# Pablo Stuardo

Pablo Stuardo studies why HR technology projects fail and how organizations choose implementation and support partners. Stuardo's work also covers talent strategy and SAP SuccessFactors.

- Profile: https://b2binfluencer.marketing/creators/pablo-stuardo/
- LinkedIn: https://www.linkedin.com/in/pablostuardo
- LinkedIn followers: 8,207
- YouTube: https://www.youtube.com/channel/UCGfavBgMzL6u3qzECxqh4dQ
- Topics: hr
- Based on 11 dated posts, latest 2026-10-06

## Summary

Pablo Stuardo is most useful for research and discussion on why HR technology projects fail.

- Best for: An HR technology consultancy wanting a webinar or article on implementation failure and talent strategy.
- Not for: A software vendor wanting paid conversion-focused product launch demos and promotional posts.
- Check first: Ask for the survey findings and audience demographics before using the research.

### Takeaways

- Stuardo says start with clarity rather than technology.
- Change management should be outcome-driven, and Talent Intelligence Hub is a foundation.
- They describe a survey asking whether conference booths, sponsorships, and executive dinners affect partner selection.

## Main ideas

- **HR technology project failure as a formal research question**: Pablo's stated doctoral research area is why HR technology projects fail. The post identifies it as their area of study at Georgia State University's J. Mack Robinson College of Business and invites discussion at SAP Connect. The same question appears in a podcast recap, which describes Pablo as researching why HR tech projects fail as part of a doctorate. It is the organizing question behind their other positions.
- **Start with clarity, not technology**: A recap of the Talent Alchemy podcast conversation lists the takeaways as starting with clarity rather than technology and making change management outcome-driven. That reasoning treats implementation failure as a strategy and change problem before a tooling problem. The recap also says Talent Intelligence Hub is a foundation, not a magic button.
- **Talent technology needs governance work, not a magic button**: The podcast recap points to concrete SuccessFactors work: Talent Intelligence Hub tips, including the Check Tool and proficiency ratings, and demystifying Job Profile Builder, which the recap calls a governance challenge. The argument is that skills and talent systems depend on governed data and job profiles, not a single feature. This is the platform-specific layer of Pablo's priorities.
- **Whether conference presence influences partner selection is a testable question**: Pablo is collecting data to answer whether physical conference presence — booths, sponsorships, executive dinners — influences implementation and support partner selection decisions. The method is an anonymous 10-question, roughly 90-second survey aimed at HR tech customers, with a final report promised to contributors and described as having academic rigor. Two posts promote the same study around SAP Connect. Pablo frames the survey as contributing to the body of knowledge of HR technology and promises to share the final report. This shows a priority on buyer behavior and vendor selection, not just product implementation.
- **The HR technology community is fundamentally about people and relationships**: Pablo writes that the industry is about technology and innovation, but that people and relationships make the community special. Their posts show this as a working priority: attending SAP Connect, reconnecting with colleagues and friends, naming practitioners they look forward to learning from, and using the event to recruit survey participants. The stance aligns with their research question about conference influence: the same events serve relationship-building and buyer-behavior data collection.

## Work to read

- [Talent Alchemy podcast: Talent Strategy to Talent Transformation with Talent Intelligence Hub](https://www.linkedin.com/posts/pablostuardo_from-talent-strategy-to-talent-transformation-activity-7507848352827392001-KyNT)
- ["Why HR Technology Projects Fail?" — doctorate research area](https://www.linkedin.com/posts/pablostuardo_lasvegas-sapconnect-sap-activity-7508886125453873154-eSq6)
- [Buying-behavior survey on conference presence and partner selection](https://www.linkedin.com/posts/pablostuardo_buyer-behaviors-in-hr-technology-conferences-activity-7512265046253608960-sH8j)
- [SAP Connect Las Vegas: who they learn from and how they show up in the community](https://www.linkedin.com/posts/pablostuardo_sapconnect-sap-successfactors-activity-7511170633796538371-ag_p)

## Brand relationships

- **SAP SuccessFactors** (mention)
- **SAP Connect** (mention)
- **Georgia State University - J. Mack Robinson College of Business** (mention)
- **The Talent Alchemy podcast** (mention)

## Partnerships

Pablo Stuardo's posts do not document a sponsorship or partnership offering. In five full LinkedIn posts from September 21 to October 3, 2026, they promote an anonymous HR technology buying-behavior survey tied to SAP Connect, say they will attend SAP Connect in Las Vegas and hope to meet community members, share a Talent Alchemy podcast interview about talent strategy and why HR technology projects fail, and mention doctorate research at Georgia State University on why HR technology projects fail. Before considering a partnership, ask for their sponsor policy, rate card, audience specifications, sponsored-format examples, brand-collaboration requirements, and official partnership inquiry route.

## Alternatives

- Seena Mojahedi: Choose Seena for the same webinar or article brief when the consultancy wants a practical Workday recovery story focused on what happens after cleanup. One post describes how governance in months two and three can prevent teams from falling back into break/fix work; another explains how conflicting reports, undocumented configuration, and stale integrations can undermine trusted data. These examples offer concrete material for a session about sustaining an implementation rather than focusing mainly on talent strategy.
- Chris Goumas: Choose Chris for the same webinar or article brief when the consultancy wants a focused, hands-on discussion of Workday readiness and AI. One post argues for using a controlled, narrow AI pilot to reveal specific data or policy problems; another explains Workday Build and the capacity gap between large enterprises and smaller HRIS teams. These examples can anchor a practical session on choosing and testing a manageable implementation step.
- Nicole Lowry: Choose Nicole for the same webinar or article brief if the consultancy wants an applied People Operations perspective on improving everyday HR processes. One post describes turning repetitive work such as referrals, onboarding, approvals, and notifications into workflows, giving the collaboration specific examples of how implementation can change the way a team works.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/