Insights on Corporate Talent, Learning, AI, and HR Technology. I discuss new research on all areas of management, leadership, economics, and HR, informed by our proprietary research and deep discussions with clients, vendors, and technology providers. We also publish interviews and case studies from some of the most fascinating and innovative leaders in HR and business.
New names: Kimi K3, Llama, Nemotron, Mistral, Cohere, Deepseek, Phi-4 – these are just a few of the fast-growing open source models from major AI providers. These systems threaten the business models and financial plans of OpenAI, Anthropic, Google, and X.ai. They perform at levels close to Frontier models and the can run up to five-times cheaper on a variety of hardware platforms. What is the disruptive impact of these open source LLMs and how does this impact your AI investments? As you’ll hear in the podcast, Open Source unleashes the opportunity for lower cost AI solutions and more vertical, specialized, application-focused solutions we need. And the business model for these systems moves away from the massive investments of the Frontier providers. The result is more complicated than “open means control.” Model tuning, performance, and optimization could be in your future – as AI moves from a platform to a true layered product set we can use as we need. Lots to learn about here, let us know if you have any questions. Additional Information What’s the difference between closed, open source, and open-weight AI? A researcher explains What Is Open-Weights A.I.? Comparison of Open Source Models Chapters (00:00:00) - Open Source and the AI Industry (00:11:46) - The Future of AI Is Fully Integrated (00:15:35) - HR 2030
SharkNinja is one of the most fascinating, innovative, high-performing companies I’ve seen. Elizabeth Norberg , the People and Culture leader, is also one of the most interesting CHROs I’ve met. So with that introduction, I urge you to take some time to listen. There’s a lot to learn here, but overall this is a story about a company and set of people strategies that work together to accelerate growth, with a strong and vital focus on individual performance, innovation, problem-solving, and carefully designed organizational support. Think about brands like Nike, L’Oreal, Apple, or others you love. It’s very difficult for a consumer products company to grow quickly and stay relevant as market, trends, and technologies change. Well as you’ll hear, SharkNinja is both a marketing, problem-solving, and engineering company, and the people and culture strategy accelerates this formula. I know everyone will learn a lot from Elizabeth’s narrative, and please stay to the end – in the last five minutes Elizabeth details the company’s AI innovation process, which every company is facing. Finally, as you’ll hear, Elizabeth is a seasoned HR leader but she is still learning and demonstrates humility and creativity in her challenge to accelerate growth in a rocket-ship company with over $5 billion in revenue and very ambitious plans for the future. Additional Information SharkNinja YouTube Page – you’ll see what they do. CEO Mark Barrocas Describes SharkNinja’s Strategy Why Are Some Companies More Dynamic Than Others? Irresistible: The Seven Secrets To The World’s Most Enduring Companies Chapters (00:00:00) - Meet Elizabeth Norberg, Head of HR at Shark Ninja (00:04:55) - What Is the People Strategy at Honeywell? (00:06:20) - Describing the Company's outrageously extraordinary culture (00:13:29) - The People Strategy (00:14:59) - The culture of speed (00:21:40) - Exploring the culture at Sharknage (00:26:54) - In the Elevator With Mark Cuban (00:30:52) - Top Executives: The Culture of Microsoft (00:34:42) - A Few Words from Shark Ninja's CHRO (00:37:14) - A Masterclass in Partnership with Shark Ninja (00:38:25) - Shark Ninja's 5 Key Priorities for AI Transformation
This week we learned of OpenAI’s Jailbreak security breach , which opens the door to many new issues with enterprise AI and HR 2030. This week, following up on the introduction of SHL’s Superworker AI assessment , I dig into the implications of this new AI behavior and discuss the five major “skills” or capabilities we need to build AI mastery among business users. As you’ll hear, AI Agents are both powerful and useful, but our human skills in problem solving, collaboration, and risk awareness are now becoming critical for success. New research also shows that even AI forward deployed engineers need deeper skills in business, stakeholder management, and risk analysis than we ever realized. As you listen to this if you need help with our own AI business capabilities please contact us. Galileo and the new GHRE masterclass certification program are designed to quickly give you and your team the experience and skills you need to flourish in this new world of AI, agents, and Superwork. Additional Information OpenAI says its AI went rogue and launched ‘unprecedented’ cyber-attack The Josh Bersin Institute, HR 2030, And The Global HR Excellence Certification Our New Book: Superpowered®, coming this Fall . Chapters (00:00:00) - The Need for AI Safety (00:03:22) - What are the Skills required to Excel in the AI Era? (00:12:09) - Agile AI and its Agentic HR (00:15:47) - Galileo: New version coming soon, and more
SHL, one of the pioneers in industrial and psychological assessment, has now built a new instrument to assess an individual’s readiness for AI. Sara Gutierrez , Chief Science Officer at SHL, explains how SHL is addressing this challenge. Drawing on SHL’s 45-plus years of talent intelligence and behavioral science and a large study of millions of data points, Sara introduces a skills model built on four factors – AI literacy , analytical thinking, continuous learning, and AI promotion – that together define who is truly ready to become a superworker – any employee who uses AI to elevate their work to create more impact and have more meaningful work. The conversation is full of grounding data. Across more than one million assessments, SHL found that graduates and early career workers know how to use AI tools but not necessarily how to use them well , while seasoned professionals show strong contextual judgment but struggle to reimagine solutions from scratch. Neither generation arrives superworker-ready and each needs help to develop the superworker readiness. And it’s not technical skills that differentiate superworkers from the rest. Powerskills – those durable human skills, like adaptability, critical thinking, and learning orientation – predict who will thrive as AI reshapes every role, and every worker can develop them. The proof is in a real case: a media and telecommunications company used SHL’s AI readiness model to de-risk an AI transformation. Enthusiasm for AI was high, but gaps in applying it responsibly – using guardrails, exercising judgment on outputs – were putting success at risk. The assessment gave leaders something they rarely have: a data-backed, actionable development plan to help all employees thrive. Employees welcomed the personalized recommendations. The lesson, as Sara puts it, is that leaders must frame the assessment not as evaluative but as developmental and supportive – because with 70% of employees not trusting that their employer knows how to use AI responsibly, trust is the whole game. Related Resources Let’s Stop Talking About Soft Skills: They’re PowerSkills Podcast : How To Become An AI Pacesetter: Superworker Explained – article Galileo Learn : The Superworker Organization: AI Goes Enterprise (certificate course) Research : The Superworker Organization: AI Goes Enterprise Research : AI Pacesetters: Six Secrets of the Superworker Company New book : Superpowered, coming this Fall Chapters (00:00:03) - What Works: The Future of Talent and Work (00:00:54) - What is the role of the Chief Science Officer at SHL? (00:02:49) - WSJD Live: The Need for Reskilling (00:03:53) - Will AI Make Hiring and Promotion Decisions Easier? (00:05:05) - WSJDLive: The Need for AI Talent (00:08:56) - The Super Worker (00:16:09) - What gets in the way of a company applying this super worker profile (00:18:19) - WSJDLive: AI Workforce Assessment (00:22:21) - The Future of the Super Worker (00:23:45) - What's next for SHL in AI readiness and leadership? (00:26:22) - What Works: The AI Superworker
It’s a strange time: the economy and capital markets are booming, yet worker engagement is as low as it was during the pandemic. It’s a strange combination of events: stock market at all time highs while affordability and trust are at all time lows. Have we over-inflated our economy or is it something more systemic. As I discuss in my latest article, some of the challenges we face have been building for many years, while others are very recent. We live in a world of growing automation, fear of job loss, yet an extraordinary world of new health, business, and creative opportunities. And young people are the most pessimistic of all. Is it just the “chaos of change” that’s causing the issue? In today’s podcast I explain the factors and give you, as a business or HR leader, some advice on what to do. Additional Background Affordability Is Not Just Inflation: It’s Time For A Historic Shift In Wages. Worker engagement just hit a decade low — and new data from 88 million employees shows why managers are the problem AI Prices Are Going Up, Up, Up – And What This Means For Enterprise AI Conflicts are on the rise globally, at the highest level since WWII, data shows There’s Another Reason Gen Z Can’t Find Work Chapters (00:00:00) - Employee Engagement and Trust in Companies (00:06:07) - Wage stagnation and what can we do about it (00:11:08) - Employee Experience in the AI Era (00:12:28) - IBM's Core (00:18:17) - More Focus on Frontline Work
Today Eightfold launched its AI Candidate Agent , so I wanted to explain how the multi-agent world of HR 2030 is coming together. In this podcast I explain what Eightfold is up to and how multi-agent AI systems are now starting to sweep across talent acquisition, particularly in high-volume recruiting. And it’s more complex, interesting, and valuable than you may think. This article explains the market and business case in more detail, and we encourage you to read about HR 2030 to see where this exciting world is going. Additional Information The Talent Acquisition Revolution: How AI is Transforming Recruiting Interview with Ashutosh Garg, Co-Founder & CEO of Eightfold.ai and Viven.ai HR 2030, The Josh Bersin Institute, And Galileo Chapters (00:00:00) - Interviewing With the Candidate Agent (00:01:46) - Is the Candidate Agent Also an Internal Candidate Agent? (00:09:17) - HR in 2030: The Super Agent (00:20:19) - AI in Talent Acquisition: Announcement
Over the last few years we’ve experienced a global affordability and income inequality problem and there are a myriad of policy issues at play. Yet at the same time something else is going on: wages and employee earnings have fallen way behind growth in GDP, profits, and productivity. What gives? In this podcast, and the related article, I discuss how pay practices are changing and how we, as leaders or HR professionals, have a lot of agency to help address this situation. Without wading into politics, we have clear research on the way that pay operates as an “investment” not an expense, and how high performing companies actually reward their workers in exceptional ways. It’s a complex topic and one that’s about to become more “systemic” and real-time with AI, so consider this some background to give you food for thought as more and more employees demand raises and accommodations for the high cost of living. Additional Background Why Has Cost of Living Become The #1 Issue In The US? It’s More Complex Than Inflation The Rise of the Supermanager Benchmark Your Pay Practices With Galileo: The AI Superagent for HR Chapters (00:00:00) - Compensation and Income inequality (00:10:17) - Pay and the AI challenge (00:12:39) - Three Things About Pay (00:16:24) - Employee pay and the future
All organizations, whether they are profit-seeking companies, non-profits, or governments, have politics. And the issues of how we make decisions, the role of top-down vs. bottoms-up governance, and how we empower people to speak up… these are existential topics in any group of people. As the USA celebrates its 250 year anniversary and we read so many articles about our history, I wanted to reflect on what our political history teaches us about business leadership, governance, and employee empowerment. For those of you who study political science, I admire your craft and I think we have a lot to share. Additional Information The World Is Accelerating: What Has Changed About Leadership? Organization Design: The Real Secret To Growth The Big Reset Playbook: Organizational Culture & Performance Chapters (00:00:00) - Lessons from the United States (00:10:33) - The American culture of accountability and forgiveness
What if every talent process you ran was AI-enabled — not to replace what you do, but to make you superhuman at it? That’s exactly how Matt Hoffman , Head of Talent and Partner at venture capital firm M13, operates. In this episode Matt explains how his team uses AI to help early-stage founders build a talent-first culture from day one – across recruiting, compensation, coaching, and beyond. The results are remarkable. Using tools like Findem for AI-powered sourcing, Matt’s team can pinpoint candidates who didn’t just work at the right company — they worked there at exactly the right stage of company growth. That’s a level of targeting precision that data accuracy and explainability make possible, and that simply wasn’t achievable before AI. But here is where Matt’s perspective gets truly compelling. AI is often framed as a speed tool, a way to do things faster and more efficiently. Matt pushes back hard on that narrative: AI should make your hiring better, not just quicker. And in the startup world, that distinction is everything. Every hire at a 10-person company changes the organization by 10% — so getting it right matters far more than getting it done. That is the essence of talent density : finding exactly the right people for where your company is and where it needs to go, rather than simply finding people fast. His advice to HR and talent leaders is as practical as it is powerful: fall in love with the problem, not the solution. Start with the outcome you need to achieve, then let technology enable it — never the other way around. If you have ever wondered what a truly AI-augmented talent strategy looks like when it is built with intention, depth, and relentless focus on talent density, this one’s for you. Related resources Podcast : Why AI Is A Massive Job Creation Technology. Automated Integration. Findem. And Thank You. Podcast : Understanding Talent Density And Ditching Integrated Talent Management Research : Insights-First AI: Better and Explainable People Decisions Research : The Talent Acquisition Revolution: How AI is Transforming Recruiting Research: How To Create Talent Density Chapters (00:00:04) - What Works: The Future of Talent (00:00:55) - What is the role of Head of Talent at Talented M13 (00:03:11) - How to Leverage AI in Your Portfolio Companies (00:09:45) - Finding the Right Talent for a Startup (00:14:18) - Talent First: How to Use AI in Companies (00:16:56) - What's AI Impact on Talent Practices? (00:18:35) - WSJDLive: Using AI in HR (00:20:02) - How AI can help HR in the Talent Life Cycle (00:23:01) - What Works With Talent: Matt Hoffman
This week Korn Ferry announced the $1.1 Billion acquisition of AMS , one of the leading providers of enterprise recruitment outsourcing. As I overview in this podcast, this deal demonstrates several things: First, the talent acquisition space has become enormously important and is rapidly changing with AI, demographic changes, and internal productivity initiatives. AMS has become a global leader in recruitment process outsourcing and TA advisory work, leading to the $1.1 Billion valuation. AMS’s product AMS One is one of the only tech platforms that integrates almost every recruiting technology into one operational view, enabling AMS and clients to monitor, tune, and optimize all areas of recruiting in one place. Second, Korn Ferry, as a leader in executive search and talent management services (including training offerings), sees enormous synergies and can add AMS’s revenue and $1.5 Billion backlog to their financial strength. While KF was not growing much, this now gives the company a new growth platform – including the opportunity to use AMS’s global service centers for other offerings. This podcast is an overview of the deal, we’ll publish more after we get a briefing from KF’s management team. Additional Information History of Korn Ferry Acquisitions The Talent Acquisition Revolution: How AI Is Transforming Recruitment The Josh Bersin Institute Global HR Excellence Certification (inaugural cohort starts in September) Understanding Agentic HR In Detail: The HR 2030 Vision and Architecture Chapters (00:00:00) - Korn Ferry vs AMS Merger Explained
Today I overview why the Frontier AI vendors are changing as they compete for revenue and how that opens new doors for corporate AI solutions. Remember, your personalization of the technology is more important than the model itself. Then I discuss our new HR 2030 architectural research and how rules, policies, and security are so important in this new world of Agentic HR. It’s a new world and all focused on “Dynamic Enablement for Growth.” Additional Information AI As Fuel For Organizational Change: The Biggest Market Of All Are Frontier Models Becoming A Commodity? HR 2030: The Reference Blueprint for Agentic HR (sign up for info) HR 2030 New Course in Galileo Learn The Global HR Excellence Certification (GHRE) Get Galileo: The AI Superagent for HR Chapters (00:00:00) - HR 2030: The AI Marketplace (00:04:33) - The AI That Will Be Embedded in Your Glasses (00:07:41) - HR 2030: A reference architecture for the technology (00:09:37) - An Agent's role in the Company (00:18:38) - The third layer of an AI agent (00:21:16) - The Purpose of AI: Why Are We Here? (00:23:58) - Employers' HR Vision 2030
Sana Learning is a revolutionary product in the $400 Billion L&D market. Today I sat down with Rita Azevedo , Director of Client Engagement at Sana, to talk about everything. What is AI-native learning, how does Sana Learning fit into Workday’s strategy, and how do companies like Polestar, Rolls Royce, Travelers, and others revolutionize L&D with Sana. And most of important of all, we get Rita’s perspective on the reinvention of L&D , which we call “Dynamic Enablement for Growth.” As you’ll hear, AI-native learning platforms like Sana can totally transform training teams, turning them into “business enablement” functions working directly in the business. We discuss how Polestar has done this in detail. Rita is an experienced L&D leader (having lead training at Klarna) and has worked at Sana since the company had only 30 employees, so she has a wealth of knowledge and experience in AI transformation in L&D. PS: We are customers of Sana ( Galileo Learn is built on Sana, and our new Global HR Excellence Certification is built on Sana), so we can speak to its features in detail if you’re interested. Chapters 00:00 Introduction to the Podcast and Guest 01:44 The Revolution in Learning and Development 03:30 Sana’s Position in the Learning Market 05:53 Understanding Sana Learning’s Unique Features 07:08 The Future of Learning: Proactive vs. Reactive 09:11 Case Study: Polestar’s Learning Approach 12:47 User Experience and Integration in Learning 14:07 The Role of AI Tutors in Learning 16:07 Dynamic Skills Assessment in Learning 18:42 The Shift in L&D Responsibilities 21:35 Empowering Subject Matter Experts 24:25 Managing Content Creation and Quality 27:18 The Future of Learning and Change Management 31:02 Advice for Organizations Exploring Learning Solutions Additional Information The AI Native Revolution in Corporate Learning (research) Our new Corporate Learning Maturity Model HR 2030: The New Role, Operating Model, and Tech Stack for HR Get Galileo: Experience Sana Yourself! Chapters (00:00:00) - Meet Rita Azevedo from sana (00:02:16) - SANAA's Take on Learning & Development (00:04:26) - Sauna Learning: Workday Learning Powered by Sauna (00:06:34) - Sana Learning's AI-based Learning Platform (00:10:12) - Sales Training: The Future of Learning at Sana (00:13:33) - L&D 2.8: User Experience (00:14:44) - L&D: The Tutor, the Editor and the Admin (00:17:04) - The L&D paradigm shift (00:19:22) - How Skills are Being Rated in the Future (00:22:30) - L&D: The Future of Content Management (00:27:56) - Learning vs. Agents: Can Microsoft Win with Both? (00:30:46) - How to move legacy courses to Scrum (00:31:50) - A New Way to Start with Workday's AI in 2020
As AI vendors hype “recursive self-improvement” and other scary features, we see more and more “mainstreaming” of AI technology in business. In other words, the AI does not solve problems by itself: we as HR and IT leaders need to clearly define our needs and then buy, build, and tune the technologies we buy. Some AI vendors (ie. Paradox, Radancy, Sana, Maki, others) are laser focused on very specific use-cases, and they are delivering solution-first offerings that really add value. The frontier vendors, however, are struggling to do this and much of their revenue still comes from “enabling others” to create solutions. And the new usage-based pricing is forcing this kind of pragmatic thinking. In this podcast I highlight this “commoditization” of core AI features and explain why your “problem identification” work is perhaps the biggest effort in the HR 2030 Agentic HR strategy. (Take our new HR 2030 course or sign up for our new Global HR Excellence Certification .) Additional Information Is AI A “Normal” Technology? The Rise of the Supermanager Our New Book Superpowered, Coming This Fall! New Course: Galileo Is Ready To Teach You What You Need to Know about HR 2030 Chapters (00:00:00) - A Lesson on AI in Software Engineering (00:09:44) - Bill Gates on the Need for People in AI
We’re now a week past Irresistible 2026 and I want to recap what has been happening in enterprise AI and explain the HR 2030 program . First I discuss how the entire AI industry is over-inflated and what that means to enterprise users. Next I explain why the $1.5 Trillion invested in AI is leading to high prices and more focused projects. And third I explain what our HR 2030 program is all about and how you can join us. Three big messages here: first AI is now a powerful, early-stage, but expensive technology – so taking an architectural, business-case approach is now needed. (No more “playing around” in corporate systems.) Second, the market is exploding with innovation, forcing you to stay educated on the architectural and vendor issues. Third, your ongoing skills and education are critical to your new HR operating model, tools, and process decisions. Culture and leadership are more important than ever. Additional Information HR 2030 Blueprint and Vision (register here for ongoing updates) The New Global HR Excellence Certification by The Josh Bersin Institute Get Galileo: The Everything Superagent for HR (coming soon to MS copilot) Chapters (00:00:00) - The Future of AI and HR Technology (00:03:43) - The AI Technology Market: Overhyped? (00:10:50) - HR 2030: Your Own Education and Skills
As we prepare for these juggernauts to go public, I’m reminded of Yahoo, Excite, and AOL who dominated the first four years of the internet. Despite their lead, Google stole the market away. Could the same thing happen again? The argument is not that these companies aren’t powerful, but rather that they’re so committed to their current path that they may miss the big opportunity in the future. If you look at HR 2030 and what we want to do with enterprise AI, the ability to generate code, graphics, and text may not be what we need. And our new research on Galileo business modeling is starting to pan this out. Now that AI prices are high, we all have to look for bigger use-cases for agents. In this podcast I explain what “Dynamic Enablement for Growth” really means and how LLMs only take us so far, with a new frontier yet to come. As always I welcome opinions and feedback on this thesis. Additional Information To Come…. Get Galileo and see business modeling in action. The New Global HR Excellence Certification – Join the Inaugural Cohort! HR 2030: Time to Reinvent HR Around Agents Chapters (00:00:00) - AI Hype Has Some Limits (00:00:45) - In the Elevation of Large Language Models (00:03:57) - A Hackers Bought a Hacker's Card (00:05:25) - Beyond the Frontier: The Business Value of AI (00:09:52) - What HR 2030 Agents Need to Do (00:14:41) - What Does This Mean for AI in HR?
Here’s my brief recap of the amazing Irresistible 2026 (photos coming), and my discussion with clients about many things, including the new insane costs of AI. I just read a study that Ramp (credit card) did, discovering that the top AI users are spending $7500 per month per employee on AI. (Yikes!) That aside, the conference was spectacular and we all learned a lot. Stay tuned for a more detailed article on the Pacesetters and other major research we unveiled. In the meantime here’s my update on economics and AI maturity (companies are maturing and learning about this stuff quickly), as well as my heartfelt thanks to everyone who participated. Additional Information Announcements: The Josh Bersin Institute, HR 2030, And The Global HR Excellence Certification. HR 2030: Overview and Detailed Blueprint for clients and Galileo Users AI Prices Are Going Up, Up, Up – And What This Means For Enterprise AI Chapters (00:00:00) - Irresistible Conference 2017 (00:00:55) - What I Learned at the Conference on AI & the Code (00:01:52) - The role of data in AI HR (00:03:44) - The Token Economics of AI (00:08:03) - Intro to Enterprise AI and HR (00:12:29) - The Future of AI HR (00:15:42) - Happy Summer Solstice!
Welcome to IRRESISTIBLE 2026 at USC in beautiful Los Angeles! Today we welcome 450 of our closest friends and introduce The Josh Bersin Institute Global HR Excellence Certification (GHRE). This is all focused on preparing you for HR 2030 , which we also introduced today. Additional Information Josh Bersin Institute Launch Video HR 2030 Launch Video Details On Launch And New Galileo Capabilities Chapters (00:00:00) - HRUC2026: The Future of AI Jobs (00:02:47) - Josh Burson Institute Launches Global HR Excellence Program
As we prepare to launch the HR 2030 Initiative next week, I pose an important question. What IS the real role of Human Resources in a world of AI, automation, and business acceleration? As you’ll hear, we believe HR is no longer the policy police, recruiting, training, or pay department. In a world of Agents, a new role has emerged: Dynamic Enablement for Growth . Today I discuss the historic role HR has played over the years, why many people distrust or misunderstand HR, and how HR emerges with an even more important role in the future. And in a world where CEOs believe automation will eliminate many of their workers, HR’s job is not to fight the trend, but rather accelerate it . And the result will be business growth, new career opportunities, and plenty of new jobs. This coming week at Irresistible 2026 we launch HR 2030 and also The Josh Bersin Institute, a new education and credentialing business to prepare every HR professional, HR leader, consultant, and HR vendor to learn and thrive in this new world. All the details are coming this week. I welcome your comments on this topic and I look forward to seeing our 450+ attendees at Irresistible on Monday at USC in Los Angeles. Additional Information HR 2030: Program Details ( video ) HR 2030: Explained Why AI Is A Massive Job-Creation Technology, Despite What You Think The HR-Ification Of The Democratic Party ( The Atlantic ) Chapters (00:00:00) - Why Does the HR Department Even Exist? (00:05:51) - HR Dynamics: Dynamic Enablement for Growth (00:09:09) - The Future of HR Is Complicated (00:16:15) - The skills needed in AI-related jobs (00:17:38) - A Taste of Irresistible Conference
This week was pretty exciting: Microsoft unveiled its Frontier Fine Tuning along with a new hardware stack and developer tools, while NVIDIA launched its foray into PC powered AI. Two big themes here: first is reducing computing cost as data centers start driving up all our AI cost, and second to make AI ever more personal for you and your company. You’ll also see that we’ve optimized Galileo into the Microsoft Copilot and you can get early access below, with GA coming later this summer. Even if you’re not an AI or PC geek this information is important because the way you focus your attention on AI has to change. We launch HR 2030 and the Josh Bersin Institute next week, stay tuned! Additional Information AI Prices Are Going Up, Up, Up – And What This Means For Enterprise AI Satya Nadella Keynote at Build (go to 1:45 for Frontier Fine Tuning announcement) Jensen Huang DTC Keynote in Taiwan More on Microsoft Frontier Fine Tuning for Copilot Chapters (00:00:00) - AI Token Maxing and the High Cost of AI (00:05:03) - Microsoft's Edge computing and fine-tuning the (00:09:11) - How Nvidia Went From Graphics to AI
I’ve decided that the biggest challenge we have in AI is now keeping track of the new words being created. Words like harness, layer, mesh, vector, orchestrator, tools, surface, memory – they all mean very special things. And engineers and marketing people keep dreaming up new ones (spine? pattern? control plane? MCP? LangChain? headless? MCP? mesh? ontology?). In this podcast I do my best to explain what these words mean, and give you a non-technical understanding of how all this stuff works. If people like this I’ll keep you up to date on all these new words. Additional Information (Note that all our research and podcasts are in Galileo ) AI Prices Are Going Up, Up, Up – And What This Means For Enterprise AI The Reinvention of Workday: From System of Record to Platform of Agents Could Microsoft Win The War For Enterprise AI? The AI vs. Labor Economy, Why Benefits Are Being Cut, The Role of Legacy Systems The Context Layer (Semantic Layer) In Enterprise AI (And Where Business Rules Go) Jensen Huang’s Taipei Speech (filled with this jargon) The Superagent for HR: Galileo Mars Release Chapters (00:00:00) - The Trouble With Words in the AI Era (00:07:28) - Three Words of the Real-World Model (RAG, M (00:10:16) - Hiring with a Neural Network (00:16:27) - What is the Microsoft SQL Server Fabric or Mesh? (00:18:07) - The issue of governance in the HCM (00:19:36) - A Little More About Machine Learning
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