Be careful which HR Tech Analyst you actually listen to. Some have been around for forever and a day, but the industry is quite frankly getting fed up with a 'pay to play' approach with vendors. Just because a vendor pays you, doesn't mean they should reach every publication and stage you have. It also means that when a vendor doesn't pay you, that you should talk down about that vendor. Organizations expect more from analysts. They expect no bias. They expect agnosticism. Don't push a vendor forward just because they're paying you to do so. Push a vendor forward because they actually solve problems! There are brilliant vendors out there. And there are brilliant analysts, too. For the record, I love what Fosway Group RedThread Research Aspect43 Aptitude Research Insight222 put out there. It can be trusted. David Perring, FLPI Stacia Sherman Garr Dani Johnson Sarah White Kyle Lagunas David Green 🇺🇦 are the ones pushing the industry forward in the right way #analyst #HR #HRTech #skills #talent P.S shout me some other analysts you can really trust!
I've also wondered what makes someone an HR Tech analyst? Am I an HR Tech analyst? I have analyzed and written about a lot of HR technology over the years, but I've yet to be invited to an analyst conference. How does one join this club?
Some of the best of the best there Oli Meager 🔥 In terms of pure play analysts (vs other advisors), I believe you're missing Stacey Harris Trish (McFarlane) Steed Pete A. Tiliakos Steve Goldberg Nicholas W.J. Biron Betsy Summers Katy Tynan Trevor White Evelyn McMullen Anita Lettink to name a few! And I second the recommendation from Stacia Sherman Garr to add George LaRocque. I'm also a massive fan of the data from Albert Pang and his awesome team at AppsRunTheWorld 🙌🏻
100% and pleased someone is willing to say it out-loud!! We need more integrity! And less outright greed... A particularly famous one, whose been around for a long time- is full of complete BS and it's become obvious over the years whose giving him the biggest paycheque and he's outright lying to his customers for the $$$... Sad...
Adding Sapient Insights Group to the real deal / no BS list. Their annual HR Systems survey is an amazing source of “voice of the customer” data and insights. Highly recommended.
YOU GIVING ME A HEART ATTACK AT 8 AM!! ahahah glad to see i was on the right side of this and couldn't agree more with this list! Thank you!!
Thank you so much, Oli! I suggest also adding George LaRocque to your list.
Cut through the Ber SPIN 😏 Also how can you REALLY be vendor agnostic if you’re also an investor/advisor?
In my view, the main issue is transparency. It's fine to make a living, but if the way you are making that living might create conflict of interest there is an obligation to make that readily apparent. At the very least, analysts who purport to be unbiased should publish a list of the vendors who paid them to speak or otherwise contracted with their firms over the past few years. Note, some of the sentiments expressed in this thread led to me writing this guide on reviewing HR forecasts: https://www.linkedin.com/pulse/guide-hr-predictions-trends-forecasts-steve-hunt-j2p8e/?trackingId=niUBkBodSGixjeb9%2B%2F6kmg%3D%3D
HR process & tech leader at 5 fortune 500’s, product strategy/mktg exec, HCM analyst/advisor. 👉Top 100 HRTech Influencer 2023, 2024. @SBGHRTech
1wI guess I fit into the “been around forever and a day” group as it’s my 40th year of operating on all sides of HR Tech. That said, the implication that those in this group engage in ‘pay to play’ more than others doesn’t reflect well on your integrity or objectivity. Analysts, just like all individuals, either have integrity or not, and it’s not a function of age whatsoever. I’ve been operating as an analyst/advisor/ever-aspiring thought leader the last 15 of my 40 year professional life (post my corporate HR tech leader then vendor product leader years), and your ageism or other extraneously-inspired comment would not be evident in any of my published industry reports to-date. I challenge you to find any correlation between how I’ve positioned vendors in those reports and the 60+ HR Tech vendors that have engaged me so far, or 14 that do so currently. Beyond that, I agree with you on the analyst firms and people you’ve highlighted; and while I and most others would consider them my peers, I often learn from their insights as well.