600s in HRTech by RedThread Research

Stacia Garr & Dani Johnson
  • 0.0 (0)
  • Management

600 Seconds in HRTech is for HR leaders who are tired of vendor content that looks like research and want a faster, easier way to stay current.  Hosted by RedThread Research analysts, each episode features a focused conversation with a HRTech leader or product expert, asking the questions buyers actually want answered: What problem does this solve? Who isn't it right for? What did you get wrong before you got it right? What's really behind that acquisition? Then the analyst unpacks it solo. No vendor present. You get what was genuinely useful, what was marketing, and what to push back on in your own evaluations. 600 Seconds in HRTech covers talent platforms, learning technology, people analytics tools, and more. One episode at a time, you build a clearer picture of the landscape without chasing every press release or conference session yourself. Want to be part of the conversation? Join our community for free and connect with others shaping the future of work. Learn more about RedThread Research here: https://redthreadresearch.com/home 

Episodes

  1. 16h ago

    The Need for Decision-Grade Data with Ingentis

    How can HR leaders build trustworthy organizational data that supports workforce planning, succession planning, and AI-powered decision-making? In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Dr. Timo Sandritter, Global President and Executive Board Member of Ingentis, to explore why organizational design is becoming a critical foundation for effective workforce planning and AI adoption. The conversation examines how organizations can move beyond fragmented workforce data, why "decision-grade data" matters more than perfect data, and how organizational design can help leaders better future workforce needs. Timo also shares his perspective on the growing convergence of workforce planning and organizational design, and why AI is only as valuable as the data foundation beneath it. As Timo explains, "The goal is not perfect data. The goal is decision-grade data." QUESTIONS ANSWERED How does organizational design improve succession planning? According to Timo, organizational design helps make succession planning visible, structural, and actionable. Rather than simply asking who is on a succession list, organizations can identify areas of organizational risk, model potential leadership changes, and understand the downstream impact of succession decisions across the business. Why are workforce planning and organizational design converging? Workforce planning helps organizations determine what capabilities and capacity they need, while organizational design determines how those capabilities should be structured to drive performance. As business environments become more dynamic, organizations increasingly need both disciplines working together to make effective workforce decisions. What role should AI play in organizational decision-making? AI should support leaders by helping them make more informed decisions, not replace leadership judgment. However, AI is only effective when it is built on a strong data foundation. Organizations must understand the quality, limitations, and governance of the data powering AI recommendations before relying on those insights. TIMESTAMPS 00:00 – Introduction to Ingentis and organizational data foundations 00:48 – Why trust is the starting point for AI initiatives 02:12 – The concept of decision-grade data explained 05:41 – How organizational data supports better leadership decisions 07:45 – Why an organizational design company is focused on succession planning 09:20 – Moving from succession lists to organizational risk management 11:50 – Workforce planning and organizational design working together 13:30 – Stacia's reflections on data architecture and decision-grade data RESOURCES & LINKS Ingentis Official Website: https://www.ingentis.com/ Dr. Timo Sandritter on LinkedIn: https://www.linkedin.com/in/sandrittertimo/  CONNECT WITH REDTHREAD RESEARCH RedThread Research Official Website: https://redthreadresearch.com RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research Stacia Garr on LinkedIn: https://www.linkedin.com/in/staciashermangarr/

    20 min

  2. Jun 18

    The AI Adoption Gap Is Closing: How HiBob Is Bringing AI to SMBs

    Are small and mid-sized businesses really falling behind in AI adoption, or is that assumption becoming outdated? In this episode of 600 Seconds in HR Tech, Stacia Garr sits down with Yoni Friedman, Head of Core AI Unit at HiBob, to explore how AI adoption is evolving across the SMB market and what that means for HR leaders. The conversation covers the realities of AI implementation in smaller organizations, why HiBob has embedded AI directly into its platform, and how workforce data can help HR become a more strategic business function. As Yoni explains: "Everything we're building is ultimately about helping HR become a relevant and critical stakeholder in strategic business conversations." QUESTIONS ANSWERED Are SMBs really behind in AI adoption? While smaller organizations have historically been slower to adopt new technologies, Yoni argues that generative AI is changing the equation. Lower barriers to entry and faster implementation cycles are enabling many SMBs to move more quickly than larger enterprises. Why is HiBob embedding AI directly into its platform? Rather than treating AI as a separate add-on, HiBob has integrated AI capabilities into its core product experience. This approach helps customers realize value faster while reducing friction around adoption. Is job architecture still relevant in a skills-based world? Yes. Yoni explains that job architecture provides the foundation needed to connect roles, skills, workforce planning, and talent development initiatives. Can AI help HR become more strategic? Technology can provide better insights and decision support, but strategic impact still depends on HR's ability to interpret information, influence stakeholders, and drive action. KEY TAKEAWAYS AI adoption among SMBs is accelerating.Embedded AI experiences often drive higher adoption than standalone tools.Security, compliance, and governance remain critical considerations.Job architecture continues to play an important role in skills-based organizations.Data and AI can strengthen HR's strategic influence when paired with strong business acumen.TIMESTAMPS 00:00 – Introduction to Yoni Friedman and HiBob 01:20 – The current state of AI adoption among SMBs 03:15 – Why HiBob embeds AI into its platform 05:20 – Driving AI adoption and overcoming skepticism 07:10 – The Future of connected HR technology 09:15 – AI governance, privacy, and compliance 10:50 – Skills, job architecture, and workforce intelligence 12:10 – Stacia's analysis and key takeaways RESOURCES & LINKS Connect with Yoni Friedman LinkedIn: https://www.linkedin.com/in/friedmanyoni/ Connect with RedThread Research Website: https://redthreadresearch.com/ LinkedIn: https://www.linkedin.com/company/redthread-research Stacia Garr: https://www.linkedin.com/in/staciashermangarr/

    22 min

  3. Jun 16

    Beyond Employee Listening: How Perceptyx is Fixing Employee Engagement

    In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Charles Newnam, Vice President and General Manager of Leadership and Learning Strategy at Perceptyx, to discuss the company's expansion beyond employee listening and into learning, leadership development, and AI-powered workforce improvement. Following Perceptyx's acquisition of Lyceum, the company launched Develop to bring together employee listening, personalized coaching, behavior-change nudges, and adaptive learning experiences into a single platform. The goal is to create a closed-loop system that identifies workforce challenges, recommends interventions, develops new skills, and then measures whether those interventions actually improve employee outcomes. As Charles explains, the vision is to create a system that can "automatically change behavior at scale" by combining employee feedback, organizational context, AI coaching, and learning experiences into a continuous improvement cycle. Questions Answered Why is Perceptyx moving beyond employee listening? After more than two decades in employee listening, Perceptyx sees an opportunity to help organizations act on workforce insights rather than simply collect them. By combining listening data with learning, coaching, and behavior-change technologies, the company aims to help leaders close capability gaps and improve employee outcomes more effectively. What is the vision behind Develop? Develop serves as the foundation for Perceptyx's learning and development strategy. The platform connects employee feedback, AI-powered coaching, adaptive learning experiences, and behavioral nudges to create a continuous feedback loop that supports skill development and performance improvement. What makes Perceptyx's approach to AI different? Perceptyx emphasizes what Charles calls "contextually aware AI." Rather than providing generic guidance, the platform incorporates information about an employee, their team, organizational goals, engagement data, and business context to deliver more relevant recommendations and coaching. Who is the buyer for Develop and Perceptyx's learning solutions? While chief learning officers, learning leaders, and CHROs remain important stakeholders, Perceptyx is also seeing opportunities to work directly with business functions such as sales, operations, and IT. The company believes workforce development increasingly requires collaboration between HR and line-of-business leaders. How is Perceptyx differentiating itself in a crowded market? Perceptyx believes its long history in employee listening provides a unique advantage. The company combines decades of workforce data, evidence-based behavioral science, AI-powered coaching, and adaptive learning experiences to create a more comprehensive workforce development solution. Timestamps 00:00 – Introduction to Perceptyx 00:48 – Why is Perceptyx branching out from employee listening? 01:49 – The vision behind Develop 04:13 – Where does Develop sit organizationally? 05:15 – Who is the buyer for Develop? 07:06 – How is Perceptyx differentiating itself? 09:00 – How does data fit into broader systems? 10:46 – Dani's reflection and analysis Resources & Links Perceptyx: https://www.perceptyx.com/ Charles Newnam on LinkedIn: https://www.linkedin.com/in/cgnewnam/ Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/ RedThread Research Official Website: https://redthreadresearch.com/ RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research

    14 min

  4. Jun 11

    AI Doesn’t Belong Everywhere: Proving the Value of Learning With Docebo

    How are learning platforms adapting as organizations demand measurable business outcomes, better workforce data, and more intentional AI adoption? In this episode of 600 Seconds in HR Tech, Dani Johnson speaks with Scott Peacock, Head of Product at Docebo, live from Learning Technologies London 2026. The conversation explores how buyer expectations are changing across HR tech, why organizations are rethinking the role of AI in learning systems, and how Docebo is evolving beyond a traditional LMS following its acquisition of 365Talents.S cott explains that the market conversation around AI has matured significantly over the last year. Instead of simply asking for AI features, organizations are becoming more specific about where AI creates real value. As Scott explains, “there are situations where a deterministic workflow would actually be better. With compliance workflows or certifications, you don’t want AI.” QUESTIONS ANSWERED How are conversations around AI changing in HR tech? Organizations are becoming more intentional about AI adoption. Instead of asking for AI everywhere, buyers are increasingly focused on specific use cases where AI can eliminate manual work or improve decision-making. Why doesn’t AI belong in every workflow? Scott explains that some workflows are deterministic by nature and may not benefit from AI; therefore in some cases, adding AI can increase complexity or cost without improving outcomes. How is Docebo changing after acquiring 365Talents? The acquisition reflects Docebo’s broader move into skills intelligence, workforce visibility, and business outcomes. The platform is evolving from a standalone learning management system into a more connected learning and knowledge ecosystem. Why is proving the value of learning still difficult? Many organizations still rely on course completion as the primary measure of learning success. Scott argues that course completion alone doesn’t prove capability, performance improvement, or business impact.How is the HR tech buyer changing?As learning technology becomes more connected to workforce planning and business performance, buying conversations are increasingly involving CHROs, CIOs, CFOs, and broader business leadership. KEY TAKEAWAYS Organizations are shifting from “we need AI” to “we need AI for this specific business problem.”Compliance and certification workflows may not require AI-driven experiences.Learning platforms are increasingly being evaluated on measurable business outcomes.Skills intelligence and workforce data are becoming foundational for modern HR tech.Buying decisions for learning technology are moving higher up the organization.TIMESTAMPS 00:00 – Introduction to Docebo and Scott Peacock00:51 – How conversations around AI are changing02:21 – Docebo’s evolution after acquiring 365Talents03:46 – Are customers adapting quickly enough to AI change?05:40 – Data challenges and AI readiness07:00 – Why course completion doesn’t prove learning impact08:23 – Changing buyers and expanding HR tech functionality11:39 – Dani’s reflections on AI, skills, and learning outcomesRESOURCES & LINKS Docebo Official Website365TalentsScott Peacock on LinkedInCONNECT WITH REDTHREAD RESEARCH RedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn

    15 min

  5. Jun 10

    Rethinking “Bolted-On” AI in Learning Technology with Absorb Software

    What separates truly AI-native learning platforms from software that simply adds AI features on top? In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Leslie Kelley live from the Learning Technologies conference in London to explore how AI is reshaping learning technology, workforce enablement, and business performance. The conversation dives into the growing divide between “bolted-on AI” and systems built for AI from the ground up, why learning teams must focus more heavily on business outcomes, and how closed-loop learning systems must continuously improve over time. Leslie also explains why learning organizations need to move beyond simply delivering courses and instead position themselves as strategic business enablers. As Leslie explains, “With every turn of the loop the system has to get smarter.” QUESTIONS ANSWERED  What is “bolted-on AI” in HR technology? Leslie describes bolted-on AI as AI functionality added onto existing systems without fundamentally redesigning the platform. Examples include chatbots or AI-powered search features that exist separately from the core architecture. In contrast, Absorb believes AI should be embedded throughout the entire learning ecosystem. Why are organizations rethinking learning technology strategy? Organizations are under increasing pressure to prove the business impact of learning investments. Rather than focusing only on course delivery, learning teams now need to demonstrate measurable outcomes tied to workforce performance, skills development, and organizational readiness. What is a closed-loop learning system? A closed-loop learning system connects assessment, learning experiences, engagement data, and performance outcomes into one continuous cycle. The system becomes more effective over time by recognizing patterns, adapting recommendations, and learning from organizational behaviors. TIMESTAMPS 0:00 - Intro and Opening Thoughts on AI at LT0:58 - What Questions Are Customers Asking about AI in HR Tech?02:03 - How is AI Embedded into Everything Absorb Does?04:07 - How Does AI Work in a Closed Loop System?06:00 - How Are Absorb Navigating The Changing Demands of Learning?08:22 - What Can Clients Expect From Absorb?10:41 - How is Technology Influencing Conversations around Solutions?12:44 - Dani’s ReflectionRESOURCES & LINKS Absorb Software Official WebsiteLeslie Kelley on LinkedInCONNECT WITH REDTHREAD RESEARCH RedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn

    16 min

  6. Jun 9

    AI, Content Quality, and the Future of Learning Delivery with OpenSesame

    How is high quality content slowly becoming the differentiator? In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Mehdi Tounsi live from the Learning Technologies Conference in London to discuss the growing shift from “AI-first” conversations toward measurable impact, contextual learning, and high-quality content experiences. The conversation explores why organizations are rethinking the role of courses, how AI is changing learning delivery, and why contextualised content may become the next major differentiator in workplace learning. As Mehdi explains, “it is not about content. It is about the quality of the content and having verifiable sources behind that content.” QUESTIONS ANSWERED Why are companies more focused on outcomes instead of features? Mehdi explains that AI dominated nearly every booth at Learning Technologies 2026, but the conversation is evolving. Instead of simply showcasing AI capabilities, organizations are now asking how AI can create measurable business impact. Will AI make learning content less valuable or more important? The episode explores the growing tension between content becoming ubiquitous through LLM-generated materials and the increasing importance of high-quality, contextualised learning. Organizations are becoming more interested in content tailored specifically to their culture, leadership expectations, workflows, and business environment. Why does OpenSesame still invest heavily in human curation? While many vendors are automating content curation with AI, OpenSesame continues to prioritise human expertise and customer support. Humans provide contextual judgement, relationship-building, and organisational understanding that AI alone cannot fully replicate. What is the difference between selling technology and delivering solutions? Many organizations are moving away from buying standalone technology and instead looking for partners that can solve real workforce challenges. Mehdi argues that technology without human adoption, context, and behavioural impact will not deliver meaningful outcomes. KEY TAKEAWAYSAI is shifting from a marketing feature to a business impact conversationContextual learning may become more valuable than generic content librariesThe traditional “course” is losing its dominance as the default learning formatOrganizations increasingly want learning embedded directly into workflowsHuman curation and customer support remain important differentiators in an AI-driven marketTIMESTAMPS 00:00 – Introduction to OpenSesame 00:30 – The AI refocus happening at Learning Technologies 2026 01:42 – Why content quality matters more in the AI era 03:38 – The future of learning delivery beyond traditional courses 05:42 – How OpenSesame is approaching AI and pricing questions 08:14 – Why human curation still matters in workplace learning 09:49 – Solution vs. technology: what Organizations actually want 10:14 – Dani’s reflections on contextual learning and AI curation RESOURCES & LINKSOpenSesame Official WebsiteMehdi Tounsi on LinkedInCONNECT WITH REDTHREAD RESEARCHRedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn

    13 min

  7. Jun 8

    Data is the Difference: In Conversation with Cornerstone

    Why will data be the differentiator when it comes to AI? Why are HR leaders focusing more on outcomes in 2026? What metrics are HR leaders using to measure success?In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Cornerstone’s Mike Baker and Kate Graham to explain why organizations are struggling to become skills-based organizations, how AI adoption is accelerating inside enterprises, and why clean workforce data is becoming the foundation for effective HR transformation.They also discuss how Cornerstone is evolving beyond learning management systems (LMS) into a broader talent and workforce planning platform focused on outcomes, workforce orchestration, and strategic skills intelligence. As Mike explains “if you’re not delivering an outcome through an investment in AI, then why are you doing it?” QUESTIONS ANSWERED Why Are Companies Investing in AI Right Now? According to Mike Baker and Kate Graham, many organizations are being pushed by executive leadership to become more AI-enabled, even when they are still figuring out how to implement AI effectively.  Kate explains that many organizations feel caught in the “squeezed middle”: expected to adopt AI quickly while still lacking the infrastructure and data maturity needed to do it well. Why Is Data So Important for AI in HR? One of the biggest themes in the episode is that AI systems are only as effective as the data powering them. Without correct infrastructure or foundational data, AI systems risk producing inaccurate insights, weak recommendations, and poor workforce decisions. Mike and Kate also highlight how many HR teams still rely on intuition, nine-box grids, and historical assumptions instead of data-driven workforce planning. How Are Learning and Talent Functions Changing? Mike and Kate explain that learning and development teams can no longer operate independently from talent management and workforce planning. This convergence is pushing HR technology platforms toward more unified workforce ecosystems rather than standalone learning systems. TIMESTAMPS 00:00 – Introduction to Cornerstone OnDemand 00:39 – What Are HR Leaders Talking About at Learning Technologies London? 02:39 – Are Organizations Rearranging Themselves to Keep Pace? 05:18 – How are Cornerstone and their buyers changing? 07:06 – How is data influencing organizational readiness for AI? 09:50 – How will access to data impact vendors? 19:11 - Dani’s Reflection RESOURCES & LINKSCornerstone Official WebsiteMike Baker on LinkedInKate Graham on LinkedInCONNECT WITH REDTHREAD RESEARCHRedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn

    22 min

  8. Jun 5

    Unlocking the Future of Learning: Docebo’s Big Bet on 365Talents

    How are learning platforms evolving beyond training delivery and into true workforce intelligence? In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Alessio Artuffo, CEO of Docebo, to discuss the company’s acquisition of 365Talents and what it means for the future of learning, skills intelligence, and workforce development.The conversation examines why organizations need better visibility into real skills gaps, how AI is changing skills inference, and why connecting learning with talent management is becoming essential for long-term workforce readiness.As Alessio explains, “the evolution of skills intelligence [will] tackle both the agent skills and the human skills, in ways that are going to be slightly different…I think in the future you will have a situation where you have work that humans can do, and the work that agents can do, and the integration of those two layers will be the 3.0 of skills intelligence.” QUESTIONS ANSWERED Why did Docebo acquire 365Talents? Docebo acquired 365Talents to strengthen its ability to connect learning with talent management and workforce planning. The goal is to create a more unified platform that supports both employee development and strategic business outcomes. What role do agent skills play in the future of work? As AI becomes more embedded in organisations, leaders must think about both human skills and agent skills. Understanding how people and AI systems work together will become an important part of future workforce planning Why are Docebo leaning into skills, when others are taking a step back? Alessio explains: “connecting real skills gaps, learning, and giving organizations tools to act on it- I don’t think of that as a bet, I think of it as a real necessity. Every job and profession is changing, and the ability to connect skills to actual performance, I think now more than ever is incredibly important.” TIMESTAMPS 00:00 – Introduction to Docebo and skills intelligence 03:40 – Workplace Skills 3.0 05:46 – Why Docebo acquired 365Talents instead of building 08:22 – What makes 365Talents different in skills inference 10:50 – Who should own the skills journey inside Docebo? 13:45 – Dani’s reflection on the conversation RESOURCES & LINKS Docebo Official Website365TalentsAlessio Artuffo on LinkedInCONNECT WITH REDTHREAD RESEARCH RedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn

    17 min

  9. Jun 4

    Welcome to 600 Seconds in HRTech

    600 Seconds in HRTech is for HR leaders who are tired of vendor content that looks like research and want a faster, easier way to stay current. Hosted by RedThread Research analysts, each episode features a focused conversation with a HRTech leader or product expert, asking the questions buyers actually want answered: What problem does this solve? Who isn't it right for? What did you get wrong before you got it right? What's really behind that acquisition? Then the analyst unpacks it solo. No vendor present. You get what was genuinely useful, what was marketing, and what to push back on in your own evaluations. 600 Seconds in HRTech covers talent platforms, learning technology, people analytics tools, and more. One episode at a time, you build a clearer picture of the landscape without chasing every press release or conference session yourself.

    2 min

Trailer

About

600 Seconds in HRTech is for HR leaders who are tired of vendor content that looks like research and want a faster, easier way to stay current.  Hosted by RedThread Research analysts, each episode features a focused conversation with a HRTech leader or product expert, asking the questions buyers actually want answered: What problem does this solve? Who isn't it right for? What did you get wrong before you got it right? What's really behind that acquisition? Then the analyst unpacks it solo. No vendor present. You get what was genuinely useful, what was marketing, and what to push back on in your own evaluations. 600 Seconds in HRTech covers talent platforms, learning technology, people analytics tools, and more. One episode at a time, you build a clearer picture of the landscape without chasing every press release or conference session yourself. Want to be part of the conversation? Join our community for free and connect with others shaping the future of work. Learn more about RedThread Research here: https://redthreadresearch.com/home 

Information