Core Insights - The article highlights the emergence of "new-collar" jobs that provide lucrative career opportunities without requiring a four-year degree, bridging the gap between blue-collar and white-collar occupations [2]. Job Categories - **Marketing Manager**: Responsible for overseeing campaigns to build brands and grow customer bases, ideal for those with social media or SEO backgrounds [3]. - **Human Resources Manager**: Focuses on creating and implementing policies for hiring and managing personnel, ensuring compliance, and acting as a liaison between leadership and labor [4]. - **Sales Manager**: Organizes and oversees sales teams, sets targets, and manages client relationships [5]. - **Computer Network Architect**: Plans and implements digital networks for businesses, with opportunities for advancement through experience and certifications [6]. - **General and Operations Manager**: Oversees multiple departments, ensuring smooth operations and resource allocation [7][11]. - **Information Security Analyst**: Protects data and digital systems, with a projected job growth of 29% but also a 49% risk of job loss to AI [12]. Salary Information - **General and Operations Manager**: Median annual salary of $159,660, median hourly wage of $76.76 [8]. - **Human Resources Manager**: Median annual salary of $140,030, median hourly wage of $67.32 [9]. - **Sales Manager**: Median annual salary of $138,060, median hourly wage of $66.38 [10]. - **Computer Network Architect**: Median annual salary of $130,390, median hourly wage of $62.69 [10]. - **Information Security Analyst**: Median annual salary of $129,330, median hourly wage of $62.18 [13]. - **Other Positions**: Information Security Analyst has a median annual salary of $124,910 and a median hourly wage of $60.05 [14].

Core Insights - TriNet reported financial results for Q4 and full year 2025, achieving earnings at the top-end of guidance and returning over $200 million to shareholders through share repurchases and dividends [1] - The company anticipates a clear strategy for 2026, including initiatives like the AI-powered TriNet Assistant and expansion of the broker channel [1] Financial Performance Fourth Quarter Highlights - Average Worksite Employees (WSEs) decreased by 9% year-over-year to approximately 324,000 [1] - Adjusted EBITDA was $57 million, maintaining an Adjusted EBITDA Margin of 4.7% [1] - Adjusted Net Income was $21 million, or $0.46 per diluted share, compared to $22 million, or $0.44 per diluted share in the same period last year [1] - Total revenues decreased by 2% to $1.2 billion [1] Full Year Highlights - Average WSEs decreased by 5% compared to 2024, totaling approximately 334,000 [1] - Adjusted EBITDA was $425 million, with an Adjusted EBITDA Margin of 8.5%, down from 9.6% in 2024 [1] - Adjusted Net Income was $230 million, or $4.73 per diluted share, compared to $269 million, or $5.32 per diluted share in 2024 [1] - Total revenues decreased by 1% to $5.0 billion [1] Stock Repurchase Program - TriNet's stock repurchase program was increased by $336 million, bringing the total available for repurchase to $400 million as of February 6, 2026 [1] Full-Year 2026 Guidance - Total Revenues are projected between $4.75 billion and $4.90 billion [1] - Professional Service Revenues are expected to be between $625 million and $645 million [1] - Adjusted EBITDA Margin is forecasted to be between 7.5% and 8.7% [1] - Diluted net income per share is anticipated to range from $2.15 to $3.05 [1]

Insperity Announces Fourth Quarter and Full Year 2025 ResultsFeb 10, 2026 4:30 PM Eastern Standard Time# Insperity Announces Fourth Quarter and Full Year 2025 ResultsShare---HOUSTON--([BUSINESS WIRE])-- Insperity, Inc. (NYSE: NSP), a leading provider of [human resources and business performance solutions] for America's best businesses, today reported results for the fourth quarter and year ended December 31, 2025. Insperity will be hosting a conference call today at 5:00 p.m. ET to discuss these results and ...

As filed with the U.S. Securities and Exchange Commission on February 10, 2026 Registration No. 333-[ ] UNITED STATES SECURITIES AND EXCHANGE COMMISSION Washington, D.C. 20549 _______________________________________ FORM F-1 REGISTRATION STATEMENT UNDER THE SECURITIES ACT OF 1933 _______________________________________ CALM Chain International Limited (Exact name of registrant as specified in its charter) _______________________________________ | British Virgin Islands | 7361 | Not Applicable | | --- | --- ...

Core Insights - The job market is experiencing challenges, with wages not keeping pace with inflation, yet there remains a significant number of high-paying jobs that do not require a college degree [1][4] - "New-collar jobs" are defined as professions that prioritize work experience and non-traditional educational paths, such as certifications and online training, rather than solely relying on a bachelor's degree [2] Job Market Overview - Despite tightening conditions in the job market, there is still an abundance of high-paying jobs available that do not necessitate a four-year degree [4] New-Collar Jobs - **Marketing Manager**: Median annual salary of $161,030; typically requires a bachelor's degree, but experience in related fields can lead to this position [5] - **Human Resources Manager**: Median salary of $140,030; a bachelor's degree is usually required, but HR certifications can provide an alternative pathway [6] - **Sales Manager**: Median salary of $138,060; while some companies prefer candidates with degrees, strong experience and product knowledge are often more critical [7] - **Computer Network Architect**: Median salary of $130,390, with top earners making $198,030; many positions list a bachelor's degree as a requirement, but entry is possible without one [8]

Core Insights - The concept of "new collar" jobs is emerging, where skills and experience are prioritized over formal four-year degrees, particularly in tech and business sectors [1] Group 1: New Collar Jobs Overview - New collar jobs typically offer salaries exceeding $100,000 and are less susceptible to AI replacement [1] - These roles are characterized by a focus on practical skills rather than traditional educational qualifications [1] Group 2: Specific Job Roles and Data - **Sales Manager**: - Median annual pay: $159,660 - Median hourly pay: $76.76 - Top-earning pay: Approximately $239,200 - Projected job growth (2024-2034): 6% - Estimated AI replacement risk: 39% [6] - **Human Resources Manager**: - Median annual pay: $140,030 - Median hourly pay: $67.32 - Top-earning pay: Approximately $239,200 - Projected job growth (2024-2034): 5% - Estimated AI replacement risk: 24% [7] - **Computer Network Architect**: - Median annual pay: $138,060 - Median hourly pay: $66.38 - Top-earning pay: Approximately $239,200 - Projected job growth (2024-2034): 5% - Estimated AI replacement risk: 33% [7][8] - **General and Operations Manager**: - Median annual pay: $130,390 - Median hourly pay: $62.69 - Top-earning pay: Approximately $198,030 - Projected job growth (2024-2034): 12% - Estimated AI replacement risk: 39% [13] - **Additional Role**: - Median annual pay: $129,330 - Median hourly pay: $62.18 - Top-earning pay: Approximately $232,110 - Projected job growth (2024-2034): 6% - Estimated AI replacement risk: 36% [14]

Core Insights - TriNet is expanding its TriNet Ascend program to enhance the development of sales professionals, responding to the growing demand for skilled sales talent in the marketplace [1][2][3] Group 1: Program Expansion - The TriNet Ascend program, initially launched in Metro Atlanta in 2025, will now include additional locations such as New York City, San Francisco Bay Area, Denver, Minneapolis, Dallas, and Irvine, California [2][3] - The program aims to provide immersive training, hands-on selling experience, and exposure to real-world business challenges for participants [3][4] Group 2: Commitment to Talent Development - TriNet emphasizes talent development as a core aspect of its culture, aiming to attract and cultivate top-tier professionals who can drive innovation and deliver value to customers [4] - The program's growth reflects TriNet's ongoing investment in people and its mission to create meaningful career opportunities [4] Group 3: Application and Candidate Diversity - Applications for the expanded TriNet Ascend program are now open, welcoming candidates from diverse academic and professional backgrounds eager to start a career in sales [5]

About Insperity HOUSTON--(BUSINESS WIRE)--Insperity, Inc. (NYSE: NSP), a leading provider of human resources and business performance solutions for America's best businesses, will release its fourth quarter earnings after the close of the New York Stock Exchange on Tuesday, February 10, 2026. A teleconference hosted by Insperity's management will be held at 5:00 p.m. ET to discuss the quarter and business trends. Investors, analysts, media and other interested persons may access the call at 888-506-0062, co ...

Since 1986, Insperity's mission has been to help businesses succeed so communities prosper. Offering a suite of the most comprehensive, scalable HR solutions available in the marketplace, Insperity is defined by an unrivaled breadth and depth of services and level of care. Through an optimal blend of premium HR service and technology, Insperity delivers the administrative relief, reduced liabilities and better benefit solutions that businesses need to drive performance and growth. With 2024 revenues of $6.6 ...

Core Insights - Finance leaders are navigating a labor environment influenced by economic pressures, AI adoption, and changing work expectations as they approach 2026 [1][2] Group 1: Economic Outlook and Workforce Sentiment - A survey by Randstad's Workmonitor indicates that 95% of employers expect business growth in the coming year, while only 51% of workers share this optimism [3] - The workforce is adapting to financial and technological changes that increasingly intersect with finance leadership responsibilities [4] Group 2: Labor Market Dynamics - Rising living costs are prompting 40% of workers to take on second jobs, and 36% are increasing their working hours, with 27% of full-time employees preferring a combination of full-time work and side hustles [5] - Workers are showing greater caution in the labor market, with 46% expressing concerns about job security, leading to reduced job mobility despite ongoing dissatisfaction [6] Group 3: Retention Factors - Pay remains the primary factor for attracting workers to new roles, cited by 81% of respondents, while work-life balance is the main reason for staying in current jobs, chosen by 46% [7]