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CARRBORO, NC – Town Manager Patrice Toney has announced the selection of Marty Kornegay as the new information technology director for the Town of Carrboro. A former senior information technology director for a global healthcare company, Kornegay has more than two decades of experience in IT leadership across both public and private sectors. While with Novo Nordisk, a hybrid role based in Clayton, N.C., Kornegay led an Infrastructure team of 15 full-time employees in the delivery of infrastructure and operations management. Previously, Kornegay served for over a decade as a senior information technology analyst for the Forsyth County Management Information Systems Department, supporting a diverse range of departments including the County Manager's Office, County Attorney, Finance, Public Library, Sheriff's Department and Animal Control. “Technology is no longer just a support function, it is a strategic partner in how we serve our community and support our workforce,” said Town Manager Toney. “We are excited to welcome Marty as our new IT Director, whose leadership will help us strengthen systems, enhance security, and ensure our organization is prepared for the future.” A native of Kinston, N.C., Kornegay holds a Master of Science in Computer Science degree with a focus on Information Technology from Winston-Salem State University and a Bachelor of Arts in English from the University of North Carolina at Greensboro. Kornegay is co-founder and executive board member of Brainy Builders STEM Hub in Clayton, N.C., providing STEM based enrichment for Youth and Adults. He has also served as an advisory board member of the Town of Clayton Downtown Development Advisory Board. Kornegay started his new position in Carrboro on Jan. 12, 2026. He succeeds Andy Vogel, who retired after a 26-year career in Carrboro.

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✨ Small businesses, listen up! ✨ On this week’s Business First Podcast, host Sonia Alleyne talks with Angela Alexander, Executive Director of NCTRCA, about why certification is the key to unlocking multi-million dollar opportunities. From minority and women-owned business certifications to navigating procurement challenges, Angela shares how entrepreneurs can build legacies through networking, acquisitions, and community support. 🚀 This episode is packed with insights on taking your business to the next level. Don’t miss it! 🎧 Listen now on YouTube Music, Spotify, Apple Podcasts, Pandora, Amazon Music, or the Mean Ole Lion Media app. #BusinessFirstPodcast #SoniaAlleyne #AngelaAlexander #NCTRCA #SmallBusinessGrowth #MinorityBusiness #WomenOwnedBusiness #BusinessCertification #ProcurementOpportunities #MergersAndAcquisitions #Entrepreneurship #BusinessNetworking #LegacyBuilding #MeanOleLionMedia

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📊 Breaking Down MSP/VMS Program Structures: A Suppliers Perspective on What We Really See and Feel About Common Program Structures Currently, we’ve partnered across multiple enterprise contingent workforce programs and have seen five common program structures shape how suppliers perform. Each brings clear benefits—but also challenges that directly impact speed-to-fill, candidate quality, and overall partnership. Here’s some pros and cons I’ve seen first hand from each: 🔹 1. Vendor-Neutral • Pro: Creates a level playing field where all suppliers compete on speed, compliance, and quality. Provides a competitive environment to provide quality talent. • Con: Can become very transactional—51% of suppliers in SIA’s survey cited “lack of feedback/context” as the biggest pain point in vendor-neutral setups. Without feedback it can be hard to make improvements to talent quality. 🔹 2. No Hiring Manager Contact • Pro: Protects hiring manager bandwidth and enforces consistent processes; ensures suppliers funnel everything through the MSP or Internally Managed Team. • Con: Cuts off valuable feedback loops. In fact, LinkedIn data shows candidates are 38% more likely to drop out when communication lacks context about the company or leadership they’re being hired by. 🔹 3. Master Vendor / Vendor-Exclusive • Pro: Centralized communication, faster decisions, and deep program knowledge. Less mess when it comes to contacting and working with supplier base. • Con: Over-reliance on one partner can limit competition, and create unhealthy reliance on a partner that may not be meeting all your labor needs. SIA notes 71% of enterprises worry about cost inflation in exclusive setups. 🔹 4. Hybrid / Tiered Supplier Model • Pro: Balances competition—core tier suppliers drive consistency, compliance, and proven results, while Tier 2 and beyond provide flexibility and niche skill coverage when Tier 1 suppliers aren’t as effective. • Con: Tier 2+ suppliers often feel disadvantaged; without proper calibration and consistent requisition flow, the majority of reqs can skew heavily toward Tier 1. This can create disengagement, where lower-tier suppliers stop investing resources because they see limited to zero ROI in program participation. 🔹 5. Direct Sourcing / Talent Pools • Pro: 74% of enterprises now view direct sourcing as a key strategy to cut cost-per-hire and reduce time-to-fill. Alumni and silver-medalist talent pools are game changers. • Con: Requires significant investment in employer brand + tech, and traditional suppliers are still critical for niche roles or functioning as an EOR/Payrolling partner in the backend. ✨ From the supplier side, not one of these models is “perfect.” The strongest programs are those that balance compliance, speed, and quality, while treating suppliers as partners with a win-win relationship—not just vendors that eat what they can catch. #ContingentWorkforce #MSP #VMS #StaffingSupplierPerspective #WorkforceSolutions

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Aligned Tek Strengthens Its Market Presence with Strategic Acquisition of ProActive Information Management Birmingham, AL – August 6, 2025 – Aligned Tek, a Birmingham-based managed IT services provider, today announced the strategic acquisition of all assets and clients of ProActive Information Management (PIM), a well-established MSP based in Richmond, Virginia. The acquisition significantly strengthens Aligned Tek’s presence and enhances its ability to serve small and medium-sized businesses and local governments across Central Virginia and beyond. Read More: https://loom.ly/XtCQKr4

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When a national news organization with complex approval processes needed more visibility, consistency, and control over contingent labor, they partnered with OneBeacon to implement their first MSP program. Read the full case study here: https://lnkd.in/eYPdyCh4

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On the 18th of February we held a NextGen CDO Roundtable in our Atlanta office, it was a great night and quite a few takeaways from the evening… 👇 A big thank you to Kalpit P. @Har Chadibaram and Marina Pashkevich, MBA who shared their views and experiences! Key takeaways: ➡️ Data leaders must be commercial first. The current (and future) generation of Data Leaders need to be: - Business facing | Outcome driven | Focused on ROI | Comfortable bringing the board on the journey Technical excellence alone isn’t enough. If you can’t translate data into commercial impact, you won’t get sustained buy in. ➡️ AI is reshaping the data organisation. We’re seeing: - The rise (and evolution) of Data Science and Data Engineering - The potential “collapse” or redefinition of the traditional CDO role - Ongoing debate about the future of Data Science vs the relative stability of Data Engineering - There’s growing discussion about a potential merger of CTO and CDO responsibilities in some organisations. The structure of data teams is not fixed anymore, it’s in motion. ➡️ Who owns AI? The consensus: - The CEO has ultimate accountability. But every functional leader must own AI within their domain There was also discussion around the emergence of a Head of AI, someone who is business-facing, commercially minded, able to connect the dots upward to the board and sideways across functions. ➡️ The speed paradox in data leadership Great data leaders know when to: - Slow things down (governance, rigour, risk) - Speed things up (experimentation, delivery, value realisation) It’s not just about pace, it’s about judgement. Overall takeaway: Data leadership is becoming less about stewardship and more about orchestration, aligning AI, commercial value, governance and organisational change!

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Nikki Edwards has published an update to NelsonHall’s assessment of the CWS and MSP Services market in the light of recent market developments. Key Findings & Highlights include: 💡 While 2024 saw the ongoing curtailment of contingent hiring impacting vendor growth in spend and revenue, there is optimism that contingent hiring in 2025 and beyond will see more positive growth despite ongoing global and upcoming regional-specific events that will impact country-specific CWS/MSP services. 💡 The focus on consultancy channel optimization, SOW, spend, worker classification, internal talent mobility, data/analytics, contingent hiring tech augmentation/optimization, and a Human+AI approach will prevail. 💡 Vendors will add new services via partnerships or acquisitions to enable a holistic talent approach with their clients (bringing contingent, permanent, and skilling/development offerings together), moving forward with the skills-first hiring agenda. Subscribers can view the full update here: https://lnkd.in/egKMQmY2 #HR #HRservices #CWS #MSP #Talent #AI

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Is your MSP tech truly driving innovation, or just along for the ride? The $731 billion question in contingent workforce management deserves a deeper look. Dive into our latest article to explore how MSP technology is shaping the future of talent. Read more here: https://hubs.ly/Q03pt-070 #MSP #Technology #WorkforceSolutions #ContingentWorkforce #FutureofWork

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