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173 Freelance Writing Business Names that Pay the Bills

Have you decided to become a freelance writer? Congratulations on taking a leap toward becoming your own boss! When starting a freelancing career, it’s critical to have a business name that reflects your personal brand. Your business name is the first thing people will see before you even present yourself. To ensure you can start off on the right foot, we’re sharing hundreds of catchy freelance writing business name ideas that you can use as inspiration for your business name.

If you’re thinking of starting a freelance writing business, you undoubtedly want to stand out from the competition. Writing businesses are popping up all over the market, and to get a leg up on your competition it’s important to give your business a name that has some personality.

With so many options at your fingertips, sometimes searching for business name ideas can feel overwhelming. That’s why we’re here!

We’ve compiled a list of awesome freelance writing business name ideas to help kickstart your creativity and make things easier on you.

Not all of these names will be suitable for your niche or country they are operating out of, but hopefully, this list gives you some creative sparks. 

Let’s get started!

Catchy Freelance Writer Business Names

If you’ve made up your mind that it’s time to start working for yourself and take the leap into freelance writing, then finding the perfect name for your business should be at the top of your list.

There’s no denying that your business name is important. Your freelance writing business name can be a signal to the clients that you aim for. It says a lot about you and your commitment to what you’re offering.

When selecting a name for your freelancing business, it’s important to pick something memorable, meaningful and catchy, that resonates with your target audience.

With that in mind, we have gathered a lot of catchy freelance writing business name ideas for you to choose from. Take a look!

• Writer Flow
• Content Castle
• Copy Center
• Vibrant Content
• Awesome Words
• Word Weaver
• Content Guru
• Freelance Ninja
• Writing Success
• Penning Profit
• Stellar Copywriter
• Profitable Words
• Speedy Content
• Affluent Writer
• Serendipity Writes
• Fast Freelance
• The Flex Writer
• Guerrilla Writing
• Write By Demand
• The Freelance Flow
• Specialty Writers
• Content is King
• The Content Cat
• Writing Path
• Writer’s Edge 
• Lead Words 
• Content Hive
• Word Weaverz
• Word Partner
• Writer Girl Inc
• Brainstorm Pro 
• Ace Freelance Writer
• First-Draft Writers LLC
• The Writer Hut
• All Seasons Freelance Writer
• Ambitious Writer
• Assured Freelance Writer
• Authoritative Writer
• Bold Creative
• Helping Hand 
• Little Miss Freelance
• Writing For Success
• The Writer’s Niche
• Write on the Side
• Write It Up
• Outwrite Your Competition
• Penning Profit First
• Absolutely Awesome Writing
• Get it Written Fast! (GiWF)
• Freelance Writing Buddy
• Freelance Nomad
• Essential Essay Services
• Express Write
• Awesome Copywriters
• Professional Plus
• Digi-Writer
• Writing Empire

Creative Freelance Writing Company Names

Planning to start a freelance writing company but can’t find a business name that matches your perfectionist standards? No worries, you’re not alone!

A name can say a lot about a business. A great business name can really help set you apart from other writers and grow your brand recognition. You should aim for something that immediately draws attention to your services.

We have put together a collection of creative freelance writing company name ideas that’ll get your creative gears rolling and help you land on an ideal one for your company.

• Write it Right
• The Content Diva
• Writing to the Point
• Write Anything
• Custom Writing Pros
• The Writing Goddess
• The Word Factory
• The Writer’s Place
• Butterfly Effect Writing
• The Write Angle
• Writer’s Hub
• Avant-Garde Writing
• The Write Choice
• Wanderer Writer
• Get It Written
• Dragon Writer
• Wordville Writers
• Scribble Writer
• Creative Frenzy
• Rapid Rewriter
• Monkey Writer
• Writer’s Den
• Writer Babe
• Write Place
• Inspire Wordz
• Creative Writing Whiz
• The Small Business Writer
• Elite Writers Club
• Thoughtful Pen
• Cutting Edge Writers
• Ace Freelance Writing
• Content Crafter
• The Write Way

Unique Freelance Writing Business Names

Freelance writing businesses are becoming more and more popular in today’s job economy. People are coming to know that they can make money from their writing skills, even if they are not full-time writers.

As an aspiring freelance writer, you know how important it is to stand out. But with rising competition in this industry, it is becoming difficult to come up with a unique name. There are so many names that just sound bad or too similar to other businesses.

To save you time and effort, here are some unique yet attractive freelance writing business name ideas to help you find one that fits your needs.

• The Serious Writer
• Words and Art
• Write Good Now!
• Awesome Writers
• Brilliant Writers
• Write And Sell
• Responsible Writing
• Fire-up Formatting
• Scribbling Writer
• Word Crafting Company
• Writer Alchemy
• Writer Energize
• Express Copy
• Freelance Pro
• Work of Writing
• Go Pro Writing Services
• The Lifestyle Writer
• Zen of Writing
• Epic Writing
• Licious Lettering
• Little Miss Wordsmith
• Resident Writer
• Write It Down
• Chief Writer 
• Venture Writer
• The Pro Writer
• Writing Pleasure
• Better Words
• The Wordsmith
• Chief Wordsmith
• Digital Writer
• Fountain of Writing
• Expert Wordsmith
• Super Writer
• Writing Factory
• Chief Writer
• Creative Pro
• The Writing Company
• Top Level Writers
• Passion Writers
• Dashing Writer
• Uniquely Writing
• The Great Writer
• Live Your Writer
• Write Tribe
• Writer Journalist
• Writing Ninja
• Copywriting Dynamo
• Muse Writer
• Writer’s Soul
• Writer’s Tonic
• Turning Point

How to Name Your Freelance Writing Business?

You’re about to start your own freelance writing business, and before you dive into the business world, landing your first client, you want to give some thought to the name of your company. After all, it is your brand identity and will be the first thing people notice about your business.

Your business name will be the cornerstone of your brand. It will set the tone for how potential clients perceive your services. It is an essential part of your marketing strategy and will play a big role in helping you attract and retain clients. It’s an important decision, and you should take time to make sure you get it right.

A great name can do wonders in the promotion of your business. On the other hand, having a generic or boring name for your business can make you look amateurish and unprofessional. 

Naming your freelance writing business is challenging, exciting, and a daunting task at the same time. You need to consider your business goals, the niche you are serving, and what value you bring to the table. At the same time, it should reflect the quality of your services and help you capture the attention of people looking for writers.

You need to make sure the name is easy to remember, catchy, and unique enough to stand out from the sea of competitors. 

Here are a few things to consider when naming your freelance writing business:

• Aim for something short and catchy (not more than 3 words)
• It should be easy to spell and remember
• Write down ALL the things you love about your writing
• Think about what do you want people to say about your business?
• What do you want your clients to appreciate the most about working with you?
• Know your target audience and what values are important to them
• The name should help you stand out from other writing businesses in the industry
• Have some personality in your brand name
• Keep your potential customers in mind. Ensure the name resonates with the target audience
• Stay away from numbers and hyphens 
• Check for domain name availability

Conclusion: Freelance Writing Business Names

Pat yourself on the back! You’ve reached the end of this article. We hope that you’ve found this list useful and it helped you come up with an attractive name for your freelance writing business.

In order to be a successful freelance writer, you need to start off with a solid name for your business. Most freelancers just focus on their services and not the branding of their business and end up struggling to attract clients. You want to make sure that you are focusing on all the details to be successful.

Thanks for taking the time to go through this article. If you have any other nice suggestions for freelance writing business names that aren’t mentioned above, feel free to send us via email. We’d love to hear them and add them to the list. 

And as always, if you found this resource helpful, please share it with your friends! 

We do wish you great luck with your business and your freelancing career!

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How to Pick the Best Name for Your Company

• Rob Meyerson

Three guidelines to consider.

If you’re about to start a company or launch a product, you might be feeling pretty intimidated by the prospect of having to name it. Here are some guidelines to consider when creating or evaluating potential names for your brand or business.

• Be strategic. Does the name you’re considering convey the intended message and evoke the right feelings? Is it able to stretch to accommodate foreseeable changes in the brand? Will it stand out when compared with the names of competitors?
• Be creative. Do you think your potential brand name will catch people’s attention and stick in their minds? Does the name sound good, or is it fun to hear and say? Is it visually appealing?
• Be technical. Is the potential name legally available? Is it unlikely that picking this name will result in legal problems? Does it avoid inappropriate meaning or associations in relevant languages? And will it avoid confusion or mispronunciation?

Where your work meets your life. See more from Ascend here .

I’ve been a professional “namer” for 15 years. (Yes, it’s a real job.) Through my work, I’ve helped dozens of businesses — from startups to the Fortune 100 — find the best names for their companies, products, and services . Long story short: I know the challenges you’re likely to face in creating a brand name, and I’ve developed strategies for dealing with each one.

• RM Rob Meyerson , author of Brand Naming: The Complete Guide to Creating a Name for Your Company, Product, or Service (Business Expert Press, December 2021), is a namer, brand consultant, and principal and founder of Heirloom, an independent brand strategy and identity firm. Prior to founding Heirloom, Rob held positions at HP, Interbrand in San Francisco, and FutureBrand in Southeast Asia. He is the creator and host of the podcast (and blog) “ How Brands Are Built .”

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How to Reference Company Names in Papers

How to Quote Lists in MLA Format

When writing a paper for a high school course, a college class or for your job, there are certain rules you must follow. Most students are generally familiar with these rules, however, questions may still arise. For example, before referencing a company name in a paper, you'll want to first ask yourself if you're using the appropriate writing style. Once you have that covered, you will know how to reference a company's name correctly according to that style, as to avoid plagiarism or harming the company's reputation.

Which Writing Style Do I Use?

Generally, if you're talking about issues in the business world, then APA style is the way to go. APA style stands for the "American Psychology Association" and is a style of writing used typically for business or social sciences.

There will be instances where you're using a different writing style because your paper has nothing to do with corporations. Though, it's likely you may still have to mention the name of a company or organization at some point in the paper.

There are several writing styles that have specific rules when referring to the name of a company. AP Style, which stands for "Associated Press" is a writing style used by journalists. MLA stands for "Modern Language Association" and is typically used in the liberal arts and humanities fields, while AMA "American Medical Association" involves medical writing. AP style may refer to a company that's currently making headlines, MLA may refer to a company when talking about a publisher, and AMA may refer to a pharmaceutical company mentioned in a medical journal.

Referencing a Company in APA Style

To reference a company's name in APA style, you can simply input the name of the company within the paper. For instance, if you're citing a quote, example or statistic from IBM, then in your paper, you can say, "according to IBM" or whatever company it is you're mentioning. You can also use a parenthetical citation. For instance, you can write a quote or statistic, then reference the company inside the parenthesis, such as (IBM 2017).

Referencing a Company in Other Formats

There will be instances when you're not writing in APA style, but you'll still need to reference a company's name. The name of the company should always be how it is in the original text, and how you cite the name of that company, such as parenthetically, in the footnotes or a casual mention, depends on the writing style.

For instance, in AP style, it's okay to mention the name of the company within the text, and you don't need to write out the entire name on each mention. So, if you're writing about United Airlines, it's okay to say "United," but you should mention the full name at least once.

In MLA format, however, you must use the full name of the company at all times, unless it's always abbreviated, for example, WWF. And you must also eliminate business abbreviations such as Inc. and Corp., unless you are referring to a university press, then you can write "UP." For example, instead of writing "Princeton University Press" you can simply write "Princeton UP."

Acronyms and Capitalizations

Unless otherwise mentioned, acronyms and capitalizations are generally treated the same across the board, no matter which format of writing you use. When referencing a company, only use an acronym if the company refers to itself in that way, such as NASA. Otherwise, you must write out the entire name.

When capitalizing the name of a company, only do so if the name of the company has capital letters that are individually pronounced, such as"UFC." This is especially true in AP style. So, if the company itself generally capitalizes their entire name, such as IKEA, you should actually write it as "Ikea." However, if the name is GoPro, then copy the unique capitalization exactly as is.

As far as abbreviations go when referencing a company, some styles require them, some say to omit and some say to edit. For instance, MLA requires writers to omit abbreviations like "Ltd." whereas AMA style requires writers to keep it, but take away the period at the end. It's always important to double check this information before referencing a company in your paper.

When to Avoid Mentioning a Company

If all of this sounds too confusing, then you can try to avoid mentioning the company whenever possible. For instance, if there is a company spokesperson or a publication you can use that has the same information, then reference that instead. If your only option is to reference the company, then just be sure to always use the most credible source and to cite the name correctly.

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• OWL English Purdue: MLA Abbreviations
• AMA Manual of Style: Business Firms
• Writing Explained: AP Style
• Capitalize “the” at the beginning of the name only if it is part of the company's name, as in The Walt Disney Company.
• Lowercase short prepositions that are part of the company name, such as “and.”
• Include the word “company” only if it is part of the name.

Hana LaRock is a freelance content writer from New York, currently living in Mexico. Before becoming a writer, Hana worked as a teacher for several years in the U.S. and around the world. She has her teaching certification in Elementary Education and Special Education, as well as a TESOL certification. Please visit her website, www.hanalarockwriting.com, to learn more.

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10 Tips For Taking On Any Naming Assignment Naming takes more than a creative mind, a fluent voice, and a critical eye, here are some simple steps.

By Christian Turner Nov 2, 2015

Opinions expressed by Entrepreneur contributors are their own.

You're reading Entrepreneur Middle East, an international franchise of Entrepreneur Media.

Way upstream -near the original inspiration for any company, product, or project- founders quickly realize that they need a name. Otherwise, how do you tell your friends what you're working on? How do you label a file or folder? How do you settle on a subject line for an email to your scheming partner?

Sometimes the name we talk about years later -like Facebook- is there from the beginning, a part of the original idea itself. But often enough, R&D begins and a business plan is agreed upon under a placeholder. Maybe it's generic, like "Travel App," or overtly beta, like "Project Atlas," or casually personal, like "Jerry and David's Guide to the World Wide Web" (which eventually changed to Yahoo!). Regardless of what it is, the placeholder is meant to go away.

But as anyone who has been through the naming wringer knows, that's easier said than done. There are a great many reasons not to choose a name. Everyone turns out to be an expert and a critic, and they are often at odds with each other. Each name you propose is met with rival riffs and counter suggestions. The possibilities pile up, heads swim, the wheels begin to spin, and before you know it -as progress is made on all other fronts- you're bogged down picking through loads of rubbish.

It can be exasperating. Naming takes more than a creative mind , a fluent voice, and a critical eye. Success requires the right perspective from the outset and proper procedures throughout. Here are some simple steps to help:

1. Give It Time

While a proper deadline can be your best friend, good naming takes time- time to explore and discover, time to ride a dark horse, time to support a big idea. Remember: your name is a key strategic asset, not a tactical project task. The right name will outlast every business correction and marketing campaign.

2. Restrict Access

Nothing is gained by polling a crowd. It feels like the right thing to do, but it's not. No two opinions are the same and inevitably the result is over-caution and paralysis. Go ahead and review the assignment with stakeholders, but review name candidates only with decision makers. You don't really need consensus anyway. You either need a) the top dog to pick a bone, or b) a quorum of senior leadership .

3. Work Outside In

Don't trouble yourself too much over the brief. Don't exhaust yourself before you get started. It's hard to describe what you can't yet imagine. Keep it simple and aim your team in the right general direction. Instead commit to looking at many, many names. If a name is intriguing, see if you can retrofit the rationale. Chances are the gears have been turning all along.

4. Mix It Up

You may think you know your type, but life is full of surprises. Try to break the conventions you see in the names of your competitors. Look at your opportunity in new and varied ways. For example: having a name that clearly cues a category or suggests a benefit can be the right or wrong approach. It really depends. You'll feel better about your just dessert if you first sample every flavor.

5. Follow Your Instincts

Great names don't grow from grids. Avoid checking boxes to pick the winner. Your nose will lead you, your eyes will return to any standouts, and your ears will vibrate to silent frequencies. Your name sets the tone. So open yourself up and do it with feeling. Find your way in the dark. It can be illuminating.

6. Send A Signal

This essentially means: send a strong signal rather than a weak message. Whatever the name –and I repeat, whatever the name- a great many things will need to be explained: products, prices, services, suites, bundles, specials, teams, tiers, partnerships, initiatives, investments, markets, territories, terms, conditions, and all the rest. No name can tell the whole story. The best you can hope for is a name that makes an impression , lingers in the mind, and creates the right kind of expectations in your audience.

7. Expect Losses

You have to be willing to let a good name go. Even your favorite. Establishing the viability of each name candidate on your short list is the least understood part of the process- as well as the part that often has the greatest impact on the outcome. Trademark availability alone can ruin your best-laid plans, especially if your ambitions run global in popular sectors like technology and FMCG. Add in language checks (so you don't put your foot in your mouth in Turkish, Thai or Tagalog) and any top-level domain (TLD) considerations and the name you grow to love over the coming years may well be the name your lawyers allow you to use today. The key here is to identify obstacles that cannot be overcome and, once you've done so, move along to the next name, all the wiser, with only a modicum of fuss.

8. Look To The Future

There's not much sense in calling your company JustShirts if, tomorrow, you're going to add pants to your repertoire. Again, you've got to get this right. The last thing you want to change is your name. Anticipate alterations. Suspect surprises. Don't box yourself in. Everyone worries about first exposure to a name. The real test is whether your name remains pliant and purposeful to employees and customers alike when used for the millionth time. Great names add wind to the sails. Weak names eventually act as a drag that requires extra work from everyone to overcome.

9. Count On Context

The name will be more plausible, not less, in action in the wild. When you come right down to it, people are receptive to new ideas that enter the world we know. We understand our surroundings. The new name fits in simply because it showed up. Sure, big launches from top brands are subject to increased scrutiny and criticized for a week, but even those furors fade quickly. Truthfully, when your name becomes your brand - supported visually , explained verbally, introduced with a handshake and a business card, underpinned by product packaging and mobile interface- we will all accept it as we should, as you intended.

10. Be Brave

Consider breaking the mold. The names we celebrate after the fact are the groundbreakers, trailblazers, and trendsetters. Fine enough. That's easy to do, to back certified success. I knew it all along… But trailblazers begin as outliers. Supporting an outlier among colleagues long before launch is much harder to do. Yet that's what has to happen. The next big idea needs a champion. That champion needs to be passionate and persuasive . That champion needs to be you.

Naming Director EMEA, Siegel + Gale

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How to Give Assignments to Team Members

Table of Contents

The project has been divided into milestones, goals and objectives broken into tasks, and now it’s time to assign them. But as you open the project management platform, you’re faced with the unflattering process of wording the tasks, and choosing whom to assign them to.

Well, in this article, we offer advice on how to make that jumbled first moment a little clearer. There are actionable tips, learning the difference between allocating and delegating tasks, and suggested criteria on how to choose the best person for the job.

For a more precise overview, here’s a table of contents:

How do you assign employees tasks?

We normally think that assigning tasks is a time-consuming process that focuses on clearing out task lists to keep the project going. However, task assignment should actually be a more employee-oriented process that requires additional dedication and effort, which yields incredible results. But what do we mean by that?

Properly assigned tasks push your employees, projects, and the overall company forward. Here’s how.

• They strengthen accountability and trust between managers and employees;
• They help teach new skills and perfect old ones;
• They allow employees to get familiar with other teams and avenues of work;
• It becomes easier to make project estimates;
• Makes for great bases for performance reviews, etc.

The list could go on, but we’ll stop there for now.

Of course, such long-term benefits don’t come without some proverbial blood and sweat in the planning stage. Let’s take a look at the general ideas on assigning employee tasks, and specific steps you can take.

Motivation comes from knowing the bigger picture

When we talk about the bigger picture in project management, we talk about each team member’s task affecting their peer’s down the line. Since all tasks are usually small pieces of the puzzle, it helps to remind employees how their work contributes. For example:

• A high-quality draft can make a great foundation for the final version, and it can be completed more quickly.
• A well-prepared presentation can shave time off unnecessary questions and additional email inquiries.

It comes as no surprise that people work better and are more productive, when they know that their work has an impact on the company level.

And so, when you assign tasks, try to emphasize how they fit in the bigger picture. Simply saying: “ You doing X will help with Y and Z ” and how it reflects on the project as a whole will let an employee know that the task they were assigned is important.

Get your employees excited to commit

Telling people about the bigger picture and showing them what’s possible can only get them so far. It’s enough to ignite the initial spark, but for them to fully commit to the task, you need to define what that task entails.

They should be able to picture how to go about the work, what skills to use, and how to reach the desired result. The clearer the instructions, the more motivated they will be to work.

Simply put, give directions on how the task should be done, and make sure they understand. You can’t read each other’s minds, so it’s important everyone is on the same page.

Ask for task transparency

One of the best practices a company can employ is transparency among coworkers.

This is achieved by having everyone input their tasks for the day in a timesheet. The purpose of timesheets is to get an accurate idea of what everyone is working on at any given time.

When people know who works on what tasks, it’s easier for them to know if a person is available or busy, how far along they are with a task, etc.

So, when you give assignments to employees, label them with deadlines. Alternatively, you can ask for employees’ assessments on how long the work would take them, and use those timeframes.

Source: Clockify team timesheet

Timesheets are a great way to keep an eye on tasks and the people doing them. You get to:

• see who struggles with what (helps assess people’s skill sets);
• who burns through their workload and is available for additional tasks;
• whether your time estimates need correction;
• identify any wasted time.

💡 If your employees are insecure about keeping public records of their tasks, here are a few resources that can help:

• How to create order in your daily work tasks
• How to be more efficient with your tasks

Keep a crystal clear timeframe

While we’re discussing timesheets and deadline transparency, it’s important to mention that the times you set for task completions need to be clear-cut.

As we’ve mentioned, the safest way to assign deadlines is to consult the employees. They are better at assessing how long it will take them due to the tasks’ difficulty, overall deadlines, the standards that need to be met, and the skill required to complete it.

When they get a say in how long they should be doing an assignment, people tend to feel more accountable for the whole process. They will do their best to finish in time, since they actively participated in setting the deadline.

Set very clear expectations

Assigning a task should always include your (the supervisor’s) expectations pointed out. For example:

• Does a logo pitch need as many drafts as possible, or just a few finished pieces?

If you ask a designer to make some drafts for a logo pitch, you must specify the kind of quality you’re looking for. Explain whether you are looking for some sketches and drafts for a brainstorming meeting, or if you want clean, presentable pieces to show.

Additionally:

• How many pieces should the designer do?
• Is there a specific color palette they need to follow?
• How important is the task? Is this the day they finally decide on a logo, or is it still in the brainstorming stage? (decides on the quality of the work itself)

Assigning the task using the above questions, you help the designer understand how much effort precisely they need to invest. They become more motivated with clear instructions, as they know what is expected of them. There’s no fear of having their work criticized for something that wasn’t communicated in the beginning. And on your end, it prevents breached deadlines or subpar results.

Avoid creating dependency by being less involved

It’s not unusual for employees to ask their supervisors for their opinion on a certain task, or their performance.

The problem arises when a supervisor makes themselves too involved with the process. When they feel like the project might fall apart if they don’t have their eyes on every moving part all of the time. And when you have, say, 20 people waiting for that person’s approval, advice, or consultation, the workflow runs into a gridlock.

And wait time is wasted time.

Plus, people lose motivation, patience, and grow frustrated, as they could be doing other things.

So, learn not to jump in every time people call for your aid. Assign reliable people who can address smaller issues, while you handle the big picture. Learn how to expend your own energy where it is needed more.

For example – making a pitch presentation for potential investors keeps getting put off because one person needs you to check a client email they want to send, another wants your signature on a form, and the third wants to ask something about employee feedback that’s coming up.

In order to not be stretched thin, and have your time wasted on menial tasks, here’s where you can start:

How to mitigate the risk of being over-involved when assigning

• Remember that you match tasks to people

Which means that, by matching the right people with the right tasks, your involvement will be minimal. Take time to carefully choose who gets to do what. What is the point of assigning tasks if they can’t be done without you?

• Have a 10-point scale to judge the importance of items

How important are certain aspects of your leadership role? Are you absolutely necessary in every meeting, or during every call? Which tasks need your approval, and which ones can be approved by someone under you?

Rank these items on a scale of 0 to 10, based on their importance to you and the project. Top priority tasks should get your undivided attention. And what can be delegated, should be.

• Analyze your schedule

Your energy and time are needed on a much broader scale. The best way to spot if you’re wasting time being too involved is to look at your schedule. Identify how much time you’ve spent on low-priority items, and assess which issues could’ve been solved without you.

• Take into account priorities and deadlines

Step in only when absolutely necessary. You are in charge of things getting done on time, by people most qualified for assigned tasks. Determine what your priorities are for each project, and concern yourself only with those issues, unless there is a risk of breaching a deadline.

• Formulate a list of dependable people

If you know your employees (or team members) well enough, then you should be able to single out those who are more dependable and ready to take on a little more responsibilities. Write out the reasons how they could help by getting involved on low-priority items instead of you. When the time comes, rally them and present them with the idea, keeping in mind that this solution helps push the project forward. When authority is delegated to several people, there’s fewer chances of a hold-up in the workflow.

This also falls into the realm of task delegation , which we’ll get into later.

How do you decide what tasks to assign to which employees?

1. assign based on priority.

Naturally, some tasks will be more important than others. When you break down a project into tasks , spend some time assessing their priority level.

High-priority tasks should be the first on your list to allocate. Whether it’s because they’re time-sensitive, or require more effort and dedication.

Low priority tasks can be allocated as fillers to the first available person.

2. Assign based on employee availability

Another factor to consider when assigning tasks is who is available at the moment.

As the project moves along, new tasks will be added. You will have to allocate new work, but odds are you won’t always be able to pick who you want. Especially if a deadline is approaching, the person with the smallest workload should be your first choice.

Overloading an already busy individual just because they’re more skilled or you have faith in them the most puts an unnecessary strain on them. It’s cause for frustration, poorer results, and decreased productivity.

And as we’ve mentioned, if you have a timesheet with an overview of all the tasks and employees working on them, it’ll be much easier to spot who is free and who isn’t.

3. Assign based on employee skill level

High-priority tasks should go to employees with more experience in a given field or skill. However, you should occasionally give such tasks to other employees as well, to help them grow and become just as dependable. Giving people challenging tasks that can boost their experience is essential to productivity and morale.

Not to mention you get to have multiple high-skilled employees.

Low-priority tasks can be assigned to anyone, despite their experience level. They’re a good opportunity to practice, pick up new skills, or get smaller tasks out of the way to make room for more important ones.

4. Assign based on preference

Last, but not the least, preference can also play a big part in how you assign tasks.

It’s a given that some employees will prefer certain tasks over others. So it could be good to assign tasks at a meeting with the team. As you discuss priorities, deadlines, and availability, ask them which tasks they would like to work on.

If someone shows interest in a specific type of work, they should (with some consideration), be allowed to take it. After all, people are more productive when they’re assigned to something they find new or exciting.

Note: Apply this rule with caution. Letting people do only the tasks they want can stunt their career growth. Getting out of our comfort zones and occasionally doing tasks that we don’t like is how we develop and learn. So, don’t forget to document assignments as you hand them out, to spot these potential issues early on.

Allocating vs delegating tasks

While semantically similar words, delegation and allocation in terms of tasks are two different things.

When you allocate tasks , you are assigning tasks without giving the employees much authority, challenge, or room to grow. It includes you keeping all of the responsibility – writing out the tasks, making deadlines, providing resources, tools, etc. These are usually recurring tasks that can become repetitive.

When you delegate tasks , you allow for some of that responsibility to fizzle out from your fingers. All you think about are the objectives, while letting the employees figure out the details and means to get there.

However, that doesn’t mean delegation is right and the allocation is wrong.

Task allocation has its own place. It is just as important, as a lot of tasks come down to repeated processes that are still vital to the project progress. Task delegation is just a good opportunity for employees to learn, challenge themselves, and assess their skills and performance.

When should you allocate tasks?

Management and BizDev consultant Artem Albul shared his concept on task assignment, which he dubbed an “algorithm”. He emphasized how these criteria are useful only and only when you wish that employees perform the tasks based on your guidelines and instructions (aka allocation).

Here is how Albul broke down the algorithm:

Source: Artem Albul, TWA Consulting

As we can see, task allocation, while the more “controlling” of the two, also gives in-depth instructions and asks for confirmation on task clarity. A lot of it comes down to everyone being on the same page, leaving little to no room for misinterpretation (but also creative freedom).

How should you allocate tasks?

With all that we’ve mentioned in the previous section, here’s how your task allotment could look like, step by step.

• Break down your project

Detail out the goals, objectives, and some individual tasks (not all, be careful not to start micromanaging). Place the most important deadlines.

• Prioritize tasks and sort them

It’s important to know what tasks need to be done faster/better, to properly allocate your resources and manpower from the start.

• Make a list of teams and team members

Assign team leaders (if you don’t have them), and alternatively, ask for their input on individual employees skills, for a more informed decision on who gets what.

• Schedule a meeting

Make a meeting with the team leads and go through the points above. Assign tasks according to each team’s availability, interest, and skill required to successfully push the project forward.

• As team leads – assign tasks further down the pipeline
• Track task completion and make necessary changes along the way

Whether it’s pushing deadlines, reassigning tasks, or shifting around resources. This is perfectly fine and expected, so long as it doesn’t happen on every task you’ve assigned. Then, it is an indicator of poor pre-planning.

• Offer feedback and write performances

Don’t forget to track the progress and make notes of important details that might help the next task allocation/delegation process. It’s also a useful piece of information for the employees on what they need to improve on.

Allocating tasks is somewhat more complicated than we want it to be. But, this kind of thorough research and preparation will make projects run more smoothly. Employees will also be more satisfied with their work, and there will be less hurdles as deadlines approach.

When should you delegate tasks?

Delegation is a great practice in trust for both the employer/supervisor and the employee. The employer learns how to give away some of their control over the process, while the employee learns how to take more accountability for their work.

This lets you focus on big-picture aspects of your job, since you deal less with assignments that are low-priority for you. You save time and energy, while helping others move up in their careers.

How do you effectively delegate tasks as a leader?

As we’ve mentioned, delegating includes more employee independence. There are some additional components which make this type of task assignment more appealing than allocation, with great opportunities for growth.

Focus on delegating objectives instead of actual tasks

When you delegate, you focus on the objective that needs to be done. You shouldn’t give employees a “color by numbers” instruction on how to complete a task.

Communicate clearly what the end result should be and what expectations you (or the higher-ups) have. Leave the means for reaching that end goal to the employees themselves. Because how you solve a task may be completely different to how they will. And that is perfectly fine, so long as the result is the one you are looking for.

Keep the objectives challenging

When the objectives you’re delegating are too easy, chances are the person will either procrastinate, or feel like you don’t trust them enough. And if they’re too difficult, they get frustrated, anxious, and begin to panic.

It’s a good idea to be aware of an employee’s skill level, so you can gauge how much challenge and responsibility they can take on. For them to be the most productive and achieve great results, they need to enter “the state of Flow”.

Source: Optimal Experience , M. Csikszentmihalyi

💡 We’ve discussed the state of Flow in more detail in an article on time organization.

Encourage discussion and feedback

Let employees voice their opinions on the topic.

They should ask anything about the task, the goals, or the overall impact their work will have on the later stages or others’ workflow. It means they are interested in the task, and getting involved.

And if they aren’t asking questions themselves, you can always nudge them into proactivity.

• Is there something you’d like me to clarify?
• Do you already have any ideas on how to go about the task?
• Is the time we agreed upon enough for you?
• Will you need other resources, tools, or support?
• Do you see any problems or risks?

Questions like these help them feel valued, their efforts acknowledged, and let them know you care about the task and how well they perform. Just be careful not to overdo it, or you’ll start to look like a micromanager.

Give employees free rein, but offer support

Speaking of micromanaging, delegation means you let people problem-solve their way out on their own. There should be no reason for a manager to step in and control or supervise any step of the process, unless absolutely necessary.

However, what you should do is let them know you’re available for any advice should they feel stuck. Just because employees get authority on a certain task, and are left to their own devices, doesn’t mean the project has to suffer until they pull themselves up.

From time to time, ask them if they need anything from you, and make sure they know you’re there for any kind of support, consultation, or mediation. ANother good practice is to also give them additional learning opportunities – such as training, conferences, courses, etc.

Delegate objectives that move people forward

Choose assignments that boost the skills and employ all of their experiences, instead of something that simply needs to be done. For example:

• Tasks that require they brush up on their team communication skills;
• Learning how to allocate smaller tasks;
• Supervising others’ work and doing quality control;
• Learning to work with a new tool;
• Holding a meeting (or more), etc.

Find out which skills your employees may want or need to develop, and then plan your delegations accordingly. You want them to complete the task while having learned something new at the same time.

How to choose who to delegate to

Paul Beesley, senior director and consultant at Beyond Theory proposed a nifty checklist for when you’re choosing an employee to delegate to. It’s meant to simplify and speed up the process.

To successfully complete the delegated task, your chosen employee needs:

S – the skill to perform and complete a task

T – the time to complete the task, and if needed, learn the required skill

A – the authority to handle everything concerning the task

R – the necessary level of responsibility

R – the recognition for successfully completing the task

This list is a set of important criteria that should be covered when you consider who to assign to a specific task. However, depending on your niche, type of service, company size and the project at hand, the criteria are likely to change. And it should accommodate your needs, not the other way around.

Common task delegation mistakes to avoid

With all being said, there are some common mistakes managers and employers make, sometimes without even realizing it.

• Being too vague concerning deadlines (using: as soon as possible, when you get to it, I need it by yesterday). It creates unnecessary pressure.
• Being unavailable for questions and concerns. While you shouldn’t micromanage, you should still be present for support if an employee feels stuck. Ignoring them or handing them over to someone else could cause distrust. However, if you are usually swamped with work, set consultation hours each day or week.
• Having unclear directions. Specifying the allotted time for task completion and expectations should be the bare minimum when delegating tasks.
• Not providing feedback. No feedback is worse than bad feedback. Employees need to be aware when they’re doing good work, as well. In one company I worked for, the mantra was: “If no one is complaining about your work, that means you’re doing good”. And while it sounds like sound logic, it actually caused a lot of frustration. We were left directionless, and simply “floating” from task to task, never knowing if any of them had a positive impact on our performance.
• Not listening to employees. Take into account how they feel about a task or the objective. Let them give you feedback and if there are potential problems from the get-go.
• Assigning other people to the same task. If you notice a person struggling, the first instinct should be to ask them how they’re faring, and if they need any help. Some managers tend to assign other employees to help them without consultation, which leaves a sore taste. The employee will feel even more incompetent and will be less likely to take on a similar task in the future.
• Assuming people will know what you mean. This is one of the biggest problems. When you’re formulating a task, be as clear as possible about the goals and expectations. Oftentimes managers think that these things are implied, but the truth is – no one is a mind reader. To avoid having information misconstrued or misunderstood, communicate clearly and directly.

There could be more mistakes, especially for every different field and industry. If at all possible, identify the most common ones, made either by you or your peers. Note down all the instances where certain tasks weren’t up to par, and see what you could have changed in your assignment process to fix it. Maybe there wasn’t enough time or resources, you were unclear, or the employee wasn’t ready for such responsibility. Use the same procedure in all future task delegations. It’s the only way to learn and make the process quicker.

Use Clockify to assign tasks with ease

Now you’re a master of task delegation — congrats!

But there’s more to it than meets the eye.

In fact, what if you used a digital tool like Clockify to increase the likelihood that each job would be completed on time and on point?

In Clockify, you can easily create highly descriptive assignments that contain information like:

• Start time,
• Billability status,
• Name of the employee,
• Period for getting the assignment done,
• Hours per day to spend on the assignment, and more.

That way, you can plan who works on what, how long, and when.

Similarly, Clockify allows you to create project milestones to achieve results faster.

With the Milestones option, you can select dates for deadlines, allowing you to pin down important events in your projects.

For example, if your client expects you to keep them in the loop about developments, you can inform them promptly on whether your team has reached the agreed-upon milestones.

Refocus on your company’s big picture with a project and time tracking tool.

Marijana Stojanovic is a writer and researcher who specializes in the topics of productivity and time management.

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How To Deal With a Company Name Change on Your Resume

Worked for a company that’s now changed its name (or closed entirely)? Here’s exactly how to address it on your resume, including examples.

2 years ago   •   8 min read

What’s in a name? Quite a bit, actually.

Company name changes aren’t at all uncommon — but that doesn’t mean they don’t need to be addressed. While you might know instinctively that the company you listed as Company A on your resume is now Company B, most recruiters aren’t going to have the same background. So, whether it was due to a merger, acquisition, or large-scale rebranding, here’s how to tackle a company name change on your resume.

How to list a company name change on a resume

There are four main ways of listing a company name change on your resume:

• List only the current name of the company
• List the current name of the company followed by the previous name
• List the previous name first followed by the current name
• List your positions separately under each company name

There are a few optimal ways of labeling a company name change on your resume, depending on your specific circumstances. If you worked at a company formerly known as the Alphabet Company that now goes by ABC Company, here are some practical examples of how to list that on your resume.

Option #1: List only the current name of the company

Don’t want to make a big deal of it? In pretty much all cases, you don’t have to. Simply list the company on your resume under its current name, like this:

Job Title, Current Company Name Location + dates of employment

For example, here's how it could be added into an actual resume:

ABC Company, New York, NY Project Manager, 2017 - Present

or, as an alternative:

Project Manager, ABC Company New York, 2017 - Present

Option #2: List the current name of the company followed by the previous name

If you want to clarify the previous name of the company, simply add that in parentheses after its current name, like this:

Job Title, Current Company Name (formerly Previous Company Name) Location + dates of employment

For example, here's how it might look on a resume:

or in text format:

ABC Company (formerly Alphabet Company), New York, NY Project Manager, 2017 - Present

Option #3: List the previous name first followed by the current name

If you have a good reason for wanting to list the previous name of the company more prominently (like if it’s a recent change and the company is better known under its former name), you can list it like this:

Job Title, Previous Company Name (now Current Company Name) Location + dates of employment

For example, here's what it looks like on a resume:

Option #4: List your positions separately under each company name

If there were large-scale changes or restructuring along with the name change, it might make sense to list the positions separately, like this:

Job Title, New/Current Company Name Location + dates of employment Job Title, Previous Company Name (acquired by New/Current Company) Location + dates of employment

For example:

This is a good idea if you held a very different role when the company went through a restructuring or if you had to apply for the new role when you moved positions.

Use a resume checker

The best way to make sure your resume is formatted correctly, including any company name changes, is to upload it to the tool below — it’ll scan it, highlight any errors or inconsistencies and give you instant feedback on how to improve your resume.

Should you mention a previous company name on your resume?

It depends on your situation, but generally:

Listing just the current name of your company is fine, especially if you’ve only worked at the company under its current name or if you were otherwise unaffected by the name change. Hiring managers don’t need a detailed history of every company you’ve ever worked at, which means they‘re unlikely to care that your company once operated under a different name.

That said, there are some situations when it may be a good idea to list the previous name of a company on your resume.

If the previous company name was well-known

Sometimes, rebrandings don’t quite take. If the company name change was very recent, or if your company was much better known (or even instantly recognizable) under its previous name, it makes more sense to list it under that name on your resume.

If you worked for the company under a different name

If a company changed its name after (or while) you worked there, it might make sense to specify the company name as it was when you were there — especially if your references are also likely to know or refer to the company by its former name.

If you played a large role in the merger or acquisition

If you’re planning to reference the company name change elsewhere on your resume, make sure you list both names to avoid confusion. So if you played a big role in a merger, acquisition, or restructuring, or you want to highlight accomplishments related to the company name change, it makes sense to use a more descriptive company heading that includes the name change.

If there was a major restructure

If the company name change wasn’t just a superficial change, but also signified a major restructure, it can make more sense to list both company names on your resume.

If your role or title changed

This goes double if your role changed significantly under the changes, like if you were promoted or moved to a different position. Showing a progression of skills or responsibilities while there were big company changes or restructurings is a big plus to hiring managers — it shows a lot of adaptability.

On that note, you can search for skills to put on your resume below:

When to leave off a previous company name

There are also a few situations where you want to avoid mentioning the previous name of a company. You might choose to leave off the company's previous name if:

• The company name change was a long time ago, and the new name is already well known in your industry.
• You joined the company after the name change.
• The previous name has 'bad press' — i.e. they were in the news for the wrong reasons and you don't want to call attention to it (even if you did nothing wrong).
• The previous company name and new company name are equally known in your industry.

Dealing with mergers and acquisitions

How to show a merger.

Hiring managers want to see if your role evolved or changed due to a company merger. If you adjusted well to a new role, it shows the ability to adjust to new situations, develop new skills and work with new team members.

How to show a company acquisition

If the company went through an acquisition, you may want to explicitly specify that — especially if your role was affected by it. You can do this with a quick note in parentheses beside the company name.

If your company acquired another, you don't need to list that in the company name section of your resume. You can, however, include bullet points relating to the acquisition if you played a major role in it, or if your role was impacted in a significant way.

How to list companies that don't exist, are defunct or are no longer in business

What if a company you once worked for is now defunct, closed down, or simply no longer exists? That doesn’t mean you need to scrub it from your resume! Much like a company name change, you can deal with this by simply listing the company name as it was when you worked there.

If the company shut down while you worked there

If you lost your job (or were laid off) because the company shut down, it makes sense to highlight that on your resume. This emphasizes to hiring managers that you weren't dismissed for performance-related reasons.

Let's look at a quick example if this is the case:

Senior Analyst ,  2004-2008 Lehman Brothers (shut down in 2008), New York

If the company went out of business after you worked there

If you were unaffected by a company shutdown, you don't need to worry about it — you can simply list the company as normal on your resume. You don’t need to proactively offer that the company has now closed.

If you’re still worried about it, here are a few do’s and don’ts for your resume:

• Don’t go into too many details on your resume. Potential employers can easily verify the information on your resume via a reference check, business registration information, IRS, or even with a quick Google search.
• Do be prepared to provide additional evidence if necessary. This is unlikely to be a problem, but if issues arise with a background check, you can resolve them by providing old payslips or W-2 forms.
• Don’t use it as an opportunity to fudge the details of your employment, like changing your job title or lying about how long you worked there. These details can still be discovered, even if the company has now closed, and lying on your resume is instant cause for dismissing your application (and may be grounds for firing, if you lie and get the job anyway ).
• Do answer any questions simply and directly. If you’re asked about it in a job interview, you can just say that the company has closed down since you worked there.
• Don’t worry that it will reflect badly on you. Hiring managers understand that companies go out of business and that it isn’t a reflection of your job performance.

Frequently asked questions

What is the difference between mergers and acquisitions.

The terms merger and acquisition are often used interchangeably, but there is a difference between the two. A merger happens when two companies join forces to become a separate, larger company. An acquisition — also known as a takeover or a buyout — is when one company buys another (usually smaller) company. In this case, the second company effectively ceases to exist and becomes part of the first company.

What are the potential consequences of a company name change?

You're unlikely to be affected by a company name change. At worst, it may make it more difficult for potential employers to verify your job history or contact references, but this is the sort of thing that happens all the time, and recruiters are used to dealing with it. If you're worried, keeping any records of your employment (like payslips or W-2 forms) should be enough to fix any issues that crop up.

Should I list the company name or job title first?

Choosing between listing your company name first or your job title is just a matter of what's more impressive. If you work for a big-name company that changed its name, list the company name first and then your job title.

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75+ Unique, Creative & Catchy Freelance Writer Business Names Ideas

By Nick Cotter Updated Feb 07, 2024

Freelance Writer Business Names

25 catchy freelance writer business names:, 25 creative freelance writer business names:, 25 unique freelance writer business names:.

Writing is a creative outlet that lets you express yourself in unique and interesting ways. For those looking to start their own freelance writing business, it is important to choose a name that is both catchy and creative. Here are 75+ unique and creative freelance writer business names to help you create the perfect name for your business.

Tips for Choosing a Freelance Writer Business Name.

Choosing the right name for your freelance writing business is a crucial step that can significantly impact your brand's identity and success in the competitive marketplace. A memorable and meaningful name can not only help you stand out but also communicate your expertise, niche, and brand values to potential clients. Below are several tips to guide you in selecting the perfect business name that reflects your writing services and helps you carve a unique presence.

• Reflect on Your Niche: Select a name that speaks directly to your area of specialization, whether it's blog writing, technical writing, or creative storytelling.
• Keep it Memorable: Choose a name that's easy to remember, pronounce, and spell to ensure it sticks in your clients' minds.
• Ensure It's Unique: Research to make sure your chosen name isn't already in use or trademarked by another business, especially within your writing niche.
• Think About Online Presence: Check the availability of the domain name and social media handles that match your business name to establish a cohesive online identity.
• Convey Your Brand's Tone: Your business name should reflect the tone and style of your writing, whether it's professional, creative, or casual.
• Avoid Geographic Limitations: Unless your services are strictly local, choosing a name that doesn’t limit your business geographically can be advantageous as you grow.
• Test It Out: Share your potential names with friends, family, or peers to see which ones resonate most and come across as clear and appealing.
• Worded Wonders
• Write Right
• Pen & Paper Pros
• The Wordsmiths
• Content Creators
• Copy Crafters
• The Creative Pen
• The Writing Studio
• Written Word
• Storytellers
• Project Writers
• The Writing Room
• The Copy Company
• StoryMakers
• Content Kings
• Wordsmiths Inc
• The Word Factory
• Pen Masters
• The Writing Team
• Word Wizards
• Creative Writers

More resources

• Global Writing Solutions
• Ready Writer Services
• Writer's Express
• Spectacular Scripts
• Expert Penmanship
• Powerful Prose
• Wordsmiths Unlimited
• Creative Content Company
• Word Warriors
• Scripted Success
• Essay Express
• Scripted Solutions
• Write Place
• Writer's Blockbusters
• Write This Way
• Penmanship Express
• Perfect Penmanship
• Storyteller Services
• Express Writers
• The Writing Center
• CopyVenture Writing
• PenKnights Writing Services
• Wordsmithery
• Write My Story
• The Word Wizard
• The Pen Pal
• TextStar Writing Services
• ContentCrafters
• Writer Deluxe
• The Creative Penman
• Storyteller Solutions
• Write It Now
• WordMasters
• Write-a-Rama
• Write It Right
• The Word Wagon
• Writer Plus
• The Content Engineer
• The Writing Hub
• The Writing Genie
• CopyKrafters

I'm Nick, co-founder of newfoundr.com, dedicated to helping aspiring entrepreneurs succeed. As a small business owner with over five years of experience, I have garnered valuable knowledge and insights across a diverse range of industries. My passion for entrepreneurship drives me to share my expertise with aspiring entrepreneurs, empowering them to turn their business dreams into reality.

Through meticulous research and firsthand experience, I uncover the essential steps, software, tools, and costs associated with launching and maintaining a successful business. By demystifying the complexities of entrepreneurship, I provide the guidance and support needed for others to embark on their journey with confidence.

From assessing market viability and formulating business plans to selecting the right technology and navigating the financial landscape, I am dedicated to helping fellow entrepreneurs overcome challenges and unlock their full potential. As a steadfast advocate for small business success, my mission is to pave the way for a new generation of innovative and driven entrepreneurs who are ready to make their mark on the world.

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Find the one that fits your expertise

You must have heard plenty of times about perks of specific jobs allowing to work without leaving your house on a permanent basis. They are true. Freelance occupation lets:

Determine your workload yourself. Due to this factor, you will not face the extreme fatigue when any amount of money for one more task doesn’t represent any interest because all you want to do is to fall asleep for a couple of days. With freelance writing jobs online, you are your own boss. You know how many regular duties you need to fulfill. You know how much time you need to devote to your significant other, your family, friends, hobby, sports, sleep, healthy lifestyle, etc. You are fully aware of how much time you need to spend on anything else but work to be happy. And only you can determine the golden middle!

Set the working hours. Striving to optimization of working process, you can set the hours when you feel like working most of all to focus on your tasks easier. When you have chosen one of the freelance writing jobs online , you are free to set the working hours. It is a very useful prerogative! You don’t have to ask if you can go home earlier today because you need to take your child from school or because you have a competition. You don’t need to provide explanations for being late for 15 minutes at the beginning of the day. You are the boss. Being one of the essay writers or those who accepted an offer of grant writing jobs, you become independent.

Choose tasks yourself. Having joined the team of freelance writers, you are given an opportunity to select your assignments: take the one you like and reject the one that seems not your cup of tea. You will no longer have to deal with a bundle of tasks you’d wish to burn. Freelance writing jobs give you a chance deal only with the tasks that are of interest to you. Thus, you will easily boost your knowledge and skills in professional sphere.

Such is a kind of position we gladly offer to experts in the wide variety of spheres:

• Human and social sciences. We invite for collaboration experts in Sociology, Psychology, Arts, Political science, Economics, Law, Management, Journalism, Pedagogics, Philosophy, Aesthetics, Linguistics, Law, and many other areas belonging to this group. On our website, you will find grant writing jobs to make use of your knowledge.
• Natural sciences. We are looking for freelance writers in Biology, Physics, Chemistry, Geology, Geography, Ecology, and Astronomy. If you have in-depth knowledge in Quantum or Cell biology, Space physics, or Nuclear chemistry (just as well as the rest of domains), and are looking for a position that gives you freedom in organizing your working hours – choose freelance writing jobs at biz.
• Technical studies. We are looking for specialists in Engineering, Informatics, Transport, Telecommunication, Architecture, Technology, Avionics, Food manufacturing industry, Computer science, Electronics, etc. We assume, we need writers specialized in any area of listed studies. Taking grant writing jobs at our website, you take your chance for independence. On our list, we include both the most common and the rarest spheres: from Radio electronics, Electrical engineering, and Modern architecture to Space syntax, Biological engineering, and Sumerian architecture.
• Exact studies. The connoisseurs of this group are always in high demand: due to the difficulties with assignments related to the subjects of this kind, every second student is looking for assistance with exact studies. Choose our freelance writing jobs! Make use of favorable terms of collaboration with a trustworthy website. Freelance experts in Algebra, Mathematical analysis, Geometry, Accounting, Trigonometry, Calculus, Discrete math, and Algorithms, welcome to biz.

Are you still hesitating? It’s high time to speed up your success with freelance writing.

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The 20 Best Assignment Writing Services

When you are doing homework late at night with matches holding your eyelids, you need to know one thing. There is a way to do it faster and easier. Even if you now feel desperate and lonely, you need to know that you are not alone. Somewhere out there, on the other side of your laptop screen (or maybe even on the other side of the planet), there is an expert writer who may save you.

Assignment writing services were invented for students who may lack time for doing tens and hundreds of papers teachers are thoughtlessly throwing at them. Who cares if you have other things to do? Who cares if you juggle work and study and have been sleep deprived for months? It is up to you to worry about your health and find the best ways to optimize your study process. In that regard, 24/7 online writing services can be a universal solution to myriads of homework problems.

At the same time, you need to be careful when choosing an appropriate service provider. The main criteria for your choice should be confidentiality, security, and quality guarantees. These parameters have been considered for compiling the following list of top 20 most reliable assignment writing services, selected and recommended by students.

1. ExtraEssay.com

The website claims that their assignment writing service is paradise of excellence for students. The mission of this company is to enhance your academic achievements and career. The reputation of clients is the main priority of this service. For this reason, the company employs only the best-accredited writers and editors. With this company, students are eligible for free unlimited amendments and money back guarantee.

Pricing : Prices range from $9 to $59 per page, depending upon quality standard, deadline and type of paper.

Customer Reviews :

“I had many research for a top assignment writing company, and found most of the customer given positive comments for ExtraEssay.com. So, I trusted them and made my first orders to them.it was interesting and really top quality papers I got form them. They provide free draft for without any payment, which helps to verify the writing quality.” – Michelle T.

“The writers at ExtraEssay are the best of the best and so easy to reach via phone or chat. They make it a point to give individual attention to each and every student. Service is the motive for sure.” – ANGIE M.

2. AssignmentWriting.Services

In the years of their experience in this niche, this company has witnessed the evolution of writing services. They are continuously upgrading and improving the quality of their services. The company offers the innovative features and freebies, which make your cooperation with them effective and unforgettable. Their main characteristics are professionalism and perfection, which are highly rated and approved by their repeated users.

Pricing : Pricing depends upon academic level. Particularly, undergraduate students can enjoy papers at $11 per page, while PhD writing costs $18 per page, and admission help costs $34 per page.

“My assignment had to be very good because my departmental head was a famous economist and it was very hard to make any impression on him. I struggled throughout the year until a desperate search led to AssignmentWriting.Services. The reference assignment they provided was meticulously written and proved extremely helpful. I owe my master’s success to assignment writing services.” – Tony R.

“I trust these guys because no matter what topic or kind of paper I had, they have done their best to deliver perfect assignment. Only couple of my papers were returned for revision by professor. But it absolutely didnt change my opinion about the website.” – Evelyn S.

3. UniPapers.org

The company offers assistance of expert academic writers with various types of academic assignments. The service emphasizes their intention to deliver papers within the chosen deadlines. Additionally, the company provides flawless writing at affordable prices. The delighted feedback of their happy clients is the best proof of their quality services.

Pricing : The main parameters used by the website price calculator include assignment type, urgency and number of pages. The price of a fourteen-day essay of standard quality is $12 per page. Meanwhile, an urgent PhD dissertation costs $35 per page.

“I was feeling completely exhausted after writing so much without a break, I wished if someone could help me write and there was this UniPapers company online. They finished my assignments and the best part was that they gave me an introductory discount. I’m completely satisfied with their writing service.” – Sean Mayor

“A breath of fresh air for a change! I’ve had some bad experiences with other writing services in the past who always delayed my assignments. I’m sticking with you guys from now on.” – Alastair

4. MyAssignmentHelp.com

My Assignment Help is a reputable online writing service that can help with any problems in assignment writing. As one of the top writing companies in Australia, this website helps students from all over the world. The company employs over 3000 expert writers, holding PhD or other degrees. Writers’ knowledge, experience and creativity are central characteristics, which make this service one of the best in its niche. The company guarantees the best price possible.

Pricing : Pricing depends upon hour rate of the writer you select as well as other factors, including urgency, subject and complexity level.

“I ordered my English and Philosophy assignments from them last week. I received the solutions on the promised dates. Most importantly, the solutions were perfectly written. I found all the required information there. I was very tensed about the plagiarism issue. But these guys delivered me 100% plagiarism-free help material. I got A+. I am very happy. Their experts are just awesome.” – Olivia J.

5. EssayService.com

This US-based assignment writing service offers affordable prices on writing assistance of premium quality. With this website, your privacy and satisfaction with the quality are guaranteed. Their live chat is available 24/7 and it allows placing even the most urgent assignments with them. All papers received from this company are plagiarism and error free.

Pricing : Prices start at $11.7 per page and can go as high as $17.55 per page if you decide to choose rush 6-hour delivery.

“This is the best assignment writing service provider company I have ever seen. The quality of the assignment provided by EssayService.com is just unbeatable. You should try this company at least once.” – Emi L.

“Got a timely response for my paper. The deadline was looming over my head. Thanks for saving my grade.” – Davinia

6. BritishAssignmentWriters.co.uk

This online writing service offers invaluable help to anyone who has homework troubles. They complete every paper within the deadline and write every paper from scratch to comply with your individual requirements. The company provides original content and focuses on your result and complete satisfaction. Additionally, this company offers editing and proofreading services that may boost the quality of your projects.

Pricing : The two main parameters that influence the price are deadline and quality standard. The cheapest service is 2:2 standard one week essay ($8.99 per page), while the most expensive one is 24-hour delivery of a first class paper ($27.99 per page).

“Sometimes Im not able to complete off work regardless of receiving extensions because of facing unexpected illness, I have taken help from British Assignment Writers has often aided such college students in such regards and has provided them impeccable assignment aid and guidance.” – Jordan L.

7. HomeworkHelpGlobal.com

Homework Help Global is one of the leaders in custom writing services. They serve students worldwide, making their lives easier and academic careers more successful. The website has no limitations in subjects and study levels. Their writers team is reliable and highly specialized. The service has high writing standards, which ensure proper quality and originality of the projects you receive.

Pricing : Pricing depends upon deadline and academic level. Prices start from $24.99 per page and can go up to $59.99 per page, depending upon deadline and study level.

“I am very glad to find out about Homework Help Global. Their team is very professional and helpful. Service and work they provide is exceptional. It has helped me to advance in my academic career as well. Their services are highly recommended to students all around the world who need help and would like to succeed in their academic career. Thank you for the great work you do, always happy to use your services.” – Mamie

8. EazyResearch.com

Affordable prices are one of the biggest advantages of this online writing service. Moreover, the website offers a variety of seasonal and personal discounts, which make cooperation with them even more pleasant. Expert consultations from this writing company are free. The website has already completed over 15000 student projects so far. This instant assignment writing company is one of the most popular student choices in USA.

Pricing : Pricing starts at $14 per page, while a one-day quality paper can cost $20 per page.

“I had never taken any assignment writing services and was quite unsure about their writing services as well. As soon as I saw my document, my stress vanished. Thanks guys for helping me! I’ll recommend you to my friends also!” – Gregory

“Thanks a bunch fellas, I just had so much stuff going on… just couldn’t do this book report on my own.” – Lewis

9. AllAssignmentHelp.com

This professional assignment writing service can help you with any trouble with your homework. They promise you complete satisfaction with the quality of writing product you receive. If you are interested in good grades without making too much effort, this service is for you. Located in United States, this company offers help to students all over the world. Along with their reasonable prices, they offer a variety of special discounts, which decrease pricing even more.

Pricing : Pricing depends upon number of pages you order and the deadline you choose.

“Amazing service, genuine work, timely assistance and reasonable prices. Job well done.” – Jake Mackellar

“I probably should have written this earlier but anyway, I just finished reading the essay you sent me and I gotta say I am very glad I decided to hire your services. I’m definitely coming back to you for more.” – John B.

10. GPALabs.com

The main advantages of this writing service include affordable prices and professional writers. This website is similar to an assignment writing lab, where only the best ingredients are used for creating papers of superior quality. Writers use an individual approach to every order and ensure clients’ satisfaction and delight. Urgent deadlines are available and affordable.

Pricing : Pricing is defined, taking into account the chosen deadline and study level. For instance, a high school essay with a two-week deadline costs $10 per page, whereas an urgent PhD project costs $49 per page.

“Your guidance is professional. My papers look much better when one of your experts complete them. Thank you!” – Finley Holden

“I’m completely satisfied with your service and the next time me or my friends find ourselves in trouble, we’re coming to you again.” – Davinia

11. GreatAssignmentHelp.com

This US-based assignment writing service is extremely popular with students from UK and Canada as well. The website promises to provide you with a thoroughly researched and neatly formatted paper within the deadline you choose. By sharing their expertise, this writing company will provide you with assignment help of superior quality. The writers team have access to the top rated databases with the latest resources.

Pricing : Prices range from $12 per page to $27 per page, depending upon your needs and requirements.

“If you want the best combination of good quality plus reasonable cost, then Great Assignment Help is just the company you should turn to.” – Jack Porter

“GreatAssignmentHelp delivered the most spectacular assignment I have ever seen, and they did it so quickly! I can’t believe I didn’t start using your services much earlier on.” – DZoe F.

12. Studybay.com

This online writing company is well known for its premium quality of writing. Original papers received from this writing service can boost your academic performance and mood. With their international team of writers who live in the different corners of the world, the service is available 24/7. Plagiarism is out of the question, as every paper passes through careful plagiarism check procedure.

Pricing : Prices start at only $15.00 per page and depend upon urgency, topic and word count.

“I had completely forgotten about my essay assignment until the very last day! I was so worried and did not know what to do! I used Studybay.com to write a custom paper for me and I got my paper delivered to me in time. It was a perfect paper!” – Elizabeth

13. AssignmentPrime.com

This assignment writing service helps Australian students face their academic challenges. This company has over 150 academic consultants who have PhD degrees. The service provides original content, created especially to meet your individual requirements. The company promises to improve your GPA and academic reputation. Along with meeting your individual needs, writers will make sure that your document follows the guidelines of your university.

Pricing : Pricing depends upon deadline and chosen writing standard. Particularly, the lowest standard with the deadline longer than 7 days costs AUD 9.51 per page, whereas the best writing standard delivered overnight costs AUD 35.70 per page.

“I was assigned Computer Science assignment from my university professor. I was not very adept at my coding skills and hence, was in a perplexed situation regarding completion of the work. It was then I decided to take online assignment help from Assignment Prime to submit an effective Computer Science assignment. Their expert team really helped me out and I was able to score great remarks from my professor.” – Paul A.

14. AssignmentMasters.co.uk

This service offers professional writing help with various assignment types, including those of essays, dissertations, courseworks etc. The company has a wide range of free features, such as outline, bibliography, formatting and unlimited amendments. The service guarantees privacy and security, which are extremely important for successful assignment writing. The website offers 24/7 live support.

Pricing : Prices depend upon urgency and quality standard of your choice. For example, a second standard paper with a 10-day deadline costs $14.62 per page. At the same time, an urgent first-class standard paper is much more expensive, $46.23 per page.

“One great service to get your assignments done. Good quality and whats more important – good communication with you during all the process. That really makes orders better – you have a possibility to change some details just on the run. I recommend!” – Steve Payne

15. TutorBin.com

An individual approach to every project and customized writing materials are one of the biggest advantages of this writing service. When you buy assignments from this company, you may feel safe that you will receive original materials, free of plagiarism. The website offers homework services to all tastes, including coursework, term paper, dissertation and other types of assignment help. The service is available 24/7 to battle all your problems and homework worries.

Pricing : Prices are calculated individually, taking into account urgency, assignment type and study level.

“For the first time in my life I came across an experience of enjoying my Environmental Sciences essays as the ideas given by your experts had specially focus on the technicalities of the subject. It seems as if your writers really understood the entire subject very well. Thanks to all of them for treating me personally.” – Sam

16. Grademiners.com

With over 1000 expert writers employed by this company, Grademiners provide professional writing help to anyone who may need it. All clients are eligible for free unlimited revisions. Additionally, the website offers a money back guarantee, which is rarely if ever used by the clients. No registration is needed, so that you may feel safe, as you don’t need to share your personal information. The service sends email and text message notifications whenever your order status changes.

Pricing : The main parameters that influence the total price are study level and deadline. The minimum price is $11.30 per page for a high school paper with the maximum deadline. The maximum price is $44.95 per page for a three-hour PhD project.

“Covered the points well, but the English grammar was not superb. I have waited to give the feedback after i receive the notes and comments from my professor and it’s quite GOOD. At the end I’m happy to know I could get an assistance from you, when I need to write a paper ASAP.” – Nick G.

17. PeachyEssay.com

Fast and cheap essay writing help is a good tradition with this online company. All academic materials provided by this service are custom made and plagiarism free. The service guarantees clients’ confidentiality and satisfaction. Every client is eligible for free unlimited revisions. Urgent projects are available with this website.

Pricing : Prices depend upon urgency and quality standard of your choice. A 24-hour paper of platinum quality costs $84 per page, while a +30 days paper of standard quality can be as cheap as $19 per page (the price is not the cheapest in the industry).

“It was my first experience with custom assignment writing service and I really enjoyed the services offered by PeachyEssay.com to me. They helped me beyond my expectations and the writer wrote a good essay for me. I received better appreciation from my professor as well. Thanks a lot. ” – Agnus Johnny

18. AssignmentExpert.com

This website provides professional assistance with all types of homework assignments. Importantly, you may expect high quality original research materials and on-time delivery of your orders. All study levels and subjects are available, including even Biology, Economics, Engineering, Finance, Nursing, Management, Marketing, Math, Physics and Programming. Even your Statistics assignment can get easier with this service. When in doubt, you may negotiate your homework problem in 24/7 live chat. Importantly, the company promises respect and privacy.

Pricing : Pricing depends upon complexity and study level, as well as deadline and assignment type.

“I really appreciated the assignments completed for me. They were completed in a timely fashion and thorough and everything was handled professionally and I could not have been happier. Thank you so much for all the help!” – Paul

19. IvoryResearch.com

Students who have difficulties with their essays or dissertations can make their lives easier by visiting this website and placing an order. The company offers a quick and easy to use order form. The company is registered in England and Wales and their services follow local legislative norms. All their writers have a UK degree and you may be certain that the paper you receive will follow guidelines of your university.

Pricing : The price will depend upon your requirements, deadline and complexity level. For example, dissertation topics suggestion costs $39.99 (5 topics for postgraduate dissertations or 2 topics for PhD students).

“I’ve used them only once, that was for my accounting assignment, which proved to be really difficult. I was struggling with it for days and then my friend said to me to try them – he used them 2 times before. I was rather sceptical, but decided to go ahead. they were very polite and caring – the writer asked me questions and asked for some clarifications (I even had to scan few pages from my book), but it was ok. I got my assignment on time, checked it with my supervisor and he said everything was correct.” – Stephen

20. AustralianWritings.com

The head office of this company is located in Sydney, but their custom assignment writers are ready to serve students from all over the world. Confidentiality and secure payment are guaranteed. Their expert writers are trusted by thousands of college students who tried this custom assignment writing service and recommend it to their friends. The service promises to keep their prices student friendly.

Pricing : Pricing is reasonable and it starts from $19.99 per page. Prices vary, depending upon urgency, academic level and subject.

“I have sent all my assignments to you and you have done them all with perfection. Thank you for working hard for me. I will not forget your efforts.” – Lucy Taylor

“The paper delivered by them is indeed top-class and there’s certainly no doubt that they are the perfect service.” – Albert

There is nothing easier than finding an assignment writing help online. At the same time, you may have a hard time choosing a service provider that is right for you. Hopefully, this list of top 20 legit services will help you make an informed choice, minimizing risks and maximizing results.

Related articles

• The 20 Best Research Paper Writing Services
• The 20 Best Custom Writing Services
• The 20 Best Proofreading and Editing Services
• The 20 Best Dissertation Writing Services
• The 20 Best Cover Letter Writing Services

A professional freelance web copywriter with several years’ experience in web marketing and SEO copywriting.

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Comment (1)

In your site you provides top 20 assignment helper service providers site but for local level assignment writing work for Australia only australiaassignmenthelp.online lead the market from its local assignment writers team.

Tips for Allocating Work Assignments

It’s probably a no-brainer that improper delegation of tasks has obvious consequences, such as increased frustration, stress and workload. The quality of work and team morale may suffer while trust, productivity, efficiency and profitability dwindles. In such a situation, the organizational structure fails, clients’ trust dies, reports of unaccountability emerge, staff may underperform and project failure becomes imminent. This is why it’s vital to ensure that work assignments are delegated efficiently and to the appropriate team member.

Approximately 94% of companies lack exceptionally good management. The 6% of firms with excellent management culture and style tend to be dedicated to their workforce and team building rather than external stakeholders.

Achieving excellence in organizational operations is an enormous challenge for most organizations and begins with the manner and style of delegation of assignments.

Management has to choose the right team , build trust and accountability , develop its team through delegation, manage performances, have tough conversations and acknowledge and reward excellence to enhance employee engagement and lower turnover.

What exactly are work assignments?

Work assignments are remarkable tools for enhancing employee growth and must be managed deliberately; otherwise, they could limit efforts towards building a diverse workforce.

Evidence shows that experimental learning accounts for 70% of leadership development , particularly, effective delegation of work assignments.

Work assignments are tasks that are deliberately designed for organizational purposes. They are allocated to staff to achieve results. In the simplest terms, these assignments are activities or projects for a specific end. Work assignments should come with a task description, deadline and expected results.

Work assignments tips

Why delegate work assignments?

Employee empowerment.

Managers with great team building skills understand the importance of instilling trust in team members for enhanced morale and performance because they believe they are wired to drive organizational objectives.

Strengthens trust

Assigning work means trusting the employee’s ability to achieve a particular result through task performance. Frequent delegation builds the trust needed to create collaborative skills within organizations.

Helps lower workload

Successful delegation of work assignments lessens the burden of tasks that pile up. It saves the time needed to focus on other important organizational tasks and goals.

Planning for fair distribution of work assignments

Most industries, such as hospitality, telecommunications and healthcare need to ensure uninterrupted service delivery. At the same time, they must consider the health of their employees, who need regular breaks and leave to stay productive and rested.

With the rise of flexi-workers , ensuring everyone gets a fair share of leave could become a logistics nightmare for business owners. This also applies to contractual staff who may feel overburdened.

When planning and distributing work assignments, managers must take into account employees’ vacation days, sick leave, emergency absences and so on. Things to consider include, but are not limited to:

• Employees should have their preferences fulfilled to avoid bias.
• Organizations should try to accommodate employees’ requests for rest days as much as possible.
• The duty roster should be planned in such a way as to allow enough time for deadlines and urgent tasks.
• There is also an allowance for fair leave/day swapping among employees.

The manager planning the duty roster should keep track of requests and demands in real time. This enables the planner to synchronize replacement leave and overtime pay calculations at the end of the roster period.

Delegating work assignments to employees

Create an effective work plan.

An effective work plan is the key to the success of every project. Approximately 58% of organisations don’t understand the value of project management, which explains why most projects fail as soon as they begin.

The planning phase determines either the failure or success of such project. Organizations must have a solid work plan, including a weekly action plan for greater efficiency and productivity. You can create a good work plan by following the steps below.

• Set specific goals that include actual numbers and quantifiable terms and scope.
• Lay out the objectives and deliverables, including the project schedule. Consider rewarding your team based on achievement. The incentives will boost productivity.
• Brainstorm and detail the key resources that your team needs. Brainstorming and planning will help colleagues become creative, forecast unforeseen obstacles and promote teamwork. Converse with your them about the resources that can help them achieve set objectives and give them available resources.
• Identify task sequencing . The schedule of a project outlines activity sequencing, tracks performance and calculates the duration of tasks sequences.

Delegate assignments based on aptitude

By assigning work to employees based on their areas of strength and skills, you set them up to excel. This means you need to understand your employees’ strengths, preferences and weaknesses. You may also allow your staff to choose their preferred tasks. This is important for building trust.

Give your team prior notice

No need to stress everyone out and kill their morale with endless impromptu and urgent work assignments. As far as is feasible, try to give your employees a couple of days’ notice at least.

Foster project ownership

Encourage your team to ask questions for clarity. Determine your availability and take the time to give them clear instructions, feedback and assistance. Giving them a sense of ownership allows your team members to see the big picture.

Real delegation is when you encourage your team to own the project. This gives them the authority to take initiative for the execution process.

Most companies spend hours and weeks planning and generating roasters manually when they can use TimeTrack Duty Roster to save time. TimeTrack Duty Roster creates a perfect overview of both employers and employees and allow managers to personalize shifts according to preferences.

TimeTrack Duty Roster

Monitoring work assignments

Monitoring work assignments helps your team complete their duties successfully and meet the desired outcomes. There’s no need to micromanage, but you can certainly help keep employees focused while tracking processes.

Ensure an effective project plan

• Compile a clear project outline, including a schedule. Collaborate with your team to create the plan and include the project scope, tasks, deadlines and resources. Creating a timeline is vital; use a flow chart to make things clearer. A clear work plan helps you understand the key performance indicators you can monitor.

Set SMART goals

• One of the key ways to monitor assigned work is to create specific, measurable, attainable, relevant and time-bound goals. This SMART criteria helps you identify detailed and quantifiable goals with effective deadlines. You then have quantifiable items to monitor the performance of the assignments.

Steady check-ins

• Creating a schedule for progress check-ins is a key step in monitoring assignments. The regularity of the check-in depends on the project. For example, check-ins for long-term and short-term projects differ in intervals. Check-ins should be balanced to support effective monitoring of performance indicators.

Records and analysis of data

• For each of the scheduled check-ins, keep records and analyze data to understand the progress of projects. You can gather data through team meetings and input into spreadsheets or project management tools. The data will then be analyzed to determine the status of the assigned work.

Every organization wants to empower its workforce for enhanced morale, focus, accountability, efficiency and productivity. These achievements are only possible with effective delegation of work assignments and tasks.

I am a researcher, writer, and self-published author. Over the last 9 years, I have dedicated my time to delivering unique content to startups and non-governmental organizations and have covered several topics, including wellness, technology, and entrepreneurship. I am now passionate about how time efficiency affects productivity, business performance, and profitability.

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Define Your Brand Identity for a Typing Business Name

Determine your target audience : To choose a typing business name idea, start by identifying the people you want to appeal to with your typing brand. Consider their age, gender, interests, and preferences. This will help you create a name that resonates with your ideal customers and sets the foundation for a successful typing brand.

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Identify your unique selling proposition (USP) for your typing business : What sets your typing business apart from the competition? Your USP should be a core element of your typing business name, helping to convey your business's distinct qualities. It's important to communicate what makes your typing products or services special in a way that is memorable and appealing to your target audience.

Generate Typing Business Name Ideas

Combine words and concepts for a typing name : Brainstorm words and concepts related to your typing brand and consider combining them in interesting ways. This can help you create a unique and memorable typing business name that captures the essence of your brand while appealing to your target audience.

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Take inspiration from literature, mythology, or pop culture for your typing name : Look into books, myths, or popular culture for typing names or phrases that could work well for your business. These sources can provide a wealth of creative ideas for a typing business name that is both meaningful and memorable.

Experiment with foreign words or translations for a typing name : Explore words in other languages that relate to your typing brand or have a pleasant sound. This can add an exotic or sophisticated touch to your typing business name while still communicating your brand's values and personality.

Test Typing Business Name Options

Create a focus group or survey for your typing business name : Gather feedback from your target audience by conducting a focus group or survey. This will help you understand which of your typing business name ideas resonate most with your potential customers, ensuring your final choice will have broad appeal.

Test typing names for memorability and pronounceability : A good typing business name should be easy to remember and pronounce. Try saying your typing name options out loud, and ask others to do the same. Note any challenges or difficulties people experience, and use this information to refine your typing business name ideas.

Evaluate typing names for emotional appeal : Your typing business name should evoke positive emotions and create a strong connection with your target audience. Assess the emotional impact of your typing name options by considering the feelings and associations they bring out in people. Choose a typing business name that aligns with your brand's personality and values while generating a positive emotional response.

Legal Considerations for Typing Business Names

Check for trademark availability of your typing business name : Before choosing your typing business name, search trademark databases to ensure that it is not already in use by another company. This will help you avoid potential legal issues and ensure that your typing business name is truly unique.

Verify domain name availability for your typing name : Having a website is essential for any modern business, so check if your preferred typing business name has an available domain. This will make it easier for your customers to find you online and help establish a cohesive brand presence.

Research local business name regulations for your typing name : Different jurisdictions have various rules and regulations surrounding business names. Before settling on your typing business name, research your local laws to ensure that your chosen name meets all necessary requirements and does not infringe upon any existing trademarks or business names.

Finalize Your Typing Business Name

Reflect on feedback and personal preferences for your typing name : Take into account the feedback you've gathered from your target audience, as well as your own personal preferences. Consider which typing business name ideas best represent your brand's identity, values, and unique selling proposition, while also appealing to your ideal customers.

Ensure your typing name aligns with brand identity : Before making a final decision, double-check that your chosen typing business name aligns with your overall brand strategy. This will help create a cohesive brand image and make it easier for customers to understand and connect with your business.

Announce your new typing business name and launch your brand : Once you've chosen the perfect typing business name, it's time to share it with the world. Announce your new name through marketing materials, social media, and your website. Celebrate your typing business name with your customers, and use it as a foundation for building a successful, memorable brand.

For more business name ideas, you can use our business name generator

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Excel formula to create work list base on company name and alpha split

In Excel Sheet 1 I have a huge list of clients by Company name and customer names.  I need to split the customers by company name and customer alpha split depending on the volume of each company.

COLUMN 1         COLUMN 2       RESULTS I WANT USING TABLE ON SHEET 2 BELOW

company 1          smith, joe         EMPLOYEE 1 ** This is the formula I need 

company 2          Alberta, Mary   EMPLOYEE 2

company 2         Guzman, Ana     EMPLOYEE 3

Below Sheet 2 contains the work list split to map each account above:

COL 1            COL2    COL3             COL4

COMPANY    ALPHABET SPLIT      EMPLOYEE

company 1     A            Z                EMPLOYEE 1

company 2     A           GOZ            EMPLOYEE 2

company 2     GU         Z                 EMPLOYEE 3

company 3     A           JE                 EMPLOYEE 4

company 3     JI           LEO             EMPLOYEE 5

company 3     LEP        Z                EMPLOYEE 6

company 4     A           EM             EMPLOYEE 7

company 4     EN         LIP             EMPLOYEE 8

company 4     LIQ        R                EMPLOYEE 9

company 4     S           Z                EMPLOYEE 10

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Replies (4) 

You can solve this issue with filter and sorting in the same list with no need for another sheet.

You can apply advanced filter to your original list. Then by choosing the company name, you will have only that companies clients. Then you can sort your list with name to make it alphabetical.

For advanced filter select the header of your list. go to Data/Sort & Filter and select Advanced.

To filter by name, select a cell in the name column and select the Filter for the same address as bellow.

It is wise to define a table for your list before doing above steps. It is in Insert/Table

I have no idea about the splitting but if your data structure is like a standard database, it is not a good solution to split, because there will be records with repeated fields.

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Thanks for your feedback.

Thank you for your time it's much appreciated. What I need is a formula to assign the employee to work each account. 

The original list does not have name of employee which is what I need through a formula. 

let's say employee 10 will be working "company 4 clients" and their alphabet is S througt Z, I need a formula in column "C" to populate the employee who is responsible for the account using the employee listing in sheet 2.

If I didn't have alphabet split it would be easy just Vlookup "company Name" on sheet 2 and give me "employee name" but I got stuck when trying to apply 2nd criteria which is the alphabet split. I've tried lookup, index/match with no success. 

column A                Column B            Column C

Company 4             Smith John          "Employee 10" (this formula will go look in table on sheet 2 and assign employee)

I'm was trying to see if anyone can provide me an easy solution. Otherwise I have to go the long route. 

Again thank you for your time. 

2 people found this reply helpful

If I have understood your question correctly you want to assign an employee (from sheet 2) to each company (sheet one) to perform the work.

What is the role of alphabetic split in this assignment task?

It seams that you want to consider the alphabetic order of employees' name in assignment.

Your comments in this regard will clarify what you are looking for.

Each company has different volume if clients. 

Company 4 has 600 clients so I have assigned 4 employees to work the 600 clients and I have broken down the clients base on alpha split. 

Employee 1 works A through EM

Employee 2 works EN through LIP

1 person found this reply helpful

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Should you give job applicants an assignment during the interview process? Be thoughtful about the ask

Hiring is a time-consuming and expensive endeavor. Companies need candidates who offer the right skills and experience for a given role, and who align with their organization’s vision and mission.

To find the best fit, many companies still lean on a strategy that continues to generate debate : the assignment. Some candidates believe their experience and interviews should give prospective employers enough information to determine whether they will fit the role. Employers have to ask themselves whether they are willing to turn off a strong candidate by asking them to do additional work.

Is the assignment valuable enough to the evaluation process that they cannot move someone forward without it? Sometimes it is—sometimes they help an employer decide between two strong candidates. And if they are necessary, how can employers make assignments fair and equitable for the candidate or candidates?

When done right, assignments help assess practical skills and problem-solving abilities, giving a clearer picture of a candidate beyond what their resume or interview reveals. But employers should be thoughtful about the ask. While it may make sense for roles that require specific technical expertise or creative thinking, it isn’t appropriate for all roles—so assignments should always be given with a clear reason for why they are needed.

Plus, they don’t just benefit the employer. For job seekers, an assignment during the interview process might also help them stand out from the competition. It can also offer a window into what their day-to-day in the new role might entail. Remember that the candidate should be interviewing the company, too. Having a test run of the work they’d be asked to do is a great way to see whether they believe the role is a fit.

However, there is a rift in how people perceive the assignment as part of the interview process. Workers today span many generations, each with unique values and expectations. Whereas older workers often prioritize stability and loyalty, younger millennials and Gen Zers are more focused on flexibility and work well-being, Indeed data shows .

This mindset impacts the amount of time and energy a candidate is willing to devote to each application. After multiple rounds of interviews and prep, taking on an in-depth assignment may feel like a bridge too far—especially if the expectations for the assignment are not clearly communicated ahead of time.

Some candidates are wary of providing free labor to a company that may use their work and not hire them. Hiring managers should be clear about how the work will be used. They may also consider offering compensation if the assignment requires more than a couple hours of someone’s time, or if they plan to use the work without hiring the candidate.

The key for early career candidates in particular is to ensure their time and efforts are respected. This is a win-win for employers: By providing clarity and transparency, they not only elicit the additional information they want from candidates, but they demonstrate that the organization is transparent and fair.

Equity is also imperative: Which candidates are being asked to complete assignments? Is the hiring team consistent in giving out assignments across ages, experience levels, and roles? There should always be a process and clear evaluation criteria in place to ensure fairness.

As we adapt to the rapidly evolving world of work, we must continue to think critically about each step in the hiring process. Candidate assignments can be a valuable tool, but only with appropriate respect for job seekers’ time and contributions.

With the right strategy, we can bridge the gap between generations in the workplace and build a hiring culture that values efficiency, talent, and integrity.

Eoin Driver is the global vice president of talent at Indeed.

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Boston Business Journal Names Project Bread a 2024 Best Places to Work Company

Project Bread

The Boston Business Journal has recognized Project Bread as one of its 2024 Best Places to Work- for the second year in a row!

The list is the Boston Business Journal 's exclusive ranking of the Massachusetts companies that have built outstanding work environments for their people.

The 80 companies honored in 2024 range in size and industry, with winners from the technology sector, retail industry, health care space, commercial real estate and more.

“I am so proud to be a part of the Project Bread team and to be able to work alongside each of our staff members every day,” shares Erin McAleer, President and CEO of Project Bread. “We have a team that is dedicated to our mission and committed to ensuring Project Bread is an inclusive workplace. Our team is our greatest strength, and I am grateful to all the staff and leadership who continuously prioritize the development of their team members.”

The submission process

The companies that comprise this year’s Best Places to Work are among the most diverse in the decades we’ve been doing this program,” said Carolyn Jones, Market President and Publisher of the Boston Business Journal. “Their commitment to teamwork, employee engagement, flexibility and trust are the model to which the region’s businesses look for inspiration.”

The 260 businesses that met criteria for office location and size participated in employee-engagement surveys distributed by Business Journal partner Quantum Workplace. Employees were asked to rate their work environment, work-life balance, job satisfaction, advancement opportunities, management, compensation, and benefits.

Based on the results of those surveys, businesses were assigned a score out of 100 percent and ranked by Quantum. The top-rated companies are listed in five size categories — extra small (20 to 49 employees), small (50 to 99 employees), medium (100 to 249 employees), large (250 to 499 employees) and extra-large (500 or more).

Our internal process

From our internal staff surveys, we knew that Project Bread is a great place for employees! 91% of Project Bread staff responded to Boston Business Journal’s staff survey.

As of November 2023, staff reported:

96% of staff agree that their manager is invested in their success.

99% of staff agree that they feel respected by their colleagues.

98% of staff agree that their identities are valued and respected.

99% of staff agree that Project Bread is committed to diversity, equity, and inclusion.

97% of staff agree that they would recommend Project Bread as a place to work.

100% of staff agree that the connection between their work and Project Bread’s mission is clear.

100% of staff agree that they are proud to work at Project Bread.

Boston Business Journal asked Project Bread staff to share what word best describes their word environment, and the answer was “ inclusive .” 

"We do not take this level of engagement for granted. There are numerous stories in the HR world about the many companies and organizations who have struggled during this time to maintain high employee engagement and satisfaction,” shares Douglas Flores, Chief Operating Officer at Project Bread. "We believe our unwavering commitment to ending hunger in Massachusetts, understanding how we each contribute to that mission, and the respect that we give to one another, are some of the key ingredients to staying ahead of the curve. This is truly a collective accomplishment.”

The special publication will appear in the June 14th weekly edition of the Boston Business Journal. The Boston Business Journal is the region's premier business media organization, one of 44 markets owned by American City Business Journals.

Project Bread is currently hiring, and you can join one of the best teams in Boston!

Reed Smith Names AI Chief, Plans for Faster Deals and IP Work

By Roy Strom

Richard Robbins is about a week into his role as Reed Smith’s first director of applied artificial intelligence, but—in a sign of how quickly the area is developing—there’s already a lot on his plate.

The law firm is working on at least eight generative artificial intelligence projects, ranging from testing new products to developing AI-fueled workflows for entire practice areas. Robbins, who joined the firm from legal tech company Epiq, will help usher those projects from the test phase to broader rollouts.

“It has been everybody’s part-time work, but we knew that this is so serious,” David Cunningham, Reed Smith’s chief innovation officer, said in an interview. “Just like we have heads of our data insights, our product design team, and our lab, we really needed to have an equal if not greater focus on how we apply AI and data science to the firm.”

Law firms have been trying to develop strategies for how to invest in AI and where to deploy it to make their work more efficient. Reed Smith’s approach will pair the Chicago-based Robbins and other tech experts with practice groups to help create new workflows and pricing strategies, Cunningham said.

The firm is looking for areas that can benefit from the advantages Cunningham said AI can offer, such as closing deals more quickly or lowering the cost of delivering legal services. Two practice groups that can benefit from more speedy work include M&A and intellectual property transactions, he said.

It’s a relatively rare, thoughtful approach, compared with many firms that are pursuing AI adoption in “random spaces,” said Toby Brown, a former chief practice management officer at Perkins Coie who now consults for law firms on AI and strategy. Brown does not consult for Reed Smith.

Firms should develop AI models in practices where they are already strong and that are worth the high cost of today’s technologies, Brown said. Developing an AI-fueled practice is expensive and could lower a firm’s revenue in the short-term, because it will make it more efficient, he said.

That could be an unwelcome setback for a practice that doesn’t bring in work. But in a practice where a firm has a well-known brand, it can provide a defensible competitive advantage to win more work from competitor firms, Brown said.

“You need to think big and hard about where you’re writing the big checks,” he said.

Repricing the Work

Reed Smith was the country’s 34th largest law firm by revenue last year, bringing in $1.4 billion, according to data compiled by the American Lawyer. The 1,500-lawyer firm has been known in recent years for investing in technology and new legal service delivery methods, including spinning out a tech-focused managed services business, Gravity Stack, in 2018.

Reed Smith’s current AI projects involve testing commercial products including Harvey, CoPilot, and a new product from legal technology company Litera, Cunningham said.

The firm is an alpha tester of Harvey , the legal-focused generative AI company that received a $5 million investment from ChatGPT creator OpenAI. Currently, Reed Smith has 130 users of the tool, Cunningham said.

The firm’s most popular use of Harvey early on has been its ability to summarize large documents, Cunningham said. Users have reported it generally lets them research a wider swathe of issues in less time, allowing for a more complete review of legal work, he said.

“We talk to clients about that,” Cunningham said. “For the same price you always pay for these matters, we can go a few steps further on some of these issues. So, it’s completeness and thoroughness.”

Reed Smith is also hiring in its data science, project management, and innovation lab units. Those employees will help the firm as it identifies practices to develop new AI-driven workflows, said Cunningham, who is based in Houston.

“We are explicitly going around the firm to find places where moving faster, doing a more thorough job, or lowering the cost of doing it are really the most helpful things,” he said. “And sometimes we have to reprice the work accordingly . ”

On the pricing front, Cunningham said some clients may be willing to pay more for closing deals more quickly, or the firm could price its services lower based on a higher volume of work that AI lets the firm handle more efficiently.

Robbins brings a computer science background with a long track record in the legal industry. He served as Epiq’s director of applied artificial intelligence for about a year before joining the firm. The former Sidley Austin partner, who worked as its director of knowledge management, also was previously general counsel of investment firm Morningstar.

Before earning his J.D. at University of Chicago Law School, Robbins was a software engineer and holds a master’s degree in electrical engineering and computer science from Massachusetts Institute of Technology. He’s also completing a master’s degree in data science this month from University of California at Berkeley. Robbins said he’s been working with artificial intelligence since the 1980s, but generative AI represented a step-change in what the technology can do for lawyers since it can analyze concepts rather than just words. Reed Smith under Cunningham’s leadership is focused on delivering AI to “deliver the results our clients expect,” Robbins said.

“When many organizations are just starting to figure it out, this team has been very thoughtfully assessing an array of alternatives and putting things in flight,” he said. “This is not happening by accident. Everything that’s being done is aligned to the mission of the firm.”

To contact the reporter on this story: Roy Strom in Chicago at [email protected]

To contact the editors responsible for this story: Chris Opfer at [email protected] ; John Hughes at [email protected] ; Alessandra Rafferty at [email protected]

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DEI is getting a new name. Can it dump the political baggage?

Under mounting legal and political pressure, companies’ DEI tactics are evolving.

Last year, Eli Lilly’s annual shareholders letter referenced the acronym for diversity, equity and inclusion 48 times. This year, “DEI” is nowhere to be found.

In March, Starbucks got shareholder approval to replace “representation” goals with “talent” performance for executive bonus incentives. At Molson Coors, “People & Planet” metrics have displaced environmental, social and governance (ESG) goals, and the acronym DEI has disappeared altogether.

Amid growing legal, social and political backlash, American businesses, industry groups and employment professionals are quietly scrubbing DEI from public view — though not necessarily abandoning its practice. As they rebrand programs and hot-button acronyms, they’re reassessing decades-old anti-discrimination strategies and rewriting policies that once emphasized race and gender to prioritize inclusion for all.

It’s a stark contrast to 2020, when the murder of George Floyd unleashed a racial justice movement that prompted companies to double down on policies aiming to increase opportunity for groups that have historically faced discrimination. Less than a year after the Supreme Court struck down affirmative action in colleges and universities — a landmark ruling that found race-conscious admissions violated the right to equal treatment under the Constitution — a growing contingent of critics is arguing that DEI creates inequalities of its own. Some conservatives have blamed DEI for a variety of problems, such as the Baltimore bridge collapse and Boeing’s safety woes, without providing evidence. Dozens of anti-DEI bills are being considered by state legislatures across the country, and DEI looks poised to become a wedge issue in this year’s presidential election.

Johnny C. Taylor Jr., chief executive of the Society for Human Resource Management, said that practitioners of DEI and its antecedents traditionally have focused on improving representation for historically marginalized groups, believing that “the magic bullet was diversity.”

“We underestimated that inclusion was the real challenge,” Taylor said. “Now people are saying, ‘Not only should we probably call it something different, we should probably evolve it.’”

This shifting landscape is forcing companies and consultants to adapt on the fly, with many acting preemptively to guard against the legal threats that have led some firms to recast or discard race-based initiatives. They’re renaming diversity programs, overhauling internal DEI teams and working closely with lawyers. Some are moving away from using racial and gender considerations in hiring and promotion, and toward approaches that focus more on inclusion.

To be sure, some companies have successfully fended off challenges. In April, a discrimination lawsuit against an Amazon grant program for Black, Latino and Native American contractors was dismissed by a federal court in Texas, though the plaintiffs have appealed. Pfizer and Starbucks have prevailed in court against similar legal attacks, though Pfizer modified the DEI program in question to make it race-neutral, according to court filings.

And many companies have held onto their programs since the Supreme Court ruled against Harvard and the University of North Carolina last June. Six months after the ruling, the employment law firm Littler Mendelson reported that 91 percent of the 320 executives surveyed said the ruling had not lessened their prioritization of DEI. In fact, 57 percent said they had expanded their DEI programming in the past year.

But that sentiment is far more subdued than it was in 2020, when corporate America poured more than $50 billion into racial justice causes. Meanwhile, the DEI industry — which was worth an estimated $9 billion in 2023, according to market researcher Fact.MR — is also rethinking its public face, consultants say.

Last fall, a few months after the Harvard-UNC decision, Taylor was already noticing growing antipathy toward the methods that companies, institutions of higher education and other organizations used to diversify in their ranks. So instead of referring to DEI, Taylor switched to calling these efforts “IED,” putting the focus on “inclusion” as DEI accrued cultural and political baggage. SHRM, the human resources association he heads, changed the name of its annual DEI conference to “Inclusion 2023.”

Some practitioners and executives dismissed the rebrand as superficial, Taylor said, a concession to political correctness. But months later, his strategy has proved prescient.

A growing number of companies — including language app Duolingo, JetBlue and Molson Coors — are either listing DEI as a “risk factor” in shareholder reports or removing mentions of diversity goals outright. A Bloomberg Law analysis found that two dozen public companies have incorporated similar risk-factor language into their filings. And several companies, including Kohls, Salesforce and Workday, have dropped references to diversity goals in regulatory filings, the Wall Street Journal reported .

Eric Ellis, CEO of Integrity Development, a DEI consultancy, said he’s seen the “branding merry-go-round” playing out for decades, tracing back to the wake of the civil rights movement. He expects the language to keep changing in response to public attacks, especially those by high-profile figures like Elon Musk, who in January wrote on his social media platform X that “DEI is just another word for racism.”

“If every day you’re getting pummeled and there is no effective strategy to protect the brand of DEI, there’s no doubt it’s going to be hard for it to survive,” Ellis said. “We keep adjusting.”

Starbucks is “a case in point” for how companies are altering terminology around DEI, said Brian Bueno, ESG practice leader at Farient Advisors, an executive compensation consulting firm. After Floyd’s murder by Minneapolis police, the company was among the first wave of firms incentivizing executives to achieve DEI targets, he noted.

In its proxy statement last year, Starbucks said it was “holding our senior leaders collectively accountable” for goals that focused “on improvement in Black, Indigenous, and Latinx representation at the manager level.” It also had goals around executive mentorship for BIPOC (Black, Indigenous, and other people of color) employees, scores on inclusive leadership surveys and other metrics, Bueno said.

But starting this year, Starbucks is weighting its incentive plan more toward financial performance, tethering representation-related rewards to “talent” goals. The company’s 2024 proxy statement references a goal to “ensure that leaders have accountability” for “creating a culture of belonging.”

“Starbucks was an interesting case because they did come out with very specific goals,” Bueno said. Now, “they’re moving them from a more prominent area of the bonus plan to a little more backstage.”

Bueno estimated that 35 to 40 percent of large-cap companies — those with a market capitalization of $10 billion or more — have some DEI targets in their executive bonus criteria. About half of them frame these policies around quantitative targets, while the rest take a more qualitative approach. Still, “companies are treading carefully,” given the legal climate, he said.

Starbucks has already withstood legal scrutiny of its policies: In September, a federal judge in Washington state threw out a lawsuit alleging Starbucks violated its duty to shareholders by endeavoring to diversify its workforce. The suit targeted the company’s goals for hiring people of color and awarding contracts to “diverse” suppliers and advertisers, as well as its tethering of executive pay to diversity goals.

Betsy McManus, a spokeswoman for Starbucks, said the company has a goal of achieving “racial and ethnic diversity of at least 30 percent at all corporate levels and at least 40 percent at all retail and manufacturing roles by 2025” in the United States.

“Real inclusion requires intent, and diversity creates stronger communities and workforce,” McManus said in a statement emailed to The Washington Post. “With that in mind, we continue to make improvements and changes to ensure Starbucks remains a diverse, inclusive, equitable and accessible company.”

Eli Lilly scuttled DEI from its proxy statement this year and dropped mentions of “racial justice” — from eight times in 2023 to one in 2024. It also eliminated a section on progress toward meeting its racial justice commitments, which had been included in 2023.

Yet the pharmaceutical giant still ties executive compensation to general goals of fostering diversity within the company — and it cites fostering a diverse workforce as a core priority. In a statement to The Post, the company said it removed the references to DEI “to avoid redundancies in reporting.” Information about the company’s diversity efforts and racial justice commitments are detailed in its latest “ESG report” as well as in a separate DEI report published last fall.

“Lilly is committed to diversity, equity and inclusion — they are foundational in every part of our organization and essential elements of our success as a company,” Eli Lilly said.

Molson Coors, meanwhile, erased DEI references from its “People & Planet” metrics, a change from 2023. This year, it says, fostering an “inclusive culture” is central to its efforts. The company did not respond to a request for comment.

Many large companies see a correlation between a diverse workforce and financial success, and routinely tout the “business case” for DEI. Companies with the highest racial, ethnic and gender representation are 39 percent more likely to financially outperform, according to a 2023 study by McKinsey & Co. involving more than 1,200 firms worldwide. In June of last year, a study by the ratings agency Moody’s found that companies with higher ratings tended to have a greater racial diversity on their boards and in their executive ranks.

In his annual letter to shareholders this year, JPMorgan Chase CEO Jamie Dimon emphasized that DEI “initiatives make us a more inclusive company and lead to more innovation, smarter decisions and better financial results for us and for the economy overall.”

Still, he said, JPMorgan will “scour” its programs to ensure they comply with the changing legal landscape. Similar assessments are playing out at Meta, Snap, DoorDash and Home Depot, which have culled their internal DEI teams in the past year. Others, such as Zoom, have outsourced their DEI work to consultants.

Marilyn Fish, an Atlanta-based employment attorney who specializes in affirmative action, said she’s seen companies “looking at policies more holistically” since the Harvard-UNC decision. Many of her clients — among them Fortune 500 companies — have renamed their programs to put “inclusion” up front, hoping it will resonate with employees.

Some of her clients recently moved away from employee resource groups that had identified some people as “members” and others as “allies.” Some opened up mentorship programs that were reserved for employees of certain races to people of all backgrounds.

“I do think that some programs were operating with an exclusivity that was potentially problematic,” Fish said. She doesn’t think the new labels matter much from a legal perspective. “What matters most is how their programs are being implemented.”

Joelle Emerson, chief executive of DEI consultancy Paradigm, considers corporate DEI to be “one of the most visible civil rights initiatives of the past decade.” Much like affirmative action before it, DEI has faced resistance from within organizations and outside them — and now it’s being thrust into the political limelight at a moment of acute polarization.

“ DEI has only been the acronym du jour since 2020,” Emerson said. “Regardless of what we call it, we’ve done a really poor job storytelling what this work is actually about.”

The rebranding is clearly being sparked by the “baggage” now associated with DEI, Emerson said. She pointed to conservative activist Christopher Rufo, who led the campaign to oust Harvard’s first Black president, Claudine Gay, framing her exit as “the beginning of the end for DEI in America’s institutions.”

“Companies with leaders that might be particularly supportive of DEI might also be the ones that are uniquely averse to drawing scrutiny,” Emerson said. “A lot of the companies that were vocal in the past have already been sued.”

Rhonda Moret, founder of Elevated Diversity, a DEI consultancy, said she’s seen “a shift in what we’re being asked to do.” Demand for programs such as unconscious bias training — high a few years ago — has dried up, she said. But there’s been a spike of interest in employee resource groups, particularly those that aren’t race-based, such as groups for caregivers, veterans and first-generation Americans.

Like many consultants, Moret has been tweaking the terminology she uses to describe her work, now framing it as L&I (leadership and inclusion). She prides herself on having always taken an “inclusion-forward” approach, and she’s noticed the movement away from emphasizing “diversity” in her field.

But she’s conflicted about whether to follow the tide and change Elevated Diversity’s name.

“I am what someone thinks of when they think of diversity,” said Moret, who is Black. “Do I want to change who I am to be able to fit into another model? I still haven’t decided.”

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Reporting by Yuvraj Malik and Aditya Soni in Bengaluru; Editing by Devika Syamnath

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