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GrowthMode Marketing is a B2B demand generation agency specializing exclusively in HR tech. With deep industry expertise and a proprietary three-pillar approach—strategy, content, and distribution—it helps HR tech companies stand out, build market traction, shorten sales cycles, and scale from early-stage growth to successful exits.
Complexity is the norm in multiemployer benefits administration. Organizations grapple with outdated systems that can’t handle today’s intricate plan rules, pension formulas and regulatory demands. Administrators find themselves juggling countless requests from boards of trustees, benefit consultants, actuaries and others to slice-and-dice their data into meaningful sets of information that help the plan professionals fine-tune rules, set contribution rates, identify trends and evaluate productivity. For many, the burden is operational. For others, it’s financial—controlling costs and identifying efficiencies. But for all, the stakes are high. Trust Benefit Technologies has spent over three decades systematically developing solutions for this diverse set of client requirements. The Company’s approach to product development is grounded in regular client engagement, feedback loops and a shared vision for innovation — all aimed at helping clients modernize operations, simplify administration, and better serve their members. TBT’s flagship platform, TRUSTpartner, is the studied outcome of this approach. (“studied” - achieved or maintained by careful and deliberate effort). It covers every aspect of Taft-Hartley trust fund administration, from employer contributions and retirement plans to enrollment, hour bank eligibility, COBRA administration, and a host of fringe benefits like vacation/sick leave, container royalty and short-term disability, and supplemental unemployment benefits. The fringe benefit programs can be administered in-house or exported to third-party record keepers like John Hancock, Empower or New York Life. Moreover, the platform’s architecture ensures data can be accessed and presented accurately and efficiently, regardless of complexity. “Our experience proves that accurate and comprehensive data is the lifeblood of the benefits administrator, while a user-friendly UI is the key to making that data accessible, useable and easy to navigate in day-to-day operations. And that is exactly what we offer,” says Bruce Biller, president. Each element of TRUSTpartner, from the intuitive, user-friendly interface to an extensive library of reports and extracts, is designed to minimize training time, streamline workflows and improve user satisfaction.
Many employers still handle employment and income verification (VOIE) in ways that create unnecessary risk and inefficiency. Sensitive employee data is often shared in bulk with third parties, exposing organizations to ongoing security concerns. Verifiers frequently rely on outdated payroll files and cannot confirm whether someone is actively employed at the time of the request. Even when data is available, compensation is often condensed into standard categories that misrepresent complex pay structures. These gaps lead to delays, miscommunication, and repeated follow-up, placing an unplanned burden on already stretched HR teams. Vault Verify was built to change that. The company began with a clear goal: to eliminate the inefficiencies, privacy risks, and inaccuracies caused by outdated models of employment verification. Positioned as the HR Data Gateway, Vault Verify connects directly to all major Human Capital Management (HCM) platforms using real-time API integrations. This connection powers a fully automated employment and income verification system. Unlike platforms that require companies to offload their payroll data just in case a request comes in, Vault Verify takes a more secure and efficient approach. “Vault Verify transitioned into what we now call our Vault EDGe Gateway approach to providing verifications of employment and income,” says Tim Fessenden, CEO. “That means we took an API-first approach to solving this challenge.” This Vault EDGe Gateway connects directly to a company’s system of record—the HR or payroll platform where employee data already resides. When a verification request arrives from a bank, background screening agency, or government office, the system retrieves only the exact record needed, in real time. That data is never stored on Vault Verify’s servers. Once the request is fulfilled, the record is immediately deleted, eliminating unnecessary exposure. While employment and income verification remain the core offering, Vault Verify’s reach has expanded. Many HR vendors, such as unemployment claims managers and I-9 compliance firms, require similar employee data. The platform now supports this broader ecosystem. Employers can use the same secure data gateway to serve multiple partners, eliminating the need for separate file feeds or redundant integrations. Whether the request comes from a tax credit consultant, outplacement service, or benefits administrator, Vault Verify acts as a single point of access, reducing manual work and providing tighter employer control over what is shared and when.
Traditional coaching can be costly and limited in reach, especially for those not in senior roles. Most managers step into leadership without structured support. They’re promoted for their individual performance and then expected to lead teams and resolve conflict with no formal training. While executive coaching helps a few at the top, it rarely reaches those in the middle, where most day-to-day management takes place. Existing solutions struggle to meet this need at scale. Coaching is expensive, time-bound, and reliant on a limited supply of certified professionals. For millions of managers, meaningful support remains out of reach. However, a new wave of innovation is poised to change that. Rypple delivers a unique AI-powered coaching platform that provides personalized, on-demand guidance built for the realities of modern management. It is always available, affordable at scale, and grounded in coaching science. The platform meets managers in the flow of work and offers consistent support where traditional models fall short. The platform offers a structured and scalable way to develop leadership skills without relying on traditional one-on-one coaching models. It brings professional-level guidance to managers navigating everyday challenges, from resolving team conflict to leading performance reviews. Designed for real-time use, it fits into the rhythm of a manager’s day and offers support exactly when it’s needed. Rypple was not created to replace human coaches. Instead, it addresses the clear supply gap in leadership development. While over 200 million people hold management roles globally, only around 150,000 certified coaches are available to support them. Even if every coach worked at full capacity, only a small fraction of managers would receive help. “Very few people can afford $250 an hour for executive coaching. Rypple makes that level of support accessible for just pennies a day. It’s available to anyone willing to invest in themselves. With the ability to remember every interaction, it becomes a consistent, reliable partner in each manager’s growth,” says Ian Gover, co-founder and CEO. This kind of continuity creates a smoother, more effective learning experience. Rypple expands access to those who have historically been left out of structured leadership development. What sets Rypple apart is how it brings together proven coaching methodology and advanced AI infrastructure. The platform runs 24/7, remembers every session, and identifies recurring patterns in behavior or thinking. It offers continuity and scale, both of which are difficult to achieve in traditional coaching models. Rypple also integrates learning science into its design. Structured development plans, feedback loops, and experiential learning tools allow users to practice and grow over time rather than just react in the moment.
Today’s hiring landscape requires more than a standard background check. Employers need reliable, timely, and legally sound information. That’s where Integras Intelligence steps in. Led by President Forhad Razzaque and Chief Compliance Officer Anthony Picciano, the company has built a reputation for delivering a smarter, more thoughtful approach to pre employment screening. This approach combines technology with human insight to deliver what clients actually need: clarity. In a crowded field, many background screening services look the same superficially. However, Razzaque points out that not all checks are created equal. “People tend to regard background checks as an interchangeable commodity, but they are not,” he says. “We act as a partner rather than a vendor, helping clients understand nuances that others overlook.” A typical example involves criminal history searches. Most screening companies offer these searches, but the method—whether a quick database lookup, an online court repository query, or an in person courthouse review—can vary widely in quality, turnaround time, and price. Integras explains these differences and guides clients toward the right balance of speed and thoroughness to achieve their goals. Depending on the purpose of the check, compliance considerations may also come into play. This hands on approach has helped Integras stand out in an industry where cost cutting often leads to corner cutting. Many companies do not realize their vendor is taking shortcuts until something goes wrong. One client, for instance, came to Integras after growing frustrated with a previous provider. Not only was the customer service poor, but the background checks also failed to meet Fair Credit Reporting Act (FCRA) requirements, which represented a serious oversight and potential liability. The Integras team reviewed the client’s process and discovered that previous searches had excluded federal criminal records. Adding those records and bringing procedures into compliance produced an immediate difference. The first set of updated reports revealed new, actionable information that the client had never seen before. A slight price increased yielded immense value: instead of “checking boxes,” the client made smarter, safer hiring decisions.
Corporate wellness today is no longer just about offering gym memberships or providing on-demand workouts. It has evolved into building connected, active cultures where employees feel valued, energized, and supported, regardless of where or how they work. Fitness On Demand understands this shift and is redefining wellness for the modern, hybrid workforce. The company has become a trusted partner for businesses seeking a scalable, engaging, and personalized wellness solution. “Wellness isn’t just about on-demand workouts anymore. It’s about building active, connected cultures where employees feel valued, energized, and supported no matter where or how they work,” says Andy Peat CEO of Fitness On Demand. Fitness On Demand’s platform helps organizations move beyond a check-the-box approach to wellness by fostering sustainable, meaningful engagement through movement and holistic health. It addresses core corporate wellness challenges with a multi-faceted approach built around choice, delivery, access, consistency, and relevance. The platform meets employees where they are by offering access through mobile devices, desktops, wellness rooms, or connected TVs. Whether employees are in the office, at home, or traveling, they can engage with wellness content anytime. It also tailors content to match individual goals, interests, moods, and available time. Whether someone needs a quick yoga session to recharge, a high-intensity workout, or a calming meditation, Fitness On Demand’s has options to meet those needs. With thousands of classes across a wide range of disciplines, employees can find sessions that align with their lifestyle, interests, and health goals. Remote teams benefit from a fully customizable app and desktop experience, making it easy to access workouts from anywhere. This flexibility supports inclusion, allowing every employee to participate regardless of location.
Michaela Stickley, Director of Human Resources, A.W. Chesterton Company
Ann M. Harten, CHRO / VP of Global Human Resources, Haworth
Michele Granitz, Head of Benefits, Total Rewards, National Life Group
Amy K. Vassilev
Julie Anderson, Vice President, Talent Acquisition and Development, Wrench Group
Candace Villafanez-Dukes, Corporate Human Resources/Payroll & Benefits Manager, Long John Silver’s, LLC
Karina Mesa, Associate Vice President Human Resources, Royal Caribbean Group
The HR Tech Revolution Every Business Needs
In today’s competitive talent landscape, organizations must go beyond traditional HR tools to attract, engage, and retain top-tier talent. A new wave of HR innovation is reshaping how companies hire, support, and develop their people—from Pre-Employment Screening Services that ensure reliable hiring, to Corporate Virtual Fitness Platforms promoting employee wellness and productivity. AI-powered leadership coaching platforms are redefining executive development by offering data-driven, personalized coaching at scale, empowering leaders to unlock their full potential. Meanwhile, automated employment verification platforms are eliminating manual bottlenecks, accelerating onboarding, and ensuring compliance with real-time verification—saving time and reducing risk. Yet, breakthrough technologies need the right exposure. That’s where top HR tech marketing agencies step in, crafting compelling narratives, driving strategic demand, and positioning HR innovators in front of the right audiences. As the workforce becomes more global, diverse, and digitally connected, HR leaders are under increasing pressure to adopt agile, scalable solutions that support both compliance and employee experience. Forward-thinking companies are investing in platforms that not only streamline processes but also foster a culture of well-being, continuous learning, and ethical leadership. Moreover, the integration of AI and automation into HR functions is not just about efficiency—it’s about making smarter, faster, and more equitable decisions at every stage of the employee lifecycle. From predictive analytics that forecast talent needs to digital wellness programs that boost morale and retention, the future of HR is proactive and people-centric. In this special edition of HR Tech Outlook, we spotlight top innovators transforming the HR landscape, offering cutting-edge solutions in screening, coaching, automation, and marketing. These companies are redefining workforce success and setting new standards for the future of human capital management. It features GrowthMode Marketing, a specialized B2B marketing provider for the HR technology sector. It helps growth-stage companies scale efficiently through its proprietary Demand Generation 2.0 methodology. Hope this curated list inspires you to explore smarter, tech-driven strategies for building a resilient, high-performing workforce.
