Usage-based and hybrid pricing models are changing how B2B companies generate revenue — and creating new headaches for the finance teams behind them.

Tabs co-founder Rebecca Schwartz and PwC Partner Amit Dhir sat down to unpack exactly what that means in practice: how pricing model decisions ripple into revenue recognition, forecasting, and financial ops — and what it takes to scale without piling on manual work.

Watch the on-demand recording to get practical frameworks, real-world examples, and a clear path to operationalizing usage-based revenue — including a forward-looking take on how AI will reshape financial workflows. If your team is navigating pricing complexity heading into the back half of the year, this is worth an hour.

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Yesterday was Veterans Day. Flag graphics, logos recolored olive drab for twenty-four hours, the word "heroes" doing a lot of work. Today it is gone and you are back on the same application you were filling out on Tuesday.

Here is something that is not a banner. Scroll to the bottom of the last posting you applied to. If the fine print says the company is an equal opportunity employer of protected veterans, that is a disclosure, not decoration. It means the employer holds federal contracts over a dollar threshold and carries obligations toward you that almost no veteran has been walked through.

This fall that set got smaller. On August 21 the Department of Labor published final rules stripping out a decade of contractor compliance machinery. Form CC-305, the disability self-identification invitation, is discontinued. The seven percent disability utilization goal is gone. The regulations implementing Executive Order 11246 were rescinded outright.

The veteran provisions survived, because they come from a statute Congress passed in 1974 rather than an executive order. The VEVRAA rule published that same day was almost entirely technical. Which leaves the veteran box as close to the last item in that demographic block still wired to a working mechanism. Here is what it is wired to.

Most people assume "protected veteran" means Vietnam era or a service-connected disability, decide it is about somebody else, and click past. The category is much wider. DOL recognizes four groups: disabled veterans, recently separated veterans (within 36 months of discharge), active duty wartime or campaign badge veterans, and Armed Forces service medal veterans.

The wartime category is where the surprise sits. VEVRAA lives in Title 38, which defines the Persian Gulf War as starting August 2, 1990, with no end date attached. OFCCP's FAQ states the consequence plainly: a veteran who served on active duty during any period of war and was not dishonorably discharged is an active duty wartime veteran. In practice that sweeps in most people who served on active duty at any point in the last thirty-five years. If you have been skipping the box because you assumed it was not meant for you, retest that today.

None of this matters unless the employer is covered, and the posting tells you in the part nobody reads.

Covered contractors must state in their solicitations and advertisements that they are an equal opportunity employer of protected veterans. OFCCP has also said that shortening this to "D" and "V" is not acceptable, because jobseekers will not understand it, so the tagline has to spell out at minimum "disability" and "vet."

That makes the tell concrete. A line reading "Equal Opportunity Employer: Minorities / Women / Protected Veterans / Individuals with Disabilities" means a covered federal contractor. A bare "we are an equal opportunity employer" with no mention of veterans usually means you are not. Second tell: contractors running electronic applications must make the Know Your Rights poster available during the application, often as a prominent link. See that link, and you are in the right building.

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This is the mechanism, and the reason the headline says queue.

VEVRAA requires covered contractors to list most of their openings with the employment service delivery system, which in plain English is the state workforce agency job bank where the opening occurs. That system is then required to give covered veterans priority in referrals to those openings. DOL's own language on self-identification is blunt: by self-identifying you could become a priority referral, because contractors must tell the state system they want priority referrals of protected veterans. With its first listing, the contractor also has to name itself as a federal contractor seeking those referrals and hand over contact details for the official responsible for hiring at each of its locations in that state.

The carve-outs are narrow: executive and senior management positions, roles filled from within, and jobs lasting three days or less. Everything else gets listed.

Remote work has its own rule and it runs in your favor. DOL says that when a job is performed entirely by telework there is no fixed place where the opening occurs, so the contractor may list it with a delivery system in any area where qualified candidates might be found. Your state's job bank can be carrying remote contractor roles with no connection to your state at all.

So go stand in the line. Register with your state workforce agency job bank, flag veteran status in the profile, and ask your American Job Center for the disabled veterans outreach program specialist or the local veterans employment representative.

Contractors must invite self-identification twice, once before an offer and once after. Most candidates skip the first and answer the second, which is backwards.

The pre-offer invitation is what puts you into the applicant-side numbers the contractor documents annually: protected veteran applicants, total applicants, protected veteran hires, total hires, kept three years. OFCCP also resolved the question people quietly worry about. If you self-identify before the offer and not again afterward, the contractor may still count you as a protected veteran.

Declining is lawful, common, and cannot be held against you. Keep it a real choice. Just stop making it by reflex.

Overselling this will cost you. The national hiring benchmark is a yardstick for outreach, not a quota, and missing it is not by itself a violation. There is no points system here like veterans' preference in federal civil service. A private contractor is not required to hire you.

What you get is narrower and still worth having: nondiscrimination and anti-retaliation coverage specific to your status, a referral channel most of your competition is not standing in, and presence in a dataset the employer must assess every year for whether its veteran outreach is working. If it concludes the effort failed, it has to try something else. Be in the data that drives that conclusion.

When a recruiter at a covered contractor reaches out, skip the thank-you-for-your-service exchange and ask a process question:

Two things happen. You learn whether their compliance is real or theoretical, which tells you something about the company. And you signal that you understand the machinery you are standing inside, which is a different credential than the one on your DD-214.

The banners come down every November 12. The statute does not.

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