Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.
Elevate Your AIQ
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127 episodes
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Bob Pulver is helping each of us navigate our respective journeys with artificial intelligence (AI) effectively and responsibly. Bob chats with AI and Future of Work experts, talent and transformation leaders, and practitioners who provide diverse perspectives on how AI is solving real-world challenges and driving responsible innovation.
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Recent Episodes
July 17, 2026
Ep 127: Restoring Trust by Advancing Human-Positive AI with KVJ
Katherine von Jan (KVJ), CEO and Co-founder of Tough Day and a longtime innovation leader across Lotus Development, IBM, Salesforce, and multiple startups, joins Bob to trace a career built on one consistent thread: putting culture and human potential at the center of technology. The conversation covers the perils of workforce surveillance AI, why "human in the loop" has become a nearly meaningless phrase without real definition, and how KVJ's Human Positive Company framework gives organizations a way to evaluate whether their AI and culture choices are actually earning trust. They dig into the ethical review process that killed a risky Salesforce AI project (and the better one that replaced it), how KVJ's earlier startup RadMatter tackled bias against non-Ivy League candidates, and what her team learned about great management while building the AI behind Tough Day. It's a wide-ranging, practitioner-level conversation about responsible innovation, moral leadership, and what it actually takes to build AI people can trust. Keywords: human-centric AI, responsible AI, AI governance, workforce surveillance, human in the loop, AI ethics, Human Positive Company framework, Tough Day, Tuffy, RadMatter, Salesforce, IBM, Lotus Development, Irene Greif, talent acquisition, hiring bias, quality of hire, employee trust, ethical review, red teaming, collective intelligence, workplace culture, moral leadership, AI slop, skills-based hiring, retention Takeaways: KVJ's path from anthropology and Lotus Development (working for Irene Greif) through IBM, Salesforce, and now Tough Day traces one consistent thread: technology in service of culture and human potential "Human in the loop" is losing meaning as a governance concept; every stage of a workflow, like a recruiting funnel, is a decision point that either includes or excludes real human judgment Workforce surveillance AI, tools that flag "risk" signals across email, Slack, and HR systems, is a dangerous use case that erodes trust rather than building it Responsible innovation requires research and ethical review before deployment, not just fast iteration; Salesforce's own attrition-prediction AI backfired until it was redesigned into a re-recruiting tool instead KVJ's Human Positive Company framework evaluates organizations across three pillars: workforce ingenuity, positive-sum prosperity, and the ethical and humane use of AI RadMatter, her earlier startup, aimed to give overlooked and non-Ivy-League students visibility with employers, a problem that still shapes bias in AI-driven hiring today Building AI that reflects an organization's values starts with defining those values clearly and creating a real process, not just a poster on the wall, for employees to raise concerns Great management often looks like curiosity, asking more questions before offering answers, a pattern KVJ observed directly while researching how to train Tough Day's AI Quotes: "A coalition is designed to go solve something." - KVJ "You don't just go build the app. You build the research first." - KVJ "A lot of organizations have values written on the wall and that's as far as it goes." - KVJ "We're getting AI slop, and we're getting process slop, and we're getting application slop." - KVJ "Every employee is responsible for understanding, what am I complicit in?" - KVJ "Human in the loop is almost meaningless at this point. What is the loop? And where is the human in said loop?" - Bob Chapters: 00:01 Welcome and introductions 01:00 KVJ's path into tech: anthropology, Lotus Development, Irene Greif, and IBM 08:09 The strange LinkedIn deactivation and the leap to Salesforce 12:26 Comparing culture and tools across IBM, Salesforce, and beyond 15:13 Early social network analysis and today's AI parallels 18:32 Where to draw the line: what AI should do, not just what it can 21:27 Workforce surveillance AI and the danger of thinning out the workforce 25:47 Responsible innovation and human-positive AI 29:34 Inside the Human Positive Company framework 33:32 Measuring what matters: retention, morale, and moral leadership 37:05 Rethinking human in the loop across the recruiting funnel 38:26 RadMatter and surfacing overlooked talent 43:26 Building governance: ethics committees and guardrails 47:06 Training Tough Day's AI on values, culture, and what research reveals about great management 57:20 Closing thoughts and a call to action KVJ: https://www.linkedin.com/in/kvonjan Tough.Day: https://tough.day For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Substack: https://elevateyouraiq.substack.com
July 10, 2026
Ep 126: Aiming AI at Human Bias and True Potential to Succeed with Trent Cotton
Bob catches up with Trent Cotton, Head of Talent Insights and Analyst Relations at iCIMS, for a data-grounded look at why hiring feels so broken right now. Drawing on iCIMS workforce data, Trent unpacks a widening gap between job openings and actual hires, the rise of "job hugging," and application volumes falling below last year. The conversation digs into the real culprit behind entry-level frustration: a decades-old habit of confusing years of experience with actual skill, which AI is now exposing and scaling rather than causing. Trent makes the case for blowing up the traditional job ad in favor of a transparent scorecard, and for using AI to surface hidden bias and predict success rather than just automate the old process. They close on an optimistic note about Gen Z teaching themselves AI skills and why it may finally be time to retire the resume. Keywords talent acquisition, skills-based hiring, experience versus skills, job hugging, iCIMS workforce report, three-line report, entry-level hiring, Gen Z, early career, AI in hiring, recruiting bias, responsible AI, AI interviewer, job scorecard, job description, AI sourcing, quality of hire, retention, workforce data, future of work, Trent Cotton, Bob Pulver, Elevate Your AIQ Takeaways Job openings are rising faster than hires while application volume dips below last year, pointing to job hugging and recruiting teams stretched past their limits The "experience" bar is often a poor proxy for skill, a problem that predates AI by decades Skills-based hiring only works if organizations stop assuming years of experience are directly proportional to ability The job ad should be rebuilt as a transparent scorecard that candidates see going in and that drives consistent scoring across every interviewer AI does not create hiring bias so much as expose and scale the bias already there, and it can also help detect and coach against it (recency bias, manager patterns, and more) AI sourcing can pressure-test unrealistic requirements before a role is ever posted, turning recruiters into advisors rather than order-takers Gen Z is teaching itself AI skills and taking ownership of continuous learning, making it an overlooked and ready talent pool Fixing retention starts in the hiring process, by confirming candidates are not just qualified but genuinely want the role Quotes "We've been looking at experience, assuming that skills are directly proportional to the number of years of experience." "You can be working for 10 years at something and still suck at it." "The only thing that's different with AI is it's gonna find them, expose them, and scale them." "You just don't know until you give people a chance." "The resume needs to be retired. It's well past its retirement age." Chapters 00:02 Welcome and reconnecting 01:29 Trent's non-linear path from banking to HR 03:46 The unicorn role and the talent insights program 05:26 A new book and five mindsets for HR 06:40 What the market data reveals about hiring 08:53 Job hugging and a cautious candidate market 10:18 The experience trap and five years of LLM experience 14:01 Gen Z and the mid-level experience expectation 16:24 Skills versus experience and the self-taught coder 21:25 Blowing up the job ad and building a scorecard 29:17 The bias conversation AI is not having 36:26 A balanced narrative and smarter sourcing 44:43 Gen Z teaching themselves and the education gap 52:07 Retiring the resume and closing advice Trent Cotton: trentcotton.com iCIMS: icims.com For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Substack: https://elevateyouraiq.substack.com
July 3, 2026
Ep 125: Democratizing Coaching and Strengthening Human Agency with Diane Weaver
Bob is joined by Diane Weaver, co-founder and COO of Baryons, who brings a career defined by translation — across languages, disciplines, and roles — to what she describes as the most important problem she has ever worked on: human flourishing in the age of AI. Drawing on her background in EdTech, linguistics, and startup leadership, including the founding and acquisition of CourseTune, Diane shares how a post-exit identity crisis and the release of ChatGPT converged to spark the idea for Baryons. The platform is a voice-based AI companion designed to support mental wealth, resilience, and human agency through four modes: daily check-in, checkout, thinking partner, and flourishing partner. Diane and Bob explore the science behind the product, the organizational dysfunction it is built to address, and why Baryons was designed from day one to get people off AI and back into meaningful connection with other human beings. Keywords Baryons, human flourishing, mental wealth, human agency, resilience, voice AI, executive coaching, organizational health, edtech, CourseTune, systems thinking, neuroplasticity, burnout, resonance report, team dynamics, responsible AI, technology stewardship, Diane Weaver Takeaways Baryons is a voice-based AI companion that supports individual and organizational health through four modes: check-in, checkout, thinking partner, and flourishing partner The platform democratizes access to a daily practice long associated with high performers and executive coaching, making it available to every employee at $20 a month Baryons uses a patent-pending approach to memory, allowing it to surface patterns and prior conversations in ways that build continuity and accountability over time Weekly resonance reports give individuals and teams insight into energy levels, recurring themes, and early indicators of burnout — without exposing individual conversations The product is built on six well-researched domains of organizational health: coordination, shared reality, early risk visibility, decision quality, engagement, and learning velocity Diane frames the current moment not as a technology problem but as a human one, and argues that organizations fixated on productivity metrics are missing the signals that actually predict team resilience and long-term performance Baryons is intentionally designed to be non-addictive and non-affirming — it is built to help users identify root causes and reconnect with human beings, not keep them talking to an AI Quotes "I really want to be working with people who want to be doing something that was impossible to do before." "We talk about ourselves as being the first AI that is truly built and designed to get people off of AI and back connecting with human beings in the real world." "The interface is more of your inner world than anything else." "It doesn't matter that an individual resonance — or even a team — is always trending up. When everything's always trending up, you know as a leader they've gamed the system." "Those six functions of the organization have to be repaired — or they may survive all of this tech disruption and still be dysfunctional." Chapters 00:02 Welcome and introductions 00:46 Diane's background: from the family farm to edtech and entrepreneurship 10:11 The paparazzi story: Pat Weaver, the Today Show, and a legacy of democratizing technology 12:41 The genesis of Baryons and the post-ChatGPT moment 15:33 Human agency as the core design principle 18:26 How Baryons works: voice-first design and the check-in mode 21:48 Shifting from technology users to technology stewards 23:38 The checkout mode: cognitive offloading and ending the workday with clarity 26:01 The thinking partner and flourishing partner modes 29:48 Democratizing executive coaching and the value of a non-judgmental AI 36:47 Why voice is the right interface: psychological safety and trust 41:15 A user story: Baryons as a neutral mediator in a fractured friendship 43:29 Mental wealth vs. mental health: resilience as a daily practice 47:34 Resonance reports: individual and team insights, burnout signals, and the limits of productivity metrics 52:00 Choosing the right partners: ethical AI, organizational dysfunction, and the six domains of health 59:51 What's ahead: Baryons.com, community brain health initiatives, and keeping humans at the center Diane Weaver: https://www.linkedin.com/in/weaver-diane Baryons: https://baryons.com/ For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com Substack: https://elevateyouraiq.substack.com
127 total episodes available
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Russ Fradin
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Dave Vu
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Lance Thompson
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Adam Gordon
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Vijay Swami
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