Awesome to attend this years Ardent Partners Future of Work executive round table exchange event at The Harvard Club in Boston, MA. My first time attending and it was worth the trip. Super impressed with all of the thoughtful points and conversation brought to the table and especially impressed with Christopher Dwyer and Andrew Bartolini and of course all panelists and guests.

Total talent was mentioned a few times and pain points around open talent and security were discussed. On-premise talent vs. off-site cited as a productivity and security issue especially for enterprise and financial institutions.Data breaks were another topic of discussion and this one to me is extremely important leaving me with the thought that clean data is just as important as clean energy and kind of one and the same as they relate to AI. Change management and HR/Procurement consolidation, needed as well. 

In regards to data, connecting the dots seems to be a security and competition problem and one that needs to be solved for true AI to flourish. MSP and the “need” for it brought up a slew of additional questions and perspectives.

When we coded and designed our technology and vision at Mothership a few years ago already, we were somehow acutely aware of all of this. The problems across the hiring landscape and witnessing it first hand have only bolstered our offerings as a needed resource. 

Here’s why:

The Mothership platform and ecosphere have been specifically built for compliance, security and quality as it relates to hiring, managing and mobilizing extended workforce and projects. 

Our expert system and total talent solutions give clients visibility and control over their IP and data, and give talent a framework to operate within that doesn’t open them up to violating IP and client terms, avoid scope creep, and still allows talent to work on their individual terms, in a variety of ways, easily, and for any employer, globally. We took process a step further by including skill-based matching as the rule and not the exception to ease time to hire and debunk traditionally flawed and biased hiring protocol. Although ahead of its' time, this will become common place and replace old paradigm hiring process.

Our learning and development tools and features (also included from the onset) bring to the table growth and skill diversification and various key community benefits for talent. Nurturing and getting to know talent personally and professionally was always a factor therefore EQ and soft skills assessments, development, and matching are innately included.

Our talent-and-client first approach is further underpinned by our home grown proprietary project management tool to allow for a double (two-way) approval process around communication and project terms and deliverables, and yes, also tied to milestones and programmatic payments. Giving clients and talent visibility into their overall contingent (and total) workforce spend/earnings and productivity tied to time and projects has allowed our clients to pre-fund and pre-budget their workforce needs and allocate to workforce accordingly with the click of a button vs. 30, 60, 90 day invoice terms-although we offer that as well. 

Sourcing, staffing, community management 
Talent vetting and classification 
Seamless deep-data intelligence and matching 
Workflow
Learning and development 
Payments, and reporting 
EOR, MSP, AOR features and services 
Total workforce client side consulting and talent-side sell-through and mentorship
Workspace curation, provision and allocation 

Beyond the norm talent benefits, management, community and payroll considered imperative and thoughtfully offered from the onset and growing by the minute. A true all in one solution backed by machine learning and now also delivering W2 contract, W2 full time, and AI workforce, along with white labeled direct sourcing and direct to talent implementation. Soon our tech will connect the rest of the hiring landscape and bridge the gap between what’s already there and what’s still needed to mitigate risk while continuing to drive optimal workforce and client outcomes.

Security is key. It’s a must-have. Although it should not impede leveraging extended and total talent workforce solutions. When using the right tools designed to mitigate for this upfront, clients can take a preventative/positive vs. reactive/negative approach. The agility, talent happiness factor (which matters most for sustainable productivity and retention) and supply differential is too great to go back to where we were and middle ground solutions like ours and others are more valuable than ever before, not just as a conduit and connector but as a strategic partner and more.

The stand off between talent and clients has been palpable to watch but has to be met with a two sided win-win solution rather than biased and hierarchical dictates. The power rests in all hands and being a vehicle for empowering both sides is where we always want to continue to land.

I’m excited about our scalable growth, and next tech build where we’ll take what we have already designed and built and make it that much better and more expansive, all while providing an even more securitized and sustainable overall solution. Ps: loved points raised on how workers move around so IP is never truly kept under one roof even with all “controls” in place. Players gonna play even though karma best practices always prevail in the end. Perhaps more of a reason to have a traceable and mobile expert system solution and partner and adopt an agile open talent strategy and mindset. Leverage, documentation, and pivots aid competition crushing and are your security. In addition, the value of on-premise and in-person interaction cannot be replaced with virtual, but in my opinion, both are key for ESG, and beyond. 

Internal enterprise program advocates for innovation, betterment and change—thanks to those who care enough to help get this done. When we all work together and internal employees work well with outsourced partners, corporations and brands are able to do more and better also. This adds to their top and bottom line earnings, and therefore directly impacts internal employee retention, and growth track, and allows for the overall employment of more people.

Clients and talent being accountable for DE&I and simply doing right by one another regarding this and IP: not negotiable. The more we hold ourselves, colleagues, friends and family accountable for doing the right things especially as it pertains to trust, security, community contributions, self-audits and growth, the better off we will all be.

We must do it all for us, our workforce and clients, and for our children. After all, they are the future, and next generation.Therefore, and inadvertently, so are we.

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Contact: info@mothershipcorp.com to learn more.

Want to connect with me? Follow me on twitter @ilytshu, or reach out on LinkedIn