104: 2024 Year End Report: Hot Jobs & Key Insights with Amy Stewart

[00:00:00] Join us on a journey where we unravel the latest trends, tackle your burning questions and explore innovative strategies that are shaping the future of compensation, all with a cup of coffee in hand.

[00:00:14] Hello and welcome to another episode of Comp and Coffee. As we are recording this, we are probably around the middle of December, we're hoping that you'll get to see, listen to this podcast, sorry, by the end of December.

[00:00:28] But this week at Payscale, we published our end of year report, which looks at the state of the job market going into 2025.

[00:00:38] So we thought we would take the opportunity in this podcast to look at the report and to help me do that.

[00:00:46] I'm joined again by Amy Stewart, our principal content strategist here at Payscale and who writes pretty much most of our research here at Payscale.

[00:00:57] And would you like to introduce yourself, Amy, to the audience and explain your role?

[00:01:02] Amy Stewart- Yes, thank you so much, Ruth. It's great to be back on Comp and Coffee.

[00:01:05] So my name is Amy Stewart and I'm the principal of content strategy for the research and insights team here at Payscale.

[00:01:12] And as Ruth mentioned, the author of the end of year report, which is the report that we do annually to look at the state of the job market and the hot jobs of the year.

[00:01:23] So we're excited to dig into that.

[00:01:25] So it's the last report off the press as we close out the year.

[00:01:31] I'm also going to take a moment in this episode to maybe be a bit self-indulgent and reflect on some of the other research we've done this year.

[00:01:39] So hang in for that and you'll hear maybe what our favorite reports were of the year.

[00:01:44] OK, so tell us about the end of year report, Amy. What does it do? What does it cover?

[00:01:50] You know, what should people be looking for when they read this report?

[00:01:54] Absolutely. So the end of the year report is really a look back at the labor market of 2024.

[00:02:01] What is going on with the job market? What is going on with hot jobs?

[00:02:07] Which jobs are the fastest growing by wages?

[00:02:10] Which are the jobs that people are looking to quit?

[00:02:13] And which are the jobs, which is new this year, that are most in demand from a job postings growth and recruiting standpoint?

[00:02:21] So very exciting research. It is a hot one for the press media outside of our podcast.

[00:02:29] There's a lot of interest in this report and we're certainly excited to dig into those numbers

[00:02:34] and also to relay some of the so what for our audience of HR leaders and compensation professionals

[00:02:40] when it comes to managing compensation and pay increases for the coming year.

[00:02:45] So we're going to take a look at each of the lists that you've mentioned there,

[00:02:49] but let's start with maybe a broader view of what's going on in the labor market.

[00:02:55] Can you tell us what your observations are here?

[00:02:58] And I know that you write this in the report as well.

[00:03:01] Yes. So this, yes, as mentioned, there's more detailed analysis in the full report

[00:03:06] if you're not getting what you need from the podcast.

[00:03:08] But we do pull data from the Bureau of Labor Statistics

[00:03:12] and we analyze what the hottest trends are for the year of 2024.

[00:03:17] And obviously, we are not the only ones to do this.

[00:03:20] You can find analysis in labor market corroborating our research from quite a few other sources.

[00:03:26] And although I am not an economist, I have become very like an economist from having to do these reports year over year.

[00:03:31] So the skinny in terms of this news is that the labor market is starting to return to a state of normal.

[00:03:37] And that's very exciting because you've all been with us through a very tumultuous couple of years following the COVID-19 pandemic.

[00:03:44] That was a crazy market.

[00:03:45] That was followed by the Great Resignation, which was an even crazier market,

[00:03:50] where we were just really struggling to hold on to competitive talent.

[00:03:53] And then that was followed by really high inflation and attempts to tame inflation.

[00:03:57] So the Federal Reserve has been raising interest rates in order to make things more expensive.

[00:04:03] There's a slow growth in the economy and also in the labor market.

[00:04:07] They were trying to do that in such a way that it did not throw the U.S. economy into a recession.

[00:04:12] And overall, they have been successful in doing that.

[00:04:15] The upshot of it is that hiring had slowed down considerably in that in white collar jobs, in particular knowledge workers,

[00:04:22] we were seeing slower hiring, longer hiring periods, reduced pay in some cases with salary offers.

[00:04:30] And we're starting to see that turn around.

[00:04:33] So more jobs are being put on the market.

[00:04:36] Hiring is happening faster.

[00:04:37] The hot list of top jobs for 2024 is a mix of white collar and blue collar positions,

[00:04:44] whereas last year it was all blue collar positions because we just weren't seeing fast growing wages among white collar knowledge worker.

[00:04:54] We're seeing unemployment creep up a little bit, and that's not too concerning levels.

[00:04:59] It's 4.2 percent reported, I think, of last by November.

[00:05:04] That's a little higher than it was before the pandemic when it was 3.6 percent.

[00:05:09] We had a really tight competitive labor market, but it's not recession levels of high.

[00:05:14] We were seeing some organizations react to high interest rates with layoffs in a switch to more efficient models of business.

[00:05:23] But again, we are seeing interest rates start to come down and hiring start to go back up.

[00:05:28] So if things stay on this trajectory, we'll be entering a more competitive labor market in 2025.

[00:05:34] That being said, we have just had an election here in the U.S. and the new administration.

[00:05:38] So we don't know what's going to happen in 2025.

[00:05:40] It will depend somewhat on policy and the reaction of the market to that policy.

[00:05:46] And then this week we've seen inflation creep up again in the U.S.

[00:05:50] So I saw that reported 2.7 percent increase for November.

[00:05:54] What impact do you think that's going to have, Amy?

[00:05:56] Well, the speculation on that is that when the Fed started cutting rates, that gives that like loosens the reins a bit and people start buying more and hiring more.

[00:06:05] And that causes inflation to creep up.

[00:06:07] The balancing act of cutting rates, but not too steeply, not too fast in order to keep that inflation number down.

[00:06:15] So the Federal Reserve, to my knowledge, still has the targeted targeted number of 2 percent inflation.

[00:06:22] And they are pulling on whatever levers they can to try to meet that 2 percent mark without running us into a recession.

[00:06:28] But as they cut rates, inflation goes up, which might mean a hold on cutting rates or it might mean that they raise rates again if they consider that to be a concern.

[00:06:37] So it's all just about taming inflation because inflation is bad for the economy.

[00:06:42] We all struggled with that over the last two years.

[00:06:46] They're trying to keep that number down.

[00:06:48] But there are only certain levelers they can pull to do that.

[00:06:51] So we always kind of have to wait and see what happens in terms of the market.

[00:06:57] So you can see Amy's commentary in the report.

[00:07:00] So if you can download that report, we'll include the link in the assets for this podcast.

[00:07:06] But let's take a look at some of those job lists.

[00:07:10] Let's start with the hot jobs list first.

[00:07:12] So these are the jobs that we're seeing the highest level of wage growth in our data sets.

[00:07:19] So can you talk about the methodology and which jobs we're seeing appearing in this year's list?

[00:07:24] Yeah. So the hot jobs list or the one that we do the most in-depth analysis on is the fastest growing wages list.

[00:07:31] And that's because we're pay scale and we care about how much people are being paid and are they being paid more this year compared to last year and which jobs are being paid the most this year compared to last year's.

[00:07:42] That's what that job list is. It's not a comprehensive list of all of the jobs that have seen wage growth.

[00:07:48] That's something that you would have to do internally at your organization using our compensation software to check and see like, you know, what are the comp ratios, the jobs you have now compared to market.

[00:07:58] But we are able to provide a list of top 10 jobs that are seeing the most wage growth comparatively to two other jobs.

[00:08:06] And on that list, like I mentioned before, is a list as a mix of white collar jobs and blue collar jobs.

[00:08:11] This comes from our pay scale employee reported data.

[00:08:14] So these are the self-reported what employees are making within those jobs.

[00:08:19] The top job on the list is customer services team leader with a 20 percent wage growth year over year, which is which is quite high.

[00:08:27] 20 percent is probably not what you're what you're paying as a pay increase for your average job at your company.

[00:08:33] But the reason that we do this list is that you can take a look at the jobs that might be over what you are paying on average for pay increases to make sure that you are staying competitive to market.

[00:08:44] If there are any jobs in your organization where a market adjustment in addition to a merit increase is needed.

[00:08:49] So customer service team leaders, that's a job with a lot of turnover because it's a stressful job.

[00:08:55] Customer service has always been a stressful job and leading a team of customer service workers has its own piccadillos as far as far as difficulty is concerned.

[00:09:04] We also see on the list child care workers, day workers. Child care has been a big thing in the media of late.

[00:09:10] It's one of those benefits that is driving a lot of organizations to really kind of consider what are we doing for parents.

[00:09:18] We also have a list content strategist, which is very validating for me because that's the title that I have.

[00:09:24] And that's a 16 percent year year on average growth rate there.

[00:09:29] Interestingly, when we look at some of the other lists, we see copywriter also on the list for the jobs that people are recruiting the most.

[00:09:36] But it's not seeing wage growth. I think it's interesting that copywriter copywriters are seeing negative wage growth, but content strategists are seeing positive wage growth.

[00:09:45] And there's a possibility that that is being influenced by generative A.I. or businesses are saying, you know, we can now use tools to write the copy, but the strategy still has to be done by a human brain.

[00:09:55] And so we are maybe seeing a shift of the titles that people are looking to hire with those skills and some declining wages on the lower end of those skills.

[00:10:05] Also on the list, we have urban planners, which might be influenced by the CHIPS program or the Inflation Reduction Act.

[00:10:12] There's a lot of transformation across the country in terms of infrastructure for which that job is probably highly, highly needed.

[00:10:19] Operations team leader, business operations manager, insurance sales agents, which if you bought a car recently or just have seen your own rates go up due to both electric vehicles, climate change, all kinds of things that are causing insurance to, I will say skyrocket, but considerably in certain areas.

[00:10:39] So sales agents have their work out cut for them. Crew leaders, general managers of hotels, and of course, the leisure and hospitality industry has struggled a lot during the since the COVID-19 pandemic and considering now.

[00:10:51] And then the last job on the list, which I think everyone can kind of go, I understand that, is mental health counselor.

[00:10:57] So number 10 on the list with a 13% wage growth. We do not have enough mental health counselors in this country and we are paying extra to get more of them.

[00:11:05] So that's the top 10. And there's more details about all of those jobs on the report if you want to dig into them individually.

[00:11:12] Yeah, I thought the mental health counselor one was interesting because we see that crossover into some of the other trends we're seeing.

[00:11:19] You know, we're seeing, for example, increased medical costs and increased medical insurance impacting compensation.

[00:11:27] And that's been partly due to the rise in the amount of mental health requirements to be supported by that.

[00:11:35] And we know mental health kind of remains quite high in terms of HR practitioners concerns as we go into 2025.

[00:11:44] So it was interesting to see that one on the list this year.

[00:11:48] Okay, so we looked at the top jobs by wage growth.

[00:11:54] The other interesting lens that we apply to this is let's take a look at the jobs that people are seeking to quit the most.

[00:12:02] So can you tell us about those jobs?

[00:12:06] Is there any correlation with the top wage growth jobs?

[00:12:09] And what's going on there, Amy?

[00:12:11] Yeah, so this list is also pulled from our employee reported data.

[00:12:15] And the way that the survey works, the online salary survey, is that when people are entering information for that survey,

[00:12:20] we ask them, what's your current job and how much do you make in that job?

[00:12:23] And then also, what is the job that you are trying to price in order to negotiate an offer for a job that you are considering?

[00:12:31] So this list is pulled from the folks that are saying, hey, I'm looking to leave the job that I'm at now to get to get this other job that I am currently interested in.

[00:12:39] It should be noted that people are not necessarily quitting that occupation.

[00:12:42] So I'd be moving from that current job title to the same job title at a different organization.

[00:12:47] But these are jobs that are seeing the highest amount of volatility in terms of opportunity on the market, stressful situations,

[00:12:56] people who are feeling underappreciated and underpaid or understaffed for the work that they do.

[00:13:04] And on this list, there are a lot of health care jobs.

[00:13:08] So if you are in the health care industry, I'm sure it is no surprise to you that you have been having a very competitive labor market compared to other sectors.

[00:13:17] The technology industry is seeing the reverse of this.

[00:13:20] But the health care industry is struggling when it comes to attracting and retaining talent.

[00:13:26] So on this list of jobs, we have registered nurses, both critical care and regular made the list.

[00:13:33] We have patient care technicians, licensed practical nurses.

[00:13:39] It's a special license for that.

[00:13:40] Nurse assistants, home health aides, pharmacy technicians, and support technicians also for some other highly skilled things like IT help desk.

[00:13:52] That's been a struggle.

[00:13:53] That's always been a struggle job.

[00:13:54] I have a lot of turnover.

[00:13:56] Interestingly, on the list, we also have teachers, both secondary school teachers and elementary school teachers.

[00:14:02] So if you are in the education industry, that is probably not surprising to you, but is interesting to know.

[00:14:08] Teachers have always kind of felt overworked and underpaid.

[00:14:12] But I think since the COVID-19 pandemic in particular, when a lot of the social norms related to how schools function were kind of thrown over, they've really been struggling in the current environment.

[00:14:25] So this list is fascinating if you are doing a flight risk analysis for your organization, if this is something that you do annually to see, gosh, you know, we really want to make sure that we are paying people fairly to market, but also considering other factors that might be influencing people to look for another opportunity.

[00:14:44] So, you know, staffing quotas, do you have enough people doing the jobs that need to be done?

[00:14:49] And this is an interesting list to just peruse and maybe do some internal analysis to see if there are other positions that also meet this criteria or are close to it in your organization that could be at risk.

[00:15:01] Yeah, they really kind of highlight the roles that you should be keeping an eye on.

[00:15:04] And particularly as you are pivoting potentially into year-end reviews and you're thinking about budget allocation, which talent segments you need to focus on most.

[00:15:15] Just taking a look at those jobs that people are most likely to quit is probably a good resource for you.

[00:15:21] Okay, so we also were able to use some new data this year.

[00:15:26] We've been working with Lightcast on some job postings data and we're looking at various use cases of how we'll surface that in the pay scale solutions.

[00:15:37] How do we use that data?

[00:15:39] It gave us a chance to do one more list this year.

[00:15:41] Do you want to explain that, Amy?

[00:15:42] Yeah, so we partnered with Lightcast to take a look at the recruiting scene.

[00:15:48] So not just employees that are currently on the job and are looking for other positions, but what does the recruiting market look like?

[00:15:56] So this list is a list of the job postings that have seen the most growth year over year.

[00:16:04] And that's fascinating for a number of reasons.

[00:16:07] What we see on this list are highly skilled positions.

[00:16:11] These are the jobs that are hard to fill for organizations because the skills that are required for these positions are rarer or the combinations of skills are rarer for what the organization is looking for, which makes them more competitive, which means they have to dig harder and work harder to get applicants in the door to consider for their pipeline.

[00:16:33] On the list includes a lot of technical healthcare positions.

[00:16:38] So similar to the jobs that are also professional positions.

[00:16:41] So similar to the jobs that people want to quit, except with the differences, instead of nurses, we're seeing lab technicians, MRI technicians, EKG technicians, neurodiagnostic technicians, cytogenetic technologists, which is a cancer-specific technician.

[00:16:58] We are also seeing on this list.

[00:17:01] We are also seeing on this list some more volatile jobs that are just like, it's hard to get people to do this work.

[00:17:06] So we're seeing personal shoppers make the list of very low-paid jobs where it might be hard to get people to sign up for that.

[00:17:14] Also, there are door-to-door sales representatives.

[00:17:17] And we had a nice little chat session with some thought leaders here about what kinds of things people are selling door-to-door these days.

[00:17:24] And one of the things that came up was like pest control, so home services.

[00:17:28] That type of thing is, I don't say on the rise, but it is certainly something that people are trying out in order to sell goods and services in ways that are more effective for the type of market that they're servicing.

[00:17:41] Also on this list, like I mentioned, is copywriters, but with negative wage growth.

[00:17:47] There's also survey researchers, so again, double validated, and computer scientists, which are different from software developers because computer scientists tend to have college degrees and a more well-rounded understanding of software technology, which might be of a higher value in a world where AI is starting to potentially replace some lower-level software development roles.

[00:18:10] So again, it's that strategy element of are you able to understand holistically what the business is trying to do rather than just take tasks.

[00:18:17] That is something that we are seeing highly coveted by organizations based on this list.

[00:18:23] So there are some commonalities across the list, and there are some areas where there are differences as well.

[00:18:31] So the job postings data basically means job adverts.

[00:18:35] They're the ones that they've had the most job adverts, which would suggest that they're finding it hard to find talent.

[00:18:42] And as you said, a lot of that's very highly skilled jobs on that list, combined with those that may be potentially less attractive jobs that maybe people don't want to take.

[00:18:54] So, okay.

[00:18:55] So if you've been intrigued by those lists, you can find them all in the end of year report.

[00:19:01] Take a look.

[00:19:02] As Amy said, we kind of give greater explanation behind each of the jobs and why they may be on the list.

[00:19:11] We also include, with the end of year report, a downloadable guide on the top predictions and recommendations for HR leaders and compensation professionals in 2025

[00:19:22] from our thought leaders here at Payscale.

[00:19:25] So I've given my crystal ball a dust, and I've included my predictions in that guide, along with Luli Cycli, who you've met on the podcast before,

[00:19:37] Lexi Clark, our chief people officer, and also Sarah Hillemeyer, who's also been a guest on the podcast, giving her predictions around AI.

[00:19:45] So you can download that, have a read, see what you think, see if you agree with our predictions.

[00:19:52] And we'd love to hear from you in terms of what you think is going to happen in 2025.

[00:19:58] So last report of the year.

[00:20:00] Do you, big sigh of relief that that's the last one out the door?

[00:20:04] Are you already thinking about 2025, Amy?

[00:20:07] Absolutely, I'm already thinking about 2025.

[00:20:09] I think this is the time of year where we have, you know, a breath to do some strategy and some planning for the coming year.

[00:20:16] So that's definitely something that I'm thinking about.

[00:20:19] So let's do a little bit of reflection then.

[00:20:22] If you had to choose a favorite child this year in terms of the reports, which one would be your favorite this year?

[00:20:31] Or tell us about, you know, some of the work that we've been doing here this year.

[00:20:34] Yeah, I'm happy to just give a rundown of the reports that we've done in 2024.

[00:20:40] And then I'll tell you which one is my favorite, which probably won't come as a real big surprise to this audience.

[00:20:46] But this year we released the Gender Pay Gap Report, the Compensation Best Practices Report.

[00:20:53] Those are both of our Q1 reports that have some overlap in production because we have to do the Gender Pay Gap Report for Equal Pay Day,

[00:21:01] which is a moving target every year.

[00:21:04] And then we kind of do that interspersed while we're creating the Compensation Best Practices Report,

[00:21:09] which is our flagship annual report intended for our audience of compensation professionals and HR leaders to inform you what are the best practices in compensation management,

[00:21:22] looking at the survey data, which is currently running.

[00:21:26] So if you haven't taken the survey for the Compensation Best Practices Report, please do that.

[00:21:31] Happy to provide a link to that.

[00:21:33] You can find it on my LinkedIn and on the website.

[00:21:36] But we are still taking survey responses for that report.

[00:21:39] It will close out by the end of this month.

[00:21:41] In Q2, we did a deep dive into top performers,

[00:21:46] which is a segment of CBPR that looks at which organizations exceeded their revenue goal targets for the previous year

[00:21:56] and looking at what types of things differentiated them from other organizations.

[00:22:01] That report is still available if you would like to go take a peek at that.

[00:22:05] We did that because the 2024 labor market was such a challenging one.

[00:22:12] The economy was still in a place of, you know, this is unprecedented and we don't know what's going to happen.

[00:22:17] And so it was a high interest from a lot of organizations of what can we be doing to be a winner in this particular market?

[00:22:25] That might change up in 2025.

[00:22:27] We might look at a different segmentation in 2025 to see what stands out from that report.

[00:22:32] We also did a deep dive into skills-based hiring is in relation to college degrees, college or education requirements.

[00:22:42] So the white paper on skills-based pay that is tied to our college impact report as well as our college ROI report.

[00:22:49] College ROI report is a consumer report.

[00:22:52] It is intended for college graduates or people who are considering college to determine which school they would like to go to

[00:22:58] based on the ROI of investing in that school.

[00:23:02] But then we also provide a analysis and information to compensation professionals about how to evaluate college degrees.

[00:23:12] How do you do job evaluation?

[00:23:13] Where does education fit within the process?

[00:23:16] How has that been changing in recent years?

[00:23:18] In recent years.

[00:23:19] How has it been changing in recent years?

[00:23:21] Because it definitely has been.

[00:23:23] We also did our salary budget survey, which is a report that our compensation professionals also really love.

[00:23:30] And we might make some changes to it in the coming year.

[00:23:33] But this is a report that takes a mid-year look at pay increases and provides details around what organizations gave

[00:23:42] and also are planning for merit increases, promotional increases, and salary structure increases

[00:23:48] with segmentations by a number of different things.

[00:23:52] And then we also did a bunch of industry-specific reporting from CBPR.

[00:23:58] So if you love CBPR and want to see specific segments and cuts, please let us know because we are doing that planning now

[00:24:05] and would love to hear from our audience about what it is you love from that report and would like to see in the report for 2025.

[00:24:12] And Ruthie did ask me about my favorite report.

[00:24:14] And I'm probably not a surprise.

[00:24:16] I'm going to force you.

[00:24:17] Pick one.

[00:24:18] Pick one.

[00:24:19] Our compensation best practices report is just a standout asset that we create that no one else is able to create

[00:24:28] because of the wonderful audience that we have of compensation professionals and HR leaders.

[00:24:36] So I love that report.

[00:24:37] And since we are in a transitional labor market and a transitioning U.S. administration,

[00:24:42] I think that the insights for 2025 are going to be particularly interesting.

[00:24:47] Yeah, definitely.

[00:24:49] Yeah, CBPR is sort of like a sure bet favorite.

[00:24:54] I love the gender pay gap report this year because it's a topic that's dear to my heart.

[00:24:59] I love the fact that we're able to give so many insights into the causes of the gender pay gap

[00:25:06] and to see some very interesting views of, you know, how the gender pay gap comes to life and some of the reasons that cause it.

[00:25:16] I also love the top performers report this year.

[00:25:19] That was a great one.

[00:25:20] You know, as I interact with customers or as I interact with prospects on webinars,

[00:25:25] one of the big questions we're always asked is, you know, how can I justify, for example,

[00:25:31] why pay transparency is good for my business?

[00:25:33] So in that report, you know, we were looking at those organizations that had exceeded their revenue goals in 23.

[00:25:43] And we were looking at what were the specific compensation practices that they had that potentially allowed them to get to that level of success.

[00:25:52] And pay transparency and pay communication came out very strongly there.

[00:25:57] That those organizations were differentiating themselves by adopting pay transparency and rolling out pay communications.

[00:26:06] So it was a new report for us.

[00:26:07] I always loved the new reports as well.

[00:26:08] I just find them really interesting in terms of kind of looking at something very specific or point in time.

[00:26:15] So what else are you looking forward to exploring in 2025, Amy?

[00:26:20] Well, you mentioned how pay transparency and pay communications are such a big differentiator for top performers.

[00:26:28] And I think I would love to do something dedicated to that in 2025.

[00:26:32] So we've been talking about potentially rebooting the Fair Pay Impact Report,

[00:26:37] which takes a look at the impact of fair pay when it comes to retention for your employees.

[00:26:43] So how does how do they feel about whether or not they are paid fairly and how does that perception impact whether or not they stay or go with the organization?

[00:26:52] We've done this report before, but it's been several years now.

[00:26:57] And it's always kind of nice to do an update to it and see if things have changed,

[00:27:00] especially considering that the last three or four years have had such a big emphasis on pay transparency.

[00:27:06] So I'll be curious to see if that percentage of folks that think they are underpaid has shifted based on pay transparency becoming more ubiquitous and adopted by organizations.

[00:27:19] So that is on the docket for least consideration in 2025.

[00:27:23] Yeah, and then we'll keep an eye on what's happening in the markets.

[00:27:26] I do think we will see some change.

[00:27:29] It's been a relatively static market in 2024.

[00:27:34] If I think about when we started the year and we were thinking about the theme for our CBPR report,

[00:27:40] we talked about cautious optimism being the theme.

[00:27:43] I think that that did play out in 2024.

[00:27:46] I think we will see change in 2025.

[00:27:48] And so it may give us an opportunity to think about some completely new research topic that we'd like to explore through the data,

[00:27:57] obviously, that we have here at Payscale.

[00:27:59] Or sometimes, you know, we come out to you through surveys to get your thoughts and views on hot topics.

[00:28:06] And Amy does an amazing job of kind of presenting those back to you with all her insights.

[00:28:11] So thank you for all your research this year, Amy.

[00:28:16] And looking forward to working on some more in 2025 with you.

[00:28:21] Absolutely. Thank you so much, Ruth.

[00:28:23] So we hope you've enjoyed this episode today.

[00:28:27] You've learned all about our end of year report.

[00:28:29] Make sure that you go and have a read of that and download that asset on HR predictions for 2025.

[00:28:37] And if there's any other topics that you'd like to hear us discuss on the podcast in 2025,

[00:28:43] then you can email us at coffee at payscale.com.

[00:28:47] And we will be including the resources that we talked about today.

[00:28:51] So the end of year report link and the CBPR fielding.

[00:28:56] So your opportunity to take part in CBPR in the episode resources.

[00:29:01] So thank you, Amy, again for joining me.

[00:29:03] I hope you enjoy your holiday period.

[00:29:06] You're looking very festive there in the background.

[00:29:08] I know you can't see that on the podcast,

[00:29:10] but you may be able to see it in some of the snips that will probably get pushed to LinkedIn.

[00:29:14] So thank you, Amy.

[00:29:16] And thank you all for listening.

[00:29:18] We have one more podcast to record this month.

[00:29:22] So that will be my last podcast of 2024.

[00:29:26] And that will be coming up very shortly where we will actually be talking to some of the people

[00:29:31] that contributed to the HR predictions report that we mentioned today.

[00:29:35] So I'm looking forward to that one.

[00:29:37] So join us for that one.

[00:29:38] Meanwhile, have a good day, all of you.

[00:29:40] And we look forward to you joining us on a podcast again soon.