Azeem Azhar

And those three things are shifting independently of each other, often by different groups.

So the question of can an AI, whatever it is,

do this task is changing on certainly one aspect on its own is doubling every six or seven months.

So again, if you recognize that, I hope you do.

How has that instability shown up in the data that you have been able to analyze and get your hands on?

Yeah, this notion that orchestration is a fancy word for being the pointy-haired boss in the Dilbert cartoons, right?

That's what managers do.

We orchestrate resources within the company and across suppliers and subcontractors.

And yeah, the old word was just management.

I mean, I'm really glad that you've got here because that allows us to go back to the beginning of our discussion, which is that the canaries in the coal mine, the idea that entry-level jobs, particularly if they're AI exposed, are coming under pressure.

What's driving that is, to some extent, the risk lens that managers are taking from hiring the uncertain rather than doubling down on certain existing workers.

So let's now look at those entry level, the entry level workers, people who are graduating, they are now better off than they were earlier in our conversation, which is they know why they're not being hired.

They're not being hired because the hirer wants someone who's already got orchestration skills, aka is already a manager, and the hire is risk averse right now.

Given that, let's get practical.

What would need to change for those entry-level workers to now be suitable to be hired?

We know what the symptom is.

We've identified it collectively, the two of us, over the last 30 or 40 minutes.

What do they need to do?

I mean, great and not great, right?

So the great that you're being frank, not great, because that seems to be the situation.