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Why are we still hiring with a 1482 format?
The first known CV was written by Leonardo da Vinci in 1482, and the format has barely changed in over five hundred years. We are still asking candidates to summarise themselves on a static document, even though most modern work shows up in code, portfolios, and live products that a CV cannot hold. What this format quietly does is reward presentation. Candidates with recognisable university names, familiar employer logos, or strong self-marketing instincts tend to get through. Self-taught engineers, career-switchers, and people from outside the obvious pipelines often get filtered out, even when their capability is the closest fit for the role. This is where the idea of CV-less hiring is starting to get interesting. When shortlisting is driven by validated role criteria rather than CV polish, the shape of the shortlist changes. Different names show up, and interview conversations get sharper because screening has already confirmed capability. Have any of you experimented with CV-less or skills-first screening, and what did you replace the CV with. Would love to hear what has actually worked for your team. 02My hot take is that HR will actually become a more stable career than engineering.
My child just entered college and is starting an engineering track. I'm thinking that she should possibly consider the Human Dimensions of Organizations track at UT as opposed to engineering. Discuss! BTW -- I'm aware that there are layoffs in HR. But I see those as shifts in types of HR people. Not an elimination of the profession. 22How AI is helping hiring teams focus on what actually matters?
One pattern I’m noticing across teams lately we’re not short on tools anymore, we’re short on time. Hiring teams are juggling: sourcing screening coordinating evaluating aligning with stakeholders And now AI is entering the picture everywhere. But the real question is, is AI just adding another layer, or actually removing effort? The most effective use cases I’m seeing are not just about automation, but about eliminating low-value work: reducing time spent on resume screening cutting down back-and-forth in evaluations making candidate assessment more structured and faster Essentially, shifting focus from processing candidates to understanding capability. Because at the end of the day, time saved in operations = time invested in better decisions. Feels like the future of work isn’t just AI-powered it’s time-optimized. Interestingly, we’ve been experimenting with a few AI-led approaches ourselves, one of them being Atalef.ai. What’s worked well is the ability to significantly reduce screening time instead of going through hundreds of profiles, you get a much smaller, high-quality set of candidates within minutes, already pre-assessed on relevant skills. Curious to hear from this group: Where has AI actually saved you meaningful time in your hiring process? 31Transform 2026: Readings & Resources from HiBob
Too often, great people initiatives stall because they’re framed as programs, not business cases. HR talks engagement. Finance talks margin, risk, and predictability. Without a shared narrative, even high-impact ideas struggle to get traction. The goal isn’t just better reporting. It’s better decision-making - with HR and Finance operating as true partners in driving growth, margin protection, and long-term resilience. If you’re working at the intersection of HR, Finance, and digital transformation, these resources are for you. Thank you to everyone who joined or plans to join us at Transform! Get to work here👇 The Finance Ready Narrative Stitching Tax HR–Finance Collaboration Challenge Canvas 11The Stitching Tax
❓❓❓ Want to know what's quietly shaping promotions, pay, hiring, and performance every day? ❓❓❓ It's something called "The Stitching Tax" and almost every company is paying it. 📊 Managers weren’t hired to reconcile spreadsheets.📊 But every day they: • chase HR data • verify finance numbers • sanity-check headcount • make decisions anyway If you manage people, this probably feels familiar. When HR and Finance don’t connect, managers fill gaps themselves. Where do you spend the most “stitching” time? 🔗 Learn more in our in-depth report on HR and Finance data fragmentation, here: https://www.hibob.com/guides/hr-finance-data-fragmentation/ 35People Proud Podcast Episode 2 is live!
AI in HR As AI shapes the world of work, HR and other business leaders are being forced to answer a difficult question: Are we using AI to simply do things faster or to fundamentally do things better? This episode of HiBob’s People Proud podcast cuts through the hype and zeroes in on what actually matters when it comes to AI in HR. The conclusion was clear: AI’s role isn’t to replace people. It’s to strengthen them. Kyle Lagunas , founder and principal analyst at Kyle & Co, joined HiBob’s Tali Sachs and Kenneth Matos to unpack why the familiar “do more with less” mindset is a trap—and how HR leaders can move beyond reactive AI adoption and use the technology as a force for resilience, credibility, and long-term talent advantage. APPLE PODCASTS SPOTIFY YOUTUBE 24HR needs to be part of the cybersecurity conversation
Have you noticed how often security issues now start with identity, not infrastructure? Who owns identity risk when roles, access, and people change faster than systems can keep up? Identity-based attacks are rising fast, and HR is stepping deeper into the cybersecurity conversation, whether they’re ready or not. I spent years working in the cybersecurity sector, and the evolution (and rising severity and ingenuity) of identity-based attacks is old news to me. But the technical side of it is still completely new territory for many in HR. Most security failures don’t start with bad intent or sophisticated malware. They start with identity. Credentials get shared too freely. Access sticks around too long. This happens easily in organizations with light cyber governance, especially when hiring, exits, and role changes move faster than systems can keep up. Even more so without consistent human oversight. What makes this moment tricky is the tension I’ve seen firsthand. From a security standpoint, we want protection. From a business perspective, we want speed. People doing the work want things to flow smoothly. But every safeguard adds friction, and every shortcut expands risk. Finding the balance is hard, particularly in growing organizations where change is constant. This is where HR’s role becomes critical, because (and this is often overlooked!) HR has visibility security teams rarely do: how roles evolve, how people actually use systems, and where processes break down in real life. That context matters when identity becomes the primary attack surface. So what does that mean in practice? Here's where HR can play a smarter, proactive role: Treat identity as a people lifecycle issue, not a one-time setup. Access should change as roles change, not months later. Partner early with security and IT. HR sees movement first—new hires, exits, internal shifts. Design access around how work actually happens, not how it’s supposed to happen on paper. Build guardrails that flex with growth. Controls that slow everything down create workarounds and new risks. Normalize regular access reviews as part of HR operations. Quiet, consistent oversight beats reactive cleanup. This doesn’t mean HR needs to become cybersecurity experts. The real takeaway is simpler: Identity lives with people, not just tools. Bring HR into the conversation early. That’s how protection becomes intentional instead of reactive. That’s how access aligns with reality and controls fit the way work actually gets done. From a security lens, that’s how you reduce risk without slowing the business to a crawl. From a people lens, that’s how you protect trust while keeping momentum. 30Is skills-first hiring actually the beginning of an education reform story?
Palantir recently opened a paid internship for top high-school grads. The program has participants skip college entirely in favor of hands-on work and critical-thinking seminars. On the surface, this looks like a bold skills-first move, and in many ways, it is. However, I don’t think this is really about ditching higher education. To me, it feels more like a response to what education (from pre-school through grad school) has been missing for decades: an actual practicum that prepares students for the workforce. For years, employers have needed job-readiness, applied skills, and real-world experience alongside the traditional foundations that academia has focused on: theory, history, and (most importantly) critical thinking. In the real world, as practical skills have seemed to outweigh the value of theory, history, and critical thinking, those skills have started earning an eye roll at best. They’re often viewed as “nice to have” rather than essential. This is where the tension shows up, but the real challenge is balance. Theory, critical thinking, and an understanding of history are fundamental to the agility modern professionals need today and into the future. Practical skills are how we execute. Neither set of skills is more critical than the other. Workplaces don’t just need people who can do the job on day one. They need people who can reason, question assumptions, adapt when the rules change, and understand context beyond the immediate task. That doesn’t come from practice alone—and it doesn’t come from theory alone either. The real question isn’t whether higher (or formal) education matters. It’s whether education—formal or alternative—is evolving to balance practical skills with the deeper thinking that good work actually depends on. 10Introducing: The People Proud Podcast
We're thrilled to introduce our IGC Community to a brand new voice for HR leaders: The People Proud podcast!🎙️ In this inaugural episode of the People Proud Podcast, Ronni Zehavi, CEO and co-founder of HiBob, shares the company’s journey over the last decade and why its People Proud philosophy is key to business success. Amid global shifts—like generational change, the pandemic, and the rise of AI—Ronni explains why people remain every company’s number one asset and how HiBob is helping organizations thrive in the modern world of work. Listen here or wherever you get your podcasts! 10The Future of Work in 2026: 8 HR trends reshaping the global workforce
Burnout is becoming a board-level risk. Time is now more valuable than money. AI isn’t shrinking workforces, it’s reshaping them. These are just a few of the insights from a recent Future of Work in 2026 webinar with Kenneth Matos. We’ve shared the full deck here in the community, exploring: Why burnout is shifting from an HR issue to a business risk How flexibility and time are overtaking pay as retention drivers What AI, skills-based work, pay transparency, and climate disruption mean for workforce planning Dive into the deck to explore the 8 HR trends reshaping the global workforce — and what they mean for people leaders heading into 2026. See the full recording here. 31
Why are we still hiring with a 1482 format?
The first known CV was written by Leonardo da Vinci in 1482, and the format has barely changed in over five hundred years. We are still asking candidates to summarise themselves on a static document, even though most modern work shows up in code, portfolios, and live products that a CV cannot hold. What this format quietly does is reward presentation. Candidates with recognisable university names, familiar employer logos, or strong self-marketing instincts tend to get through. Self-taught engineers, career-switchers, and people from outside the obvious pipelines often get filtered out, even when their capability is the closest fit for the role. This is where the idea of CV-less hiring is starting to get interesting. When shortlisting is driven by validated role criteria rather than CV polish, the shape of the shortlist changes. Different names show up, and interview conversations get sharper because screening has already confirmed capability. Have any of you experimented with CV-less or skills-first screening, and what did you replace the CV with. Would love to hear what has actually worked for your team. My hot take is that HR will actually become a more stable career than engineering.
My child just entered college and is starting an engineering track. I'm thinking that she should possibly consider the Human Dimensions of Organizations track at UT as opposed to engineering. Discuss! BTW -- I'm aware that there are layoffs in HR. But I see those as shifts in types of HR people. Not an elimination of the profession. How AI is helping hiring teams focus on what actually matters?
One pattern I’m noticing across teams lately we’re not short on tools anymore, we’re short on time. Hiring teams are juggling: sourcing screening coordinating evaluating aligning with stakeholders And now AI is entering the picture everywhere. But the real question is, is AI just adding another layer, or actually removing effort? The most effective use cases I’m seeing are not just about automation, but about eliminating low-value work: reducing time spent on resume screening cutting down back-and-forth in evaluations making candidate assessment more structured and faster Essentially, shifting focus from processing candidates to understanding capability. Because at the end of the day, time saved in operations = time invested in better decisions. Feels like the future of work isn’t just AI-powered it’s time-optimized. Interestingly, we’ve been experimenting with a few AI-led approaches ourselves, one of them being Atalef.ai. What’s worked well is the ability to significantly reduce screening time instead of going through hundreds of profiles, you get a much smaller, high-quality set of candidates within minutes, already pre-assessed on relevant skills. Curious to hear from this group: Where has AI actually saved you meaningful time in your hiring process? Transform 2026: Readings & Resources from HiBob
Too often, great people initiatives stall because they’re framed as programs, not business cases. HR talks engagement. Finance talks margin, risk, and predictability. Without a shared narrative, even high-impact ideas struggle to get traction. The goal isn’t just better reporting. It’s better decision-making - with HR and Finance operating as true partners in driving growth, margin protection, and long-term resilience. If you’re working at the intersection of HR, Finance, and digital transformation, these resources are for you. Thank you to everyone who joined or plans to join us at Transform! Get to work here👇 The Finance Ready Narrative Stitching Tax HR–Finance Collaboration Challenge Canvas The Stitching Tax
❓❓❓ Want to know what's quietly shaping promotions, pay, hiring, and performance every day? ❓❓❓ It's something called "The Stitching Tax" and almost every company is paying it. 📊 Managers weren’t hired to reconcile spreadsheets.📊 But every day they: • chase HR data • verify finance numbers • sanity-check headcount • make decisions anyway If you manage people, this probably feels familiar. When HR and Finance don’t connect, managers fill gaps themselves. Where do you spend the most “stitching” time? 🔗 Learn more in our in-depth report on HR and Finance data fragmentation, here: https://www.hibob.com/guides/hr-finance-data-fragmentation/ People Proud Podcast Episode 2 is live!
AI in HR As AI shapes the world of work, HR and other business leaders are being forced to answer a difficult question: Are we using AI to simply do things faster or to fundamentally do things better? This episode of HiBob’s People Proud podcast cuts through the hype and zeroes in on what actually matters when it comes to AI in HR. The conclusion was clear: AI’s role isn’t to replace people. It’s to strengthen them. Kyle Lagunas , founder and principal analyst at Kyle & Co, joined HiBob’s Tali Sachs and Kenneth Matos to unpack why the familiar “do more with less” mindset is a trap—and how HR leaders can move beyond reactive AI adoption and use the technology as a force for resilience, credibility, and long-term talent advantage. APPLE PODCASTS SPOTIFY YOUTUBE HR needs to be part of the cybersecurity conversation
Have you noticed how often security issues now start with identity, not infrastructure? Who owns identity risk when roles, access, and people change faster than systems can keep up? Identity-based attacks are rising fast, and HR is stepping deeper into the cybersecurity conversation, whether they’re ready or not. I spent years working in the cybersecurity sector, and the evolution (and rising severity and ingenuity) of identity-based attacks is old news to me. But the technical side of it is still completely new territory for many in HR. Most security failures don’t start with bad intent or sophisticated malware. They start with identity. Credentials get shared too freely. Access sticks around too long. This happens easily in organizations with light cyber governance, especially when hiring, exits, and role changes move faster than systems can keep up. Even more so without consistent human oversight. What makes this moment tricky is the tension I’ve seen firsthand. From a security standpoint, we want protection. From a business perspective, we want speed. People doing the work want things to flow smoothly. But every safeguard adds friction, and every shortcut expands risk. Finding the balance is hard, particularly in growing organizations where change is constant. This is where HR’s role becomes critical, because (and this is often overlooked!) HR has visibility security teams rarely do: how roles evolve, how people actually use systems, and where processes break down in real life. That context matters when identity becomes the primary attack surface. So what does that mean in practice? Here's where HR can play a smarter, proactive role: Treat identity as a people lifecycle issue, not a one-time setup. Access should change as roles change, not months later. Partner early with security and IT. HR sees movement first—new hires, exits, internal shifts. Design access around how work actually happens, not how it’s supposed to happen on paper. Build guardrails that flex with growth. Controls that slow everything down create workarounds and new risks. Normalize regular access reviews as part of HR operations. Quiet, consistent oversight beats reactive cleanup. This doesn’t mean HR needs to become cybersecurity experts. The real takeaway is simpler: Identity lives with people, not just tools. Bring HR into the conversation early. That’s how protection becomes intentional instead of reactive. That’s how access aligns with reality and controls fit the way work actually gets done. From a security lens, that’s how you reduce risk without slowing the business to a crawl. From a people lens, that’s how you protect trust while keeping momentum. Is skills-first hiring actually the beginning of an education reform story?
Palantir recently opened a paid internship for top high-school grads. The program has participants skip college entirely in favor of hands-on work and critical-thinking seminars. On the surface, this looks like a bold skills-first move, and in many ways, it is. However, I don’t think this is really about ditching higher education. To me, it feels more like a response to what education (from pre-school through grad school) has been missing for decades: an actual practicum that prepares students for the workforce. For years, employers have needed job-readiness, applied skills, and real-world experience alongside the traditional foundations that academia has focused on: theory, history, and (most importantly) critical thinking. In the real world, as practical skills have seemed to outweigh the value of theory, history, and critical thinking, those skills have started earning an eye roll at best. They’re often viewed as “nice to have” rather than essential. This is where the tension shows up, but the real challenge is balance. Theory, critical thinking, and an understanding of history are fundamental to the agility modern professionals need today and into the future. Practical skills are how we execute. Neither set of skills is more critical than the other. Workplaces don’t just need people who can do the job on day one. They need people who can reason, question assumptions, adapt when the rules change, and understand context beyond the immediate task. That doesn’t come from practice alone—and it doesn’t come from theory alone either. The real question isn’t whether higher (or formal) education matters. It’s whether education—formal or alternative—is evolving to balance practical skills with the deeper thinking that good work actually depends on. Introducing: The People Proud Podcast
We're thrilled to introduce our IGC Community to a brand new voice for HR leaders: The People Proud podcast!🎙️ In this inaugural episode of the People Proud Podcast, Ronni Zehavi, CEO and co-founder of HiBob, shares the company’s journey over the last decade and why its People Proud philosophy is key to business success. Amid global shifts—like generational change, the pandemic, and the rise of AI—Ronni explains why people remain every company’s number one asset and how HiBob is helping organizations thrive in the modern world of work. Listen here or wherever you get your podcasts! The Future of Work in 2026: 8 HR trends reshaping the global workforce
Burnout is becoming a board-level risk. Time is now more valuable than money. AI isn’t shrinking workforces, it’s reshaping them. These are just a few of the insights from a recent Future of Work in 2026 webinar with Kenneth Matos. We’ve shared the full deck here in the community, exploring: Why burnout is shifting from an HR issue to a business risk How flexibility and time are overtaking pay as retention drivers What AI, skills-based work, pay transparency, and climate disruption mean for workforce planning Dive into the deck to explore the 8 HR trends reshaping the global workforce — and what they mean for people leaders heading into 2026. See the full recording here.