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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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This article explores the future of employee benefits, emphasizing the importance of personalization, technology, and affordability to meet evolving workforce needs. Employers are shifting from one-size-fits-all benefits to customizable options, addressing employees' diverse priorities, such as mental health and financial wellness. To enhance accessibility, companies are utilizing user-friendly platforms, AI-driven tools, and omnichannel communication to simplify benefits navigation and provide 24/7 support. By embracing these trends, companies can foster a more satisfied, loyal workforce, ultimately gaining a competitive advantage.
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OpEd/Conversation Starter
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This piece highlights how AI is transforming employee wellbeing by making benefits more accessible and personalized, especially for lower-income workers facing financial stress. Through tools like Blue Care Advisor, AI helps simplify complex benefits information, predict healthcare needs, and encourage preventive care, while giving employers valuable insights into workforce health trends. By combining AI’s capabilities with a human-centered approach, organizations can foster a more supportive, accessible benefits experience, addressing both health disparities and employees’ financial stress.
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What WorkTogether is reading right now.
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In this article, the author discusses how AI can play a vital role in enhancing empathy in the workplace, particularly through employee benefits. AI-driven tools can improve benefits engagement by simplifying complex benefits information, offering personalized support, and providing insights into employee needs, thereby enabling HR teams to make empathetic, data-informed decisions. This shift from manual to AI-supported analysis helps organizations scale empathy more effectively, making employee support more accessible, timely, and tailored to individual needs.
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Career Corner: Ask a Recruiter
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How to answer the “minimum salary” question on a job application.
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A friend called me in a panic last week as she was completing a job application. The issue: said job application included a mandatory question regarding her minimum salary requirements.
My friend ABSOLUTELY has well-researched minimum salary requirements, but she also has experience as both an applicant and a hiring manager navigating the minefield that is salary conversations (or in this case, application questions) at the beginning of a hiring process. What if she went too high or too low? How could she convey understanding of the market, high expectations for herself, and flexibility?
In our conversation, we discussed why an employer typically inquires about salary requirements at the application stage. Ideally, this is just to ensure general alignment with their already budgeted compensation package (i.e. that your minimum falls within their range, or at least, very, very close). The majority of employers who ask for your salary requirements in this way have likely NOT already shared the job compensation in a transparent way, and they’re making up for it by asking the candidate to do some heavy lifting (and what feels like mind-reading). Although it can feel like a gotcha question, the employer is highly unlikely to use your answer to low-ball you at the offer stage. They hopefully have a compensation structure that provides guidance for how to structure your compensation package within their budgeted range (i.e. a candidate’s years of experience, degrees and relevant certifications, existing/relevant relationships like a fundraiser who already has relationships with funders your organization is targeting, etc.).
So, back to answering the application question!
First of all, make sure that your minimum salary requirements are reflective of the role/level of seniority/and industry. For example, just because you’re making six figures running events at a major corporation does not mean you can expect the same pay doing that work for a school district. If the employer has not posted salaries for the role, look at job posting with peer organizations or in states with mandatory salary transparency laws to start understanding the market rate (and then adjust for cost of living). You can also reach out to people in your industry who might have more insight, or ask the recruiter before you apply (i.e. “I didn’t see it listed on the job description and am working on my application - can you please share the budgeted salary range for this role?”).
I would NOT recommend including a minimum salary requirement you’d never accept. Instead, share a realistic one you’d be open to with hopes that you can negotiate more if given the opportunity. Let’s say you’re offered the position, and they offer you your minimum salary requirement. You can ask them to share more about their salary philosophy and how the number was generated, and then potentially make a case for increasing based on aspects that weren’t taken into consideration (maybe they didn’t count some years of experience, or your understanding of the role has changed and the scope is actually much larger than the job description implied).
If I could coach employers who are still asking candidates their minimum salary requirements at the application stage, I’d recommend they tweak the question to first share their budgeted salary range and then ask if that aligns with an applicant’s minimum requirements. It becomes a yes/no answer, and everyone is on the same page.
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Create or Update Your JobSeeker Profile
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TEACH is dedicated to end the national teacher shortage and diversify the teaching profession. TEACH New Mexico is seeking a Senior Program Manager to spearhead a new statewide initiative to enhance the quality and diversity of New Mexico’s teacher pipeline. In this full-time role, the Senior Program Manager will build and nurture relationships with key stakeholders, including the New Mexico Public Education Department, Education Preparation Programs (EPPs), Local Education Agencies (LEAs), and additional partner organizations. This position calls for an individual with strong project management expertise, a talent for relationship-building, and deep knowledge of New Mexico’s education landscape.
The ideal candidate is a dynamic leader who excels in stakeholder engagement and possesses creative problem-solving skills to address the unique challenges within New Mexico’s teacher pipeline.
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At Compass Rose Public Schools, academic achievement and personal growth serve as a True North, ensuring that every student is academically prepared for college, career, and life while developing the character needed to be good citizens and advocates. The organization is seeking a full-time Chief Financial Officer (CFO) to lead all financial aspects of the network and ensure its financial sustainability. The CFO will develop financial strategies, optimize resources, and oversee budgeting, forecasting, and risk management to secure Compass Rose's long-term growth and stability. This role reports directly to the CEO and collaborates closely with the executive team to align financial strategies with the network’s mission and goals.
The ideal candidate has 10+ years of experience in a senior finance role, including 5+ years in charter schools, public schools, or mission-driven organizations. Expertise in public charter school finance, lender credibility, and managing large-scale budgets is required. Experience in facilities management and real estate planning is a plus. Strong leadership, financial reporting, and compliance knowledge, along with a passion for education, are essential.
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TEACH is dedicated to end the national teacher shortage and diversify the teaching profession. TEACH is seeking a Chief of Staff to join their senior leadership team and drive organizational growth, strategic planning, and systems development. This full-time role requires an individual with exceptional strategic thinking skills, experience in creating collaborative environments, and a passion for addressing the national teacher shortage. As Chief of Staff, you will report directly to the Executive Director, work closely with function leads, manage a team of three, and be responsible for developing a 10-year growth plan to expand TEACH’s impact nationwide.
The ideal candidate will have 10-15 years of relevant professional experience, preferably in education non-profits or management consulting, and at least five years of people management experience. A deep understanding of the education landscape, particularly working with SEAs and LEAs, is crucial, along with strong project management, strategic planning, and communication skills.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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You are receiving this email because you either created a WorkTogether Talent Consulting (formerly WorkMonger) Career Platform Account, applied to a job opening at one of our client organizations, or registered directly to receive Leaders in Education.
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