While Anthropic and OpenAI have massive valuations, the ROI from enterprise AI is coming from applications and data, not the model itself. It’s not unlike the relational database market, which went through a similar shift in the 1990s. Podcast here: Is AI Becoming A Commodity? Or Is it Just A Normal Enterprise Technology like other? Here’s the basic idea. Now that we have Frontier models from OpenAI, Anthropic, Google, and Microsoft (MAI), and we also have free open source (GLM, Deepseek, Kimi, Mistral, IBM’s Granite…) as well, can we stop “buying AI” simply because it’s cool and start looking at this as just one more amazing tool for building solutions? I think we’re at that point. And today Satya Nadella, in his article We Can’t Let AI Giants Eat the Economy, agreed with this premise. We are just finishing a report (Enterprise AI Playbook) and our research (200+ companies) found...

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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    

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What if every talent process you ran was AI-enhanced — not to replace what you do, but to make decisions even smarter? 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...

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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 gives the...

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The explosive AI market is changing everything, and even Handshake, the leader in university recruiting and early career growth, is taking the bait. Today Handshake acquired Uplimit, one of the pioneers in AI-native corporate learning, with a goal of building a massive AI skills academy and job network for young workers. I talked with Jonathan Stull, President, and Julia Stiglitz, Uplimit CEO and Co-Founder and they put it like this: “LinkedIn became the jobs, careers, and upskilling network for the digital age: we are the job and skilling network for the AI age.” It’s kind of a compelling idea. Handshake now has 25 million+ job seekers and young professionals in its network, and has direct relationships with more than 1,500 universities and 900,000 employers. Almost every college graduate joins Handshake to help them build a career and find a job, so the company has built a $150-200 Million business just...

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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? Satya Nadella Agrees That Frontier AI May Have Peaked 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

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