Overview

Every CFO has an AI strategy. Far fewer have what it actually requires to execute on it.

As the CFO role evolves into the de facto “Operating Officer,” finance leaders are facing a paradoxical mandate: cut costs while funding growth, and scale AI while demonstrating immediate, measurable returns. Yet, poor data quality, complex legacy infrastructure, and an inability to prove ROI are stalling the very investments CFOs are counting on to stay competitive.

Join us for an exclusive deep dive into the 2026 Global Strategic CFO Report. Based on a survey of 600 global finance leaders, we will explore why the gap between AI ambition and execution has never been wider—and what the CFOs closing that divide are doing differently.

What You’ll Learn:

• The Data Delusion: Why 63% of CFOs believe they have instant access to data, but only 5% can actually access it from a single, unified system.

• The ROI Pressure Test: Strategies to overcome the “execution gap” where 76% of finance leaders struggle to quantify AI returns.

• Agentic AI Readiness: Why 41% of CFOs believe autonomous workflows are the future, yet only 13% have deployed them.

• Real-Time Risk Response: How to move from static forecasting to real-time predictive monitoring to protect margins from geopolitical and trade volatility.

Don’t let legacy systems stall your transformation. Register today to learn how to turn AI from a boardroom pitch into a value multiplier. Can’t make the live session? Register anyway to receive the recording of the session to watch on your own time.

Overview

Finance leaders aren’t resisting AI—they’re resisting risk.

As organisations accelerate efforts to embed AI into finance processes, many initiatives fail to scale due to concerns around trust, transparency, and control. In domains where accuracy, auditability, and repeatability are non-negotiable, traditional AI approaches can feel misaligned with how finance systems are expected to behave.

This session reframes the conversation. AI does not need to replace deterministic systems—it can support them.

Through a real-world finance example, we explore how teams are using AI to automate repetitive, high-volume tasks such as data preparation, validation, and exception handling, while keeping calculations, filings, and reporting fully controlled and predictable.

Attendees will leave with a practical framework for where AI belongs in finance, how to apply it safely, and how to scale automation without compromising control or confidence.

Executive Insights

Executive events are still one of the most effective ways to engage decision-makers – but the traditional playbook is no longer delivering predictable pipeline results.

Executives are engaging differently, buying cycles are getting longer, and event ROI now depends on audience quality, timing, personalization, and follow-up execution.

This executive insights session breaks down what’s changed, why many event strategies are underperforming, and the frameworks top teams are using to turn events into measurable pipeline impact in 2026.

What You’ll Get:

•  On-demand webinar recording
• The Event ROI Playbook (2026 Edition)
• Event ROI framework & pipeline strategies
• Practical recommendations to improve event performance
• Real-world approaches top teams are using in 2026

Key Topics Covered:

• Why event ROI is getting harder
•  How executive engagement has changed
•  The Event ROI Framework
•  Audience intelligence & pipeline attribution
•  AI-driven follow-up and engagement strategies
•  How top teams turn events into meetings and pipeline

As AI reshapes work, expectations continue to rise, and talent and healthcare costs place growing pressure on organizations, CHROs are being asked to modernize HR service models without compromising workforce experiences.

New joint research from Conduent and Mercer reveals widening gaps between what employees expect and what HR leaders prioritize — gaps that have real consequences. The findings show that 78% of employees say HR significantly impacts their overall company experience, and 79% link that experience to loyalty, yet many HR digital environments still fall short as organizations accelerate automation and AI adoption.

Join this webinar to explore how leading organizations are rethinking the HR experience model for an AI‑driven future. We’ll introduce a practical framework for blending intelligent automation with empathy and service design, and discuss how HR leaders can strengthen trust, retention, and organizational readiness while navigating rising expectations and resource constraints. Participants will also be invited to reflect on their experience readiness and competitiveness.

You will learn:

• Where employee expectations and HR delivery misalign — and how digital experience gaps erode trust and loyalty
• Where automation creates value — and where human connection must remain
• Which areas offer the greatest opportunity for experience impact and ROI
• How to define and measure success as HR service models evolve
• What capabilities HR teams need to succeed in an AI‑accelerated future

AI is transforming every stage of the talent lifecycle — making how you govern it as critical as what it can do. Organizations can no longer rely on black‑box models or unchecked automation; trust must be engineered, continuously governed, and proven. As AI shifts from optional to operational, transparency and governance have become board‑level imperatives.

In this webinar, Varun Kacholia, Co‑founder and CTO of Eightfold, and Meghna Punhani, Chief People Officer at Eightfold, are joined by Bill Pelster of the Josh Bersin Company for an in‑depth conversation on what responsible AI really means in HR and how to put those principles into practice.

Tune in to the conversation to better understand:

• How this wave of AI is changing the fundamentals of people decisions and expectations of HR.
• What it means to design AI for transparency, fairness, and accountability rather than bolt them on after the fact.
• How to move from intent to evidence with bias testing, monitoring, and governance that stand up to regulators and boards.
• How leaders can operationalize trust — through governance, standards, and oversight — so AI strengthens, rather than erodes, confidence in talent decisions.

Overview

Three years after the debut of ChatGPT, about half of finance leaders still don’t actively use AI. And it’s not because they don’t recognize the current value or long-term promise of this technology. It’s because many finance professionals are still trying to find use cases that deliver immediate impact and returns in their day-to-day work.

On April 2, 2026 top AI finance expert Nicolas Boucher will join Ramp AI lead Ben Levick for a one-hour interactive discussion diving into the need-to-knows of AI to start your year off right.

Join this timely webinar to learn:

• How to turn vague ideas for AI into actionable outcomes
• The inside scoop on Ramp’s most impactful and latest AI initiatives
• The 5 valuable most valuable AI use cases finance can adopt today

Register now to save your seat for our first virtual masterclass of 2026.

Overview

Hear it straight from the source. FERMÀT’s finance leader, Evelyn Xue, joins Campfire’s CEO and Founder, John Glasgow, and Ramp Solutions Expert, Nigel Reiff, to show how a lean team rewired their operations for an AI-native future – and did it fast.

From outgrowing legacy constraints to orchestrating Campfire + Ramp across their stack, you’ll see how FERMÀT accelerated close, boosted accuracy, and raised the hiring bar by automating the work no one wants to do.

Join us on March 25, 2026 for a candid, CEO-approved playbook you can us, with insights on:

• A CEO-ready narrative for making the case, aligning risk owners, and securing buy-in for an AI-native finance stack
• How Fermat upskilled, redesigned processes, and kept momentum when introducing new tools
• What to measure now: the metrics Fermat tracks for ROI—time-to-close, error reduction, and headcount leverage

Overview

Mental health leaves of absence are rising fast, and most employer strategies are quietly making them more expensive.

61% of HR leaders told Spring Health that their organization’s mental health leaves have increased in the last year, with 16% saying they’ve increased by 25% or more in that time. However, many organizations still treat leave as the end of the problem. Once an employee goes out, support often becomes fragmented, engagement drops, and the real costs surface later through longer leaves, repeat absences, turnover, and lost productivity. When leave experiences go poorly, half of employees quit or begin searching for a new job.

This session challenges the outdated leave-first mindset and reframes mental health LOA as a clinical and financial signal, not a failure. HR and Benefits leaders will explore how precision mental health care enables earlier intervention, safer stay-at-work support, and more effective care during leave — all of which reduce avoidable leaves, shorten duration when leave is necessary, and prevent costly repeat cycles.

You’ll learn how to:

• Identify early mental health signals before leave becomes the only option
• Build stay-at-work support that protects employees and productivity
• Close the critical “missing middle” during leave, where outcomes and costs are most at risk
• Use precision care to control total cost while improving clinical outcomes and employee trust

For HR and Benefits leaders under pressure to manage rising LOA volume and demonstrate measurable business impact, this session shows why precision is the new cost containment — and how modern mental health strategies create value employees feel and finance teams can see.

Overview

Ever wish you could look into the future? Not in a fortune-telling way, but through a grounded, data-driven glimpse that drives better choices?

By 2030, 39% of workers’ core skills will change. Changes in federal policy from last year are accelerating the shrinkage of some industries and careers while accelerating others. If we continue to hire based on today’s skills, yesterday’s experiences, and use static keywords for matching (especially as AI-written resumes are the new norm), we will be unable to fill open roles effectively. This in turn hinders the ability to maximize stability, resilience, and enable the movement of the most capable talent across the economy into the roles where people will thrive.

In order to lead a high-performing HR function in 2026, you must leverage the technology and data that exists to enable better hiring for successful outcomes.

Mike Rosenbaum, Founder and CEO of Arena, shares how HR leaders are architecting workforce stability and hiring people across industries and careers. Based on real-time outcomes, behavioral, and skills data on 4.1 million workers and job seekers, Mike will share how it is possible for you to hire people who never considered a role in your industry or a given career.

By harnessing the Arena platform, enterprises across every industry are generating results that are reducing turnover by an average of 21% and filling hard to fill roles with people who will stay longer and perform better, all in as little as 30 days.

Join this webinar to learn:

• Why outcome data is the #1 predictor of future success
• Potential-based hiring from outcome-based models over keywords/skills games to future-proof your workforce
• How “Adversarial Fairness” keeps you compliant and out of trouble