development
With decades of experience in HR technology and enterprise SaaS, Moran joins Schoox to drive exponential growth and redefine learning for the modern workforce AUSTIN, Texas, July 30, 2025 /PRNewswire/ -- Schoox, a global leader in frontline workforce learning and skills development, today announced the appointment of Sandra Moran as Chief Marketing Officer (CMO). Moran brings more than 25 years of experience building high-performing teams for leading technology companies and joins Schoox at a pivotal time to launch its market-leading innovations and drive widespread adoption of solutions that will fundamentally reshape learning and development for the modern workforce. Moran most recently served as Chief Marketing and Customer Experience Officer at WorkForce Software, where she led go-to-market strategy, global demand generation, brand development, and customer retention initiatives. During her tenure, she played a leadership role in the company's successful acquisition by ADP. Prior, she served as CMO at LLamasoft, where she drove strategic marketing initiatives supporting the company's $1.5 billion sale to Coupa Software. "Sandra's deep understanding of frontline worker populations, combined with her exceptional track record of driving transformative growth and championing market-leading innovation, makes her an ideal fit for Schoox at this exciting inflection point," said Lefteris Ntouanoglou, founder and CEO of Schoox. "Her vision for leveraging customer-centric strategies to introduce groundbreaking solutions and build high-performing global marketing teams aligns perfectly to our mission to redefine how learning drives business and individual impact around the world." Moran has also held CMO roles at SurgeonCheck and INTTRA, where she built and led global marketing programs enhancing brand identity, digital acquisition, social engagement and client relationship building. Known for her customer-centric leadership style, she brings a unique combination of marketing, sales, product management, and business development experience shaped by her ability to align growth strategy with what customers value most. "What drew me to Schoox is not only its profound commitment to frontline workers and the individual learner, but also its pioneering approach to learning and development, poised to fundamentally transform the industry by redefining how learning and development drives business impact," said Sandra Moran, CMO of Schoox. "I am excited to work alongside the team at such an important time, where our innovations and bold strategic moves are set to reshape how organizations develop their talent. I look forward to expanding Schoox's reach and influence as we empower organizations and the teams they employ worldwide." Moran's hire follows significant momentum at Schoox, including a 25% year-over-year increase in customer growth, fueled by new client acquisitions, product innovations and industry accolades. About SchooxSchoox empowers frontline organizations to turn learning into a strategic advantage. We believe people aren't cogs in a machine, but the driving force behind business success. That's why we designed a unique learning platform that caters to the way humans actually learn, pushing the boundaries of traditional L&D platforms. Schoox delivers cutting-edge AI-powered insights, hyper-personalized, mobile-optimized, and skills-aligned learning experiences that engage and motivate every employee, from frontline to corporate. By making learning easy, accessible, rewarding, and fun, we are not just building a highly skilled workforce, but also reshaping how organizations achieve their full potential. Schoox's frontline LMS supports people-focused learning in organizations worldwide, including Subway, KIOTI Tractor, Sport Clips Haircuts, and Sonesta Hotels. Learn more at View original content to download multimedia: SOURCE Schoox LLC
Forbes
26-04-2025
- Business
- Forbes
The Gen Z Mindset Graduates Bring To The Workplace In 2025
The Gen Z mindset that graduates are bringing to the workplace doesn't jibe with traditional ... More expectations of employers. So what happens as new graduates settle into their new jobs? Managers are unprepared to deal with the new wave of Gen Z graduates entering the workforce with a 'What's in it for me?' mindset, according to experts. They aren't just job hunting; they're redefining what work should look like for them. Rigid nine-to-five office hours, hierarchical structures and 'paying your dues' mean very little to Gen Z. They're looking for certain things, entering the workplace with the Gen Z mindset—not because they're entitled--but because they've seen previous employer-employee relationships disintegrate. It's no secret that Gen Z feel misunderstood and vilified by older employees. As Gen Z are settling into their first jobs, experts predict managers will have their hands full keeping them engaged. I spoke by email with Sandra Moran, chief customer experience officer at WorkForce Software, now part of ADP. She told me that Gen Z cite three reasons for leaving their jobs within the first year. 1. Misaligned expectations. Gen Z is very different from prior generations in the workplace, specifically because of their focus on the personal benefit for working, rather than how they may be contributing to the larger organization. Prior generations often viewed the relationship between employer and employee indexing toward the employer's power, whereas many Gen Z workers are more interested in understanding what they will get out of the experience, whether that is upward mobility and on-the-job training, holistic wellness perks, connected to a personal value, or other factors in addition to their salary. Many hiring managers come from older generations and may not be accustomed to this shift, and therefore do not set expectations appropriately for newer, Gen Z hires. 2. A lack of work-life balance. Moran points out that work-life balance impacts mental health, and while some jobs offer more flexibility, other roles–like the deskless jobs that make up 80% of the workforce–require work to be done on-site and within a scheduled shift. 'Some workers prefer this predictability, in-person engagement and the opportunity for hands-on, on-the-job training,' she explains, 'but others may be seeking roles that offer a less traditional schedule.' 3. Finding new opportunities. Some Gen Z leave their jobs because they discover better jobs that suit their professional or personal goals. 'Gen Z is often just embarking on their career journey and are learning as they go,' Moran states. 'During their first year, they may realize the job they thought they wanted isn't for them, or, they may use that first role as a jumping off point for their career and advance quickly. For a generation that has experienced an unprecedented amount of instant gratification, joining the labor force can be their first experience with candid feedback and defined career progression.' Onboarding is the first impression a company makes on an employee, and the wrong tone can be mistakenly set, according to Moran, adding, 'This most often happens because the tech being used to train new workers is outdated, because managers and HR teams aren't adequately prepared to onboard new team members effectively or due to information gaps during the onboarding process.' To fix this–or avoid it before it even happens–Moran insists that companies should make sure that managers and HR teams are ready to bring on new hires and are creating the kind of experience that individuals are provided with outside work. She advises that it's critical for managers to establish pre-onboarding conversations to ensure that the process is smooth. Moran continues by suggesting it's essential to onboarding for employers to invest in strong technology. 'Many companies–especially those in deskless industries–will have employees complete certain onboarding tasks through an app on their phones,' she asserts. 'Using the right workforce technology is essential to making sure videos and onboarding content is clear, accessible and easy to complete. Think through everything an employee needs to learn during their first couple weeks and double-check that it's covered by managers or through the software they are using to get up to speed.' Mentoring and managing are not one and the same, and Gen Z responds more to mentoring. Moran stresses that they want to learn and grow to avoid boreout syndrome and workplace dissatisfaction. 'Managing is more about giving direction to employees, making sure they are meeting their workplace goals, acting as good employees and teammates and helping employees connect their actions to the overall goals of the company. It also involves navigating workplace issues and conflicts to help set employees up for success.' Moran emphasizes that mentoring takes this a step further, underscoring that some mentors can be managers, but sometimes these are separated entirely within an organization. 'Either way, employees today–especially Gen Z–want mentors who can help them navigate their career journeys and continue to progress in their personal goals. A mentor/mentee relationship is less about performance management, but rather, it's focused on preparing an individual for their future career path, leadership skill development, and personal growth." The Gen Z generation was raised as digital natives. They are entering the workplace expecting easily-accessed information and personalized and modern software to help them perform their role. Moran says they become frustrated by the lack of sophistication at work, arguing that businesses can become an 'employer of choice' when they meet the evolving needs of the younger workforce--in other works, tech platforms and tools that foster trust, early feedback and long-term Gen Z engagement. As the Gen Z mindset follows young graduates into the workplace like ageism follows older employees and sexism follows female employees, managers have vilified Gen Z. They criticize Gen Z for having too many rules, refusing to comply with corporate demands, being oppositional and lacking etiquette, reliability and flexibility. On top of that, Gen Z graduates are facing limited job prospects from massive tech layoffs, AI competition and DOGE's ripple effect. Despite these limitations, though, the Gen Z mindset brings many advantages to obsolete practices, and some leaders declare that they can avoid a "career apocalypse" and stand out if they build a strong personal brand in the hyper-competitive job market.
Yahoo
24-04-2025
- Business
- Yahoo
WorkForce Software Announces Fourteenth Annual VISION Conference as Employers Continue to Increase HR Technology Investments for their Global Workforces in 2025
WorkForce Software's VISION: UNTETHERED conference brings together workforce management professionals and industry experts to share successes as organizations transform their organizations and define the future of work. LIVONIA, Mich., April 24, 2025 /PRNewswire/ -- WorkForce Software, the #1 rated workforce management solution for global employers, announces its fourteenth VISION conference. The VISION 2025 theme, "Untethered," encourages attendees to think beyond traditional approaches and explore new possibilities in global workforce management driven by the changing nature of work and advances in technology. VISION 2025 is taking place May 5-8, 2025, at the Sheraton Grand at Wild Horse Pass in Phoenix, Arizona. The event unites WorkForce Software's global customers, industry experts, and workforce management professionals to accelerate the adoption of innovative workforce technologies, enhance employee experience and engagement, and optimize investments in their global teams. "VISION 2025 offers a unique opportunity for organizations to learn from one another and to capture the full value of investments in their most valuable asset: their global workforce," said Sandra Moran, chief customer experience and marketing officer at WorkForce Software. "I'm looking forward to hearing from our customers and partners about their strategies for success and how they're leveraging WorkForce Software technology to increase resilience, enhance employee engagement, and unlock the full potential of their global teams." Attendees will enjoy conference sessions, roundtables, and technology demonstrations allowing them to deeply explore the value of modern workforce management technology and learn applied best practices to drive adoption and lasting results. WorkForce Software's partners and customers are delivering detailed sessions and first-hand accounts of the value they've unlocked from workforce management technology to improve operational results, compliance, productivity, employee retention, and satisfaction. This year's VISION 2025 keynote speaker, Ben Nemtin, is a #1 New York Times bestselling author and the visionary behind The Buried Life movement. Ben's journey—from creating a global movement to crossing off a seemingly impossible bucket list —demonstrates the power of perseverance, teamwork, and taking bold action. At VISION 2025, he'll share compelling stories and motivations that will inspire attendees to find fulfillment, push boundaries, overcome obstacles, and achieve more than they ever thought possible. To see a complete list of sessions at VISION 2025 and to register for the conference, see details here: About WorkForce SoftwareWorkForce Software, An ADP Company, is the #1 rated workforce management solution for global employers and the first to deliver integrated employee communication capabilities. The company's WorkForce Suite adapts to each organization's needs—no matter how unique their pay rules, labor regulations, and schedules—while delivering a breakthrough employee experience at the time and place work happens. Enterprise-grade and future-ready, WorkForce Software is helping some of the world's most innovative organizations optimize their workforce, protect against compliance risks, and increase employee engagement to unlock new potential for resiliency and optimal performance. When employees include deskless or hourly workers, unionized, full-time, part-time, or seasonal, WorkForce Software makes managing a global workforce easy, more efficient, and more rewarding for everyone. For more information, please visit WorkForce Software's solutions are also available through our global reseller, SAP. To learn more, please visit Media ContactLisa HajraWorkForce Softwarelhajra@ View original content to download multimedia: SOURCE WorkForce Software Sign in to access your portfolio
Yahoo
05-04-2025
- Business
- Yahoo
Pay transparency laws land in more states as raises slump
Fewer employers plan to sweeten salaries this year, and remote work continues to face headwinds, but there's one glimmer of light for workers and job seekers: Pay transparency laws are ramping up in more states. A wide-ranging new study from Payscale examining compensation and employment trends across industries suggests lower expectations are in order for workers seeking raises and remote work. The number of organizations planning to give base pay bumps this year has dipped — 6% of employers say they're cutting pay increases entirely, roughly 2 in 10 are scaling back raises, and 14% are downsizing salary offers, according to the report. The researchers said, 'Between the precarious economy, increased employer power in the labor market, and a heated political climate, organizations have been grappling with increased tensions when it comes to compensation. There's an expectation to reduce compensation costs while economic conditions are uncertain.' Those companies who are doling out raises say they will hike salaries by an average of 3.5% this year, compared to 3.8% in 2024 and 4.8% in 2023 — which was the highest level in two decades. For all of you clinging to your home office (or couch), more than 4 in 10 employers have mandated return-to-office policies this year. And 16% said they plan to enforce more in-office work. The researchers did find, however, that top performers frequently skate around those rigid rules to work remotely. The outcome: Many workers have responded with their feet. Four in 10 employers report that some of their best workers have packed it up and quit due to the push to get back to the office. Those employers might regret that. 'There is uncertainty around what they will be up against with inflation and tariffs,' Sandra Moran, a workforce expert at WorkForce Software, part of ADP, told Yahoo Finance. 'Many industries are proactively seeking new hires right now, however, and companies that offer flexible working arrangements and opportunities for advancement — in addition to competitive compensation — will come out ahead.' Learn more: What Trump's tariffs mean for the economy and your wallet By subscribing, you are agreeing to Yahoo's Terms and Privacy Policy Adding to that sentiment: There are signs that the demographic reality of an aging population with fewer younger workers entering the workforce that have been lurking on the horizon for years are becoming clearer, per Cory Stahle, Indeed Hiring Lab economist, commenting on the recent Jobs report out Friday from the Bureau of Labor Statistics. 'Alongside severely restricted immigration, the prime-age labor force participation rate and employment-population ratio both appear to have reached their ceiling. As they plateau or begin to fall, labor supply issues will start to be felt.' Of course, for those workers who have taken the exit, better pay is no guarantee. The median pay increase for workers switching jobs sank substantially to 4.8% in February from a pinnacle of 7.7% two years ago, according to the Atlanta Fed. New laws that require employers to disclose information about employee compensation, either to existing employees or by publishing pay ranges in job ads, can come in handy in a job search. In Illinois and Minnesota, new laws went into effect on Jan. 1. Three more states — Massachusetts, New Jersey, and Vermont — will join the movement with new legislation later this year. To date, 14 states and the District of Columbia have enacted pay transparency laws along with a handful of cities: Jersey City, N.J.; Cincinnati and Toledo in Ohio; plus New York City and Ithaca in New York. Payscale estimates that this year nearly 1 in 3 workers in the US will be covered by a state or local law that requires businesses to be transparent about their pay ranges. 'More than half — 56% — of companies are sharing pay ranges in their job postings regardless of whether or not it is required by law, up from 45% in 2023,' Lulu Seikaly, Payscale's senior corporate attorney for employment, told Yahoo Finance. What's up with the rest? 'There isn't a rush among employers to provide this information,' Julia Pollak, a chief economist at the US Department of Labor, told me. And those that do often post gaping spreads. A recent job posting on the job board Indeed for a Research & Development Analyst at GEICO in Chevy Chase, Md. shows a salary range of $75,000 to $150,000. 'Employers still find it very tricky to guess the right number to post, balancing internal pay equity with current employees and external competitiveness,' Pollak said. 'They often will post a lower number and try to get a unicorn, someone with all the skills they want prepared to work at that rate.' The aim of pay transparency laws is to even out the playing field and narrow the gender and racial pay gaps. Whether the laws are having this effect is fuzzy. One reason is that posted pay ranges can be so broad they're meaningless. 'Whether the laws helps to close the gender and racial wage gaps depends in part on how wide a company's posted pay ranges are,' Violet Ho, a professor of management at the University of Richmond's Robins School of Business, told Yahoo Finance. Pay ranges that are narrower — $50,000 to $55,000, for example — are more informative than wider ranges like $45,000 to $65,000, she said. 'The former is also more helpful in bridging gender and racial wage gaps.' As of February, 60% of US job postings on Indeed contained at least some salary information, more than triple the number five years ago. 'By including pay transparency in job postings, both men and women have access to the same data when it comes time to negotiate,' said Allison Shrivastava, an economist at the Indeed Hiring Lab. And published salaries for newly opened roles can help give existing employees a sense of the market value for their role, giving them the tools they need to advocate for equal pay, according to her those folks entering the workforce this year, having a clearer idea of what a job is likely to pay is valuable information in the job search. 'Salary transparency plays a critical role in enabling students and recent graduates to make educated decisions and effectively plan their financial futures,' Valerie Capers Workman, chief legal officer at Handshake, told Yahoo Finance. 'Knowing how much you can expect to earn in a certain role, industry, or location helps job seekers determine cost-of-living needs while balancing expenses such as student loans and saving for retirement,' she added. Kerry Hannon is a Senior Columnist at Yahoo Finance. She is a career and retirement strategist and the author of 14 books, including "In Control at 50+: How to Succeed in the New World of Work" and "Never Too Old to Get Rich." Follow her on Bluesky. Sign up for the Mind Your Money newsletter
