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.

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.

Construction is supposedly "behind" on technology. But talking to people actually implementing AI in that world reveals something most industries haven't admitted yet: the friction isn't about the tools. It's about what happens to expertise pipelines, trust relationships, and human judgment when you automate the work that used to teach people how to think.

Eric Helitzer spent a decade as both a subcontractor and general contractor before building SubBase, a procurement software for trade contractors. What he's learned watching AI hit manual workflows maps directly onto what's happening in white-collar work right now. Companies celebrating revenue growth without headcount growth. Junior roles that just never get filled. Apprenticeship systems quietly hollowing out because AI does the entry-level work now.

We discuss why invisible job displacement happens before layoffs, the collapse of apprenticeship pipelines when junior work gets automated, where AI genuinely improves work versus where it creates new dependencies, and why educational communication matters more than the technology itself. This isn't really about construction; it's about what happens when automation meets work that's always been learned through doing, relationship-based, and trust-heavy.

The pattern is already visible. Most people just aren't naming it yet.

Automation is accelerating across organizations — but not everything can be automated.

In this episode, Chris Fanchi speaks with Chris Samaras about the real limits of automation and why human judgment, accountability, and leadership still matter in AI-driven workplaces. They explore where automation helps, where it quietly breaks down, and why efficiency is not the same thing as responsibility.

This conversation is for leaders and managers trying to adopt AI without losing trust, context, or human decision-making — and for anyone thinking seriously about what work still requires humans as automation expands.

AI didn’t just speed up the work—it changed who gets hired, paid, and promoted.In this episode, Andrew Hewitt explains how AI is reshaping teams, vendors, and leadership decisions.AI adoption isn’t just a technology shift—it’s a workforce and leadership reckoning.In this episode of Human Work After AI, Andrew Hewitt (Founder & CEO of YohDev) explains how AI coding agents, automation, and internal tools are changing how companies structure teams, reduce contractor costs, and rethink service-based business models.Andrew shares real examples from his own firm—including a 40% reduction in contractor spend without reducing output—and why leaders must move beyond hourly labor models toward productized, trust-driven work.This conversation is especially relevant for managers, executives, and founders navigating:• AI-driven productivity gains without burning out teams• Why hourly work breaks in an AI world• When automation helps—and when it quietly creates talent risk• How human connection becomes a competitive advantage• Why service firms must productize or risk being replaced📌 Topics we cover:00:00 Why service businesses must productize in the AI era 12:30 How AI coding agents are already in production 21:50 What happens when AI flattens contractor demand 24:40 Why hourly compensation fails with AI 30:00 Human skills that matter more as automation increases 31:50 Who AI will help—and who it will leave behind 📘 Want a leadership framework for managing AI responsibly?Check out Managing AI — a practical guide for leaders navigating workforce transformation, trust, and human-centered AI.https://bignorthnetwork.com/managing-ai🌐 Learn more about Big North Network:Helping leaders adopt AI without losing their people, culture, or trust.https://bignorthnetwork.com/🌐 Work with Andrew and YohDev:Full-stack engineering & AI-powered development: https://yohdev.com👍 Subscribe for weekly conversations on AI, work, and leadership.💬 Comment below: What part of your job do you think AI will change first?

Most culture efforts fail at the moment they’re supposed to matter most: everyday leadership behavior. In this conversation, Chris Fanchi talks with John Betancourt, CEO of Humantelligence, about what AI reveals — not replaces — in how people lead, communicate, and make decisions at work.

They explore why traditional culture programs rarely change behavior, how AI personalization only works when leaders actually care enough to adapt, and why judgment can’t be automated even as tools become more powerful. The throughline is responsibility: as AI becomes part of every role, leadership becomes harder to fake... and more important than ever.

Guest

John Betancourt — CEO, Humantelligence

https://humantelligence.com

https://askaura.ai/

More on AI, leadership, and work:

https://bignorthnetwork.com