Published when I have something worth saying. About hiring, AI, history, and the questions most people are too busy to ask.
AI developed extraordinary intelligence without the emotional and evolutionary foundation that shaped human cognition. No fear. No instinct. No survival pressure. Why that may be the most historically unusual thing humanity has ever built.
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The Dutch East India Company was the world's first distributed optimisation system - built for profit, without accountability, without a way to question its own objectives. It ran for 197 years, then collapsed. Why that matters in 2026.
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89% of Gen Z say purpose is essential to job satisfaction. 44% have rejected offers over values misalignment. Not a generational preference - a signal about a fundamental shift in what work is supposed to give people.
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Anthropologist Kalervo Oberg's culture shock model - honeymoon, frustration, adjustment, adaptation - maps the AI adoption journey with unusual accuracy. Most organisations are stuck in Stage 2. Here is what that stage requires.
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Countries that build lasting influence do more than grow economically - they build systems people trust. Growth infrastructure builds capacity; trust infrastructure builds credibility. In the long run, it matters more.
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After 23 years in staffing, the variable most correlated with consistently excellent hiring is not recruiter talent or technology. It is ecosystem quality. A Porter's Diamond analysis of why some firms simply hire better.
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