Week 37 Update: Corporate jobs are changing. What to build next.
A sober take + 3 steps to keep your team ahead
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Happy Friday,
This week, we ran session two of our AI & HR program.
We talked about the EU AI Act, ethics, and, of course, adoption.
Lots of questions, and those moments where you can see people actually get it. That’s what I enjoy most, when it’s not just talking about AI, but something you can take and use the next day.
If you’re around Gothenburg, there are still a few seats left for our Gothenburg cohort. And if a company wants their own version, built around their tools and ways of working, I do that too.
I also gave my website a bit of a (much-needed) refresh, so it’s easier to see what I actually offer. 😂 Have a look if you want!
And next week, I’ll be at HR Tech in Vegas - say hi if you are there, and stay tuned for updates from Vegas if you are not there.
🧠 Topics I’m engaging with
The death of the corporate job. This essay hit a nerve. (But it’s also the best article I’ve read this year). It pains me to say it, but I think much of it is true. After meeting a lot of HR people, I also believe we are part of the problem, both that we contribute to this and that we’re not doing anything about it.
Hinton’s “new form of life” in three years. It’s provocative and yes, speculative. I still like it because it forces scenario work instead of incrementalism.
Global Evidence on Gender Gaps and Generative AI. This study shows that gender gaps in generative AI usage are widespread globally, persisting across regions and occupations. Improving access alone does not close the gap. If this trend continues, AI systems risk becoming less representative of women's needs, potentially exacerbating existing inequalities. Further research is needed to understand why this gap exists.
A CEO playbook that is actually usable. WEF’s article highlights how AI will disrupt not just routine work but also managerial and creative roles, with up to 50% of jobs at risk in the next two years. It urges CEOs to be transparent, involve employees in finding solutions, and foster grassroots innovation rather than relying on top-down mandates. Leaders who address AI disruption openly and collaboratively will guide their organizations successfully through this change
Patterns from leaders who are pulling ahead. Oliver Wyman’s piece explains that top-performing organizations are gaining a competitive advantage through artificial intelligence by moving quickly to adopt and scale AI in ways that drive measurable returns on investment. Instead of making only small improvements, these leaders use AI to completely rethink their business models. They see the uncertainty surrounding AI as a chance to innovate and act decisively. Importantly, they also empower their employees with AI training and tools, making staff active participants in the transformation. This combination of speed, bold thinking, and investment in people helps AI leaders pull away from the competition.
⚙️ Tools to try
Oboe - Meeting copilot that helps with notes, action items, and follow-ups. Worth testing in leadership and HR team rhythms.
Plander - An AI project manager that helps you plan and execute your projects.
Incredible - A Swedish (!) agentic system that helps you with your task. Take it for a spin, it’s pretty cool!
🔁 Important updates
Create with Files — Anthropic introduces file-based workflows in Claude — New primitives for orchestrating tasks around documents and data.
Josh Woodward on X: early looks at “Create with Files” workflows — Helpful demos and context on what this unlocks.
Apple’s AirPods 3 Pro are getting live translations. I’ve (of course) already ordered a pair and I can’t wait to test them.