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.

#HRTechChat: Aman Kaur-Shaik on Why AI Adoption in HR Starts with Knowledge, Data, and Culture

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In this episode of #HRTechChat, Dylan Teggart speaks with Aman Kaur-Shaik—HR Director at Nutrien, member of the 3SixtyInsights Global Executive Advisory Council, and a 2024 Global Top 100 HR Executive—about what it really takes for organizations to adopt AI successfully. Aman explains why the biggest barrier to AI adoption isn’t the technology itself, but the environment organizations have built around it. From fragmented knowledge bases and outdated policies to inconsistent data and unclear guardrails, many HR teams are trying to layer advanced AI tools on top of systems that were never designed for them. Together, they explore why the hype around AI is beginning to settle, how HR leaders can move from experimentation to practical adoption, and why starting with strong knowledge management and data […]

Infographic: California Compliance – What’s the Difference and Why It Matters

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California is increasingly operating under labor structures that require employers to manage compliance with far greater precision than federal standards alone. Higher minimum wages, daily overtime thresholds, and strict meal and rest break requirements mean compliance is no longer just a policy exercise, it is a direct payroll and operational consideration. Missed breaks and improperly tracked time can create immediate financial exposure, while daily overtime rules require more intentional workforce scheduling. For organizations expanding into or operating within California, compliance readiness now depends on accurate timekeeping, disciplined payroll execution, and HR infrastructure capable of supporting these elevated regulatory expectations.  

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Market Alert: The EU’s New Pay Transparency Directive

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The EU Pay Transparency Directive is a new set of rules that says companies operating in the European Union must be more transparent and consistent about pay, particularly to reduce unfair pay gaps, most notably gender pay gaps. Instead of pay being a bit of a “black box” where people only find out if they’re underpaid by accident, or after years, the directive pushes pay into the open in a few practical ways: Job seekers get pay info earlier: When you apply for a role, the employer has to tell you the pay range or starting pay early in the process, likely in the job posting, or at least before interviews. The idea is to reduce wasted time and end the guessing games in which […]

#HRTechChat: Do More With Less Is Breaking Managers (and What to Do About It) — with JD Dillon

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In this episode of #HRTechChat, Dylan Teggart is joined by JD Dillon—advisor, speaker, and author of The Modern Learning Ecosystem—to unpack the “do more with less” reality shaping work in 2026 and why managers are taking the brunt of it. JD explains how constant change, unclear AI mandates, and shrinking labor budgets are pressing frontline and middle managers from both sides—corporate demands on one side, team needs on the other. Together, they explore why traditional leadership development isn’t meeting the moment, why “engagement” is losing meaning as a guiding metric, and what actually helps organizations adapt when disruption hits. JD makes the case that if you’re going to prioritize one investment in the employee experience, make it managers—by giving them time, clarity, and permission to […]

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Research Agenda: Changing Workplace Dynamics & The Future of Work in 2026

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“The old system is gone. The new one has not yet formed,” said Canadian Prime Minister Mark Carney at the 2025 ASEAN Summit. While this is truer than ever for geopolitics, it’s also true for how we work. For the second (or even third) time this decade, the concept of “work” is changing, and AI is a big reason for it. Layoffs have begun at major tech companies driven by automation and a shift towards AI-driven work models, and within HR technology, there’s been significant consolidation and acquisition as vendors make investments that only the big players can handle. Offerings, messaging, pricing, and AI use are in flux, and we’ve yet to see how things will land. My research aims to help HR leaders make […]

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Analyst Insight: What Makes a Certified Great Place To Work Company

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Many careers pages today seem to carry a badge: “Great Place To Work Certified.” But to the job market, what does it typically signal, and where does it fall short? As an analyst engaging with HR leaders, employees, and HR tech vendors, it seems like Great Place To Work certification is seen less as the sole indicator of a “good company” and more as part of a body of evidence that includes retention statistics, internal mobility metrics, cultural trends, and employee feedback initiatives. Taking a Closer Look Great Place To Work (GPTW) is a workplace culture consultancy that has spent over 30 years researching employee experience and positioning itself as a global authority on workplace culture. GPTW says more than 10,000 companies across 60 countries […]

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Analyst Insight: California Labor Laws and Compliance – Burden, Benchmark, or Competitive Advantage?

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In more than one phone call with customers, vendors, or other analysts in the HR technology industry, I’ve heard the claim that it’s hard to do business in the state of California. According to these conversations, the state is riddled with unnecessary compliance, too many hoops to jump through, a mountain of litigation risk, and constant changes to the rules. Business groups frequently cite labor, wage, and climate regulations as part of a broader, burdensome business environment. So, I decided to take a look. Is the situation in California really as out of control as people claim? Fact vs Fiction To start, there is a significant kernel of truth behind these claims, especially when compared to the rest of the United States. California’s 2025 statewide […]

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California Labor Laws and Compliance: Burden, Benchmark, or Competitive Advantage? | Perception, Future Trends, and the Role of HR Tech

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Part 3 of 3: Perception, Future Trends, and the Role of HR Tech In this final installment, we shift from diagnosis to implications. After situating California within the US and global context, we’ll explore why the “impossible to operate” narrative persists and how HR technology can transform high-compliance environments into lasting advantages. High wages, aggressive enforcement, litigation exposure, and complex rules do create real operational friction, and business-oriented groups consistently highlight these burdens. But in practice, part of this also stems less from irrational rules but more from the collision of California’s modern workforce standards with outdated, under-resourced HR teams and fragmented systems. For many companies, these laws and their internal resources are like oil and water. Multi-jurisdiction employers face friction, especially if their HR […]

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California Labor Laws and Compliance: Burden, Benchmark, or Competitive Advantage? | Global Context & Real-World Impacts

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Part 2 of 3: Global Context & Real-World Impacts Having established California as a state with high compliance standards in the US, this second installment broadens the perspective to a global context. We’ll compare California with similar economies and analyze how its policies impact workers and employers in real-world situations. How Does California Compare Globally? Compared to other major Western economies, California is much less extreme. To start, most of these countries already have many of these workplace laws in place, but also have unique nuances. In Canada, the American concept of “at-will employment” is not recognized and broadly considered illegal. Unlike in the US, where employment can be terminated at any time for any legal reason, Canadian employers are required to provide proper notice […]

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California Labor Laws and Compliance: Burden, Benchmark, or Competitive Advantage? | Myths, Realities, and US Benchmarks

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Part 1 of 3: Myths, Realities, and US Benchmarks In more than one phone call with customers, vendors, or other analysts in the HR technology industry, I’ve heard the claim that it’s hard to do business in the state of California. According to these conversations, the state is riddled with unnecessary compliance, too many hoops to jump through, a mountain of litigation risk, and constant changes to the rules. Business groups frequently cite labor, wage, and climate regulations as part of a broader, burdensome business environment. So I decided to take a look. In this opening installment, I outline the context: Is California’s situation truly as dire as they say? Why do so many executives say that California presents challenges for employers, and what does […]

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Market Alert: Dayforce Expands Its Single AI Platform to Strengthen Enterprise HCM Capabilities

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Dayforce, Inc. is expanding its position in the HCM market with a series of AI-driven product enhancements designed to help large employers manage labor, compliance, and productivity more efficiently. The Minneapolis- and Toronto-based software company, which now counts many large-enterprise customers, along with the Government of Canada and federal agencies in the US, reports steady growth. With more than 7,000 customers using Dayforce, the company boasts a 98% customer retention rate and strong platform loyalty. Recent updates include Strategic Workforce Planning, Dayforce AI Workspace, and Dayforce AI Agents. All of these features are designed to help organizations connect workforce strategy to business outcomes within a single, AI-powered experience. Strategic Workforce Planning, accelerated by the acquisition of Agentnoon, enables the modeling and forecasting of skills, costs, […]

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Analyst Insight: AI Goes Nuclear

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AI – and with it, HR tech – are going for the nuclear option. No, I don’t mean the whole industry is about to go belly up (or at least I hope not), but in the literal sense of the word. Late last year, major AI and technology companies announced their bold plans to invest in nuclear technology to meet the growing energy demands of their industry. There has already been an avalanche of negative press about the energy demands of AI, or even the energy demands of a single query on an AI platform. The infrastructure that powers AI, such as servers and data centers, is placing a significant strain on the energy grids of many states, leading to increased market-rate controlled energy prices […]

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3Sixty Insights Named to Fama’s Favorite Influencers in Q3 2025

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We are thrilled to announce that 3Sixty Insights has been recognized alongside our own Nicholas Biron, Dylan Teggart, Nicole Roberts, Mark Feffer, and Geoff Webb as part of the esteemed Fama’s Favorite Influencers in Q3 2024! This honor underscores our commitment to providing actionable insights and research that shape the future of HR and talent acquisition. View the full list: Fama’s Favorite HR Influencers: Q3 2025 Edition

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Market Alert: UKG and Google Cloud Deepen Partnership to Accelerate Agentic AI in HR, Pay, and Workforce Management

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In a move that underscores the accelerating convergence of HR tech and advanced AI, UKG and Google Cloud announced a major expansion of their partnership earlier this month, designed to bring agentic AI into the daily work experience of tens of millions of employees worldwide. UKG selected Google Cloud as its primary provider for AI and data analytics, integrating Gemini Enterprise, Gemini models, and BigQuery to power its UKG Bryte AI agents across the Workforce Operating Platform. The goal is to provide employees and leaders with conversational, data-driven insights that drive productivity, reduce administrative burdens, and create more adaptable workplaces. Why It Matters: The Bigger Picture in HR Tech UKG’s deep integration with Google Cloud positions it among a growing wave of HCM vendors investing […]

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3Sixty Insights Is Proud to Share That Dylan Teggart Has Been Named to Engagedly’s 2025 Top 100 HR Influencers List

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3Sixty Insights is proud to share that our very own Dylan Teggart has been named to Engagedly’s 2025 Top 100 HR Influencers list in the category of People Analytics & Workforce Strategy! We’re thrilled to see Dylan’s impactful research and insights recognized among such an impressive group of HR leaders. View the full list on Engagedly’s website here:  Engagedly’s 2025 Top 100 HR Influencers

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Workday VNDLY Is Defining the Future of Total Workforce Management

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At its town hall yesterday, Workday outlined a clear strategic shift for VNDLY, its vendor management system that helps organizations manage external or contingent workforces (contractors, freelancers, etc.). VNDLY is being revamped from a traditional vendor management system into an AI-enabled “control plane.” Admittedly, I was unfamiliar with this term, but a ‘control plane’ serves as the brain of an enterprise system or systems. It sits above tools a system may have for HR, payroll, ATS, etc, to interpret that data, apply policies, and orchestrate actions through AI and automation. Kind of like a conductor for your HR tech orchestra. Led by Mariana Santiago, John Adkins, Hannah Atkins, and Stephen Middleton, the session highlighted Workday’s VNDLY as a key piece of the company’s wider agentic […]

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AT&T’s Market-Based Culture Shift and What It Reveals About the Future of Work – Part 2 of 2

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AT&T’s Market-Based Culture Shift and What It Reveals About the Future of Work Part 2 of 2: What It Means for the Job Market, HR Leaders, and the Future of Performance Management Editors note: This is the second part of a two part series on this topic. For the first part, you can find it here [hyperlink]. In my first installment of this series, I broke down AT&T CEO John Stankey’s memo to employees and what it reveals about the company’s shift toward a market-based culture — one focused on competition, accountability, and performance metrics. In this follow-up, I explore how that shift fits within today’s job market and what it means for HR and leadership. Is This What the Modern Job Market is Asking […]