Advancements in generative AI significantly reshaped the way businesses operate in 2023. Many HR teams and departments began experimenting with these tools to streamline tasks and improve efficiencies. As we look ahead to 2024, what can we expect from generative AI when it comes to the future of work? We asked six technology experts to share their predictions.

Effective AI Governance Will Be Integral

AI is already embedded into our daily lives in many ways, and we should expect this trend to not only continue, but flourish, in 2024.

According to Gartner research, more than 80% of businesses are set to use Generative AI by 2026.

However, Ed Challis, Head of AI Strategy and General Manager for Communications Mining, UiPath argues that “the ability to deploy the technology responsibly is still largely immature, with concerns from executives around risk and governance.

“2024 will be the year this perception changes and organizations see AI progress from aspiration to implementation,” said Challis. “Effective AI governance is critical for driving strong AI results. If implemented correctly, it can go further than positively affecting productivity and efficiency – it can also enhance an organization’s risk and governance posture.”

AI’s Increasing Importance In Recruitment & Training

When looking at recruitment and training, Merijn te Booij, GM of Workforce Engagement at Genesys believes that AI will be used by companies to transform how they approach training and employee attrition.

“I predict next year we will see generative AI transform employee training and curriculum building,” said te Booij. “Currently, companies deliver standardized training across their workforce or employee segments in like-roles because it’s not scalable to tailor it to individuals. Often, we see the same training applies to senior, long-tenured people-leaders as it does junior-level staffers who are still early in their careers. Generative AI capabilities will vastly reshape how organizations build training personalized to each employee. It will also help organizations automate coaching, making it more efficient to deliver individualized support based on the precise needs of each employee.

In the future, te Booij believes that “organizations will also be able to tap into generative AI to help them predict attrition, retention, and career possibilities. Through more personalized coaching and training, it can provide insights into understanding which employees may leave or who may have higher potential. This will be discerned from signals within conversations, displayed behaviors, and performance, helping organizations understand where their employees fall on the spectrum so they can personalize plans to re-engage them, assign training, and help them advance their careers.”

Pamela Maynard, CEO, Avanade agrees, highlighting the countless benefits of adopting AI within business to streamline recruitment:

“AI allows recruiters to use the power of data to make better decisions, which can include analyzing CVs and job applications as well as assisting with the sourcing and screening of candidates. As AI begins to develop and has more data behind it, the technology can carry out tasks that usually require human intelligence, such as predicting a candidate’s success ahead of hiring and even how they may fit culturally, in an organization.

“With the help of AI in their role, recruiters can be more creative, and innovative and bring bold ideas to their work. With AI on hand to help with administrative tasks, workers can gain around 20 additional hours per week. The recruiting process becomes more time-efficient for recruiters as time-consuming and repetitive tasks such as screening, candidate sourcing, and initial communications can become automated.”

Humanity Is At The Core Of Our AI Innovation Journey

However, with AI permeating into so many of our lives, businesses will find themselves in need of a balance between new technologies and the essential human element. Companies will ponder how best to upskill the workforce alongside advancing technology, for organizational growth.

In line with maintaining the human element, Aaron Skonnard, CEO and Co-Founder of Pluralsight argues that “if you want to get the most out of AI, and any other technology, you need people with the skills to leverage that technology and who have skills across other domains important to your business.

AI can only take an organization so far. It’s the humans powering the technology that will truly drive innovation.

Skonnard also believes that “the next wave of tech learning requires leaders to bring learning directly to their teams, within the flow of work. Learning should become more of a conversation today, where content is the answer to specific questions that arise in the flow of work. Tech learning solutions need to embrace that conversational modality and experience. By making learning a natural part of technologists’ workflow, organizations will naturally begin to see their skills gaps close.”

The Centerpiece Of Leadership Transformation: Putting Employees At The Core

With employee expectations on the rise, we anticipate seeing a paradigm shift towards employee-centric leadership that fosters transparency, work/life balance, and a transformation in organizational strategies to meet these evolving workforce expectations.

Richa Gupta, CHRO, Globalization Partners (G-P) highlights that the future of work is here, but notes it is time for the leaders of the future to stand up and prioritize promoting a flexible workforce to maintain the UK’s position as a leading global economy for the new year.

“Employees expect more from leadership than ever before – more transparency, more commitment to work/life balance, and more willingness to incorporate their sentiments and preferences into the workplace. The mindset has shifted from ‘my paycheque to my purpose’; ‘my boss to my coach’; ‘my annual performance review to ongoing development conversations’. It is not an employer’s market anymore; it’s an employee’s market and workers aren’t afraid to search elsewhere to find a workplace, or leader, that fits their needs.

Gupta believes that in response “there will continue to be not only a transformation of leadership styles but in the overall organization of leadership strategy. Successful leaders will need to prioritize qualities and strategies that promote a flexible and open-minded workforce where credibility, reliability, and trust are paramount.”

Collaborative Teamwork Set To Shift Towards Greater Intentionality

With the evolving challenges that ensue from responsibly navigating the adoption of AI within business, Bryan Stallings, Chief Evangelist, Lucid Software predicts that “2024 will see teams becoming more confident and intentional about increasing the frequency with which they collaborate asynchronously.

“This shift is being driven by firms realizing that endless follow-up and planning meetings are hindering impactful collaboration and productivity. Effective working will continue to be defined by positive outcomes and the journey of how teams achieve those outcomes will be equally important. Additional gains will be realized as teams continue to embrace agile practices, and leverage techniques that help them to align more quickly on a shared vision and collaborate effectively to deliver great results.

Stallings concludes that as this future of work continues to take shape over the next twelve months, we will soon be saying, “How did we ever work any other way?”

A Glimpse Into 2024

As seen in 2023, it’s clear AI is reshaping the workforce of the future. 2024 will likely continue to bring surprising developments in AI applications, presenting new opportunities for companies to enhance employee support, whilst also streamlining processes.

However, the impact of AI on the world of work in 2024 and beyond is still unfolding. Business leaders must seize the moment here to implement upskilling initiatives, so employees have access to effective and continuous tech training regimes that will boost their familiarity with the integral tools moulding the future of work.

[To share your insights with us, please write to sghosh@martechseries.com]

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Certif-ID International GmbH, a blockchain-based ‘Future of Work’ platform for international skilled professionals, has successfully closed a seed financing of 1.6 million Euro led by NRW-Bank and the angel investors Andreas Weinberger, Malte Pollmann (Supervisory Board Utimaco Group), Jörg Will (Partner at IFP Executive Search) and Michael Bernhörster (Head of Advisory, Schilling Group). With the continued support of TÜV Rheinland, Certif-ID plans to use the funds to expand its activities in Asia and Europe and to further develop its technology platform.

Tim Miller, Co-Founder and CEO of Certif-ID said, “The demand for skilled manpower across the world has never been stronger. Yet the recruitment, skill verification and visa issuance processes are slow to adapt. The urgent need to automate and digitise these processes is crucial to minimise any adverse economic impact. ”

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Markus Dohm, Certif-ID’s second Co-Founder, added, “We are also thrilled to be supported by NRW–Bank with their relaunched NRW.SeedCap program.“

Certif-ID focuses on automating and digitising the recruitment process to verify skills and issue visas for internationally skilled professionals, particularly in healthcare, engineering, and logistics. The company’s TalentSure product line has more than 300,000 registered users from 32 countries and offers 16,000 job offers. The platform uses blockchain technology to bring transparency and trust to candidates’ application documents.

Certif-ID also offers a second product line, CredSure, which is a SaaS platform that supports companies in digitising credentials and anchoring them to blockchain for instant verification. Education providers issue digital badges to their graduates, which can be used to showcase and verify their newly acquired competencies that match industry demand.

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[To share your insights with us, please write to sghosh@martechseries.com]

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Grupa, a leading talent marketplace for startups to get matched with top-quality technical talent at Big Tech companies in exchange for cash and equity compensation, has officially launched in the US. The platform aims to democratize access to innovation and build an ecosystem where innovative companies thrive.

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“At Grupa, we believe in democratizing access to innovation by creating an ecosystem where startups can thrive. Our platform provides access to top-quality engineering talent and embedded productivity tools, solving key challenges for startups to grow and succeed”

Grupa provides startups with access to the best engineering talent in Silicon Valley, enabling them to create world-class products and providing embedded tools to accelerate their productivity. Through its marketplace, Grupa solves three hurdles that startups and talent encounter when working together – Access, Accountability, and Acceleration. As a result, Grupa is digitizing the offline side-gig market, providing the right guardrails and documentation, and bringing the participants online. Grupa’s investment in Artificial Intelligence to enhance its matching algorithms and productivity tools allow for same-day matching and accelerated productivity.

The future of work is not just remote, it is decentralized and constantly growing. Grupa believes this is a $450 billion market opportunity. Tech workers have flexible and underutilized hours that they can put to use working with startups, in industries, and problems they deeply care about solving. Grupa provides them with a platform to find and manage opportunities, and provides startups with the tools to measure the productivity of their team members, track progress over time, make better decisions on allocating resources, and ensure their teams are working at their highest potential.

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“At Grupa, we believe in democratizing access to innovation by creating an ecosystem where startups can thrive. Our platform provides access to top-quality engineering talent and embedded productivity tools, solving key challenges for startups to grow and succeed,” said Samuel Ekpe, CEO of Grupa. Sam has previous expertise in social networking, B2B platforms, and building remote teams for startups.

“Every startup regardless of size and stage faces two crucial challenges: acquiring high-quality talent and measuring productivity in a way that translates to growth. Our platform allows startups to solve those problems seamlessly and without breaking the bank,” said Damilola Thompson, Grupa’s COO. Dami’s prior experience as a venture capital investor, coupled with her role as an operator in a growth-stage marketplace technology startup, where she spearheaded expansion across global and emerging markets, equips her with insights into the requirements of building tech startups.

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 [To share your insights with us, please write to sghosh@martechseries.com] 

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Arena Analytics, a company that helps people and organizations chart the future of work using sophisticated AI and data analytics, announced that Dr. Angela Jackson has joined the company’s Board of Directors. Dr. Jackson joins the company’s existing board members, including Arena Analytics Founder and Executive Chairman Michael Rosenbaum, Sunbridge Capital Management Chairman Chuck Ledsinger, and Arena Analytics President and Chief Executive Officer Myra Norton.

“Dr. Jackson is a highly impactful leader who is helping drive the transformation of the labor market,” said Mr. Rosenbaum. “Dr. Jackson’s thinking and leadership on economic mobility, bias, and how enterprises think about assembling the teams and talent that drive them forward will be invaluable to Arena as we transform how organizations find, support, keep, and grow the individuals and teams at the heart of what they aspire to be.  Dr. Jackson’s keen understanding of the nuances of civic, commercial, and policy approaches to unlocking economic mobility, reducing bias, and enabling economic growth in the future, together with her understanding of how rapidly scaling companies like ours are impacting that key part of the human experience, will be critical for Arena’s next stage of growth.”

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Currently, Dr. Jackson is Professor of Entrepreneurship and Innovation at Harvard Graduate School of Education and is the Chief Executive Officer at Future Forward Strategies, a labor market intelligence, design thinking and strategy firm. Previously Dr. Jackson was a Managing Partner at New Profit where she launched the Future of Work Grand Challenge initiative that resulted in the development of an ecosystem of over 60 employers, foundations and education operating partners that reskilled and placed workers impacted by COVID-19 in living wage jobs. Dr. Jackson holds a doctoral degree from Harvard University where her research focused on using capital as a lever in service of systems change. She also holds business, marketing and journalism degrees and certifications from University Missouri-Columbia and INSEAD Business School. Learn more about Dr. Angela Jackson.

SUGGESTED DR. JACKSON QUOTE: “From the pandemic to the racial reckoning we’ve experienced in the world of work, now more than ever we need to provide concrete, substantive, and highly scalable solutions to workforce shortages, mismatches, and bias that holds all of us back,” said Dr. Jackson. “I look forward to helping Arena Analytics continue to shape the future of work and deliver real, measurable value to organizations and individuals across the economy.”

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[To share your insights with us, please write to sghosh@martechseries.com]

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Arena Analytics, a company that helps people and organizations chart the future of work using sophisticated AI and data analytics, announced that United Church Homes, a nationally known and respected nonprofit provider of senior living and healthcare services for older adults, has implemented the Arena Analytics Talent Discovery Solution. Talent Discovery deploys optimized recruitment marketing strategies along with actionable, data-driven hiring recommendations to supply high-quality candidate volume where employers need it most.

United Church Homes will implement the Arena Analytics Talent Discovery Solution across multiple locations to aid in the sourcing of quality staff members in various job categories. Using the company’s groundbreaking Retention Prediction Model, Talent Discovery:

• Targets candidates who are predicted to be retained for each organization’s unique needs
• Suggests additional positions a candidate may be suited for
• Enables candidates to apply to multiple jobs within your organization

“United Church Homes is experiencing significant growth and increased demand for services. To ensure we can meet that demand, we’re committed to leveraging innovative technology to enhance our ability to attract, select and retain qualified staff in this challenging workforce environment,” said Scott Slutz, United Church Homes VP of Human Resources. “We believe that the partnership with Arena Analytics and incorporating their services will result in positive impacts on staffing and staff retention.”

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Arena Analytics’ in-house sourcing team constantly optimizes a variety of recruitment marketing and outbound sourcing strategies to attract and nurture both active and passive candidates and help fill the top of the funnel. The company deploys its outcome-based predictive analytics tool to match candidates to jobs where they are likely to be retained, and the team nurtures them throughout the process, delivering interview-ready candidates to its Talent Discovery clients. The Arena Analytics team also partners with client organizations to help improve recruitment processes and techniques, resulting in a better candidate experience and faster overall hiring process.

“We’re honored to partner with United Church Homes, a mission-driven organization committed to providing quality and affordable housing and healthcare options to older adults for over a century,” said Myra Norton, CEO of Arena Analytics. “I am confident that Talent Discovery will help United Church Homes continue to offer the highest level of resident care by finding and prioritizing applicants predicted to succeed in their hardest-to-fill roles.”

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[To share your insights with us, please write to sghosh@martechseries.com]

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KPMG in India announced the release of its talent lifecycle management, the AI platform. Created in collaboration with dotin Inc. This AI platform provides visibility into the various stages of sourcing, screening, engaging and upskilling talent. It also enhances diversity, equity, and inclusion for any enterprise workforce. The platform is aligned to the “Future of Work” theme.

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The AI platform from KPMG in India is leveraging dotin Inc.’s AI engine to oversee end-to-end talent lifecycle management. The AI platform is intended to assist recruiters, hiring managers, talent development leaders, and company decision-makers with nurturing and growing talent, assessing their resilience, and determining their future readiness.

This platform uses machine learning and natural language processing to objectively evaluate technical skills, personality traits, strengths, culture compatibility, workplace values, and learning styles of individuals. This aids management in identifying traits related to skill alignment, leadership and performance development, career management, and team constitution – thus quickly determining overall talent alignment per opportunity. The technology also utilizes dotin Inc.’s capabilities to gather insights related to employee makeup, thereby easily determining the gender and ethnic diversity and equity within a given workforce.

Ganesh Iyer, Founder and CEO, dotin Inc, said, “This collaboration with KPMG in India will enable our technology to capture the true personality, evolving technical skills, and resilience of every talent within an organization. Best of all, it’s done without introducing bias or subjectivity, at scale, to enable seamless talent management.”

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The technology spans a wide range, providing insights into how effectively one can engage potential hires, giving managers data to build more synergistic teams, and recommending potential training tailored to the individual’s needs. It even allows the management to analyze potential advancement opportunities for talent based on their performance and projected readiness.

“We designed the AI platform to scale beyond hiring and management to cover all dimensions of the workforce, helping our customers be better aligned to the future of work” said Sachin Arora, Partner and Head, Digital Lighthouse (Analytics, AI and Data), KPMG in India. “Closely monitoring the entire talent lifecycle has become a critical component to ensure the enterprise stays profitable and productive.” he added.

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[To share your insights with us, please write to sghosh@martechseries.com]

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Work will never be the same again. The Covid-19 pandemic catalyzed changes that had long been brewing, and according to a new Bain & Company survey, 58% of workers across 10 major economies feel the pandemic has forced them to rethink the balance between their work and their personal lives.

Bain & Company launches its new report, The Working Future, which highlights five key themes that are reshaping the future of work and the steps firms need to take to get ahead in the shifting war for talent. The report is grounded in a survey of 20,000 workers, conducted by Bain & Company and Dynata, as well as more than 100 in-depth interviews. Bain’s research looked at 10 countries—the United States, China, Germany, France, Italy, Japan, India, Indonesia, Nigeria and Brazil—that represent around 65% of global GDP and offer a broad perspective from different cultures around the world.

“Much of the prevailing thinking about the relationship between workers and firms was forged in a very different world than the one we live in today, where options were more limited and relationships more transactional,” said Andrew Schwedel, partner at Bain & Company and co-chair of the firm’s think tank, Bain Futures. “Today’s environment requires a radical rethink of both the structure and the purpose of work, but to do that one needs to first understand the shifting motivations of individual workers.”

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Bain’s research identifies five key themes that are reshaping work:

1. Motivations for work are changing. Gains in living standards over the past 150 years are allowing us to spend less of our time working and raising expectations about what a job should provide. While compensation still ranks among the top priorities for most workers, only one in five now rank it as the number one factor in a job with interesting work, job security and flexibility also among the most important priorities.This new research shows that as community organizations and religious observance have declined in prominence, new generations of workers may turn to their careers to provide social connection and a sense of higher purpose. Far from the idle leisure class of bygone eras, the upper echelons of today’s society now work the longest hours of all, as busyness is seen as a sign of status. Those at the bottom of the income hierarchy now work the least hours, as they are often unable to secure the stable full-time employment they desire.
2. Beliefs about what makes a “good job” are diverging. As attitudes toward work fragment, the average worker is no longer a useful approximation. Bain has identified six worker archetypes, each with a different set of priorities: operators, givers, artisans, explorers, strivers and pioneers. For instance, 25% of US executives are “pioneers”—risk-tolerant workers who are on a mission to change the world and will make great personal sacrifices accordingly—compared with only 9% of the nation’s working population. This research shows the need for business leaders to recognize that their personal perspective of what a good job looks like won’t necessarily be shared by everyone in their organization, especially those on the front lines.
3. Automation is helping to rehumanize work. Distinctly human advantages— problem solving skills, interpersonal connection and creativity—are growing in importance as automation eliminates routine work. Bain expects to see a shifting occupational mix in developed economies that will favor uniquely human skills in the workforce of the future. This will require a major reskilling of the workforce.
4. Technological change is blurring the boundaries of the firm. The pandemic has profoundly shifted the way workers interact with their firms. The amount of time Americans spent working from home jumped from 5% to 60% in the spring of 2020. Together, the rise of work-from-home and the gig economy have loosened the boundaries of the firm, making the ideas of a workplace and a worker more fluid. While these changes decrease costs for companies, they offer a mixed bag for workers. The job satisfaction levels of contract workers are markedly below those of permanent employees. In the US, many knowledge and administrative workers are keen to continue working from home five days a week (36%). However, the number of people saying they want to come back to the office on a full-time basis has been rising steadily— from 16% in January 2021 to 22% in August 2021.
   Bain’s survey shows that 47% of workers globally view many of their colleagues as friends. This level of connection and trust is a critical ingredient for effectively operating complex businesses. The big question is whether companies can maintain connection and trust without the physical connection provided by offices.
5. Younger generations are increasingly overwhelmed. Young people, especially in advanced economies, are under mounting psychological strain that spills over into their work lives. In Western markets, 61% of respondents under 35 cited financial issues, job security or failing to meet their career goals as major concerns for the next decade. Only 40% of those over 35 cited the same concerns. Additionally, the odds of achieving upwards mobility—earning more than one’s parents—is now the lowest it has been in the US for any generation since World War II, with less than one half of millennial workers expected to earn more than their parents.

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A path forward for business leaders

Taking these trends into account, Bain & Company identifies three actions for business leaders.

First, winning firms will pivot from being talent takers to talent makers. This requires scaling investments in learning, thinking laterally about career journeys and cultivating a growth mindset in their organization. While incumbents increasingly struggle against skills shortages, their insurgent rivals are finding creative ways to tap into the hidden potential of their people.

Second, leaders will stop managing workers like machines, instead supporting them to build personal capacity and create a career that matches their individual idea of a meaningful life. As part of this, leaders will reorganize workflows to help individuals best utilize their uniquely human advantages.

Finally, winning firms will build an organization that offers a sense of belonging and opportunity for its many unique workers while remaining united through a shared vision and communal values.

“Growing competition for talent has put the future of work squarely in the spotlight for business leaders,” said James Root, partner at Bain & Company and co-chair of Bain Futures. “Now is the time to focus the human side of work, which will allow leading firms to attract, develop and retain the workforce that is core to their future success.”

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[To share your insights with us, please write to sghosh@martechseries.com]

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Phenom, the global leader in Talent Experience Management (TXM), is presenting at Gartner’s virtual Reimagine HR EMEA Conference. The session, titled “Phenom TXM: The Experience-First Platform for Attracting and Retaining Talent,” is scheduled to start at 1:40 p.m. British Summer Time. It will examine how a unified, AI-driven approach to talent experiences helps candidates find the right job faster, employees learn and evolve, recruiters efficiently discover best-fit talent, and hiring managers make stronger decisions with data.

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“Europe’s most innovative talent management leaders will be in attendance, and we’re excited to explore the Phenom platform with them.”

Phenom Associate Vice President for Talent Experience Strategy Dr. Benoit Hardy-Vallée will lead the demo, leveraging his years of research on the future of work to demonstrate the connection between every stakeholder interaction throughout the talent lifecycle. Attendees will discover how AI and automation help find the most suitable talent for a position, empower employees to upskill, and accelerate sourcing efforts while cutting time to fill.

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“Gartner’s Reimagine HR Conference is the perfect venue to highlight the importance of AI and automation’s pivotal role in the changing world of HR,” said Hardy-Vallée. “Europe’s most innovative talent management leaders will be in attendance, and we’re excited to explore the Phenom platform with them.”

Phenom’s platform personalizes and automates the talent journey for candidates, recruiters, employees and management with Career Site, Chatbot, CRM, CMS, SMS and Email Campaigns, University Recruiting, Internal Mobility, Career Pathing, Diversity & Inclusion, Talent Marketplace, Gigs, Referrals, Hiring Manager and Analytics.

Over 100 companies across the EMEA market have adopted Phenom’s platform to upgrade their talent experiences. As demand for Talent Experience Management has spiked over the last year, Phenom acquired two Europe-based companies and opened an office in Munich to complement its European headquarters in Rotterdam. Over 100 Phenom employees are based in countries including Germany, France, Ireland, the Netherlands, Switzerland, Italy, Spain and the United Kingdom.

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Asana App for Zoom Helps Make Meetings More Impactful for Distributed Teams

Asana, Inc. (ASAN), a leading work management platform for teams, announced its Asana app for Zoom is now available in the Zoom App Marketplace, which hosts 1400+ essential tools to boost productivity and collaboration. With the Asana app for Zoom, distributed teams can drive meeting workflows and collaborate effortlessly.

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As organizations around the world begin to navigate the next phase of work, it’s never been more important for teams to bring clarity to who’s doing what and when. According to the Anatomy of Work Index 2021, individuals could save 290 hours per year through improved processes by clearly defining roles and responsibilities.

“We’re excited to be building on our existing integration with Zoom to make meetings more impactful for teams everywhere,” said Billy Blau, Head of Business and Corporate Development, Asana. “With today’s launch, we’re deepening our collaboration with Zoom as an Asana Partner, providing essential tools for the future of work. Together, we’re helping our shared customers reimagine meetings so they can spend less time coordinating and more time on the work that matters most.”

“With the launch of Zoom Apps today, we’re thrilled to be enabling organizations around the world with best of breed apps, like Asana, to make meetings more engaging and productive,” said Ross Mayfield, Product Lead, Zoom Apps & Integrations, Zoom. “Asana’s new app for Zoom helps keep teams on track with greater focus and accountability, so they can move work forward faster.”

With the Asana app for Zoom, teams get greater visibility into meeting topics and prerequisite tasks, so everyone can contribute and collaborate effectively. As meetings happen, teams can follow the agenda by opening the Asana app within Zoom to keep everyone focused on what needs to be discussed. Action items are captured in real-time and added to the meeting task, along with the meeting recording, reducing the need for app switching while increasing transparency and accountability.

Together, Asana and Zoom are reimagining meetings before, during, and after:

• Before: Create a Zoom meeting directly from an Asana task, where teams can also draft and share the agendas. By multihoming meeting tasks in the right projects, teams get the context they need without having to manually copy and paste
• During: create and assign Asana tasks directly from a Zoom meeting to capture action items without having to switch between apps
• After: Zoom recordings and transcripts are automatically attached to the Asana task as searchable. Now teams have a record of what was discussed so that all collaborators, even those who couldn’t make it, stay in the loop

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Union creates industry’s most comprehensive cloud-based platform for secure workspace delivery and collaborative work execution

Citrix Systems, Inc., the global leader in digital workspace and app delivery solutions, announced that it has completed its acquisition of Wrike, a leading provider of SaaS collaborative work management solutions, for approximately $2.25 billion in cash. Through the acquisition, Citrix will deliver the industry’s most comprehensive cloud-based work platform to empower all employees and teams to securely access, collaborate and execute all work types in the most efficient and effective way possible — across any work channel, device, or location.

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Delivering the Future of Work

“For more than three decades, Citrix has been a leader in providing digital workspace infrastructure that empowers IT organizations to securely deliver the apps, content and business services employees need to do their jobs,” said David Henshall, President and CEO, Citrix. “With the addition of Wrike’s collaborative work management capabilities, which leading companies like Walmart, Fitbit, Siemens Smart Infrastructure, Chosen Foods, and many others rely on to foster more efficient and collaborative work execution, we can take things to the next level and enable people, teams, and organizations to perform at their best.”

Transforming the Employee Experience

Digitization and the adoption of flexible and hybrid work models continues to accelerate. But complex and distributed work environments are cluttered with a heterogeneous array of applications, communication channels and devices that disrupt employees and get in the way of efficient and meaningful work.

“The need to provide a secure and simplified work experience for employees has never been more critical,” said Mark Bowker, senior analyst for Enterprise Strategy Group. “To keep employees engaged and productive in today’s hybrid work environment, companies need to not only provide secure and reliable access to the resources they need to do their jobs, but tools that enable them to work more efficiently and effectively across work channels, devices and locations.”

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With Citrix and Wrike, they can.

Simplifying Work

Citrix Workspace™ is unique in its ability to unify and secure work resources and streamline workflows across work types. With Wrike, Citrix will further enhance its capabilities with a best-in-class collaborative work management solution for project-based work, portfolio management and other collaborative work types.

By bringing together Wrike and the Citrix Workspace, Citrix will provide a true digital work platform that transforms how work gets done via:

• Secure delivery of all work resources, including SaaS apps, web apps, mobile apps, virtual desktops, content and business services
• Native aggregation and integrations for apps, content, data, projects and workflows
• Built-in low code/no-code tooling for workflow automation
• Powerful project and work management tools to execute various levels of work across the enterprise – from portfolio planning with strategy / goal planning, to project planning with capacity planning, project execution and project insight and analytics

“Innovative companies understand that to power the modern, agile enterprise, they must transform the way their employees work,” said Andrew Filev, Senior Vice President and Wrike General Manager, Citrix. “In combining Wrike’s collaborative work management innovations with Citrix Workspace, we can deliver an experience-driven work platform that enables businesses to quickly adapt to changing work styles and business needs and their employees to do the best work of their lives.”

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