Career Briefs: Redefining Remote Work, The Freelance Boom, and the Future of CFO Pay

My kids, probably similar to many of yours, are getting ready to head back to school. As always, it seems like summer flew by and now the new school year is quickly approaching.

But as back-to-school ads pop up everywhere, serving as a reminder to get ready, it's also a stark reminder that learning is never done, no matter our age or where we are in life. Whether we’re students, professionals, parents, or lifelong dreamers, this season invites us to stay curious, embrace growth, and open ourselves to new possibilities.

So here’s a little challenge I’m setting for myself and one I’ll extend to you: for the next month, actively learn something new every single day. It doesn’t have to be big or complicated. It could be a fun fact that sparks your curiosity, a fresh perspective that shifts how you see something, or a small step toward building a skill you’ve been meaning to develop. The goal is to keep your mind curious and open, to embrace growth in all its forms. Learning isn’t reserved for school. It’s a mindset that keeps us sharp, adaptable, and open to what’s next.

As the school year kicks off and our kids get ready to learn, let's carry that spirit with us: the thrill of discovery, the courage to ask questions, and the understanding that there's always more to explore.  After all, growth never really graduates.

The Future of Work Isn’t Fully Remote After All

Research from Gallup (conducted by Ryan Pendell and Sangeeta Agrawal) uncovered a surprising trend: Gen Z, often labeled as digital-first, is the generation least likely to prefer fully remote work. Driven not by a lack of tech-savviness but by a deeper craving for connection, only 23% of remote-capable Gen Z employees favor it. Meanwhile, millennials emerge as the staunchest defenders of remote flexibility and the most willing to leave when it’s threatened. This generational divergence exposes the limitations of broad, one-size-fits-all policies. 

Jason Averbook, Senior Partner of Global Leader Digital HR Strategy at Mercer, emphasizes hybrid work models too often miss the mark, providing flexibility without fostering meaningful interaction. Gen Z frequently arrives at half-empty offices, sidelining the informal learning, mentorship, and sense of belonging they value most. To build truly effective hybrid environments, companies and organizations must move beyond logistics and design for intention, aligning presence with purpose and ensuring that connection remains central to how work gets done.

Read more here: Fully Remote Work Least Popular With Gen Z.

Out of Office Indefinitely

Drawn by the flexibility, autonomy and creative control of gig work, professionals are leaving traditional employment behind at an increasing rate. As hiring slows (down 12% compared to this time last year) and competition intensifies, many are turning to freelance, contract or self-employed roles out of both necessity and choice. The pandemic accelerated a reevaluation of priorities, and professionals are now prioritizing values-aligned work and better work-life balance. While success is not guaranteed and AI presents new risks, technology is also lowering barriers to entry and the gig economy is booming, projected to exceed $2 trillion by 2033.

Read more here: The allure of gig work: Why more professionals are leaving 9-to-5 jobs behind.

The Future of CFO Compensation

In 2024, 72% of CFOs and 48% of CEOs at U.S. public companies received salary increases—mirroring trends from 2023—yet the stakes are shifting (source). Average CFO compensation surged to $2.9 million, driven largely by outsized equity awards. While some packages hit unprecedented highs, growing economic uncertainty and geopolitical tensions are pushing boards to rethink future pay strategies. Experts anticipate more restrained growth, with a pivot toward performance-based equity and tailored adjustments for tariff-exposed industries. At the same time, rising CFO turnover—especially among pandemic-era hires—is sharpening the spotlight on leadership continuity, alignment, and succession planning.

Read more here: After A Flush Year for CFO Pay, What’s Next?

Transforming HR with AI and Talent Intelligence

The talent intelligence market is booming, now worth billions, thanks to the massive collection and analysis of personal and professional data. Josh Bersin, Industry Analyst and Thought Leader focusing on the global talent market and the challenges and trends impacting business workforces around the world and CEO of The Josh Bersin Company, breaks this market down into three key players: data aggregators who collect raw profiles, enrichment firms who turn that data into useful insights, and talent intelligence platforms that bring these insights directly into HR systems. Your data is being sold to companies like ZoomInfo and Lightcast to provide detailed workforce analytics, helping businesses make smarter decisions in hiring, skills development, and planning.

Lightcast, one of the largest players, acquired one of the data collection firms, Rhetorik (source)

If you are curious about the impact of this acquisition, I recommend listening to Josh’s podcast on the impact on the intelligence capabilities linked in the article below.

Read more here: People Data For Sale: How The Talent Intelligence Market Really Works.

Stop Guessing What to Wear to an Executive Interview—Here’s Exactly How to Dress to Impress (With Links!)

The rules around interview attire have changed—and no one sent a memo. With remote work, shifting dress codes, and the rise of “authenticity,” it’s no wonder job seekers are confused about what to wear. But first impressions still matter—a lot. In this article, I break down exactly what to wear to your next executive interview, with links, tips, and real examples. From decoding company culture to knowing when to go business formal vs. business casual, this is your no-fluff guide to showing up polished, confident, and interview-ready.

Read more here: What to Wear to an Executive Interview.

The HR and Tax Implications of the One Big Beautiful Bill Act

A recent tax and spending law, the One Big Beautiful Bill Act (OBBBA), has brought profound changes to the tax treatment of employee compensation, compelling HR to adapt swiftly across multiple fronts. Central to the law is a new “qualified overtime” deduction that mandates precise tracking of federal weekly overtime distinct from state or daily overtime rules, requiring significant payroll system adjustments. Alongside this, withholding procedures must be overhauled by 2026 to ensure compliance. 

The legislation also reshapes the landscape for tip deductions, eliminates the tax benefit for employer-provided meals, and permanently extends valuable exclusions for student loan reimbursements, dependent care flexible spending accounts, and adoption assistance, amongst other things. To navigate this complexity, organizations must synchronize payroll, communication, and policy efforts, ensuring compliance while maximizing employee incentives under the new law.

A Win for Working Parents: The annual pre-tax contribution limit for Dependent Care Assistance Plans (DCAP) is increasing from $5,000 to $7,500. These employer-sponsored accounts let families set aside pre-tax dollars—similar to health savings accounts—to help cover child care expenses, offering meaningful tax savings for working parents.

Read more here: 15 Takeaways for HR Pros from the One Big Beautiful Bill Act.

Switching Gears: The Dynamics of Career Shuffles

From 2022 to 2024, 2.6% of Indeed users changed jobs each month, with nearly two-thirds transitioning into different occupational categories. Nursing and software development show the least mobility, driven by rigorous credentialing and specialized skill demands. Meanwhile, hospitality, retail, and logistics face high turnover and attract many workers from other fields. Higher exit rates are linked to lower wages and younger workforces as employees pursue better prospects. These patterns highlight significant differences in job stability and movement, emphasizing the importance of customized talent approaches: sectors with high turnover should focus on recruitment and onboarding, while stable industries must invest in retention and career development.

Read more here: From One Job to Another: Mapping

Career Transitions Using Indeed Data.

Why Leaner Workforces Are Being Celebrated

CEOs and corporate leaders, including those from Wells Fargo, Bank of America, and Verizon, are publicly celebrating workforce reductions as evidence of strategic discipline and AI-driven efficiency and are citing declining headcounts as signs of progress, often achieved not through mass layoffs but by slowing hiring, consolidating roles, and automating tasks. What once signaled financial strain is now reframed as a mark of operational excellence. AI adoption is accelerating this shift, enabling leaner teams without a corresponding drop in output. 

While some executives acknowledge the human cost, critics warn that the normalization of quiet reductions, particularly in non-unionized industries, could erode worker power and reshape the corporate labor model with little public scrutiny.

Read more here: CEOs Trumpet Smaller Workforces as a Sign of Corporate Health.

Due Diligence Is Non-Negotiable

Conducting due diligence before accepting a job offer is essential given the constantly evolving market and to understand how to do it well, I spoke with four seasoned CFOs who offered candid, behind-the-scenes guidance on what to look for. Their advice made one thing clear: due diligence goes far beyond financials. Culture must be investigated deliberately, ideally through conversations with employees, a look toward leadership behavior, and the digital breadcrumbs that reveal a company’s true character, while filings and earnings calls can expose trends and inconsistencies that raise red flags. What emerged from every conversation was a shared truth: thoughtful, thorough due diligence isn’t just a best practice, it’s a necessary step in making smart career moves.

Read more here: 4 CFOs Give Advice on How To Conduct Company Due Diligence.

NEW: The Triangle Talent Brief

Have you heard?? I’m launching a brand-new newsletter focused entirely on the job market in the Research Triangle.

The landscape in the Triangle is shifting fast. Federal funding cuts have hit hard, and explosive population growth means more competition for fewer roles. 

That’s why I’m excited to introduce you to the The Triangle Talent Brief: an all-inclusive update filled with timely insights and news, key trends, and what it all means for job seekers and employers alike.

Whether you’re actively searching or just keeping an eye on the market, The Triangle Talent Brief can be your go-to for updates and news in the local job market.