Dylan Teggart
Principal Analyst
dteggart@3sixtyinsights.com

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Dylan Teggart is a Principal Analyst at 3Sixty Insights, specializing in Human Capital Management (HCM) and Workforce Management (WFM). Dylan’s expertise lies in understanding how technology impacts workforce engagement, retention, and overall business productivity. He is passionate about addressing modern workforce challenges and redefining how we work by breaking the traditional role of the “9-5” job. Whether it’s through workplace optimization, leveraging AI, or experimenting with flexible work models, Dylan is always interested in hearing what's new and different in the world of work. His key contributions at 3Sixty Insights have included instrumental work in our 2024 benchmark report with Eightfold, exploring the misalignment between HR leaders and the C-suite, as well as numerous other articles, reports, and thought leadership. Dylan is also one of the primary hosts of 3Sixty Insight’s HRTechChat podcast and has appeared as a guest on podcasts such as Up Next @ Work and PeopleTech. As part of his 2025 research agenda, Dylan is investigating the long-term impacts of AI, workforce dynamics, talent management solutions, and the future of work beyond the traditional 40-hour week. His forward-looking research equips businesses with the knowledge needed to stay competitive. Before joining 3Sixty Insights, Dylan held positions at UKG and Dayforce, and is an alumnus of New York University.
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theHRDIRECTOR: Is HR Tech in its “It’s Toasted” Era?

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One thing’s for sure in HR tech: everything is agentic AI. Or better yet, just “agentic.” In the frigid back conference halls of the Mandalay Bay convention center, past the food court, and up the escalator banks, the word “agentic” bounced across the walls and danced through the air. It’s the hot new thing. Everyone’s talking about it. And maybe that’s the problem. Over the course of the two and a half days at the 3Sixty Insights table, I was briefed, debriefed, and briefed again with vendors from across the HR tech industry. I met and spoke with many witty, intelligent, and forward-thinking people, all telling – or being told to tell – the same story. As an analyst, the result was often walking away […]

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Analyst Insight: Payscale 2025 Salary Budget Survey

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Payscale’s 2025 Salary Budget Survey reveals a cautious pay environment as employers prepare for 2026. Drawing on insights from 1,551 organizations across the U.S., Canada, and beyond, the findings show that salary increase budgets are flattening, even as inflation and wage expectations remain elevated. Payscale’s findings illustrate a shift in the employment landscape. Wage growth between 2021 and 2023 became more cautious, and employers are focusing on controlling costs amid consistently uncertain economic signs. Simultaneously, workers remain highly aware of inflationary pressures and expect wage increases to preserve their purchasing power. The ongoing friction between these forces will shape retention and engagement in 2026. For 2026, U.S. employers project average salary budget increases of 3.5%, slightly lower than the 3.6% they actually granted in 2025. […]

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Guest Podcast: Up Next @ Work, Episode 5 with Dylan Teggart of 3Sixty Insights

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In this episode, Up Next @ Work host Kate Achille sits down with Dylan Teggart, Principal Analyst at 3Sixty Insights, to discuss the state of the employee experience in 2024. Taking a socio-political lens to what’s most often seen as an HR issue, Kate and Dylan consider what factors most influence engagement rates in today’s workplaces and what employers can do to understand and improve the connection to their workforce. This conversation also serves as a preview of Dylan’s forthcoming research on building the employee experience from a workforce management perspective.

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Analyst Insight: HR Techonomics & The Napster Effect

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Agentic AI is becoming table stakes, but the pricing model is broken for HR tech vendors. Given that platforms like ChatGPT are free for most HR tech users—or built into the existing fee structures for HR tech platforms—I fear that tying it to a zero-cost model may inadvertently propel HR tech AI into a fate similar to that of recorded music after Napster and the rise of music streaming. Napster proved to the world that music can be free, and the music industry never recovered from it. Record stores closed, artists suffered, and the music market was flooded with even more music, all of which was still available for free. Even decades later, when services like Apple Music and Spotify began to pop up, charging […]

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Winner Takes All: AI, Shareholders & the Future of Work

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Many HR tech companies’ go-to-market strategies are fixated on enhancing employee experience. There’s often a heavy emphasis on frontline efficiency achieved through a bottom-up approach to bolster business. They aim to help employees first, enabling them to be more productive, which in turn benefits the company as a whole. A significant part of this movement is facilitated through the use of AI as a vehicle to accelerate progress. At HR Tech 2025, there was a recurring emphasis on the concept of “human in the loop” — the idea that even with advancements in AI, such as agentic AI, human oversight will always be necessary for its actions. Many business and tech leaders argue that AI is meant to assist, rather than replace, workers. And this […]

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Research Note: Risk to Retention – Background Screening as a Strategy

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Why forward-thinking HR leaders are reimagining background checks with technology to enhance candidate experience, reduce risk, and strengthen employee retention. Executive Summary Background screening has grown to shape candidate experience and signal organizational culture, just as much as it ensures compliance and protects against risk. Having shifted from a mere compliance safeguard to a strategic element of talent management, when done well, screening builds candidate trust, promotes a safe workplace, and enhances employee retention. The future of background screening will be shaped by regulatory expansion, tighter integration of technology, and increasing candidate expectations for fairness and transparency. Companies that strike a balance between compliance and culture, leverage technology without compromising human judgment, and prioritize candidate trust, will not only reduce risk but also gain an […]

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Analyst Insight: ADP Innovation Day 2025

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It’s not often I get to take the subway to an HR tech meeting. Fortunately for me, ADP’s early September 2025 Innovation Day on Central Park South was a short ride away from my home in Brooklyn. This private session brought together HR technology analysts, along with ADP partners and clients for an in-depth review of ADP’s strategic vision and technology roadmap. Throughout the day, executives, including President and CEO Maria Black and Sreeni Kutam, President of Global Product & Innovation, shared stories on topics such as innovation, artificial intelligence, and global payroll. While this event was intended to update analysts on ADP’s products and technology, it also served a dual purpose for ADP to address current topics. These included using multiple AI/LLM agents for […]

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Is HR Tech in its “It’s Toasted” Era?

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One thing’s for sure in HR tech: everything is agentic AI. Or better yet, just “agentic.” In the frigid back conference halls of the Mandalay Bay convention center, past the food court, and up the escalator banks, the word “agentic” bounced across the walls and danced through the air. It’s the hot new thing. Everyone’s talking about it. And maybe that’s the problem. Over the course of the two and a half days at the 3Sixty Insights table, I was briefed, debriefed, and briefed again with vendors from across the HR tech industry. I met and spoke with many witty, intelligent, and forward-thinking people, all telling – or being told to tell – the same story. As an analyst, the result was often walking away […]

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Payroll’s Role in Trust, Equity, and the Free Market | National Payroll Week 2025

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National Payroll Week (Sept 1–5, 2025), led by PayrollOrg, is all about accurate pay. But it’s also a reminder that payroll is at the heart of employee trust, financial well-being, and the larger economy. Payroll and paying people on time are integral to the national infrastructure. The preliminary 2025 payroll.org survey “Getting Paid in America” provides valuable insights into how employees actually experience payroll today: Direct deposit still dominates. Nearly 93% of respondents said they are paid this way. Despite the hype, payroll cards barely register at 0.58%. Vendors may talk about them, but adoption remains minimal. Accuracy isn’t bulletproof. Three out of five respondents feel “very certain” their pay is correct. But roughly 8%—about 1 in 12 employees—remain less than certain. That doubt is […]

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Case Study: Hosparus Health Gains Efficiency, Elevates Employee Experience Through Dayforce

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Founded over 40 years ago by volunteers to provide hospice and palliative care to children, adults, and veterans in Kentucky and Southern Indiana, Hosparus Health is a nonprofit provider of holistic care, veteran care, lung care management, and pet therapy. Its programs allow older patients to stay in the homes they know and love while receiving care, and younger patients are kept comfortable and free of pain while their families receive much-needed counseling and support. Hosparus Health cannot afford to miss its own mission-driven moments by dealing with time-consuming tasks such as processing payments for its nearly 750 employees across the organization’s nine locations. Lacking the budget of larger for-profit organizations, Hosparus Health sought to invest in an affordable yet capable human resources management solution. […]

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Case Study: From CFO to Accidental HR Leader – How isolved Turned One SMB Manager Into a Thriving HR & Payroll Organization

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Introduction Many small and medium-sized businesses depend on their financial leaders to handle HR and other administrative tasks, regardless of their background and expertise. This includes roles like CEO, CFO, and Controller — often ones that have little experience or training in matters related to recruiting, hiring, and managing the workforce, yet oversee the company’s talent acquisition and management. In such situations, the workforce gets short shrift. HR-related issues receive only the time they require, not the time they need. Despite the manager’s best intentions, areas like engagement, workplace culture, and performance management fall by the wayside. Since spending time on HR means less time for budgeting, forecasting, taxes, and compliance, the manager’s core function suffers as well. This can hurt the company, especially as […]

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Analyst Insight: From HR Burden to Business Growth – Why SMB CFOs Need Modern HR Solutions to Drive Workforce Strategy

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For most small and mid-sized businesses, the idea of having a dedicated Human Resources department, let alone a full-time HR specialist, feels like a luxury. Budgets are tight, margins are slim, and every hire must contribute directly to growth or business operations. That’s certainly not ideal, but it is a reality that forces many business owners to assign HR-related tasks—like payroll, benefits administration, and compliance—to someone who’s already an employee, perhaps the CFO, a trusted financial manager, or even the office administrator. It makes sense: If someone’s already managing the likes of accounts payable, taxes, and budgets, why not have them process payroll and administer benefits as well? But there’s a rub: Such arrangements can burden those involved with responsibilities that are outside their training, […]

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Analyst Insight: Accountants & Bankers – The Unexpected HR Allies Helping SMB Payroll and Compliance

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Introduction For many small and mid-sized businesses, there’s no such thing as an “HR department.” Budgets are tight, margins are slim, and every hire must quickly and directly contribute to growth or business operations. Typically, SMBs handle HR in one of two ways. They may fold recruiting, benefits, performance management, and other related functions into a selected manager’s to-do list. Or they outsource HR to one of the company’s trusted advisors, like their bank or CPA. In those cases, the accountant who closes the books each month might handle payroll, track paid leave, and help the business owner analyze labor costs. The banker who sets up a line of credit may offer advice on employee benefits. That’s certainly not ideal, but it makes sense: If […]