How TimeForge helps fix culture communication and compliance in shift based work with Michael Beck

00:06 – Michael Beck:
Hey, everybody. Good morning, good afternoon. It’s still morning here. Michael Beck and Chad GTM reporting live from the TimeForge booth at the RSPA show in Las Vegas, at Caesars Palace. I’m here with Ms. Audrey Hogan.

00:21 – Audrey Hogan:
Hey, friend.

00:21 – Michael Beck:
This is my good friend. Every time I see her, I feel happy. She’s got so much joy and awesomeness. I always want to hug her.

00:32 – Audrey Hogan:
I’ve never said stop hugging me.

00:33 – Michael Beck:
That’s true. But let’s talk about a different kind of love. For those who don’t know, what does TimeForge do?

00:44 – Audrey Hogan:
TimeForge does a lot. But at the core, we help people love their jobs — from entry-level employees to ownership.

01:02 – Audrey Hogan:
People don’t love their jobs when there’s a culture breakdown. And culture breakdowns usually come from process or communication failures.

01:19 – Audrey Hogan:
With my background in operations and HR, I see culture not as fluff but as “the way we do things around here.” When culture breaks down, it usually means the communication or scheduling system is broken.

01:46 – Michael Beck:
Like if I don’t know what time I work.

01:51 – Audrey Hogan:
Exactly. We help fix those leading indicators — late arrivals, missed shifts, call-offs. Our platform handles scheduling, timekeeping, recruiting, compliance, and more. Customers tell us that smoother communication and processes are the biggest benefits.

02:37 – Michael Beck:
Fear stems from not knowing what’s going on.

02:40 – Audrey Hogan:
That’s right. And in shift work — restaurants, grocery, retail, hotels — managers and employees are rarely on the same shift. Communication breaks down. Some still use sticky notes for scheduling, which drives turnover.

03:29 – Michael Beck:
If they go back to Excel or sticky notes, they’ve lost trust in the system.

03:38 – Audrey Hogan:
Exactly.

03:45 – Michael Beck:
So how does TimeForge help with communication?

03:48 – Audrey Hogan:
Every ops platform is really a communication tool. In our case, the employee app lets workers request time off, see their schedule, and get text reminders. Managers can also blast out texts when a no-show happens, filling shifts quickly.

05:10 – Michael Beck:
I’ve heard your compliance rules engine is so strong that even other labor companies use it.

05:34 – Audrey Hogan:
Yes. Compliance varies by state — California, New York, Washington, and more. Payroll systems calculate penalties after violations happen. TimeForge prevents them by enforcing meal breaks, alerting managers, and monitoring compliance in real time.

07:39 – Audrey Hogan:
The cost savings are significant, though case studies are still being compiled. Small businesses especially face high risk because compliance is complex and costly to manage alone. Without tools, they risk lawsuits and even closure.

08:59 – Michael Beck:
And you notify clients when laws change?

09:11 – Audrey Hogan:
Absolutely. Our newsletter shares wage updates, compliance changes, and practical guides for adapting. We see ourselves as part of the industry, not just a vendor.

10:02 – Michael Beck:
I didn’t know you had an applicant tracking system.

10:17 – Audrey Hogan:
We do. It supports recruiting, job postings, and onboarding. We also add hyper local recruiting, focusing on candidates within five miles. For shift workers, proximity is the most important factor.

11:46 – Audrey Hogan:
Candidates flow into the ATS with job-specific applications. Managers can track, rate, and communicate with applicants, ensuring timely follow-up. Once hired, they flow directly into onboarding with forms like I-9s and W-4s, plus E-Verify integration.

12:35 – Michael Beck:
So ATS for frontline, but do you support executive hiring too?

12:48 – Audrey Hogan:
Mainly frontline. For executives, our surveys and performance review engine helps support search and development.

13:26 – Michael Beck:
This show is partner heavy. Who are your ideal partners?

13:42 – Audrey Hogan:
We love working with VARs and referral partners who see labor as the most controllable expense. If their clients have employees, we can add value.

14:46 – Audrey Hogan:
The next show I’ll be at is the Women Grocers of America Symposium in September.

15:24 – Michael Beck:
Got it. Audrey, thank you. You’re one of my favorite people in the industry — always witty, helpful, and well-informed. If you’re curious about TimeForge, come by the booth. You’ll walk away feeling the same way I do.

16:00 – Audrey Hogan:
Thank you so much.

16:01 – Michael Beck:
We’ll end with a hug.