Tech & Innovation Blog

Oscar Valdes, Principal Application Developer, represents ADP at Render(ATL), the first major React Conference in the Southern US.

Career Journey, Voice of our People, Alpharetta

ADP’s Global Employer Brand team had the pleasure of catching up with recently promoted Principal Application Developer Oscar Valdes from our Alpharetta, GA tech team. Oscar has been a great brand advocate for ADP over the last couple of years, and we’re thrilled to feature him. If you’re attending Render(ATL), check out his story of ADP’s tech stack journey and meet him and some of our other technologists at our booth!

Render(ATL) is finally happening! I remember when you brought the sponsorship opportunity to us two years, now, during our focus group. And you’re our speaker, that so exciting! Time flies.

Can you tell us a bit about your career journey and how you ended up at ADP?

Yeah, so I went to the University of Georgia and worked all through college. I worked at the Home Depot with a lead that had come from ADP. When he came back, he brought me with him.

So, tell us a bit about your technical background and what you’re doing now. 

Well, I just got promoted to Principal Architect. My career has moved pretty quickly. Thankfully, I had a great mentor while I was in college. He was one of the trailblazers that helped get JavaScript going in the nineties. It was a unique opportunity to work with him. He did a lot of consulting. So, I was able to grab a lot of experience early on, just consulting with all kinds of backend and frontend technologies. By the time I graduated, I had consulted for over 100 companies before landing at Home Depot. I was there for about three years before I came to ADP. I’ve mainly worked on the MyADP product. I started working on the time-off feature and then moved to more architecture and infrastructure-related things. We recently rebuilt the whole application shell from the ground up, evolving it to a more high-performing solution. Today, I’m doing something similar, but for the mobile app. It’s super exciting!

How did you initially get involved with the Render Atlanta conference? Do you know Justin personally?

So, I worked with Mehul and Rederic, the co-hosts of the Peachtree Devs podcast. We met while working at The Home Depot. They told me about Render when they had me on as a guest for their podcast. Rederic is the CTO for Render, and they are both always advocating grassroots movements in the Atlanta tech scene.

“Leadership values technical input. That’s been a huge driver of why I’ve stayed and the fact that we are always innovating.”

I know why you came to ADP, but why do you stay here, and what was the biggest thing that surprised you about ADP?

I think the level of innovation surprised me the most, and I’ve stayed because leadership has been so responsive to technical input. Our leaders are willing to do the right thing and make the right technical decisions. Technical decisions don’t always align with the correct product decisions because sometimes, that means you have to take some steps back to go forward. But we have leadership that values technical input. That’s been a huge driver of why I’ve stayed and the fact that we are always innovating. We’re not just building for today. Many of the decisions we’re making right now are for things we’re thinking about five-plus years down the road. It’s exciting to hit milestones and see the things we thought about years ago come to fruition.

Awesome, well, it sounds like all your effort paid off with a new promotion.

Yeah, it’s been awesome, especially in my group, where everything is merit-based. If you produce, you can get promoted, and it’s not always like that at other companies. This promotion is my third in three years.

Impressive! Does ADP create a roadmap for advancing, or did you have to figure that out on your own? How did this happen for you? How do you see it happening for your peers?

In Alpharetta, every org is different, so there’s no set protocol. Leadership is very involved with 1:1s, and they’re very committed to letting their direct reports guide the conversations about their goals. I talk with my peers all the time, and everyone is different. Some people want to get promoted and want more responsibility. Some people are happy in their roles, and they don’t want to go into leadership. Some want to stay on the technical route. You know, there are so many different permutations of what people want, but really, it’s leadership, being aware of that, and catering to different roles and different people. At least, that’s what I’ve seen. It’s one of my favorite things about being at ADP. Leadership listens, and if getting promoted is your top priority, they let you know what you need to do to achieve that. There’s no mystery. It’s very straightforward.

So, what are you talking about at Render?

Yeah, so I was going to give a quick background of how I got involved in tech and what it takes to break through because a lot of people struggle with that. Then, I’m going to dive into our technical journey, taking a 10-year-old platform the size of MyADP and discussing the growing pains we’ve gone through.

What kind of skills do you think would make someone successful in the environment you’re working in?

The main thing is being an engineer who is a problem-solver at your core. Our environment gives engineers plenty of room to solution and come up with creative ideas. I think that’s something many engineers like, but it requires the engineer to enjoy and excel at problem-solving and solutioning.

What’s your one piece of advice for anyone entering this career, or a takeaway you would like them to have from your 10-minute presentation?

Probably that allies exist all over the place in the tech space, and if you’re struggling to break through, don’t be afraid to reach out or speak up because there’s someone to help. I’ve gotten to where I am extremely quickly, but it’s only because of the people who helped me along the way.

I’ve had amazing mentors who propelled me forward. For some reason, they wanted to help me. So, look for allies, and return the favor by being a helping hand to others.

See Oscar take Stage 1 live at Render(ATL) on Tuesday, September 14, 2021, at 4:30 pm for his talk, “A Tech Stack Journey.”

Interested in a tech career at ADP or just want to check out our blog? Visit

Tech & Innovation Blog

Women Engineer Magazine Top 50 Company.

Recognition, Awards, Women in STEM

Woman Engineer Magazine: 2021 Readers' Choice: A Top 50 Employer

ADP is thrilled to earn a place on this year’s 30th Annual “Top 50 Employers” in Woman Engineer Magazine for a second year in a row.

Readers of Woman Engineer Magazine chose top US companies they would most like to work for and/or whom they believe would provide a positive working environment for women engineers.
They chose ADP as one of the Top 50.

ADP is proud to build diverse teams that represent the diversity of our clients to drive innovation. At ADP, we focus on inclusion and reflect a diversity lens within our products.

Our focus on such programs as our partnership with Girls Who Code and our Women in Technology Leadership Mentoring Program has led to distinctions such as naming ADP a 2020 Top Companies for Women Technologists Winner in the Large Technical Workforce category. recognized ADP for making the most progress toward women’s equity among companies with large technical workforces. We know that having a more diverse organization makes us stronger, and we are proud of supporting women in technology.

Our Global Product and Technology (GPT) organization stays close to industry benchmarks and has adopted measures to continue to drive progress. ADP also supports philanthropic organizations that nurture the career development of girls and women in the technology field, helping them fulfill their potential as future tech leaders.

Our technology leaders are committed to driving diversity, including recruiting and developing women technologists while providing opportunities for them to grow their careers.

Some recent product examples include the ADP DataCloud Diversity, Equity & Inclusion (DEI) Dashboards to help companies see real-time workforce demographics. Some other products to promote a diverse workforce include our Candidate Relevancy tools and the award-winning Pay Equity Explorer.

We strive to offer personal development opportunities through self-driven platforms, and our International Women’s Network and our Empower Committee focused on Women in STEM. Regardless of your role, we offer opportunities for women technologists. Meet Some of the Women of ADP DevOps and how they drive data-centric development.

Some recent product examples include the ADP DataCloud Diversity, Equity & Inclusion (DEI) Dashboards to help companies see real-time workforce demographics. Some other products to promote a diverse workforce include our Candidate Relevancy tools and the award-winning Pay Equity Explorer.

Visit us at and learn more about what we do.

Tech & Innovation Blog

ADP Wins 2020 Breakthrough AI Award

Recognition, Artificial Intelligence, Data Science

Video: AI and machine learning to help our clients

Congratulations to our DataCloud team! Recognized for its impressive capabilities and significant value it brings to businesses, ADP’s DataCloud won a 2020 AI Breakthrough Award in the “Best AI-based Solution for Data Science” category. Watch the video.

AI Breakthrough AwardsIn a constantly shifting world of work, businesses, now more than ever, are looking for a solution that helps them make informed decisions about their organization. Enter ADP DataCloud, a powerful people analytics solution.

Utilizing Artificial Intelligence (AI), the solution analyzes aggregated, anonymized HR and compensation data from over 30 million workers in more than 730,000 organizations to allow companies to benchmark and compare compensation data, turnover rate, and overtime. Endless possibilities open for better managing a global workforce when pairing this empirical data with the power of machine learning (ML) and AI.

The AI Breakthrough Awards recognize the top companies, technologies, and products in the Artificial Intelligence industry today. As more and more companies join the growing global AI market, this awards program honors those that stand out among a crowded field of competitors. In other categories, winners included IBM, Capital One, NetApp, and others.

Congratulations to the team for all your hard work to deliver amazing solutions and real-time trends to our clients. Way to break through!

Tech & Innovation Blog

Next-Gen Payroll Captures the 2020 Top HR Product Award

Recognition, Awards

Human Resource Executive Winner 2020: Top HR Product

ADP’s products continue to earn awards at a time when our clients need our innovative products the most. We are proud to be named a “2020 Top HR Product” by HR Executive.

ADP’s products continue to earn awards at a time when our clients need our innovative products the most. We are proud to be named a “2020 Top HR Product” by HR Executive.

ADP’s Next-Gen Payroll Platform enables companies of all types – from local small businesses to global conglomerates – to pay their employees their way. This real-time global payroll platform gives clients and their employees unprecedented transparency into how they are paid, along with predictive insights and suggested actions. Companies no longer need to guess the impact of regulatory changes but can proactively model these changes in real-time and plan for the future. At the same time, employees, contractors, and gig workers all have complete visibility into how their pay is calculated along with actionable tips on improving their financial wellness. Who couldn’t use that?

Built natively on the public cloud, this real-time global payroll platform:

  • Gives practitioners and employees unprecedented transparency into how they are paid;
  • Empowers practitioners to more easily understand the effects of regulatory and policy changes, enabling a stronger strategic partnership with business leaders by demonstrating bottom-line impact; and
  • Delivers a breakthrough employee experience with predictive insights to model and understand the effect of potential life changes.

Winning solutions at the HR Technology Conference are selected based on several criteria, including their level of innovation, value-add to the HR professional, intuitiveness for the user, and ability to deliver on what they promise.

Read the full press release.

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Hands holding a white walking stick

Disability Inclusion in the Workplace

In this second blog in a series focusing on breaking barriers and influencing social change, we celebrate International Day of Persons with Disabilities and offer ideas for promoting disability inclusion in your organization and in our communities.

December 3rd is International Day of Persons with Disabilities. The annual observance was proclaimed in 1992 by the United Nations General Assembly. It aims to promote the rights and well-being of persons with disabilities in all spheres of society and development, and to increase awareness and disability inclusion in every aspect of political, social, economic and cultural life.

This year also marks the 30th anniversary of the passing of the Americans with Disabilities Act (ADA). The ADA prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation and places that are open to the general public to ensure that people with disabilities have the same rights and opportunities as everyone else.

You are no doubt familiar with the need to comply with the ADA in all areas of your business, but disability inclusion reaches far beyond compliance with the law. Proactively supporting inclusivity in your organization can have important and meaningful impact for your employees, customers and communities. CEB, now part of Gartner, found that highly diverse and inclusive organizations had a 26% increase in team collaboration and an 18% increase in team commitment. A study by Harvard Business Review showed that companies with higher-than-average diversity had 19% higher innovation revenues. So, how can you effectively and respectfully promote disability inclusion in your organization?

These are our clients, prospects, coworkers, and employees. How can your organization think about greater equity and inclusivity, especially during these times?

– Giselle Mota, board member of the ADP BRG, Thrive

Practice inclusivity

Be sure that your staff and leadership includes a diverse a range of employees and perspectives. When developing anything from internal policies to new products to client-facing marketing campaigns, getting input from employees and clients with disabilities helps ensure that you are addressing their needs rather than operating on assumptions. Martha Bird, Chief Business Anthropologist at ADP says, “It is important to design WITH excluded and diverse communities, not FOR them. Seek their expert input in the process.”

Representation is key to meaningful and genuine inclusion. If you have Employee Resource Groups (ERGs) or Business Resource Groups (BRGs) in your organization, you can partner with them on inclusivity initiatives to get valuable firsthand perspectives. At ADP, the Thrive BRG has a mission to understand the diverse impact of disabilities, end the stigma, and bring awareness and education to ADP associates about people living with disabilities. Susan Lodge, a Thrive board member and mother to a son with a genetic disease says, “This BRG has given me a new appreciation for the company I work for and the people that I work with. I no longer feel like I am the only one who faces the challenges that disabilities can bring. We are all in this together.”

Work to overcome bias

Inclusivity isn’t an “issue” just for people with disabilities; it’s important for everyone in your organization. Once you set the goal and expectation for a diverse and inclusive organizational culture, follow up with education aimed at promoting understanding and awareness of unique challenges of people with disabilities as well as the importance of inclusion. For example, adopt a policy of using people first language (PFL). People first language is a way of communicating that shows respect for people with disabilities by focusing on the individual and not their disability. For example, if you were discussing modification to your retail space for your clients, instead of saying “disabled customers”, you would use “customers with disabilities.” This recognizes that they have disabilities and allows you to be inclusive and respectful in your planning but doesn’t use their disabilities to define them entirely.

Disability inclusion in post-COVID business

Inclusion is particularly important right now. The global health crisis has highlighted inequities for people with disabilities. Routine healthcare needs like diagnostic testing and therapies are no longer as easy to access. Virtual and masked communications also present challenges that disproportionately affect people with disabilities. As Giselle Mota, board member of ADP’s Thrive BRG, Principal Consultant at ADP on the Future of Work and moderator of an ADP webcast on disability inclusion said, “These are our clients, prospects, coworkers, and employees. How can your organization think about greater equity and inclusivity, especially during these times?”

Learn more

Register for or replay this webcast for more discussion of this question and tips from ADP experts: Disability Inclusion in the Workplace: Best Practices for Engaging and Supporting ALL of Your People.

To learn more about ADP’s commitment to diversity, equity and inclusion, please visit our Corporate Social Responsibility site.

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Tech & Innovation Blog

ADP’s 2020 Distinguished Engineer: Jigesh Saheba

Recognition, Voice of Our People, Engineering

Q&A on his Career Journey, Being the recipient for one of ADP’s most prestigious awards, and a few things you might not know (+ a Surprise Video)

ADP's Distinguished Engineer: Jigesh Saheba

With that mindset on innovation, it’s easy to see why ADP named Jigesh Saheba as their first Distinguished Engineer.

This new honor recognizes leaders and individual contributors who are at the forefront of ADP’s transformation into a global technology leader. To be recognized as a Distinguished Engineer, one has to have achieved noteworthy professional technical accomplishments in an engineering role. Also, that individual must have created and fostered technical career paths for technologists that allow them to master their craft, innovate, and generates groundbreaking solutions that can transform the future of work.

We caught up with Jigesh shortly after being named the ADP Distinguished Engineer to learn about the start of ADP’s Marketplace and asked a few questions about his journey. Here’s what he shared:

A group of college graduates throwing their graduation caps in the airWhen did you start working at ADP?

I joined ADP in 2002 with the acquisition of AtWork Technologies, a benefits administration startup in Atlanta, GA.

Can you share your career journey at ADP?

I started at ADP as the Director of Application Development for Benefits eXpert system and later promoted to Senior Director role. In 2006, I briefly joined the Enterprise Architecture team and was soon assigned the CTO role for ADP Pre-Employment Services. There I played an essential role in the acquisition, assimilation, and growth of multiple products. I rejoined Enterprise Architecture in 2010 and started working on the mobile platform. Later that year, I joined the Roseland Innovations Lab, which delivered several groundbreaking technologies, including ADP Mobile Solutions, event-driven APIs, and semantic search. I received a promotion to Chief Architect in 2013. In the same year, I started working on building an integrated HCM ecosystem around ADP, which was the birth of ADP Marketplace. In 2015, I became the VP of Product Development for ADP Marketplace.

You are basically the cornerstone of ADP Marketplace. How were you able to develop such an integral part of the solutions we offer our clients?

For ADP Mobile Solutions, ADP systems exposed their data and services via hundreds of Web APIs.  I started thinking about how Web APIs can expand the reach of ADP to new channels such as third-party applications, partner networks, and integrated solutions.  I believed ADP could position itself in the center of a vibrant HCM ecosystem and drive higher customer engagement. I envisioned a business model expansion and new markets. I theorized that the app stores and marketplaces, a familiar notion of consumer-mobile ecosystems, could become essential tools for enterprise application innovation, discovery, and distribution.  I created a presentation to convey the concept and gained senior management approval.

We incubated the idea in the Lab and demonstrated the working platform in the summer of 2014, and then we started working with a handful of partners to prove out the model and platform. We received industry acknowledgment when ADP won two prestigious awards at the HRTech Conference in 2015. Don showcasing the award-winning ADP Marketplace is one of the proudest and most satisfying moments of my professional career.

Jigdesh, holding an award,with other associates around himHow did you learn you were going to be named ADP’s first Distinguished Engineer, and how did you feel when you were told?

I heard about the Distinguished Engineer role and my nomination from Rich Guinness, SVP of Product Development, Shared Services. I shed tears of joy when the announcement came and was so fortunate that I could share that moment with my family in person.  I am incredibly honored and grateful for the role and very thankful to GPT leadership for enabling an environment where innovation and quality engineering thrive.

What excites you most about the opportunity to be a Distinguished Engineer at ADP?

I am very honored and grateful for the recognition.  I hope I set an example of the role.  I am excited about the voice it offers, and I hope to amplify the voice of all technologists at ADP.

What’s a day in the life like for you and your team?

I am very fortunate to be working with some of the most talented people I know. We enjoy collaboration, and one often hears spirited discussions at “the wall,” an open collaboration space with a whiteboard wall at our Lakeview home. We are known for clapping a lot, which promotes camaraderie. The best days are when I work with the team to drive product decisions, design solutions, participate in reviews and demonstrations, and even troubleshoot issues.

What advice do you have for associates who may have ideas that they want to share?

Never give up!

What do you believe is the best reason to work at ADP?

ADP Culture – Integrity, inclusiveness, diversity, trust, and innovation.

What’s the last book you read?  

Something Deeply Hidden by Sean Carroll

What is your favorite TV or streaming show?

GOT (Game of Thrones)!

What is your favorite ADP value?

Integrity is Everything

If you could only eat one food for the rest of your life, what would it be?

Ice cream. Yes, really! (Those who know me would agree)

What is something that would surprise people about you?

I started my career at Johnson Space Center in Houston, Texas, working on navigation software for the Space Shuttle.

Are you a cat person or a dog person?


Congratulations, Jigesh, on this amazing accomplishment. We’re excited to see what’s yet to come!

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Two ADP employees having a casual conversation

Does culture really eat strategy for breakfast?

Yes, Culture DOES Eat Strategy for Breakfast

Jude Murphy

Jude Murphy

Nov 6, 2019 · 3 min read

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Women in STEM

Girls Can Do Anything


This inspirational woman in STEM lives by a four-word personal mantra: girls can do anything.

Kanyatta Walker’s unapologetically fearless outlook began when she was only three years old. A boy cast as Santa in her preschool Christmas play did not enjoy being on stage and kept missing lines. Kanyatta offered to step in, but the teachers said she couldn’t because Santa was a boy. When it turned out none of the boys knew the lines and Kanyatta did, the first female Santa debuted in the play. The crowd loved it.

In high school, Kanyatta was interested in occupational therapy and planned to major in it in college. Then she did some aptitude tests with a good friend who wanted to join the marines. The recruiter told her she was excellent at math and could pretty much do anything she wanted – except be an engineer.

Kanyatta graduated from college with a degree in software engineering technology and has never looked back.

“I always loved math,” Kanyatta said. “My aunt was a math teacher and the way she explained it just made sense to me. I love that there is always a precise answer. But there is also always more than one way to get to that answer and lots of trouble shooting.”

Management math

She was recruited by Accenture, a multinational consulting firm, where she worked in a variety of roles from sales to program manager and development manager. By 25, she was leading a team with a significant budget. “I learned by trial and error. There was so much I did not know and I made a lot of mistakes. But I also knew that teams are a mirror of their leaders. I worked at a grocery store when I was 16. When it got busy, the managers would leave their office and come help wherever needed. After the store was bought by a chain, the new managers didn’t come out of their office to help. I learned how important it is for leaders to understand what people need and show up for their team.”

As her career progressed, Kanyatta realized that there are multiple roles for leaders too. “It’s like a baseball team,” she said. “There are coaches and general managers. Coaches assemble the teams and knows who to play to bring out their best. The general manager deals with the overall strategy and choosing the right coaching staff to create the win.

“To be an effective leader, you don’t personally have to play every position. When I see something I want to do, I work to understand the underlying skills. I see how to unravel things and figure out what I know, what I need to know, and how to learn the skills I need. With core skills and ability, you can do anything.”

The desire to understand executive strategy led Kanyatta to an MBA program at Emory University while she was still working full time leading product managers, business analysts and program managers for a large telecom company. She discovered the perfect combination of math and business in her finance courses. “I can look at a company’s finances and tell you what their strategy is,” she said.

Coming to ADP

After finishing her MBA, a friend helped recruit Kanyatta to ADP in Atlanta. She was excited at the opportunity to combine her business skills with her software engineering experience. She started out as Vice President of Operations working in National Accounts on outsourcing operations. Today, Kanyatta is Vice President of Global Product and Technology – Client Product Support, where she leads teams providing product and technical support for ADP’s business units and clients.

“I love the ability to transform here. As the company is transforming, so are the opportunities for people within the company and our clients to grow. I love helping people connect the dots and see where we are going from process to technology to culture, Kanyatta said.

“I also appreciate seeing women executives at ADP and how women help each other here. I met ADP business unit presidents Debbie Dyson and Maria Black within my first six months, and they always find time and make themselves available to help others.”

Helping others succeed

Kanyatta is also committed to helping others grow and achieve their dreams. She is involved in Women in Technology International and Emory’s Executive Women of Goizueta —while also mentoring and coaching rising leaders in her role at ADP. She loves helping women figure out what they want and how to get there.

“Connecting with others can be scary, but it’s important so you can understand the playing field,” Kanyatta said. “You have to lift your head up to see and for people to see you. There’s no way for people to know how amazing you are if your head is down all the time.

“There are not many women of color in tech, so I always try to say yes when people ask me to speak. It’s important to build bridges and for younger women to see people who look like them doing the things they want to do.”

Kanyatta is quick to say that she does not do it all alone. Her husband is very supportive and encourages her to connect with others and volunteer. Together, they manage a busy family schedule with their 12 year old daughter who is playing softball on a traveling team. “I love being a softball mom and spending time with my family,” she said.

Walker family at softball field

Kanyatta, Kya and Kevin Walker enjoying time as a softball family.

Kanyatta’s advice to others

  • Be careful how you treat people because you never know who you may need or who may need you. God works through other people.
  • Be a dream giver, not a dream killer. Build authentic relationships with people. Give your perspective, but show them what it takes and how to progress instead of telling someone they can’t or shouldn’t.
  • Follow your heart and trust that it knows. Stay optimistic, be persistent and keep going. Give up the spirit of fear for the power of love.

Kanyatta Walker

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Close up of lights on computer devices in server room

How to select, gather, clean, and test data for machine learning systems


How Data Becomes Insight:

The Right Data Matters


What goes into selecting, gathering, cleaning and testing data for machine-learning systems?

It’s not enough to have a lot of data and some good ideas. The quality, quantity and nature of the data is the foundation for using it effectively.


We asked members of the ADP® DataCloud Team to help us understand what goes into selecting, gathering, cleaning and testing data for machine-learning systems.

Q: How do you go from lots of information to usable data in a machine-learning system?

DataCloud Team: The first thing to figure out is whether you have the information you want to answer the questions or solve the problem you’re working on. So, we look at what data we have and figure out what we can do with it. Sometimes, we know right away we need some other data to fill in gaps or provide more context. Other times, we realize that some other data would be useful as we build and test the system. One of the exciting things about machine learning is that it often gives us better questions, which sometimes need new data that we hadn’t thought about when we started.


Once you know what data you want to start with, then you want it “clean and normalized.” This just means that the data is all in a consistent format so it can be combined with other data and analyzed. It’s the process where we make sure we have the right data, get rid of irrelevant or corrupt data, that the data is accurate and that we can use it with all our other data when the information is coming from multiple sources.


A great example is job titles. Every company uses different titles. A “director” could be an entry-level position, a senior executive, or something in between. So, we could not compare jobs based on job titles. We had to figure out what each job actually was and where it fit in a standard hierarchy before we could use the data in our system.

Q: This sounds difficult.

DataCloud Team: There’s a joke that data scientists spend 80 percent of their time cleaning data and the other 20 percent complaining about it.


At ADP, we are fortunate that much of the data we work with is collected in an organized and usable way through our payroll and HR systems, which makes part of the process easier. Every time we change one of our products or build new ones, data compatibility is an important consideration. This allows us to work on the more complex issues, like coming up with a workable taxonomy for jobs with different titles.


But getting the data right is foundational to everything that happens, so it’s effort well spent.

Q: If you are working with HR and payroll data, doesn’t it have a lot of personal information about people? How do you handle privacy and confidentiality issues?

DataCloud Team: We are extremely sensitive to people’s privacy and go to great lengths to protect both the security of the data we have as well as people’s personal information.


With machine learning we are looking for patterns, connections or matches and correlations. So, we don’t need personally identifying data about individuals. We anonymize the information and label and organize it by categories such as job, level in hierarchy, location, industry, size of organization, and tenure. This is sometimes called “chunking.” For example, instead of keeping track of exact salaries, we combine them into salary ranges. This both makes the information easier to sort and protects people’s privacy.


With benchmarking analytics, if any data set is too small to make anonymous ― meaning it would be too easy to figure out who it was ― then we don’t include that data in the benchmark analysis.

Q: Once you have your initial data set, how do you know when you need or want more?

DataCloud Team: The essence of machine learning is more data.


We want to be able to see what is happening over time, what is changing, and be able to adjust our systems based on this fresh flow of data. As people use the programs, we are also able to validate or correct information. For example with our jobs information, users tell us how the positions in their organization fit into our categories. This makes the program useful to them, and makes the overall database more accurate.


As people use machine-learning systems, they create new data which the system learns from and adjusts to. It allows us to detect changes, see cycles over time, and come up with new questions and applications. Sometimes we decide we need to add a new category of information or ask the system to process the information a different way.


These are the things that both keep us up at night and make it exciting to show up at work every day.



Learn more by getting our guide, “Proving the Power of People Data.”

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Person gesturing toward large computer screen

Performance implications of misunderstanding Node.js promises


The performance implications of misunderstanding Node.js promises

Ali Yousuf

Ali Yousuf

Jan 22 · 8 min read

for…of over unknown collection with await in loop
Promise.all() on an entire unknown collection

Benchmarking unbounded promise scenarios

║     Test      ║ Average Execution Time (Seconds) ║
║ await-for-of  ║                            6.943 ║
║ bluebird-map  ║                            4.550 ║
║ for-of        ║                            6.745 ║
║ p-limit       ║                            4.523 ║
║ promise-all   ║                            4.524 ║
║ promise-limit ║                            4.457 ║
for…of test code
for await…of test code
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Clinic.js doctor output for for await…of and for…of, respectively
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Clinic.js bubbleprof output for for await…of and for…of, respectively
Promise.all() test code
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Clinic.js doctor output for Promise.all()

Promise chain execution order example
Async chain execution order example with concurrency limit test code
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Clinic.js doctor output for with concurrency limit
promise-limit module test code
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Clinic.js doctor output for the promise-limit module
p-limit module test code
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Clinic.js Doctor output for the p-limit module