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Elevate Your AIQ

Elevate Your AIQ

Auteur(s): WRKdefined
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À propos de cet audio

 Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.All rights reserved by WRKdefined Développement commercial et entrepreneuriat Entrepreneurship Gestion et leadership Économie
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  • Ep 96: Building Learning Communities for a Responsible Future of Work with Enrique Rubio

    Ep 96: Building Learning Communities for a Responsible Future of Work with Enrique Rubio
    Dec 5 2025
    Bob Pulver sits down with community builder and HR influencer Enrique Rubio, founder of Hacking HR. Enrique shares his journey from engineering to HR, his time building multiple global communities, and why he ultimately returned “home” to Hacking HR to pursue its mission of democratizing access to high-quality learning. Bob and Enrique discuss the explosion of AI programs, the danger of superficial “prompting” education, the urgent need for governance and ethics, and the risks organizations face when employees use AI without proper training or oversight. It’s an honest, energizing conversation about community, trust, and building a responsible future of work. Keywords Enrique Rubio, Hacking HR, Transform, community building, democratizing learning, HR capabilities, AI governance, AI ethics, shadow AI, responsible AI, critical thinking, AI literacy, organizational risk, data privacy, HR community, learning access, talent development Takeaways Hacking HR was founded to close capability gaps in HR and democratize access to world-class learning at affordable levels. The community’s growth accelerated during COVID when others paused events; Enrique filled the gap with accessible virtual learning. Many AI programs focus narrowly on prompting rather than teaching leaders to think, govern, and transform responsibly. Companies must assume employees and managers are already using AI and provide clear do’s and don’ts to mitigate risk. Untrained use of AI in hiring, promotions, and performance management poses serious liability and fairness concerns. Critical thinking is declining, and generative AI risks accelerating that trend unless individuals stay engaged in the reasoning process. Community must be built for the right reasons—transparency, purpose, and service—not just lead generation or monetization. AI strategies often overlook workforce readiness; literacy and governance are as important as tools and efficiency goals. Quotes “Hacking HR is home for me.” “We’re here to democratize access to great learning and great community.” “Prompting is becoming an obsolete skill—leaders need to learn how to think in the age of AI.” “Assume everyone creating something on a computer is using AI in some capacity.” “If managers make decisions based on AI without training, that’s a massive liability.” “Most AI strategies can be summarized in one line: we’re using AI to be more efficient and productive.” Chapters 00:00 Catching up and meeting in person at recent events 01:18 Enrique’s career journey and return to Hacking HR 04:43 Democratizing learning and supporting a global HR community 07:17 The early days of running virtual conferences alone 09:39 Why affordability and access are core to Hacking HR’s mission 13:13 The rise of AI programs and the noise in the market 15:58 Prompting vs. true strategic AI leadership 18:21 The importance of community intent and transparency 20:42 Training leaders to think, reskill, and govern in the age of AI 23:05 Dangers of data misuse, privacy gaps, and dark-web training sets 26:08 Critical thinking decline and AI’s impact on cognition 29:16 Trust, data provenance, and risks in recruiting use cases 31:48 The need for organizational AI manifestos 32:47 Managers using AI for people decisions without training 35:12 Why governance is essential for fairness and safety 39:12 The gap between stated AI strategies and people readiness 43:54 Accountability across the AI vendor chain 46:18 Who should lead AI inside organizations 49:28 Responsible innovation and redesigning work 53:06 Enrique’s personal AI tools and closing reflections Enrique Rubio: https://www.linkedin.com/in/rubioenrique Hacking HR: https://hackinghr.io For advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
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    55 min
  • Ep 95: Confronting the Realities of Successful AI Transformation with Sandra Loughlin

    Ep 95: Confronting the Realities of Successful AI Transformation with Sandra Loughlin
    Nov 28 2025
    Bob Pulver and Sandra Loughlin explore why most narratives about AI-driven job loss miss the mark and why true productivity gains require deep changes to processes, data, and people—not just new tools. Sandra breaks down the realities of synthetic experts, digital twins, and the limits of current enterprise data maturity, while offering a grounded, hopeful view of how humans and AI will evolve together. With clarity and nuance, she explains the four pillars of AI literacy, the future of work, and why leaning into AI—despite discomfort—is essential for progress. Keywords Sandra Loughlin, EPAM, learning science, transformation, AI maturity, synthetic agents, digital twins, job displacement, data infrastructure, process redesign, AI literacy, enterprise AI, productivity, organizational change, responsible innovation, cognitive load, future of work Takeaways Claims of massive AI-driven job loss overlook the real drivers: cost-cutting and reinvestment, not productivity gains. True AI value depends on re-engineering workflows, not automating isolated tasks. Synthetic experts and digital twins will reshape expertise, but context and judgment still require humans. Enterprise data bottlenecks—not technology—limit AI’s ability to scale. Humans need variability in cognitive load; eliminating all “mundane” work isn’t healthy or sustainable. AI natives—companies built around data from day one—pose real disruption threats to incumbents. Productivity gains may increase demand for work, not reduce it, echoing Jevons’ Paradox. AI literacy requires understanding technology, data, processes, and people—not just tools. Quotes “Only about one percent of the layoffs have been a direct result of productivity from AI.” “If you automate steps three and six of a process, the work just backs up at four and seven.” “Synthetic agents trained on true expertise are what people should be imagining—not email-writing bots.” “AI can’t reflect my judgment on a highly complex situation with layered context.” “To succeed with AI, we have to lean into the thing that scares us.” “Humans can’t sustain eight hours of high-intensity cognitive work—our brains literally need the boring stuff.” Chapters 00:00 Introduction and Sandra’s role at EPAM 01:39 Who EPAM serves and what their engineering teams deliver 03:40 Why companies misunderstand AI-driven job loss 07:28 Process bottlenecks and the real limits of automation 10:51 AI maturity in enterprises vs. AI natives 14:11 Why generic LLMs fail without specialized expertise 16:30 Synthetic agents and digital twins 18:30 What makes workplace AI truly dangerous—or transformative 23:20 Data challenges and the limits of enterprise context 26:30 Decision support vs. fully autonomous AI 31:48 How organizations should think about responsibility and design 34:21 AI natives and market disruption 36:28 Why humans must lean into AI despite discomfort 41:11 Human trust, cognition, and the need for low-intensity work 45:54 Responsible innovation and human-AI balance 50:27 Jevons’ Paradox and future work demand 54:25 Why HR disruption is coming—and why that can be good 58:15 The four pillars of AI literacy 01:02:05 Sandra’s favorite AI tools and closing thoughts Sandra Loughlin: https://www.linkedin.com/in/sandraloughlin EPAM: https://epam.com For advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
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    1 h et 3 min
  • Ep 94: Redefining Recruitment For a More Human-Centric Hiring Experience with Keith Langbo

    Ep 94: Redefining Recruitment For a More Human-Centric Hiring Experience with Keith Langbo
    Nov 21 2025
    Bob Pulver speaks with Keith Langbo, CEO and founder of Kelaca, about redefining recruitment in the AI era. Keith shares why he founded Kelaca to prioritize people over process, how core values like kindness and collaboration shape culture, and why trust and choice must be built into AI-powered recruiting tools. Bob and Keith explore evolving models of hiring, including fractional workforces, agentic systems, and data-informed decision-making — all rooted in a future where humans remain in control of the technology that serves them. Keywords Keith Langbo, Kelaca, recruitment, hiring, talent acquisition, AI in recruiting, agentic systems, culture add, core values, psychometrics, responsible AI, fractional workforce, gig economy, recruiting automation, candidate experience, structured interviews, Kira, human-centric design, AI trust, global hiring, digital agents, recruitment tech, NLP sourcing, recruiting innovation Takeaways Keith founded Kelaca to humanize the recruitment experience, treating people as partners — not products. Modern recruiting must shift from transactional, resume-driven models to more consultative, intelligence-based practices. AI’s greatest value lies in giving candidates and clients choice, not replacing humans — especially for real-time updates and communication preferences. Recruiters should move from “human-in-the-loop” to “humans in control” — using AI to augment but not automate judgment. Future hiring models may rely on digital agents representing both candidates and employers, enabling richer, data-driven matches. Core values — like kindness, accountability, and enthusiasm — are essential to maintaining culture across full-time and fractional teams. Structured data is key to overcoming bias and improving hiring quality, but psychometrics alone can't capture experience or growth. Many current tools automate broken processes; real innovation requires first rethinking what “better” hiring looks like. Quotes “I wanted to treat people like people, not like products.” “AI powered but human driven — that’s the experience I want to create.” “Resumes are broken. Interviews are often charisma contests. We can do better.” “Humans don’t just need to be in the loop — they need to be in control.” “I don’t care if you’re full-time or fractional. You still need to show kindness and a willingness to learn.” “We’re on the verge of bots talking to bots. That’s exciting — and terrifying.” Chapters 00:00 Introduction and Keith’s mission behind founding Kelaca 02:35 The candidate and client frustrations with traditional recruiting 05:10 Why resumes and interviews are broken — and what to do instead 07:10 Building feedback loops and AI-enabled candidate communication 10:45 Choice and context in AI tools: respecting human preference 13:44 From “human in the loop” to “human in control” 18:12 Agentic hiring and the rise of digital representation 25:10 Gig work and applying culture fit to fractional talent 29:34 Core values as the foundation of culture, not employment status 33:22 Responsible AI, fairness, and trust in hiring decisions 40:00 The hype cycle of recruiting tech and design thinking 42:56 AI as the modern calculator: from caution to capability 47:16 Global perspectives: AI adoption in US vs UK recruiting 53:08 Keith’s favorite AI tools and Kelaca’s new product, Kira 56:28 Closing thoughts and appreciation Keith Langbo: https://www.linkedin.com/in/keithlangbo Kelaca: https://kelaca.com/ KIRA Webinar Series: https://www.eventbrite.com/e/how-to-fix-the-first-step-in-hiring-to-drive-retention-introducing-kira-tickets-1853418256899 For advisory work and marketing inquiries: Bob Pulver:⁠⁠ ⁠https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ ⁠https://elevateyouraiq.com⁠⁠⁠ Substack: ⁠https://elevateyouraiq.substack.com⁠
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    55 min
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