Decision Makers Hub

If you've landed on this article, there's a good chance someone on your team is already using Cursor — or has asked whether they can. It's a fair question, and it deserves a direct answer rather than the usual hedged non-answer that most compliance content provides. Here it is: Cursor, in its standard configuration, is not designed for HIPAA-compliant software development. That doesn't mean your team can't use AI coding tools in a healthcare environment. It means that Cursor specifically, as a general-purpose AI development tool, introduces compliance considerations that need to be worked through before it touches systems handling protected health information. This article goes through exactly what those considerations are — what Cursor does with your code, where HIPAA creates friction, and what a compliant path to AI-assisted development in healthcare actually looks like. What Cursor Actually Does With Your Code Understanding the compliance question starts ...

Most HR leaders track two things obsessively: attendance and turnover. What almost nobody tracks is the gap between them, the early warning signs that show up weeks before a good employee quietly checks out, calls in sick more often, or puts in their notice. By the time exit interviews happen, the useful data is gone. There is a touchpoint that already exists in every frontline workplace and gets used by every employee, every single day, often twice: the time clock. Clock-in and clock-out are the only moments HR can guarantee contact with deskless, hourly, and shift-based staff who rarely open a company email or log into an HR portal. And right now, that moment is wasted on nothing more than a timestamp. This article looks at how to turn that daily punch into a two-second wellness check-in, why it works better than surveys or EAP enrollment emails, what questions actually generate useful data without feeling invasive, and how to set it up without creating a new project for an already-s...

If you have recently inherited a multi-state payroll setup, you already know the feeling. You open the inbox and there is a stack of state tax notices going back months. Some accounts are locked. Some are in states you did not know the company had employees. A few are probably past due. And somewhere under all of it is a login spreadsheet with three different owners' email addresses and passwords that no longer work. This is not a small-company problem or a Controller-competence problem. It is a structural problem with how payroll compliance works in the United States — and it gets worse, not better, the more states you operate in. This article is for payroll decision-makers at service companies managing 20 or more active states, specifically the ones trying to build a process that actually holds up when people leave. Why Multi-State Payroll Tax Management Gets Out of Control State payroll tax compliance is not complicated in any individual state. It is complicated because you have...