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3Sixty Insights HRTechChat

3Sixty Insights HRTechChat

By: WRKdefined Podcast Network
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Summary
 The buying cycle for enterprise software and technology shouldn't be a power struggle between departments. 3Sixty Insights is a research, advisory, and consulting firm providing deep understanding of how to bridge the gap in perception and priorities between stakeholders. Through our research, we unearth strategic approaches for streamlining the decision-making process, successfully managing solutions, and maximizing value from business software and technology investments.All rights reserved by WRKdefined Economics Leadership Management Management & Leadership
Episodes
  • #HRtechChat: Bridging the Gap Between HR, Finance, and AI with Marcus Mossberger

    #HRtechChat: Bridging the Gap Between HR, Finance, and AI with Marcus Mossberger
    Nov 13 2026
    In this episode of #HRTechChat, Nicole Roberts (Director & Principal Analyst, 3Sixty Insights) is joined by Marcus Mossberger from LYTIQS for an in-depth conversation about the operational and strategic gaps HR leaders live with—and the urgent imperative to close them. Drawing inspiration from the London Underground’s ubiquitous warning to "mind the gap," Marcus outlines the widening chasms defining modern organizations: the divide between current workforce capabilities and future business demands, the chronic language barrier between HR and finance, and the accelerating pace of AI development that makes quarterly and annual update cycles obsolete. Navigating that pace of change, Marcus and Nicole argue, requires looking beyond static headcounts to redesign the work itself—pairing tasks and technical capabilities with transferable behavioral characteristics like critical thinking, adaptability, and emotional intelligence. But as AI automates routine administrative burdens like compliance and time tracking, it introduces a dangerous trap: organizations flattening and inflating spans of control under the misguided assumption that management has suddenly become simpler. As Nicole points out, relational coaching, mentorship, and weekly one-on-ones are exponentially more demanding than approving expense reports, making it nearly impossible for leaders stretched across large teams to support their people effectively. That capacity challenge takes on acute urgency in healthcare, where the reality of "no margin, no mission" demands balancing a delicate three-legged stool: patient safety and care quality, workforce well-being, and financial sustainability. Marcus notes that high employee engagement in healthcare often paradoxically accelerates burnout, an issue superficial benefits cannot fix without deeper alignment between short-term workforce management (day-to-day scheduling) and long-term strategic workforce planning (skill mix and staffing ratios). To bridge these organizational divides, their advice to HR leaders is to embrace vulnerability, take calculated risks on emerging technology, and proactively build financial literacy. By sitting down with finance counterparts to understand P&L priorities and demonstrating how workforce metrics correlate with tangible business outcomes, HR earns the credibility needed to co-lead executive strategy. The ultimate vehicle for this transformation, Marcus suggests, is reimagining the HR Business Partner as "forward-deployed HR"—embedding agile, tech-savvy, and financially fluent partners directly onto the business frontlines to co-architect the future of work.
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    42 mins
  • #HRTechChat: John Dnyprowsky & Ryan Shapiro on Why PEO Buyers Need a Translator

    #HRTechChat: John Dnyprowsky & Ryan Shapiro on Why PEO Buyers Need a Translator
    Sep 9 2026
    In this episode of #HRTechChat, Nicole Roberts (Director & Principal Analyst, 3Sixty Insights) is joined by John Dnyprowsky—SVP of National Partnerships at Vensure Employer Solutions—and Ryan Shapiro—President & Founder of PEOMG and founder of the PEO Brokers Collective—for a conversation about a layer of the HR ecosystem most HR leaders don't know exists: the PEO broker. Ryan sorts buyers into five stages, from PEO-unaware to PEO-active, and puts roughly 60% of his own customers in the first two categories alone. That gap persists, he argues, because evaluating a PEO properly means running underwriting, tech demos, benefit-alignment calls, and financial reviews — and doing that credibly, more than once, isn't realistic for someone also running an HR department. A broker's job sits at the intersection of translation and validation: make a genuinely complex, under-understood category legible, then bring back options an employer can trust weren't shaped by whoever pays the best commission. That trust question gets a concrete answer in how PEOMG is built. Every match runs through a two-step process — a human evaluation against PEOMG's roster of 16 vetted PEOs, then a proprietary AI model that scores the same match across 36 points of alignment — with the human read winning out more often than the algorithm. To take compensation out of the equation entirely, PEOMG caps what it earns from any single PEO and donates everything above that cap to charity in the client's name, audited quarterly by a CPA. John and Ryan trace how fast the category around that trust problem has grown: PEO penetration into the SMB market has gone from roughly 1.5% in 2012 to 15% today — growth John pegs at 15x — while the broker channel serving it has grown by 50x on his estimate, a shift visible in the 38 brokers and 9 PEOs who gathered under one roof at the PEO Brokers Collective's first Convergence event. The Collective, which Ryan founded to give a fast-growing and previously disconnected community a shared home, now counts around 140 members and is preparing to launch an accreditation program built around ethical brokering standards. Their advice to any HR leader weighing a PEO: come to a broker with real transparency about what you don't yet understand, and get clear on your actual "why" before comparing providers — because if cost is the only reason, John warns, you're buying into a relationship that isn't easy to unwind.
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    54 mins
  • #HRTechChat: Rick Torrence on Treating AI Like Electricity

    #HRTechChat: Rick Torrence on Treating AI Like Electricity
    Sep 2 2026
    In this episode of #HRTechChat, Dylan Teggart (Principal Analyst, 3Sixty Insights) is joined by Rick Torrence—Chief Sales Officer at PrismHR with over 35 years of experience across the payroll and HCM industry—for a conversation about what happens once AI stops being a novelty and starts being infrastructure. Rick argues AI is headed toward the same fate as electricity: something nobody thinks about until it's not there. But he pushes back on treating that inevitability as a reason to stop asking hard questions—namely, whether a given AI feature is driving a meaningful outcome or just making something look a little shinier. That question gets more urgent as AI consumption starts carrying a real, variable price tag, and Rick and Dylan dig into what that could do to an industry built on the predictability of per-employee-per-month pricing, and why any shift toward usage-based costs has to be introduced carefully enough that PEOs and regional payroll providers can pass it down without getting squeezed on margin themselves. They also work through where people fit into all of this. Rick is blunt that AI won't replace headcount in a business built on getting people paid correctly—it frees up capacity that gets redirected toward client outreach and strategic work, not eliminated. From there, the conversation opens outward: how reseller and partner communities can use AI to build real differentiation without getting careless with the sensitive data running through their systems, and how AI is already making it faster for PrismHR's clients to navigate the compliance maze that comes with hiring across borders as the talent pool—and the business—goes global.
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    30 mins
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