Great framing. One thing missing from the "re-sort, raise, grow" playbook is onboarding. The reason most companies avoid hiring juniors is also bandwidth. Mentorship requires senior brain time that nobody has anymore. So you get a false choice, either you hire juniors and expect autonomy they don't have yet, or you just don't hire them at all.
AI breaks that constraint. We have the ability to build onboarding experiences that function like a product with structured, scalable, context-rich experience. A junior today can be handed a system that encodes your standards, your past decisions, your reasoning, and let seniors be part of the loop. For me the antifragile org is unlocked by building the infrastructure infused in buisiness context knowledge, thus everyone benefits, and let juniors thrive without draining your seniors.
Exactly! And that's why I usually say that AI needs to be onboarded the same way you would do with an intern. The best intern in the world maybe, but an intern nevertheless.
Great framing. One thing missing from the "re-sort, raise, grow" playbook is onboarding. The reason most companies avoid hiring juniors is also bandwidth. Mentorship requires senior brain time that nobody has anymore. So you get a false choice, either you hire juniors and expect autonomy they don't have yet, or you just don't hire them at all.
AI breaks that constraint. We have the ability to build onboarding experiences that function like a product with structured, scalable, context-rich experience. A junior today can be handed a system that encodes your standards, your past decisions, your reasoning, and let seniors be part of the loop. For me the antifragile org is unlocked by building the infrastructure infused in buisiness context knowledge, thus everyone benefits, and let juniors thrive without draining your seniors.
Exactly! And that's why I usually say that AI needs to be onboarded the same way you would do with an intern. The best intern in the world maybe, but an intern nevertheless.