Steven Bianchi
@stevenbianchi.bsky.social
HR can't do prompt engineering.
IT doesn't understand employment law.
The AI skills gap at this intersection? That's the crisis nobody's discussing.
Winning organisations won't assign AI to one department. They'll build hybrid capability.
Read more...
IT doesn't understand employment law.
The AI skills gap at this intersection? That's the crisis nobody's discussing.
Winning organisations won't assign AI to one department. They'll build hybrid capability.
Read more...
January 17, 2026 at 3:18 PM
HR can't do prompt engineering.
IT doesn't understand employment law.
The AI skills gap at this intersection? That's the crisis nobody's discussing.
Winning organisations won't assign AI to one department. They'll build hybrid capability.
Read more...
IT doesn't understand employment law.
The AI skills gap at this intersection? That's the crisis nobody's discussing.
Winning organisations won't assign AI to one department. They'll build hybrid capability.
Read more...
AI agents don't fit your org chart.
They sit at the intersection of technical capability and human dynamics—and that intersection is currently a wilderness.
HR lacks data science skills. IT lacks employment law expertise.
They sit at the intersection of technical capability and human dynamics—and that intersection is currently a wilderness.
HR lacks data science skills. IT lacks employment law expertise.
January 16, 2026 at 3:20 PM
AI agents don't fit your org chart.
They sit at the intersection of technical capability and human dynamics—and that intersection is currently a wilderness.
HR lacks data science skills. IT lacks employment law expertise.
They sit at the intersection of technical capability and human dynamics—and that intersection is currently a wilderness.
HR lacks data science skills. IT lacks employment law expertise.
Your IT team is brilliant at deploying AI agents.
They're also building systems that damage your employer brand without knowing it.
Technical excellence without domain expertise = technically sound, employee-damaging systems.
4 accountability questions every org must answer...
/.1
They're also building systems that damage your employer brand without knowing it.
Technical excellence without domain expertise = technically sound, employee-damaging systems.
4 accountability questions every org must answer...
/.1
January 15, 2026 at 3:32 PM
Your IT team is brilliant at deploying AI agents.
They're also building systems that damage your employer brand without knowing it.
Technical excellence without domain expertise = technically sound, employee-damaging systems.
4 accountability questions every org must answer...
/.1
They're also building systems that damage your employer brand without knowing it.
Technical excellence without domain expertise = technically sound, employee-damaging systems.
4 accountability questions every org must answer...
/.1
Job security looks different now. Skills expire. Roles evolve.
I'm joining a Careerminds panel on Jan 28 to talk workforce resilience, internal mobility, and what actually works.
Register: https://bit.ly/49xr16N
I'm joining a Careerminds panel on Jan 28 to talk workforce resilience, internal mobility, and what actually works.
Register: https://bit.ly/49xr16N
January 15, 2026 at 3:17 PM
Job security looks different now. Skills expire. Roles evolve.
I'm joining a Careerminds panel on Jan 28 to talk workforce resilience, internal mobility, and what actually works.
Register: https://bit.ly/49xr16N
I'm joining a Careerminds panel on Jan 28 to talk workforce resilience, internal mobility, and what actually works.
Register: https://bit.ly/49xr16N
Your AI agent just gave an employee wrong parental leave info.
Who's accountable?
Nobody knows. And that's an organisational design failure, not a tech problem.
Three ownership models are emerging to fix this. HR leaders: this is your moment to lead—or become irrelevant.
Full breakdown 👇
Who's accountable?
Nobody knows. And that's an organisational design failure, not a tech problem.
Three ownership models are emerging to fix this. HR leaders: this is your moment to lead—or become irrelevant.
Full breakdown 👇
January 14, 2026 at 3:09 PM
Your AI agent just gave an employee wrong parental leave info.
Who's accountable?
Nobody knows. And that's an organisational design failure, not a tech problem.
Three ownership models are emerging to fix this. HR leaders: this is your moment to lead—or become irrelevant.
Full breakdown 👇
Who's accountable?
Nobody knows. And that's an organisational design failure, not a tech problem.
Three ownership models are emerging to fix this. HR leaders: this is your moment to lead—or become irrelevant.
Full breakdown 👇
Job security has changed.
Skills expire faster. Roles keep evolving. The old playbook no longer works.
On Jan 28, I'm joining a Careerminds panel to discuss how organisations can build genuine workforce resilience—covering skills development, internal mobility, and what it actually takes to adapt.
Skills expire faster. Roles keep evolving. The old playbook no longer works.
On Jan 28, I'm joining a Careerminds panel to discuss how organisations can build genuine workforce resilience—covering skills development, internal mobility, and what it actually takes to adapt.
January 14, 2026 at 8:54 AM
Job security has changed.
Skills expire faster. Roles keep evolving. The old playbook no longer works.
On Jan 28, I'm joining a Careerminds panel to discuss how organisations can build genuine workforce resilience—covering skills development, internal mobility, and what it actually takes to adapt.
Skills expire faster. Roles keep evolving. The old playbook no longer works.
On Jan 28, I'm joining a Careerminds panel to discuss how organisations can build genuine workforce resilience—covering skills development, internal mobility, and what it actually takes to adapt.
Your People Operations team just got a new colleague. It doesn’t need benefits, won’t ask for time off, and can process 500 employee requests before your first cup of coffee.
But when this AI agent mishandles a sensitive termination enquiry or botches a benefits calculation, who gets fired?
But when this AI agent mishandles a sensitive termination enquiry or botches a benefits calculation, who gets fired?
January 13, 2026 at 3:15 PM
Your People Operations team just got a new colleague. It doesn’t need benefits, won’t ask for time off, and can process 500 employee requests before your first cup of coffee.
But when this AI agent mishandles a sensitive termination enquiry or botches a benefits calculation, who gets fired?
But when this AI agent mishandles a sensitive termination enquiry or botches a benefits calculation, who gets fired?
Companies are now paying a premium for fragility, and calling it "employee wellbeing."
We've built a system where hurt feelings cost more than missed deadlines.
When did we decide that being comfortable mattered more than being capable?
We've built a system where hurt feelings cost more than missed deadlines.
When did we decide that being comfortable mattered more than being capable?
January 12, 2026 at 8:58 AM
Companies are now paying a premium for fragility, and calling it "employee wellbeing."
We've built a system where hurt feelings cost more than missed deadlines.
When did we decide that being comfortable mattered more than being capable?
We've built a system where hurt feelings cost more than missed deadlines.
When did we decide that being comfortable mattered more than being capable?
The louder a company brags about "doing things our way," the more likely they're insecure about existing solutions.
Toyota and Apple thrived by perfecting what worked.
"Not invented here" pride isn’t protecting you; it's holding back potential.
#Leadership #Innovation
Toyota and Apple thrived by perfecting what worked.
"Not invented here" pride isn’t protecting you; it's holding back potential.
#Leadership #Innovation
January 9, 2026 at 8:58 AM
The louder a company brags about "doing things our way," the more likely they're insecure about existing solutions.
Toyota and Apple thrived by perfecting what worked.
"Not invented here" pride isn’t protecting you; it's holding back potential.
#Leadership #Innovation
Toyota and Apple thrived by perfecting what worked.
"Not invented here" pride isn’t protecting you; it's holding back potential.
#Leadership #Innovation
Feeling overwhelmed by all the negativity lately. I need some inspiration! 🙏
Who are the leaders you've personally encountered that make a real difference? Those who inspire you to do the right thing just because it matters.
Tag them. Share your stories. Spread some positivity! 💡✨ #Inspiration
Who are the leaders you've personally encountered that make a real difference? Those who inspire you to do the right thing just because it matters.
Tag them. Share your stories. Spread some positivity! 💡✨ #Inspiration
January 8, 2026 at 11:53 AM
Feeling overwhelmed by all the negativity lately. I need some inspiration! 🙏
Who are the leaders you've personally encountered that make a real difference? Those who inspire you to do the right thing just because it matters.
Tag them. Share your stories. Spread some positivity! 💡✨ #Inspiration
Who are the leaders you've personally encountered that make a real difference? Those who inspire you to do the right thing just because it matters.
Tag them. Share your stories. Spread some positivity! 💡✨ #Inspiration
1/ Five weeks ago: Benchmarking benefits creates expensive mediocrity.
We explored:
Why following fails (Week 1)
4-level hierarchy (Week 2)
Belief-based design (Week 3)
Human communication (Week 4)
Implementation roadmap (Week 5)
You now have everything needed. 🧵
We explored:
Why following fails (Week 1)
4-level hierarchy (Week 2)
Belief-based design (Week 3)
Human communication (Week 4)
Implementation roadmap (Week 5)
You now have everything needed. 🧵
October 17, 2025 at 1:02 PM
1/ Five weeks ago: Benchmarking benefits creates expensive mediocrity.
We explored:
Why following fails (Week 1)
4-level hierarchy (Week 2)
Belief-based design (Week 3)
Human communication (Week 4)
Implementation roadmap (Week 5)
You now have everything needed. 🧵
We explored:
Why following fails (Week 1)
4-level hierarchy (Week 2)
Belief-based design (Week 3)
Human communication (Week 4)
Implementation roadmap (Week 5)
You now have everything needed. 🧵
You aren't alone.
Week 6 challenges? Someone tackled them in Week 5.
Finance resistance? We have proven scripts.
Pilot flopped? We have recovery strategies.
Community accelerates transformation.
Are you stuck? What resistance are you facing?
The journey is better together.
Week 6 challenges? Someone tackled them in Week 5.
Finance resistance? We have proven scripts.
Pilot flopped? We have recovery strategies.
Community accelerates transformation.
Are you stuck? What resistance are you facing?
The journey is better together.
October 16, 2025 at 1:37 PM
You aren't alone.
Week 6 challenges? Someone tackled them in Week 5.
Finance resistance? We have proven scripts.
Pilot flopped? We have recovery strategies.
Community accelerates transformation.
Are you stuck? What resistance are you facing?
The journey is better together.
Week 6 challenges? Someone tackled them in Week 5.
Finance resistance? We have proven scripts.
Pilot flopped? We have recovery strategies.
Community accelerates transformation.
Are you stuck? What resistance are you facing?
The journey is better together.
Transformation is hard:
Week 1-4: High energy
Week 5-8: Protected views challenged
Week 9-12: Messy middle
Week 13: Magic happens
Winners don't avoid the mess—they expect it and push through.
Most fail at Week 6 when the first challenges are tabled.
What week are you in?
Week 1-4: High energy
Week 5-8: Protected views challenged
Week 9-12: Messy middle
Week 13: Magic happens
Winners don't avoid the mess—they expect it and push through.
Most fail at Week 6 when the first challenges are tabled.
What week are you in?
October 15, 2025 at 4:37 PM
Transformation is hard:
Week 1-4: High energy
Week 5-8: Protected views challenged
Week 9-12: Messy middle
Week 13: Magic happens
Winners don't avoid the mess—they expect it and push through.
Most fail at Week 6 when the first challenges are tabled.
What week are you in?
Week 1-4: High energy
Week 5-8: Protected views challenged
Week 9-12: Messy middle
Week 13: Magic happens
Winners don't avoid the mess—they expect it and push through.
Most fail at Week 6 when the first challenges are tabled.
What week are you in?
The finale is live: 90-Day Cultural Benefits Transformation roadmap.
The exact process I've used repeatedly:
Days 1-30: Cultural archaeology
Days 31-60: Strategic design
Days 61-90: Implementation
Key: Don't change everything at once.
[Substack link]
Ready to act? What's your Day 1?
The exact process I've used repeatedly:
Days 1-30: Cultural archaeology
Days 31-60: Strategic design
Days 61-90: Implementation
Key: Don't change everything at once.
[Substack link]
Ready to act? What's your Day 1?
October 14, 2025 at 6:34 PM
The finale is live: 90-Day Cultural Benefits Transformation roadmap.
The exact process I've used repeatedly:
Days 1-30: Cultural archaeology
Days 31-60: Strategic design
Days 61-90: Implementation
Key: Don't change everything at once.
[Substack link]
Ready to act? What's your Day 1?
The exact process I've used repeatedly:
Days 1-30: Cultural archaeology
Days 31-60: Strategic design
Days 61-90: Implementation
Key: Don't change everything at once.
[Substack link]
Ready to act? What's your Day 1?
Four weeks of theory done. This week: execution.
The 90-day roadmap I've used to transform benefits at multiple companies. Real timelines, real resistance, real results.
Warning: This is where most stop reading. Theory is comfortable. Execution isn't.
Stop analysing and start transforming.
The 90-day roadmap I've used to transform benefits at multiple companies. Real timelines, real resistance, real results.
Warning: This is where most stop reading. Theory is comfortable. Execution isn't.
Stop analysing and start transforming.
October 14, 2025 at 5:33 PM
Four weeks of theory done. This week: execution.
The 90-day roadmap I've used to transform benefits at multiple companies. Real timelines, real resistance, real results.
Warning: This is where most stop reading. Theory is comfortable. Execution isn't.
Stop analysing and start transforming.
The 90-day roadmap I've used to transform benefits at multiple companies. Real timelines, real resistance, real results.
Warning: This is where most stop reading. Theory is comfortable. Execution isn't.
Stop analysing and start transforming.
You've read about the problems.
You understand the framework.
You know the theory.
Now comes the part 99% skip: Actually doing it.
Tomorrow: The complete 90-day transformation roadmap. No theory. Just execution.
You understand the framework.
You know the theory.
Now comes the part 99% skip: Actually doing it.
Tomorrow: The complete 90-day transformation roadmap. No theory. Just execution.
October 13, 2025 at 3:23 PM
You've read about the problems.
You understand the framework.
You know the theory.
Now comes the part 99% skip: Actually doing it.
Tomorrow: The complete 90-day transformation roadmap. No theory. Just execution.
You understand the framework.
You know the theory.
Now comes the part 99% skip: Actually doing it.
Tomorrow: The complete 90-day transformation roadmap. No theory. Just execution.
Your challenge:
Take your most expensive benefit.
Explain its value without mentioning:
- Money
- Percentages
- Comparisons
- Features
If you can't, you've found your problem.
Best reframe gets featured. Go 👇
Take your most expensive benefit.
Explain its value without mentioning:
- Money
- Percentages
- Comparisons
- Features
If you can't, you've found your problem.
Best reframe gets featured. Go 👇
October 10, 2025 at 4:05 PM
Your challenge:
Take your most expensive benefit.
Explain its value without mentioning:
- Money
- Percentages
- Comparisons
- Features
If you can't, you've found your problem.
Best reframe gets featured. Go 👇
Take your most expensive benefit.
Explain its value without mentioning:
- Money
- Percentages
- Comparisons
- Features
If you can't, you've found your problem.
Best reframe gets featured. Go 👇
1/ Client spending €2M annually on benefits communication.
Glossy brochures. Videos. Portal. Seminars.
Employee understanding: 12%
Benefits valued: 0%
So we burned it all down 🧵
Glossy brochures. Videos. Portal. Seminars.
Employee understanding: 12%
Benefits valued: 0%
So we burned it all down 🧵
October 9, 2025 at 3:51 PM
1/ Client spending €2M annually on benefits communication.
Glossy brochures. Videos. Portal. Seminars.
Employee understanding: 12%
Benefits valued: 0%
So we burned it all down 🧵
Glossy brochures. Videos. Portal. Seminars.
Employee understanding: 12%
Benefits valued: 0%
So we burned it all down 🧵
WHAT YOU SAY vs WHAT THEY HEAR:
Total comp: €120K! → Salary: €75K
Industry-leading! → Same as everywhere
25 days PTO! → ...but can I take it?
Great healthcare! → Hope I don't need it
The language gap is killing your talent brand.
Which benefit do you struggle to communicate?
Total comp: €120K! → Salary: €75K
Industry-leading! → Same as everywhere
25 days PTO! → ...but can I take it?
Great healthcare! → Hope I don't need it
The language gap is killing your talent brand.
Which benefit do you struggle to communicate?
October 8, 2025 at 1:07 PM
WHAT YOU SAY vs WHAT THEY HEAR:
Total comp: €120K! → Salary: €75K
Industry-leading! → Same as everywhere
25 days PTO! → ...but can I take it?
Great healthcare! → Hope I don't need it
The language gap is killing your talent brand.
Which benefit do you struggle to communicate?
Total comp: €120K! → Salary: €75K
Industry-leading! → Same as everywhere
25 days PTO! → ...but can I take it?
Great healthcare! → Hope I don't need it
The language gap is killing your talent brand.
Which benefit do you struggle to communicate?
Corporate: "Comprehensive healthcare coverage"
Human: "Therapy without bankruptcy"
Corporate: "Competitive PTO"
Human: "Actually see your kids"
Corporate: "Learning & Development"
Human: "Never get left behind"
Speak human or stay ignored.
Human: "Therapy without bankruptcy"
Corporate: "Competitive PTO"
Human: "Actually see your kids"
Corporate: "Learning & Development"
Human: "Never get left behind"
Speak human or stay ignored.
October 7, 2025 at 1:03 PM
Corporate: "Comprehensive healthcare coverage"
Human: "Therapy without bankruptcy"
Corporate: "Competitive PTO"
Human: "Actually see your kids"
Corporate: "Learning & Development"
Human: "Never get left behind"
Speak human or stay ignored.
Human: "Therapy without bankruptcy"
Corporate: "Competitive PTO"
Human: "Actually see your kids"
Corporate: "Learning & Development"
Human: "Never get left behind"
Speak human or stay ignored.
1/ THE PRESENT VALUE PROBLEM explained
Why your expensive benefits create zero excitement
After fixing this at dozens of companies, I've learned:
Stop communicating what benefits are worth
Start communicating what they enable
Full framework 🧵
Why your expensive benefits create zero excitement
After fixing this at dozens of companies, I've learned:
Stop communicating what benefits are worth
Start communicating what they enable
Full framework 🧵
October 7, 2025 at 7:45 AM
1/ THE PRESENT VALUE PROBLEM explained
Why your expensive benefits create zero excitement
After fixing this at dozens of companies, I've learned:
Stop communicating what benefits are worth
Start communicating what they enable
Full framework 🧵
Why your expensive benefits create zero excitement
After fixing this at dozens of companies, I've learned:
Stop communicating what benefits are worth
Start communicating what they enable
Full framework 🧵
1/ Your €120K "total compensation package" is worthless 💸
Not because the math is wrong.
Because humans don't think in spreadsheets.
Let me show you why nobody cares about your benefits 🧵
Not because the math is wrong.
Because humans don't think in spreadsheets.
Let me show you why nobody cares about your benefits 🧵
October 6, 2025 at 6:53 PM
1/ Your €120K "total compensation package" is worthless 💸
Not because the math is wrong.
Because humans don't think in spreadsheets.
Let me show you why nobody cares about your benefits 🧵
Not because the math is wrong.
Because humans don't think in spreadsheets.
Let me show you why nobody cares about your benefits 🧵
The problem:
You designed company benefits for who you WANT to be, not who you ARE.
That's like buying a tuxedo for the gym.
Benefits must express actual beliefs, not aspirational bullsh*t.
You designed company benefits for who you WANT to be, not who you ARE.
That's like buying a tuxedo for the gym.
Benefits must express actual beliefs, not aspirational bullsh*t.
October 2, 2025 at 1:03 PM
The problem:
You designed company benefits for who you WANT to be, not who you ARE.
That's like buying a tuxedo for the gym.
Benefits must express actual beliefs, not aspirational bullsh*t.
You designed company benefits for who you WANT to be, not who you ARE.
That's like buying a tuxedo for the gym.
Benefits must express actual beliefs, not aspirational bullsh*t.
Let's practice belief-based design together:
Pick a common "belief" and transform it:
OLD: "We value work-life balance"
- Benefit: Unlimited PTO
- Reality: 11 days average taken
- Message: Look progressive, work constantly
1/3 🧵
Pick a common "belief" and transform it:
OLD: "We value work-life balance"
- Benefit: Unlimited PTO
- Reality: 11 days average taken
- Message: Look progressive, work constantly
1/3 🧵
October 1, 2025 at 1:02 PM
Let's practice belief-based design together:
Pick a common "belief" and transform it:
OLD: "We value work-life balance"
- Benefit: Unlimited PTO
- Reality: 11 days average taken
- Message: Look progressive, work constantly
1/3 🧵
Pick a common "belief" and transform it:
OLD: "We value work-life balance"
- Benefit: Unlimited PTO
- Reality: 11 days average taken
- Message: Look progressive, work constantly
1/3 🧵
"Our unlimited PTO policy shows we value work-life balance!"
No. It shows you value the APPEARANCE of balance.
Missed earlier posts? Ready for more?
- Follow me for notifications.
- Subscribe to have the complete series delivered to your inbox.
No. It shows you value the APPEARANCE of balance.
Missed earlier posts? Ready for more?
- Follow me for notifications.
- Subscribe to have the complete series delivered to your inbox.
September 29, 2025 at 1:04 PM
"Our unlimited PTO policy shows we value work-life balance!"
No. It shows you value the APPEARANCE of balance.
Missed earlier posts? Ready for more?
- Follow me for notifications.
- Subscribe to have the complete series delivered to your inbox.
No. It shows you value the APPEARANCE of balance.
Missed earlier posts? Ready for more?
- Follow me for notifications.
- Subscribe to have the complete series delivered to your inbox.