Adam Gellert's Linkedin Analytics

Did I hear someone say, hire AI before you hire a human? That’s the new bar #Shopify just set-and it changes hiring forever. Shopify went from cutting meetings… to cutting humans. Yesterday, in a leaked memo, leadership was told: “Make sure AI can’t do it before you hire.” Basically, more impact per person. For years, top talent chased flexibility, growth, and compensation. And Companies chased grit, results, and experience. Now there’s a new non-negotiable: AI fluency. Tobi Lütke’s leaked memo is a blueprint for what’s next: • Want headcount? Prove AI can’t do it first. • AI isn’t a tool—it’s your teammate. • Prompting is a core skill now. • AI usage is measurable and expected. • Performance reviews ask: How are you using AI to multiply your output? We’ve gone from job descriptions that say, “must be tech savvy” to “must be AI-native.” The question everyone should be asking themselves... "What can I do that AI can't?" #AI #shopify #hiring #careers

The biggest shift in hiring isn’t what you think. It’s not AI. It’s not skills. It’s not remote work. It’s delayed gratification. Fewer people are willing to trade a short-term sacrifice for a long-term gain. And it’s reshaping how hiring works—on both sides of the table. Candidates want top-tier salaries before gaining top-tier experience. But research is showing that when early-career professionals prioritize high salaries over skill development, many end up unemployed—or bouncing between roles without growth. (A Strada Education study found that nearly half of recent grads in high-paying jobs outside their field were disengaged within 18 months.) And it’s not just candidates. Hiring managers are feeling the pressure too. Everyone wants to make the “perfect hire” today, but few want to take a bet on someone who could grow into greatness tomorrow. Heard of the Marshmallow Test? It’s a famous psychology experiment: kids were given one marshmallow and told they could eat it now—or wait 15 minutes and get two. The kids who waited? They were more successful decades later, in nearly every metric: academics, health, income. Success still favors the patient. The same goes for careers. The best candidates aren’t always the flashiest. The best roles aren’t always the most lucrative—at first. And the best hires? They often come from someone willing to take a chance. Let’s stop optimizing for now and start building for what’s next. Agree? #hiring #work #jobs

Are you fake? The more fake the world gets, the more valuable real people become. Recently, Josh Braun made a post about a fake receipt he made using ChatGPT — all with crinkles, meal, total… looked legit enough to expense. His point? Anything can be faked now. Receipts, testimonials, ROI numbers, even expertise. But here’s the thing… You can’t fake the 10,000 hours. You can’t fake showing up when it’s hard. You can’t fake real expertise. Everday someone asks my opinion on AI. I could be wrong but I don’t think AI is going to push people apart — it’s going to force them to do business with people they actually know, trust, and believe. Because when everyone’s lip-syncing stats and stories, the person holding the mic and actually singing stands out. Trust isn’t built in your pitch. Trust is earned. It’s built in how you show up, over and over again. #Trust #AI #work Thanks to Josh Braun for inspiring this post.

Remember when you could drop off a resume, have a quick chat, and land a great job? Then came the layers — application portals, tests, panels, five rounds of interviews… and somehow less clarity. Now AI is here — and the floodgates are open. Every week, I get pitched on a “game-changing” hiring tool. Few are interesting but most are solving the wrong problem. Here’s what I do believe: ✅ AI will automate the boring stuff — sourcing, scheduling, initial screens. ✅ Tools like Juicebox, Bravado, Aria, and Boardy are building cool sourcing tech. But the hard part isn’t finding or matching resumes. It’s judging fit. Timing. Intent. And AI can’t fully grasp that (yet)—because people change. Fast. AI will most definitely replace a lot of the hiring process. But because the part we overcomplicated just got much easier, hiring managers just got much better. But the best companies? They’ll still need to know how to hire — with or without tech. Curious — what part of hiring should be automated, and what needs to stay human?

What if I told you jobs aren’t real... they’re just business problems wrapped in a title? I’ve been saying this for years to my clients: "A job is just a business problem that needs solving." That’s it. That’s the whole game. Recruiting exists because companies need people to solve problems — but what happens when those problems don’t need a human anymore? We’re now living in a time where AI is learning faster than people can hire. And the entire concept of “jobs” — how we define them, pay for them, and tie our identities to them — is starting to crack. Even Bill Gates has been saying the quiet part out loud for a while: “Jobs are an artifact of scarcity. We built an entire system based on the fact that someone had to farm, someone had to drive trucks. As AI removes that need, we’ll be forced to rethink everything — markets, education, even purpose.” I joked on April Fools that we invented the Zero Day Work Week — but what if that wasn’t a joke at all? If the jobs disappear… What’s left? The real question isn’t how many people you need to hire — it’s what problem you’re actually trying to solve. And soon, the answer might not be a person. Sam Altman did say that one-person billion-dollar companies will exist. Would love to hear how you’re thinking about this shift. Are we ready? #AI #FutureOfWork #Hiring #Jobs #Recruiting

A client asked me: “Adam, how do I handle a new hire who’s already disengaged in their first month?” Here’s what I told them: 1. Level with them. Tell them exactly what you’re seeing. “You seem checked out. Is that how you’re feeling?” This is Radical Candor 101 — care personally, challenge directly. 2. Realign on expectations. Make sure you’ve actually been clear about what success looks like in their first 30, 60, 90 days + beyond with mission vision values. Most managers aren’t — they assume everyone just “figures it out.” 3. Check if something in the hiring process was missed. Was this really the right role, or did we both oversell? Alignment and transparency are everything. Do not skip this. 4. Audit your onboarding. This is 90% of recruiting. Disengagement can be a symptom of poor onboarding. Did you set them up to win — or toss them in the deep end? 5. Look at incentives. Are they clear on what’s in it for them? Event the most successfull people don’t go all-in when they don’t see what they’re working toward. And here’s the one thing most leaders overlook: Disengagement isn’t always the employee’s fault. Sometimes it’s a red flag about the team, the culture, or you as a leader. When both candidates and companies show up equally with trust, attitude and grit - a lot of great things happen. Have you ever faced disengagement as a leader or employee? How did you deal with it?

Canada is Strong and Free — So Are Our Candidates Free Hiring for Approved Canadian Startups and SMBs 🇨🇦 With recent hits to the Canadian economy, now more than ever, employers need affordable access to exclusive top talent to keep growing. That’s why we’re making Hipo | High Potential Hires 100% FREE for Canadian companies hiring up to senior-level roles. No bots. No spam. No fees. Just vetted, high-quality candidates — ready to work. And since Hipo is fully self-serve, you can access talent anytime, on your terms. We built Hipo to democratize hiring — making it faster, easier, and more accessible without ever lowering the bar. Here’s what you get (completely free): ✅ Monthly active, human-vetted candidates ✅ References & video intros ✅ Salary expectations upfront ✅ Smart matching: you post, we surface top fits ✅ Verified talent & Companies only (exclusive) No contracts. No fees. No friction. Just results. If you’ve followed me since the Talent Help List days during COVID, you know this mission well — this is that, scaled up. Sign up now. Get free access. Let’s get people hired. Link in comments. Let's build this community - more to come. Free hiring for Canadian companies. #hiring #candidates #community #hipo

You know what your problem is? You think HR is a cost centre — not a revenue driver. HR people are some of the most dedicated, hardest-working, and most under appreciated people in any company. I’m making this post because I see it constantly. My clients (HR teams) are messaging me on weekends, during vacations, late at night — without skipping a beat. They move fast, give thoughtful feedback, and juggle way more than most people realize. I host a monthly HR roundtable and hear it straight from them: They’re overlooked. Underappreciated. And somehow still the ones holding everything together. They don’t complain. They can’t — there’s no HR for HR. They’re solving problems before you even know they exist. Protecting culture. Coaching leadership. Fixing team dynamics. And yes — still hiring top talent. So if your HR team isn’t a revenue driver? Maybe it's not the role and you need to rethink your approach. To all the HR pros doing the real work behind the scenes: I see you. And if you haven’t thanked your HR team lately — now’s the time. They’re doing more than you think… and not asking for the credit. #hr #humanresources #work #innovation

Introducing the zero day work week. Big news. We’ve finally solved the hiring problem once and for all. We’ve built an AI that doesn’t just replace applications and interviews — it replaces working. No need to meet candidates. No need to train them. No need to pay them. Our AI will interview itself, hire itself, and do the job for both sides. It’s efficient, scalable, and eliminates, well everything. The future of work is… no work at all. Happy April Fools. Until then, we’ll stick to helping real companies hire real, high-potential humans — fast. #careers #futureofwork #hiring