Episodes

  • Should the CHRO Become the Chief Technologist?

    Should the CHRO Become the Chief Technologist?
    May 3 2026
    In this episode, I sat down with Sarika Lamont (Chief People Officer at Vidyard) to break down one of the most critical shifts happening in HR leadership right now. Here’s the uncomfortable truth: 97% of AI transformations are failing. It’s not the technology that’s broken. It’s because we—HR leaders—aren't leading them. AI transformation is fundamentally about behavior change, not tooling. And that means HR is uniquely positioned to own it. In this conversation, we unpack: 🔑 Key Topics: Why AI is evolving entry-level roles, not eliminating them (and the critical 20% gap everyone's missing) How the CHRO role has shifted from managing HR functions to owning the entire operating model The difference between automation, AI, and agentic AI (and why most organizations get this wrong) Why HR leaders need to become "Chief Technologists"—not engineers, but business-savvy innovators How to separate hype from reality when every AI vendor claims to solve everything The power of "building in public" for real AI adoption (not compliance) Why HR leaders must understand revenue, ARR, and cash flow to earn a seat at the table Practical steps CHROs can take today to lead AI transformation in their organizations ⏰ Timestamps: 00:00 Intro – why AI is changing HR 01:30 Guest intro – Sarika Lamont, CPO at Vidyard 04:48 Is AI really killing entry-level jobs? 12:35 Microsoft’s new HR model and “workforce acceleration” 14:11 How the CHRO role has changed in the AI era 15:44 Should HR lead AI transformation? 21:31 What CHROs should actually focus on with AI 25:32 Why HR leaders must become technologists 29:28 How to lead AI even without enterprise tools Core Takeaway: The CHRO role is evolving from "people function owner" to "Chief Technologist"—someone who understands how humans, systems, and business outcomes interconnect. If you're not getting hands-on with AI tools, building in public, and learning your business inside out, you're going to get left behind. Connect with Sarika:* LinkedIn: linkedin.com/in/sarikalamont (She's actively building in public and always open to connecting on AI, HR, and organizational transformation) 🎧 The Human Capitalist is a podcast + newsletter at the intersection of AI and HR leadership. We talk about what actually works—grounded in real HR challenges, bold thinking, and practical advice. Subscribe to never miss an episode. Newsletter here: https://tinyurl.com/humancapitalist Learn more about your ad choices. Visit megaphone.fm/adchoices
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    36 mins
  • The Future CHRO Thinks Like an Engineer

    The Future CHRO Thinks Like an Engineer
    Apr 28 2026
    HR isn't broken because it lacks data. It's broken because the data isn't connected to anything that drives decisions. 63% of HR professionals describe their function as the company's crisis hotline. 41% of their time goes to admin work. And 98% of CHROs are unhappy with how performance management works — despite sitting on more workforce data than ever. That's not a data problem. That's a gap problem. And in Episode 3 of The Five Personas of the Modern CHRO, we get into the persona built to fix it: The Engineer. The Engineer doesn't own any single function's process. They hunt the gaps between functions — where Sales ends and Talent begins, where Finance is making workforce decisions without people data, where two AI implementations are running in parallel and nobody's coordinating them. Then they close those gaps. I also share a real story from my consulting work — a Sales team missing ramp targets, a recruiting team taking the blame, and the gap nobody was looking at that was sitting right between them. **In this episode:** - Why HR is data rich and insight poor — and what that's costing the business - The AI stats making cross-functional gaps more expensive by the month - How engineers actually think — and what that mindset looks like in the CHRO seat - The four behaviors that define the Engineer persona - A real-world example: how closing a Sales-Recruiting gap improved quota attainment and first-year retention - Three action steps to start this week --- **Timestamps** 0:00 The gap problem nobody owns 0:40 Welcome back 1:00 Series recap 1:45 Problem: HR as the crisis hotline 3:40 Research: AI is making gaps more expensive 5:30 How engineers actually think 6:40 The CHRO as Engineer 7:10 Real world example: Sales and Recruiting 10:05 The four behaviors of the Engineer CHRO 12:10 Plan of action: 3 moves this week 13:30 Bottom line --- **Further reading:** [AI Isn't Breaking Your Middle Managers](https://www.fastcompany.com/91514051/ai-isnt-breaking-your-middle-managers) — Fast Company -https://www.fastcompany.com/91514051/ai-isnt-breaking-your-middle-managers --- **About The Human Capitalist** For 20 years I've been rebuilding organizations for C-suite leaders. This channel is an intelligence briefing on the business of people — for CEOs, Board Members, and CHROs who want the signal without the noise. New episodes every week. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    16 mins
  • The Architect: The Only CHRO Skill That Matters Now

    The Architect: The Only CHRO Skill That Matters Now
    Apr 25 2026
    HR isn't broken because it lacks data. It's broken because the data isn't connected to anything that drives decisions. 63% of HR professionals describe their function as the company's crisis hotline. 41% of their time goes to admin work. And 98% of CHROs are unhappy with how performance management works — despite sitting on more workforce data than ever. That's not a data problem. That's a gap problem. And in Episode 3 of The Five Personas of the Modern CHRO, we get into the persona built to fix it: The Engineer. The Engineer doesn't own any single function's process. They hunt the gaps between functions — where Sales ends and Talent begins, where Finance is making workforce decisions without people data, where two AI implementations are running in parallel and nobody's coordinating them. Then they close those gaps. I also share a real story from my consulting work — a Sales team missing ramp targets, a recruiting team taking the blame, and the gap nobody was looking at that was sitting right between them. **In this episode:** - Why HR is data rich and insight poor — and what that's costing the business - The AI stats making cross-functional gaps more expensive by the month - How engineers actually think — and what that mindset looks like in the CHRO seat - The four behaviors that define the Engineer persona - A real-world example: how closing a Sales-Recruiting gap improved quota attainment and first-year retention - Three action steps to start this week --- **Timestamps** 0:00 The gap problem nobody owns 0:40 Welcome back 1:00 Series recap 1:45 Problem: HR as the crisis hotline 3:40 Research: AI is making gaps more expensive 5:30 How engineers actually think 6:40 The CHRO as Engineer 7:10 Real world example: Sales and Recruiting 10:05 The four behaviors of the Engineer CHRO 12:10 Plan of action: 3 moves this week 13:30 Bottom line --- **Further reading:** [AI Isn't Breaking Your Middle Managers](https://www.fastcompany.com/91514051/ai-isnt-breaking-your-middle-managers) — Fast Company -https://www.fastcompany.com/91514051/ai-isnt-breaking-your-middle-managers --- **About The Human Capitalist** For 20 years I've been rebuilding organizations for C-suite leaders. This channel is an intelligence briefing on the business of people — for CEOs, Board Members, and CHROs who want the signal without the noise. New episodes every week. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    17 mins
  • The Silent Shift Redefining the CHRO Role

    The Silent Shift Redefining the CHRO Role
    Mar 22 2026
    The traditional CHRO role is being quietly eliminated. Not by AI. Not by the economy. By CHROs themselves. Average CHRO tenure has dropped from 6 years to 4.8. Only 3 in 10 have a business background. 60% see themselves as C-suite equals — but only 12% are paid like it. The gap between how CHROs see themselves and how boards value them is the whole problem in one number. In this episode — the foundation of a 7-part series — I break down why the traditional CHRO role is becoming obsolete, what the data actually says about where this is heading, and the five personas that separate the CHROs keeping their seat from the ones getting reorganized out of it. In this episode: The quiet demotion pattern I've watched play out across dozens of organizations The Josh Bersin data nobody wants to talk about out loud Why the real problem is language, not awareness The Five Personas of the Modern CHRO: The Architect, The Engineer, The Scientist, The COO, The Coach The one question I use to benchmark every CHRO I work with Timestamps 0:00 The CHRO problem nobody's talking about 1:16 About this series 1:46 The quiet demotion pattern 2:49 What the data shows 4:19 It's language, not awareness 6:00 The five personas 10:26 Three action steps 11:54 Bottom line About The Human Capitalist For 20 years I've been rebuilding organizations for C-suite leaders. This channel is an intelligence briefing on the business of people — for CEOs, Board Members, and CHROs who want the signal without the noise. New episodes every week. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    14 mins
  • AI, Reverse Recruiting & the Talent Portfolio Manager

    AI, Reverse Recruiting & the Talent Portfolio Manager
    Mar 1 2026
    Is reverse recruiting a real career service — or a clever racket preying on job seekers? And what happens to recruiting when AI takes over the top of the funnel? In this episode, I’m joined by Brian Fink, one of LinkedIn’s most respected recruiting voices, to unpack two disruptive trends reshaping the talent industry. We dive into the reverse recruiting craze — where candidates pay recruiters to apply for them — and why Brian calls it “a racket in new packaging.” I also share insights from my Fast Company article on the Talent Portfolio Manager (TPM) — a next-gen model redefining the recruiter’s role in the age of AI. What you’ll learn: Why the “AI eliminates 75% of resumes” stat is misleading — and who profits from that fear The ethical problem with charging both candidates and companies What a Talent Portfolio Manager does — and why it’s the future of recruiting Why internal mobility is broken (and who’s hoarding the fix) The 30-minute daily habit that keeps Brian and me ahead of the AI curve Timestamps:0:00 — Intro & Meet Brian Fink2:00 — Reverse Recruiting: Trend or Racket?6:30 — The “AI Eliminates 75%” Myth9:00 — The Ethics of Reverse Recruiting15:00 — The Talent Portfolio Manager Model20:00 — Internal Mobility & Ownership30:00 — HR’s Non-Negotiables in the Age of AI35:00 — Daily Learning Habits & Staying Ahead39:00 — Sprint Recruiting + Closing Thoughts 📌 Connect with Brian Fink: linkedin.com/in/brian-fink | @TheBrianFink on Substack, Instagram, and X📌 Connect with Trent Cotton: linkedin.com/in/trentcotton | trentcotton.com/blog 🔔 Subscribe for weekly intelligence briefings on the business of people. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    43 mins
  • Reverse Recruiting: Should Job Seekers Pay to Get Hired?

    Reverse Recruiting: Should Job Seekers Pay to Get Hired?
    Feb 20 2026
    Reverse recruiting is blowing up right now — and I have thoughts. In a tight labor market where there are more unemployed Americans than open roles, candidates are flipping the script and paying recruiters to land them jobs. It's like having a Hollywood agent for your career. And honestly? Part of me thinks it's genius. But there's a huge red flag that nobody is talking about. In this video, I break down what reverse recruiting actually is, why it's gaining traction, what I like about it, and the one thing you should NEVER do if a reverse recruiter reaches out to you. ⏱️ TIMESTAMPS: 0:00 - What is reverse recruiting? 0:19 - The LinkedIn article breaking it down 0:42 - The positive: Why this model is actually ingenious 1:27 - The BIG red flag (never do this) 1:49 - How to protect yourself as a candidate 2:16 - The Hollywood agent analogy 2:34 - Paying for network access — is it worth it? 2:55 - I want to hear from you (reverse recruiters & candidates) If you're a reverse recruiter or a candidate who's used one, I want to hear from you. Drop a comment or reach out — I'm genuinely curious how this is playing out. Like and subscribe for more no-fluff takes on recruiting, talent, and the future of work. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    5 mins
  • This AI Decision Guarantees 95% Failure

    This AI Decision Guarantees 95% Failure
    Feb 9 2026
    Most AI conversations in leadership focus on tools, skills, and headcount — but that's not where AI is breaking companies. The technology mostly works. What's failing is how organizations are being redesigned around it. Leaders are restructuring before they understand where value has moved — and it's making companies brittle, not leaner. In this video (Part 1 of 3), I break down the first critical decision error I see leaders making as they rush to "do something" about AI. 🔑 KEY TAKEAWAYS: Why "pilot purgatory" is killing AI ROI across organizations Where value actually moves when AI enters workflows (hint: it's judgment and orchestration) The MIT stat that should alarm every executive: 95% of enterprise AI pilots fail to deliver ROI How Zillow's AI strategy backfired — and the lesson for every leader The rule you cannot violate when restructuring around AI ⏱️ TIMESTAMPS: 0:00 - The real problem with AI conversations 0:22 - What "pilot purgatory" looks like 0:43 - It's not a tooling problem — it's a people decision problem 0:56 - About this channel 1:26 - What you're probably seeing in your organization 1:51 - The first decision error: restructuring too early 2:21 - Redesigning org charts before understanding value movement 2:43 - Where value actually moves (McKinsey research) 3:31 - Why removing the middle makes you brittle 3:42 - Why 95% of AI pilots fail (MIT study) 4:19 - The Zillow cautionary tale 4:55 - The rule leaders keep violating 5:18 - What's next: Errors #2 and #3 📚 RESOURCES MENTIONED: MIT Study on AI Pilot Failures: https://fortune.com/2025/08/18/mit-report-95-percent-generative-ai-pilots-at-companies-failing-cfo/ McKinsey Research on Human-AI Orchestration: https://www.mckinsey.com/mgi/our-research/agents-robots-and-us-skill-partnerships-in-the-age-of-ai SHRM Article on Zillow Offers:https://www.shrm.org/enterprise-solutions/insights/when-automation-backfires--how-rushed-ai-implementation-can-hurt0 🔗 CONNECT WITH ME: LinkedIn: linkedin.com/in/trentcotton Website: trentcotton.com Book: Sprint Recruiting 👉 This is Part 1 of a 3-part series on AI decision errors. Subscribe so you don't miss Parts 2 and 3. #AIStrategy #HRLeadership #WorkforceTransformation #TalentStrategy #FutureOfWork #AIinHR Learn more about your ad choices. Visit megaphone.fm/adchoices
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    7 mins
  • AI Is Exposing the Biggest Lie About Workforce Productivity

    AI Is Exposing the Biggest Lie About Workforce Productivity
    Jan 14 2026
    AI is exposing the productivity problem leaders have ignored for years. Most organizations optimized for activity — not outcomes — and HR now owns the reset. As AI automates more work, it’s exposing a hard truth inside organizations: Much of what we’ve rewarded for years was never real productivity. Slide decks no one reads. Meetings that solve nothing. Reports created for optics, not outcomes. In this video, I break down how AI is revealing the BS economy at work — and why this moment is a critical reset for leaders, HR, and the C-suite. With over 20 years in HR leadership, I’m not here to hype tools or trends. I’m here to help leaders understand AI’s real impact on workforce strategy — and how to redesign work around outcomes, not activity. In this video, you’ll learn: Why AI is automating “busy work” — and why that’s a good thing What productivity studies are really showing (and what they’re not) Why speed without substance doesn’t drive results The leadership blind spot AI can’t fix for you How HR can lead the shift from visibility → value A practical 4-step action plan to redesign roles, workflows, and priorities AI can move faster than humans ever could but it can’t decide what actually matters. That responsibility still belongs to leaders. This is a call to stop scaling broken systems with smarter tools and start rebuilding work for impact, meaning, and growth. _________________________________ 🎯 Who this video is for: HR leaders & executives C-suite decision-makers People leaders navigating AI transformation Organizations serious about real productivity (not performative work) ⏱️ Chapter Timestamps 0:00 Why “Busy” Was Never the Same as Productive 0:45 Why I’m Calling This Out (20+ Years in HR Leadership) 1:45 AI and the Rise of the “BS Economy” 3:05 Why Faster Work Isn’t Better Work 4:10 The Productivity Stat No One Is Talking About 5:00 The Wake-Up Call AI Is Forcing on Leaders 6:15 HR’s Moment to Lead (Not Follow) 6:40 Audit the Busy Loop 7:10 Rebuilding Roles Around Impact 7:50 Why Managers Are the Bottleneck 8:20 Designing for Deep Work 8:55 Final Thought: Redesign. Don’t Repeat. 💬 Let’s discuss: Where do you see busy work hiding in your organization and what would you eliminate first? 🔔 Subscribe for more on: AI & workforce transformation People strategy for the future of work Leadership decisions that actually move the needle Redesign. Don’t repeat. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    9 mins