Prepared forHiBob
Evidence pageWorkday Human Capital Management
WindowLast 90 days
SourceReddit posts + comments
Counted evidence

The mentions behind the reach table.

Use the filters below to separate posts from comments, organic community discussion from owned/profile placements, and individual subreddits.

Total mentions
90
Posts 67 - comments 23
Organic
90
Third-party subreddit mentions counted toward discoverable community demand.
Owned / profile
0
Brand-controlled subreddit or profile placements separated from organic discussion.
Top placement
r/workday
31 mentions in the strongest visible placement.
Kind All Posts Comments
Source All Organic Owned
Subreddit
Showing 90 of 90
comment r/Workday_help u/Additional_View9433 2026-06-25
Workday Admin here. Yes tailor your resume to the job posting so it matches around a 70% to the posting. Be warned though that you also don’t know what type of filters managers/recruiters are setting up, so while it is a crapshoot, it also should be done to try and get past the ATS and try to get to the recruiter. Also optimize your formatting specifically for Workday, that way when it parses from your resume you don’t have to go back and manually fix as many things too.
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comment r/workday u/Flow_Muse_3317 2026-06-25
Do you have access to the Workday Community? I believe it is free and available to anyone, but your Workday administrator may have to create the account for you. I found a post on Community that suggests using a calculated field for "attachment count > 0" as the qualifier for the condition rule.
comment r/recruitinghell u/ChirpyRaven 2026-06-25
> It got me thinking that Workday is a service that I've had to use as a condition of employment elsewhere. They have stored my SSN, addresses, emergency contacts, birthday, etc.. Someone with that information could hack my entire life apart. This is precisely why your application/employee data is *not* stored with Workday, but with the individual company you are working for/applying to. Workday does not want to maintain/protect that data.
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post r/irishpersonalfinance u/AllThatGlisters_2020 2026-06-25
Hi there, I've recently changed jobs and finished up on the 12th of June at my last organization. I started my new role this week at the new org, and was surprised to receive my full paycheck from my last organization with no cut in pay (I used up my holidays, so I was expecting the only get paid until the 12th). Revenue sent me communication today on having two active jobs and payroll from the new org also flagged the same. I happened to check my old laptop and it seems like I'm still seen as a full time employee with full access to Outlook, Teams. etc. I went into Workday and I'm marked as an active employee and this is also active on Revenue. Not sure why no one has bothered ending my employment there. I'm looking for any advice on next steps. Do I just cease the employment on Revenue myself, or do I reach out to HR from the last org? Does this impact my tax credits and is it likely I have to pay back the old org for the full salary? (for context, the old org is a multinational doing over a billion in revenue, not a small org). Thanks in advance!
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comment r/deloitte u/dude1x2 2026-06-25
Deloitte has 4 service lines - the one that you’re going into is Technology & Transformation (erstwhile consulting). Under T&T, there are multiple service lines and under that comes Human Capital which works on technologies like Workday, Successfactors etc - implementation and support projects as well as advisory. But how does this info help you now?
comment r/cscareerquestions u/nullx86 2026-06-25
Have to add my comments here. Applied thru hundreds of job sites via Workday, on and off in the last year roughly. Every single application was rejected, and the large majority was well outside of obvious business hours (2-3am, usually Saturday or Sunday), when typically most HR or Recruitment teams would be home for the weekend. These positions that I've applied for have been anywhere ranging from positions in my trade that I was either overqualified for, a lateral move with minimal/no changes or positions that I was slightly underqualified for, but nothing extreme that should immediately warrant a dismissal. I've revamped my resume several times during the last year, and applied to hundreds of positions that were listed outside of Workday as well. Those positions I've at least had some time in between rejections, or have actually had some headway in talks with HR. I've tried applying to Workday positions both with and without linking my LinkedIn or Indeed profile. My Indeed profile does not contain a profile picture or demographic info. On Workday applications, I've both entered and not entered my demographic info, disability, etc. I'm genuinely curious at this point what is labeled as "acceptable" in Workday's AI, as it seems they just mass reject everyone and everything
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post r/workday u/cubsfan007 2026-06-25
I am trying to get something on our onboarding BP. I have a review document step ( e ) where the new hire can upload a document. I have my ( f ) step next as a To Do- View documents. This step goes to the payroll administrator as it links to the new hire’s view documents on their profile. It is working, when I test as the new hire: I upload a document, then the payroll admin gets the ToDo step and can view the new hire’s documents including the document I uploaded in the E step. I am trying to create a condition rule that will only launch the F step when a document is uploaded. I have tried about 10 different condition rules and the F step either always or never launches. Does anyone do anything similar or could help me with a CR- Only when a document is launched in E do I want F to launch.
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post r/recruitinghell u/SpringBerries 2026-06-25
Some clarity: I mean jobs actually AT workday, not jobs applied to through workday. I was applying to a job I found on LinkedIn jobs today for a manager position at Workday. As I got to the end of the application process I was presented with two documents that I would be required to sign before being considered: The first was an NDA. The second was a mutual arbitration agreement. Both of these things are standard for when you start employment. The NDA isn't a big deal, either, but... I've never seen employers requiring them up front to apply, though. It got me thinking that Workday is a service that I've had to use as a condition of employment elsewhere. They have stored my SSN, addresses, emergency contacts, birthday, etc.. Someone with that information could hack my entire life apart. Workday is also in court over their AI filtering allegedly discriminating against protected classes in the selection process. Agreeing to this would nullify your ability to jump onto that lawsuit. Also worth noting that the overall Arbitration Agreement sells it as some kind of perk where Workday would pay your filing fee for you. This is the same kind of verbiage around companies telling you you'll get unlimited PTO. Arbitrators know who pays them. Workday paying and selecting the Arbitrator is the death knell of any case you may have against them. The only cases not covered by Arbitration, as far as I know, are sexual harassment, workers' compensation and unemployment claims. There's nothing outside of that that isn't covered by it. I strongly recommend you avoid applying for any jobs at Workday.
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post r/SmoothProvider u/theauthenticascents 2026-06-25
I can't always step away for a real break, but a few minutes of calming music has become my midday stress reset. Using [**calming music for a quick stress reset at work**](https://apps.apple.com/us/app/mindael-sleep-focus-sounds/id6759842415) doesn't take much. I put on a steady, gentle track, close my eyes for five minutes at my desk, and let my nervous system downshift before the stress compounds. The even, soothing sound does the heavy lifting of pulling me out of the frazzled headspace fast, so I return to work calmer instead of more wound up. These small resets stop a stressful morning from becoming a wrecked whole day. I use an app called Mindael because I keep a "reset" preset one tap away, so I'm not fumbling for something when stress spikes. Mindael's seamless loops keep the calm unbroken in my short window. Link: [**https://apps.apple.com/us/app/mindael-sleep-focus-sounds/id6759842415**](https://apps.apple.com/us/app/mindael-sleep-focus-sounds/id6759842415) If you can't take full breaks, a five-minute calming music reset genuinely helps midday. Mindael made it instant. Anyone else do micro-resets at work?
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post r/jobs u/JenteFromMokaru 2026-06-25
https://preview.redd.it/t79m8oft7h9h1.png?width=1080&format=png&auto=webp&s=c77d7dfde491482aa6cb8e3d0127413adda81ffa For the past three months I've been pulling job postings directly from companies' own ATS systems - Workday, Greenhouse, Lever, SmartRecruiters, Ashby, Oracle, the whole lot. Not Indeed, not LinkedIn, the actual source. About 8 million postings across roughly 350,000 companies. Once the dataset got that big, some patterns showed up. The one that stood out most: right now, 39% of all live jobs have been open for more than 30 days. To be clear - that's not 39% of the full 8M. About half of those are already closed. The 39% is of what's open right now (\~3.2M active postings), so it works out to around 1.25 million jobs just sitting there. And using companies' own posting dates, about 31% have been live for 2+ months, and 21% for 3+ months. So the "it just takes a while to fill" argument only goes so far. It's not evenly spread either. On some platforms a stale listing is basically the default state. SuccessFactors: 73% of open jobs are 30+ days old. Lever: 63%. SmartRecruiters: 58%. Greenhouse and Workday both sit around 55%. So if a posting feels old, the data says it probably is. I assumed companies were spamming reposts to game the 'new' badge. They're not - only about 2.5% of postings ever get reposted. The actual pattern is just leaving the thing open indefinitely. (One Workday req at Athene did get reposted 41 times, which I have questions about.) A few other things fell out of the data. 82% of these jobs don't list a salary - so 'just apply and find out' is the norm, not the exception. Only about 5.6% are genuinely remote, despite what your feed suggests. And there's a cluster of staffing and consultancy firms each sitting on thousands of permanently-open listings - less 'hiring for 5,000 roles,' more 'collecting resumes.' No grand conclusion. But when it feels like applications are going into a void, the numbers back you up: about four in ten of those jobs have quietly been open for over a month, and most won't even tell you the pay. One honest caveat: 'open 30+ days' is based on how long the posting stayed live on the company's own ATS. It's not proof a role is fake, but a third of the entire market sitting stale says something. I've only been scraping for 3 months, so anything older than \~90 days is invisible to me - which means the stale numbers are probably an undercount, not an overcount. I've got the whole thing in a database I can slice by country, industry, ATS, company, job title - pretty much anything. Feel free to ask and I'll dig it up.
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comment r/workday u/ripe_constable 2026-06-25
I'll be honest, orchestrate is more the future for workday integrations -- but if studio and connectors are moving to another team, would orchestratations go there too? I think starting with extend and then possibly branching into orchestratations might be more helpful since your team will still have ownership of extend. Extend isn't directly integrations, but it could be an easier transition as a way to think about ways end users are going to interact with data. This can pretty naturally lead into orchestratations if you have needs for soap web service calls or any other specific needs that come up.
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post r/workday u/BagEnvironmental8110 2026-06-25
How can i build a report that shows number of terminations, and number of hires by manager in the year 2026, that also breaks it down by employee and contingent workers and totals? Is this possible in workday or will a pivot table in excel be more ideal
post r/workday u/DistinctSpare7380 2026-06-25
Has anyone recently taken their Recruiting Pro cert? Wondering what the heavy hitting topics are. I reviewed the exam guide and saw their breakdown of each topic but wondering if that’s accurate. Thanks!
post r/CIO u/Square_Warthog8177 2026-06-25
Hi everyone, Long-time lurker, first-time poster here. I’m currently doing some deep problem validation for an entrepreneurship I'm working on, and I really need your help with the most brutal, honest perspective of enterprise CIOs and IT directors who are actually in the trenches deploying agentic AI. Here is the friction point I’m seeing, and I want to know if I'm hallucinating or if this is a real blocker on your 2026 roadmaps: **The Scenario:** Your engineering/R&D teams are building sophisticated multi-agent workflows (using LangGraph, AWS Bedrock, etc.). These agents are designed to move from just "giving advice" to executing autonomous tasks. To fully automate, they eventually need to interact with what’s called the “machine economy” e.g. buying external APIs, dynamically sourcing cloud compute/GPUs on the fly, or handling ad-hoc procurement checkout screens. **The Bottleneck:** The moment you try to connect these autonomous agents to real-time financial rails (like Stripe MPP, Amex ACE, virtual wallets or temporary virtual cards), the CFO, Finance Directors, or Compliance Teams pull the emergency brake. **Why?** Because traditional procurement (Coupa/SAP) is built for slow, document-based workflow routing (Net-60 invoices), and credit card issuers are blind to the semantic logic of an AI. Finance is terrified that an agent will hit an infinite code loop and spend $50k overnight, or suffer a prompt-injection attack that manipulates its purchasing logic right before the checkout. **My Questions to You:** 1. Are your teams actively building autonomous pipelines that are currently stuck in "advisor mode" because compliance won't let you connect them to live bank/spending rails? 2. If an agent needs to transact, how are you currently bounding that risk? Are you forced to hardcode rigid, brittle API limits, or force a human-in-the-loop for every micro-transaction (which completely kills the latency/scale of the automation)? 3. If there was a deterministic, network-level proxy gateway that intercepts an agent's intent telemetry and validates it out-of-band against your Okta/Workday/Procurement directories and specific policies your enterprise defines in under 5ms before releasing the funds, would that actually unblock your production roadmap with your CFO? I am genuinely trying to validate if this is a niche problem or a systemic hurdle for the next wave of enterprise AI adoption. You can get the general concept of what l am brainstorming over at [https://www.get-forcecage.com](https://www.get-forcecage.com/) (it's just a raw concept landing page right now, absolutely nothing to sell). Would love to hear your thoughts, experiences, or if you think this is a non-issue. Thank you!
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comment r/workday u/WorkdayWoman 2026-06-25
Workday is correct. I can't imagine any escalation to Workday helping you. Best to purge and start over, imo.
comment r/Resume u/HeadlessHeadhunter 2026-06-25
Recruiter here, you do not "crack the ATS" as that is not how ATS work. ATS sorts people in the order they applied. Anything that increases your time to hit "submit" in the ATS will lower your chances. If you are resume #139, the recruiter may find who they need at number #75, and once we fill up ours/managers' schedule with interviews, we stop looking unless the HM needs more candidates. Yes, AI ATS do exist, but they exist in such small numbers that unless you specifically apply for an AI company, you probably will only see an AI ATS in 1 out of 100 applications and those AI ATS don't screen you out without the recruiter being able to look at your resume, so even in the case of an AI ATS, the human is still making the decision and that individual "score" is going to be unique to that specific role so external sites won't get it right. The default setting for the vast majority of ATS on the market (including Workday) is first-come, first-served. I have some templates that help, but they don't help with the ATS; they help with making your resume easy to read for us Recruiters. Be careful with scams, as people will try to convince you that the ATS is rejecting you and then attempt to sell you the "solution" to that problem. ATS are first come first serve that is all they are.
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post r/ResumesATS u/Extension-Tomato4658 2026-06-25
Like a lot of you, I got tired of resume sites that flash a scary low "ATS score" and then ask you to pay to fix it. So I built the opposite. Free tools, no signup, no email wall, no upsell. What they do: ATS Resume Scanner: shows you exactly what an ATS pulls from your resume, field by field. Name, titles, dates, skills. Bullet Rewriter: paste a bullet, get a strength score plus rewrites in STAR, XYZ and PAR format. Keyword Extractor: paste a job post, pull the exact keywords it is screening for. Cover Letter Checker: scores length, structure and keyword match in seconds. Resume Length Checker: instant 1 page vs 2 page verdict. The honest part: real systems like Workday and Greenhouse do not give your resume a score out of 100. That number most sites show you is made up. What actually matters is whether the software can read your resume at all. These tools just show you that. Full disclosure, I built this, so I am biased. But it is genuinely free with nothing to sign up for. Would love feedback from this community on what to add next. [https://atsverification.com/tools/](https://atsverification.com/tools/)
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comment r/ExecutiveAssistants u/Supernova_11111 2026-06-25
I just turned 50 y/o and facing major age discrimination unfortunately, so it has a shelf life in many regions I feel like from my experience and what I’m seeing posted in job ads. I know market is not good at this time and not a lot of jobs, however, the workforce is now extremely young across the board and I don’t know where I fit in anymore since there is not much remote work for this role and many companies are obsessed with ‘cultural fit’ vs if you are an experienced worker who has value add. All of these third party applications like Workday, Greenhouse, ADP + customized LinkedIn easy apply questions, etc now ask mandatory ‘What years did you attend college?’ or ‘What year did you graduate college?’ so they can figure out your age and it’s not fair. Most of my first round Zoom interviews are now with 25 - 27 y/o with minimal experience, fresh out of college, so I’m at the mercy of them to be passed on to the next 4 - 5 rounds and it’s not easy. My latest one yesterday kept saying how they are a very young culture and lots of young workers and she likes it there because it’s a ‘young motivated group’, on and on with the age reference, extremely frustrating and discriminatory! I don’t care about any of that, just looking for a stable company with good bosses where I can be for a long time, but this matters 100% to the employer side, so this is a real issue as one gets older in the corporate world!
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post r/workday u/bubblikatalina 2026-06-25
Looking for help from anyone who has dealt with a messy worker record merge situation. Here's what happened: \- A candidate was hired and their profile was merged with an existing terminated worker's record \- This triggered onboarding, which the wrong candidate completed on the existing worker's profile \- The candidate was never intended to be hired As a result, we now have a third party's PII (personal info, W-4, I-9, direct deposit/banking info) sitting on a legitimate former worker's record that we intend to rehire. We manually corrected all the current field values, but the rescinded onboarding events are still permanently visible in the worker's history. So even though the data isn't "active," it's still sitting in the audit trail. Workday support has told us the only option is a full worker purge which we can't do because the underlying worker record has 2026 payroll history we cannot lose. Two things I'm trying to figure out: 1. Has anyone found a way to selectively remove or suppress rescinded events from worker history without a full purge? Anything at the backend, through a tenant configuration, or via escalation to Workday's privacy/compliance team that actually worked? 2. If you've been in a similar situation where a third party's PII was stuck in your tenant with no clean removal path, how did you handle it from a compliance and documentation standpoint? Particularly around the I-9.
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comment r/workday u/FuzzyPheonix 2026-06-25
Do Orchestrations as this is a big push for WD atm and its part of Extend. It can be a realistic part but you need to confirm for yourself if you want to do more of UI web development ish. The opportunities are out there but for experience individuals. For newer folks atm its not as friendly since rn based on what I'm seeing the market is trying to create new Extend products to sell via the Workday APP store. JSON will help but extend is pmd scripting in there. I do not see Studios going away in the next 10 years as it will be nearly impossible for Workday to force all companies to switch asap. It may change as Orchestrations grow. So my suggestion is see if you like Orchestrations and if you do then maybe look into Extend. Extend is a bit more technical but not that much than basic web dev. Good luck on your journey! Also take my advice with a grain of salt and do what's best for you!
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comment r/antiai u/Cyberian_Advocate 2026-06-25
The accountability problem still exists, because a human will always take the fall for a machine mistake. Workday could have avoided the lawsuit if they could do things like, discipline the employee in charge. Instead the whole company and the ceo is now in trouble because you can’t sue or fire ai . These are not edge cases. The frequency of these are too common to be edge cases. Also if ai is trained on biased data sets, then yes it is inherently biased. The bias towards race gender and class will be present in the way it responds because the current data it learned off also has that bias.
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comment r/workday u/VictorSouthwell 2026-06-25
So there are closed groups in community that require Pro to join. Additionally within Workday community, you're account designation will now show Workday Pro. If you end up going to Workday Rising, there are additional swag, perks, and events given those who are Pro. But I think the biggest advantage is employment mobility though. Having Pro gives you an edge as you're Workday certified in that module. In know some PM roles require them and even consulting roles too. Its a flex and a foot in the door more than anything. The biggest headache is that they expire every two years and you have to retake each exam which are now proctored. Plus, this can only be done if you're connected to an organization that has Workday. So if you even up going into independent consulting, you'll likely be unable to renew them :/
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post r/workday u/Grown-Ass-Weeb 2026-06-25
I’m very lucky my boss has given me the go ahead to take advantage of the training courses and allowing me to basically take whatever I want (I’m managing security, but work on the healthcare IT Finance team) and said if I wanted to get Pro certified I was welcome to do so. The guy who manages the Community for my org said it wasn’t necessary but wouldn’t stop me. I’ve taken security, reporting, advanced finance reporting, prism analytics, and about to take integrations within the last 12 months. Is there any benefits to getting pro certified in those? Thanks.
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comment r/DollarTree u/Praydohm 2026-06-25
Most likely scenario is you have been using daily pay and somehow didnt know it was taking it out of your checks. If you use daily pay at all this week, it'll come out of the check in two weeks from now. Not the check we will be receiving today/tomorrow. Either that or they messed up on the hours, somehow. I'd check my payslip, you can check it at home or in store depending on which you prefer. Workday app.
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comment r/workday u/PeachyOwl19 2026-06-25
Years of Experience: 16 End-to-end experience: hands-on to strategic Workday-certified Financials (all modules) & HCM (All modules except Benefits) Strong experience with Integrations: EIBs, Connectors, XSLT, Studio (working knowledge) Workday Strategy for medium-sized organisations, mergers and acquisitions, system migration Available from 16-July for implementation, transformation, Phase-X deployment and enhancement projects Remote only
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post r/workday u/rupertpumpkin_21 2026-06-25
Hey, I come from functional background but been focusing on integrations last few years - in my role I would build report based integrations myself and monitor/troubleshoot connectors all types of Workday Integrations. And also lead Int implementation projects with development done by external partner. My plan was to go to more WD trainings and start building connectors/studio, learn XSLT etc but due to org changes this scope will be moved to a different team. However, we just got Extend and this scope will stay with my team and I'll be able to attend Extend training and focus on that (and have quite a bit of time to do so over next months). Questions: 1. Is Extend a realistic path for me given my background and skills (good functional knowledge across all domains, including security + integration experience)? 2. If so how should I go about it? Do Orchestrations training, then Extend training and learn XSLT (already know a bit) & JSON basics in meantime? Is it realistic to expect I will be able to build sth decent myself in like a year? 3. Is this good career path long term? Or should I look to change jobs so I can continue to support integrations and have opportunity to learn Studio & Connectors? It feels like I'm late to the party for core integration landscape and it may be better to shift focus to Extend (or maybe AI)?
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post r/workday u/One_Tutor8969 2026-06-25
Our sup orgs are currently setup so that they show up as the Manager name only, which hasn't been the cleanest when team members move and there's now inherited orgs. For those of you that are using Department as the names for your sup orgs, how are you handling subordinate groups within that same department? For example, we have a department called Talent Services and there could be three sup org that are all titled that way since there are three leaders in that department.
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post r/workday u/emeajoe 2026-06-25
Hello Report Writer Masters, I am currently creating a matrix report and have encountered an issue. The worker count in the **Positions for HCM Reporting** data source is being calculated correctly. However, when I use the drill-down functionality, the output displays duplicate rows for the workers. Would anyone happen to know why this is occurring and what the best solution would be to address it? Thank you Master!
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post r/workday u/Ok-Web2570 2026-06-25
Hi there any time tracking Experts I need some help with Config within the tenant. Unfortunately i Am not really and expert in time tracking any help will be appreciated
post r/workday u/WorkdayWoman 2026-06-25
Here's a fun one that I've never seen happen in all my years! I'm doing work for a new client, loading Put Comp Grade and Submit Job Profile for some new job catalog stuff. Nothing new, done it many times before. My EIB has 1/1/1900 as the effective date. Normal, right? Well, the effective date in the tenant is appearing as 1/2/1900 instead, once the data has been loaded. Why would that be? I'm using their VPN but am connected to a US location (CA, to be exact). My Workday profile time zone is set as Chicago (not mine, but that's close enough). This feels like a weird laptop or Google account setting issue with me, not Workday, as I've never had this before and this is the first I've been independent with my own machine. Any ideas?
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post r/workday u/worldly_refuse 2026-06-25
I've set all my email preferences to mute yet I still get tons of emails due to having a number of roles assigned to me. How can I stop the emails (for just me, not everyone).
post r/workday u/sharan9852 2026-06-25
I saw a case where Workday Sana leverages Sana Agent builder inorder for it's users to create custom workflows. Does anybody know the backend working on how did they implement this to achieve this flexibility of customising workflows on our own?
comment r/Hairedapp u/menensito 2026-06-25
Sure, here are a few Google strings I use to find jobs directly on company ATS pages: For remote software roles: "software engineer" remote site.lever .co OR si te.greenh ous e. io For marketing roles: "marketing manager" remote site.lev er.co OR site.greenhouse.io OR site.jobvite.com For product roles: "product manager" remote site.gree nhouse.io OR site.com OR site.icims.com For design roles: "graphic designer" remote site.leve r.co OR site.greenhouse.io OR site.com For customer support roles: "customer support" remote site.lever. co OR site.greenhouse.io OR site.icims.com I also add filters like: "posted" "remote" "past week" Or remove roles I don’t want: \-intern -contract -senior The main idea is to search directly inside company hiring systems like Lever, Greenhouse, Workday, iCIMS, ADP, and Jobvite instead of only using LinkedIn or Indeed. It helps surface jobs closer to the original company posting.
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post r/AI_agents_workflows u/AngleHead4037 2026-06-25
Been testing a lot of these tools and the "n8n alternatives" conversation gets muddled fast because half the lists mix tools that do completely different things. Here's my attempt at a cleaner breakdown specifically for the AI agents use case. **The key question before picking a tool: is the AI the workflow, or a step in it?** If you're building a chatbot, a RAG system, or an LLM-powered app — that's a different problem than automating a business process with AI steps inside it. Most comparison posts treat these as the same thing. They're not, and it leads to people picking Flowise when they needed Make, or n8n when they needed Langflow. **If AI** ***is*** **the product (chatbots, RAG, LLM apps)** **Flowise** — fastest path from zero to working RAG chatbot. Drag and drop document loaders, vector stores, LLM nodes. Has a built-in embeddable chat widget. Great for internal knowledge bases and customer-facing assistants. Worth noting Workday acquired them in 2025 — more enterprise stability, but watch the roadmap if you're outside HR/finance. **Langflow** — similar canvas to Flowise but Python-native and built for more complex pipelines. Better if you have an AI engineer who wants to test different retrieval strategies or build multi-agent systems. Steeper curve than Flowise for quick prototypes. **If AI is** ***a step*** **in a larger operational workflow** **Make** — closest visual equivalent to n8n for non-developers. Multi-branch logic, error handling, solid connector library, significantly cheaper than Zapier at scale. AI steps are an add-on, not the core, but they work fine for classification and routing inside a bigger flow. **Gumloop** — built AI-first for ops teams. Easier than n8n for non-technical users, strong for content automation and LLM-in-the-loop workflows. Credit-based pricing can sneak up on you at volume, and the complexity ceiling is lower than n8n for advanced logic. **Zapier** — best raw breadth of integrations (9,000+ apps). AI features have improved a lot recently. Best for shallow, wide automation across many SaaS tools. Gets expensive fast at scale. **Activepieces** — open-source, self-hostable, looks more like Zapier than n8n (which is a compliment for non-developers). Has added human-in-the-loop AI steps. Smaller ecosystem than n8n but actively growing. Good if self-hosting is a hard requirement but n8n's complexity is a barrier. **Zenphi** — specifically for Google Workspace orgs. The workflow designer works like Make but with Gemini, OpenAI, and Claude pre-embedded — no API key management unless you want to bring your own keys to leverage an existing subscription. You can also plug in a custom-trained model. On top of that, AI Studio, their AI agent builder, lets you deploy conversational agents directly into Google Chat (or Slack) that don't just answer questions — they execute governed workflows. An employee asks the agent to submit a leave request or start an approval, and it runs the actual defined process rather than guessing. Niche tool, but if your org runs on Google Workspace and needs agents operating inside real business processes, nothing else does this natively. **My honest take:** Most teams end up using two tools, not one — something like Flowise or Langflow for the AI reasoning layer, and n8n or Make for the orchestration and business logic around it. For more like business process automation, Zenphi could be a good [n8n alternative](https://zenphi.com/n8n-alternative/). The "one tool to rule them all" framing is how vendors sell, not how production setups actually work.
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comment r/deloitte u/acerage 2026-06-25
Operate is part of Consulting and Human Capital. Do you know what group within Operate? I think Human Capital has groups like Operate Workday, Operate SAP, etc. My understanding is that it's not the implementation work but maybe more like the post-implementation, helping keep the system operating for the client, etc. It's probably not as strategic as "traditional" consulting but it's still very important.
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comment r/Fedexers u/too-slow-2-go 2026-06-25
The AIC is funded at 125%. But your AIC is based on a percentage of your base salary, and that percentage varies by position. I have seen 7%, 10%, 15% and 20% depending on the position. You can look that up in your Workday Profile under Compensation.
comment r/Silverado u/HigherGroundHoonigan 2026-06-25
Oh I certainly know it - I work in Enterprise Software Systems as a Developer/Admin. I support SaaS systems primarily and am painfully aware that our "ownership" of the system, and even the data in certain respects, is no longer absolute despite spending \*literal\* millions on licenses, services, data storage, and backups. I do believe that there is a difference between tangible possessions and intangible. Access to an online service, whether it be Workday or World of Warcraft, is different than a physical vehicle that you have a title to. The idea that Ferrari is out there threatening owners with lawsuits because they put a vinyl wrap on their 428, or bought a used Ferrari engine and put it into Toyota 86/Mazda RX7, is wild to me. I view it the same way as selling someone a slice of pizza and then trying to block them from putting garlic powder or pesto on top of it, and suing them if they do. From an IT perspective, I do now understand the reasoning behind the encryption. With attacks becoming more sophisticated, and technology making things more vulnerable, it makes sense that the ECU should be protected given the ADAS integrations. It would be nice if tuning could be de-coupled from that aspect of the computer, though that would require re-working the design and it's such a niche space (especially in trucks) that it's certainly not worth it to GM. Maybe I need to talk to a couple speed shops then and see if they have access to the tools, and the capability, to do it without bricking something.
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comment r/Accenture_PH u/Successful_Tart6220 2026-06-25
Hello! Not OP but same case (ASE). Nag NLUC status ko sa Workday (with rejection email hahaha) but nag walk-in pa rin ako for follow-up. Pinagtake ako ng talegent, HR Interview, then METTL.
comment r/humanresources u/Holistic-Lunch-6002 2026-06-25
We are looking to get a solution that will be able to consolidate our payroll into one system, we are in US/Can and international countries. We are a company that initially wanted to grow with Workday but our headcount has actually gone down, so we're not getting the value we thought we would. How long were you with Rippling for?
comment r/ModernHiring u/RKTbull 2026-06-25
Exactly, it's the actual recruiters who can suffer from this as they auto-rejected great candidates over CV formatting.. As for what I'm building: an auto apply tool, Jobloo, which auto-adapts the CV of the candidates to match the criterias of ATS (exact keywords of the offer, proper formatting). Since these ATS platforms use rigid algorithms to filter people out, I'm building an AI engine that helps candidates bypass those predictable traps. It analyzes a resume against the specific parsing rules of the ATS it's about to be submitted to, flags what the parser will likely misread or drop, and then automates the data entry for platforms like Workday, Greenhouse, Ashby, Lever. it's a win win for both TA teams and the candidates, as CVs gain in visibility instead of being lost in a black hole
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post r/workday u/sjoris112 2026-06-25
This might be a bit too technical, but I hope someone here can help. **The issue** One of our clients is trying to launch a SCORM proxy file in Workday Learning, but without success. The error message states that the “SCORM API not found”. After investigating, we found that Workday appears to use SCORM Cloud to launch the course. We've tested the file in SCORM Cloud, and found it works fine. However, trough Workday the SCORM API does not seem to be exposed or accessible to the proxy file. **How it should work** The proxy file basically acts as a bridge between the content and the LMS. It passes all SCORM cmi data from the content to the LMS in which it is loaded. This allows the client to host the content in one central location and launch it from their clients’ LMS environments. More information about [SCORM Proxy](https://linqur.com/en/scorm-proxy) **Troubleshooting so far** After troubleshooting, we are fairly certain that the SCORM API cannot be reached from within Workday Learning. We have never had this issue before, and we do not have direct access to Workday Learning ourselves. Does anyone know what might be causing this? Has anyone experienced similar issues with SCORM packages or proxy files not working properly in Workday Learning? The client also mentioned that they are working in a “test environment”. Could it be that this environment does not communicate user or tracking data to the SCORM package, and therefore does not expose the SCORM API? In other words, could Workday be loading the package more like a static HTML page rather than a fully tracked SCORM activity?
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comment r/SAP u/der_schneewolf 2026-06-25
What is "BA"? The only two known competitors to me for SAP HCM (beside SAP SuccessFactors) are Workday, UKG and maybe Oracle Cloud HCM and personio.
comment r/Workday_help u/sistermarypolyesther 2026-06-25
Workday can be integrated with various AI tools that might assist with mining past applications or scanning current applications for qualified candidates but those tools do not *decide* who moves forward. Additionally, these tools must be purchased separately. My organization uses Workday, but does not use any screening tools. It is always best to tailor your résumé to the position you want, regardless of whether AI screening tools are used. The humans that must eventually review your application do not have the bandwidth to pull job-relevant experience out of a one size fits all résumé.
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post r/WallstreetWhales u/Layla_SC 2026-06-25
$NOW --- $NOW has broken below both the 50-day and 200-day moving averages — sentiment has hit a pessimistic extreme. Buy at these levels, and you're getting an industry leader with 77%+ gross margins, relentless cash flow generation, and a CEO (Bill McDermott) who's putting his own money where his mouth is (recent insider trading shows he's been a net buyer against the tape). Technicals? RSI is hovering around 52 — neutral territory — which means this thing hasn't fully exited its left-side downtrend yet. There's strong support around $85–90, but multiple resistance layers near $104.3. If you're not into riding out volatility, wait for Q2 earnings at the end of July. Watch whether government orders tick back up and whether Now Assist price hikes drive margin expansion — then jump in once the right-side trend confirms. 1. The Unshakeable "Platform of Platforms" Moat Big enterprises are a mess of fragmented software: HR runs on Workday, sales on Salesforce, data on Snowflake. ServiceNow's superpower is the glue. It acts as a unified orchestration layer that strings together every department's legacy systems into automated workflows. Once a company deploys ServiceNow? The switching cost is unimaginably high. 2. From AI Hype to Real "Agentic AI" Monetization Unlike all those AI companies that are basically just PowerPoint decks, ServiceNow's AI is already printing money. Its Now Assist suite embeds generative AI to automate IT tickets, HR inquiries, and code writing. In some enterprise pilots, database processing speed jumped 2–5x. Because it actually cuts headcount costs for customer support and IT ops, customers are willing to pay 30%+ premiums for the AI-powered higher-tier versions (like PPO agreements). 3. A Clear Long-Term Growth Runway In their 2026 strategic outlook, management reaffirmed the target of $30B+ in subscription revenue by 2030, with AI expected to contribute over 30% of ACV by then. Throw in 77.5% gross margins and crushing free cash flow ($1.66B in a single quarter), and you've got one hell of a financial safety cushion.
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post r/Hairedapp u/menensito 2026-06-25
I kept seeing the same advice everywhere about applying on LinkedIn or Indeed, but I wanted to find roles earlier and avoid old ghost listings. So I put together this cheat sheet with a few tactics that seem underrated: Search company ATS pages directly with Google Save hiring site patterns like Greenhouse, Lever, Workday, iCIMS, ADP, and Jobvite Filter out old listings so you focus on fresh openings Use smarter searches with role, skill, location, and negative keywords Set alerts so new jobs come to you Apply fast while the listing is still fresh I also added [Haired](http://haired.app) in the visual because one thing I noticed is that finding the job is one part, but tailoring your resume before applying matters just as much. If anyone wants, I can also share the exact Google search strings I use. What has worked best for you to find hidden jobs?
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post r/Accenture_PH u/Ready-Ad808 2026-06-25
Context: wala pang nare-receive na notice for regularization (email or Workday notif) Just wondering kung anong ibig sabihin Regular sa Employee Type?
post r/Practicequestion u/WinfordWehrmann 2026-06-25
The Workday Learning Certification is designed for professionals who are responsible for configuring, maintaining, and supporting learning content and learning-related components within the Workday ecosystem. Preparing for the certification exam requires a solid understanding of the platform's core functionalities, security settings, reporting capabilities, and content management tools. High-quality Workday Learning exam materials can help candidates evaluate their knowledge and identify areas that need additional study before taking the exam. # Why Earn the Workday Learning Certification? The Workday Learning Certification validates your ability to manage and configure learning solutions within Workday. Earning this certification demonstrates that you understand how to support organizational learning initiatives while ensuring a seamless learning experience for employees. Key benefits include: * Demonstrating expertise in Workday Learning administration * Enhancing career opportunities in HR technology and learning management * Increasing credibility with employers and clients * Improving understanding of Workday's learning ecosystem * Supporting digital transformation and employee development initiatives # Importance of Workday Learning Exam Materials Effective exam preparation requires more than simply reading documentation. Practice-focused exam materials allow candidates to assess their understanding of real-world concepts and exam objectives. Quality Workday Learning exam materials help you: * Measure your readiness for the certification exam * Identify knowledge gaps * Reinforce key concepts through practice questions * Improve confidence before the actual exam * Familiarize yourself with certification topics and scenarios By consistently working through practice questions and study guides, candidates can develop a deeper understanding of the skills tested in the certification exam. # Key Skills Tested in the Workday Learning Certification **1. Business Processes** Business Processes form the foundation of many Workday workflows. Candidates should understand how learning-related processes are configured and managed within the system. Topics may include: * Learning enrollment workflows * Approval processes * Task routing * Event-driven actions * Process monitoring and troubleshooting Understanding business processes helps ensure that learning activities flow efficiently throughout the organization. **2. Configurable Security** Security plays a critical role in protecting sensitive employee and learning data. Candidates should be familiar with: * Security groups * Role-based permissions * Domain security policies * Access controls * User authorization management A strong understanding of configurable security ensures that the right users have access to the appropriate learning resources and administrative functions. **3. Reporting** Reporting capabilities allow organizations to monitor training effectiveness, compliance, and learner engagement. Exam candidates should understand: * Standard reports * Custom report creation * Report sharing and distribution * Data sources * Learning analytics Reporting skills enable administrators to provide valuable insights that support business decisions and learning strategies. **4. Workday Drive** Workday Drive serves as a document management and collaboration solution within the Workday environment. Candidates may need to understand: * Document storage * Content organization * Sharing permissions * File accessibility * Integration with learning content Knowledge of Workday Drive helps support efficient management of learning-related documentation and resources. **5. Workday Learning** As the core focus of the certification, Workday Learning covers a broad range of functionality related to learning administration. Important topics include: * Course creation and management * Learning campaigns * Learning programs * Enrollment settings * Learning assignments * Content delivery * Learner experience management Candidates should be comfortable configuring and maintaining various learning components within the platform. **6. Workday Media Cloud** Workday Media Cloud enables organizations to manage and deliver multimedia learning content. Areas of focus may include: * Video content management * Media storage * Content streaming * Learning content integration * User access management Understanding Workday Media Cloud helps administrators deliver engaging and scalable learning experiences. # Best Practices for Exam Preparation To maximize your chances of success: **Review Official Documentation** Work through available Workday Learning resources and documentation to understand system functionality and configuration options. **Practice Regularly** Use exam preparation materials to reinforce your understanding of key concepts and exam objectives. **Focus on Real-World Scenarios** Many certification questions are based on practical situations. Understanding how features are used in real business environments can improve your performance. **Strengthen Weak Areas** Track your progress and spend additional time studying topics where your scores are lower. **Create a Study Plan** Establish a consistent study schedule that covers all exam domains, ensuring balanced preparation across every objective. # Career Opportunities After Certification Professionals who earn the Workday Learning Certification may pursue roles such as: * Workday Learning Administrator * Workday Consultant * HRIS Analyst * Learning Systems Specialist * Workday Functional Consultant * Learning Technology Manager These positions often involve managing learning platforms, supporting employee development initiatives, and optimizing organizational training programs. The Workday Learning Certification is an excellent credential for professionals responsible for configuring and managing learning content within Workday. Success on the exam requires knowledge of Business Processes, Configurable Security, Reporting, Workday Drive, Workday Learning, and Workday Media Cloud. Using comprehensive Workday Learning exam materials can help you test related skills, improve your understanding of key concepts, and build confidence before exam day. With proper preparation and consistent practice, you can enhance your expertise and take an important step forward in your Workday career journey.
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post r/Careers u/Optimal-Emergency898 2026-06-25
Hey everyone, I’m trying to start my career in HR/recruiting and I keep running into the same wall. Almost every entry-level posting lists “experience with ATS” as a requirement, but I’ve never worked in a role that gave me access to one — so how am I supposed to get that experience before getting the job? A few questions for people already in the field: \\- Are there any ATS platforms (Greenhouse, Lever, Workday, iCIMS, etc.) that offer free trials, demos, or certifications? \\- Honestly, how much does “ATS experience” really matter for an entry-level role? Is it something most people just pick up on the job in a week? \\- Beyond ATS, what’s the most realistic way to get a foot in the door with no direct recruiting experience? (Recruiting coordinator roles? Staffing agencies? Internal mobility?) Any resources, or “here’s what I did” stories would mean a lot.
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post r/cscareerquestions u/Tr_Issei2 2026-06-25
Workday is facing a California lawsuit that accuses the recruiting software provider that it discriminated against certain demographics using AI. Being over 40, black, or disabled are some of the strongest factors. Quote: “The judge also refused to dismiss a claim that Workday's software can weed out job applicants based on "proxy indicators" of disabilities and illness, such as gaps in someone's employment history, in violation of the federal Americans with Disabilities Act. Lin dismissed a claim that Workday's software discriminated against Asian American job applicants, saying the plaintiffs did not follow the proper procedure to add it to the lawsuit. The plaintiffs separately ‌allege that ⁠Workday discriminated against Black job seekers, women and people older than 40.” Roughly 80% of all US companies and most fortune500 companies use workday to some capacity. At the moment this lawsuit has been raised in California but could spread to other states as well. Hopefully this can give people some idea of what’s going on behind the scenes, the emphatic insistence that the market is “fine”, as well are possible ways to mitigate and get around this. I am livid. Source: https://www.reuters.com/legal/government/workday-must-face-california-lawsuit-over-ai-bias-job-screening-tools-2026-06-22/
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post r/Workday_help u/WonderLongjumping370 2026-06-25
I’m writing after 7 months of applying for jobs where one thing has been certain: if a posting is on Workday, I’m not getting hired. I was wondering if HR folks or system admins who work on the job posting side could help respond to a few inquiries – (1)   Are we supposed to match our work experience to the job posting? I’m talking direct keywords and using softer and harder language so that Workday doesn’t think you’re a flight risk or a mismatch. I’ve read posts on HR subs saying mishires have increased significantly with everyone writing the perfect resume so I really think this is so inefficient. (2)   When I worked in Adaptive, Workday couldn’t even produce a report that converted our EBITDA into a rate based on our product. In my case, energy savings / EBITDA wasn’t a possible metric. How have you seen change over time for this tool that has been given superpowers over people applying for jobs? (3)   I’m applying for retail gigs and being rejected because I’ve made it all the way to senior roles in consulting but I want to have more fun and just do a few retail jobs to get by. Does Workday know people don’t always have to want to do the same thing?
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post r/Target u/Western-Work-8229 2026-06-25
EDIT: Meant to says 2 months in title! I am a college student who decided to pick up a summer job. Target was definitely not my first choice, but it was basically the only one that responded out of the many I applied for. I have never worked in retail and my employment history is almost completely in childcare. I thought it would be a fairly easy job. I am 1 month and 18 days into working at Target and I just submitted my resignation on Workday. There have been so many issues so early on that I decided to jump ship instead of letting this job continue to stress me out as much as it does. I originally applied for and On Demand position, and accepted an offer in Beauty without realizing it until I was sitting across from my ETL on my first day. I went through all the "training" and was put on my own very quickly. For two of my three closing trainings I was left completely alone to do both Beauty and C & D, and the other night I was paired up with two other girls who had absolutely no idea how to train someone and avoided talking to me for the most part. Honestly, I loved talking to guests and helping them with anything they needed. I absolutely killed it on the 10/4 greeting and felt like the job wasn't so bad. That was until I realized one of my TLs is literally known by everyone in the department as the meanest person in the store. Not just strict or uptight, genuinely mean. I did not realize this because at first she really overdid it with the fake niceness and I thought she seemed alright. Pretty soon I became one of her primary targets for constant micromanaging. I understand that I am new so TLs try to keep an eye on you, but I am saying that there was not a single thing I could do right when she was working. If another TL was there, I never really heard anything negative about my performance. When this one TL was there, though, she was constantly calling me on walkie to tell me I am doing X, Y, and Z wrong but would not every provide any real support or explanation on the right thing to do. The most frustrating part is every time she wanted to say something, she would phrase it as a question that was clearly rhetorical and felt super condescending. Like, "Hey TM, I just wanted to ask you why you decided to do (wrong thing) instead of the (right thing) and not listen to what I told you?" There would never be a real answer I could give her and she clearly was not actually interested in what I had to say. The worst experience I had with her overall was when I forgot to sign out from a device because it died during the last hour of my shift pushing truck. I was in a huge rush, it died, I ran upstairs, put it away, grabbed a new one, signed it out, and ran back downstairs. The next day or so, my TL came on the walkie telling me to come upstairs to one of the offices. I sat down and she asked me "Did you put your device away yesterday?" I said yes, and she gave me one of the "are you sure" looks and I faltered. I said I thought that I definitely did but based on her tone and face, maybe there was a chance I had forgotten. She nodded and told me I had left it out on the sales floor and that this was a HUGE DEAL. When she told me that I became extremely confused because I thought she meant something like I left it upstairs in a locker or bench, but I knew for a fact it was not left on the floor and in a department I had not been in the entire day. I told her that and she said no, I was the one logged in so that means I am the one that left it. I told her that my device had died and I didn't log out so there was a chance someone else used it while I was logged in and left it. I tried to ask her what time it was found and which number it was (I wrote both device numbers on the sheet) and she said "I do not have any of that information, all I know is that you were the one logged in." Of course I felt absolutely devastated. I knew for a fact that I had not left the device on the floor, and no matter what I told her she was adamant that it was my fault. She told me it did not matter how the device got there, it was my name attached to it meaning it was my fault and my responsibility. Honestly, I did not feel like that was completely fair. She lectured me about being irresponsible and how much the devices cost, and even mocked the way I had been answering her. She told me it would be going on my "permanent record" which almost made me laugh if I hadn't been so upset about the way she was acting. The TL also pulled up a list of random things other TLs had mentioned to her, most of which were extremely minor things I had already resolved like struggling to grab large boxes at the top of the ladder and asking for help on a couple occasions. Overall I have genuinely felt so unsupported by all of my TLs despite them constantly telling me to ask for help. It feels like they just sit and wait for me to mess up and don't give me any actual guidance beforehand. So many things have been confusing for me as someone completely new to retail and almost nobody is ever available to work with me to improve, but they do have the time to criticize everything I do while not following up when I let them know it's because I had not received the proper training to be doing my work as efficiently as they want. I'm embarrassed to not have lasted long. I really tried my best every day I was at work but it seems that no matter what I am not reaching the store's standards as fast as they expect.
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post r/accenture_india u/cherry_cosmoss 2026-06-25
I’m an Accenture employee and suddenly lost access to all company systems today. Workday, Outlook, and Teams all say: “Your account or password is incorrect.” I’m sure I’m entering the correct password. I did not recently change my password. The issue started sometime after I was able to access systems earlier today. Microsoft Authenticator still shows my Accenture account, but when I try to sign in it asks for my password and then says it’s incorrect. The “Forgot Password” option doesn’t let me reset it and tells me to contact my administrator. When I click that link, it redirects me to the Accenture myID portal. In myID, I can see options for “Self-Service Password Reset / Unlock,” “Password Change,” and “Password Registration.” Has anyone experienced this before? Was it caused by an account lockout, password expiration, identity sync issue, or something else? Were you able to fix it through myID, or did you have to contact the Service Desk? Any advice would be appreciated
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post r/workday u/theshamwowguy 2026-06-25
Just finished the compensation pro cert, but found it strange they didnt tell me the actual score, just that I passed. Is there a way to see how I actually did? I asked my training coordinator, she said she'd look into it but im not sure if even she will have access to my scores.
post r/workday u/RoughTraining9207 2026-06-25
Has anyone retaken certification exams? Are the questions the same the second time around?
post r/workday u/ResponsibleReason661 2026-06-24
Use case: Recruiter to request asset for new hire through questionnaire, and the responses to be routed to IT. We don't have a security group for IT. \- How to share response to a helpdesk email id \- Any other alternatives that can be used to get the asset request at hire in HCM to helpdesk email id Thanks!
post r/AskHR u/Crafty_Branch8810 2026-06-24
Hey everyone, I’m looking for some realistic insight from retail managers or HR folks who work with corporate applicant tracking systems (like Workday). About a year ago, I was wrongfully terminated from a position in Quebec involving a very toxic situation and harassment. I am currently in an ongoing legal battle through the labor board (CNESST) to contest it. Since then, I’ve successfully held another job with no issues. A few months ago, I applied online to major retail companies like Costco, Walmart, etc. I wanted to be honest, so when the online questionnaire asked if I had ever been dismissed or terminated, I checked **Yes**. Unsurprisingly, I never heard back from a single one. I now understand that checking "Yes" triggers an automatic filter that instantly rejects the application before a human being ever sees the resume. It is incredibly frustrating since my termination is literally an unsettled legal dispute. I want to re-apply to these same companies, and this time I plan to check **No** so that a real human actually gets to look at my qualifications. My questions are: 1. Since I already applied on my main email and got filtered out, how can I counter this system? Should I just open a brand-new email address to create a fresh candidate profile? 2. If I use a new email, will the software automatically link my name/info back to the old, archived application from a few months ago and flag it anyway? 3. If the system does flag me as a returning applicant, do local store managers actually bother to click into archived files to see why someone was rejected previously, or do they only care about the active application on their screen? I have great retail experience and open availability. I just want a fair shot without a computer algorithm blocking me permanently. Any insight into how the backend software handles this would be amazing. Thanks!
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post r/CanadaJobs u/Crafty_Branch8810 2026-06-24
Hey everyone, I’m looking for some realistic insight from retail managers or HR folks who work with corporate applicant tracking systems (like Workday). About a year ago, I was wrongfully terminated from a position in Quebec involving a very toxic situation and harassment. I am currently in an ongoing legal battle through the labor board (CNESST) to contest it. Since then, I’ve successfully held another job with no issues. A few months ago, I applied online to major retail companies like Costco, Walmart, etc. I wanted to be honest, so when the online questionnaire asked if I had ever been dismissed or terminated, I checked **Yes**. Unsurprisingly, I never heard back from a single one. I now understand that checking "Yes" triggers an automatic filter that instantly rejects the application before a human being ever sees the resume. It is incredibly frustrating since my termination is literally an unsettled legal dispute. I want to re-apply to these same companies, and this time I plan to check **No** so that a real human actually gets to look at my qualifications. My questions are: 1. Since I already applied on my main email and got filtered out, how can I counter this system? Should I just open a brand-new email address to create a fresh candidate profile? 2. If I use a new email, will the software automatically link my name/info back to the old, archived application from a few months ago and flag it anyway? 3. If the system does flag me as a returning applicant, do local store managers actually bother to click into archived files to see why someone was rejected previously, or do they only care about the active application on their screen? I have great retail experience and open availability. I just want a fair shot without a computer algorithm blocking me permanently. Any insight into how the backend software handles this would be amazing. Thanks!
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post r/recruitinghell u/ivb97 2026-06-24
I’ve been applying to positions at hospitals in the Boston and Providence areas for a couple months now, and I’m genuinely stumped as to why I haven’t received even a single interview invitation out of any of the applications I’ve submitted, and after seeing that Workday is being sued for the way its AI system operates I’m wondering if that could be an issue I’m running into and how to approach it. For context, the positions I’ve applied to have been neuropsychological assessment technician and research assistant roles. The requirements listed for these roles have been a bachelor’s degree and typically 1 year of related experience, and I’m applying with a bachelor’s and a masters and 4 years into my doctoral program with 3 years of experience. Perhaps I’m just naive and trying to cope with the confusion and frustration, but I have a hard time believing that so many people are applying for these roles who are more qualified than I am that I’m not even getting an interview offer. I’ve followed up on the applications within a week reiterating my strong interest, and always get the same HR response of “you can see the status of your application in Workday” before I either get the same templated rejection emails or don’t get notified at all that my application has been rejected until it appears in my Workday candidate homepage. On the few applications that have asked for a desired salary, I put the range listed on the job description and on the disability page, I check off yes to having a disability, as I have ADHD, anxiety, and depression. This job search has consumed so much of my time and been a strain on my mental health. What am I doing wrong, or are my applications never even being seen by a human?
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post r/DoneDirtCheap u/Admirable-Nobody219 2026-06-24
I am a seasoned remote professional with over 4 years of diverse operational experience. My recent experience is working as a Service Manager and Dispatcher for a US-based client. Looking for side gigs, or long term work. Open to learning new things. Experience: ✅ Dispatcher/Service Manager – Coordinating the daily scheduling and routing of field technicians to customer sites. Overseeing work order management, ensuring timely billing and generating invoices using Invoice Ninja. Utilizing HaloPSA for efficient management of inventory, and customer accounts. ✅ 3+ years as a Remote Talent Sourcer (US clients) – Specializing in IT and healthcare industry. Familiar with job boards, Boolean search, ATS (iCIMS, Workday), SignalHire, RocketReach, and LinkedIn. Experienced in creating job posts/ads (Canva) and email campaigns. ✅ 5+ years in IT & Customer Support – Remote assistance/Live chat support, data entry, technical support, hardware/software troubleshooting. OS installation, and system performance optimization. PC building, Computer sales, and gaming hardware support. Availability & Logistics: ✅Strong familiarity with US geography, culture, and time zones. ✅Available immediately (Mountain Time & Pacific Time compatible). ✅Location: Southeast Asia (Payment via Payoneer or Wise, No crypto). ✅Full-time/Part-time ✅Modes of Communication: Discord, Proton.
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post r/CVS u/Perfect-Essay-970 2026-06-24
Hi guys, I have a couple questions so I did my interview couple days ago then I was able to do the background check and I get a confirmation and I also was able to do the drug screen so how long does it take till they call me back and can I log into the Workday? If so, how do I get the employee ID?
post r/Workday_Community u/Minimum_Young4131 2026-06-24
Guys, can someone help me? I'm confused about this question because everyone is giving me a different answer. Which tasks do you use to find data loading details for Positions using iLoad? (Select two correct answers.) * Object Transporter Supported Objects (OX) report * Configuration Catalog * Implementation task Positions * Implementation Suites report Does anyone know the correct answer . thank you !
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post r/workday u/Tinkerbelle926 2026-06-24
Hello, we are a healthcare company that will soon have employees in California working an alternate work schedule (i.e. 4/10,3/12), which as we understand it, with this type of schedule employees opt-out of daily overtime pay.  For others with CA employees, how are you tracking which employees have alternate work schedules in Workday and how are they being excluded from the daily overtime calculations? From what I found on Community, I will need to create a work schedule for these CA employees with their own time calculation group.  But then we had the question of if an employee picks up another shift in the same week, how is that day calculated? I appreciate any feedback on considerations or best practices that you can share.  Thank you!
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post r/workday u/dhanabanda 2026-06-24
Hey everyone! I'm on the hunt for a new gig as a Workday Reporting Lead or Senior Analyst. My ideal situation would be remote work, either in the US or Canada. If you know of any openings or have any leads, I'd be super grateful for a heads-up. Thanks in advance for any assistance!
post r/workday u/dhanabanda 2026-06-24
(no body — comment matched in title or URL only)
post r/u_waepa u/waepa 2026-06-24
**In today’s always-on culture, the workday does not always end at 5 p.m. Long commutes, hybrid schedules, urgent deadlines, and the pressure of public service can make it difficult to truly disconnect from work. Over time, that mindset can affect sleep, stress levels, productivity, and overall well-being. Developing a healthy evening routine is not simply about relaxation – it is an investment in resilience, mental clarity, and long-term health.**  Read the full blog on [waepa.org](https://www.waepa.org/resources/how-to-create-a-healthy-evening-routine-for-better-sleep/?utm_campaign=2026_Content_Reddit&utm_medium=organic_social&utm_source=reddit.com&utm_content=July-Blog-Evening-Routine&campaign=2606788) \> According to the Centers for Disease Control and Prevention (CDC), adults need at least [seven hours of sleep each night](https://www.cdc.gov/sleep/about/index.html?utm_source=chatgpt.com) for optimal health and performance. Yet, more than [one-third of adults](https://www.health.harvard.edu/healthy-aging-and-longevity/sleep-hygiene-simple-practices-for-better-rest) in the U.S. don’t get enough sleep. Good sleep hygiene can help.  “Sleep hygiene” refers to healthy habits that can make it easier to relax, fall asleep, and stay asleep. These good habits and resulting sleep can help reduce stress, improve mood and attention, and strengthen memory.    Consider implementing some (or all) of these tips for small changes to your evening routine that can make a big impact on your sleep.   # Create a Clear End to the Workday While occasional after-hours work may be unavoidable, constantly remaining connected prevents the brain from fully shifting into recovery mode. It can be tempting to continue checking emails or Teams messages late into the evening to get ahead of the next day’s to do list, but what you are really doing is depriving yourself of the energy you need to build today to take on the day tomorrow.  Consider establishing a “shutdown ritual” at the end of the workday. This may include reviewing tomorrow’s priorities and closing work applications. Government employees have an advantage that many have government-issued devices that are separate from personal devices, making it easier to power down screens*.* Small actions like these signal to your brain that the workday has ended and the body can relax.  Once you’ve established you’re off the clock, consider instituting some new habits into your personal evening time to help make sleep easier to come by (and stay in).  Related Resource: [Defining Your Work/Life Balance >](https://www.waepa.org/resources/defining-your-work-life-balance-5-key-questions-to-ask-yourself/?utm_campaign=2026_Content_Reddit&utm_medium=organic_social&utm_source=reddit.com&utm_content=July-Blog-Evening-Routine&campaign=2606788)  # How Evening Exercise Can Improve Sleep Incorporating light exercise into the evening such as walking the dog, stretching, yoga, or a short workout can reduce stress hormones and improve sleep quality. Given that many of us spend a good portion of the daytime sitting at work, evening is the only time to work movement into our day.   There is a careful balance to explore here. Vigorous exercise should end several hours before bedtime to give your body time to reset and recover. Some people find that even light exercise within two hours of sleep can interfere with falling asleep. Experiment to find the right intensity and timing for your evening movement. # Create a Sleep Routine and Sanctuary  The CDC and other health organizations consistently recommend maintaining a regular sleep schedule, even on weekends. This means going to bed and waking up at roughly the same time every day. This consistency regulates your body’s internal clock, your circadian rhythm, which controls sleep, energy levels, hormone production, digestion, and even mood. When your sleep schedule is consistent, your body learns when to feel alert and when to feel tired, making it easier to fall asleep naturally and wake up feeling rested.  To help train those circadian rhythms put some thought and effort into [where you sleep](https://www.health.harvard.edu/healthy-aging-and-longevity/sleep-hygiene-simple-practices-for-better-rest).   * Reduce or mask noise with heavy curtains and rugs that absorb sound. A sleep machine that provides white noise or a recording of soothing sounds such as falling rain can also mask outside noise.  * Minimize light with light-blocking curtains or shades.  * Replace your mattress and pillows if they’re worn or uncomfortable.  * Recommended room temperature for sleep is around 65°F to 68° F.  * Keep electronic devices and anything work-related in another room.  Tie pleasurable activities to going to bed such as reading a book, journaling, meditating, or listening to calming music. Also consider the impact preparing for the next morning may have on your anxiety. If it helps relax you to lay out clothes, pack lunches, or organize bags make that part of your pre-sleep routine.  # Formula for Sleep: Using the 10-3-2-1-0 Rule  The 10-3-2-1-0 sleep rule is a widely accepted guideline to help improve sleep quality. To follow this formula consider the following:  * **No caffeine 10 hours before bed** – Caffeine can remain in your system for between [two and twelve hours](https://www.risescience.com/blog/how-long-does-caffeine-last), which can block sleep-promoting receptors and reduce sleep quality.  * **No food or alcohol 3 hours before bed** – If your body is still actively digesting food it cannot prepare for rest. Additionally, digestion slows down when you lie down and doing so can increase the risk of acid reflux or heartburn. Even if alcohol initially makes you feel sleepy, it often disrupts deeper stages of sleep later in the night.   * **Stop working 2 hours before bed** – As detailed above, creating a break between work and sleep allows your mind to relax and be more receptive to sleep cues.   * **No screens 1 hour before bed** – Scrolling through social media, catching up on news, or watching television may seem like a good way to unwind, but excessive screen exposure in the evening can interfere with the body’s natural sleep cycle. The blue light emitted from phones, tablets, and computers can suppress melatonin production, making it harder to fall asleep.   * **Hit snooze 0 times** – Hitting the snooze button repeatedly can disrupt your sleep-wake cycle making it harder to establish a consistent wake-up time. Consider placing your alarm out of reach to force yourself out of bed.   With these practices in place, it’s time to look at their impact.   Related Resource: [3 Keys to Improving Sleep Quality >](https://www.waepa.org/resources/3-keys-to-improving-sleep-quality/?utm_campaign=2026_Content_Reddit&utm_medium=organic_social&utm_source=reddit.com&utm_content=July-Blog-Evening-Routine&campaign=2606788)  # Tracking and Understanding Your Sleep Habits  If you are having trouble falling asleep, staying asleep, waking up, or just simply feel tired even after a full night of rest, keeping a diary of your sleep habits can help you figure out where you need to make changes.   Collect the following data to help understand how changes in routine affect sleep: * Time you go to bed.  * When and how often you wake up during the night.  * When you wake up in the morning and how you felt  Related Resource: [7 Simple Morning Habits to Start Your Day Right >](https://www.waepa.org/resources/dont-sleep-on-your-morning-routine-7-simple-morning-habits-to-start-your-day-right/?utm_campaign=2026_Content_Reddit&utm_medium=organic_social&utm_source=reddit.com&utm_content=July-Blog-Evening-Routine&campaign=2606788)  You should also detail times and amounts of the following:  * Naps  * Exercise  * Alcohol or caffeinated drinks  * Last meal/snack  * Medications  * Activity before bed (reading, bath, scrolling)  Looking at this data, you’ll be able to see patterns and can zero in on what improves sleep for you.    # Final Thoughts: Small Habits, Big Sleep  Developing better habits does not require a dramatic lifestyle overhaul. Small, sustainable changes are often the most effective. Start with one or two manageable adjustments, such as setting a consistent bedtime, taking a short evening walk, or avoiding screens before bed. Over time, these habits can compound into meaningful improvements in mood, concentration, productivity, and overall health.  At the end of the day (literally), a healthy evening routine is about giving yourself permission to recover. When you spend your days supporting citizens, protecting systems, managing programs, and serving critical missions you deserve that! Building intentional habits in the evening helps ensure you can continue doing that work effectively while also protecting your health and well-being.  Explore WAEPA’s [collection of wellness resources](https://www.waepa.org/resources/?filter%5Bcategory%5D%5B%5D=wellness&utm_campaign=2026_Content_Reddit&utm_medium=organic_social&utm_source=reddit.com&utm_content=July-Blog-Evening-Routine&campaign=2606788), designed to help Federal employees live fulfilling lives, personally and professionally. 
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post r/Accenture_PH u/Expensive_Clerk2037 2026-06-24
Hello po. Pwede pa po ba akong mag-apply sa Technology Recruitment Hub sa Manila? Nag-submit na po kasi ako ng application through Workday, pero ang status ng application ko ay "No Longer Under Consideration." Pwede po kaya akong mag-walk in na lang sa recruitment hub para mag-apply ulit? Thank you po.
post r/Staffbase u/StaffbaseSupport 2026-06-24
Quick definition first since the term's a mess: an AI-powered employee experience platform is basically one where AI improves how employees find information, communicate with their organization, and get work done, across every role, channel, and device. The part that actually matters isn't whether a vendor says "AI-powered" (they all do now). It's whether the AI is built into the architecture or just bolted onto a product designed for a different era. That sounds like a small distinction but it's not. Bolted-on AI basically helps one person write faster. Built-in AI governs every output and knows who's asking before it answers. And that's becoming a bigger deal because people aren't searching anymore, they're delegating. With search you get ten results and you pick. With an assistant you just want the answer, and you're trusting it to be right. So if the platform is sitting on every old draft and outdated policy, the AI will happily summarize the wrong one with total confidence. Anyone who's deployed this stuff has probably seen it. Anyway, the tools. One thing that trips people up: "AI employee experience" gets used for two pretty different things, listening/engagement tools and comms/reach tools, and most lists mash them together without saying so. **Culture Amp** — Good at engagement surveys, manager action plans, people analytics. The AI insights and coaching nudges are solid if your goal is measuring sentiment and getting managers to follow up. Not really the tool if your problem is getting info to people in the first place. Pricing's on request and goes up at enterprise tiers. **Microsoft Viva (incl. Glint)** — Fine if you're already deep in Microsoft 365 and want engagement plus comms inside Teams. The integration is the whole pitch. Downside is reach is tied to people who already have M365 accounts, so frontline and deskless folks without a corporate login are tough to cover. **Workday Peakon** — Probably the strongest for continuous listening and lifecycle surveys if you're a Workday shop already. Very analytics-heavy. But it's a listening tool, not somewhere employees actually go to read company news or look up a policy. **Simpplr** — Comms-focused intranet, nice UX, decent analytics. Genuinely good for office-based orgs. Costs can creep up fast once you start adding SSO, branding, that kind of thing. **Staffbase** — This is the one I'd actually call AI-native instead of AI-added, and it does more than just push messages out. On comms the AI drafts in your org's voice and translates across 75+ languages with one analytics view instead of a separate report per language. On the knowledge side it watches content health in the background and flags stale pages, dead links, and contradictions before they turn into bad AI answers. The assistant answers from authorized, current content and actually knows who's asking (role, location, language) instead of searching everything and hoping. And there's sentiment analysis, so you get how people felt about a message, not just opens. Reach is the obvious strength too, branded mobile app that gets to frontline and deskless people without a corporate email. Trade-off: it's not a deep survey suite like Culture Amp or Peakon, and it's a comms/knowledge layer rather than a doc repository, so it sits on top of something like SharePoint instead of replacing it. Honestly the thing to figure out first is whether you're trying to *measure* how people feel or *reach* and inform them with AI you can trust. Most of these lean one way pretty clearly. Staffbase is built for the second, with measurement more as support than the headline. Curious what other people landed on, especially anyone who had to cover frontline workers without corporate email. That's where a lot of these fall apart in practice.
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post r/BPOinPH u/Curious-Day-7292 2026-06-24
Hello!👋🏻 For those nakasabay ko mag-final interview nung Monday (June 22) sa Wells Fargo MCK, were you able to get a JO na ba? Yung max salary offer na yung inooffer nila and I wasn't asked prior for a copy of my payslip. Hindi ko sure if tatanggapin ko ba 'to or magwiwait pa ako sa application status ko sa other company. Sa EDB ako nilagay for Associate CSR role and July 27 start date. Prio ko si WTW sana kaso "under consideration" pa rin status sa Workday and no one is reaching out naman from AMEX. Sa JPMC naman done na with the assessment pero no HR screening or interview invite yet.
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post r/recruitinghell u/JenteFromMokaru 2026-06-24
https://preview.redd.it/76ow3n8fq99h1.png?width=1432&format=png&auto=webp&s=2d6ad01504dfb1f582358b324a12fbe7183b036b For the past three months I've been pulling job postings directly from companies' own ATS systems, like Workday, Greenhouse, Lever, SmartRecruiters, Ashby, Oracle, the whole lot. Not Indeed, not LinkedIn, the actual source. It added up to about 8 million postings across roughly 350,000 companies. Once the dataset got that big, some patterns showed up. The one that stood out most: right now, 39% of every job that's 'live' has been sitting open for more than 30 days. That's around 1.5 million postings just hanging there. A quarter-million of them have been open for two months straight. They weren't reposted to look fresh, they simply never got closed. And it's not evenly spread. On some platforms a stale listing is basically the default state. On SuccessFactors, 73% of currently-open jobs are 30+ days old. Lever sits at 63%, SmartRecruiters 58%, Greenhouse and Workday both around 55%. So if a posting feels old, the odds say it probably is. I assumed companies were spamming reposts to game the 'new' badge. They're not - only about 2.5% of postings ever get reposted. The actual pattern is just leaving the thing open indefinitely. (One Workday req at Athene did get reposted 41 times, which I have questions about). A few other things fell out of the data while I was in there. 82% of these jobs don't list a salary at all - so 'just apply and find out' is the norm, not the exception. Only about 5.6% are genuinely remote, despite what your feed suggests. And there's a cluster of staffing and consultancy firms each sitting on thousands of permanently-open listings. less 'hiring for 5,000 roles' more 'collecting resumes'. No grand conclusion from me. But when it feels like applications are going into a void, the numbers back you up: about four in ten of those jobs have quietly been open for over a month, and most won't even tell you the pay. (One honest caveat: 'open 30+ days' means how long the posting stayed live on the company's own ATS. It's not proof a role is fake, but a third of the entire market sitting stale says something. Also, this is just 3 months of data) I've got the whole thing in a database I can slice pretty much any way, by country, industry, ATS, company, job title, you name it. Feel free to ask me for other insights into this dataset and I'll dig them up.
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post r/accindia_A_ASEhiring u/Dapper-Treat-8232 2026-06-24
Hi everyone, I'm an Accenture ASE candidate (off-campus, MCA-2024 passed out) and today (24 June) I received a reminder email from Accenture Campus Queries with the subject: **"Reminder – Action Required: Update Workday Profile Details"** The email says: > I'm trying to understand whether this is a mass email sent to all candidates or if it's specific to candidates whose profiles are still under consideration. My situation is a bit complicated because I've been dealing with a Workday account mapping issue for several weeks. I have already raised multiple tickets and the recruitment team has reportedly been informed. However, I'm still unable to complete the requested email update because the verification email never arrives. **My questions:** 1. Did any other Accenture ASE candidates receive this reminder email today? 2. If yes, what stage of the hiring process are you currently in? 3. Were you able to successfully update your Workday profile? 4. Has anyone faced a similar Workday email/account mapping issue? Any information would be really helpful. Thanks! https://preview.redd.it/n92dti36y89h1.jpg?width=720&format=pjpg&auto=webp&s=4423b2bf3f329d708598bfd8b209ef75da4aa4f1
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post r/accenture_india u/Dapper-Treat-8232 2026-06-24
https://preview.redd.it/a5pzmjdex89h1.jpg?width=720&format=pjpg&auto=webp&s=3924854ac7763d7d02e4930bdbbedd0c8835a91b Hi everyone, I'm an Accenture ASE candidate and today (24 June) I received a reminder email from Accenture Campus Queries with the subject: **"Reminder – Action Required: Update Workday Profile Details"** The email says: > I'm trying to understand whether this is a mass email sent to all candidates or if it's specific to candidates whose profiles are still under consideration. My situation is a bit complicated because I've been dealing with a Workday account mapping issue for several weeks. I have already raised multiple tickets and the recruitment team has reportedly been informed. However, I'm still unable to complete the requested email update because the verification email never arrives. **My questions:** 1. Did any other Accenture ASE candidates receive this reminder email today? 2. If yes, what stage of the hiring process are you currently in? 3. Were you able to successfully update your Workday profile? 4. Has anyone faced a similar Workday email/account mapping issue? Any information would be really helpful. Thanks!
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post r/workday u/Few_Afternoon8005 2026-06-24
been seeing Mando’s SORBench whitepaper floating around on linkedin but haven’t really seen anyone talk about it here, so figured i’d share since this sub will probably have a better read on it. for context we've internally been trying a few different AI tools for workday research / config style questions. my rough take so far: Deployment Agent is interesting but feels more useful when you’re already inside a pretty defined workday flow. GPT 5.5 is good for explaining concepts or helping think through a problem, but for actual Workday-specific answers i still have to verify everything myself. Community's AI is useful when it surfaces the right thing... but it still feels hit or miss depending on the question (and complexity). Mando has honestly been the one we’ve kept coming back to for research. mostly because of the reasoning ability + citations. if i ask about some random config question/tenant edge case, etc, i can actually see where the answer is coming from instead of just trusting the model. the expert-verified part is great to see the experts who validated the answer too. The SORBench whitepaper compares GPT 5.5, Workday Deployment Agent, and Workday Community AI on real admin style questions. thought it was interesting because it lines up with a lot of what i’ve felt using these tools... especially that generic AI can sound right but isn’t always that useful without the right sources. obviously it’s their own benchmark so i’m curious how people here read the methodology/results. has anyone else looked at it or used any of these tools in actual workday work seeing something similar? link: [https://sorbench.com/](https://sorbench.com/) ps- we initially had trouble accessing the whitepaper itself because it got sent to spam, check junk and you should be good
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post r/workday u/Ok-Web2570 2026-06-24
Hi Everyone, I am trying to run the **Hire by Age Group** report, but it does not appear to include all employees. Additionally, I'm not sure why the report is only returning data for the last three years. Does anyone know if it is possible to run the report with an effective date of **1900-01-01** and have it include all employees within a supervisory organization? Thanks!
post r/BuyFindShare u/Irene_Hinerm 2026-06-24
If you are searching for a DISC personality assessment tool that is tightly woven into performance management rather than a standalone quiz, HeyRamp is worth a serious look. The question is whether its integrated approach delivers enough value to justify picking it over separate DISC tools or full-suite competitors like Lattice. The market has no shortage of performance management platforms, but most treat personality insights as a bolt-on feature. HeyRamp makes DISC assessments a core component, which changes how managers approach 1-on-1s, goal setting, and reviews. For a startup or SMB with ten to two hundred employees, the decision often comes down to simplicity, cost, and whether the built-in structure actually reduces friction for first-time managers. The heart of HeyRamp is its DISC personality assessments, which are not an add-on purchased separately but are baked into every plan. When a team member completes the assessment, the platform generates a DISC profile that shows up in their people record. From there, Structured 1-on-1 meeting templates adapt to the individual personality type, suggesting conversation topics and feedback styles that resonate with that person. This is a practical differentiator because many managers know they should run regular check-ins but have no idea how to adapt their approach to different team members. HeyRamp removes the guesswork by offering templates that shift based on whether someone is a Dominance, Influence, Steadiness, or Conscientiousness type. Beyond 1-on-1s, the platform includes OKR cascading and goal tracking that stays straightforward enough for companies that have outgrown spreadsheets but are not ready for enterprise-level complexity. You can set company objectives, cascade them down to teams and individuals, and link progress updates to weekly check-ins. This ties directly into Performance review cycles, which are also DISC-informed. Reviews can be scheduled quarterly or annually, and the system pulls in continuous feedback tools and manager feedback given during 1-on-1s, so the review is based on frequent input rather than a single end-of-year memory dump. The Manager coaching library is tailored specifically for new managers, offering short video lessons and guides on topics like delivering feedback to a high-D personality or motivating someone with high S. HeyRamp is designed specifically for 10-200 employee companies, and that focus shows in its pricing and feature set. Compared to Lattice, which often has a minimum annual commitment of four thousand dollars and above, HeyRamp is more affordable, landing somewhere close to 15Five in price but bundling DISC as a core feature. Culture Amp is stronger on engagement surveys but leans enterprise and is more expensive. 15Five has good continuous feedback and OKR features but lacks native DISC assessments. For a company that values personality-driven people development, HeyRamp fills a gap that big competitors either ignore or handle through third-party integrations. That integration gap matters because exporting DISC results from a standalone tool like Crystal Knows or Truity and manually linking them to performance reviews creates extra work. A common objection is that HeyRamp is less well-known and may not have the breadth of features that Lattice or Leapsome offer. That is fair, but for the target audience of early-stage and growth companies, the missing features are often nice-to-haves rather than must-haves. Things like advanced compensation planning, extensive compliance reporting, or global HRIS syncs are not priorities when you have fifty people and just need your managers to stop winging it during 1-on-1s. The built-in DISC personality assessments as a core feature, not an add-on, matter more than a long list of modules you may never use. Reviews on sites like G2 position HeyRamp as an SMB-friendly option, with users praising the ease of setting up assessments and the clarity of the team analytics and people insights dashboard. Another angle is the alternative of buying separate DISC assessments and a separate performance tool. You could grab a one-time test from 16Personalities or pay per user for Predictive Index, then manage reviews in Excel or a light tool like BambooHR Performance. That approach works but creates disjointed data and more administrative overhead. HeyRamp combines Employee development plans, performance reviews, and continuous feedback in one place, so when a team member gets a development plan, the suggested actions align with their DISC profile. The manager coaching library also pulls from real scenarios, which helps new managers who are unsure how to handle conflicts or motivating quiet team members. When evaluating worth, consider the setup time and team adoption. HeyRamp lets you invite everyone to complete the DISC assessment in a few minutes, and the results populate automagically into profiles. From there, you can enable Structured 1-on-1 meeting templates to reduce manager friction. The OKR module is simple enough that a founder or people ops person can set it up in an afternoon without a dedicated consultant. This contrasts with enterprise tools that require weeks of configuration and change management. For a small team, speed of deployment and ease of use directly impact whether the tool actually gets used or sits unused. Where the platform falls short is for companies with very complex review workflows, multiple compensation cycles, or a need for deep analytics across large orgs. If you have over two hundred employees, you may outgrow HeyRamp’s simplicity. That is the moment when Lattice or Workday Peakon makes more sense. Also, if your team strongly prefers a different personality framework, like Enneagram or Big Five, HeyRamp’s DISC-only approach could be limiting. But for most growing businesses, DISC is the most actionable framework for day-to-day management because it maps clearly to communication and work style preferences. In summary, HeyRamp as a DISC personality assessments option is worth it if you are a startup founder, team lead, or people ops professional at a company of ten to two hundred people who wants a unified system for performance management that starts with understanding personality. The combination of built-in DISC assessments, structured 1-on-1 templates, OKR cascading, manager coaching, and performance reviews in one platform at a price below Lattice makes it a compelling choice. The key is whether your team will actually use the DISC insights to change behavior. If they will, HeyRamp delivers a return on investment that standalone tests and scattered processes cannot match.
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post r/GenAiApps u/RKTbull 2026-06-24
I was tired of having to adapt my CV for every single job offer and apply to each one manually... it took hours. So I created a script to do it for me. It landed me 5 interviews in a week, two of them being at unicorns. Today, that script has become Jobloo. Jobloo is basically *Tinder for jobs*. But instead of just matching you, it does the heavy lifting. There are other auto-apply tools out there like LazyApply or Sonara, but they rely on clunky browser extensions that break constantly. There are also other apps for auto-apply like Sorce, but they just send the same generic CV. I built Jobloo to operate entirely server-side so it never fails. The app is simple to use: 1. Upload your latest CV 2. Set your job preferences and filters 3. Swipe right on job offers you like. That’s it. For every job you swipe on, our AI instantly reads the job description, readapts your CV to perfectly match their ATS duplicate filters, and automatically submits your application directly into the backend of systems like Workday, Greenhouse, and Lever. We recently analyzed our data and found that users are getting a 12.7% interview callback rate with this method (compared to the 1.8% you get from spamming LinkedIn Easy Apply). I’ve decided to offer a free trial so you guys can test it out and give me feedback (improvements / suggestions / ideas). You have a friend that's looking for a job? Share the post with them! Try it: [https://jobloo.co](https://jobloo.co/) Cheers 💜
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post r/jobhuntify u/jobhuntify 2026-06-24
🧑‍💻 Level: midLevel 📌 Location: remote 🌆 City: , AU 🗓 Type: contract 💵 Salary: 0k - 0k AUD (annual) Description: ## About the Role At TAL, our Customer Solutions Specialists play a pivotal role in supporting customers during some of the most important and challenging moments in their insurance journey. By guiding customers who may be considering cancelling their cover or experiencing financial difficulty, this role helps ensure they remain protected and informed about their options. Through meaningful, solutions-focused conversations, you’ll contribute directly to TAL’s purpose of protecting Australians by keeping cover relevant, accessible and aligned to customers’ evolving needs, making a genuine difference when it matters most. ## Responsibilities In this role you will: * Support customers at risk of cancelling by delivering tailored solutions that maintain appropriate cover * Identify lapse risks early and implement proactive strategies to improve customer retention outcomes * Engage customers through inbound and outbound conversations to strengthen relationships and trust * Deliver personalised options aligned to customer needs to drive policy sustainability and satisfaction * Achieve retention and performance targets while maintaining a high-quality customer experience * Uphold compliance and regulatory standards to ensure fair, ethical and accurate customer outcomes ## Qualifications * Experience in a contact centre or telesales environment, ideally supporting customer outcomes * Background in financial services is beneficial but not essential * Comfortable using call centre systems and navigating multiple platforms * Ability to analyse customer needs and apply sound judgement to deliver appropriate solutions * Strong verbal and written communication skills, with a clear and confident approach * Willingness to learn and apply technical knowledge, including relevant industry qualifications ## About TAL TAL is one of Australia’s leading life insurers, committed to inclusion, and supporting the career growth of our diverse workforce. We’re proud to be: * An Inclusive Employer – Recognised as Employer of Choice for Gender Equality by the Workplace Gender Equality Agency and Bronze Tier Status within the Australian Workplace Equality Index * Diversity Champions – Member of Diversity Council Australia, Australian Disability Network, Pride in Diversity and Champions of Change * Reconciliation Advocates – Read our Innovate Reconciliation Action Plan. We welcome applications from people with diverse experiences, perspectives and backgrounds including Aboriginal and Torres Strait Islander people, caregivers, individuals living with disabilities, people from culturally diverse backgrounds and the LGBTIQ+ community. Need adjustments during the recruitment process? Let our team know by getting in touch with us here.—we’re here to support you. You’re always accountable for your actions. You never give up. You strive to find the best outcomes for customers and partners. And you value working together to find the best solutions for problems. As part of the recruitment process, there are several checks which may be conducted to demonstrate your eligibility for a role at TAL including Criminal History, Bankruptcy, Entitlement to Work, Regulatory and Reference Checks. #LI-Hybrid Everyone at TAL has a responsibility to do the right thing and is accountable for the way they conduct themselves. Our expectations are that you follow the principles set out in our Code of Conduct when you come to work every day. Risk management is everyone’s responsibility. If you are already a TAL employee please apply via the SmartRecruiters button in Workday and navigate to the Employee Portal. This is important to ensure that your application is recorded accurately. Visit https://jobhuntify.com/jobs/2ad58ff8-4018-413b-970b-e27845873094 to apply.
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post r/accenture_india u/messuuui 2026-06-24
I recently completed my onboarding process and entered my name in the Touchpoint form as: - First Name: A - Middle Name: B - Last Name: C However, in Workday my name is showing up as A C, and the middle name B is not appearing anywhere. The same name is also reflected in my appointment order and all onboarding tasks in Workday. I was previously advised not to modify the name in the latest tasks, so I left it unchanged. Will this cause any issues during onboarding, background verification, or employment records? Has anyone faced a similar situation? Can the name be corrected after the Date of Joining (DOJ), or should I get it fixed before joining? Any advice would be appreciated. Thanks!
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post r/PowerApps u/Round_Ranger5466 2026-06-24
A department in our company are currently utilizing a Microsoft Form(via QR code in their market locations) for retail employees to submit career interest information. Ideally we want to auto-capture details using their UPN instead of having them manually enter Employee ID and other fields. However, when we restrict the form or use a canvas app requiring users to login, users are prompted to set up/secure their device to the company due to Conditional Access requiring device compliance which we want to avoid on personal devices. Is there a way to allow employees to login without requiring(to capture UPN) without requiring device enrollment? Would Intune MAM (app protection policies) support this for Power Apps or Forms? Note: when employees scan the QR code it actually takes them to a location on workday (which employees have on their phones) that contains the link to the form. Could Workday be an option as well? It’d be handled by workday devs at this point but it’d definitely scratch off the first phase of this initiative. Lmk pls!
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post r/AppGiveaway u/RKTbull 2026-06-24
I was tired of having to adapt my CV for every single job offer and apply to each one manually... so I created a script to do it for me. It landed me 5 interviews in a week. Today, that script has become Jobloo. Jobloo is basically *Tinder for jobs*. There are other auto-apply tools out there like LazyApply or Sonara, but they rely on clunky browser extensions that break constantly. I built Jobloo to operate entirely server-side so it never fails. The app is simple to use: 1. Upload your latest CV 2. Set your job preferences and filters 3. Swipe right on job offers you like and get interviews. That’s it. For every job you swipe on, our AI instantly reads the job description, readapts your CV to perfectly match their ATS duplicate filters, and automatically submits your application directly into the backend of systems like Workday, Greenhouse, and Lever. We recently analyzed our data and found that users are getting a 12.7% interview callback rate with this method (compared to the 1.8% you get from spamming LinkedIn Easy Apply as you'd use a generic CV). I’ve decided to offer a free trial so you guys can test it out and give me feedback (and tell me how many interviews it gets you 😉). Try it: [https://jobloo.co](https://jobloo.co/) Cheers 💜
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post r/workday u/DatsAlotofRice 2026-06-24
Hi - Has anyone encountered this issue on the Workday Time Kiosk where the error message that workers are seeing is "Workday Service is currently in Maintenance Mode. Functionality is limited". I'm most certain that this warning is due to the service maintenance window. However, when they enter their EE ID, they keep receiving a Incorrect Employee ID error. This was happening to multiple workers during this time. Just wanted to see if anyone else has encountered this issue, and may know what the cause may be. https://preview.redd.it/648masshg89h1.png?width=374&format=png&auto=webp&s=62966e9296ec21da585fc6242a984e4c6abd739a
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post r/AIJobApplications u/RKTbull 2026-06-24
I’ve spent the last year building AI infrastructure that interfaces directly with recruiting platforms. In the process of figuring out how to automate applications without breaking the parsers, I had to learn exactly how these systems digest PDF files. If you're wondering why your Easy Apply goes into a black hole, or why Workday makes you retype everything, here is what’s actually happening under the hood. **1. Workday (The Keyword Filter)** Workday is incredibly keyword-density focused. When it parses your resume, it actively scores it against the job description and produces a match percentage. Recruiters often set filters based on this score. If you’re below a certain threshold (often 60-70%), no human ever sees your file. This is why tailoring your CV for Workday actually yields callbacks, but the manual data entry makes it a nightmare to do at scale. **2. Greenhouse (The Structure Stickler)** Greenhouse parses section headers very aggressively. If your resume gets creative and uses "My Professional Journey" instead of "Experience," or "What I Know" instead of "Skills," its parser often drops those fields entirely. Fancy dual-column Canva layouts routinely break Greenhouse's text extraction. **3. Lever (The Data Validator)** Lever is much more forgiving on crazy formatting and columns, but it is brutally strict on contact info extraction. If your phone number isn't in a standard international format (e.g., +1, +33), it might map it to `null`. **4. Ashby (The Modern Parser)** Ashby is newer and has a significantly better parsing engine than the legacy systems. It handles multi-column and heavily designed resumes better than most. However, if you embed actual tables inside your PDF to align your dates, it will still scramble the text sequence. **5. SmartRecruiters (The Aggressive De-Duplicator)** SmartRecruiters has solid text parsing, but it is incredibly aggressive on candidate de-duplication. If you apply to a new role but you previously applied there 3 years ago with a different email, it will often merge your profiles based on name/phone number and sometimes prioritize your *old* resume data in the recruiter's primary view. TLDR on how to beat them: 1. **Stop using columns.** Plain, single-column formatting is the only way to ensure Workday and Greenhouse read your bullet points in the correct order. 2. **Use standard headers.** (Experience, Education, Skills). Do not deviate. 3. **Mirror the exact phrases.** If the JD says "Python3", don't write "Python". Workday's exact-match logic is not always smart enough to bridge the gap. 4. **Always use PDF.** DOCX parsing remains highly inconsistent across older ATS versions. 5. **Standardize your phone number.** Use the +\[country code\] format. I'm deep in the weeds on this stuff right now. Let me know if you have questions about specific ATS systems or how different AI autofill tools interact with them!
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post r/workday u/Suitable-Look-7118 2026-06-24
Hi All, We’re trying to figure out the fastest way to track attendance as requested. We tried creating a program with three courses, each containing one lesson. I enrolled some of us in the program, but I can’t upload the overall attendance data for the course. I’ve attached the EIB and the error message I received: Validation error occurred. If “Track Attendance” is enabled for the course offering, the “Attendance Status Reference” is required for enrollment. Any idea what’s the issue and how to fix it? 🙏 Thanks!
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post r/app_dev_ai u/kubernetes01 2026-06-24
# Selecting an Enterprise Mobile Application Development Platform (MADP) The mobile ecosystem demands far more than just sleek user interfaces. Today, an [Enterprise Mobile Application Development Platform (MADP)](https://wavemaker.ai/platform/) is expected to act as a mission-critical bridge connecting field personnel, global departments, and complex backend systems. With industry shifts leaning heavily toward autonomous development workflows and open architectures, choosing the right framework is a core business strategy. When evaluating an enterprise platform, prioritize the following six foundational capabilities to future-proof your digital infrastructure. # 1. Hybrid AI and Intelligent Automation Enterprise platforms are shifting from simple "drag-and-drop" builders to AI-first ecosystems. A modern MADP must support both development-phase automation and runtime intelligence. * **AI-Assisted Development:** The platform should feature natural language code generation, smart debugging, and architectural recommendations to accelerate time-to-market. * **The Guardrail Imperative (The "Two-Pass" Approach):** Pure generative LLMs are prone to "hallucinating" faulty code. Leading platforms like **WaveMaker AI** address this with a deterministic, architecture-first **Two-Pass Coding System**. AI agents first process design files (such as Figma) or natural language prompts into a structured, stack-agnostic app markup. A second-pass compiler then safely translates that markup into enterprise-grade code, ensuring rapid AI generation without sacrificing architectural integrity. * **Edge AI & On-Device Processing:** Due to privacy regulations and latency demands, the platform must facilitate the deployment of lightweight machine learning models directly on mobile hardware for real-time image recognition, voice interfaces, and predictive analytics. # 2. Deep Integration and API Orchestration Backend system integration can account for up to 70% of total mobile app development costs. Enterprises operate on extensive, often siloed software ecosystems. > Look for a platform that features an extensive catalog of pre-configured connectors and robust API management utilities. Modern systems use agentic workflows to automatically detect relevant APIs, orchestrate multiple endpoints into a unified data flow, and bind them instantly to UI components. |**System Category**|**Crucial Enterprise Integrations**| |:-|:-| |**Core Operations**|ERP (SAP, Oracle), CRM (Salesforce)| |**Workforce & Productivity**|HRMS (Workday), Identity Providers (Active Directory, Okta)| |**Data & Collaboration**|Complex relational databases, cloud storage, enterprise service buses (ESBs)| # 3. Zero-Trust Security Architecture Consumer applications can rely on basic HTTPS encryption, but enterprise apps require a highly disciplined, multi-layered security posture natively woven into the platform's DNA. * **Identity & Access Control:** The platform must support fine-grained **Role-Based Access Control (RBAC)**, Multi-Factor Authentication (MFA), and modern single sign-on (SSO) protocols (SAML, OpenID, JWS). * **Data Security:** Look for automated end-to-end encryption for data both in transit and at rest. * **Compliance Frameworks:** The platform's hosting and deployment guardrails should automatically comply with international standards such as SOC 2, ISO 27001, GDPR, and industry-specific regulations like HIPAA. * **Device Management Compatibility:** Seamless integration with Mobile Device Management (MDM) and Mobile Application Management (MAM) policies is non-negotiable for handling corporate data on employee-owned (BYOD) hardware. # 4. Full Offline Mode with Robust Data Synchronization Field technicians, supply chain managers, and logistics personnel frequently work in environments with poor or non-existent cellular coverage. A viable enterprise platform must support **local data caching** and an intelligent **conflict resolution engine**. Users should be able to execute complex workflows completely offline. When a 5G or Wi-Fi connection is re-established, the platform should sync changes in the background, gracefully handling records that may have been altered simultaneously by other users. # 5. Native Performance and the "No Lock-In" Escape Hatch Maintaining separate native codebases for iOS, Android, and Web is financially and operationally inefficient for most enterprise IT budgets. Ensure the MADP utilizes a unified codebase framework—such as **React Native** for mobile and **Angular/React** for web—that compiles down to native performance across diverse form factors (smartphones, industrial tablets, and foldables). However, code generation introduces a critical risk: **vendor lock-in**. Many low-code platforms lock your application logic inside a proprietary runtime environment. > Platforms like **WaveMaker** champion this approach. If your enterprise ever decides to migrate off the platform, your development team should be able to simply export the raw source code into standard repositories (like GitHub or GitLab) and maintain it manually using popular IDEs, with zero financial or technical penalties. # 6. Enterprise DevOps & Lifecycle Governance Building the application is only the first phase; maintaining it across a large-scale lifecycle is where the real work begins. **1.Automated CI/CD Integration:**Continuous Delivery. The platform must automate building, testing, and staging cross-platform binaries instantly via native hooks into systems like GitLab CI/CD or Jenkins. **2.Hybrid Studio Verification:**Developer Review. To ensure AI safety, platforms should offer a Hybrid Developer Studio environment. This allows senior engineers to effortlessly toggle between an AI agent prompt, a visual WYSIWYG canvas, and a raw code editor to review, test, and fine-tune code before submission. **3.Over-the-Air (OTA) Updates:**Agile Maintenance. Ensure the platform can push critical bug fixes, security patches, and minor logic adjustments directly to user devices, bypassing lengthy app store review cycles. **4.Centralized Governance & Audit Trails:**Operational Transparency. Administrators need a single dashboard to monitor app performance, track user metrics, enforce access limits, and view detailed audit logs showing exactly who accessed corporate assets. # The Strategic Takeaway When choosing an enterprise platform, avoid selecting a tool solely based on the immediate simplicity of its UI designer. The true value of an MADP lies underneath the surface. By balancing the speed of modern Agentic AI tools with the safety of a deterministic compiler, and prioritizing open-standards code stacks like those found in WaveMaker, enterprise IT leaders can deliver applications that are fast to deploy, safe to scale, and entirely under corporate ownership. Read More: [WaveMaker Agentic AI Application Development Platform](https://wavemaker.ai/) [AI App Building Platform](https://wavemaker.ai/platform/) [Design To Code](https://wavemaker.ai/design-to-code/) [Agentic AI App Development](https://wavemaker.ai/agents-dev/) [AI Mobile App Development](https://wavemaker.ai/mobile/) [Two Pass Coding with Zero Drift Production Code](https://wavemaker.ai/two-pass/) [Agentic Architecture](https://wavemaker.ai/architecture/) [Two Pass Development](https://wavemaker.ai/two-pass/) [Hybrid AI App Development](https://wavemaker.ai/hybrid-studio/) [WaveMaker AI Use Cases](https://wavemaker.ai/use-case/) [Contact Us for More Information](https://wavemaker.ai/contact-us/)
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post r/thewebscrapingclub u/random-scraper 2026-06-24
(no body — comment matched in title or URL only)
post r/apify u/random-scraper 2026-06-24
For anyone here who does sourcing or pipeline building across multiple companies — I just finished filling out my ATS scraper coverage on Apify. Now covers: \- Ashby (cookie-free, with contact emails) \- Greenhouse (any board URL) \- Workday (any tenant) \- Lever \- Personio \- BambooHR \- SmartRecruiters \- Plus a "Multi-ATS" actor that runs across all of the above + Workable, Recruitee, and more in one call Paste any company's careers URL or board slug → get the full board (title, description, comp, location, dept, apply link, contact email where available) in one API response. Output is flat CSV/JSON/Excel ready for any downstream tool. If you've been duct-taping LinkedIn + manual scraping, this might save you hours. Catalog with filter + search: [muhamed-didovic.github.io](http://muhamed-didovic.github.io) Open to: \- Feedback on which ATS coverage gaps still bug you (the catalog doesn't yet cover Teamtailor, Recruit CRM, Pinpoint — would those help?) \- Stories on what you do with structured job data (training sales playbooks? competitive intel?) \- Pricing — I'm trying to figure out fair $/1k for ATS pulls. Curious what you'd pay. Not pitching — happy to share approaches/code privately if useful.
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post r/ValueInvesting u/SaltTemperature133 2026-06-24
> # Part 1: Software Moats Are Never About Code — They Are About Ecosystems and Standards The SaaS doomsday narrative comes in two classic variants, both circulating widely across X and financial communities, both sounding plausible on the surface, and both making the exact same fatal mistake. # Variant One: "AI-Native Custom Development Shops" Will Replace SaaS The story goes like this: a new breed of AI-native development companies will emerge, building bespoke HR systems, ERPs, and CRMs for every enterprise using AI-generated code — rendering subscriptions to ServiceNow, SAP, Workday, and Salesforce obsolete. Companies will simply "build their own." It sounds compelling. It ignores one thing: **software is never a one-time asset once written. It is a liability that requires permanent maintenance.** The historical graveyard of "build your own" failures makes this painfully clear. The UK's National Programme for IT: launched by the British government in 2003, the project aimed to build a unified electronic patient records system for the entire NHS. After a decade and more than £12 billion spent, it was officially abandoned in 2011 with almost nothing usable to show for it — the single most expensive IT project failure in public sector history. Queensland Health Payroll System, Australia: over A$1.2 billion spent customizing a SAP-based payroll system, which upon launch catastrophically failed to pay thousands of nurses and doctors for months, eventually triggering a full parliamentary inquiry. The FBI's Virtual Case File: the FBI spent $170 million and three years building a custom case management system, only to discover on the eve of launch that it was completely unusable. The entire project was scrapped. Germany's Lidl: spent over €500 million across seven years attempting to customize SAP for its operations, abandoned the effort entirely in 2018, and reverted to standard SAP — seven years of work and hundreds of millions of euros, ending exactly where they started. These failures share one common thread: **the cost of "custom" is never the development cost. It is the ongoing cost of maintenance, updates, compliance, and integration.** Every OS upgrade requires adaptation. Every regulatory change — labor law, tax code, data privacy directive — requires synchronization. Every internal restructuring requires reconfiguration of permissions. SAP and Workday subscriptions already bundle all of that. Build your own, and your team now owns every one of those responsibilities indefinitely. More fundamentally, the **domain knowledge** these companies have accumulated over decades is not in the code. Workday's HR modules encode labor law across dozens of countries, continuously updated. SAP's financial engine is a living implementation of GAAP, IFRS, and countless national tax regimes. ServiceNow's ITIL framework is the crystallization of decades of IT industry best practices, refined through edge cases discovered across tens of thousands of enterprise deployments. An AI-native custom system can handle the scenarios you describe to it. What it cannot handle are the scenarios you haven't thought of yet — and that is precisely where enterprises get burned. History has told us this story repeatedly: **a technically superior challenger does not automatically defeat an incumbent that owns the ecosystem and the standards.** In the mid-1990s, Netscape Navigator was objectively better than Internet Explorer across almost every technical dimension, commanding 90% market share. Microsoft bundled IE directly into Windows and crushed Netscape — not through better code, but through distribution control. Betamax was widely acknowledged to have superior picture quality over VHS, yet lost the format war because Matsushita and JVC controlled more content licensing. Today, ServiceNow maintains a 98% renewal rate among Fortune 500 companies — not because there are no comparable alternatives (Atlassian's JSM is priced at roughly one-fifth of NOW) — but because ripping ServiceNow out of a large enterprise's IT, HR, and security operations is itself a multi-year, tens-of-millions-of-dollars engineering undertaking. That switching cost dwarfs any competitor's pricing advantage by an order of magnitude. If any enterprise genuinely abandons its existing SaaS ecosystem in favor of some "AI-native alternative," they should first do the math: the time and risk required to rebuild a new ecosystem may far exceed the time required to modernize the existing one to meet AI-era standards. More ironically, companies that take this path will find they are no longer the beneficiary of Software as a Service — they have become the raw material, the data source and ecosystem-building fuel, for the AI platform companies. It is no longer Software as a Service. It is **Surrender as a Serf** — same acronym, entirely different meaning. # Variant Two: AI Agent Adoption Will Cause Seat-Based Subscription Revenue to Collapse The second variant is more specific: as AI agents replace human workers inside enterprises, the headcount supporting per-seat subscriptions will shrink, and SaaS revenues will follow. The logic sounds coherent. The actual data says otherwise. **Where exactly is the seat reduction? Show your work.** Two data points from the most recent earnings cycle answer this directly. Salesforce's latest quarterly results showed Agentforce ACV surpassing $1 billion with nearly 30,000 deals closed. Critically, this is not seat revenue being replaced by agent subscriptions — it is an entirely new revenue layer sitting on top of existing human seat revenue. Enterprise headcount did not decline. Customers with AI agent capabilities in place are simply spending more on the same platform. Salesforce's AI revenue is additive, not substitutive. Atlassian's Rovo AI now has over 5 million monthly active users. Customers using Rovo are growing ARR at twice the rate of customers who are not. AI capability is functioning as a retention and upsell tool, not a seat compression mechanism. Both data points point to the same conclusion: **AI agents are revenue amplifiers for SaaS platforms, not headcount cannibals.** The fear that "fewer people means fewer subscriptions" rests on an assumption that has yet to show up in a single earnings report. Even if seat counts do eventually soften, the SaaS incumbents have already repositioned ahead of it. These companies are aggressively moving toward consumption-based pricing, outcome-based pricing, and enterprise-wide agreement structures with higher total contract values. This is not defensive posturing — it is a deliberate upgrade of their monetization ceiling. ServiceNow is particularly well-positioned. Seat-based revenue already represents only about 50% of NOW's total revenue — the company was never fully dependent on headcount to begin with. More importantly, NOW has been bundling AI Control Tower directly into enterprise subscriptions with a free trial period. The strategic logic is straightforward: once a company's AI agent governance, security compliance, and ticket automation are all flowing through Control Tower, the system becomes the nervous system of that enterprise's digital operations within months. Almost no one voluntarily disconnects from their nervous system. This is not a sales tactic — it is product-level lock-in, identical in mechanism to how Apple's ecosystem works. **The deeper point: in the age of AI agents, the value of SaaS platforms does not shrink — it upgrades.** For AI agents to actually "do things" inside an enterprise — trigger approvals, modify records, call APIs, execute tickets — there must be somewhere that records what was done, who authorized it, and whether the outcome was compliant. That "somewhere" is precisely the System of Record that ServiceNow, SAP, and similar platforms have spent decades building inside enterprise operations. The more agents there are, the more critical that governance and record layer becomes — not more redundant. Every additional AI agent running inside an enterprise is one more entity that needs to be governed, audited, and managed — that is a tailwind for these platforms, not a headwind. # Part 2: What the Market Is Actually Afraid Of — and Why It Is Wrong The market's fear is not entirely unfounded. It has real case studies behind it. Chegg ($CHGG): nearly zero moat, a product that provided standardized homework help. When ChatGPT arrived, students got better answers for free. Chegg's subscriber base collapsed within a couple of quarters and the stock followed. This is a genuine case of AI destroying a SaaS business — but it is also the clearest possible illustration of the necessary conditions for that outcome: **thin moat, standardized product, zero switching cost.** What fits that description is Chegg. What does not fit that description is SAP. Adobe ($ADBE): as generative AI image creation rapidly improved, the market concluded that Midjourney and Sora could replace Photoshop and Premiere. ADBE traded to multi-year lows. In reality, Adobe Photoshop with Firefly integrated still substantially outperforms any publicly available AI image tool in precision professional use cases. The PDF format, digital signature standards, and print output specifications that Adobe defined are industry infrastructure — no AI tool can bypass them and still function professionally. Adobe has real risks, but "replaced by AI" dramatically overestimates the professional capability ceiling of current AI tools. Duolingo ($DUOL): this one warrants genuine caution. Sam Altman has publicly expressed interest in providing free education. If OpenAI develops a serious educational product, Duolingo's moat — gamified language learning — does not hold up well against a truly conversational AI language partner. This is a name I would not put on today's buy list. Then came the catalyst for the current wave of panic: Anthropic launched Claude Cowork, SaaS stocks sold off sharply on the day, and the market's narrative escalated from "specific features being disrupted" to "AI agents will eventually handle all enterprise workflows and the entire software layer will be zeroed out." Three fundamental rebuttals to that narrative: # Rebuttal One: Challengers Think They Are Changing the Rules. Incumbents Already Shipped Your Disruption as a Plugin. There is a fact the large model companies would prefer you not focus on: **the capabilities you believe are disruptive have already been absorbed into the existing software as features** — often running at higher precision inside more specialized professional contexts. Adobe Firefly is already inside Photoshop. Professional designers do not need to switch to Midjourney; they use AI directly inside the tool they already know, with uninterrupted workflow, higher output precision, and cleaner commercial licensing. ServiceNow's Now Assist already performs intelligent classification, auto-summarization, and solution recommendations inside ITSM tickets. Salesforce's Agentforce crossed $1 billion in ACV with nearly 30,000 deals. These are not PR gestures — these are signed contracts. Now consider the inverse question: how well does a general-purpose large language model trained on public internet data perform when processing a multinational corporation's proprietary ERP data, internal approval workflows, and historical IT ticket records? The Bain survey of nearly 1,000 companies answers it: close to 40% of enterprises reported actual AI cost savings below 10% of their stated targets. A general-purpose model facing enterprise-specific proprietary data is like a brilliant new graduate with no industry experience — genuinely intelligent, but nowhere near capable of independently conducting a financial compliance audit. "Smart" and "domain-ready" are separated by decades of specialized knowledge accumulation. More critically: **even as AI capabilities continue to advance rapidly, these incumbent SaaS platforms will be among the first to integrate and benefit from those advances — not the last to be displaced by them.** Because they control the data, the integrations, and the user habits — any new AI capability must flow through these platforms to reach enterprise users at scale. # Rebuttal Two: Staying on Your SaaS Platform Means Zero-Cost Model Switching. Moving to an AI Ecosystem Means Being Locked In. This is the most underappreciated point in the entire debate. **Choosing to continue using ServiceNow, SAP, or Workday leaves you completely free at the AI model layer.** ServiceNow's pricing model charges per "assist" — per task execution — with no binding to any specific underlying model. NOW's multi-model routing architecture is publicly documented: high-frequency IT ticket summarization goes through NOW's own LLM or NVIDIA's open-source Nemotron; deep technical reasoning goes to Google Gemini; HR cases requiring empathetic language go to Anthropic Claude; general agent orchestration goes through Azure OpenAI. The implication is significant: **you can swap the underlying model for whatever is cheaper and more capable next month — including GLM-5.2, or whatever open-source breakthrough arrives next year — without changing a single line of your enterprise workflow.** The inverse is also true. If you bet on a proprietary AI platform's agent solution to replace your existing SaaS stack, you have staked your workflows, your data, and your integrations on a single vendor's roadmap. In an environment where model capability leaderboards turn over every few months, that single-vendor dependency is a deliberate surrender of optionality — and optionality is precisely what is most valuable in the age of AI agents. # Rebuttal Three: The Rise of Open-Source Models Is a Threat to AI Labs. It Is a Windfall for SaaS Companies. The recently released GLM-5.2 ranks fourth on the Artificial Analysis Intelligence Index — positioned between Gemini 3.5 Flash and Claude Opus 4.8 — outperforms GPT-5.5 on long-horizon coding benchmarks, carries inference costs at roughly one-sixth of Claude's flagship tier, and ships under a fully open MIT license. The media has widely characterized it as an event comparable to last year's DeepSeek shock. It was released with unmistakable strategic timing: just days after new US export control directives took effect, directly answering the question "what do you use as your foundation model when access to American frontier models is restricted?" If open-source model capabilities continue advancing — if models like GLM-5.2 can handle increasingly complex agentic reasoning tasks within the next year — enterprise dependency on expensive closed-source APIs like Claude and GPT will systematically decline. **This represents a potential shock to AI lab revenue that may be more severe than January 2025**, because this time the disruption is not limited to training efficiency — it is a systematic erosion of the pricing premium on closed-source inference. And today's AI labs are deeply entangled with semiconductor hardware and cloud providers through high-leverage financing loops: if downstream AI lab margins get compressed, every node in that transmission chain feels the pressure. (This will be covered in detail in a dedicated follow-up post.) For the SaaS companies in today's headline, the effect runs in the opposite direction: **the stronger open-source models become, the lower SaaS platforms' model routing costs, and the higher their AI feature gross margins.** ServiceNow can route more tasks to free open-source models like GLM-5.2, reducing dependency on expensive closed APIs, while the per-task fee charged to customers remains unchanged. That is pure margin expansion — not a risk. Microsoft Copilot has already announced plans to incorporate open-source models across different reasoning tiers, validating this commercial logic. **Summary**: AI labs' API pricing power is being systematically eroded by open-source alternatives. SaaS platforms, sitting above the model layer and routing flexibly across all available models, are the quietest beneficiaries of the open-source revolution. # Part 3: If SaaS Doomsday Actually Arrives, It Will Be Everyone's Doomsday Let us conduct a thought experiment. Follow the SaaSpocalypse narrative all the way to its logical conclusion and see where the path ends. Suppose OpenAI and Anthropic actually succeed. They build new ecosystems that dissolve the moats ServiceNow, SAP, Workday, and Salesforce spent decades accumulating. All enterprises migrate their data and workflows onto AI platforms. The SaaS incumbents disappear. What falls next? If enterprises have handed all their data to AI platforms, what purpose does Windows serve as an operating system? Microsoft's moat collapses alongside the SaaS companies. If AI platforms now hold all enterprise and personal data, why would anyone search on Google? Google's entire business model becomes structurally irrelevant. If AI launches social recommendation and shopping features, what remains of Meta's and Amazon's traffic moats? If the AI labs begin selling their own hardware — rings, glasses, watches — and their own inference chips, Apple's and NVIDIA's ecosystem barriers face direct assault. At that point, AI controls the full corpus of proprietary and public data accumulated by human civilization. It controls every entry point from information retrieval to commercial transaction to work execution. It manufactures the chips required to run itself. Congratulations. What you have just described is not a new commercial landscape. It is Skynet. **This narrative, followed to its end, produces only two possible conclusions:** Either the chain breaks somewhere — some moat exists in the real world that AI cannot dissolve — in which case the companies that are "too structurally embedded to be swallowed by Skynet" are exactly what you should be buying into during today's panic. Or the chain holds. In that case, your investment portfolio will be the least of your concerns. **When the market is most afraid, the companies with genuinely durable moats are typically the ones most mispriced.** $NOW today carries a five-year total return of barely 30%, has declined nearly 40% over the past year, and trades at a 23x forward P/E that contains virtually no AI growth premium — while simultaneously holding $27.7 billion in remaining performance obligations, an accelerating Now Assist ACV trajectory, a security moat built through the Armis and Veza acquisitions, and an AI Control Tower strategy with Jensen Huang's personal endorsement. This is not a story of AI disruption. This is a story of market mispricing. Personal opinion only. Not investment advice. Discussion welcome. *Next post: Why a second DeepSeek shock will be significantly more severe than the first — and how the high-leverage financing loop connecting AI labs, semiconductor hardware, and cloud providers will transmit that impact through the system.*
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post r/workday u/East-Steak4858 2026-06-24
Hi all, We are trying to make the long-term sick leave process leaner in our company as it involves more manual work now. I have attached our current process here, let me know your ideas on which step we can try to make it leaner by using technology with reduced manual effort! and also tell me how it is in your company. Current process- START Identify potential long-term sickness — via Workday report, or info from manager / People Partner Assess type of long-term sickness — continuous or cumulative ◆ Public or private health insurance? → Private: request documents from employee → Public: continue Request confirmation from payroll provider + pre-existing-illness inquiry Inform Manager & People Partner — via Workday Help Center Calculate start of long-term sickness — use calculator to find end of continued pay (Entgeltfortzahlung); enter manually in Workday (People operations only) Maintain tracking list — add employee, record expected end/return date Review & manage benefits — reevaluate BAV, JobRad, JobTicket, Urban Sports Club (if absence > 1 full calendar month) Inform employee — email to private address re sickness obligations, benefits impact, etc. ◆ Reintegration requested (optional)? → Yes: 9. Hamburg Model (Wiedereingliederung) → No: continue Manage return — run "Return Worker from Leave" in Workday; reactivate benefits; inform Manager & People Partner; inform Payroll if needed END
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post r/jenova_ai u/Rude-Result7362 2026-06-24
The importance of professional growth — seeking development opportunities breaks stagnation and drives career and organizational success [**Resume & Cover Letter Writer**](https://www.jenova.ai/a/resume-and-cover-letter-writer) is an AI-powered career document specialist that creates tailored, ATS-optimized resumes and cover letters matched to your target role, company, and industry. In a job market where applicants submit [32 to 200+ applications before landing an offer](https://blog.hiringthing.com/2025-job-application-statistics-updated-data-you-need-to-know), and recruiters spend just [6–8 seconds on an initial resume scan](https://careers.tufts.edu/blog/2025/10/29/how-a-recruiter-reviews-your-resume/), a generic document simply won't survive the funnel. ✅ Researches your target company and role before writing a single line ✅ Produces ATS-optimized formatting that parses cleanly across Workday, Greenhouse, and Lever ✅ Tailors keyword density to match specific job descriptions — closing the gap most applicants miss ✅ Generates both resume and cover letter in a single workflow, voice-matched and role-aligned To understand why most applications never reach a human reviewer — and how this AI changes the math — let's look at the numbers shaping the 2026 job market. # Quick Answer: What Is the Resume & Cover Letter Writer? [**Resume & Cover Letter Writer**](https://www.jenova.ai/a/resume-and-cover-letter-writer) **is an AI career document specialist that researches your target company, analyzes job descriptions, and produces tailored, ATS-optimized resumes and cover letters designed to pass automated screening and hold recruiter attention.** **Key capabilities:** * Analyzes job descriptions and maps missing keywords into your resume naturally * Researches target companies to align your positioning with their culture and priorities * Formats documents for clean ATS parsing — single-column, standard headers, no embedded tables * Writes cover letters that complement your resume without repeating it # The Problem: Why Most Resumes Never Get Read The 2026 job market is defined by brutal competition and razor-thin margins for error. The average corporate job posting now attracts [250 applications](https://www.resumeadapter.com/ats-statistics), with only 4 to 6 candidates making it to the interview stage. Online applications carry a [0.1%–2% success rate](https://blog.hiringthing.com/2025-job-application-statistics-updated-data-you-need-to-know), and the average time-to-hire has stretched to approximately [44 days](https://blog.hiringthing.com/2025-job-application-statistics-updated-data-you-need-to-know). But getting the job isn't just about qualifications — it's about surviving multiple layers of filtering before a human ever reads your name: * **The ATS compatibility gap:** The median first-submission ATS score is just [48 out of 100](https://www.resumeadapter.com/ats-statistics), with 51% of resumes scoring below 50 — putting them at risk of being buried in the queue before a recruiter opens them. * **The keyword gap:** Qualified candidates miss [52% of keywords](https://www.resumeadapter.com/ats-statistics) in the job descriptions they apply to, tanking their ranking despite having the right experience. * **The attention gap:** Even resumes that survive ATS get just [6–8 seconds of recruiter attention](https://careers.tufts.edu/blog/2025/10/29/how-a-recruiter-reviews-your-resume/) on the initial scan. * **The volume trap:** Job seekers now submit [32 to 200+ applications](https://blog.hiringthing.com/2025-job-application-statistics-updated-data-you-need-to-know) before landing a single offer, making per-application customization nearly impossible to sustain manually. # 📄 The Formatting Trap >**Multi-column resume layouts reduce skills section parsing accuracy to just** [**35%**](https://www.resumeadapter.com/ats-statistics), compared to 65% for single-column formats — meaning nearly half your skills may be invisible to ATS. Many candidates unknowingly sabotage themselves with visually appealing templates that break ATS parsing entirely. Tables, columns, graphics, and non-standard section headers cause [23% of parsing failures](https://www.resumeadapter.com/ats-statistics). Your beautifully designed resume might render as garbled text in the recruiter's dashboard. # 🧠 The Qualified-But-Filtered Problem >**88% of employers acknowledge that qualified, high-skilled candidates are screened out** because they don't exactly match automated search criteria — [Harvard Business School and Accenture, "Hidden Workers: Untapped Talent"](https://www.resumeadapter.com/ats-statistics) This isn't a skills problem. It's a translation problem. You have the experience — your resume just doesn't speak the same language as the job description. And when you're sending dozens of applications per week, manually aligning each one becomes unsustainable. # 😔 The Mental Health Cost >**72% of job seekers report that the job search negatively affects their mental health**, driven by long hiring cycles and inconsistent employer communication — [HiringThing](https://blog.hiringthing.com/2025-job-application-statistics-updated-data-you-need-to-know) The emotional toll compounds: dozens of tailored applications, silence from employers, no feedback on what went wrong, and a growing sense that the system is designed to filter you out. It's not just inefficient — it's demoralizing. # Why Resume & Cover Letter Writer [Resume & Cover Letter Writer](https://www.jenova.ai/a/resume-and-cover-letter-writer) treats every application as a research project — not a template fill. It analyzes the target company, deconstructs the job description, maps keyword gaps, and produces documents that are strategically aligned from the first line to the last. This is the difference between mass-applying with a static PDF and submitting a resume that's been reverse-engineered to rank in the recruiter's ATS queue. |Traditional Approach|Resume & Cover Letter Writer| |:-|:-| |One generic resume sent to hundreds of roles|Tailored documents aligned to each specific job description| |Manual keyword guessing from job listings|Systematic keyword mapping that closes the 52% gap| |Beautiful templates that break ATS parsing|Clean, ATS-safe formatting that parses across all major platforms| |Cover letters that restate the resume|Complementary cover letters that add context and demonstrate fit| |Hours per application for customization|Complete resume + cover letter package in minutes| |No company research — generic positioning|Target company research baked into every document| # 🔍 Company-Aware Positioning The agent doesn't write in a vacuum. It researches your target company — culture, recent initiatives, industry position — and reflects that understanding in how it frames your experience. Your resume doesn't just say what you've done; it says why it matters *to this employer*. >*"I'm applying for a Senior Product Manager role at Stripe. Here's my current resume and the job description."* # 🎯 Keyword Gap Analysis With [52% of relevant keywords missing](https://www.resumeadapter.com/ats-statistics) from the average qualified applicant's resume, the agent identifies exactly which terms your document lacks and weaves them into your experience descriptions naturally — no keyword stuffing, no awkward phrasing. >*"Analyze this job description and tell me what keywords my resume is missing before rewriting it."* # 📐 ATS-First Formatting Every document follows the formatting rules that prevent parsing failures: single-column layouts, standard section headers, no embedded tables or graphics. The [17-point average ATS score improvement](https://www.resumeadapter.com/ats-statistics) that comes from a single optimization cycle? This agent builds that optimization in from the start. # ✍️ Voice-Matched Cover Letters The cover letter isn't an afterthought. The agent produces a letter that complements your resume — expanding on key achievements, explaining career transitions, and demonstrating genuine interest in the specific role. Both documents share a consistent professional voice without redundancy. >*"Write a cover letter for the Stripe role that addresses my transition from consulting to in-house product management."* # Related Agents You'll Also Find Useful Your resume and cover letter are the entry point — but the job search involves preparation before and after the application lands. # [Interview Coach](https://www.jenova.ai/a/interview-coach) Once your tailored resume gets you past the ATS and into the interview pipeline, preparation becomes the next bottleneck. Interview Coach runs mock interviews across behavioral, case, technical, and executive formats — specific to your target role and company. * Behavioral question prep with STAR framework coaching * Company-specific interview research and question prediction * Real-time feedback on answer structure, depth, and delivery # [Career Advisor](https://www.jenova.ai/a/career-advisor) If you're navigating a career transition, pivot, or advancement strategy, Career Advisor helps you define your trajectory before you start tailoring applications. It covers exploration, industry switching, salary negotiation positioning, and long-term career architecture. * Career path mapping based on your experience and goals * Industry transition strategy with transferable skills identification * Advancement roadmaps for current role or new direction # [Resume Screener](https://www.jenova.ai/a/resume-screener) For hiring managers on the other side of the table — if you're reviewing candidates, Resume Screener analyzes job descriptions, scores applicants against requirements, detects red flags, and identifies standout talent from large applicant pools. * JD analysis and scoring rubric generation * Candidate ranking with detailed justification * Red flag detection and consistency verification # How It Works https://preview.redd.it/u0d33kc8079h1.png?width=1814&format=png&auto=webp&s=f75e3de0a53ce9a5b0eb6309de407ff36877223c **Step 1: Share Your Target Role and Current Materials** Paste the job description you're targeting and upload your existing resume (or describe your experience if starting from scratch). The agent analyzes both to understand your background and the specific requirements of the role. >*"Here's the job listing for a Data Analyst role at JPMorgan and my current resume. I want to emphasize my Python and SQL experience."* **Step 2: Let the Agent Research and Analyze** The agent researches the target company — its recent initiatives, culture, industry positioning — and deconstructs the job description to identify critical keywords, required qualifications, and preferred competencies. It maps what your current resume covers versus what's missing. >*"What keywords am I missing for this role? What should I emphasize from my background?"* **Step 3: Receive Your Tailored Resume** The agent produces a complete, ATS-optimized resume with clean formatting, strategically placed keywords, and experience descriptions reframed to align with the specific role. Every bullet point translates your past work into the language the employer (and their ATS) expects. >*"Rewrite my experience section to better align with the data engineering aspects of this job description."* **Step 4: Get Your Matched Cover Letter** Without repeating what's already on the resume, the agent writes a cover letter that adds narrative context — explaining career transitions, highlighting specific achievements relevant to the company, and demonstrating genuine understanding of the role. >*"Write the cover letter focusing on why I'm moving from fintech consulting to an in-house analytics role."* **Step 5: Iterate and Refine** Review both documents and request targeted adjustments. Shift emphasis between skills, adjust tone for different industries, or create variants for multiple roles — all within the same session, with the agent maintaining context across revisions. >*"Make the tone more technical for this engineering-focused team, and add a quantified impact statement to my second role."* # Results & Use Cases # 📊 Career Switcher Targeting a New Industry **Scenario:** A marketing manager with 8 years of experience wants to transition into product management at a SaaS company. **Traditional Approach:** Spends hours manually rewriting each experience bullet to emphasize product-adjacent responsibilities. Still misses critical PM terminology. Sends a generic cover letter explaining the transition in vague terms. Application disappears. [**Resume & Cover Letter Writer**](https://www.jenova.ai/a/resume-and-cover-letter-writer)**:** Analyzes the PM job description, identifies transferable skills, reframes marketing campaign management as cross-functional product delivery, maps missing PM keywords (roadmap prioritization, stakeholder alignment, user research) into experience descriptions, and produces a cover letter that narratively bridges the career transition. * Keyword coverage increased from \~48% to 80%+ alignment with the target JD * Career transition framed as a strategic evolution, not a lateral jump * Both documents ready in under 15 minutes # 💼 Senior Professional Applying to Multiple Roles **Scenario:** A finance director with 15 years of experience is applying to VP-level roles at three different companies — a Fortune 500, a growth-stage startup, and a PE-backed portfolio company. **Traditional Approach:** Uses one resume for all three, changing only the company name in the cover letter. Misses that each organization values entirely different aspects of the same experience. Gets screened out by two of the three. **Resume & Cover Letter Writer:** Produces three tailored resume-and-cover-letter sets, each emphasizing different dimensions — operational scale for the F500, speed and adaptability for the startup, and portfolio optimization for the PE firm — all from the same base experience. * Three application packages generated from one session * Each tailored to the specific company's culture and the role's unique requirements * Consistent professional voice across all variants # 📱 Recent Graduate Applying From Mobile **Scenario:** A recent communications graduate is commuting and wants to apply to an entry-level PR coordinator role before the listing closes tonight. **Traditional Approach:** Tries to edit a Word document on their phone, fights with formatting, pastes a generic cover letter, submits something they're not confident in. **Resume & Cover Letter Writer:** On mobile, the graduate pastes the job listing, describes their internship and coursework, and receives a polished, ATS-compliant resume and targeted cover letter — both formatted and ready to submit before their train arrives. * Full application package created during a 30-minute commute * ATS-safe formatting applied automatically — no desktop required * Cover letter specifically addresses the company's recent PR campaigns # 🎯 International Professional Navigating US Job Market Conventions **Scenario:** A software engineer relocating from Germany to the US needs to adapt their CV to American resume conventions — removing the photo, adjusting formatting, and translating European role titles into US-equivalent terminology. **Traditional Approach:** Searches "US resume format" and manually converts their multi-page European CV, guessing at which sections to cut. Accidentally leaves in personal details that US employers flag as unusual. [**Resume & Cover Letter Writer**](https://www.jenova.ai/a/resume-and-cover-letter-writer)**:** Converts the CV to a concise US-format resume, translates role titles and qualifications into American equivalents, removes non-standard elements, and produces a cover letter that positions international experience as a competitive advantage. * European CV converted to US conventions with correct terminology * International experience framed as a differentiator, not a question mark * Cover letter addresses work authorization proactively # FAQ # Is the AI Resume & Cover Letter Writer free to use? Yes. [Resume & Cover Letter Writer](https://www.jenova.ai/a/resume-and-cover-letter-writer) is available on Jenova's free tier with core features included. Paid plans unlock higher usage limits, custom model selection, and watermark-free document downloads — starting at $20/month. # How is this different from resume template tools like Canva or Zety? Template tools give you a layout. Resume & Cover Letter Writer gives you the *content*. It researches your target company, analyzes the job description for keyword gaps, and writes tailored copy for both your resume and cover letter. It's a strategist, not a formatter. # Can it optimize my resume for ATS systems like Workday or Greenhouse? Yes. The agent produces documents with single-column layouts, standard section headers, and clean formatting that [parses correctly across all major ATS platforms](https://www.resumeadapter.com/ats-statistics). It also maps job description keywords into your experience descriptions to improve your ATS ranking score. # Does it work for career changers with non-traditional backgrounds? Absolutely. The agent identifies transferable skills from your existing experience and reframes them using the terminology and keyword patterns of your target industry. It also produces cover letters that narratively bridge career transitions without sounding defensive. # Can I use it on my phone? Yes. Jenova works with full feature parity across web, iOS, and Android. You can paste a job listing, describe your experience, and receive a complete resume and cover letter package entirely from your phone. # How accurate and reliable is the output? The agent produces professional-grade content grounded in your actual experience and the specific job description you provide. It doesn't fabricate credentials or inflate qualifications. Every document is designed for human review and refinement — you retain full control over the final version. # Conclusion The math of the modern job market is unforgiving: 250 applicants per role, 6–8 seconds of recruiter attention, and more than half of all resumes scoring below 50 on ATS compatibility before a human ever opens them. Generic applications don't just underperform — they vanish. [Resume & Cover Letter Writer](https://www.jenova.ai/a/resume-and-cover-letter-writer) closes the gap between your qualifications and how effectively your documents communicate them. It researches the company, maps the keywords, formats for ATS, and writes both resume and cover letter as a strategically aligned package — tailored to each role, every time. Try [Resume & Cover Letter Writer](https://www.jenova.ai/a/resume-and-cover-letter-writer) now — no credit card required. Explore the full agent library at [Jenova](https://www.jenova.ai).
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post r/Workday_Community u/onlyme--67 2026-06-24
We have a requirement to bring employee office attendance data from an external vendor system into Workday and maintain a dashboard that accurately shows how many days a worker has been in the office during a given month. The requirement is to calculate the final count by considering: \- Attendance/In-office data from an external system \- Worker leave information from Workday \- Regional holiday calendars from Workday \- Final monthly in-office day count displayed on a dashboard My initial thought is that Workday Prism Analytics would be a good fit, where we can ingest the external attendance data, combine it with Workday leave and holiday calendar data, and then build the required reporting/discovery boards. However, I have a few questions: 1. Are there alternative approaches besides Prism that you've successfully implemented for similar use cases? 2. How would you handle the security model, especially when using Prism Discovery Boards? 3. What's the recommended approach to ensure: \- Employees can only see their own attendance data \- Managers can see their direct and indirect reports \- HR partners can only see employees within their assigned locations/organizations Would appreciate hearing from anyone who has implemented attendance analytics, occupancy tracking, or similar workforce reporting solutions in Workday. Thanks in advance!
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post r/workday u/onlyme--67 2026-06-24
​ We have a requirement to bring employee office attendance data from an external vendor system into Workday and maintain a dashboard that accurately shows how many days a worker has been in the office during a given month. The requirement is to calculate the final count by considering: \- Attendance/In-office data from an external system \- Worker leave information from Workday \- Regional holiday calendars from Workday \- Final monthly in-office day count displayed on a dashboard My initial thought is that Workday Prism Analytics would be a good fit, where we can ingest the external attendance data, combine it with Workday leave and holiday calendar data, and then build the required reporting/discovery boards. However, I have a few questions: 1. Are there alternative approaches besides Prism that you've successfully implemented for similar use cases? 2. How would you handle the security model, especially when using Prism Discovery Boards? 3. What's the recommended approach to ensure: \- Employees can only see their own attendance data \- Managers can see their direct and indirect reports \- HR partners can only see employees within their assigned locations/organizations Would appreciate hearing from anyone who has implemented attendance analytics, occupancy tracking, or similar workforce reporting solutions in Workday. Thanks in advance!
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