AI adoption doesn’t break where most people think it breaks. It often fails after the demo, when the organization has to mobilize new workflows, new decision rhythms, and new trust mechanisms.

In this episode, Philip Odelfelt, CEO of Datavations, explains how advanced analytics platforms earn the right to influence real executive decisions: by turning fragmented data into a credible source of truth, continuously validating signal quality, and reducing manual work without pretending judgment and relationships can be automated away.

We discuss trust as a competitive edge, the shift beyond dashboards toward more conversational interfaces, and the discipline required in an AI landscape where many R&D bets won’t pay off.

In this episode of Human Work After AI, Chris Fanchi speaks with Niel Robertson (CEO of Winslow) about an underappreciated shift: modern organizations produce massive “digital exhaust” through calls, chats, and documents, and AI is making that exhaust usable for the first time.

They discuss why transcripts are becoming a core dataset inside companies, how “vibe coding” is changing what non-technical teams can build, what the post-SaaS debate misses about maintenance and extensions, and why HR is a natural early home for AI assistance. The conversation stays focused on leadership, trust, and what it takes to turn experimentation into durable capability.

Most leaders want better hires, faster. But as AI reshapes recruiting, the deeper issue is what hiring systems are actually selecting for, and what they quietly reward.

Chris Fanchi speaks with Fletcher Wimbush, CEO of Discovered, about end-to-end recruitment automation, structured talent assessment, and the tradeoffs leaders face as hiring becomes more scalable and less human-driven. They discuss bias, candidate experience, feedback risk, the future of the resume, and a provocative possibility: that removing humans from parts of the process may improve fairness and decision quality in certain roles.

At the center is a durable leadership principle: as skills become easier to simulate, integrity, motivation, and judgment become harder to ignore.