Chris Keith

Founder of HIREXE

The Future of Work = People (leveraged) + AI Agents (specialized).

Building Hirexe to bring infinitely (∞) scaled productivity to the global workforce.

PEOPLE are a vital part of the equation, those who figure out the best collaboration of ppl + tech will win.

VP - Sales and Marketing

Uncharted dinner, >20 AI Execs, 2+ hour discussion 

5 biggest takeaways:

1 - We’re still early
And nobody agrees on where this goes. Even in a room full of builders, there was zero consensus on AI’s “end state.” 

That’s usually the tell that we’re in the very early innings. Michael Louis

2 - History is a humbling benchmark
In the late 1800s, you could be born in a horse carriage and die having flown on a plane. 

We’re obsessing over LLM prompts, but the real change will be at the systems level over decades, not quarters. Matthew Fitzpatrick

3 - Work will get more complex, not disappear
For the last 100 years, ~50% of the jobs people did in high school didn’t exist or looked totally different 10–20 years later. 

AI won’t eliminate work; it will reshuffle it into new roles that sit on top of more complexity. Michael Loeb

4 - WOW moments
The wins in AI won’t come from mildly better “smart” products. 

They’ll come from simple products that create a real WOW moment and are easy to verify: “Did this actually help me do my job better, faster, cheaper?” Deborah Buresh Jackson

The next generation of Advil vs multivitamin, only a lot more extreme w/ the use cases!

5 - Distribution beats product in the long run
Models are making product moats evaporate, quickly... Just look at Google's latest model... 

So, from TikTok live streams to LinkedIn content, the people who understand attention and distribution will out-execute those with “better” tech but no audience.

What stood out most though?

Simplicity Wins

Make one workflow 10x easier and undeniably better for real people

OpenAI + ChatGPT (AI had been around for years, ChatGPT was the most simple and digestible use case

But the same example is going to win in the enterprise, not just in consumer facing businesses... So build with that in mind! 

THANK YOU Michael Loeb Noah Sanborn Friedman Skyler Healy and Shutterstock for pulling the room together.

And fantastic to meet ya Mark Yackanich Matt Gevaza Tim Conrod Richard Ortega Fatima Yusuf Mandy Rosenthal Michael Antonovych Gustavius Smith Ina Herlihy Jessica April Glenn Ko Adir Ben-Yehuda Cathy Ross

NYC is a special place to be building HIREXE right now...

Onward!

MSP Owner? Business expanding?

Wanna find undiscovered talent?! 

Join us on Wednesday 12!!!

I'm teaming up with Steve Taylor (Alternative Payments) and of course, HIREXE, to talk through how how MSPs are shifting from guessing to a structured, repeatable hiring process that produces better-fit candidates with faster results.

What you’ll learn live:

Cut time-to-hire — how structured filters and global sourcing reduce hiring from weeks to days.

Reduce hiring mistakes — interview and vetting techniques that reveal long-term fit.

Hire for more than tech skills — spot communication and follow-through traits that drive success.

Build a repeatable hiring process — create a system that consistently finds the right people across roles.

Onboard for retention — early-support tactics that strengthen results and reduce churn.

Link to sign up in comments

Shake Shack and cheeseburgers 

A Masterclass on scaling in a 'crowded market' 

“There are already so many players. How will you stand out?”

The most common (and intellectually lazy) question I get about HIREXE

...Let's reframe

Come with me on a cheeseburger journey!!

Americans eat ~50 billion burgers per year
That’s about 3 burgers per person, per week
Roughly $170B+ in annual revenue
86,000+ burger restaurants businesses in the U.S. alone

So yeah, “the burger space” is crowded

Now look at Shake Shack:
- Started as a hot dog cart in Madison Square Park in 2001.
- Became a single permanent kiosk in 2004. 
- By 2010, it was doing $19.5M in revenue from just 7 Shacks.
- By 2014, pre-IPO, it was at $118.5M with 63 Shacks.

January 2015, it IPO’d:
- 5M shares at $21
- Raised about $105M
- Valued around $750M on day one

Now, imagine if Gramercy Tavern Union Square Hospitality Group Leonard Green & Partners (LGP) Select Equity Group, L.P. would have told Danny Meyer, Randy Garutti (director of ops)and Mark Rosati (culinary director), the hot dog and cheeseburger space was too crowded?

They would have been wrong - and it would have been a crime against humanity!

Fast-forward to 2025:

Shake Shack does around $1.3B in annual revenue

Benchmark that against a roughly $173.6B U.S. burger market → you’re talking well under 1% share

A sub-1% slice of one very crowded category turned into:
- A billion-dollar brand
- A public company
- A product people will happily wait in line for

And they did it selling cheeseburgers into a market with McDonald's, Burger King, The Wendy's Company, Five Guys Enterprises In-N-Out Burger, and tens of thousands of independents already there.

The point?

You don’t need to “own the category.”

Some categories are so big, its not a winner take all market

You need:
1 - A huge base market (like burgers… or hiring… or CRMs… or dev tools)
2 - A product that’s obviously better on 1-2 things customers actually care about
3 - The discipline to keep taking tiny slices of a gigantic pie for a long time

In SaaS, that might mean:
Getting to $10M, $50M, $100M+ ARR with single-digit % penetration
While 10, 20, 50 other players are “in your space”

So the next time someone asks me:

"Your space is crowded. How will you stand out?”

Get ready for a 5 minute rant about cheeseburgers!

🚢 Another Major Shipment from HIREXE 🚢

--> Fully Agentic/AI Screening

Yep

It hosts the 'screening' conversation for you...

Why we built it:

Recruiters were losing >10 minutes per candidate

Multiply that by hundreds of thousands of applicants 

It’s a tax on your business

However

Every conversation produced golden candidate + personality data 

And you NEED to host these screening calls

Everyone we talk to who is adding headcount wants:

Less:
- static resumes

More:
- how do people think
- how they communicate and sound
- how they solve problems

Which is why this is the perfect addition to our ReelCV 

A 360° view of who someone is

With another clean, structured data stream to power it

What our screening agent does:
- Runs the full screening interview, 24/7
- Asks smart follow-ups (not just a fixed script)
- Structures skills, experience, and personality traits automatically
- Feeds that directly into our ReelCV-style profile so hiring managers get another rich, active datapoint—not just a static CV

Net result: You get time back.
You see people, not just resumes. 
And every interview makes the system smarter.

If you want to see it in action, comment “screening” or DM me and I’ll send the Loom + early access.

Onward!

Its not about automating people

Its about automating tasks

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