600s in HRTech by RedThread Research

In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Charles Newnam, Vice President and General Manager of Leadership and Learning Strategy at Perceptyx, to discuss the company's expansion beyond employee listening and into learning, leadership development, and AI-powered workforce improvement.Following Perceptyx's acquisition of Lyceum, the company launched Develop to bring together employee listening, personalized coaching, behavior-change nudges, and adaptive learning experiences into a single platform. The goal is to create a closed-loop system that identifies workforce challenges, recommends interventions, develops new skills, and then measures whether those interventions actually improve employee outcomes.As Charles explains, the vision is to create a system that can "automatically change behavior at scale" by combining employee feedback, organizational context, AI coaching, and learning experiences into a continuous improvement cycle.Questions AnsweredWhy is Perceptyx moving beyond employee listening?After more than two decades in employee listening, Perceptyx sees an opportunity to help organizations act on workforce insights rather than simply collect them. By combining listening data with learning, coaching, and behavior-change technologies, the company aims to help leaders close capability gaps and improve employee outcomes more effectively.What is the vision behind Develop?Develop serves as the foundation for Perceptyx's learning and development strategy. The platform connects employee feedback, AI-powered coaching, adaptive learning experiences, and behavioral nudges to create a continuous feedback loop that supports skill development and performance improvement.What makes Perceptyx's approach to AI different?Perceptyx emphasizes what Charles calls "contextually aware AI." Rather than providing generic guidance, the platform incorporates information about an employee, their team, organizational goals, engagement data, and business context to deliver more relevant recommendations and coaching.Who is the buyer for Develop and Perceptyx's learning solutions?While chief learning officers, learning leaders, and CHROs remain important stakeholders, Perceptyx is also seeing opportunities to work directly with business functions such as sales, operations, and IT. The company believes workforce development increasingly requires collaboration between HR and line-of-business leaders.How is Perceptyx differentiating itself in a crowded market?Perceptyx believes its long history in employee listening provides a unique advantage. The company combines decades of workforce data, evidence-based behavioral science, AI-powered coaching, and adaptive learning experiences to create a more comprehensive workforce development solution.Timestamps00:00 – Introduction to Perceptyx00:48 – Why is Perceptyx branching out from employee listening?01:49 – The vision behind Develop04:13 – Where does Develop sit organizationally?05:15 – Who is the buyer for Develop?07:06 – How is Perceptyx differentiating itself?09:00 – How does data fit into broader systems?10:46 – Dani's reflection and analysisResources & LinksPerceptyx: https://www.perceptyx.com/Charles Newnam on LinkedIn: https://www.linkedin.com/in/cgnewnam/Dani Johnson on LinkedIn: https://www.linkedin.com/in/dani-johnson/RedThread Research Official Website: https://redthreadresearch.com/RedThread Research on LinkedIn: https://www.linkedin.com/company/redthread-research

How are learning platforms adapting as organizations demand measurable business outcomes, better workforce data, and more intentional AI adoption? In this episode of 600 Seconds in HR Tech, Dani Johnson speaks with Scott Peacock, Head of Product at Docebo, live from Learning Technologies London 2026. The conversation explores how buyer expectations are changing across HR tech, why organizations are rethinking the role of AI in learning systems, and how Docebo is evolving beyond a traditional LMS following its acquisition of 365Talents.S cott explains that the market conversation around AI has matured significantly over the last year. Instead of simply asking for AI features, organizations are becoming more specific about where AI creates real value. As Scott explains, “there are situations where a deterministic workflow would actually be better. With compliance workflows or certifications, you don’t want AI.”QUESTIONS ANSWEREDHow are conversations around AI changing in HR tech?Organizations are becoming more intentional about AI adoption. Instead of asking for AI everywhere, buyers are increasingly focused on specific use cases where AI can eliminate manual work or improve decision-making.Why doesn’t AI belong in every workflow?Scott explains that some workflows are deterministic by nature and may not benefit from AI; therefore in some cases, adding AI can increase complexity or cost without improving outcomes.How is Docebo changing after acquiring 365Talents?The acquisition reflects Docebo’s broader move into skills intelligence, workforce visibility, and business outcomes. The platform is evolving from a standalone learning management system into a more connected learning and knowledge ecosystem.Why is proving the value of learning still difficult?Many organizations still rely on course completion as the primary measure of learning success. Scott argues that course completion alone doesn’t prove capability, performance improvement, or business impact.How is the HR tech buyer changing?As learning technology becomes more connected to workforce planning and business performance, buying conversations are increasingly involving CHROs, CIOs, CFOs, and broader business leadership.KEY TAKEAWAYSOrganizations are shifting from “we need AI” to “we need AI for this specific business problem.”Compliance and certification workflows may not require AI-driven experiences.Learning platforms are increasingly being evaluated on measurable business outcomes.Skills intelligence and workforce data are becoming foundational for modern HR tech.Buying decisions for learning technology are moving higher up the organization.TIMESTAMPS00:00 – Introduction to Docebo and Scott Peacock00:51 – How conversations around AI are changing02:21 – Docebo’s evolution after acquiring 365Talents03:46 – Are customers adapting quickly enough to AI change?05:40 – Data challenges and AI readiness07:00 – Why course completion doesn’t prove learning impact08:23 – Changing buyers and expanding HR tech functionality11:39 – Dani’s reflections on AI, skills, and learning outcomesRESOURCES & LINKSDocebo Official Website365TalentsScott Peacock on LinkedInCONNECT WITH REDTHREAD RESEARCHRedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn 

What separates truly AI-native learning platforms from software that simply adds AI features on top? In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Leslie Kelley live from the Learning Technologies conference in London to explore how AI is reshaping learning technology, workforce enablement, and business performance. The conversation dives into the growing divide between “bolted-on AI” and systems built for AI from the ground up, why learning teams must focus more heavily on business outcomes, and how closed-loop learning systems must continuously improve over time. Leslie also explains why learning organizations need to move beyond simply delivering courses and instead position themselves as strategic business enablers. As Leslie explains, “With every turn of the loop the system has to get smarter.”QUESTIONS ANSWERED What is “bolted-on AI” in HR technology?Leslie describes bolted-on AI as AI functionality added onto existing systems without fundamentally redesigning the platform. Examples include chatbots or AI-powered search features that exist separately from the core architecture. In contrast, Absorb believes AI should be embedded throughout the entire learning ecosystem.Why are organizations rethinking learning technology strategy?Organizations are under increasing pressure to prove the business impact of learning investments. Rather than focusing only on course delivery, learning teams now need to demonstrate measurable outcomes tied to workforce performance, skills development, and organizational readiness.What is a closed-loop learning system?A closed-loop learning system connects assessment, learning experiences, engagement data, and performance outcomes into one continuous cycle. The system becomes more effective over time by recognizing patterns, adapting recommendations, and learning from organizational behaviors.TIMESTAMPS0:00 - Intro and Opening Thoughts on AI at LT0:58 - What Questions Are Customers Asking about AI in HR Tech?02:03 - How is AI Embedded into Everything Absorb Does?04:07 - How Does AI Work in a Closed Loop System?06:00 - How Are Absorb Navigating The Changing Demands of Learning?08:22 - What Can Clients Expect From Absorb?10:41 - How is Technology Influencing Conversations around Solutions?12:44 - Dani’s ReflectionRESOURCES & LINKSAbsorb Software Official WebsiteLeslie Kelley on LinkedInCONNECT WITH REDTHREAD RESEARCHRedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn

How is high quality content slowly becoming the differentiator? In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Mehdi Tounsi live from the Learning Technologies Conference in London to discuss the growing shift from “AI-first” conversations toward measurable impact, contextual learning, and high-quality content experiences. The conversation explores why organizations are rethinking the role of courses, how AI is changing learning delivery, and why contextualised content may become the next major differentiator in workplace learning. As Mehdi explains, “it is not about content. It is about the quality of the content and having verifiable sources behind that content.”QUESTIONS ANSWEREDWhy are companies more focused on outcomes instead of features?Mehdi explains that AI dominated nearly every booth at Learning Technologies 2026, but the conversation is evolving. Instead of simply showcasing AI capabilities, organizations are now asking how AI can create measurable business impact.Will AI make learning content less valuable or more important?The episode explores the growing tension between content becoming ubiquitous through LLM-generated materials and the increasing importance of high-quality, contextualised learning. Organizations are becoming more interested in content tailored specifically to their culture, leadership expectations, workflows, and business environment.Why does OpenSesame still invest heavily in human curation?While many vendors are automating content curation with AI, OpenSesame continues to prioritise human expertise and customer support. Humans provide contextual judgement, relationship-building, and organisational understanding that AI alone cannot fully replicate.What is the difference between selling technology and delivering solutions?Many organizations are moving away from buying standalone technology and instead looking for partners that can solve real workforce challenges. Mehdi argues that technology without human adoption, context, and behavioural impact will not deliver meaningful outcomes.KEY TAKEAWAYSAI is shifting from a marketing feature to a business impact conversationContextual learning may become more valuable than generic content librariesThe traditional “course” is losing its dominance as the default learning formatOrganizations increasingly want learning embedded directly into workflowsHuman curation and customer support remain important differentiators in an AI-driven marketTIMESTAMPS00:00 – Introduction to OpenSesame00:30 – The AI refocus happening at Learning Technologies 202601:42 – Why content quality matters more in the AI era03:38 – The future of learning delivery beyond traditional courses05:42 – How OpenSesame is approaching AI and pricing questions08:14 – Why human curation still matters in workplace learning09:49 – Solution vs. technology: what Organizations actually want10:14 – Dani’s reflections on contextual learning and AI curationRESOURCES & LINKSOpenSesame Official WebsiteMehdi Tounsi on LinkedInCONNECT WITH REDTHREAD RESEARCHRedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn 

Why will data be the differentiator when it comes to AI? Why are HR leaders focusing more on outcomes in 2026? What metrics are HR leaders using to measure success?In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Cornerstone’s Mike Baker and Kate Graham to explain why organizations are struggling to become skills-based organizations, how AI adoption is accelerating inside enterprises, and why clean workforce data is becoming the foundation for effective HR transformation.They also discuss how Cornerstone is evolving beyond learning management systems (LMS) into a broader talent and workforce planning platform focused on outcomes, workforce orchestration, and strategic skills intelligence. As Mike explains “if you’re not delivering an outcome through an investment in AI, then why are you doing it?”QUESTIONS ANSWEREDWhy Are Companies Investing in AI Right Now?According to Mike Baker and Kate Graham, many organizations are being pushed by executive leadership to become more AI-enabled, even when they are still figuring out how to implement AI effectively. Kate explains that many organizations feel caught in the “squeezed middle”: expected to adopt AI quickly while still lacking the infrastructure and data maturity needed to do it well.Why Is Data So Important for AI in HR?One of the biggest themes in the episode is that AI systems are only as effective as the data powering them. Without correct infrastructure or foundational data, AI systems risk producing inaccurate insights, weak recommendations, and poor workforce decisions.Mike and Kate also highlight how many HR teams still rely on intuition, nine-box grids, and historical assumptions instead of data-driven workforce planning.How Are Learning and Talent Functions Changing?Mike and Kate explain that learning and development teams can no longer operate independently from talent management and workforce planning.This convergence is pushing HR technology platforms toward more unified workforce ecosystems rather than standalone learning systems.TIMESTAMPS00:00 – Introduction to Cornerstone OnDemand00:39 – What Are HR Leaders Talking About at Learning Technologies London?02:39 – Are Organizations Rearranging Themselves to Keep Pace?05:18 – How are Cornerstone and their buyers changing?07:06 – How is data influencing organizational readiness for AI?09:50 – How will access to data impact vendors?19:11 - Dani’s ReflectionRESOURCES & LINKSCornerstone Official WebsiteMike Baker on LinkedInKate Graham on LinkedInCONNECT WITH REDTHREAD RESEARCHRedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn

How are learning platforms evolving beyond training delivery and into true workforce intelligence? In this episode of 600 Seconds in HR Tech, Dani Johnson sits down with Alessio Artuffo, CEO of Docebo, to discuss the company’s acquisition of 365Talents and what it means for the future of learning, skills intelligence, and workforce development.The conversation examines why organizations need better visibility into real skills gaps, how AI is changing skills inference, and why connecting learning with talent management is becoming essential for long-term workforce readiness.As Alessio explains, “the evolution of skills intelligence [will] tackle both the agent skills and the human skills, in ways that are going to be slightly different…I think in the future you will have a situation where you have work that humans can do, and the work that agents can do, and the integration of those two layers will be the 3.0 of skills intelligence.”QUESTIONS ANSWEREDWhy did Docebo acquire 365Talents?Docebo acquired 365Talents to strengthen its ability to connect learning with talent management and workforce planning. The goal is to create a more unified platform that supports both employee development and strategic business outcomes.What role do agent skills play in the future of work?As AI becomes more embedded in organisations, leaders must think about both human skills and agent skills. Understanding how people and AI systems work together will become an important part of future workforce planningWhy are Docebo leaning into skills, when others are taking a step back?Alessio explains: “connecting real skills gaps, learning, and giving organizations tools to act on it- I don’t think of that as a bet, I think of it as a real necessity. Every job and profession is changing, and the ability to connect skills to actual performance, I think now more than ever is incredibly important.”TIMESTAMPS00:00 – Introduction to Docebo and skills intelligence03:40 – Workplace Skills 3.005:46 – Why Docebo acquired 365Talents instead of building08:22 – What makes 365Talents different in skills inference10:50 – Who should own the skills journey inside Docebo?13:45 – Dani’s reflection on the conversationRESOURCES & LINKSDocebo Official Website365TalentsAlessio Artuffo on LinkedInCONNECT WITH REDTHREAD RESEARCHRedThread Research Official WebsiteRedThread Research on LinkedInDani Johnson on LinkedIn

600 Seconds in HRTech is for HR leaders who are tired of vendor content that looks like research and want a faster, easier way to stay current.Hosted by RedThread Research analysts, each episode features a focused conversation with a HRTech leader or product expert, asking the questions buyers actually want answered: What problem does this solve? Who isn't it right for? What did you get wrong before you got it right? What's really behind that acquisition?Then the analyst unpacks it solo. No vendor present. You get what was genuinely useful, what was marketing, and what to push back on in your own evaluations.600 Seconds in HRTech covers talent platforms, learning technology, people analytics tools, and more. One episode at a time, you build a clearer picture of the landscape without chasing every press release or conference session yourself.