Hiring for roles that didn’t exist five years ago is now a reality, not a rarity. AI has fundamentally altered the landscape of work, and with it, the way we think about talent.
ConsultNet Blog
Recent changes in U.S. H-1B visa fees are already pushing companies to rethink how they access global tech talent.
It’s Monday morning, and you’re announcing yet another “exciting opportunity for transformation.” A new AI tool rollout. Cloud migration phase three. Another restructuring to “optimize for efficiency.” Your team’s cameras might be on, but their eyes say what they won’t: they’re exhausted.
In a world where software is released hundreds of times a day, most PMOs are still approving projects like it’s 2007. We recently worked with a Fortune 500 CTO whose digital transformation was floundering.
When a statewide government system powering essential public services for thousands of residents each day reached the limits of its decades-old technology, leaders launched an ambitious modernization effort—transforming a 90s-era Delphi application into a modern, scalable, cloud-native platform.
When a nationally recognized health data company underwent multiple mergers and acquisitions, its operations became weighed down by redundant systems and fragmented workflows.
I’ve seen IT leaders make major investments in new technology only to discover the root problem wasn’t the system at all. The real difference comes when strong talent is paired with smart process design.
As one of the fastest-growing healthcare data platform companies in the country, the client was in a period of rapid expansion, acquiring new businesses at a record pace.
A leading U.S. financial regulatory organization partnered with ConsultNet to enhance its Continuing Education (CE) Platform, one of the most heavily utilized systems in the financial services industry.
AI is changing the game. Not by replacing people outright, but by transforming how teams operate, what skill sets you need, and how you should approach hiring.