{"id":16674,"date":"2025-12-02T11:00:58","date_gmt":"2025-12-02T11:00:58","guid":{"rendered":"https:\/\/tst.wordpress.realogydev.com\/cartus\/uncategorized\/mobility-matters-s3-bonus-unwrapping-talent-management-bonus-episode-of-mobility-matters-podcast\/"},"modified":"2025-12-02T13:29:57","modified_gmt":"2025-12-02T13:29:57","slug":"mobility-matters-s3-bonus-unwrapping-talent-management-bonus-episode-of-mobility-matters-podcast","status":"publish","type":"post","link":"https:\/\/tst.wordpress.realogydev.com\/cartus\/insights\/blog\/mobility-matters-s3-bonus-unwrapping-talent-management-bonus-episode-of-mobility-matters-podcast\/","title":{"rendered":"Cartus|Blogs|mobility-matters-S3-Bonus-Unwrapping-talent-management-Bonus-episode-of-mobility-matters-podcast|"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":26,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"wds_primary_category":0,"footnotes":""},"categories":[23,167],"tags":[168,163,162,105,156],"class_list":["post-16674","post","type-post","status-publish","format-standard","hentry","category-blog","category-cartus-connect","tag-crisis-management","tag-mobility-matters","tag-podcast","tag-sustainability","tag-werc"],"acf":{"blog_type":"Short Blog","category_type":"PODCAST","dont_display_published_date_in_blog_landing_tile":false,"hero_image":"","story_section_topic":"","story_section_description":"","rich_text_content1":"As we head into the holiday season, we\u2019re unwrapping a special gift just for you \u2013 a bonus episode of our Mobility Matters podcast, brimming with extra content from our recent attendance at <a href=\"https:\/\/www.gws2024.org\/\"><strong>WERC\u2019s Global Workforce Symposium<\/strong><\/a> in Washington, DC.\r\n\r\nThink of it as a little Christmas cracker, bursting with insights and surprises from the world of global mobility. And who better to navigate us through this wonderland than our very own roving reporter, Morgan Snapp, Director, Strategic Business Solutions? In this episode, Morgan talks current and future mobility and talent management objectives with special guests including:\r\n<ul>\r\n \t<li>Arjun Jonnalagadda, Global Mobility Director, Baker Hughes: <a href=\"https:\/\/www.linkedin.com\/in\/arjun-j\/\">LinkedIn<\/a><\/li>\r\n \t<li>Billy Ho, Global Mobility Director, Ciena: <a href=\"https:\/\/www.linkedin.com\/in\/billy-ho-90b8138a\/\">LinkedIn<\/a><\/li>\r\n \t<li>Edna Gutierrez, Global Mobility Manager, McDermott International, Ltd: <a href=\"https:\/\/www.linkedin.com\/in\/edna-gutierrez-hrpro\/\">LinkedIn<\/a><\/li>\r\n \t<li>Lisa Sezto-Ip, Global Mobility Leader, Varian Medical Systems: <a href=\"https:\/\/www.linkedin.com\/in\/lisa-sezto-ip-26b5a112\/\">LinkedIn<\/a><\/li>\r\n \t<li>Maryam Shahnazi, Senior HR Analyst, US Immigration &amp; Global Mobility, American Bureau of Shipping: <a href=\"https:\/\/www.linkedin.com\/in\/mshahnazi\/\">LinkedIn<\/a><\/li>\r\n \t<li>Morgan Snapp, Director, Strategic Business Solutions, Cartus: <a href=\"https:\/\/www.linkedin.com\/in\/morgan-snapp-4154596a\/\">LinkedIn<\/a><\/li>\r\n \t<li>Suzanne Hall, Global Mobility Manager, BorgWarner: <a href=\"https:\/\/www.linkedin.com\/in\/suzanne-macneil-hall-gms-t-3a2a63b\/\">LinkedIn<\/a><\/li>\r\n<\/ul>\r\nFrom a heightened focus on sustainability and the critical importance of crisis management in light of natural disasters and political unrest, to streamlining internal processes and flexible mobility, this episode covers it all.\r\n<h2>don\u2019t miss it!<\/h2>\r\n<a href=\"https:\/\/cartus.com\/en\/insights\/blog\/mobility-matters-s3-episode-10-live-at-WERCs-GWS-conference-with-cartus\/\"><strong>Listen to more live conversations from WERC\u2019s Global Workforce Symposium featuring the Cartus team and special guests.<\/strong><\/a><strong>\u00a0<\/strong>\r\n\r\nWe wish you a joyful and relaxing break filled with magic and cheer. Take care and see you next year for Season 4 of Mobility Matters!\r\n<h2>learn more<\/h2>\r\nIf you enjoyed this episode of Mobility Matters, be sure to learn more at <a href=\"https:\/\/cartus.com\/en\/insights\/podcast\/\"><strong>cartus.com\/podcast<\/strong><\/a> or subscribe through your favorite podcast streaming platform.\r\n<h2>podcast transcript<\/h2>\r\n<strong>Andy: <\/strong>Well, ho, ho, ho and hello everybody. Welcome to this very special, festive edition of Mobility Matters. My name is Andy Conduit-Turner, Director of Sustainable Growth Enablement. And have I got a treat for you? When we were at <a href=\"https:\/\/www.gws2024.org\/\"><strong>WERC<\/strong><\/a>, a few weeks ago, there was far too much content for a single episode, so we've wrapped it up. We've stuck a bow on it, and I have a bonus bit of content for you today.\r\n\r\nIn this bounty of bonus discussions, our very own Morgan Snapp, Director of Strategic Business Solutions, is going to take the spotlight and serve as your roving reporter. Morgan kept herself especially busy over at WERC, lining up HR and mobility contacts from companies including Ciena, Varian Medical Systems, McDermott, BorgWarner, and BakerHughes.\r\n\r\nJust a little heads up and a reminder that, of course, this one was recorded live and on a busy show floor environment, so you'll hear a few noises in the background, a few bleeps and bloops on the audio, but it should not distract you from the enjoyment of the conversation. And so, with that, I will hand you over to Morgan.\r\n\r\n<strong>Morgan: <\/strong>So, I'm here with Arjun from Baker Hughs. Arjun, I'll let you introduce yourself and your role.\r\n\r\n<strong>Arjun: <\/strong>Yeah. Arjun, Jonnalagadda, Global Mobility Director for Baker Hughes.\r\n\r\n<strong>Morgan: <\/strong>And you are based outside the US right now?\r\n\r\n<strong>Arjun: <\/strong>Yes, based in Dubai. Baker Hughes itself is an energy technology company. We are an oil and gas but also renewable energy.\r\n\r\n<strong>Morgan: <\/strong>Very cool. So, in the next six months, what are some top priorities for you and for Baker Hughs?\r\n\r\n<strong>Arjun: <\/strong>Right, so I would say we have three priorities that we are heading towards. One of them is sort of establish this platform that would be labeled like \u201cmobility one\u201d where you can see everything that's happening at the same time. So, immigration, offer process, tax, relocation progress, \u201cI'm shipping a pet, what's happening?\u201d So, one-stop shop to see essentially everything that's happening.\r\n\r\n<strong>Morgan: <\/strong>Okay.\r\n\r\n<strong>Arjun: <\/strong>Yeah, for employees, but also for people leaders, okay?\r\n\r\n<strong>Morgan: <\/strong>And when you say people, leaders, who are your key stakeholders, that really want that consolidated data, that's easy to find, right?\r\n\r\n<strong>Arjun: <\/strong>Of course, the Talent Team, who is knowing, wants to know what's happening. Primarily the customer, also the employee, right? The milestones, what to expect if there are delays, etc.\r\n\r\n<strong>Morgan: <\/strong>Okay.\r\n\r\n<strong>Arjun: <\/strong>And then people want to know, \u201cWhen can I expect the resource in the country?\u201d\r\n\r\n<strong>Morgan: <\/strong>Yeah, yeah. They want to know what's the next step, yes. And when do I need to get there?\r\n\r\n<strong>Arjun: <\/strong>Yeah.\r\n\r\n<strong>Morgan: <\/strong>And usually, \u201cWhere's my money?\u201d\r\n\r\n<strong>Arjun:<\/strong> Yes, absolutely, absolutely.\r\n\r\n<strong>Morgan: <\/strong>Any other top priorities that you're thinking about for the next six months?\r\n\r\n<strong>Arjun: <\/strong>So, sustainability is another thing right, as our employees have these suite of benefits, how can we inform them better on making their sustainable choice or better choices, or what are the range of options they have. And what is, again, mobility itself inherently involves carbon footprint. But how can we make responsible mobility while we still have to, you know, grow our talent and our talented?\r\n\r\n<strong>Morgan: <\/strong>Yeah, it does. It doesn't conflict, but it does, you know, meet up where you have sustainable options, but then you have duty of care, and you have a business to run that you need the talent to get there. So how are you helping the employee navigate what makes best choice for them? Yes, and what's a good choice for sustainability? Yes, absolutely anything else that's on your brain?\r\n\r\n<strong>Arjun: <\/strong>I think core\/flex is something that we can tap into fully today. We have a very nascent flex fund, okay, but we want to expand that to a proper core\/flex so that we go from equal policy to equitable policy. Everyone feels like they have the empowerment to choose what makes more sense to them, right, and use the funds, the same amount of funds, the same budget, in the way that makes more meaning to them.\r\n\r\n<strong>Morgan: <\/strong>Yeah, absolutely. It gives that employee that empowerment, like you said, to choose what the journey that makes sense for their family and their situation but cost containment. So, you're not going above and beyond cost wise, you're containing that. So, you're going from equal to equitable. That's a fun journey to go through. So, are you excited for any of these top three? Which one stands out that you're most excited about?\r\n\r\n<strong>Arjun: <\/strong>Mobility one I think will be the biggest value driver. Okay, may not have a cash equivalent, but again, with all the frustration\/anxiety going on, these are things that I think will democratize information without having to exchange a lot of notes.\r\n\r\nCore\/flex also, I think, has its own value, because there is a clear employee value proposition, right? Like, how can I make it work for my move, right, instead of someone enforcing a policy.\r\n\r\n<strong>Morgan: <\/strong>Yeah, absolutely. Well, and you know, with the new technology, you know, the APIs, the data feeds, all that, it's really becoming a possibility to have everything as a one-stop shop, you know, to have that singular platform that gives you everything altogether. So, I don't think it's a pipe dream. I think it is possible.\r\n\r\n<strong>Arjun: <\/strong>Yeah, and you said six months, right?\r\n\r\n<strong>Morgan: <\/strong>Yeah, what you'd <em>like<\/em> to see in the next six months! Awesome. Aspirationally, thank you.\r\n\r\n<strong>Arjun: <\/strong>Thank you so much.\r\n\r\n<strong>Edna: <\/strong>Hi. I'm Edna Gutierre out of Houston, Texas, and I'm with McDermott.\r\n\r\n<strong>Morgan: <\/strong>And Edna, just doing a quick pulse check here. What is top of mind for you in the next six months?\r\n\r\n<strong>Edna: <\/strong>So, for me, my focus really is internal. So, if I can make my department better, I can make the employee experience better, I can make the organization better overall. So, I'm really focused right now on our internal processes, making sure all of that has been communicated to our team members globally, also to our HR teams, our systems, updating my system, which is really critical to everything that we do. And so that's really what I'm focused on right now.\r\n\r\nAnd really that's going to launch us into the next year, our programs, once we have all of our systems in place, the efficiency that comes with those systems obviously will help just make everyone's life easier.\r\n\r\n<strong>Morgan: <\/strong>And then, when you're talking about efficiencies, have you identified certain categories that are the first thing you're going to tackle, that low hanging fruit?\r\n\r\n<strong>Edna: <\/strong>No, I dream big! So, for me, it was working with our HRIS team. We do a lot in-house, okay? And we're a lean, mean team, and so really focusing in on our internal tools that we have available to us. So, we're piggybacking off of our TA system and doing like our assignment letters off of that. So that is our low hanging fruit, so to speak. Just because we have, we're almost to the end, but I'm excited about that, automating that which will make life so much easier: Auto depository after it's been signed, similar to an employment offer letter. So, it's all there in one place, and I'm pretty excited once we actually get there.\r\n\r\n<strong>Morgan: <\/strong>So, for your perfect world scenario would you have tax and immigration and relocation and HRIS all connected in one multi-feed situation, or what would you want to make your life easier that would make our life easier?\r\n\r\n<strong>Edna: <\/strong>Ideally, yeah. That would make out life easier. The idea of data privacy and making sure that we have delineation between roles and responsibilities. Obviously, there's a financial component compensation when it comes to relocation, whether that's the tax equalization of things, or the allowances and benefits that we offer to our employees. So, making sure all of that's in one place. Easy to find, user-friendly, available to the people who need it in mobility, again, that's kind of been our hurdle to tackle.\r\n\r\nHey, I'm a global mobility person, and I need to see it all.\r\n\r\n<strong>Morgan: <\/strong>Yes. So, you do. You need to see it all, yes, you do.\r\n\r\n<strong>Edna: <\/strong>It impacts everything.\r\n\r\n<strong>Morgan: <\/strong>And so, if your crystal ball could get you there, what three pieces of data do you want to see on that, on that regular, you know, dashboard, or whatever that main screen is, what are those three key pieces of data?\r\n\r\n<strong>Edna: <\/strong>That's a really good question. I would probably say, for us, understanding where someone is from, so their passports, and some people have multiple passports, where they have visas. So, a lot of immigration-related items.\r\n\r\nAlso, maybe their tax residency, the status that's important to us. So those are pretty, pretty key, maybe not necessarily the things you think of when you're talking global mobility, but it's, it's really important to know the entire person.\r\n\r\n<strong>Morgan: <\/strong>Well, and those timings really can impact every other timing that goes into a move, a successful move, yeah? So absolutely good information to have. Yeah. Thank you so much.\r\n\r\n<strong>Morgan<\/strong>: I'm here with Maryam. Maryam, introduce yourself please.\r\n\r\n<strong>Maryam: <\/strong>My name is Maryam Shahnazi, I am the Senior HR Analyst, and I manage all of our US immigration moves, as well as overseas global mobility program.\r\n\r\n<strong>Morgan: <\/strong>That's quite a handful.\r\n\r\n<strong>Maryam: <\/strong>Yes, it is.\r\n\r\n<strong>Morgan: <\/strong>So, question that's burning on everyone's mind is, what is your top priority for the next six months?\r\n\r\n<strong>Maryam: <\/strong>For the most part, for the next six months, I really just want to see what's going to happen. See what's going to happen with the [US] elections, how much more of a delay it's going to cause with, you know, the perm process and the Department of Labor, right? You know, right now it's went from it used to be six months and nine now it's, I think, 13 to 15 months for just the perm application. And how it's really going to affect our business whenever people are actually close to maxing out, right? And also seeing if we need to change, you know, policies around to, you know, when we actually do start the permanent resident process for an individual.\r\n\r\n<strong>Morgan: <\/strong>So, are you looking to fast track things then if it goes one way, or are you looking to delay? What is your what is your business need, right?\r\n\r\n<strong>Maryam: <\/strong>Yeah, so our process basically is based off of a business case of why we would do that permanent establishment. And if we're going to go forward and do a permanent residency process for someone, then my recommendation is going to be to start on our earlier note, right? Of course, we want to make sure that the employees is good in their role and wants that permanent green card process.\r\n\r\nSo just matter of a business need. What is the business need? Is it going to affect, you know, business goals? Is it going to affect the family? You know, are there any children that may be maxing out, you know, because they may be turning 21 you know, how quickly could we get everything started, depending on both business and the actual individual themselves too. So, it's like keeping everyone in mind\r\n\r\n<strong>Morgan: <\/strong>And when you're juggling all of those different pieces, what is the biggest area of concern that you have right now?\r\n\r\n<strong>Maryam: <\/strong>Really trying to get your stakeholders on board to understand that the delays aren't really on HR side, nor the immigration team, it's really the Department of Labor and just the backlog and the shorthand that they have and getting them to understand that aspect of it. That\u2019s been a really big task.\r\n\r\n<strong>Morgan: <\/strong>Gotcha. So, it's the internal stakeholders that you need to bring on board to get them to buy in and then you can move forward.\r\n\r\n<strong>Maryam: <\/strong>Yes, yes, yes.\r\n\r\n<strong>Morgan: <\/strong>Awesome. Well, thank you so much.\r\n\r\n<strong>Maryam: <\/strong>Thank you.\r\n\r\n<strong>Morgan: <\/strong>So, I'm here with Billy from Ciena, and one burning question for you, Billy, what is top of mind for the next six months? For you?\r\n\r\n<strong>Billy: <\/strong>Top six months? So, six months, will fly super quickly. Yeah. And so, we need the one top priority right now in my program is to build on the knowledge library. The reason why I say that is because, as during the whole session [at WERC], we've heard about AI, we've heard about, \u201cHow do we utilize the data and information to support our employee?\u201d\r\n\r\nAnd makes it really, really great employee experience. AI is only enabled if there is the data. Yeah, then it's important for us to really build up this data knowledge base to enable that AI to support our employees. And so, we're talking about data. It's a really, really big piece, and that's where I'm looking for collaboration service providers, my key partners, to really be able to cleanse the data, cleanse the policies, the process, the knowledge library, all that.\r\n\r\n<strong>Morgan: <\/strong>Right. And when you're cleansing that data, are you looking for certain patterns or trends, or are you just making sure that the data is accurate?\r\n\r\n<strong>Billy: <\/strong>Data has to be accurate. Okay, now has to be available. Has to be simplified in order to provide that accurate response, right? What we always see in mobility is repetitive questions, and that takes hours, so we have approached it previously using 10 responses. So again, canned responses are something that we think employee may ask, and we have to relay the corresponding response. But AI really allows that generative, that very, very specific response to be given to any question the employee may ask.\r\n\r\nThat's the reason why the accuracy of information is so key. The last thing we want is the wrong information. And then the AI says something that we had not intended to say, right?\r\n\r\n<strong>Morgan: <\/strong>And then, when you're looking at all of the AI components and the data being fed in that\u2019s correct, is there also a way that you're safeguarding that those responses are accurate and full?\r\n\r\n<strong>Billy: <\/strong>Absolutely, absolutely. So again, in a way to safeguard the information. I know that AI you can set some risk tolerance, so to speak, right? So, in the beginning, this is more a hypothetical solution right now, as we think about it, is to really set that risk tolerance to be the highest possible. Okay, now that, of course, will deter and delay some of the responses to the employee, because we want 100% accuracy. But as we build how comfortable [we are] in those policies and build that machine, that's when we can lower down the risk tolerance [with regards to] what answers we provide to employees.\r\n\r\n<strong>Morgan: <\/strong>Yeah, that's important, correct, accurate and timely.\r\n\r\n<strong>Billy: <\/strong>Now, whether we can do it in six months, ask me again in six months.\r\n\r\n<strong>Morgan: <\/strong>Oh, I will. All right. Thank you so much.\r\n\r\n<strong>Suzanne: <\/strong>My name is Suzie Hall. I am from Detroit, Michigan, and I'm a Global Mobility Manager.\r\n\r\n<strong>Morgan: <\/strong>And what company are you with?\r\n\r\n<strong>Suzanne: <\/strong>I\u2019m with BorgWarner.\r\n\r\n<strong>Morgan: <\/strong>Very cool. And in the next six months, what is your top priority? What's top of mind for you?\r\n\r\n<strong>Suzanne: <\/strong>So, Morgan, I'd have to say top of mind for me is crisis management. I think it's very important during these times in the US, with all of the major storms and catastrophes that are going on and outside of the US, with all of the political unrest that it's very important for each corporation to have a crisis management plan that we can work with our RMCs on and make sure that we're performing and giving the duty of care for all of our employees.\r\n\r\n<strong>Morgan: <\/strong>And have you had any employees affected by the natural disasters in the US?\r\n\r\n<strong>Suzanne: <\/strong>Oh yes, just recently, we did. We had a three employees affected by it. They were going to be moving. We had to swoop right in. And it's just so important that we can let them know that they're safe, and also the leadership team too. It's because there is a vested interest in all of our employees.\r\n\r\n<strong>Morgan: <\/strong>You mentioned geopolitical, have you had any areas of the world that you're concerned about or that you've had experiences in?\r\n\r\n<strong>Suzanne: <\/strong>Well, luckily, no, not right now, but you never know. If that's what everything has taught me, is that you never know, and you have to be prepared. So that's what we'd really like to be, as prepared.\r\n\r\n<strong>Morgan: <\/strong>And it seems like the world today is up and down and all around.\r\n\r\n<strong>Suzanne: <\/strong>Oh, you are so right. It's like my weight! You never know what it's gonna be.\r\n\r\n<strong>Morgan: <\/strong>Oh, goodness, yeah, have you do you have a plan in place? Have you started that journey? Where are you at?\r\n\r\n<strong>Suzanne: <\/strong>So, we've started it, and by the end of the year, we'll have everything in place. But I really want to be more preemptive about all of this. It's because what I don't want to do is, I don't want to have a situation and then gather. I want the situation and be ready, yeah. So that's, that's mainly what we're looking for.\r\n\r\n<strong>Morgan: <\/strong>Do you have any areas of the globe that you're focused on for more of that?\r\n\r\n<strong>Suzanne: <\/strong>So presently, it's the US, yeah, for all of our moves. But of course, with the crisis we have been planning, it would be global. It'll be all over the world.\r\n\r\n<strong>Morgan:<\/strong> And I think the first thing is always, where are your people?\r\n\r\n<strong>Suzanne: <\/strong>Right? Exactly.\r\n\r\n<strong>Morgan: <\/strong>Good data on where they are, whether they're remote, they're in the office, they're at a location.\r\n\r\n<strong>Suzanne: <\/strong>What's their nationality? What's their passport holder? How many people are living with them? Where do they live? Are they taking a vacation? Do they have a pet? All that stuff. Stuff that you have to think about, that your RMC can really help you with as well.\r\n\r\n<strong>Morgan:<\/strong> Absolutely. Yeah. So, you mentioned your RMC, so what role do you want the RMC to have in that? How can they help you?\r\n\r\n<strong>Suzanne: <\/strong>So, really a partnership. And so, because our RMC helps us with leases. So of course, they would know where people live, our RMC controls our cost of living allowances, so they know how many people are there.\r\n\r\nAnd then, of course, this is where we have to do our due diligence and make sure that we have all the proper contact information. And the RMC usually knows that they have a pet. (That's if they didn't get a pet when they were there!)\r\n\r\n<strong>Morgan: <\/strong>That's true.\r\n\r\n<strong>Suzanne: <\/strong>And that's where we have to jump in and see as well. But absolutely a big partnership with that.\r\n\r\n<strong>Morgan: <\/strong>Yeah, it's critical, really, you use the word \u201cpartnership\u201d, and I think that's so important when you're talking about that relationship, because if it's just a vendor, you're not going to have that collaboration, you're not going to have that proactive guidance, that reassurance and everything is going to be taken care of, and that you have the plan.\r\n\r\n<strong>Suzanne: <\/strong>And trust you have to have completely trust, because when your RMC says to you, \u201cHey, it's time to pull your socks up!\u201d You better sit and pull your socks up. That's why you have the partnership.\r\n\r\n<strong>Morgan: <\/strong>Yep, yep. They're there to help you, and you're here to make the calls. And sometimes it's the middle of the night, urgent calls, you know, the storm hits, or when unrest occurs, you got to be ready. So, I love that. So, what's your next step? You said you're just getting started on your plan.\r\n\r\n<strong>Suzanne: <\/strong>So, we are just getting started. Probably more than 75% through there. Should have everything done, vetted through, and then have everything ready and, of course, vet it with all our employees as well. This is what we have for you.\r\n\r\n<strong>Morgan: <\/strong>Awesome. Thank you so much.\r\n\r\n<strong>Suzanne: <\/strong>Thank you, Morgan, thank you.\r\n\r\n<strong>Morgan: <\/strong>I'm here with Lisa from Varian Medical Systems. Lisa, what is on your brain for the top priority in the next six months?\r\n\r\n<strong>Lisa: <\/strong>I would say that our top priority is rolling out our new HRIS, which is Work Day. It's going live in January.\r\n\r\n<strong>Morgan: <\/strong>Oh, it's coming up quick!\r\n\r\n<strong>Lisa: <\/strong>It is!\r\n\r\n<strong>Morgan: <\/strong>And how's it going so far?\r\n\r\n<strong>Lisa: <\/strong>It's been going well. It's allowed us to really look at all of our processes and be able to map them to the system power efficiency and transparency.\r\n\r\n<strong>Morgan: <\/strong>And how does your HRIS system work with immigration and mobility to give you a better experience?\r\n\r\n<strong>Lisa: <\/strong>Yeah, we're really excited to be able to capture more data to be aligned with our providers and having them feed us data, as well as matching that up with our HR data so that we can be more comprehensive and accurate with how we're supporting our employees.\r\n\r\n<strong>Morgan: <\/strong>Very cool. So, kind of a one-stop shop. You want the API feeds, all of the different integrations and things like that. Is there anything when you get done with your integration that you're really wanting to get set up as a data feed or a direct feed right away?\r\n\r\n<strong>Lisa: <\/strong>Yeah, we're going to track visa, immigration, work permits, expiration date, and we're excited about all the reporting capability that we'll have and the immediate turnaround so when the business needs some data, and then we can have access to be able to provide that right away.\r\n\r\n<strong>Morgan: <\/strong>Sounds amazing. Well, good luck on that journey, and hopefully it goes smoothly, and I appreciate you joining our podcast. Thank you so much.\r\n\r\n<strong>Lisa: <\/strong>You bet!\r\n\r\n<strong>Andy: <\/strong>And that, as they say, is a wrap. I will leave it to your discretion as to whether you perceive that as a Christmas pun or not. We are, as always, immensely grateful, not only to Morgan, but all of our wonderful guests who took a few moments to speak to us, and especially you for tuning in to this season of Mobility Matters, do keep an eye out for season four coming in the New Year with our fantastic new co-hosts, Kristi Lund and Terri Bonfiglio. Until then, we wish you a joyful and relaxing break filled with magic and cheer.\r\n\r\nTake care, and I will see you very soon.\r\n\r\n<strong>Visit <\/strong><a href=\"https:\/\/cartus.com\/en\/insights\/podcast\/\"><strong>cartus.com\/podcast<\/strong><\/a><strong> for more episodes of Mobility Matters.<\/strong>\r\n\r\n(END OF TRANSCRIPT)","rich_text_content2":"","title":"","sub_title":"","sub_text":"","display_primary_cta":true,"label_for_primary_cta":"","download_pdf_or_link":false,"download_pdf":"","download_link":"","primary_video_or_image":false,"primary_image":"","primary_video":{"video_title":"","video_type":"youtube","video_id":""},"rich_text_content3":"","secondary_video_or_image":false,"secondary_image":"","secondary_video":{"video_title":"","video_type":"youtube","video_id":""},"rich_text_content4":"","rich_text_header_with_bullet_points":"","left_section_content":"","left_section_video_or_image":false,"left_section_video":{"video_title":"","video_type":"youtube","video_id":""},"left_section_image":"","right_section_content":"","right_section_video_or_image":false,"right_section_video":{"video_title":"","video_type":"youtube","video_id":""},"right_section_image":"","category_title":"CATEGORY","tags_title":"TAGS","category_name":"","entry_title":"Cartus|Blogs|mobility-matters-S3-Bonus-Unwrapping-talent-management-Bonus-episode-of-mobility-matters-podcast|","publishing_date_blog":"2024-12-05 11:00:00","description":"Cartus\u2019 latest podcast, \u201cUnwrapping mobility insights: Bonus episode of mobility matters podcast!\u201d shares extra content from the 2024 WERC Global Workforce Symposium\n\n"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.3 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Cartus\u2019 latest podcast, \u201cUnwrapping mobility insights: Bonus episode of mobility matters podcast!\u201d is out now!<\/title>\n<meta name=\"description\" content=\"Cartus\u2019 latest podcast, \u201cUnwrapping mobility insights: Bonus episode of mobility matters podcast!\u201d shares extra content from the 2024 WERC Global Workforce Symposium\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/tst.wordpress.realogydev.com\/cartus\/insights\/blog\/mobility-matters-s3-bonus-unwrapping-talent-management-bonus-episode-of-mobility-matters-podcast\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Cartus\u2019 latest podcast, \u201cUnwrapping mobility insights: Bonus episode of mobility matters podcast!\u201d is out now!\" \/>\n<meta property=\"og:description\" content=\"Cartus\u2019 latest podcast, \u201cUnwrapping mobility insights: Bonus episode of mobility matters podcast!\u201d shares extra content from the 2024 WERC Global Workforce Symposium\" \/>\n<meta property=\"og:url\" content=\"https:\/\/tst.wordpress.realogydev.com\/cartus\/insights\/blog\/mobility-matters-s3-bonus-unwrapping-talent-management-bonus-episode-of-mobility-matters-podcast\/\" \/>\n<meta property=\"og:site_name\" content=\"Cartus | Corporate Relocation Company &amp; 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