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Jozsi többször segített már nekünk, jött hozzank, tok normális, rendes. Beszelgettem vele és mondta, h elég szorult helyzetben van, Redditen nincs fent, gondoltam kiírom (az engedélyével), hatha valaki pont őt keresi.
We're training AI. But forgetting to train humans!
By 2030, 30% of companies will see decision-making quality decline due to AI overreliance, according to Gartner. We're creating a generation of workers who can't think without it.
Junior employees aren't learning foundational skills anymore. They're using AI to skip the hard parts... the messy problem-solving, the trial and error, the judgment calls that build expertise.
Take a junior analyst learning to spot patterns in data. They used to spend hours manually exploring datasets, building intuition for what looks normal versus unusual. Now? They prompt AI for insights and never develop that critical eye.
Many can't evaluate AI outputs or know when it's wrong.
This creates a ripple effect across organizations. According to a Gartner survey, 1 in 4 HR leaders have already redefined roles because experienced employees using AI don't need junior support anymore. The traditional learning pipeline is breaking.
We're automating entry-level work without asking: where will our next leaders come from?
You can't develop senior-level judgment without doing the work as a junior. Critical thinking weakens when AI does the thinking for you.
The talent crisis won't hit tomorrow. It'll surface in 5 years when we realize we have no one qualified to fill advanced roles.
AI should amplify human capability, not replace human development.
Are you building AI-assisted teams or accidentally creating AI-dependent ones?
Elsa Sklavounou has a piece on what she calls authority drift, and it named a problem I had been feeling but not measuring.
The mechanism is simple. An agent gets a grant: approve POs under 5k, auto-accept vendor terms from the standard clause set, merge to the client repo. Day one that grant is legitimate. A human with the right to decide said yes.
Then time passes. The approval policy moves to 3k. The clause set picks up a new data-processing requirement. The client tightens their security baseline. None of that touches the agent. It keeps executing the exact grant it was given, fast and cheap and confident and now wrong.
That gap has a name. Authority drift is the distance between what the agent is still permitted to do and what it is currently, legitimately authorized to do. It widens in silence because nothing errors. No exception fires when a grant goes stale. The March authorization just keeps running in September.
Cheap execution makes it worse. When an action costs almost nothing to run, you run it thousands of times, and every one of those rides on an authorization nobody re-validated.
So I stopped treating a grant as a permanent fact. Every grant our agents hold now carries an expiry and a named owner. Finance thresholds re-validate monthly. Contract-clause authority re-validates when the clause library changes. Repo-merge authority re-validates when the client changes policy. Then I started counting how many active grants point at a policy, a role, or an approver that has since changed. That count is the drift metric, and the first time we ran it more stale grants had occured than I wanted to admit.
This is what AI native operations actually costs. The agents can stay exactly as smart as they are. What you add is a standing job that expires authority on purpose and counts how much of it has already gone bad.
What do you think, is there a version of this where a static grant stays safe while the org around it keeps moving?
My team is using Zoho Recruit (12 licenses), and is a solid ATS, but it is just too difficult sometimes.
The recruitment module itself seems clunky and hard to use. Setting automations for the pipeline is difficult. For new recruiters , integrating calendars is difficult…
We needed to buy additional creadits for scheduling online interviews…
It dose not have a feature to upload salary calcuator, this makes offer generation module rather useless. :/
Customer support is poor even though we pay 12 seats…
Are we doing something wrong? Should we switch in 2026 to something else?
My team is using Zoho Recruit (12 licenses), and is a solid ATS, but it is just too difficult sometimes.
The recruitment module itself seems clunky and hard to use. Setting automations for the pipeline is difficult. For new recruiters , integrating calendars is difficult…
We needed to buy additional creadits for scheduling online interviews…
It dose not have a feature to upload salary calcuator, this makes offer generation module rather useless. :/
Customer support is poor even though we pay 12 seats…
Are we doing something wrong? Should we switch in 2026 to something else?
This is something I’ve been circling for weeks and wanted to put in front of people who lead.
As someone who work with a lot of leaders who, from the outside, have no reason to be tired. Successful. Competent. Autonomous. More options than their parents or grandparents ever had.
Still tired.
I’m increasingly convinced we misread burnout when we treat it purely as too much work. Maybe we aren’t simply working more. Maybe we’re managing more, inside ourselves and around ourselves, all the time.
The world our grandparents came from holds up an interesting mirror here. Not because it was better. It wasn’t. It was harder, more unjust and in many ways crueler. Memory just flatters the past.
But that life ran on a few operating principles we threw out along with its dark side. Maybe it’s worth separating those threads again.
Time used to go in circles. Now it only goes forward.
The peasant year came back around. Sowing, harvest, grape picking, Christmas, Easter. Strawberries end, raspberries arrive, cucumbers next to them, then blackberries. Just when you think it’s over: the vintage, walnuts, corn, beets. Something was always coming.
Good years and bad years alternated. Modern organizational time is linear. Last year’s result becomes this year’s baseline. This year’s performance becomes next year’s minimum expectation. Always a little further ahead than yesterday.
There’s a rarely discussed consequence: in circular time it’s hard to fall behind. In linear time, every day you didn’t advance can feel like a loss.
Christmas comes back next year. Q3 never will.
Maybe that’s why real rest is so hard for a performance-driven leader. In linear time, rest feels like someone else is moving while you’re being useless.
Work didn’t have to fulfill you.
My grandfather never asked himself whether his work was authentic to who he was. Work wasn’t identity. It was a given. Something that had to be done.
Meaning was looked for elsewhere: family, faith, community, holidays, the next generation.
We moved self-realization into the workplace. Find your passion. Do what you love.
That has real upsides. It also has a price. Now I don’t just have to work well, my work has to give my life meaning. And if it doesn’t, I don’t simply have a bad job. Maybe I’m the problem? It’s easy to start feeling I’m living a bad life.
Maybe someone who doesn’t ask their work to redeem them can’t be betrayed by it quite as badly.
The body used to be a tool. Now it’s a project.
Modern people don’t just work. They optimizqe themselves. Training, nutrition, step count, sleep, heart rate, recovery, meditation, productivity, mental health, personal development. Many of these genuinely improve and extend life.
But something else appeared that we rarely name: the work of working on yourself. We became a management task.
So when an exhausted leader hears they should sleep more, exercise, meditate, eat better, be present with their family and set healthier boundaries, recovery quietly turns into another KPI. I see it constantly. Even rest has to be delivered now.
Community didn’t have to be built.
Work parties, extended family, neighbors, godparents. These weren’t necessarily communities of love. People were simply dependent on each other. Whoever had a horse plowed with a horse. Whoever didn’t worked six days in the fields to pay it back. You helped because next time you’d need help.
We build chosen relationships instead. Enormous freedom. Also fragility. For a lot of people the support network is now one more thing to consciously create and maintain.
I know we can’t bring the old version back. The real question is how you keep mutual dependence without the coercion. So that we do things not out of obligation, but because giving actually feels good.
That’s not only a social question. It’s a leadership one.
Acceptance isn’t necessarily passivity. It can be technology.
“God’s will.” “It was meant to be.”
To a modern ear that sounds like religious fatalism. But it has a psychological function: it closes what can no longer be changed. We say it differently today. Learn to tell apart what’s inside your circle of influence and what’s outside it.
If hail destroyed the crop, past a certain point there was nothing left to analyze. Tomorrow you looked at what could still be saved. Spray the damaged parts so the fungus doesn’t take them.
The modern world traces almost everything back to a decision. What should I have done differently? What did I miss? Why didn’t I react sooner? What can I learn from this?
Extremely useful. Right up until there’s no stop button.
Because if I can shape everything, I can find my own failure in every bad outcome. That’s how infinite self-reflection is born.
Working with leaders, I think the important question isn’t only “What did you learn from this?” It’s also: “When do we stop analyzing?”
Acceptance doesn’t mean refusing responsibility. It means telling apart what can still be shaped from what has already happened.
Old people had a role.
In a traditional economy the old man didn’t simply exit production. He stored knowledge. Remembered. Watched the kids. Repaired things. Gave advice. He knew what happened thirty years ago and what they did about it.
He wasn’t respected because they were more enlightened than us. He was respected because experiential knowledge was needed, at least as much as physical strength.
Modern organizations treat a career like a rising curve that suddenly breaks off. More responsibility, more impact, then retirement. Maybe we’re not just taking the work away from someone.
We’re taking the role.
That question gets sharper in societies and companies where people live longer while organizations still think in short career arcs.
There was no work-life balance.
Because there weren’t two separate lives. There was one. Work, family, community and celebration were parts of a single whole.
That didn’t make it easier. But nobody had to constantly reconcile two artificially separated worlds. We cut life in half first, into “work” and “life.” Then we invented a concept for gluing it back together.
Maybe the next question isn’t how to balance the two. Maybe it’s how to rebuild one coherent life.
And maybe the most important one: there was such a thing as enough.
Full pantry. Paid what had to be paid. Kids grown, working, housed.
There were states you could call finished.
In a modern performance economy “enough” is far harder to define. There’s always more revenue. A bigger company. A higher position. A better body. More followers. More impact. A more conscious life. A better version of me. And if “enough” is never defined, there’s no natural point where I’m allowed to stop.
So maybe the most important strategic question for a leader isn’t “What’s your next goal?”
It’s “How will you know when this is enough?”
All of this needs care, though. The old world is easy to romanticize when you don’t have to live in it.
That’s where I draw one of my most important lines as a coach. Our job isn’t to solve every difficulty with resilience.
Some things just have to be carried.
Some things have to be let go.
Some things have to be changed.
And some things have to be walked away from.
Wisdom isn’t only endurance. It’s recognizing which one you’re facing.
So the lesson isn’t “they knew, and we forgot.”
We were right to throw plenty out. The silence. The fatalism. The coercion. The shame. But along with them we partly lost the ability to close things. The cycles. Mutual dependence. A role for the old. And the concept of enough.
The task isn’t to go back. It’s to separate what worked humanly from what was inhuman.
And maybe that’s one of the more interesting leadership jobs we have: not learning one more method for carrying more weight, but rebuilding the points where something ends. Where you don’t have to optimize further. Where a loss doesn’t have to be re-analyzed. Where performance isn’t identity. Where the older person isn’t expired, just in a different role.
And where you can say:
this is enough.
I tore the apartment apart yesterday looking for a CD drive, and found one inside a laptop I hadn't opened in 15 years.
My university laptop. :) Booting it up was more nostalgic than I expected.
Then I counted the holes down the side of it: VGA, Ethernet, FireWire, ExpressCard, modem jack, S-Video, three USB-A, mic in, headphone out, Kensington lock, and the DVD tray itself.
My current laptop has two USB-C ports and an HDMI.
Who misses VGA?
But we did NOT end up needing fewer functions, right?
I still hang a monitor off it. I still move files. I still get on a network. I still charge the thing.
Every one of those functions survived.
What died was the eleven different ways of asking for them.
ONE universal interface ate all of them.
AI is doing exactly this to software.
It is not replacing your CRM.
It is not replacing Excel, and it is not coming for Photoshop.
It's replacing the eleven different ways you have to ask them for things.
Your workday right now looks like the side panel of a 2010 laptop. (a tab per system, a login per tab, a different UI grammar per login)
In a few years, reaching every company system through a single AI interface will feel as boring as plugging in USB-C.
You should be asking which of your systems can be reached by something other than a human clicking through a screen.
You should be asking what your job looks like when the interface is no longer the product.
And you should notice the obvious thing about this pattern: USB-C replaced eleven ports, so something is going to replace USB-C.
The question was never whether the old ports die.
It's when AI becomes the new USB-C, and what shows up after it.
So: which port did you actually miss when it went away? :)
I was thinking it would be great to know more about you, where are you at the moment with the ai Native transformation? What is your biggest challenge at the moment?
Maybe someone can relay or has a skill (AI or Human :D ) to help :)
“AI-native” has become one of the biggest buzzwords in business. But very few people can explain what it actually means….
Over the past 18+ months, I’ve had the opportunity to build AI platforms, learn new architectures, work with leadership teams, and redesign GTM workflows.
And one word I have been asked a lot like “We want to become AI Native by x month”
But one thing became increasingly clear that it’s not the tech or the LLM model thats slowing companies down but instead AI is exposing problems that have existed inside organizations for years.
It’s exposing organizational silos, internal politics, broken workflows, fragmented GTM motions and mainly exposing unclear ownership.
For years, people were able to work around these issues with extra meetings, more Slack/Team messages and maybe some internal tribal knowledge.
But AI doesn’t tolerate that very well 🙄
It forces organizations to become much more intentional about how work gets done.
That’s why I don’t think being AI Native should be the goal…
The goal should be how can we rethink our operating model accelerated by AI in it…
👉 The organizations that are truly AI Native won’t necessarily have the best models but they’ll have the clearest workflows, best context and top notch cross-functional alignment. All with a clarity of vision and execution.
And above all leaders willing to redesign work instead of simply automating it…
That’s what I believe it really means to become AI-native.
It is not a “AI bad” post, I’m working with it and building useful shit with it day n night.
I have some followers on Li and i just realized I cannot look at the comment section anymore without feeling disgusted. 90% of comments is the same three templates. And it just insults me that I’m taking the time to reading a comment from someone who (most probably) never read my thoughts.
I never thought I will automate comments to farm authority, it is already hard to deal with the AI posts but I’m ok with that hoping the core thought of the post was coming from the actual person posting it…
For internal docs, specs, tickets, changelogs, research, translation, classification, triage, prep for decision, etc -> go with AI without hesitation.
Basically for the work nobody was going to do by hand anyway, and a human owns the output.
BUT:
Replies to comments, comments, DMs pretending to be a human relationship, Anything whose entire value is “a person chose to spend attention on you”,
NEVER, please!
A comment is not only information but also proof of attention. Automate the proof and you delete the value. You can’t fake presence at scale, and the second people smell it, every comment becomes noise, including the real ones.
And what I see at least on LI that o barely have real comments: isn’t this the dead internet part?
Like humans stop bothering to talk because why pay the cost if they being lost in a ton of automated shit.
The uncomfortable part for my side of the table: the people spamming this stuff bought a tool from someone like me.
The usual advice for putting agents on real work is one knob: decide how much you let them do.
James Phoenix ("Which Code Is Allowed to Be Understood by Nobody") sorts agent work by how long it lives: throwaway stuff can stay un-understood, but anything the business leans on needs one named person who understands it. Veera Ravindra Divi and Sneha Gullapalli ("Human-in-the-Loop Doesn't Scale") sort by how much damage it can do: reversible, low-stakes actions run on their own, and a human only gets pulled in for the rare exception.
Those are two different questions.
How long it lives tells you if a human must understand it. How much damage it can do tells you if a human must approve it.
Since I found those articles and processed by my agents who are fixing my agents :) , Rollout I run our AI-native operations on the 2x2 they make.
Short life, low damage. The agent owns it. A throwaway reconciliation script, a one-off spend report, a demo prototype in our staff-aug work. Rule: sandbox only, no owner, thrown away after use.
Short life, high damage. The agent builds it, a human hits go. A one-time bulk vendor payment: the agent puts the batch together, finance releases it. Rule: runs once, and a dry run is required before we commit.
Long life, low damage: Each run is cheap, but the logic matters and runs every month, so one named person owns it. Our month-end close: small postings, but since it runs monthly, someone can still explain it. Rule: low euro cap per action, quarterly walk-through of the logic.
Long life, high damage: An owner plus a human watching. Our PO and invoice flow: the agent auto-approves POs under a set euro amount for approved vendors, and clears invoices that match a PO and receipt cleanly. Anything over the cap, or any new vendor, goes to our finance lead. She sets the caps and handles the exceptions. She now looks hard at about three decisions a day, down from around forty reflex clicks. Contract review sits here too: the agent redlines before a human signs. And a client's payment system gets a named engineer who understands it.
(Also, for now my agents are not bypassing captchas, so sometimes we have to help even low damage agents with manual review + captcha approval, e.g. opening up a new account here and there to build our SEO constantly)
Also, the line somettimes moves: A script you wrote to run once gets scheduled and slowly turns into infrastructure, so its box changes and nobody notices. So we schedule the re-check on purpose, so it actually happens. What teams skip is naming an owner for the long-life, low-damage logic, because each run feels too cheap to bother with.
If you run a company function on agents: which box is your riskiest process sitting in, what euro cap or dry-run gate marks the line for you, and which one would you re-check first?
Some B2B SaaS is just a database, some forms, a mobile app, and an admin panel, sold to you at $1k/year per seat. My idea (business model) is to convince not renting it forever but having it on fix maintenance fee per year. The custom built is not vibecoded but nicely built with AI powered agentic software development (I have my team for this in Hungary).
So this is the idea behind https://unseated.io :
Find 4-5 companies in the same vertical (UK field service, recruitment, accountancy practices, etc.) who all pay for the same commodity tool. Pool them together. Build ONE custom system that covers the shared 20% of workflows everyone actually uses. Each company runs it on their own isolated instance and owns it outright.
Split the build cost 5 ways, flat fee, no per-seat pricing ever. Savings land around 70% a year. Source code goes in escrow so it keeps running even if we disappear.
What we do NOT touch: anything with proprietary data, deep template libraries, or real compliance/payment rails baked in. That stuff is genuinely un-rippable and we say so upfront. The exposed layer is the boring seat-priced CRUD apps.
Basically Costco meets custom dev. You stop being a tenant.
Where does this break? Coordinating 5 buyers w
[Update] Wow, 32 sign-ups already, thank you all! Still plenty of room (we're aiming for 100), so keep them coming. 🙏
My EU-based agency (rolloutit.net) is a recognized at the moment as "Selected partner" in Anthropic's Claude Services Track, pushing toward Preferred, which takes 100 Claude-certified developers.
We're opening our network to independent devs and AI builders. If you join: a guided path to Claude certification, first access to real Claude/AI build projects (RAG, agents, custom ML) for EU/US clients, and your name on public case studies.
Claude will distribute leads for Preferred Partners, and we will find the best from our pool.
If you've built with Claude (or want to), drop your details here and we'll be in touch:
Happy to answer questions in the comments.
[Update] Wow, 32 sign-ups already, thank you all! Still plenty of room (we're aiming for 100), so keep them coming. 🙏
My EU-based agency (rolloutit.net) is a recognized at the moment as "Selected partner" in Anthropic's Claude Services Track, pushing toward Preferred, which takes 100 Claude-certified developers.
We're opening our network to independent devs and AI builders. If you join: a guided path to Claude certification, first access to real Claude/AI build projects (RAG, agents, custom ML) for EU/US clients, and your name on public case studies.
Claude will distribite leads for Preferred Partners, and we will find the best from our pool.
If you've built with Claude (or want to), drop your details here and we'll be in touch:
Happy to answer questions in the comments.
[Update] Wow, 32 sign-ups already, thank you all! Still plenty of room (we're aiming for 100), so keep them coming. 🙏
My EU-based agency is a recognized at the moment as "Selected partner" in Anthropic's Claude Services Track, pushing toward Preferred, which takes 100 Claude-certified developers.
We're opening our network to independent devs and AI builders. If you join: a guided path to Claude certification, first access to real Claude/AI build projects (RAG, agents, custom ML) for EU/US clients, and your name on public case studies.
Claude will distribite leads for Preferred Partners, and we will find the best from our pool.
If you've built with Claude (or want to), drop your details here and we'll be in touch:
Happy to answer questions in the comments.
[Update] Wow, 32 sign-ups already, thank you all! Still plenty of room (we're aiming min. 100), so keep them coming. 🙏
My EU based agency is recognized Selected partner in Anthropic's Claude Services Track and pushing toward Preferred, which takes 100 Claude-certified developers.
We're opening our network to independent devs and AI builders. If you join: a guided path to Claude certification, first access to real Claude/AI build projects (RAG, agents, custom ML) for EU/US clients, and your name on public case studies.
Not a body shop — we're people-first, match work by skill *and* fit, and back our people long-term.
If you've built with Claude (or want to), drop your details here and we'll be in touch: Link in the comment
Happy to answer questions in the comments.
[Update]: 72 applicants already, I’m very thankful!
My EU based agency is recognized Selected partner in Anthropic's Claude Services Track and pushing toward Preferred, which takes 100 Claude-certified developers.
We're opening our network to independent devs and AI builders. If you join: a guided path to Claude certification, first access to real Claude/AI build projects (RAG, agents, custom ML) for EU/US clients, and your name on public case studies.
Not a body shop — we're people-first, match work by skill *and* fit, and back our people long-term.
If you've built with Claude (or want to), drop your details here and we'll be in touch: Link in the comments!
Happy to answer questions in the comments.
We're Rollout IT, an EU-based product studio (10+ yrs, clients incl. Erste, MBH, Vodafone, Labster). We're a recognized **Select** partner in Anthropic's Claude Services Track and pushing toward **Preferred**, which takes 100 Claude-certified developers.
We're opening our network to independent devs and AI builders. If you join: a guided path to **Claude certification**, first access to real Claude/AI build projects (RAG, agents, custom ML) for EU/US clients, and your name on public case studies.
Not a body shop — we're people-first, match work by skill *and* fit, and back our people long-term.
If you've built with Claude (or want to), drop your details here and we'll be in touch: https://docs.google.com/forms/d/e/1FAIpQLSc2b2v836KRhE90khJCIyCs5SSU_fV2n-iqDbfOynNUg5BN5g/viewform?usp=dialog
Happy to answer questions in the comments.
We're Rollout IT, an EU-based product studio (10+ yrs, clients incl. Erste, MBH, Vodafone, Labster). We're a recognized **Select** partner in Anthropic's Claude Services Track and pushing toward **Preferred**, which takes 100 Claude-certified developers.
We're opening our network to independent devs and AI builders. If you join: a guided path to **Claude certification**, first access to real Claude/AI build projects (RAG, agents, custom ML) for EU/US clients, and your name on public case studies.
Not a body shop — we're people-first, match work by skill *and* fit, and back our people long-term.
If you've built with Claude (or want to), drop your details here and we'll be in touch: https://docs.google.com/forms/d/e/1FAIpQLSc2b2v836KRhE90khJCIyCs5SSU_fV2n-iqDbfOynNUg5BN5g/viewform?usp=dialog
Happy to answer questions in the comments.
We're Rollout IT, an EU-based product studio (10+ yrs, clients incl. Erste, FIntech companies, Vodafone, Labster). We're a recognized **Selected Partner** in Anthropic's Claude Services Track and pushing toward **Preferred**.
We're opening our network to independent devs and AI builders. If you join: a guided path to **Claude certification**, first access to real Claude/AI build projects (RAG, agents, custom ML) for EU/US clients, and your name on public case studies.
Not a body shop, we're people-first, match work by skill *and* fit, and back our people long-term.
If you've built with Claude (or want to), drop your details here and we'll be in touch: https://docs.google.com/forms/d/e/1FAIpQLSc2b2v836KRhE90khJCIyCs5SSU_fV2n-iqDbfOynNUg5BN5g/viewform?usp=dialog
Happy to answer questions in the comments.