Top enterprise & startup marketing teams are scaling video output without adding 10× the headcount. How? By hiring overseas video editors. As the video engine behind Fortune 500 brands, startups, creators, and celebrities, we've seen what makes this strategy work and what makes it fail miserably. Let's start with what makes it fail miserably: No creative director / leadership team. Many teams assume they can hire a few overseas editors, hand off footage, and magically scale content. That's usually when quality drops, deadlines slip, and everyone concludes that "overseas talent doesn't work." The reality is the opposite. One of our longest-standing staffing clients is a major media company. We've worked together since 2022. Since then, they've: → Expanded from 1 channel to 3 channels → Doubled their subscriber base → Saved over $570,000 in production costs But those results didn't happen because they hired overseas editors. They happened because they paired great editors with great creative leadership. Their in-house creative lead owns strategy, content direction, and feedback. Our editors operate as a true extension of their team, handling post-production at scale while maintaining quality and consistency. So TLDR: If you have a creative lead in-house, scaling video with offshore editors can be a huge success. If that sounds like you...DM me! I've got your editor🫡

It's also worth noting that something like 50% of the headcount at Meta has been contingent workers on 2 year contracts. They have been a churn and burn shop for over a decade. Meta doesn't value the people working there.

👀 Forget the quarterly beat — the real #MNDY story is where it’s headed next. monday.com is rebuilding itself into an “AI work operating system” 🤖 — one platform where people AI agents (Claude & other LLMs included) run a company’s real workflows. That’s a direct shot at #NOW’s legacy ITSM/workflow empire. 🧠 mondayDB 3.0: 100x scale jump (100K → 10M items/board) — infra built for agent-scale work, not just dashboards ⚙️ New seats AI-credit pricing decouples revenue from headcount, so growth keeps compounding even as seat growth slows 💡 AI agents/credits aren’t even in 2026 guidance yet — real, unpriced upside if adoption ramps 🏢 monday service already has the platform’s highest ACV, with ~70% of its ARR from mid-market/enterprise — straight into ServiceNow’s core turf 💰 $1.67B cash, zero debt, actively buying back stock — funding the AI build-out without diluting shareholders The pitch for the next 5-10 years: not a PM tool, an AI work OS. ServiceNow should be watching. 🎯 #MNDY #NOW #AI #STOCKS

Stop asking tons of questions on your typeform If it has more than 5 questions on it you're doing something wrong Here's what to do instead: 1. Quick win question - YES/NO eg "do you run a youtube channel? Do you run a law firm?" 2. Contact details 3. Qualifying question. eg revenue, headcount, ad spend, investable assets etc. 4. Honeypot questions - ONLY for prospects who are disqualified at #3 5. Calendly That's it.

You’d have been canned years ago under bezos. Jassy wants to keep headcount up until the robots are ready

Looks like hyperscalers will need to start cutting human headcount to save costs. Google alone spends $70 billion annually on human compensation.

foreign national thing reads like theyre extending export controls to internal headcount lol is that even enforceable?

Because your leaders need headcount.

Built a complete operating system for a custom software firm. Leads, projects, AI delivery — all in one dashboard. Autonomous AI running the back office. No headcount. No overhead.

Serious teams do not need more news. They need the kind of intelligence capability they would build internally if time, headcount, language coverage, technical infrastructure, and expertise were unlimited.

You can now see the bay breathing. We just shipped a live headcount — right on bloxbay.fun and inside the game. The number is real, pulled straight from the party server: that's how many people are dancing in the bay this very second. No fake "10k members" badge. No inflated Telegram count. Just the actual crowd on the floor, updating in real time. Open the site, watch the number move. Walk in, and watch it tick up by one — that's you. $BLOXBAY 5piXnM9CAwmqWZozVzLDrMnupcWUbdvZcamA8PCqpump

The teams that document “nothing went wrong” during open enrollment or a big release are the ones who can actually justify headcount and budget later. Most teams only get noticed when something breaks. If you lead an HRIS or payroll team, start capturing the invisible work now. It matters.

too dangerous to give everyone the offense, they said. that flipped. once one operator runs a fleet at org scale, the threat moves faster than any security team you can staff. the future wont gatekeep defense behind headcount. it gets distributed or it gets outrun

someone shipped a scanner that audits your mcps and skills like a clearance check. makes sense. once a fleet replaces the floor, the agent stack is the headcount. the future wont run background checks on people. it scans the loop you let run

China may be showing us what the AI workforce transition actually looks like. Not always dramatic layoff announcements. Not always a CEO standing on stage saying AI replaced thousands of jobs. Sometimes it is quieter than that: fewer roles backfilled, smaller graduate hiring classes, contractors being let go, teams being asked to do more with AI, and headcount slowly shrinking in the background. Reuters reported that some Chinese companies are adopting AI while quietly reducing hiring and headcount as Beijing pushes its “AI Plus” plan. That should get every leader’s attention because this is much harder to manage than a traditional layoff story. When jobs disappear through attrition, hiring slowdowns, and role redesign, there may be no big announcement for employees to react to. But people still notice. They notice fewer openings. They notice work changing. They notice when the company talks about AI productivity but avoids the workforce conversation. This is where AI adoption becomes a trust issue. If leaders treat AI only as a productivity lever, employees will assume the workforce plan is hidden. The better approach is to be clear about what work is changing, what skills will matter, where people will be redeployed, and how the company is going to support the transition. This is also why my conversation with Kelle Fontenot, Chief Digital Officer at KPMG, stood out. KPMG is not treating AI as a simple tool rollout. They are thinking through governance, adoption, digital teammates, workforce strategy, and how to help people use AI in the actual flow of work. That is the level of seriousness more companies need. AI adoption without a workforce plan becomes a trust problem. I talked about this broader shift with Kelle on Future Ready Leadership: podcasts.apple.com/us/podcas… Source: Reuters, June 2026 #AI #FutureOfWork #Leadership #Workforce #HR #EmployeeExperience

Independent restaurants deserve the same marketing firepower as national chains. We built the operating system that gives them everything — influencer campaigns, commission-free ordering, streaming TV ads — all running from one dashboard. No headcount needed.