Author: Sayli

Start With the Risk You Actually Need to Manage

A defensive portfolio shouldn’t be designed to avoid every loss. That’s impossible. Its job is to reduce the chance that one bad market cycle derails years of progress.

The distinction matters because many investors confuse defense with retreat. They sell growth assets, increase cash holdings and choose only low-volatility investments. The portfolio may feel safer, but it can quietly lose purchasing power to inflation and struggle to support long-term goals.

A better starting point is to identify the risks that matter most. These may include a major market decline, a sudden need for cash, rising inflation, falling business income or heavy exposure to one industry. Once those risks are clear, investments can be selected for a purpose rather than simply because they appear safe.

Keep Growth Assets in the Portfolio

Equities still belong in a defensive strategy. Full stop.

Companies can increase prices, expand earnings and develop new products, giving quality shares the potential to outpace inflation over time. Removing them entirely may reduce short-term volatility, but it also weakens the portfolio’s long-term growth engine.

The defensive move isn’t to abandon equities. It’s to become more selective. Investors may favor profitable companies with manageable debt, reliable cash flow and products that remain in demand when spending slows. Healthcare, consumer staples, infrastructure and established technology businesses can all play a role, though no sector offers guaranteed protection.

Broad diversification also matters. Holding investments across different industries, regions and company sizes reduces dependence on a narrow group of market winners. A portfolio built around five fashionable stocks isn’t diversified. It’s a bet wearing a smart jacket.

Give Cash a Clear Job

Cash provides flexibility, but too much of it can become a drag.

A reasonable reserve can cover upcoming expenses, emergencies and opportunities created by falling markets. It may also prevent an investor from selling shares during a downturn simply to meet a short-term obligation. That’s useful defense.

Beyond that level, large cash balances can lose real value when inflation exceeds the interest earned. The right amount will vary based on income stability, debt, spending needs and investment time frame. Business owners may require a larger buffer because their personal income and company performance can weaken at the same time.

Some investors work with business wealth specialists to separate personal liquidity needs from operating capital, tax obligations and long-term investment funds. This can help prevent money intended for one purpose from being used impulsively for another.

Use Fixed Income With More Precision

Bonds are often treated as the automatic defensive choice, but the details matter. Interest-rate movements, inflation and issuer quality can produce very different outcomes.

Shorter-duration bonds may experience less price sensitivity when rates change, while high-quality government and investment-grade corporate debt may offer greater stability than lower-rated credit. Treasury inflation-protected securities can also help address the risk that rising prices erode future purchasing power.

Still, fixed income shouldn’t be expected to solve every problem. Long-duration bonds can fall sharply when rates rise, and high-yield debt may behave more like equities during periods of financial stress. Labels can be misleading. “Bond” doesn’t always mean “boring,” and boring isn’t always bad anyway.

A mix of maturities and credit qualities can create a steadier income foundation without locking the entire portfolio into one interest-rate view.

Add Assets That Behave Differently

A defensive portfolio becomes stronger when its components don’t all react the same way to the same event.

Listed infrastructure, selected real estate investments, commodities and precious metals may respond differently from traditional shares and bonds. Their purpose isn’t necessarily to deliver the highest return. It’s to reduce reliance on a single economic outcome.

Physical gold, for example, doesn’t produce income and its price can fluctuate. It may still appeal to investors seeking a tangible asset that sits outside the banking system and isn’t tied to the performance of one company. Australians researching where to buy gold bullion in Melbourne should consider dealer reputation, product premiums, authenticity, insurance, secure storage and the process for selling later within the local market.

Alternative assets should remain proportionate. Adding a small allocation can improve diversification. Building half a portfolio around one defensive idea simply creates a new concentration risk.

Avoid Chasing Yield for Comfort

Income can feel reassuring, especially during volatile markets. Yet a high yield often signals higher risk, not greater safety.

Investors sometimes reach for heavily indebted dividend stocks, speculative property trusts or lower-quality bonds because the headline income looks attractive. That strategy can work until earnings weaken, refinancing costs rise or distributions get cut. Then both the income and capital value may fall together.

A defensive income strategy should focus on durability. Can the company support its dividend through cash flow? Can the borrower continue paying interest during a slowdown? Is the property income backed by reliable tenants and sensible debt?

The best yield isn’t always the highest one. It’s the yield most likely to survive an ugly year.

Rebalance Instead of Reacting

Market movements naturally push portfolios away from their intended allocations. Strong equity markets can leave an investor holding more shares than planned, while a selloff can create an oversized allocation to cash and bonds.

Rebalancing restores the original risk balance by trimming assets that have grown beyond their targets and adding to those that have fallen below them. It sounds simple. Emotion makes it difficult.

Selling recent winners can feel premature. Buying assets after a decline can feel reckless. Yet disciplined rebalancing forces investors to make decisions based on structure rather than fear or excitement.

The schedule doesn’t need to be constant. Reviews once or twice a year, or whenever an asset class moves beyond a defined range, may be enough for many long-term portfolios.

Measure Defense by Outcomes, Not Volatility Alone

A portfolio that rarely moves isn’t automatically successful. The real test is whether it can fund future goals, preserve purchasing power and withstand periods of stress without forcing damaging decisions.

That requires balance. Growth assets provide long-term return potential. Cash handles near-term needs. Fixed income adds stability and income. Alternative assets broaden the sources of risk and return.

Too much aggression can make a portfolio fragile. Too much caution can make it ineffective.

Good defense doesn’t hide from the market. It stays prepared, diversified and capable of moving forward when conditions improve.

Hiring across borders sounds straightforward until you’re dealing with three different labor codes, payroll running in five currencies, and a new employee in Germany waiting on a contract that should have been ready last week. The best Employer of Record platforms exist precisely because managing this gets complicated fast. Keeping up with local labor law changes, managing multi-currency payroll across time zones, and building locally compliant benefits packages are full-time problems on their own. After reviewing dozens of EOR providers across country coverage, service reliability, and what users actually report, this guide breaks down the seven platforms worth your attention.

The shortlist methodology

Publicly available data, including user reviews, verified ratings, case studies, and feature details from official websites and review platforms, shaped every pick here. Only providers with a proven track record in HR technology made the cut.

→ See the full research breakdown

• Borderless AI – Best for global hiring and payroll for venture-backed startups and multinational enterprises
• Safeguard Global – Best for global SMB workforce management and employer of record services
• Plane – Best for global companies managing diverse worker types
• Emerald Technology – Best for global talent acquisition and international workforce expansion
• G-P (Globalization Partners) – Best for global employment and international workforce management
• Asanify – Best for global payroll and HR management for startups and SMEs
• Wisemonk – Best for companies hiring remote teams in India

The Stakes Behind Choosing the Best Employer Of Record Platforms

Picking the wrong EOR platform doesn’t just slow you down. It exposes your company to misclassification risk, payroll errors, and local labor law violations that can take months to untangle.

Local employment laws change constantly, and what was compliant in one country last quarter may not be today. Payroll running late or in the wrong currency erodes employee trust faster than almost anything else.

The right platform shortens your time-to-hire, keeps payroll accuracy high, and gives you confident access to more countries without building legal entities from scratch. That kind of operational reliability compounds over time, especially when you’re scaling into five or ten new markets at once.

7 Employer Of Record Platforms Compared

Note: All data in this table is sourced from review platforms and the official websites of the listed companies.

• Borderless AI – Best for Global Hiring and Payroll at Scale

What Makes Borderless AI Unique?

Borderless AI is an AI-native EOR platform covering 170+ countries, built from the ground up around AI agents rather than updating manual workflows with automation after the fact. Their HRGPT agents draft compliant contracts, answer labor law questions in 170 languages, and flag classification risks in real time. The zero salary deposit requirement removes a classic friction point for fast-moving companies, and their real-time payroll processing through Nium means employees aren’t waiting. For startups and enterprises moving quickly into new markets, that mix of speed and compliance coverage is genuinely hard to match.

Where Does Borderless AI Win for Employer Of Record Platforms?

Borderless AI directly tackles the bottleneck of slow, manual contract generation by cutting the process from weeks down to under ten minutes through AI-driven contract generation and compliance checks. For teams hiring across multiple jurisdictions at the same time, that speed without sacrificing legal accuracy is exactly what makes this platform stand out.

What the Reviews Show:

Borderless AI holds a 4.9 out of 5 on G2, which is a strong signal for a platform launched in 2022. Users respond well to the platform’s speed and how it handles compliance questions without needing to loop in legal teams constantly. Backed by high-profile investors and early enterprise clients, the credibility is there.

• Safeguard Global – Best for SMB Global Workforce Management

What Makes Safeguard Global Unique?

Safeguard Global pioneered the EOR industry back in 2010 and has spent 17+ years building out coverage across 187 countries. They back their technology with 400+ local experts spread across 70+ countries, which means the platform isn’t just software making educated guesses about local employment law. That mix of automated tools and real human expertise is where they stand apart. More than 2,000 organizations trust them for global workforce management, and they’ve earned recognition from HRM Asia and NelsonHall for how they blend fresh thinking with on-the-ground knowledge.

Where Does Safeguard Global Win for Employer Of Record Platforms?

Safeguard Global solves the classic SMB problem of needing enterprise-grade global compliance support without enterprise-grade budgets or internal HR teams. Their decision to sharpen their focus on mid-market organizations (after stepping back from enterprise payroll) shows genuine strategic clarity about who they serve best.

What the Reviews Show:

The recognition speaks for itself here. A Gold Award from HRM Asia for Best EOR Service Provider and a leadership position in the NelsonHall NEAT report aren’t things you pick up by accident. Users consistently point to the human support layer as a differentiator, especially for companies handling their first international hires.

• Plane – Best for Managing Diverse Global Worker Types

What Makes Plane Unique?

Plane brings contractors from 240+ countries and employees from 100+ countries into a single payroll system, which cuts out the messy reconciliation that usually shows up at the end of every pay cycle. Their platform positions itself as the first payroll tool built natively for AI agents, with API, CLI, and MCP support baked in. Help Scout reportedly cut their monthly payment operations from hours down to about ten minutes after switching. The unified single-payroll-run approach means US employees, global contractors, and EOR hires all get handled in one pass.

Where Does Plane Win for Employer Of Record Platforms?

Plane handles the specific headache of managing multiple worker classifications across different jurisdictions without requiring separate platforms or complex connections between tools. For companies with a mix of full-time staff, contractors, and EOR employees spread across dozens of countries, that single-system approach reduces both errors and admin time.

What the Reviews Show:

G2 and similar platforms recognize Plane as a strong contender in the global payroll space. Clients like AngelList and Help Scout point to the operational time savings as the standout benefit. The automated layer also gets mentioned frequently by technical teams who want payroll to work within their existing automation stack.

• Emerald Technology – Best for Global Talent Acquisition

What Makes Emerald Technology Unique?

Emerald Technology brings 20 years of experience to global talent acquisition and EOR services across 150+ countries. Their strongest differentiator isn’t the technology stack. It’s the dedicated human advisors who work directly with clients rather than routing everything through a self-serve portal. For companies expanding into unfamiliar markets where local nuance matters, that personalized approach adds real value. Their end-to-end service covers talent acquisition through employment management, which means clients don’t have to stitch together separate solutions for sourcing and compliance.

Where Does Emerald Technology Win for Employer Of Record Platforms?

Emerald Technology addresses the challenge of hiring in markets where local context makes a material difference to both candidate experience and legal compliance. Their two-decade track record across 150+ countries means their advisors have seen most of the tricky scenarios before and know how to handle them.

What the Reviews Show:

Client testimonials point consistently to Emerald’s contract setup process and the quality of proactive advice from their team. Clients value the human-first model, especially when entering markets where a self-serve platform might miss important local nuances. Detailed public case studies are limited, but the direct feedback pattern is clear.

• G-P (Globalization Partners) – Best for Global Employment at Enterprise Scale

What Makes G-P (Globalization Partners) Unique?

G-P covers 180+ countries with their own legal entities in most jurisdictions, which is a meaningful structural advantage over providers that rely on third-party partners. Their Global HR Agent (G-P Gia) and a reported 100% pass rate on all compliance reviews back up their leadership position in the industry. Founded in 2012, they reached a $4.2 billion valuation in 2022 (think enterprise scale), and they hold the top spot in both Everest Group and NelsonHall analyst reports. That kind of recognition from serious analysts isn’t easy to earn.

Where Does G-P (Globalization Partners) Win for Employer Of Record Platforms?

G-P solves the entity ownership problem that trips up many EOR providers by directly controlling their own legal structures in most markets, which removes intermediary risk from the compliance chain. For enterprises that need maximum certainty across many countries at once, that direct control translates to lower compliance incident rates and faster resolution when issues do arise.

What the Reviews Show:

G-P has earned recognition as a Fast Company World Changing Idea and a Top 50 Inspiring Workplace, adding to an already strong awards list that includes ADP Partner of the Year. Enterprise clients point to reliability and compliance depth as their strengths, with the AI tooling increasingly mentioned as a reason to stay rather than just to start.

• Asanify – Best for Startups and SMEs Managing Global Payroll

What Makes Asanify Unique?

Asanify is an all-in-one HR and payroll platform built for small businesses and distributed teams, with payroll execution that reportedly runs in five seconds across 200+ countries. Founded in 2019 by alumni from IIT, IIM, and ISB, the technical depth is real. They carry SOC 2 Type II, ISO 27001, and GDPR compliance (not cheap certifications to maintain), and they serve 2,000+ customers including Techstars, Y Combinator, and Sequoia portfolio companies. Gartner’s Capterra has ranked them as India’s number one HR and payroll solution for startups and SMEs, which carries weight in their home market.

Where Does Asanify Win for Employer Of Record Platforms?

Asanify targets the specific gap between “too small for enterprise EOR pricing” and “too global for simple payroll tools,” which is where most early-stage and growth-stage startups actually sit. Their automation-driven HRMS reduces the manual compliance work that tends to overwhelm small HR teams handling multi-country operations for the first time.

What the Reviews Show:

Recognition from NASSCOM’s 10,000 Start-ups program and Y Combinator’s Startup School gives Asanify credibility beyond just user reviews. Startup founders and small HR teams consistently point to the speed of payroll processing and how easy it is to manage global contractors without needing dedicated compliance staff.

• Wisemonk – Best for Hiring Remote Teams in India

What Makes Wisemonk Unique?

Wisemonk focuses exclusively on the Indian market, which sounds like a limitation until you realize how complex hiring in India actually is. They cover EOR, PEO, payroll, compliance, benefits, tax planning, and even equipment procurement for remote employees, all within one provider. Founded in 2020 and based in Bengaluru, they serve clients ranging from single hires to multi-person team buildouts (they’ve managed a 40-member product team setup). For US and European companies building tech teams in India, Wisemonk’s market-specific depth is something no global generalist can easily replicate.

Where Does Wisemonk Win for Employer Of Record Platforms?

Wisemonk solves the depth problem that comes with hiring in India, where tax structures, state-level compliance differences, and benefits expectations require more than surface-level knowledge. Their transparent pricing model with no hidden fees also removes the cost uncertainty that makes global EOR budgeting frustrating.

What the Reviews Show:

Wisemonk holds a 4.7 out of 5 rating from 153 validated users on G2, that’s a meaningful sample size for a small, focused provider. Founders and HR leaders at fast-growing startups across the US, Europe, and Southeast Asia point to the team’s responsiveness and India-specific knowledge as the main reasons they chose Wisemonk over larger global platforms.

Selection Framework: How Each Pick Was Evaluated

The research behind this list started broad and got progressively tighter as each candidate was examined against real evidence rather than marketing copy.

The Data Collection Phase

The initial longlist was built by pulling from HR technology directories, review platforms like G2 and Capterra, analyst reports from groups like NelsonHall and Everest Group, and the official websites of active EOR providers. The goal at this stage was breadth, capturing as many credible players as possible before applying filters. Case studies referenced by the companies themselves were also collected at this phase to understand the types of clients and markets each provider actually serves.

Initial Selection Criteria Applied

Once the longlist existed, companies without verifiable public presence or documented client outcomes were removed. Review patterns were analyzed rather than just averaged scores, looking at what specific problems users mentioned repeatedly and whether negative feedback pointed to widespread issues or isolated incidents. Providers that appeared only on their own marketing materials without third-party validation did not make the cut.

How the Picks Stand Up to Scrutiny

Claims made on company websites were cross-referenced against what actual users reported in reviews and public case studies. Where a provider claimed a specific capability, like a certain number of supported countries or a compliance pass rate, that claim was checked against independent sources where available. Providers whose public claims consistently matched reported user results scored higher on reliability.

The Authority Layer

Awards from credible industry organizations, mentions in analyst reports, and original research published by the providers themselves were factored in as authority signals. Recognition from groups like NelsonHall, Everest Group, HRM Asia, and Fast Company carries different weight than self-reported accolades. Providers with consistent third-party recognition across multiple credible sources were treated as stronger candidates.

Employer Of Record Platforms Case Files

Each shortlisted provider was checked for dedicated service pages covering their EOR and payroll capabilities, verified client reviews with enough detail to confirm the use case, and relevant case studies showing results in real hiring scenarios. Providers with thin service documentation or vague client outcomes were ranked lower, regardless of brand recognition. The final seven reflect a balance of country coverage, service depth, user satisfaction, and demonstrated reliability across different company sizes and hiring needs.

Finding the Right Employer Of Record Platforms for Your Needs

The right EOR platform depends on where you’re hiring, how fast you’re growing, and what your internal HR team can realistically handle. Here are the factors worth weighing before you commit.

• Industry/Domain Experience: Look for providers with documented experience in your target hiring markets. A platform covering 180 countries matters less if they have thin coverage in the three countries you actually need.

• Features and Services: Some platforms handle EOR only. Others combine EOR with contractor management, global payroll, benefits, and equipment procurement. Match the feature set to your actual operational needs, not a theoretical future state.

• Pricing Structure: EOR pricing varies significantly, and hidden fees around salary deposits, benefits setup, or contract termination can add up fast. Transparent, predictable pricing protects your budget planning.

• Results Measurement: Time-to-hire, payroll accuracy rates, and compliance incident frequency are the metrics that matter most. Ask providers how they track and report on these before signing anything.

• Industry Knowledge and Compliance: Local labor law changes constantly. Providers with in-country legal experts or AI systems trained on current employment law offer more reliable compliance than those relying on static documentation.

Final Words

Choosing among the best Employer of Record platforms comes down to matching your specific hiring geography, company size, and internal capacity to the platform that actually fits. G-P leads on enterprise global coverage, Borderless AI stands out for AI-native speed, Wisemonk owns the India-specific niche, and Safeguard Global remains the trusted choice for growing SMBs. The EOR market is getting more competitive and more capable every year, which benefits the companies using these platforms to build global teams faster and with fewer compliance risks.

Your car gets totaled. Suddenly you’re facing a process most people have never dealt with before. Insurance adjusters move fast, initial offers tend to come in lower than fair market value, and the window to push back is shorter than you’d expect. Getting the best value for a totaled car after an accident isn’t just about squeezing out extra dollars; it’s about understanding your rights and making sure the settlement actually reflects what your vehicle was worth before the crash.

Understanding Your Totaled Car’s Current Market Value

The first step in getting a fair settlement is knowing what your car was actually worth before the accident. And that number is almost never what the insurance company puts on the table first. Resources focused on getting the most money from insurance for totaled car situations consistently point to one essential truth: your vehicle’s actual cash value is a figure you need to research and verify yourself, not simply accept from an adjuster.

Insurance companies use proprietary valuation tools and databases. They may not account for your specific vehicle’s condition, recent upgrades, or current local demand. The gap between what they offer and what your car is genuinely worth can range from a few hundred to several thousand dollars.

Before you sign anything or accept a check, take the time to understand the calculation. Pull comparable listings in your area. Review what similar vehicles sold for recently. Cross-reference multiple sources so you walk into any negotiation with hard numbers rather than a rough guess.

How Insurance Companies Determine a Total Loss Settlement

Insurance companies declare a vehicle a total loss when the cost to repair it exceeds a set percentage of its actual cash value, typically between 70% and 80% depending on the state. Once that threshold is crossed, the insurer calculates what your car was worth immediately before the accident and offers you that amount minus your deductible.

They use platforms like CCC One and Mitchell, which pull data from dealer listings, auction results, and historical sales. Here’s the catch: these platforms can pull comps that don’t accurately match your vehicle’s trim level, mileage, or condition. An adjuster might compare your loaded SUV with a base-trim model in a different market or use listings that are months old.

You have every right to ask for a full copy of the valuation report and challenge specific comparables that don’t reflect your car’s actual specs. Understanding this process is foundational to any effective dispute, so request the report early and read every line.

Gathering Documentation to Support a Higher Valuation

Strong documentation separates a successful dispute from one that stalls. Before you speak to an adjuster about a settlement figure, pull together every record you have on the vehicle:

• Maintenance and service records showing consistent, timely upkeep
• Receipts for recent repairs, replacements, or upgrades (new tires, brakes, battery, audio system)
• A Carfax or AutoCheck report confirming clean title history
• Current listings for comparable vehicles in your local market from Edmunds, Kelley Blue Book, and private dealers
• Photos of the vehicle’s condition before the accident, if available

Each item supports the argument that your car was in above-average condition and warrants a higher valuation. An adjuster who sees a vehicle with detailed service records and recent high-value repairs has a harder time defending a low comparable. Organize everything into a clear file before you open negotiations; present your evidence calmly and thoroughly. Vague claims that your car “was in great shape” carry almost no weight. Itemized receipts and dated records? Those carry significant weight.

Strategies to Get the Most from Your Insurance Payout

Once you understand how the valuation process works, the next step is to act on that knowledge with a clear plan. Accepting the first offer is almost never in your interest. Two main paths consistently help owners recover more from a total loss claim: disputing the offer directly with documented evidence, and exploring whether selling the salvage title vehicle privately makes more financial sense than surrendering it to the insurer.

Disputing the Initial Settlement Offer with Evidence

A formal dispute doesn’t require an attorney, though having one helps in complex situations. To dispute effectively, respond in writing with specific counter-evidence rather than just expressing dissatisfaction. Start by identifying every comparable vehicle in the insurer’s report that doesn’t match your car’s trim, mileage, or condition. Then pull your own comps from Carfax, Autotrader, and local dealerships that do match.

Submit these alongside your maintenance records and any independent appraisal you commission from a licensed vehicle appraiser. Many states allow you to demand an independent appraisal as part of the claims process; insurers are required to engage with the results. A licensed appraiser typically charges between $150 to $300, and that fee frequently pays for itself many times over in the final settlement.

Keep every exchange in writing. Follow up phone calls with an email summary. Document the timeline carefully. And if the dispute stalls, filing a complaint with your state’s department of insurance often prompts a faster response from the insurer.

Selling the Vehicle Yourself Instead of to Insurance

There’s an option many people overlook: keeping the salvage title and selling the vehicle independently rather than surrendering it to the insurance company. The insurer will deduct the salvage value from your payout if they take possession of the car. But if you retain the title and sell it yourself, you can sometimes recover more than that deducted amount on your own.

Salvage buyers, rebuilders, and online platforms that connect damaged-vehicle sellers with buyers often pay more for a totaled car than the insurer’s internal salvage estimate. Notify your insurance company that you intend to retain the vehicle; that’s your right in most states. You’ll receive the settlement amount minus the salvage deduction, then sell the car separately.

This approach works best for newer or popular vehicles where parts or rebuild value is high. Compare the insurer’s salvage estimate against real offers from salvage yards and online buyers before you decide.

Alternative Ways to Extract Value From Your Totaled Vehicle

Not every totaled car is worth pursuing through the insurance dispute process, especially if the vehicle is older or had high mileage before the accident. Two other options can still put money in your pocket or reduce your tax liability: selling to a salvage or scrap buyer, or donating the vehicle to a qualified charity.

Salvage and Scrap Options for Damaged Cars

Salvage yards and scrap metal buyers are the most straightforward market for a heavily damaged vehicle. They typically buy totaled cars for parts; prices vary based on several factors:

• The vehicle’s make, model, and year (popular models with high parts demand fetch more)
• Current scrap metal prices, which fluctuate with commodity markets
• The extent of structural damage and which systems are still intact
• Your location, since local demand for specific parts affects offers

Get at least three to four quotes from different salvage yards and online scrap services before accepting any offer. Platforms that provide instant online quotes for damaged vehicles make it easy to benchmark offers quickly.

If your car has valuable components like a newer engine, transmission, or intact electronics, mention those details; they can push the offer higher. Scrap metal prices are publicly tracked, so look up the current rate per ton and use it as a baseline when you evaluate bids from scrap buyers.

Donating Your Totaled Car for Tax Benefits

Donating a totaled car to a qualified 501(c)(3) charity is a legitimate way to extract value, particularly if the vehicle’s market value is low and the hassle of selling it privately isn’t worth your time. The IRS allows you to deduct the fair market value of a donated vehicle, subject to specific rules.

If the charity sells the car rather than using it directly, your deduction is typically limited to the gross sale proceeds. If the charity uses the vehicle in its programs, you may deduct the fair market value, which for a salvage-title car with parts value can still represent a meaningful deduction. Request written acknowledgment from the charity, including any sale price if they sold it. Consult IRS Publication 4303 for the exact rules on vehicle donation deductions. Keep in mind this path makes the most sense if you itemize deductions on your tax return rather than taking the standard deduction.

Conclusion

To get the best value for a totaled car after an accident, treat the claims process as a negotiation, not a formality. Research your vehicle’s actual cash value before you engage with the insurer. Document everything that supports a higher figure. Don’t accept the first offer without a thorough review. If the settlement won’t budge, consider whether retaining the salvage title, selling privately, or donating the vehicle makes more financial sense for your situation. The difference between a passive and an informed approach can be thousands of dollars, and that money is yours to recover.

As the United States faces multiple public health crises, the next generation of leaders in healthcare and health education must be prepared. They will need effective communication, adaptability, decision-making, and collaboration skills to lead their teams through the complex environments of their field.

The Centers for Disease Control and Prevention (CDC) has officially recognized that America is experiencing a mental health crisis, alongside a workforce shortage and an aging population problem. While this trend was observed before COVID-19, it was worsened by pandemic-related factors.

Statistics from the National Alliance on Mental Health (NAMI) reveal that millions of people are affected by mental illness. More than one in five US adults experience a serious mental health condition every year.

Structured academic pathways that shape future leaders, often found at institutions like Rockhurst University, are crucial in combating the United States’ public health crises. These institutions provide professionals with a place where they can refine their leadership voice and develop skills needed to influence the future of care and health education.

The mental health crisis

The World Health Organization (WHO) reports that more than a billion people are living with a mental health condition worldwide. According to NAMI, US adults make up more than 60 million of this figure.

The mental health crisis is also impacting youths in particular. One study published in the National Library of Medicine found that in 2023, almost 40% of high school students were reporting persistent feelings of sadness or loneliness.

Combating this crisis will require the next generation of leadership to focus on public health measures. They will need the ability to leverage public health data, science, and systems to improve mental health outcomes and awareness.

Stigma, prejudice, and discrimination around mental health remain a massive barrier to accessing care, especially in diverse racial and ethnic communities. Statistics reveal that this contributes to more than half of people not receiving support for their mental health disorders. 

Strong public health leadership can help through:

• Normalizing receiving mental health care through promotion
• Involving the participation of people with “lived experience” in care
• Targeting groups and communities where the stigma is problematic
• Tailoring campaigns to the specific community, language, and culture

The workforce shortage

The United States is currently experiencing a workforce shortage that is exacerbated by factors like the country’s aging population and extreme levels of burnout. It’s estimated that there will be a shortfall of up to 86,000 physicians by 2036.

As of 2025, statistics from the Bureau of Health Workforce report that 92 million people live in a primary care Health Professional Shortage Area (HPSA). Additionally, 64 million live in a dental health HPSA, and a total of 137 million people live in a mental health HPSA. 

The workforce shortage is impacting all areas of healthcare, and living in an HPSA is linked to several negative outcomes, including:

• Workers experiencing higher levels of burnout

• People living in HPSAs are linked to higher prevalence of chronic disease

• Residents in HPSAs are more likely to report a worse health status and difficulty accessing care

The up-and-coming next generation of healthcare leaders will need the skills to campaign for better working conditions to combat burnout and increase employee retention. 

Declining vaccination rates

New data from the CDC reveal that childhood vaccination rates across the United States continue to drop. Only 10 states in the country had coverage above 95%, which has led to immunization gaps causing measles outbreaks in multiple states, a disease once declared “eliminated” in the country back in 2000.

With multiple vaccine rates dropping, it’s also possible the country will see a rise in cases of illnesses such as pertussis (whooping cough). This decline in vaccination rates is due to a rise in misinformation and distrust, pandemic burnout, and healthcare access barriers. 

The declining vaccine rates are a growing issue that falls on the shoulders of healthcare leaders and educators. Health literacy rates are currently at an all-time low, with nearly nine out of ten adults struggling with it. This is contributing to negative outcomes, including declining vaccine rates.

Healthcare leaders and education

Healthcare leaders, such as stakeholders in clinics, hospital systems, and state agencies, play a crucial role in health education. Health education is the process of health professionals empowering individuals and communities to better access, understand, and utilize information to make informed decisions about their own health. 

America’s health literacy can improve through health education initiatives, such as public health campaigns and leaders investing in education. The next generation of health leadership must learn the skills necessary through formal education at institutions like Rockhurst University so they can combat the multiple health crises the country faces.