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  • The PFunc Pulse: Plot Twist: October Is the New January 🎯 [Issue #15]

The PFunc Pulse: Plot Twist: October Is the New January 🎯 [Issue #15]

The HR Insider Guide.

Author

Emma Leeds
October 28, 2025

PFunc Introduction

Message From Our CEO’s Desk

It’s spooky season. You know what’s super spooky? The fact that there are 64 days left in the year! 👻 Introducing The October Theory, the idea that this is the month to reset your life. The end-of-year sprint can wait… October is the perfect time to reflect and plan.

Why? We’re in the messy middle. It’s far enough from the Q1 optimism followed by the summer slump to finally see what’s working, and what’s not. 64 days is a reasonable amount of time to accomplish something and set yourself up for success in 2026.

Here’s what I’m focused on:

  • Finishing the year strong by locking in priorities before December 31. With our AI tool launching next month, I’ve encouraged the team to explore and share their favorite tools. I’m also making sure our AI policies are ready because next year is shaping up to be all about AI.

  • Putting the right systems and data in place to set up 2026 for success. I’m starting the year fresh with processes that’ll help us scale. One big move was bringing on a fractional accounting service (shoutout to Ursa!) to roll out new finance, accounting, and dashboard systems by EOY. I’ve also been tightening up our contract processes. It’s all systems go!

  • Reshaping my role now so it’s set up for success in January. I’m pruning and delegating tasks that aren’t high value or core to the business, while making sure the right people are in place across operations to keep things running smoothly.

What about you? It’s a great time for you to do the same at your company. Unless…

You’re exhausted. You have “quiet quit” and are now “job hugging” or whatever the dumb term-du-jour is for phoning it in.

The headlines are loud and the job market is gloomy. Hiring has slowed, time-to-hire is long (averaging 44 days, sometimes double that for senior roles), and you often need to submit 100-200+ applications for a single offer. Statistically, it's a terrible time to spray-and-pray. But here’s my challenge: data doesn't measure desire, clarity, or commitment.

If you’re considering a career change, now is actually a great time to take stock. When the market is tough, you’re forced to get ruthlessly clear on what you genuinely want. This is how you avoid jumping to the next wrong role:

  1. Define Your 2026 Career Thesis: What problem do you love solving? What values are non-negotiable? (See my prior rant on SHRM if you need a reminder of what not to compromise on.)

  2. Go Referral-First: Forget the application portal. The data shows referred candidates have a hire rate that is up to 10x higher than cold applicants. Spend your remaining 2025 energy building meaningful, targeted connections (with people and companies) that truly align with your thesis.

The best opportunities rarely land in the "Careers" section of a website. They come from clarity, network, and timing. Use this slower market to gain that clarity, build your plan, and be fully prepared for when the market swings back up.

The end of the year isn't a race to the finish line. Think of it as your chance to build a better starting block for the future. Whether you’re building within your organization, or building your escape route… October is the perfect time to reflect and ACT!

—Emma
CEO & Founder, People Function

Ask PFunc Anything 📬

I recently learned that leaders at a company I collaborate with regularly doesn’t align with my personal values. How do you advise I move forward in a thoughtful way? I want to be sure that I’m balancing my integrity with professional obligations, while also aiming to find future partners who do share my values. Thank you in advance!

This is such an important question, and it’s one that doesn’t have a one-size-fits-all answer.

Start by reflecting on your position: Do you have the power to influence change? If you do, don’t be afraid to use your voice to start a conversation, share your perspective, or explore alternatives. If you don’t have that kind of influence right now, think about ways to express your values thoughtfully. A few ways to do that is by raising awareness with those who do hold decision-making power, or by opening a respectful dialogue.

It’s also okay to recognize your own limits. There are moments when speaking up might come with real risks, and protecting your wellbeing and livelihood is not something to feel guilty about. Sometimes the most strategic path is focusing on where you can make an impact, and realigning later when you have more influence or flexibility.

We’ve even seen this play out at People Function. We recently ended our partnership with Vercel after the company’s CEO, Guillermo Rauch, shared a selfie with Israeli Prime Minister Benjamin Netanyahu amid the ongoing genocide in Gaza. It’s a reminder that we each have to make choices that balance integrity with sustainability and that those choices can evolve as our circumstances and power shift.

Navigating values at work is deeply personal. The most important thing is to stay self-aware, grounded, and intentional about how you engage, whether that means speaking up, stepping back, or planning for a future that better aligns with what matters most to you.

Have an HR-related question you’d like to see answered by Emma or featured in our “Ask PFunc Anything!” section? Submit it here. You may see it in an upcoming issue!

ICYMI Compliance Tips

Below are some of the latest HR regulatory and compliance updates, published within the last month:

  • California (eff. 1/1/2026) - Employers must include a good faith pay range in job postings that reflects what they intend to pay new hires. Additionally, the definition of “wages” now covers all forms of compensation, including bonuses, stock options, benefits, and allowances.

  • Massachusetts (eff. 10/29/2025) - Companies with 25 or more employees must share pay ranges in all job postings, when offering a new position, and upon request from applicants or employees.

  • New York City (eff. 2/22/2026) - A new bill requires employers to offer 32 hours of unpaid Earned Safe and Sick Time (ESST) available immediately upon hire, in addition to the 40 or 56 paid hours currently required under ESSTA.

Check out this vetted and recommended resource.

It’s not just you. Burnout is everywhere right now. Luckily for us, Madison Utendahl is sharing smart, heartfelt takes on how to break the cycle and reimagine our relationship with work, creativity, and self-worth on her Substack, BURNT.

Emma recently joined Madison for a podcast episode in which they talked candidly about HR’s power to shape culture—for better or worse—and how to lean into the good. We’ll let you know when it drops!

❝

Here’s what I learned: I had been using burnout as escapism. It was the ultimate excuse not to face the real question haunting me: If I wasn’t my achievements, who the f*ck was I?

On the PFunc Market

Here’s what’s happening in the PFunc ecosystem. ⋒

Open Roles in Our Network

If you have an open role at your company you want us to highlight, please reply to this email!

PFunc News

Here’s what’s happening at People Function.

Highlights ✨ 

October is winding down just to pick back up in November! Here's what’s been happening at PFunc lately:

🎃 PFunc Plays Spooky Hooky is happening this Friday! We’ve got a full lineup of PFunc reps joining our Halloween bash, sponsored by Newfront. A few spots might still be open though. Reply to this email if you want to sneak out early and kick off Halloween weekend with us!

As always, Emma has been on the move! ✈️ This month she made three conference appearances where she shared insights on people, operations, and the future of AI:

  • Let’s Talk Ops Summit: Emma spent a few days in New Orleans earlier this month to connect with operations leaders across the nation and share best practices.

  • People Over Perks Live: Next up, she attended Leapsome’s first virtual conference to lead a session on how to keep small teams engaged despite living in the age of disengagement.

  • “AI in Action” Breakfast: Emma, along with People Function, co-hosted this in-person, New York City-based event alongside Runtime Revolution. During her presentation, Emma covered a slew of topics, including how to boost adoption and enthusiasm for AI at work, plus what’s ahead for tech hiring. (She also gave attendees a sneak peek at PFunc’s upcoming AI tool, launching next month. Stay tuned for more details!)

Client Corner 📈

Meet the newest additions to our growing client roster! They’re innovative companies spanning diverse industries, stages, and locations.

  • Air, Inc.: Air helps creative teams breathe easier. The New York–based company automates the tedious parts of content management so marketers and creatives can focus on the fun part: creativity. Launched in 2021, Air has already raised $70M to power the future of creative ops.

  • Filthy Food: Filthy Food, a premium mixer and garnish brand, joined our client roster after working with our very own Jocabed! The Miami-based company was founded in 2009 and is all about top-shelf touches, from martini olives to whiskey cherries to all-natural margarita mix.

We’re thrilled to be working with their teams and can’t wait for what’s next! ✨

Join the PFunc Party Online 🎊

We just introduced Emma’s LinkedIn to our 61k+ Instagram and 45k+ TikTok followers! If you’re not following us yet, what are you waiting for? 👀 And don’t forget to connect with Emma while you’re at it!

Stay in Touch!

Are you interested in fractional HR support for your team? Reply to this email or contact us to learn more about our offerings, pricing, and how we can support your growing company.

Do you have feedback about our content or things you’d like to see us feature in future editions? Submit your thoughts here.