If you want to hire AI-native talent, use this Grok @bot. Only .2% of people are considered 'AI-native', so how do you find them? Hint: it's not going to be traditional talent managers because they're just too slow. Our talent bots: • Manage our applicant tracking system (ATS) • Pre-screen based on our criteria (e.g. 2 promotions ideally at 2 different companies; avg 3 year tenure) • If they're interested, we send 7 pre-screening questions and apologize in advance, saying we are only looking for AI-native individuals • Then we use Jev to eval based on their responses • Best ones get shortlisted for a real screening call This re-imagines the hiring process by saving both sides a ton of time. Around 37.5% of people respond to the 7 pre-screening questions, and only 4% pass the screen In the video below, you’ll see the actual workflow and the early report, including zero graded passes and zero bookings on a new run. Just remember that someone still has to check the permissions, missed runs, and missing records, then keep improving it. It ain't all sunshine and rainbows right now, but it will be soon. Bot link in first comment. 00:00 Why talent is the X factor 01:19 How Grokbot and Jev fit together 04:02 Inside the recruiting workflow 05:43 Sourcing, screening and outreach 08:00 Why I keep the hiring decision 10:54 The seven screening questions 14:00 Reading the funnel report 15:13 Why you need a bot manager 15:47 What’s working 16:10 What still needs work

AI LAYOFFS BOOMING? Look again. When I started this account (hence the name Layoff AI), Block had just laid off 40% of their staff and stock price went up. What I've learned since is how much AI is just used as an excuse. Over hiring, cheap foreign labor, or just the desire to downsize came up much more often. Take AMEX for example. They employ over 22,000 in their INDIA GCC, their largest office. Visa filings booming. This has nothing to do with AI. AI efficiencies ARE REAL, and are growing within businesses. The real problem is we have not even scratched the surface of what those layoffs may look like, and these companies are using it as a cover to continue to place blame.

Anthropic cut its junior tech hiring by two-thirds. Their own report says so. Junior technical hires went from 27% to 9%. AI agents now log 6 hours for every 1 human hour. Meeting time is up 20%. One in five staff say their job is now managing Claudes instead of doing the work. The machines produce, the seniors review all day, and the entry-level jobs that train the next seniors are drying up. Every "AI efficiency" story on earnings calls this quarter has this underneath it… but ask how many juniors they hired.

The layoffs are coming; the layoffs are coming. A new trend emerging in our workplaces is what the WSJ calls "the looming layoff." Companies like #Starbucks and #Nike are pre-announcing layoffs to Wall Street (to show they are serious about right-sizing) and to employees who instantly pivot into fear due to anxiety about being affected -- and never knowing when layoffs are coming. Seriously one of the most self-harming #leadership moves because of how it undermines employee #WellBeing. Funny, what's never mentioned are hiring freezes or other ways to preserve jobs and cut costs. #Leadership #HR #SHRM #Business

앞으론 진짜 비싼 돈주고 대학이나 유학 갈 필요없어질지도 모름. 하버드 물리학과에서 학부생 194명 데리고 꿀잼 실험하나 돌렸는데 결과가 꽤 충격적임. 두그룹으로 나눠 수업방식을 극단적으로 갈라봄. A팀은 (하버드식 대면 수업 ) 교수님 지도하에 다같이 모여서 토론하고 문제푸는 정통 방식임 B팀은 (세팅진행한 AI한테 과외) 정답 말할때까지 무한역질문만 던지도록 세팅끝내놓은 1타 강사 AI 결과가 어땠을까? AI랑 1:1로 빡공한 B팀이 대면 수업들은 A팀보다 개념 이해도 향상폭이 무려 2배나 높게 나옴. 똑같은 목표진도 걸린시간은 30%나 덜 걸렸음. 이유는 간단함. 강의실에서 남들 눈치 보느라 못하던 멍청한 질문도 AI한텐 무한대로 할수 있고 철저하게 내 페이스에 맞춰서 진도를 뺄수 있으니까 몰입도랑 효율이 미쳐버린거임.