In a revealing conversation, Nick Ganzha, CEO of Acumen International, shares insights into the company’s innovative approach to global employment and technology. He delves into Acumen’s strategic vision, its response to the challenges of remote work, and the trends shaping the future of the global workforce.
Q: Can you outline the main objectives of the recent leadership meet-up in Cyprus?
A: Our primary goal was to introduce Acumen’s shift towards humanised technology, defining our objectives and roadmap. We are a human focused business supported by technology where we can tailor our solutions to the specific client needs and provide them with the solutions no platform can provide.
It was also a moment to reunite our team, celebrate our long-awaited reunion, welcome new members, and reflect on our remote working experiences. We also outlined actionable steps to improve our overall Employer of Record Services based on our comprehensive experience in the Global EOR market.
Q: After such an unprecedented few years, how did it feel to meet up with the team again?
A: Meeting with the team again stirred a complex blend of emotions. It felt as though everything had changed yet remained the same. The team’s unwavering dedication and level of engagement were palpable, but there was an underlying need to realign these qualities with our new strategic goals and the evolving market demands.
To evolve the concept of unity, it was more than just unveiling a new strategy and roadmap. It involves engaging with and listening to our global team’s feedback and their perceptions of market needs. This approach has proved immensely effective in transforming our team into passionate advocates and active participants in implementing our ideas, particularly our shift towards a technology orientation. We discussed how each individual and department could actively contribute to fostering a digital-first culture. This initiative aims to develop an organisation that is not only adaptive and digitally fluent but also deeply human-centric, ensuring that every voice is heard and valued.
This reunion was a poignant reminder of the resilience, adaptability, and collective spirit of our team. It reinforced the importance of embracing change, fostering open communication, and uniting behind a shared vision. As we look to the future, it’s clear that our journey towards integrating technology and human-centricity is not just about responding to immediate challenges but shaping the future of global employment in a way that is inclusive, innovative, and aligned with the evolving needs of the workforce and the market.
Q: What have you learned from the transition to a global remote workforce, and how will this shape your services moving forward?
A: The shift to a global remote workforce highlighted the value and staying power of such a model. The geopolitical challenges, especially the Russian war against Ukraine, tested our resilience and adaptability.
The transition has been illuminating on multiple fronts. Here are the key learnings and how they will influence our future direction:
- Global Remote Workforce Viability:
- The shift affirmed the sustainability and benefits of a global remote workforce, emphasising that this trend will persist.
- Leveraging opportunities across countries, we recognised the immense value and potential of tapping into a global talent pool.
- Rethinking the People Business:
- The concept of (Global) PEO was re-evaluated, transforming into a leverage to retain the key dispersed personnel.
- We faced an unprecedented Ukrainian talent exodus and responded by providing solutions for employing and re-employing talent globally, becoming the #1 go-to partner for Ukrainian businesses and a primary international employment provider.
- CSR and Personal Responsibility:
- My commitment to corporate social responsibility intensified, leading to significant participation in CSR initiatives supporting Ukraine.
- This personal responsibility transformed into a broader commitment, rallying our employees around these causes.
- Testing Our Own Solutions:
- Amid the war, we were able to test our EOR solutions first-hand, employing our staff through our services in various locations. This experience broadened our Global EOR expertise, proving the effectiveness of our services under extreme conditions.
- Going Global as a Survival Strategy:
- The necessity of going global, once a choice, has now become a survival strategy for businesses.
- This realisation underpins our strategy moving forward, emphasising our role in guiding businesses through arising upheavals and global employment complexities
- Future Direction:
- Our experiences will inform our product and service development, offering insights to our global clientele on navigating global employment challenges.
- We aim to share our journey and solutions, ensuring businesses don’t have to navigate these challenges alone—Acumen is there to guide them.
Our approach going forward is to harness these learnings, continuing to innovate and adapt in a way that supports our clients and their employees around the world.
Q: Can you share insights or trends from the meet-up that will influence the global employment landscape?
A: The global employment landscape is on the cusp of significant transformation, with several key trends emerging from our discussions:
- Evolution of Professional Employer Organisations (PEOs): PEOs are transitioning from providing purely operational support to playing strategic roles within businesses. The 3Sixty Insights Global Executive Advisory Council highlights this focusing on the shift from tactical work in human capital management to strategic approach. This is about a (Global) PEO/EOR that has the expertise to help businesses approach their HCM strategically. It evokes a broader concept of a PEO not only taking care of operational HR for employers and mitigating risk, but also capable of transforming their entire strategic vision, decision-making and execution on their organisational strategy wherever it intersects with the company’s people.
- Flexible and Hybrid Workforces: The tenure of full-time employees is reducing, with the average being one to two years, whereas sought-after consultants are extending, signalling a trend towards more flexible, hybrid work models. This adaptability in the workforce is driving changes, making flexibility a critical component of modern work environments.
- Trust as a Core Value: Trust is becoming a central element of organisational success, not just in client relationships but also internally. The 2024 Global Talent Trends study by Mercer emphasises this, noting that fostering a climate of trust through fair pay, equity, and inclusion is top of mind for leaders in 2024 and beyond. This trend indicates a broader shift towards more transparent, equitable, and inclusive workplace cultures.
- Technological Integration and Human-Centricity: The integration of technology and AI in the workplace is advancing rapidly, with a significant impact on productivity and employee engagement. A LinkedIn poll by The HR World suggests that “8 in 10 use AI to assist their work,” highlighting the growing reliance on technology to support various work processes. However, the emphasis remains on driving human-centric productivity, ensuring that technological advancements enhance rather than replace the human element.
- Addressing Global Workforce Well-being: The well-being and mental health of the globally distributed workforce are gaining prominence. Organisations are increasingly focusing on creating supportive environments that cater to the diverse needs of their employees, recognising the importance of mental health in achieving overall productivity and satisfaction.
These trends suggest a future where businesses must be agile, embracing new operational models and technologies while maintaining a strong focus on trust, inclusivity, and the well-being of their workforce. Here at [Acumen International], we’re poised to support businesses through these changes, offering strategic insights and solutions tailored to the evolving global employment landscape.
Q: How does Acumen plan to adapt its strategies in response to these trends?
A: As we navigate the complexities of the global employment landscape, we are focused on adapting our strategies to address both current trends and the underlying challenges of the labour market. Our approach encompasses several key dimensions:
- Embracing Technology with a Human Focus: Recognising the integral role of technology in today’s work environments, we are committed to developing technological solutions that not only meet our client’s needs but also enhance and support human efforts. Our aim is to ensure that technology serves humanity, reinforcing the value of human input rather than diminishing it. This perspective is crucial in addressing challenges presented by economic cycles, company growth, and the changes that accompany mergers and acquisitions.
- Addressing Labour Market Imbalances: The International Labour Organization (ILO) has highlighted the structural imbalances in the world’s labour market, a view supported by insights from the Geopolitical Futures article on “Employment Returns to Pre-Pandemic Levels.” Global employment may have bounced back to pre-pandemic figures, yet the persistence of labour market imbalances, slowing productivity growth and the increasing number of workers in extreme poverty underline the structural issues facing the global workforce. In response, Acumen is focusing on strategies that not only bridge these imbalances but also anticipate and mitigate the impacts on both workers and organisations.
- Navigating Economic and Geopolitical Uncertainties: The current geopolitical landscape, marked by conflicts and trade tensions, contributes to the uncertainty affecting the global labour market. These factors, coupled with aggressive actions by central banks and the deceleration of global economic growth, underscore the need for resilient and adaptable employment strategies. We are poised to guide businesses through these uncertainties, offering solutions that foster stability and loyalty among workers and organisations alike.
- Tackling Productivity and Skill Shortages: Despite the return to pre-pandemic employment levels, concerns about labour and skills shortages persist. The exit of a significant segment of youth from the labour market and the challenges of reintegration highlight the need for innovative employment solutions. We can help our clients identify and fill these skill gaps, leveraging our [global employment solutions] to address labour shortages and enhance productivity.
- Future Proofing Against Economic Slowdowns: With the global economy expected to slow further, the resilience of the labour market is more critical than ever. Acumen’s [global employment services] are designed not only to weather these slowdowns but also to emerge stronger, with a focus on sustainable growth.
By focusing on technology integration with a human-centric approach, we aim to maintain and strengthen the loyalty and resilience of workers and organisations worldwide.
Q: Finally, how does Acumen envision its role in shaping the future of [global employment] and supporting businesses through these changes?
A: Acumen International is strategically positioned to lead and shape the future of [global employment] by addressing and anticipating the evolving needs of the [global workforce] and the businesses that rely on it. Our approach is multifaceted, focusing on several key areas:
- Redefining Global Mobility Programs: We are committed to transforming global mobility programs from reactive to proactive strategies. This involves streamlining and simplifying immigration processes and making talent attraction, acquisition, management, and retention more efficient. The goal is to turn these programs into strategic advantages for businesses, enabling them to be more agile.
- Emphasising Skill-Based Hiring: Echoing the sentiment from a Forbes article on “The Freelance Revolution In 2024,” we recognise the growing importance of freelancers and the shift towards a more flexible workforce. This aligns with our belief in hiring based on skills, not geography, allowing businesses to tap into a global talent pool and adapt to market needs with a blend of permanent and temporary workers.
- Addressing Employment Shifts and Contractor Convergence: As noted in one of our latest posts about freelance revolution and hybrid workforces, the opportunities hybrid teams open up for global employers are becoming increasingly significant. This shift, driven by evolving legal regulations and changing workforce expectations, necessitates enhanced compliance and flexibility in talent management strategies. Our EOR and Contractor Solutions are designed to provide businesses with the flexibility and growth at all stages needed to thrive in the current economic climate.
- Leveraging Technology for Efficiency: With the development of our industry-leading technology solutions, leveraging AI and tapping into expert networks, we offer solutions that enhance efficiency and help businesses become more competitive and attractive as employers.
Our goal is to provide and hone our solutions and product portfolio, allowing businesses to access a global talent pool and offer compelling employee value propositions, making them the best companies to work for in an ever-evolving global market.
This conversation with Nick Ganzha highlights Acumen International’s proactive approach to global employment challenges and its commitment to innovation and human-centric solutions. As the world of work continues to evolve, Acumen’s strategies and insights offer valuable guidance for businesses navigating the complexities of the global workforce.