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BOSTON — Global employment platform G-P (Globalization Partners) announced strong third-quarter momentum on Thursday, projecting that it will surpass $450 million in annual recurring revenue (ARR) and achieve more than $100 million in core operating profits for the full year 2026.
The Boston-headquartered company credited its accelerating performance to rapid customer adoption of its agentic AI-driven workforce platform and its international compliance infrastructure, which now spans more than 180 countries.
If projections hold, G-P will expand both customer headcount and revenue by over 20% compared to fiscal year 2025.
Founded in 2012, G-P operates as an Employer of Record (EOR), handling international hiring, payroll, taxes, and localized human resources management so companies can hire cross-border staff without establishing legal entities overseas.
BELLEVUE, Wash. — October 14, 2026 — Humanly, an AI hiring platform for high volume hiring, announced the acquisition of CareerArc, a recruitment marketing technology company that helps employers reach, engage, and convert job seekers.
The acquisition expands Humanly’s ability to connect the journey from candidate reach to hire, bringing together CareerArc’s top-of-funnel recruitment marketing capabilities with Humanly’s AI-powered candidate engagement, screening, interviewing, and hiring technology.
“High volume employers have had to piece together their hiring process with a collection of disconnected tools such as job boards to find candidates, software to process applications, and agencies to fill the gaps,” said Prem Kumar, CEO and Co-Founder of Humanly. “CareerArc allows us to reach candidates earlier. By combining their expertise in reaching and engaging talent with Humanly’s AI-powered hiring platform, we can help employers build a stronger candidate pipeline and move more qualified people from first touch to first shift.”
CareerArc’s portfolio includes HireSocial, a social recruiting platform built for talent acquisition teams, and Job Maps, an interactive career-site experience that helps candidates discover opportunities by location.
https://hrtechfeed.com/humanly-acquires-careerarc/
NEW YORK — Rippling has officially opened a 132,000-square-foot office at 330 West 34th Street in Midtown Manhattan, marking one of the largest physical real estate commitments by an HR technology vendor in New York in recent years.Designed to accommodate over 1,000 employees, the Penn District hub is backed by $3.4 million in state performance-based tax credits via Empire State Development, tied to creating at least 371 new tech and go-to-market roles.
Historically popular among early-stage startups and high-growth mid-market firms, Rippling has spent the past two years repositioning itself from a nimble SMB all-in-one platform into a serious contender for large enterprise contracts.
To challenge enterprise stalwarts like Workday, SAP SuccessFactors, and ADP, HR tech platforms require deep access to Fortune 500 decision-makers, financial institutions, and multinational talent pools—networks heavily concentrated on the East Coast.
https://hrtechfeed.com/rippling-expands-new-york-city-presence/
On October 6, SAP announced it has entered into an agreement to acquire TechWolf, a provider of a leading AI work intelligence platform. What does this mean for SAP SuccessFactors customers?
Closing is subject to customary closing conditions, including regulatory approvals, so we cannot yet provide a lot of details, but let us look into what we can say today.
TechWolf provides companies with a real-time, AI-powered model of their entire workforce, mapping employees’ skills, capabilities and tasks against company strategy to identify where to hire, retrain, or deploy their people.
https://hrtechfeed.com/what-does-the-techwolf-acquisition-mean-for-successfactors-customers/
Announced at the annual Workday Rising conference by Adam Godson, the company introduced Workday Candidate Profile, a reusable, candidate-controlled digital profile designed to streamline applications across Workday-powered career sites.
Instead of forcing candidates to start from scratch at every company career page, the new Workday Candidate Profile functions as a universal, portable identity:
Passwordless One-Time Sign-In: When starting an application, candidates can select “Continue with Workday Candidate Profile” and log in using an email-verified one-time password (OTP), eliminating forgotten passwords.
Up to 80% Pre-Filled: The system automatically pulls from the candidate’s saved profile to pre-fill up to 80% of standard application fields, including work history, education, skills, and contact information.
Candidate Review & Control: Applicants can review, edit, and fine-tune their details before submitting, ensuring their information remains accurate and up-to-date.
Preserving Employer Workflows: Employers maintain their custom branding, job-specific screening questions, compliance disclosures, and validation rules without breaking their existing Workday Recruiting workflows.
The update is scheduled to roll out to job seekers in early 2027.
SAN FRANCISCO — In welcome news for millions of frustrated job seekers, enterprise software giant Workday announced a major overhaul to its job application experience, addressing one of the most widely mocked pain points of the modern corporate job hunt: having to create a new account and manually retype work history for every single company.
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