State of HR
The industry view — by country, region, sector, or worldwide.
A guest-blogging programme for HR practitioners, technology specialists, and anyone with an outside-in view on the HR domain.
The invitation
Our blog is enriched by guest contributors writing from an outside-in perspective, paired with our own inside-out writing. The combination — practitioners writing about what they actually do, alongside our own engagement-grounded analysis — gives readers a fuller picture of where HR sits today and where it is going.
We are an HR-domain organisation, so we publish content that matches that focus. Within that — state of the industry, specific HR functions, change management, technology impact, employee experience, product comparison — the door is open. Tell us what you want to write about.
The best perspectives on HR transformation come from people running it — not just people consulting on it.
New authors and regular bloggers both welcome. Whether you publish once with us or become a regular contributor is up to you.
Topics we're looking for
Pick one, pitch your angle, or propose your own. If it touches HR, we're probably interested.
The industry view — by country, region, sector, or worldwide.
Specific function deep-dives: payroll, talent, performance, succession, acquisition, PEO, outsourcing.
How HR change actually happens — or fails to — inside real organisations.
AI, machine learning, gamification, NLP, automation — and what they actually mean for HR.
UX in HR. How employees actually use the tools we deploy for them.
How Twitter, LinkedIn, YouTube, and the social layer reshape the HR function.
Employee engagement strategy, programs, measurement, and the long arc of culture.
SuccessFactors, Workday, Oracle Fusion, Ultimate, Ceridian — comparisons, integrations, hands-on perspectives.
Submission guidelines
Your piece needs to live in the HR domain — or in an adjacent space that meaningfully touches HR (e.g. AI, change management, employee experience).
Pitch your angle first if you're unsure. We'd rather discuss fit before you invest the writing time. Pieces wildly outside our remit will be declined regardless of quality.
Your work, in front of the audience that actually wants it.
Minimum 1,500 words. Sweet spot 2,500-3,000. The HR audience reads long-form when the writing earns it; short pieces tend to underperform on the engagement metrics.
Write to the depth the topic deserves. If your point can land in 800 words, write it elsewhere — we're a long-form publication. If it actually needs 3,500, write 3,500.
Length calibrated to substance — not stretched to the requirement.
5-8 relevant images per piece, scaled to the article length. Royalty-free. Source attribution where required.
Images support the argument — charts, screenshots, diagrams, photography that illustrates the point. Decorative stock photos that don't add information are not what we're looking for.
Visual reinforcement of the analytical work.
Entirely original work. English. We run all submissions through plagiarism detection — not because we expect bad actors, but because the trust matters.
Original analysis, original phrasing, original arguments. Cross-published pieces are fine to repost after we publish; not before. Spelling and grammar matter; we'll polish edge cases.
Published work that's genuinely yours.
We review within 2-3 days. If accepted, your piece publishes with a featured bio, photo, and links to your social channels and website.
Full attribution at the bottom of the post with bio, photo, and links (Twitter, LinkedIn, your site). If we want light edits, we'll send back to you for approval before publishing.
Visibility, attribution, and the platform of an HR-domain publication.
Ready when you are
Pitch us your angle, send us a draft, or just start a conversation. Good HR writing is rare enough that we read every submission carefully.
Have a piece you want us to publish? Or just an angle you'd like to discuss? Reach out — we read every submission carefully, with a 2-3 day review on accepted pitches.