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Elevate Your AIQ

Elevate Your AIQ

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 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 Economie Management Management et direction
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  • Ep 116: Evolving the HR Function Through Agentic AI and Human Potential with Laura Maffucci

    Ep 116: Evolving the HR Function Through Agentic AI and Human Potential with Laura Maffucci
    May 1 2026
    Bob Pulver sits down with Laura Maffucci, Head of HR at Globalization Partners, for a wide-ranging conversation on AI adoption, global workforce trends, and the evolving role of HR. Laura shares how G-P is deploying its agentic AI product, GIA, both externally for global employment compliance and internally as a pilot HR agent, while emphasizing the importance of grounding AI in trusted, expert-sourced data. They explore the growing disconnect between executive optimism and employee sentiment around AI, the durable human skills that matter most in an AI-augmented workplace, and why AI adoption without a clear problem to solve is a recipe for costly confusion. Laura also shares candid reflections on her own AI learning journey and what she sees ahead for the HR function. Keywords Laura Maffucci, Globalization Partners, GIA, employer of record, EOR, agentic AI, global employment, AI compliance, HR transformation, AI adoption, employee sentiment, AI literacy, early career roles, talent acquisition, deep fakes, AI governance, critical thinking, human skills, learning agility, shadow AI, AI Awesomeness Awards, internal mobility, cognitive diversity, compensation analytics, AI readiness, Gemini, NotebookLM Takeaways GIA has evolved from a compliance Q&A tool into an agentic platform that can generate contracts, audit company policies, and is now being piloted as an internal HR agent handling employee ticket inquiries The data behind GIA is grounded in over a decade of G-P's global employment expertise, offering a trusted alternative to general-purpose LLMs drawing from unverified internet sources A significant perception gap exists between executives who believe AI is driving efficiency and employees who feel it is actually adding to their workload or generating unreliable output they must clean up Entry-level roles are shifting toward managing and directing AI agents rather than executing tasks directly, with "taste" (the ability to evaluate AI output) emerging as a critical early-career skill Workforce hiring criteria must increasingly prioritize unteachable human attributes such as curiosity, learning agility, courage, and the willingness to relinquish control, because technical AI skills can be taught but these cannot AI adoption mandates without a clearly defined problem to solve create fragmented, siloed "shadow AI" that can undermine organizational strategy rather than advance it HR functions are being asked to lead organizational AI transformation without adequate resources, technical support, or direction, making the role both high-opportunity and genuinely demanding Assessing real AI usage requires creative mechanisms: GP uses a Slack sharing channel, quarterly performance check-in questions, and monthly AI Awesomeness Awards to surface how people are actually applying the technology Quotes "I know that when these things come out, whether you like them or not, you had best learn them and learn how to work with them." "If you have a legal or compliance question, I hope Reddit's not your first stop to get that answer." "You can't embrace AI and be a control freak. You have to be willing to let something go and let something do something." "The pitfall that I can see so many companies falling into is, we don't need people because we've got the AI to do this." "Being in HR right now is not for the weak. That I will say, for sure." "It should always be: what problem are we trying to solve? Because that's actually one of the biggest issues with AI." Chapters 00:02 Welcome and guest introduction 01:40 Employer of record explained 03:03 GIA overview and new agentic capabilities 05:27 Responsible AI and the importance of trusted data sources 08:47 GP research findings on AI adoption and executive-employee sentiment gap 11:50 AI as added burden vs. efficiency driver 13:45 Redefining early career roles in an agentic world 15:42 The human cost of replacing workers instead of augmenting them 19:05 The problem with AI mandates that skip the "why" 22:44 Human skills that matter most when hiring for an AI-augmented workforce 26:37 The AI-versus-AI problem in talent acquisition 27:39 Deep fakes, virtual interview integrity, and human oversight in TA 31:53 The evolving role of HR as a strategic function 37:13 C-suite dynamics and running HR as a pilot for GIA 39:27 Building an AI council, sharing culture, and identifying shadow AI 42:15 Measuring AI fluency through awards, check-ins, and community 45:14 Laura's personal AI journey and closing thoughts Laura Maffucci: https://www.linkedin.com/in/laura-maffucci G-P: https://www.globalization-partners.com/ For advisory work and marketing inquiries: Bob Pulver:⁠⁠ https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ https://elevateyouraiq.com⁠⁠⁠Substack: ⁠https://elevateyouraiq.substack.com⁠
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    52 min
  • Ep 115: Humanizing the Hiring Experience and Earning Candidate Trust with Jerry Jao

    Ep 115: Humanizing the Hiring Experience and Earning Candidate Trust with Jerry Jao
    Apr 24 2026
    Bob Pulver is joined by Jerry Jao, CEO of Employ, who brings a perspective shaped by years of building AI-driven consumer personalization before turning that lens on hiring. Jerry shares how he is restructuring Employ for greater agility, how Pillar's interview and screening companions are reducing friction for job seekers and recruiters alike, and why the surge in AI-assisted applications is complicating matching on both sides. He also addresses candidate fraud and deepfakes, and explains how Employ's IBM partnership helps reduce bias and hallucinations across nearly 100 million applications processed annually. Keywords Jerry Jao, Employ, Lever, JazzHR, Pillar, interview intelligence, screening companion, talent acquisition, candidate experience, AI bias, responsible AI, IBM, deepfakes, candidate fraud, AI literacy, two-sided marketplace, organizational design, hiring technology Takeaways Jerry's background in AI-powered personalization at Retention Science informs his approach at Employ, viewing both job seekers and hiring managers as people deserving a more thoughtful, personalized process Employ processed nearly 100 million applications last year, with some roles receiving two to three thousand submissions, making meaningful evaluation a serious operational challenge Pillar's interview and screening companions are being integrated platform-wide to improve TA accuracy and give recruiters measurable time back in their day Responsible AI is a strategic priority, with IBM as a thought partner on model bias, hallucinations, and protecting candidate data at scale Candidate fraud, including deepfakes and multiple identity submissions, is an emerging risk Employ is working to detect earlier in the funnel AI-optimized resumes are eroding the signal value of traditional screening, making interview intelligence increasingly critical Quotes "What I'm most excited about is creating a more effective process for people to provide for their loved ones by getting to their dream jobs." "We want to help our TA team get home a little sooner, or take a 30-minute mental break if AI can help get that time back in their day." "Hiring managers are telling us people sound incredibly amazing, but once they get on the call, it's a little different." "We're all people at the end of the day, so how do we personalize the experience so no one feels overlooked?" "It's almost as big a change as when the internet first arrived. We're in a very uncertain and unprecedented time." Chapters 00:02 Welcome and introductions 02:03 From consumer personalization to talent acquisition 04:55 Building a human-centered hiring marketplace 07:16 AI on both sides: the cat-and-mouse dynamic in recruiting 09:24 Restructuring Employ for agility and accountability 14:12 Screening companion, talent fit, and processing 100 million applications 20:40 Candidate fraud, deepfakes, and emerging hiring risks 22:07 Responsible AI and the IBM partnership 30:38 AI literacy in job descriptions and skills assessment 34:54 Jerry's new podcast and the future of TA storytelling 39:02 Navigating workforce uncertainty in the AI era 41:12 Closing reflections and Employ research reports Jerry Jao: https://www.linkedin.com/in/jerryjao Employ: http://www.employinc.com For advisory work and marketing inquiries: Bob Pulver:⁠⁠ https://linkedin.com/in/bobpulver⁠⁠⁠ Elevate Your AIQ:⁠⁠ https://elevateyouraiq.com⁠⁠⁠Substack: ⁠https://elevateyouraiq.substack.com⁠
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    44 min
  • Ep 114: Redesigning Work and Workforce Strategy for the Agentic Era with Paul Rubenstein

    Ep 114: Redesigning Work and Workforce Strategy for the Agentic Era with Paul Rubenstein
    Apr 17 2026
    Paul Rubenstein, Chief Evangelist and Talent Strategist at Visier, brings deep expertise in people analytics and workforce strategy to this wide-ranging conversation with Bob Pulver. He introduces a three-curves framework for CHROs navigating AI: the human-machine efficiency frontier, the ROI curve, and the humanity index. The discussion explores why workforce planning is having a long-overdue resurgence, and how HR can use AI-powered analytics to reach managers proactively rather than waiting for them to come to HR. Bob and Paul also examine the courage gap in AI adoption, the governance tension between restricting data and enabling better AI answers, and the design-plan-operate mindset required to truly transform work. Keywords Paul Rubenstein, Visier, people analytics, workforce planning, CHRO, human-machine efficiency frontier, ROI curve, humanity index, agentic AI, MCP server, intelligent service delivery, governance, data strategy, organizational design, courage gap, talent strategy, future of work Takeaways • CHROs should track three curves: the human-machine efficiency frontier, the ROI curve on AI investments, and a humanity index covering talent density, engagement, and culture. • Most organizations are stuck in the "gym membership phase" — distributing AI tools without redesigning work — and real returns require intentional deconstruction and reassembly of jobs. • The courage gap is real: employees need to see self-disrupting behaviors modeled and rewarded before they willingly give up tacit knowledge to train agents. • MCP servers enable systems-to-systems intelligence that can give managers contextual, proactive insights in the flow of their work — without them ever having to engage HR directly. • Workforce planning is entering a golden age, requiring continuous, real-time, multi-dimensional design that mirrors how finance operates with FP&A. • AI governance needs to shift from restricting data by default to securing personal accountability for use — otherwise AI answers will remain narrow and biased. • When all companies have access to the same agents, people and culture will again be the differentiator — making the humanity index a strategic, not just a moral, priority. Quotes • "The floor for the tools we expect at work has just risen. AI is one." • "You can't lay off a hand or an arm to recover your technology investment." • "I want my workforce plan to be as easy as Google Maps — give me traffic updates and help me reroute." • "Sameness does not yield greatness in a talent strategy." • "Don't rely on your company for your career. You are responsible for staying relevant." • "Just because you can automate something doesn't mean you should." Chapters 00:02 Welcome and introductions 00:53 Paul's career journey and obsession with HR's untapped potential 05:05 How AI is changing the analyst role and collapsing distance to insight 06:50 The three curves framework for CHROs navigating AI adoption 10:46 Strategic work planning vs. workforce planning and the agentic org chart 14:11 Manager evolution in a human-agent workforce 16:33 The gym membership phase and why job redesign is the real unlock 19:39 The courage gap and cultural conditions for AI adoption 23:29 Protecting durable human skills and doing the hard things 26:50 AI governance and the tension between data restriction and answer quality 31:38 MCP servers and the future of intelligent HR service delivery 38:54 Orchestration layers and proactive manager engagement 45:50 How analytics builds HR's strategic credibility 47:03 AI as first mate and the case for continuous workforce planning 51:52 Closing thoughts on staying human-centric and owning your career Paul Rubenstein: https://www.linkedin.com/in/paulrubensteinhr Visier: https://visier.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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    55 min
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