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Anything is possible when people love what they do and where they work. As a passionate…
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Rana Robillard reposted thisRana Robillard reposted thisI'm more than a little embarrassed that my industry has resorted to scare-mongering to sell software. It has to stop - as does the lying. Just goes to show that even seasoned practitioners can completely lose sight of reality with the wrong incentives. We are going to transform work, no doubt. But we're not going to get there without clear heads and rational discussion. We have a new tool. It is powerful. It will change how we work and reshape how organizations deliver. And it's going to take lots of humans to make it work - like any tool. I remember a quote that Mike Cannon-Brookes of Atlassian said from a HubSpot event about a year ago - approximately remembered - "AI adoption didn't happen internally until we focused on the things that made everyone's life better - more about joy". Article here: https://lnkd.in/eRa5S7KNOpenAI's Altman says AI unlikely to lead to 'jobs apocalypse'OpenAI's Altman says AI unlikely to lead to 'jobs apocalypse'
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Rana Robillard shared thisJoin us at Tekion Corp for an exciting hypergrowth journey!
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Rana Robillard shared thisFantastic Opportunity! Join a hypergrowth company that is innovating every day!
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Rana Robillard reposted thisRana Robillard reposted thisNot the final cover, but feels so good to hold a hard copy of the new book. It really is the end result of a decade and a half thinking about the impact of AI on work and society. Excited to share it soon.
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Rana Robillard reposted thisRana Robillard reposted thisWhy Meaningful Work Design Is the Missing Layer in AI Adoption People willingly push through extreme effort when it feels meaningful. Athletes train for years for marginal gains, scientists persist through uncertainty, entrepreneurs endure repeated failure. The issue is rarely effort itself — it is whether effort feels worth it. Recent neuroscience research reinforces this idea: the brain does not avoid hard work, it avoids wasted effort — effort that feels disconnected from impact or purpose. This becomes critical in the age of AI. Most AI at this moment does not remove entire jobs — it automates tasks inside them. Increasingly, that leaves humans in a role of monitoring, checking, and validating AI systems. But research suggests this “AI supervision” work is cognitively fragile: people are not reliably good at it, and it often does not feel meaningful or engaging. If we are not careful, we risk repeating Taylorism in a new form — not through factory repetition, but through fragmented algorithm oversight work, where humans are reduced to checking outputs they did not create. So the real question is not: “What can we automate?” But: “Are we designing automation in a way that preserves meaningful human effort?” Because if we automate the meaningful parts of work and leave humans with low-trust supervision roles they are not naturally good at, we don’t improve work — we degrade it. This is where HR and work design become central: * prioritize automation of low-value, repetitive work (not judgment-heavy tasks) * avoid creating roles centered on constant AI verification and exception handling * ensure humans remain connected to outcomes, ownership, and purpose The goal is not just AI adoption. It is designing work where human effort still feels worth it — and where AI actually enhances, rather than empties, meaning. See research: Do people really avoid effort? A cost – benefit perspective on the principle of least effort.
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Rana Robillard reposted thisRana Robillard reposted thisAt New Relic, had a policy called "Don't Repeat Incidents"A detailed look at FaST agile -- a practice well worth your time | Jade Rubick - Engineering LeadershipA detailed look at FaST agile -- a practice well worth your time | Jade Rubick - Engineering Leadership
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Rana Robillard reposted thisRana Robillard reposted thisModern employment should be an alliance. Not just legal contracts, but moral promises between employee and employer that are not to be made lightly, and even less lightly broken. Some thoughts on layoffs & hiring in AI: To date, the AI adaptation story is most often told through the lens of company layoffs, and it’s understandable why. It’s also true that layoffs are just one facet of the larger AI adaptation story. There are AI hiring waves too, along with AI start-up booms and AI investment flowing into both new ventures and internal transformation. Recognizing this is key to an optimal Alliance framework, because the framework works best when all parties can see the full landscape of what’s possible, not just what’s threatening. The same is true for companies. Those who frame AI purely as a cost-cutting exercise will miss the alliance-building moments that determine who actually thrives. As a general principle, I believe that AI wins by doing more, not spending less, and the same companies that are laying employees off now may find themselves understaffed if their competitors use AI to do more with the same number of employees. When companies announce AI-driven layoffs, there is, and will continue to be, skepticism about their true motivations—and some of this skepticism is warranted. At the same time, ignoring or dismissing the coming impact of AI is likely more dangerous than overreacting to it. Show more But that doesn’t mean companies should feel entitled to treat this moment of technological upheaval as an instance of force majeure. That framing is convenient, and in narrow legal terms it may even be accurate. But it is not a legitimate ethical posture. Indeed, if you believe a company does in fact have moral obligations to employees with whom they’ve built alliances, these obligations shouldn’t be allowed to evaporate when the environment gets harder. If anything, they intensify. And not just because it’s the ethical thing to do. Companies hoping to earn the trust of new generations of talent—and the loyalty of their alumni networks—are ones that treat AI-driven restructuring as a test of Alliance principles, not an exemption from them.
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Rana Robillard reposted thisRana Robillard reposted thisYou've read six chapters of this series. Resumes. Cover letters. Networks. Interviews. Practice. Not one of them was about applying. That was on purpose. Here's the trap most job seekers fall into: they see an opening at their dream company, get excited, fire off an application, and bomb the interview because their resume isn't sharp, their answers aren't ready, and their network is cold. By the time they realize they weren't ready, the role is gone — and the company has them in their applicant tracking system as "passed." The candidates who actually get the dream job do it backwards. They sharpen their resume on B-list companies first. They practice their answers in lower-stakes interviews. They build offers they can use as leverage. And only then do they apply where it really counts. 12 slides on what to do now that you're actually ready: where to apply first, what to do with your network this week, the (sobering) timeline that's normal, and what to expect when you click "submit." Most people apply too soon. The ones who take the time to prepare before applying have a much higher success rate. Where in the process did you realize you'd applied too early?
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Rana Robillard reposted thisRana Robillard reposted thisTesting beats abstract debate. Especially with AI. We've all watched teams spend months talking about AI. The debate rarely resolves anything. Why? Because the conversation is too high-level. Truth shows up when you actually try something: something small enough to contain risk, and big enough to create nuance and learning. Earlier this year, Zapier's talent team put this into practice with AI recruiter screens: The team got clear on the problem to solve, tried it on a small scale with guardrails, then measured effectiveness—including the human experience—and published what they learned. Abstract alignment is expensive. Thoughtful testing is how you get enough context to build clarity: behavior you didn't predict, non-obvious tradeoffs, and concrete mistakes you can fix.
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1w
The work that Charter and Jay Lauf and Brian Elliott is so important right now. How do we prepare for the future of AI and humans working together for success? We are all learning right now. Thanks so much to Molly Sands, PhD and Stephanie Burke Duke of Atlassian for the great data based conversation and insights. Appreciate this community so much!
Rana Robillard commented on a post
1mo
Vanaja Deva Shetty GowdaThank you so much for all that you do! You are truly appreciated!! Congratulations!!
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1mo
Another fantastic IPO Circle. Appreciate Travis Kalanick sharing his insights with all of us! Thank you Cara Brennan Allamano, Erin M. Faverty, MA COML and Jen Scales for another fabulous event! Our community learns so much every time we get together - thank you!!
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Rana Robillard liked thisRana Robillard liked thisWith Agentforce, Slack, and Headless 360, Salesforce is helping our customers ride the exponential wave of intelligence where work happens. Our Q1 results prove we’re delivering customer success with our Agentic Enterprise strategy, and this momentum reinforces our position as the #1 AI CRM. 🎯 cRPO up 14% YoY at $33.6B, and RPO up 11% YoY at $67.B, signaling a strong pipeline of future revenue 🎯Agentforce ARR has now surpassed $1B in ARR, and combined with Data 360 and Informatica, we’ve delivered $3.4 billion. 🎯3.8 billion AWUs delivered to date across Agentforce and Slack, growing 111% QoQ 🎯Our 10 highest AWU customers increased their total Salesforce spend by 1.5x in the last year Given our strong performance, we are raising the midpoint of our FY27 revenue guidance to $45.9B to $46.2B. 🚀 With our playbook, we are confident in first-half Net New AOV growth outpacing AOV growth and organic revenue reacceleration in the second half of FY27. This quarter, we also turned our $50B share repurchase authorization from intention to action through a historic $25B Accelerated Share Repurchase (ASR). This investment is a direct reflection of our confidence in Salesforce’s value and trajectory, and our commitment to driving shareholder value. Thank you to our employees, customers, partners, and investors for their continued trust and partnership. I’m excited to see what we accomplish next. Don’t miss our Live Earnings Webcast at 2:00pm PT or catch the replay, right here on LinkedIn: https://lnkd.in/gQAEyc_W See our Q1 FY27 results: https://lnkd.in/gJJ5DxkuSalesforce Delivers Record First Quarter Fiscal 2027 ResultsSalesforce Delivers Record First Quarter Fiscal 2027 Results
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Rana Robillard liked thisRana Robillard liked thisOk, I've decided to weigh in on this... Ryan Breslow fired his entire HR team because they were "creating problems that didn't exist." Then those problems disappeared. Cool story. Here's what actually happened: Bolt's valuation dropped 97% — from $11 billion to $300 million. Breslow came back, gutted 30% of the workforce, eliminated the people function, and called it "wartime leadership." He acknowledged poor decision-making and overspending caused the collapse. Fair enough. But somehow the HR team still ended up as the villain. HR didn't create the entitlement culture he described. They were navigating it. Naming it. That's not bureaucracy. That's the job. The real tell? He replaced HR with "People Ops" — a smaller team doing training and employee support. Which is... HR. Just with fewer people and less protection for employees. CEOs who eliminate HR don't actually want fewer problems. They want fewer witnesses.
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Rana Robillard liked thisRana Robillard liked thisI'm more than a little embarrassed that my industry has resorted to scare-mongering to sell software. It has to stop - as does the lying. Just goes to show that even seasoned practitioners can completely lose sight of reality with the wrong incentives. We are going to transform work, no doubt. But we're not going to get there without clear heads and rational discussion. We have a new tool. It is powerful. It will change how we work and reshape how organizations deliver. And it's going to take lots of humans to make it work - like any tool. I remember a quote that Mike Cannon-Brookes of Atlassian said from a HubSpot event about a year ago - approximately remembered - "AI adoption didn't happen internally until we focused on the things that made everyone's life better - more about joy". Article here: https://lnkd.in/eRa5S7KNOpenAI's Altman says AI unlikely to lead to 'jobs apocalypse'OpenAI's Altman says AI unlikely to lead to 'jobs apocalypse'
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Rana Robillard liked thisRana Robillard liked this🛑 Friday reminder for everyone in HR. HR isn't being automated at AI-native companies. It's being rebuilt. I scraped 3,497 open roles from 34 frontier AI companies — Anthropic, OpenAI, Cursor, Harvey, Sarvam AI, Aleph Alpha + 28 more. Zoomed in on the 120 HR roles. Three findings: 1���⃣ 46% of HR JDs now explicitly require AI fluency. Not "comfort with HR tech." Fluency. Hold a conversation about agents, evals, RLHF in the interview. Three years ago: ~0%. 2️⃣ "Recruiter" has split into six variants — and the bar is concrete. Screen ML/research candidates without a hiring manager in the room. Read CVs for OSS commits and paper authorship, not FAANG years. Know frontier-lab comp norms cold. Senior tech recruiters at frontier labs: $180k–$240k. 3️⃣ Same titles. Different roles. HRBPs embed with research teams. People Ops is systems-design. L&D becomes "Talent Development & Enablement." Head of People → Head of People Science. And this isn't just frontier labs anymore. In the last 90 days: Avani Solanki Prabhakar at Atlassian became Chief People & AI Enablement Officer. Brandon Sammut at Zapier is Chief People & AI Transformation Officer. The CPO title itself is being rewritten and the work profile underneath it is a moving target. Five years of generalist HR experience used to be the headline qualification. Not anymore. It's taste in talent + fluency in what your company actually sells. Check the last slide — 10 questions. Draw parallels to where you sit (CPO, HRBP, recruiter, anyone in HR). Are we actually doing these, or just nodding? P.S. — This pulls from open ATS data only (Lever, Greenhouse, Ashby). Companies on custom careers pages aren't in the sample. Treat the signal as directional, not decisional. P.P.S. — Helen Lee Kupp and I have been analyzing on fluency frameworks as part of our research project at Women Defining AI. The job market data keeps pulling us back from the theory work and that's the point. Frameworks tell you what fluency is. Job data tells you who's actually moving. You need both signals.
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Rana Robillard liked thisRana Robillard liked thisThis #MentalHealthAwarenessMonth, Airvet is excited to introduce Behavioral Consultations. Dedicated time with a veterinary professional from home, built around solving pets' behavioral challenges and restoring pet parents' peace of mind. With these consultations, pet parents can... 🐶 Tackle separation anxiety, leash aggression, destructive behavior, and more 🗓️ Schedule on their time, no waiting room required 📝 Submit notes in advance so their veterinarian arrives prepared 🧠 Protect the peace of mind their pet brings Learn more: https://lnkd.in/eZQpFJt4Introducing Airvet’s Newest Appointment: Behavioral Consult - AirvetIntroducing Airvet’s Newest Appointment: Behavioral Consult - Airvet
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Rana Robillard liked thisI had the pleasure of working with Tony Lee as a customer, and I’m even more excited to work with him as a part of the HackerOne team. Big changes and growth are coming! Welcome to the team!Rana Robillard liked thisWe're excited to welcome Tony Lee as Vice President of Operations at HackerOne. Tony brings a rare, first-hand customer perspective to this role as a former leader in the Amazon Web Services (AWS) bug bounty program, one of the most sophisticated enterprise vulnerability programs in the world. At HackerOne, Tony will lead our AI-native customer and community operations, scaling the end-to-end experience across onboarding, technical account management, triage, support, and mediation. As we help organizations close the gap between vulnerability discovery and remediation, we believe that operational excellence is a competitive advantage for every researcher and customer we serve. We're thrilled to have him! Welcome to the team, Tony.
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Rana Robillard liked thisRana Robillard liked thisUnited delayed, delayed, delayed me. Grabbed a car instead, enjoyed the sun, my tunes & the wind in my hair (whats left of it). Nothing’s gonna stop me from launching DeYarman Ford & getting them rolling on #Tekion. Especially not a 4.5 hour drive. 😉🏎️ Tekion Corp
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Rana Robillard liked thisRana Robillard liked thisThis is a Member of Technical Staff at Anthropic. In just 15 minutes, he will teach you more about vibe-coding than 100 YouTube video guides. Together with this /goal Guide, it will change the way you use Claude forever: https://lnkd.in/dXZHxV_w Pure signal. From the people who actually built it. P.S. also check out Claude Code Routines with 8 Production Prompts for Autonomous Code Review, Deploy Verification, Deal Flow Screening, & More 🤖: https://lnkd.in/dfFmzpAe
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