Tag: technology

How AI is Taking Your Tech Job and What You Can Do About IT

Last week, a conversation with a tech hiring manager sparked a profound realization about the growing role of artificial intelligence (AI) in our industry. We discussed the integration of Generative AI (GenAI) into a product strategy leadership role, which led me to ponder the broader implications of automation in information technology. Just like my Tesla Model X, which I love for many reasons including its autonomous driving features that ease the burden of long trips and traffic jams, AI is transforming our professional landscape. However, much like how my driving skills have deteriorated when I rely too heavily on my car’s technology, I worry about the skills and jobs we might be sacrificing as we increasingly turn to AI. What happens to our expertise and career opportunities when we let AI take over more of our tasks? Let’s explore the balance we must strike as we navigate this rapidly evolving field.

The rise of artificial intelligence is undeniably transformative, shaking up industries and redefining roles across the board. For those of us in tech – whether as product managers, project managers, recruiters, content strategists, or content writers – this shift might seem alarming. Are our jobs on the chopping block? Will our roles become obsolete in the face of increasingly sophisticated algorithms? The short answer is yes and no. But the longer answer is where the real opportunity lies.

AI > A Threat or a Catalyst for Evolution?

First, let’s address the elephant in the room: AI is here to stay, and it’s evolving rapidly. Machine learning algorithms can now predict market trends, automate repetitive tasks, and even generate code. So, yes, AI is encroaching on traditional tech roles. But instead of viewing AI as a threat, consider it a catalyst for profound change. The real question isn’t “Will AI take my job?” but rather “How can I adapt and thrive in an AI-enhanced landscape?”

Reinventing Tech Roles > Embrace the Synergy

For technical product managers, project managers, recruiters, content strategists, and content writers, AI isn’t about replacing jobs but reshaping them. Here’s how each role can evolve and harness AI for greater impact:

  1. Technical Product Managers > From Executors to Innovators: AI can handle data analysis, customer feedback interpretation, and even some aspects of product design. However, it lacks the human touch when it comes to understanding nuanced user needs and market trends; luckily, I have a degree in behavioral neuroscience psychology from Yale University, which I always knew would come in handy someday :). As technical product managers, our role should pivot from routine execution to strategic innovation. Use AI to handle data-heavy tasks, freeing you up to focus on vision and strategy. Become a curator of AI insights, translating them into actionable product features and compelling user experiences. Embrace AI as a collaborator in the innovation process rather than a competitor.
  2. Technical Project Managers > From Planners to Facilitators: Project management tools powered by AI can optimize scheduling, resource allocation, and risk management. Rather than fearing AI’s capabilities, project managers should leverage these tools to enhance project efficiency and accuracy. The future role of a technical project manager will be less about micro-managing tasks and more about facilitating effective collaboration and guiding teams through complex, dynamic environments. Your job will be to interpret AI-driven data, mediate human factors, and ensure that technology aligns with overarching business goals.
  3. Technical Recruiters > From Sifters to Strategists: AI can streamline candidate sourcing, resume screening, and even preliminary interviews. However, it can’t replicate the human ability to assess cultural fit, emotional intelligence, and potential for growth. As a technical recruiter, your role will shift from sifting through resumes to strategically engaging with top talent and building meaningful relationships. Use AI to handle the heavy lifting of candidate evaluation but focus on refining the human side of recruiting; ensuring that the talent you bring on board not only fits the technical requirements but also aligns with the company’s culture and future vision.
  4. Technical Content Strategists > From Planners to Visionaries: AI tools can generate content, analyze engagement metrics, and even predict trending topics. Yet, they lack the strategic foresight required to craft compelling content strategies that resonate with human audiences. As a technical content strategist, your role will evolve from planning content calendars to shaping comprehensive content ecosystems. Use AI to identify data-driven insights and automate routine tasks, but focus on developing visionary content strategies that align with brand identity and user engagement goals. Your expertise in understanding audience psychology and long-term content trends will be invaluable.
  5. Technical Content Writers > From Creators to Curators: While AI can generate text and even mimic writing styles, it still falls short in creating nuanced, context-rich content that captures the essence of complex technical topics. As a technical content writer, your role will shift from generating bulk content to curating and refining high-quality, in-depth materials. Leverage AI to handle content generation and basic editing, but concentrate on creating engaging narratives, ensuring accuracy, and providing value that resonates with your audience. Your skill in translating complex technical information into accessible and compelling content will remain crucial.

Skills for the Future > Adapt, Learn, and Lead

In this AI-augmented future, your competitive edge will come from developing skills that AI can’t replicate. Emphasize the following:

  • Strategic Thinking: AI can process data, but it can’t strategize like a human. Develop your ability to think long-term and make decisions that consider broader business impacts.
  • Emotional Intelligence: Human interaction, empathy, and negotiation are crucial. AI lacks emotional depth, so honing your interpersonal skills will set you apart. That might require you to get used to working onsite in a social office environment again, rather than remote telecommuting.
  • Continuous Learning: The tech field evolves rapidly. Stay updated with AI advancements, new tools, and emerging methodologies. Lifelong learning will be key to staying relevant and innovative.

Final Thoughts > The Human Touch in an AI-Driven World

The rise of AI may be the end of the road for some tech professionals who fear change, but it’s a thrilling new chapter for those of us who can adapt. Embrace AI as a powerful ally rather than a rival. By adapting to the changing landscape, focusing on strategic and human-centric skills, and leveraging AI to amplify your strengths, you can transform challenges into opportunities. The future of tech careers is not about competing with machines but about elevating what it means to be human in a world increasingly shaped by technology.

So, gear up! The AI revolution is here, and with it comes the chance to redefine your role, unlock new potential, and lead with creativity and insight in ways that only we humans can.

P.S. For more insightful articles like this one, get our new podcast-edition startup guides, and listen on-the-go wherever you are. 

Overwhelmed by LinkedIn Applications? Here’s How to Tilt the Scale in Your Favor

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Yesterday, I saw something unbelievable: I ran across an IT Project Manager job posting from a small business owner on LinkedIn that had received a whopping 984 applicants! One job, 984 applications. Imagine being the recruiter or hiring manager who has to wade through 984 applications for one job. That’s insane.

You posted a job on LinkedIn, and now your inbox is flooded with 100, 200, 500, or even 1000 applications. It’s a classic case of “be careful what you wish for.” At first, the sheer number of responses might feel like a good problem to have. After all, more applicants mean more chances to find the perfect candidate, right? But when you’re wading through hundreds – or even thousands – of resumes, it quickly becomes clear that more isn’t always better.

If you’re drowning in applications, you’re not alone. But here’s the truth: most of those resumes are likely a waste of your time. The reality is that with each passing minute, you’re losing the ability to effectively manage the talent coming your way. It’s time to be ruthless and strategic. Here’s how to regain control and make LinkedIn work for you, not against you:

1. Just Hire Me

As an experienced IT leader with a background as a former software engineer, entrepreneurial innovator, digital product manager, and project manager, I bring a unique blend of skills to the table, as well as an MBA in new product development from MIT and a BA in behavioral neuroscience from Yale. I’ve been in the trenches, building and managing digital products in innovative IT organizations from the ground up, and I understand the challenges you face. My ability to bridge the gap between technical teams and business objectives ensures that projects are not only completed on time but also deliver tangible results that drive business growth. Let’s cut through the noise together and focus on what really matters: finding the right fit for your team. I’m ready to jump in and make an immediate impact. Send a distress call (or just a DM) to Cornelius McNab, MBA and let me know how I can help.

2. Embrace the Filter, Literally

LinkedIn offers a range of filters to help you sift through applicants, but are you using them effectively? Set strict criteria from the start. Use filters like location, skills, experience level, and even current job titles to immediately cut down the number of resumes. If you’re still left with too many, consider adding more specific filters or increasing the required experience level. This isn’t about being exclusionary; it’s about zeroing in on the candidates who are the best fit.

3. Kill the ‘Apply Now’ Button, If You Dare

The easier it is to apply, the more irrelevant applications you’ll get. If you’re really overwhelmed, consider removing the ‘Easy Apply’ option. Yes, this will reduce the number of applications, but it will also ensure that the candidates who do apply are serious about the role. This small hurdle can drastically cut down on the noise and help you focus on quality over quantity.

4. Automate the First Cut

You might cringe at the idea of using AI to scan resumes, but in this situation, it’s a lifesaver. AI tools can help you sort resumes based on keywords, experience, and qualifications, allowing you to immediately eliminate candidates who don’t meet the basic requirements. It’s not foolproof, but it’s a crucial step in managing a massive influx of applicants.

5. Leverage Pre-Screening Questions

Add pre-screening questions that require more than a simple yes or no. Make them specific to the role and challenging enough that only serious candidates will take the time to answer thoughtfully. This will not only help you weed out less qualified candidates but also give you insights into the thinking and problem-solving skills of those who do apply.

6. Set Up a Waiting Room as Your Own Version of a Digital Filter

Create a separate, private page that applicants are directed to after they submit their application. Here, include a brief, optional task – like a small project or a question that requires a written response. This is where you separate the wheat from the chaff. Most people won’t bother, but those who do are likely to be more invested and qualified.

7. Don’t Be Afraid to Hit Pause

If the influx is too overwhelming, don’t hesitate to pause the job posting. Take a step back to reassess your strategy. Use the time to process the current batch of applications more effectively. Pausing the floodgates doesn’t mean you’re giving up; it means you’re giving yourself the space to do your job properly.

8. Be Blunt with Your Communication

Send a clear, automated response to all applicants acknowledging their application and setting expectations about when they might hear back. But don’t be afraid to include a line that says, “Due to the high volume of applications, we will only be able to respond to those who meet our criteria.” It might seem harsh, but it’s better than leaving candidates in the dark.

9. Outsource If You Have To

If your internal resources are stretched too thin, consider outsourcing the initial screening process to a recruiting agency. They can help you filter through the noise and present you with a shortlist of the most qualified candidates. Yes, it’s an added cost, but when time is money, it’s a worthwhile investment.

10. Consider the Long Game

Think of your hiring process as a funnel. Every applicant you attract is a potential brand ambassador for your company, whether they get the job or not. Even if you can’t engage with every applicant personally, make sure your process is respectful and leaves a positive impression. An automated rejection letter might seem cold, but it’s better than leaving people hanging.

In the digital age, the challenge isn’t finding applicants, but finding the right ones. By being strategic, setting clear boundaries, and utilizing the tools at your disposal, you can turn an overwhelming situation into an opportunity to discover top talent. Remember, it’s not about how many applications you receive; it’s about finding the best fit for your team.

The Impact of Leadership: Influence vs. Intimidation

In my journey through the entrepreneurial world and within Fortune 500 companies, I’ve come to understand that leadership is not just about directing teams but about shaping their experiences and outcomes. The distinction between influence and intimidation is pivotal in this process.

Early in my career, I worked under a manager who was a master of intimidation. His approach was straightforward: command compliance through fear. During one project, his method of “leadership” involved berating team members who made mistakes and fostering an environment where everyone was scared to voice concerns. This style may have resulted in short-term compliance, but it stifled creativity and led to high turnover. It was a clear lesson in how not to lead.

Contrast that with a different experience later in my career. I was leading a startup team through a critical product launch, and our resources were tight. Instead of resorting to intimidation, I chose to lead through influence. I shared our vision passionately, listened to team members’ ideas, and involved everyone in the problem-solving process. I made sure that my expectations were clear but approached each challenge as a collaborative effort. The team responded with enthusiasm and dedication, resulting in a successful launch and a stronger, more cohesive unit of high-performers.

Influence is about inspiring and empowering, not controlling. It’s about creating a culture where people feel valued and motivated to contribute their best. Intimidation, on the other hand, breeds resentment and fear, ultimately undermining long-term success.

The impact of these two approaches is profound. When you lead with influence, you cultivate trust and respect, which drives genuine commitment and fosters innovation. Intimidation may force short-term results, but it often comes at the cost of long-term relationships and organizational health. In the end, the choice is clear: influence is the key to sustainable leadership.

Love & Business (PG-13)

In our relentless pursuit of entrepreneurial success or professional growth, there’s a dangerous tendency to apply the same strategic thinking and business acumen to personal relationships. As a divorced entrepreneur who has loved and lost a few times, I’ve come to realize that treating personal partners like business associates can be a losing proposition. The very traits that fuel success in business can, if misapplied, undermine the intimate bonds we cherish.

The best illustration of this is found in the movie Love & Basketball, which follows the lives of Monica and Quincy, two individuals whose romantic relationship is deeply intertwined with their shared passion for basketball. Their story highlights how applying strategic thinking and competitive intensity to a relationship can create both opportunities and challenges.

In business, we are trained to analyze every situation through the lens of strategy. We evaluate risks, seek optimal returns, and create systems to maximize efficiency. While these skills are crucial in the corporate arena, applying them to personal relationships often results in unintended consequences. This strategic mindset, if left unchecked, can transform a loving relationship into a transactional affair.

Similar to Monica and Quincy’s journey, when you’re an entrepreneur, every interaction is often seen through a cost-benefit analysis. You negotiate, plan, and assess outcomes. This approach can slip into our personal lives, where we might start treating our partners as though they’re stakeholders in a joint venture rather than as individuals deserving of genuine affection, understanding, and support.

I’ve made this mistake more than once, but I didn’t truly realize what I had done to others until someone did the same thing to me… and it sucked! In the early stages of my maturity, I approached relationships with the same intensity I applied to business deals. I would assess the potential of a relationship much like I would a business opportunity. I set goals, outlined expectations, and conducted what could only be described as relationship performance reviews. While this might ensure operational efficiency in a business, it can make a partner feel like they are being evaluated rather than cherished, much like the emotional challenges faced by Monica and Quincy in their personal and professional dynamics.

In personal relationships, love is not about strategic planning or ROI. It’s about connection, empathy, and support. Yet, when entrepreneurs apply their business mindset to their personal lives, they might overlook the emotional nuances that are crucial for a lasting relationship. The very qualities that make us successful in business – like dedication, discipline, and determination – can become barriers in our personal lives if we aren’t careful.

The cost of this approach can be profoundly painful. Relationships become strained, partners feel undervalued, and emotional needs go unmet. What begins as a commitment to building a life together can devolve into a series of contractual obligations and unmet expectations. The physical touch, the understanding glance, and the spontaneous acts of love get lost in a sea of strategic planning and goal-setting, as seen in the complexities of Monica and Quincy’s evolving relationship.

From my experiences, I’ve learned that personal relationships require a different kind of investment. They thrive on vulnerability, spontaneity, and genuine connection, rather than calculated metrics and strategic outcomes. It’s essential to differentiate between business acumen and personal connection. What’s required in love is not a business plan but a heartfelt commitment to growing together, a lesson beautifully illustrated by the enduring bond between Monica and Quincy.

As entrepreneurs, we must learn to navigate our personal relationships with the same care and empathy that we apply to our business ventures. It’s about stepping away from the boardroom mentality and embracing the emotional, often unpredictable nature of human connections.

So, the next time you “shoot your shot,” if you can balance your entrepreneurial drive with emotional intelligence, you’ll stand a better chance of nurturing a relationship that withstands the test of time.