Adam Foroughi

speaker

1,682 appearances 2 recordings 2 series first heard Apr 2026 last heard 27 Apr

Adam Foroughi’s voice in public audio — every appearance, attributed to the second.

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recordings per month · last 12 months

Recordings per month over the last 12 months — 2 in all, peaking in Apr 2026 with 2.

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You had one HR person per 1 to 200 people.

And things felt faster, so I wanted to get back to that point.

And so, I went through and said, what are the processes I don't like at the company?

Let me just eliminate those.

Then we can go through and say, like, who are the gatekeepers of those processes?

You can you can remove those people.

And then you go to the where are the areas that you're going to start seeing a lot more automation.

So an example in our business is creative production.

We felt like I was going to get to the point where creatives are going to be automatically produced.

You still need humans to innovate, but you can have less humans because a lot of the design work can be handed off.

In engineering, you have your best engineers can use these tools to really accelerate themselves.

And your weaker engineers might not understand how to use these tools or might only get a 2x instead of a 10x or 100x increase in output.

So your earlier question about winning ties in here, is I don't play in fear of failure or fear of losing.

And I also believe on my team, across the board, our job for them has to be the right job for them at this moment, and right defined by

the best place to have personal development and growth.

And if we believe that every single person has a good role, if we think that's no longer true, we should part ways.

Good severance and make sure they're free to go do something else because I don't like to keep people in roles that are going towards the dead end.

Now, it was a bet and a belief that these technologies were going to get good enough to automate these roles away.

But we didn't want to take the risk that we were going to keep people in dead end roles.

That just creates morale hit that creates this organization that ends up optimizing to people who are who are just not happy.

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