As I am preparing a separate post about recent investments in the HR Tech space, I was looking to categorize the investments into the Tech Landscape shared a month ago. It’s not a trivial exercise – more on that when the future post arrives.

A number of deals are for firms that specifically focus on the gig economy / contingent workforce. Think Shiftgig, WorkMarket, or more standing players like Upwork. There is little question those are HR tools, but how should we think about them? Where do they fall into the tech landscape.

First and foremost:┬áLet’s be crystal clear that the gig economy / contingent workforce is in the scope of HR. If it’s not, it needs to be. This is a trend that isn’t going away, and it’s not just about taxi drivers. Adopting a more flexible workforce is a great business outcome and a talent imperative that HR needs to own to remain relevant. If you are debating HR’s role in this and arguing it’s not your job, you are wrong.

It’s an issue that cuts across HR domains – your recruiting team needs to factor in non-employment categories of talent acquisition, your compensation team needs to understand the dynamics of contractor pay and conversion to employee, you need to consider what benefits mean or don’t mean, you need to manage compliance and talent relations… you get the idea. It’s everyone’s job in HR, not a separate function.

Yes, that means it’s your job too. Get on board if you haven’t. We’ll talk more about this on GetNerdyHR in the future.

Revising the Landscape

Given this, I’ve taken a second pass at the HR Tech landscape and have made some revisions. In short, I believe it’s best to consider the type of worker in scope across the board – it is not a separate category of technology. As such, I’ve adjusted some language to be more neutral around worker type.