Papaya Global

So it begins - one awful picture after another 😁 But the important thing is the connections! Looking forward to meeting some new friends, connecting with old friends and soending a couple of days talking all things Contingent. Thank you to the Staffing Industry Analysts for putting on this event, come along and meet with the wonderful Papaya Global team. Robert van der Sloot Adorée Durayappah-Harrison Ryan Benson Gal Zacharia Jardene Gibson

Day 1 at SaaStr Ai Annual 2026 🚀 AI is everywhere — but the real shift is not just adding AI features. It’s rethinking the entire product experience around new ways of working. Excited for the conversations, ideas, and inspiration this week — and proud to represent Papaya Global together with Meg Bear Sivanne Fishel , Joanne L. Ana Paula Vieira Cabrera . If we haven’t met yet, looking forward to seeing you tomorrow. #SaaStr #AI #FutureOfWork #ProductExperience #Fintech

AI everywhere. Great people. Great energy. Great conversations. Love being part of SaaStr AI Annual with the amazing Papaya Global team Hagit Ben-Tzur Joanne Labaton Ana Paula Vieira Cabrera 🚀 The future of work is being built right now and it’s moving fast. #AI #SaaStrAI #PapayaGlobal #HRTech #FutureOfWork

I'm looking forward to facilitating another roundtable at CWS Summit Europe! 🎙️ I'll be leading the discussion on: Contracting Strategy for Global Programmes - Global, Local, or Hybrid. 📅 19 May 2026 | 11:30 AM – 12:45 PM BST | London It's a topic we're truly passionate about at Papaya Global , and one where the real insight comes from the room. If you're attending, come join the discussion. Want to connect ahead of time? Drop me a message or book a meeting (link in the comment). See you there 👋 #CWSSummit #ContingentWorkforce #GlobalWorkforce #PapayaGlobal #FutureOfWork

Today I had the pleasure of delivering a guest lecture at Reichman University Alumni Association to law students on the evolving role of in-house legal counsel in today’s rapidly changing technological landscape and from my experience at Papaya Global . We discussed how the role has expanded far beyond traditional legal advisory—into strategic partnership, risk management, and enabling innovation—especially in areas like AI, data privacy, and global operations. Always inspiring to engage with the next generation of legal professionals and see their curiosity and sharp thinking about the future of our profession. Thank you Noa Mayer for the opportunity—looking forward to continuing the conversation.

Last week I learned something that genuinely made me pause. Here Papaya Global , UX designers are already shipping code directly to production, to our main platform. DIRECTLY, Every week. Not “handoff to engineering.” Not “pixel-perfect specs.” Actual code. In prod. At first, it sounds like a tooling story. Figma → AI → code → deploy. But it’s not. It’s a change in how we think about building products. The way we do it connects very strongly to what anthropic presented recently here --> https://lnkd.in/gCVJyNgm In traditional organizations, we build like a trunk: -central teams -clear ownership -controlled outputs But in the AI era, organizations start to behave more like leaves: -small, autonomous units -closer to the edge (where users actually are) -able to create, iterate, and “grow” independently The more capability you push to the edges, the faster the system evolves. That’s exactly what happens when designers can ship: They are no longer just “designing experiences.” They are owning outcomes. And something deeper shifts: Feedback loops collapse Iteration speed increases dramatically The distance between “idea” and “reality” almost disappears This aligns with what we’re seeing across the industry — UX is no longer just about interfaces, but about designing with AI as a material and part of the system itself (arXiv) I also recommend reading what Erez Morabia has been writing about this shift (especially around “shift-right” and ownership). It connects directly to this idea: 👉 moving responsibility closer to where value is created 👉 enabling teams to experiment instead of just follow best practices (If you haven’t read his recent post — worth your time.) So the question isn’t: “Should designers write code?” The real question is: 👉 What happens to your organization when the leaves can build? Because once they can — you don’t just move faster. You become a different kind of company. Come build with us!

In the early days of pitching Papaya Global, I heard "no" more times than I can count. Most of it was the standard noise about the team, the market, or the metrics. But then there were the meetings that actually left a mark. I’ll never forget sitting across from the legendary Benjamin Narasin . I was presenting our QoQ progress, feeling proud of the traction. He looked at me and said: "You’re good, Eynat. But you aren’t phenomenal." Most people would take that as a cue to walk out and never look back. I did the opposite. I kept going back for more. The Swimmer’s Mentality That "harsh" feedback immediately pulled me back to my days as a competitive swimmer. When you’re in the pool, it’s just you against the timer and the wall. You’re pushing for fractions of a second. And while your lungs are burning, you have a coach screaming at you from the sidelines. They aren't there to tell you you're doing great; they are there to point out every flaw in your stroke to ensure you beat your own best time. Why Negative Feedback is Gold As a builder, you need an athlete’s mindset. You have to be obsessed with the "incremental better." Filter the source: Hard feedback only works if it comes from the right people. Kill the ego: If you’re looking for a pat on the back, stay home. If you want to scale, look for the person who will tell you why you’re failing. The "Wall" doesn't move: The market, like the pool wall, is indifferent to your feelings. You either hit it faster, or you don't. If you want to build something that lasts, stop looking for "nice" advice. Find the people who will challenge you to be phenomenal—and thank them for the bruises along the way. Growth doesn't happen in the applause. It happens in the correction.