Dylan Teggart
Director and Principal Analyst
dteggart@3sixtyinsights.com

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Dylan Teggart is a Director and Principal Analyst at 3Sixty Insights, where he is the primary analyst covering HR technology, workforce management, and the future of work. He produces research that helps HR leaders cut through the hype and focus on measurable outcomes, enabling them to make informed, practical decisions and investments. Dylan’s research sits at the intersection of labor market trends, HR tech adoption, socioeconomics, and organizational performance. He also examines how organizations can balance a strong employee experience with positive business outcomes. This focus spans the end-to-end employee and WFM experience, including hiring, onboarding, skills, management, payroll, and more. A cornerstone of Dylan’s practice is the depth of knowledge he gains through conversations and interviews with end-user organizations, solution providers, and industry thought leaders. Combined with rigorous data analysis, this has produced a research agenda centered on six areas shaping the workforce today: employer-favored job market dynamics, AI’s impact on HR and payroll operations, HR modernization, declining employee engagement, shifting talent acquisition, and compliance complexity. At 3Sixty Insights, Dylan has produced numerous benchmark reports, case studies, and thought leadership content and serves as a primary host of the HRTechChat podcast. He has also appeared as a guest on Up Next @ Work and PeopleTech. Prior to joining 3Sixty Insights, he held positions at UKG and Dayforce. Dylan is an alumnus of New York University.
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Case Study Vignette: From Chaos to Clarity – How Tier One Physical Therapy Traded Hold Music for Headspace

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Physical Therapist Conor Schmidt is co-owner and CEO of SAS Physical Therapy dba Tier One Physical Therapy, based out of four locations in Rhode Island. In addition to his duties as owner, CEO, and chief physical therapist, Schmidt also found himself as the de facto payroll manager of the business soon-to-be five locations and roughly 20 employees. While Tier One’s Rhode Island physical therapy practice has grown significantly “from nothing” since 2021, before Schmidt switched to the Insperity HRCore™ solution, the organization’s payroll practices were stuck in a rut. Continue Reading:

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Case Study Vignette: From a Full Day to 15 Minutes – How Bob’s Truck Care Reclaimed Its Week

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Not far from the warm waters of the Gulf of Mexico, Fred Floyd Jr. owns and operates his third-generation family business, Bob’s Truck Care, along with his wife and parents. Started by his grandfather in 1975 in Pasadena, Texas, Bob’s Truck Care offers full-service automotive repair at one shop and two mobile repair service truck divisions that cover all of Texas and most of Houston. With his parents in their 60s, day-to-day duties have been largely handed over to him. As of early 2026, Bob’s Truck Care employs 25 full-time and part-time employees, all based out of Pasadena, TX. Bob’s uses the Insperity HRCore™ solution for payroll for all of its employees, and it’s enabled Fred Floyd Jr. to make the process as painless as […]

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HRD: HR Facing Rising Compliance Strain – Report

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For HR leaders, compliance demands are expanding rapidly while governance and technology investments lag behind, according to a recent report. Three in four (75%) respondents say their compliance needs have changed, according to a survey of 500 U.S. professionals across HR and adjacent functions. And 54% report that those needs have increased over the past two years, reflecting regulatory expansion, pay transparency rules, data privacy obligations, wage‑and‑hour enforcement and scrutiny of automated decision‑making. “HR compliance in 2026 is not fundamentally broken. It is under increasing structural pressure,” says Mitratech’s State of HR Compliance 2026 report. “The central challenge is not widespread compliance failure. It is the growing gap between expanding obligations and the infrastructure required to manage them sustainably.” People strategy top challenge Also, 41% of […]

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Monthly Research Recap | May 2026

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Recent Report Publications: Mitratech: State of HR Compliance 2026 Study The State of HR Compliance Report, developed through survey research and analysis conducted by the 3Sixty Insights team in collaboration with Mitratech, examines how organizations are navigating the growing complexity of workforce governance, compliance operations, and AI oversight. The study explores key challenges including fragmented systems, documentation and auditability requirements, operational consistency, and evolving expectations around explainability and accountability as HR functions continue to intersect more closely with risk, legal, and enterprise operations. Case Study: How MacLean-Fogg Used Quantum Workplace to Create a Thriving culture MacLean-Fogg, a family-owned precision manufacturer with approximately 2,100 employees, partnered with Quantum Workplace to modernize its employee listening and talent management strategy across a predominantly frontline workforce. After struggling with […]

Infographic: Inside MacLean-Fogg’s Engagement Transformation Using Quantum Workplace

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This infographic highlights how MacLean-Fogg transformed employee engagement and retention by implementing Quantum Workplace. By reducing survey completion time from 30–40 minutes to just 5–10 minutes and expanding response methods through email, text, and QR codes, the organization increased participation rates from below 50% to 81% over two years. The improved employee feedback strategy unlocked measurable business outcomes including more than $3 million in savings, 260 fewer employee exits, and stronger leadership development, accountability, and career planning initiatives. The infographic also emphasizes how AI-driven, site-specific action planning and better participation data enabled more informed operational and workforce decisions.  

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Case Study: How MacLean-Fogg Used Quantum Workplace to Create a Thriving culture

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What You Need to Know For manufacturers, building a highly engaged and high-performing workforce is a business imperative. When both are strong, output, retention, and results follow. However, hearing from and gathering feedback from this kind of workforce can be difficult since employees are not at a desk with consistent access to email and the internet for a standard 8-hour workday. This can make it challenging to obtain honest, anonymous, high-quality feedback, which in turn makes it harder to tackle issues related to turnover, culture, and compliance. MacLean-Fogg, a family-owned precision manufacturing company with roughly 2,100 employees across multiple facilities, faced exactly this problem before partnering with Quantum Workplace. What followed was a vendor switch that triggered a wholesale transformation of the company’s approach to […]

Mitratech Article: Your 2026 Human Resource Compliance Checklist – What to Prioritize First

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Insights from the 2026 State of HR Compliance Report to help you prioritize what actually matters. We all know the saying: if everything is a priority, nothing is. And right now, that tension is very real for HR team leaders who are balancing talent goals with rising expectations around process consistency and proof. Compliance work has expanded in ways that are easy to feel and hard to neatly quantify. New compliance requirements keep showing up. Enforcement patterns shift. Everyday decisions generate more questions that require proof, consistency, and documentation. In the 2026 State of HR Compliance Report, 75% of respondents said their compliance needs have changed, and more than half (54%) said those needs have increased over the past two years. Those shifts appear in […]

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Mitratech: State of HR Compliance 2026 Study

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The State of HR Compliance Report, developed through survey research and analysis conducted by 3Sixty Insights in collaboration with Mitratech, explores how organizations are navigating the increasing complexity of workforce governance, compliance operations, and AI oversight. The study examines several key areas impacting enterprise organizations, including fragmented systems and workflows, operational consistency, documentation and auditability requirements, workforce policy enforcement, and the growing importance of explainability and accountability within AI-assisted processes. The findings highlight how HR compliance is increasingly intersecting with legal, governance, risk, and enterprise operations as organizations work to operationalize compliance more effectively across distributed teams and evolving technology environments. Research and analysis for this initiative was supported by the 3Sixty Insights analyst team, including contributions from Dylan Teggart. Read the full study here: […]

Infographic: Your Employees Are Already Using AI – You Just Don’t Know Which One

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This infographic explores the growing reality of “Shadow AI” in the workplace, where employees are already adopting AI tools independently due to unclear organizational guidance and governance. It highlights how the absence of a defined AI strategy creates exposure across privacy, intellectual property, and compliance risks, while contrasting unmanaged AI usage with a governed, purpose-led approach built on transparency, clear boundaries, and collaboration. The piece ultimately positions trusted AI governance not just as a risk mitigation strategy, but as a competitive differentiator for modern organizations.  

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Workforce Management in the Age of Unknowns

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Most workforce management strategies are built for predictability. Maybe that’s the problem. In 2026, that thinking may now be a liability as the defining WFM challenges instead seem to be managing what dashboards can’t show you, AI workforce transformation is reshaping headcount decisions, data trust, and risk, as the modern workplace slowly becomes a human-AI hybrid—part judgment, part automation, part AI assistant. These changes will permanently alter the workforce, as a slow, sequenced cut moves through organizations from function to function, quarter by quarter, until organizations look fundamentally different from the way they did 10 years ago. So far, US job losses tied to AI have hit approximately 100,000 in the last 6–12 months, with companies like Amazon shedding 30,000 employees since October 2025, not […]

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The Risks of Overconfidence in Compliance Management

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Leadership often assumes a lot of “known knowns” when managing a business. Obstacles, challenges, and surprises are just part of being at the helm of an organization, but there are more unknowns out there than most would care to admit. A balance of caution and confidence is important for navigating these challenges. You don’t want to run a business scared. But there has to be a balance between these two to avoid the grinding halts of being overly cautious and the blind spots that overconfidence can miss. This combination of rising complexity and high self-reported confidence suggests a known knowns vs. unknown unknowns scenario: Known knowns are known things, such as existing or longstanding compliance problems, documented requirements, or tested controls. Known unknowns are acknowledged […]

Infographic: Kansas City Royals + Dayforce – A Payroll Transformation Case Study

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This infographic examines how the Kansas City Royals navigated a complex payroll transformation with Dayforce amid seasonal workforce fluctuations, unionization, and multi-state compliance demands. Rather than simply migrating systems, the organization rebuilt payroll and HR workflows from the ground up, resulting in a smooth go-live and measurable operational gains. The case highlights how the right technology strategy can reduce administrative burden, improve compliance visibility, and elevate payroll leadership into a more strategic business role.

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Analyst Insight: Building Cultures of Trust in the Age of AI

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There’s a significant connection between attracting and retaining top talent and compliance. The Great Place to Work’s trust model emphasizes that employees experience a “great workplace” when they trust leadership, feel pride in their work, and experience camaraderie with colleagues. Leave, pay accuracy, and policy consistency are crucial at the crossroads of trust, fairness, and respect. When issues such as missed payments, unclear rules, or poor communication arise, employees don’t view them as simple compliance errors. Instead, they perceive them as a breach of trust, leading top talent to leave quietly. Based on these practices, it can be assumed that people choose to stay with or join companies that do things well, and employees gravitate towards companies that pay attention. At the end of the […]

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Analyst Insight: Takeaways From Our State of HR Compliance Survey with Mitratech

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Across a recent 3Sixty Insights survey of 500 respondents, sentiment about HR and organizational health looked strong on the surface. While 75% of respondents—with 2 in 5 (38%) employed in HR—said they were satisfied with HR’s performance and their company’s ability to stay on top of compliance, beneath the surface, there’s a growing disconnect between how prepared organizations feel and the true complexity of today’s compliance landscape. Although most respondents were satisfied with their ability to manage HR compliance, 1 in 4 were not, and 71% reported that their compliance needs had increased over the past 2 years. Continue Reading:

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Benchmark Report: State of HR Compliance 2026 – Benchmark Findings on Confidence, Complexity, and the AI Effect

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EXECUTIVE SUMMARY Across a survey of 500 U.S. professionals involved in HR and HR-related decision-making, organizations report strong confidence in their ability to manage HR compliance. Nearly three-quarters of respondents say they’re satisfied with how well their organization stays on top of compliance requirements, and overall sentiment regarding HR performance and organizational health remains positive. Still, this confidence masks a growing tension. Over the past two years, more than half of respondents (71%) say their HR compliance needs have increased, and nearly one in four report that keeping up with compliance has become harder. This disconnect between perceived readiness and rising complexity reflects a familiar risk management challenge. Organizations are effectively managing the compliance issues they can see, while new risks emerge in less visible […]

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PrismHR Live 2026 | June 14 – 16th, 2026

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3Sixty Insights is heading to PrismHR LIVE. This year, our own Dylan Teggart will be on site, engaging with industry stakeholders, exploring evolving workforce management dynamics, and bringing back insights that matter to our clients and partners. PrismHR LIVE continues to serve as a central forum for innovation across payroll, benefits administration, compliance, and HR technology. As organizations navigate increasing complexity in workforce management, events like this provide a valuable opportunity to step outside day-to-day operations and focus on strategy, peer exchange, and forward-looking solutions. If you are planning to attend, we encourage you to connect with Dylan during the event. It is an opportunity to exchange perspectives, discuss current challenges, and explore how organizations are adapting to a rapidly evolving landscape. For those who […]

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Analyst Insight: Workforce Management in the Age of Unknown

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For decades, workforce management (WFM) meant controlling known variables like labor costs, scheduling, and compliance thresholds. That framing is now a liability. The defining WFM challenge of 2026 isn’t managing what you know—it’s preparing for what you don’t. As AI reshapes headcount decisions, data trust erodes, and the risks most organizations haven’t yet modeled turn out to be the ones that matter most. The Next Wave of Layoffs Won’t Look Like the Last One If you’re expecting alarm bells signaling massive AI-related layoffs, they’re likely not coming. What’s more likely are slow, sequenced cuts that move quietly from function to function quarter after quarter, gradually reshaping the workforce. It’s the boiling frog dynamic applied to organizational structure: by the time the temperature feels dangerous, the […]

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Market Alert: Salary.com Launches Max Model

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What It Is Early this week, Salary.com announced its new Max model, an AI layer for compensation workflows. Max is the latest addition to the CompAnalyst AI Suite and represents the company’s most significant product evolution since its founding in 1999. This announcement comes alongside a rebranded corporate identity. Max is based on Salary.com’s unique job classification system (what they call “job ontology”), which they created over 27 years ago. The model combines salary surveys, market data, job posting signals, and company software into a single smart system. It can perform tasks such as automatic analysis before and after planning, identify risks of job compression, and create reports for HR and managers. The company claims tasks that used to take half a day can now […]

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Analyst Insight: UKG Report on AI and the Frontline Workforce

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I really liked this recent report from UKG, More Perspectives from the Frontline Workforce, which echoed topics CEO Jenn Morgan raised during UKG’s Analyst Day, where she didn’t shy away from the stark challenges facing the US economy and workforce today. UKG’s report surveyed 8,200 frontline employees across 10 countries, covering topics including AI, workplace challenges, and job satisfaction. The report recognized that the needs of frontline workers often differ from those of office-based workers. It’s a valuable reminder that employee experience conversations can skew too heavily toward desk-based work, even though frontline roles make up a substantial share of the global labor force and underpin most essential services. The data on structural burnout presents a familiar yet increasingly urgent issue. In 2024, about 75% […]

Infographic: Behavioral Signals in Hiring – How Fama Helps Identify Misconduct Before Day One

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This infographic outlines the rising risk of workplace misconduct and the growing limitations of traditional hiring methods in identifying it. With misconduct rates increasing year over year and even small incidents driving significant impacts on productivity, retention, and culture, organizations need more proactive approaches. Fama addresses this gap through AI-driven social media screening that analyzes behavioral signals from candidates’ digital footprints, enabling early detection of potential risks. As digital natives make up an increasing share of the workforce, online behavior becomes a critical input in hiring decisions. The approach is reinforced by strong ethical and compliance safeguards, positioning a combined model of AI insights and human judgment as essential for improving hiring accuracy and protecting organizational integrity.