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Discover How AI Can Transform the Way You Work With This $20 E-Degree
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Alchemer’s CFO on the keys to getting finance backing behind your CX initiatives
When CFOs push back on customer experience (CX) investments, it’s rarely because they don’t care—it’s because the business case for CX isn’t framed in the financial terms they trust.
In the latest episode of The Business of Feedback, Alchemer CMO Bo Bandy sits down with CFO Jove Oakley to explore how CX leaders can break through that disconnect. Together, they outline three practical steps to bridge the gap with Finance, align meaningful metrics, and turn strong CX ideas into fully funded initiatives.
Step 1: Speak the CFO’s language—business outcomes
Jove’s #1 piece of advice?
“Find a partner in the CFO org. Spend time understanding what they’re tasked with. They care about the same things you do—they just speak a different language.”Many CX leaders start with metrics like NPS or CSAT. But as Jove explains, “NPS is just a trended line. The key is tying it to business outcomes that matter—like retention, expansion, and revenue growth.”
Instead of starting with customer complaints or experience gaps, start by asking Finance:
What problems are you trying to solve this year?It could be improving renewal rates, increasing customer lifetime value (LTV), or reducing churn. Once you know what Finance is focused on, you can position CX as a solution to that challenge, not just another expense.
💡 Pro tip: If you’re aligning CX to LTV, break the metric down. Focus on the controllable components—like retention rate, expansion potential, and customer acquisition—that CX can actually influence.
Step 2: Show the path to measurable results
Your CFO doesn’t need a miracle, they need a clear, measurable roadmap.
Jove’s advice? “Tell me what you’re going to measure, how we’ll track it over time, and when I can expect to see progress, even if the full payoff takes two or three years.”
That means:
- Setting baseline metrics (e.g., current NPS or churn rates)
- Defining target outcomes (e.g., 3% retention lift)
- Mapping the leading indicators (e.g., reduction in support tickets, more promoters in key segments)
- And most importantly: Correlating CX improvements to business impact
CX pros often overlook neutral NPS respondents, but as Bo and Jove discussed, that group might actually have the lowest retention rate. Focus on them, and your ROI story becomes even stronger.
Step 3: Understand total cost and deliver ROI
To get a “yes” from Finance, show that you’ve done your homework.
Jove wants to see:
- Total cost of ownership (TCO), including vendors, internal resources, and opportunity costs
- A realistic timeline for returns
- A projected ROI—ideally 3–4x over the program’s lifecycle
He’s also evaluating scalability. “Don’t bring me a point solution that solves one problem today but needs to be replaced or expanded in a year,” he says. CFOs want tools that grow with the business and can support multiple teams—marketing, product, HR, and beyond.
Bonus: Demonstrate how AI adds real value
AI can be a major accelerator, especially when it comes to summarizing unstructured feedback, surfacing insights faster, and democratizing access to data. But it needs to be tied to value.
If your CX platform includes AI:
- Highlight how it reduces time-to-insight
- Emphasize executive visibility (dashboards that your CFO will actually use)
- Address security and data governance concerns
Jove notes, “The tools I never question are the ones that give me dashboards I open every day. If your platform gives me visibility into key metrics without needing a meeting? That’s a win.”
Ready to watch the full conversation?
This blog just scratches the surface. To hear the full, candid discussion between Bo Bandy and Jove Oakley—including real-world examples, personal insights, and practical tips—watch the complete webinar:
Looking for other resources? You can also watch previous episodes of the Business of Feedback, here. Additionally, check out our latest e-guide, titled The CX Leaders Guide to the CFO!
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What’s the Highest Paid Hourly Position at Walmart?
Walmart managers can make hundreds of thousands of dollars a year, with some even taking home mid-six-figure salaries. But there’s another high-paying role at Walmart, one that’s focused on creativity and art.
The retail giant confirmed to USA Today that, besides managers, cake decorators are the highest-paid hourly positions in U.S. Walmart stores. The average pay for a cake decorator at Walmart starts at around $19.25 an hour, according to the outlet.
Related: Walmart Is Raising Prices, According to the Company’s CEO. Here’s When.
And recently, a New Jersey Walmart employee, Melissa Fernandez, has been going viral on TikTok for her cupcake bouquets.
@melimakescakes Another Cupcake Bouquet!!! ???@Walmart #walmartcakes #cakedecorating #walmartcakedecorator #walmart3795 #cupcakes #cupcakebouquet #flowers #buttercreamflowers #walmartbakery #buttercream ♬ luther – Kendrick Lamar & SZA
Fernandez told the AP that she’s been at Walmart for 11 years and makes about $24.40 an hour.
The average hourly wage for Walmart’s “U.S. frontline associates” is “close to $18,” according to Walmart.
USA Today reports that there are at least 6,000 cake decorators employed by Walmart at press time.
According to Walmart’s career website, there are more than 50 cake decorator roles open across the country.
Walmart had around 1.6 million U.S. employees at the end of fiscal year 2024, though the company announced in May that it was cutting 1,500 corporate employees.
Related: Walmart Is Laying Off 1,500 Corporate Employees: ‘Reshaping Our Structure’
Walmart managers can make hundreds of thousands of dollars a year, with some even taking home mid-six-figure salaries. But there’s another high-paying role at Walmart, one that’s focused on creativity and art.
The retail giant confirmed to USA Today that, besides managers, cake decorators are the highest-paid hourly positions in U.S. Walmart stores. The average pay for a cake decorator at Walmart starts at around $19.25 an hour, according to the outlet.
Related: Walmart Is Raising Prices, According to the Company’s CEO. Here’s When.
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One of My Favorite Ways to Relax, the Lake Coloring App, Adds Great New Features
The coloring book for adults features a wealth of intricate designs to color. And to use your artistic creativity, you can choose from artistic brushes and color wheels with more than 700 color shades.
If you want to let your imagination run wild, there is even a blank canvas option where you can create and draw freely.
I’ve been using the app for a few years, after a long, stressful day, and it helps me forget my stress and just focus on the moment. I highly recommend it as a unique way to end your day.
And the app has just been updated with a pair of new features. First up, the color blind mode will enhance color visibility for anyone with color blindness. When turned on, color labels appear above the selected color on the coloring wheel so you’ll know what color you are using.
The color picket has also been improved. Tap the selected color and then glide your finger or Apple Pencil across it. You can then explore the full spectrum and adjust brightness to find the perfect hue.
Lake is for the iPhone and all iPad models. It’s a free download on the App Store now. The free version offers some limitations including the number of drawings and access to certain tools and features.
There is an optional subscription for $9.99 per month or $39.99 per year. There is a free, seven-day trial for both options.
Subscribers will receive unlimited access to all features artists, custom coloring books, and artists.
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The Next Chapter for Streetball? How Creators Are Taking Over Basketball
Opinions expressed by Entrepreneur contributors are their own.
Every basketball player dreams of making it to the NBA — but for most, that dream goes unrealized.
“When you stop playing, a part of your identity as a basketball player fades,” says Scotty Weaver, a former college hooper turned basketball content creator. “It’s always that feeling of never making it.”
While playing overseas or in semi-pro leagues is still an option, it rarely comes with the recognition that the NBA offers. With The Next Chapter, Weaver is aiming to change that.
Co-founded with fellow basketball creator D’Vonte Friga, The Next Chapter (TNC) is a premier 1v1 basketball league spotlighting some of the most dynamic streetballers in the game. Players go head-to-head for cash prizes in a format reminiscent of cage fighting.
Related: 7 Lessons from Basketball to Help You Succeed in Business
The prologue
Weaver was in the streetball content world long before TNC, starting out working with BallisLife doing content with their East Coast squad, where he met standout player Isaiah Hodge, aka Slim Reaper. They left Ballislife and started making their own street ball content with a group called The Wild Hunt. Weaver would bring his Wild Hunt team to local parks and film five-on-five basketball videos.
“We had a bunch of guys who were characters,” Weaver says. “Slam dunkers, guys doing creative dribbling, big talkers. Everyone brought their own personality and energy.”
The five-on-five format helped draw big crowds, but it made it tough for Weaver to pay the players involved consistently.
“To help pay the team, we asked after the event if they wanted to run some one-on-ones with people at the park,” he explains. “When that video comes out, we’ll post it as the next chapter — and whatever it generates will be how we pay you. So your ability to earn is directly tied to your performance in the video.”
That model incentivized players to talk trash, play flashy and stand out, turning the games into even better content.
They started featuring one of their players, Lah Moon, in a one-on-one after every park run, challenging the best and bravest from the crowd. After a string of undefeated performances, Moon finally met his match in former college hooper Nasir Core, whose dominant showing made him a standout in the community.
Sensing they were onto something, Weaver brought Core in as another featured one-on-one player, laying the groundwork for what would eventually become The Next Chapter. Season One featured seven players, each compensated based on how well their videos performed. They shot all seven episodes in a single day and posted them over several months.
“Season one did great,” Weaver says. “Players started to see how much money they could make on this.”
What began as a way for players to make some extra money has unexpectedly evolved into a potential career path for streetball creators.
“We just paid attention to what people wanted to watch,” Weaver says. “What we’re building is a basketball league — whether it’s one-on-ones, two-on-twos, three-on-threes, or five-on-fives. Right now, we’re focused on ones because they’re far more marketable. But we never want to close ourselves off to the idea of doing it all.”
The ‘UFC’ of hoops
TNC’s marketing strategy channels the spirit of Vince McMahon and Dana White, building stars by spotlighting unique personalities and skill sets. YouTube phenom Devonte Friga knows this process well, having grown his personal channel to over a million followers.
“We’re trying to build the UFC of one-on-one basketball,” Friga says.
He points to one of TNC’s standout players, J Lew, whom the marketing team cleverly labeled “the internet’s shiftiest hooper.”
“There are so many players like that — each with small, unique parts of their game that define who they are. Take NAS, for example. Online, he’s dominant. He doesn’t just win — he wins big — and makes sure everyone knows it. Then there’s Moon, whose unorthodox one-on-one style is so distinctive that NBA 2K flew him out to capture his crossover move, even though he’s not an NBA player. It’s those little things — the way a player stands out — that turn them into a star.”
The next chapter for The Next Chapter
Although most TNC players are streetballers, the league is experimenting with a new format on June 6: a one-on-one showdown between former NBA players Lance Stephenson and Michael Beasley, with $100,000 at stake.
The matchup will serve as the finale of Season 2, which featured 20 episodes of the two pros coaching opposing squads, building anticipation for their long-awaited faceoff. The event will be available via pay-per-view, a bold move for a league whose audience is accustomed to free content.
Still, Weaver is confident fans will see the value.
“I think it’s about proving to your audience that when you ask them to spend their money, there has to be a clear sense of value — like, wow, I actually got something great in return — rather than, this just feels like the same thing I was getting for free, but now I have to pay for it.”
While some details are still being finalized, Weaver estimates that moving forward, about 95% of TNC content will remain free, with roughly 5% behind a paywall.
While others — like former NBA star Tracy McGrady with his OBL league — have explored the 1v1 basketball space, The Next Chapter is carving its path from the ground up.
“Unlike Tracy’s league, we don’t need to be something big right away,” says Friga. “What we’re building is completely different, and I believe it has the potential to become a billion-dollar industry.”
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The 3 Non-Negotiable Steps in Hiring Regardless of Your Industry
Opinions expressed by Entrepreneur contributors are their own.
Different companies have different hiring practices. You can have multiple stages with different-level individuals, or just one comprehensive test and final interview — it just really depends on the organization, priorities, urgency and the kind of role.
You might be able to streamline and customize things as much as you want, but after hiring hundreds of people, I’ve realized that there are three hiring non-negotiables regardless of your approach, industry and the position you’re offering.
1. Hire problem solvers, not know-it-alls
As much as it’s ideal, you are not building a team of perfect employees. You are building a team that can work effectively and adapt when needed. No one can truly know everything — not even AI, at this point anyway.
What you need then are people who have enough critical thinking to get the job done and navigate any problems along the way. It’s important to have people who are willing to learn and decide for themselves. At the same time, have team members who acknowledge their limits and know when to ask for help.
When someone doesn’t have a big ego, they’re more willing to try a different approach, even if it means getting out of their comfort zone. They’re also more inclined to admit when they’re wrong.
One can have as much knowledge about the job, but problems are still bound to happen. You need employees who have the initiative to think about and find solutions on their own or with their team. Not those who claim to know everything.
2. Hire team players who can also work on their own
You’re not just after people who can do their job right. You’re getting people who can work well with the rest of your team. This means looking for people who can handle projects with both autonomy and a strong sense of collaboration.
There will be times when they’ll need to split their work together with their coworkers, so it’s important that they know how to share that sense of responsibility. Hiring someone with this skill assures you that they know how and when to share the credit and give credit when it’s due.
When you have someone who cares about their own work and their team’s work as a whole, without stepping on anyone’s toes, the workflow stays steady and disruptions are minimized, whether the task calls for solo effort or group collaboration. They’re also all willing to chip in, as well as brainstorm and combine ideas.
3. Hire people for their growth mindset, not their current skill set
Hiring for potential doesn’t mean you’re merely hoping for the best. You need to hire for someone’s ability and desire to grow, learn and improve because these are hard to teach. It’s good to ask and see where your candidate wants to go in the future to have a good idea about their personal ambitions.
This can be in regard to their career in the next five years, whether they see themselves in a leadership role or work-life balance priorities, among others. Always keep in mind that when hiring someone, it’s unlikely that their ultimate goal is the job you’re offering.
When you have someone on your team with clear ambitions, they’ll be more responsible, pay more attention to detail and care more about their own work ethic.
Related: 3 Things I’ve Learned About Hiring and Firing After 35 Years in Business
Close them with the right communication
Knowing the right qualities to spot when hiring is just the first step. Knowing how to get them to say yes is just as important. In my company, OysterLink, for example, we make sure to discuss the following with every member we hire:
1. How this role will guide them along their own path
Now that you have a clear idea of where they’re going, it’s now your job to show them how being in your company will bring them closer to their goals.
Focus on how the job and the company will equip them with the right skills to thrive in the industry they would like to grow in. When they gain the right experience, they build a strong foundation — and that foundation not only benefits them but also strengthens your team.
2. How your company will support their growth
Once you’ve shown how the role fits into their long-term goals, the next step is to make it clear that their growth matters to you, too. As a hiring manager, the way you communicate, provide feedback and structure the hiring process reflects your company’s values — whether that’s clarity, care or a commitment to development.
Let candidates know that you’re not just filling a position — you’re invested in helping them succeed. When people feel genuinely supported, they’re more motivated, engaged and very likely to grow with you.
When you combine the right opportunity with the right message, you don’t just attract great talent — you earn their commitment.
Different companies have different hiring practices. You can have multiple stages with different-level individuals, or just one comprehensive test and final interview — it just really depends on the organization, priorities, urgency and the kind of role.
You might be able to streamline and customize things as much as you want, but after hiring hundreds of people, I’ve realized that there are three hiring non-negotiables regardless of your approach, industry and the position you’re offering.
1. Hire problem solvers, not know-it-alls
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Here Are the 10 Highest-Paying New-Collar Jobs, No Degree
IBM first used the phrase “new-collar jobs” in 2018 to describe roles where degrees are optional, and instead emphasize skills, certifications, or on-the-job training. These careers, such as a sales engineer or marketing manager, often put practical skills above formal education. And according to new data, the jobs can pay quite well.
Resume Genius recently released a report highlighting the highest-paying new-collar jobs, based on an analysis of U.S. Bureau of Labor Statistics data, automation risk scores from the third-party tool “Will Robots Take My Job?“, and job listings on Indeed to determine if the roles offered remote or hybrid work. The jobs were selected for their high pay (median salary of at least $100,000), absence of a four-year degree requirement, availability of remote or hybrid work, and having less than a 50% chance of being automated by AI.
Related: These Are the 10 Highest-Paying Jobs With the Lowest Stress, According to a New Report
“New-collar roles challenge the idea that a degree is the only path to success,” stated Eva Chan, career expert at Resume Genius, in an email. “By showcasing practical skills, a portfolio of work, or even strong referrals, people can build meaningful, well-paying careers without racking up more student debt or spending years in school.”
While landing a new collar job can be different than a traditional white-collar job, which usually requires a four-year degree, or a blue-collar job, which can involve physical labor with specific skill sets, candidates set themselves up for success when applying to new-collar jobs by earning certifications that match the job, freelancing to gain a strong portfolio of work and exposure, and networking.
Here are the top 10 best-paying, new-collar jobs for 2025, according to Resume Genius.
1. Marketing manager
- Median annual salary: $159,660
- Estimated job growth (2023–2033): 8%
- AI job takeover risk: 39%
2. Human resources manager
- Median annual salary: $140,030
- Estimated job growth (2023–2033): 6%
- AI job takeover risk: 24%
3. Sales manager
- Median annual salary: $138,060
- Estimated job growth (2023–2033): 6%
- AI job takeover risk: 33%
4. Computer network architect
- Median annual salary: $130,390
- Estimated job growth (2023–2033): 13%
- AI job takeover risk: 39%
5. General and operations manager
- Median annual salary: $129,330
- Estimated job growth (2023–2033): 6%
- AI job takeover risk: 36%
6. Information security analyst
- Median annual salary: $124,910
- Estimated job growth (2023–2033): 33%
- AI job takeover risk: 49%
7. Sales engineer
- Median annual salary: $121,520
- Estimated job growth (2023–2033): 6%
- AI job takeover risk: 38%
8. Health services manager
- Median annual salary: $117,960
- Estimated job growth (2023–2033): 29%
- AI job takeover risk: 26%
9. Art director
- Median annual salary: $111,040
- Estimated job growth (2023–2033): 5%
- AI job takeover risk: 34%
10. Construction manager
- Median annual salary: $106,980
- Estimated job growth (2023–2033): 9%
- AI job takeover risk: 13%
Click here for the full report.
IBM first used the phrase “new-collar jobs” in 2018 to describe roles where degrees are optional, and instead emphasize skills, certifications, or on-the-job training. These careers, such as a sales engineer or marketing manager, often put practical skills above formal education. And according to new data, the jobs can pay quite well.
Resume Genius recently released a report highlighting the highest-paying new-collar jobs, based on an analysis of U.S. Bureau of Labor Statistics data, automation risk scores from the third-party tool “Will Robots Take My Job?“, and job listings on Indeed to determine if the roles offered remote or hybrid work. The jobs were selected for their high pay (median salary of at least $100,000), absence of a four-year degree requirement, availability of remote or hybrid work, and having less than a 50% chance of being automated by AI.
Related: These Are the 10 Highest-Paying Jobs With the Lowest Stress, According to a New Report
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Can the Yuka App Help You Eat More Healthfully?
Yuka, which Kennedy has called “invaluable,” assigns health scores to food. But can it actually help people make better choices?
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Apple Announces Winners, Finalists of the 2025 Design Awards
Before WWDC kicks off next week, Apple has announced the winners and finalists of the 2025 Design Awards. The winners and finalists were named in six different categories.
Delight and Fun
App Winner: CapWords
Game Winner: BalatroFinalists: Lumy, Denim, Thank Goodness You’re Here!, and Prince of Persia: The Lost Crown.
Innovation
App: Play
Game: PBJ—The MusicalFinalists: Moises, Capybara, Pawz, Gears & Goo.
Interactivity
Finalists: iA Writer, Mela – Recipe Manager, Gears & Goo, and Skate City: New York.
Inclusivity
App: Speechify
Game: Art of FaunaFinalists: Evolve, Train Fitness, puffies., and Land of Livia.
Social Impact
App: Watch Duty
Game: NevaFinalists: Ground News, Opal, Ahoy!, and Art of Fauna
Visuals and Graphics
App: Feather: Draw in 3D
Game: Infinity NikkiFinalists: Vocabulary, CellWalk, Control Ultimate Edition, and Neva.
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Best and Worst States for Retirement? Here’s the Ranking
One in five Americans aged 50 and over has no retirement savings, and more than half worry that they won’t have enough money to last once they leave the workforce, according to an AARP survey.
However, where U.S. workers live can have a significant impact on their retirement readiness.
Getting familiar with some of the key averages in your state, from 401(k) balances to median incomes, life expectancies, cost of living and more, can help you understand just how prepared you are — or aren’t — for your golden years.
Related: How Much Money Do You Need to Retire Comfortably in Your State? Here’s the Breakdown.
Western & Southern Financial Group examined those metrics and others to rank all 50 states based on where retirees have the best and worst readiness for retirement.
New Jersey, Connecticut, Maryland, Virginia and Vermont came out on top for states where people are most prepared for retirement, per the study.
What’s more, residents in Connecticut and New Jersey reported the highest average 401(k) balances: $546,000 and $514,000, respectively. Residents over the age of 65 in those states also have high median incomes — over $96,000.
Related: Here Are the Best and Worst States for Retirement in 2025, According to a New Report
Americans living in West Virginia, Mississippi, Arkansas, Tennessee and Arizona may fare the worst in retirement, according to the research.
Mississippi and Arkansas residents reported some of the lowest average 401(k) balances, at $348,000 and $364,000, respectively. In West Virginia and Arkansas, residents over the age of 65 have median incomes under $58,000.
Check out Western & Southern Financial Group’s full ranking of Americans’ retirement readiness by state below:
Image Credit: Courtesy of Western & Southern Financial Group
One in five Americans aged 50 and over has no retirement savings, and more than half worry that they won’t have enough money to last once they leave the workforce, according to an AARP survey.
However, where U.S. workers live can have a significant impact on their retirement readiness.
Getting familiar with some of the key averages in your state, from 401(k) balances to median incomes, life expectancies, cost of living and more, can help you understand just how prepared you are — or aren’t — for your golden years.
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Join Entrepreneur+ today for access.