Future Work Daan van Rossum

This episode is brought to you by Deel: https://www.flexos.work/deel.
Looking to hire employees globally?
Choose Deel, the #1 Employer of Record, operating in over 100 countries. Simplify hiring, payroll, and compliance—all on a single platform.
Deel’s in-house legal experts ensure continuous compliance and unmatched data security, making international employment effortless.
Customers praise the platform for its intuitive design and robust support, earning over 3,000 positive reviews.
If you're ready to expand your team worldwide with ease, visit https://www.flexos.work/deel to book a demo today.
Thanks so much to the wonderful team at Deel for making FlexOS' mission of a happier future of work possible.
In today’s episode, we're joined by David Paffenholz, founder of PeopleGPT, an AI platform that uses a ChatGPT-style interface to help source the right candidate for open roles.
We'll discuss how AI is transforming recruitment, making it more efficient, altering the role of human recruiters, and whether they are still necessary.
Here are a few key takeaways from the conversation:
Efficiency Through AI: We learned how AI platforms like PeopleGPT could reduce the time recruiters spend on sourcing candidates by up to 90% by taking over the repetitive and predictable tasks of sorting through candidates, leaving recruiters more time for what humans are good at.The Human in the Loop: The conversation underscored how humans still play a role in nuanced decisions and strategic direction, at least for now. Very often, the real value is better understanding the true needs before a search even starts, informed by company culture and organizational understanding. Ethical Considerations: We also touched on the ethical implications of using AI in recruitment, ensuring that as we integrate these technologies, they enhance rather than compromise our human values and workplace culture. Practices David put in place include removing all personally identifiable information including names, gender, and nationality. Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/90-faster-recruiting-with-ai-david-paffenholz-founder-peoplegpt

This episode of Future Work is brought to you by Tactic: https://www.gettactic.com/work.
Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos.
Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind.
It’s an all-in-one solution for hot desking, room reservations, and visitor management.
Visit Tactic today to unlock the power of hybrid work.
Our thanks to the Tactic team for sponsoring this episode!
In today’s episode, we explore how HR can be a powerhouse for business transformation in the age of AI and remote work.
We're joined by Lars Schmidt, who shares his journey of 25 years, from operator to one of the most influential thought leaders in the industry.
We delve into how HR is not just a support function but a critical driver of business strategy, especially in times of AI, and what leaders in HR and across the organization can do to futureproof themselves and their teams.
Here are some actionable takeaways to implement in your roles and organizations:
Get close to the business. Lars emphasizes how HR should be close to the business, something Anthony Onesto also sent a previous episode. He named Spotify, who is CHRO has created a context in which AR is a natural partner for all important decisions made in the business. Look at this on an individual and organization level. Make sure you truly understand the business - the most successful CHROs have spent time outside of HR. And be curious!Regular Engagement with AI Tools: Encourage your HR team and employees to engage with AI tools on a weekly basis. This practice helps integrate new technologies seamlessly into daily operations, enhancing productivity and decision-making.Emphasize Skills Development: Focus on continuous learning and skills development within your teams. Most skills will expire i. 2.5 years. With the rapid pace of change in job requirements, fostering a culture of growth and adaptability is crucial.Foster Talent Mobility: Implement strategies that support talent mobility within the organization. This approach not only prepares your workforce for future needs but also helps in retaining top talent by providing them with new challenges and growth opportunities.Promote Self-Learning: While we’re all stressed and burnt out, Lars agrees that we’re with the vanguard of a new world of work. Hr is leading that change. Encourage your HR professionals to be proactive in their personal and professional development. Staying curious and informed about industry trends and new tools can make them more effective and forward-thinking in their roles.Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/lars-schmidt-leaders-should-experiment-with-ai-weekly

This episode of Future Work is brought to you by Tactic.
Tactic is the #1 rated space logistics platform used by customers such as Microsoft, Redbull, the UN, and Northwestern University to create order out of the chaos.
Tactic has a 100% customer satisfaction score on G2 because it was built from the ground up with the end user in mind.
It’s an all-in-one solution for hot desking, room reservations, and visitor management.
Visit Tactic today to unlock the power of hybrid work.
Our thanks to the Tactic team for sponsoring this episode!
In this edition, I have the pleasure of speaking with Ashutosh Garg, the founder and CEO of Eightfold, a unicorn HR tech platform that brings AI to improve the entire talent lifecycle, companies, and the world of work.
Ashutosh brings a wealth of experience from his early days pioneering personalization at Google to now helping companies like Ernst and Young, Bayer, Morgan Stanley and Starbucks use AI to revolutionize how talents are managed and nurtured in the workforce.
Today, he'll share insights from his journey and how AI can play a pivotal role in enhancing our work lives. Here are the key takeaways:
Career Development and Employee Retention with AI: We've learned that AI's potential to tailor career paths to individual skills and aspirations can dramatically transform employee growth and satisfaction. By aligning opportunities closely with personal competencies, organizations can maximize employee potential, drive engagement, and keep the best people longer.Human in the Loop: This new way of thinking about people also means sometimes a team or manager has to give up a great employee to benefit the greater good, central to the theme of Josh Bersin’s dynamic organizations at the beginning of the season. It also means that even the smartest AI platform will always have a human in the loop, to control its impact on an organization.Reducing Bias with AI Tools: AI platforms can significantly reduce human biases that often influence hiring decisions. By standardizing processes and focusing on data-driven assessments, AI helps ensure that recruitment is based on merit and qualifications, not unconscious biases, leading to fairer employment practices. I love Ashutosh’ point that this starts even at job descriptions, where we need to be objective about even the kind of tasks done in the role we’re hiring for.Creating a Better World of Work: Ashutosh's mission with Eightfold is to create a better world of work—a place where employment is more than a necessity but a fulfilling part of life. AI is poised to transform the workplace into a more satisfying and productive environment by matching individuals to careers that genuinely fit their skills and aspirations.Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/ai-and-the-entire-talent-lifecycle-eightfold-ceo-ashutosh-garg

Welcome to today’s episode where we explore the fascinating intersection of AI and human resources with Barb Hyman, the founder of Sapia.
As companies like Starbucks, Randstad and Holland & Barett begin to leverage AI for interviewing, Barb discusses how this decreases bias, increases diversity, and makes the recruiting job a lot more joyful.
Today’s discussion unveiled several critical insights into how AI is reshaping the hiring landscape and HR as a whole:
The role of AI in Recruiting: We learned that AI can dramatically enhance interviews by replicating a five-star recruiting journey at scale, starting with a structured interview. It also makes interviews less biased, more enjoyable for the candidate, and the start of a data-driven employee journey that leads to improved retention. Consider integrating AI tools where manual work doesn’t provide benefits and may induce bias. Bias and Diversity: Giving more candidates a universal interview experience leads to more people being considered for a role, blind to demographics. Additionally, using chat vs. video or in-person interviews leads to more women applying, and letting candidates proactively provide demographic information.Data-Driven Insights for Retention: Our discussion highlighted how AI could use performance data to predict long-term job success, thus improving retention rates, like Holland & Barrett saving money with 30% improved retention. Ethical AI Use: Addressing AI skepticism through ethical practices was a significant point. Promote transparency in your AI implementations and engage in open dialogues about the ethical use of AI in your hiring practices to build trust and acceptance among stakeholders. Also keep in mind that where the data from candidates sits matters and increases your fluency in understanding the privacy elements of AI.I also loved Barb’s point of view that AI ultimately gives people more agency, which is a very positive view on the future of work.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/starbucks-uses-ai-interviews-barb-hyman-sapia

I’m thrilled to have Anthony Onesto join us. Anthony is not only the Chief People Officer at Suzy, an AI consumer research platform, but also a product and innovation advisor to HR tech platforms like ADP and Lattice.
We’ll discuss which tech is worth investing in, the role of AI in the future of work, and why data is the new oil. Here are five key highlights:
1. HR leaders need to speak business
Any platform or program you’re introducing needs to lead to a business outcome.
2. Data is the new oil
‍To tie HR efforts to business results, you need to be analytics-focused, you need to have data underpin every decision. And you need that data in one place, not in fifteen. ‍
3. Centralization of workplace tech
‍To get data in one place, you’ll likely be better off working with one core platform that offers most of what you need. While there are some data warehousing solutions, they rely on vendors’ API access, which is getting more and more limited as everyone makes a play for becoming the ‘one platform.’‍
4. The Opportunity in AI
‍While AI could negatively disrupt us, Anthony still sees opportunities. For example, he sees opportunities to replace bad user experiences with ChatGPT-style chat interfaces and create new workflows with a simple prompt. ‍
5. Start Today‍
That leads to our final insight. If you haven’t already, start today. Pick something, regardless of how small, where AI can automate a workflow, freeing up your team to do the work humans are uniquely good at.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/workplace-tech-bridging-hr-business-ai-anthony-onesto-cpo-suzy

Today, I have a dynamic discussion with Q Hamirani, an influential figure in the HR, AI and remote work sphere. He is known for his groundbreaking work at Airbnb and his current role as Chief People Officer at an ed-tech company, Paper and most recently founded the world's largest community for HR and AI enthusiasts called PeopleGPT (you can join at www.thepeoplegpt.com) - this is a community I have been an early member of and really enjoy etc.
Discover the implications of generative AI for HR, how embracing technology can redefine organizational structures and career paths, and why we should never choose the status quo.
Here are four takeaways to apply as a leader:
1. Embrace and Drive Change
Q underscores the importance of challenging the status quo and actively seeking ways to improve and innovate. As employee engagement is still at record low levels, encourage your teams to question existing processes and to explore new ideas that could lead to the development of pioneering programs like Airbnb’s "Work Anywhere" initiative.
2. Strategic Integration of Technology in HR
‍As Q says, in HR, it's always a combination of technology with humans in the loop. Use technology to free you up to do more interesting and complex work. This goes beyond automating routine tasks to leveraging advanced technologies like generative AI for more strategic purposes, like enhancing decision-making, improving employee engagement, and personalizing the employee experience. As leaders, fostering a culture that embraces technology will be key to staying competitive and efficient.
3. Choosing the Right Technology
Whether it’s HR technology or IT technology like collaboration tools, you have to be tied to the hip as HR leaders, because these platforms deeply influence the employee experience. As Q said, it's important for HR or people leaders to be very opinionated and influence what collaboration tools are being given across the organization by IT typically. Q is also a big advocate of centralizing onto one platform, especially for communication and knowledge management, and especially in remote companies where this becomes the employee experience
4. Navigating Generative AI
If you feel a bit behind, you’re not alone. This conversation reminded me that we're still all figuring it out. One thing is for sure, there is a lot to figure out, for example, workforce planning as AI can do the job of one or multiple people. We may also need less manager. So everyone, including HR, needs to jump in and get familiar. Plus, there may be some teams in your org who are using it actively, so why not spotlight this to the rest of the company so you can all learn together?
As people leaders, your stewardship in these areas will shape the future of work within your organization.
Q’s insights remind us that the path to innovation and success is paved with curiosity, courage, and a commitment to putting people at the heart of everything we do – especially as it relates to new technology like Gen AI.
Future Work is a weekly newsletter and bi-weekly podcast to help people-centric leaders stay ahead in the future of work.
Like reading more than listening? Find the article on our website: www.flexos.work/learn/unicorn-chro-how-to-embrace-generative-ai-q-hamirani-paper