When we launched AI Ready Roundtable last month, I had no idea so many people were no nervous about AI's impact on their career. So, after 30 years of recruiting over 4,000 people, I've doing something I've never done before. I'm pulling back the curtain on everything I know about Job Searching. Starting March 8th, I'm running a live 1-month course called "4 IN 4" (And yes, it does exactly what it says: Guarantees you'll land 4 interviews in 4 weeks) Not tips. Not theory. The actual playbook I've used to place leaders at companies you love. 20 spots only. First come, first hired. Here's the program: www.fourinfour.com

Hey all, Order the pizza 🍕 it's NFL Playoff weekend! But the coaches aren't game-planning for Sunday... they're reverse-engineering from the Super Bowl. Every practice rep, every personnel decision flows backward from that trophy. And our businesses needs the same approach i.e. "Start with the end in mind" To help you do that, I've been deep in "AI Future of Work" research... all the podcasts, reports, expert debates. Not surprisingly, there's lots of disagreement on details, but there seem to be 5 things that experts actually align on: 1️⃣ Hybrid human-AI teams will become the standard: Most knowledge work will become AI collaboration, not replacement. The winners will direct & quality-check AI output. 2️⃣ Middle-skill jobs will transform the fastest: Such as analysts, project managers, junior marketers... roles heavy in routine analysis & coordination will be reshaped first. Tasks will shift from production to judgment. 3️⃣ Hiring criteria will flip to Learnability & Adaptability: Technical skills decay fast. So learning velocity, AI fluency, and judgment under ambiguity will become your primary hiring filters. 4️⃣ Org structures will flatten: AI will handles the coordination work, so spans of control will widen (Managers lead 20 people instead of 8?) Individual Contributors will gain autonomy & accountability. 5️⃣ The winners in your industry will emerge early: Companies investing now will create compounding advantages. The leader/laggard gap will widen significantly in the next 24 months. So, here's how we need to prepare for what's coming: ✅ Audit each role in your organization for AI exposure (break them down by actual tasks, not jobs) ✅ Upskill aggressively, especially middle managers (they'll be the most affected) ✅ Redesign hiring profiles around Learnability & Adaptability

Excited to be here. I'm Roxanne from Chicago, and interested in learning best practices for the AI transformation. I'll share what I learn. Hope you'll do the same. 😁

I'm excited to be here. I'm a software engineering leader from Utah. Thanks @Jeff Hyman for putting this together. Can't wait to get some new ideas on how companies can implement and get value from AI