Why AI Fails for 90% of Businesses & How To Fix It

If you have these AI superpowers, it kind of doesn't matter if your entire team isn't empowered by this, right? And so what ultimately matters is actually making sure that you have the right workflows when it comes to recruiting. And so if you're a leader and you're watching this right now, you can just take this screenshot over here that I have on my screen and you can figure out how do you make this into a workflow? Because literally that's all my team is doing right now. We're making Grokbots, these talent Grokbots, right? Yeah. And I was of the mindset before that we can train people up, okay? That we're going to do these hackathons again, that we're going to do all these trainings. We're going to give everyone everything that they need when it comes to AI. Now, that's nice and that's certainly very important, and it's good that you're doing that as an organization, but that only meets people halfway. They have to handle the other halfway. Now, what does that mean? So if you think about it, if you want people that know how to use these things, they have to be AI native. Well, what does it mean to be AI native? Well, that means you have to have a strong bias to action. Okay? You have to have a strong relationship to change. You have to be very curious, meaning that you're learning all the time. And you're probably spending many hours a week on X. You can't just not be doing that, right? Because the people that are surfing on the frontier right now, they are on X all the time. And their algorithms are tuned in on following the best people when it comes to AI. And that's not that hard to do. You just need to Search, you know, use the explore button and search AI. And, you know, all that toxic content that you say that you might be seeing on X, it's not going to be there, right? Once your algorithm is tweaked, it's just going to be, you know, you're going to have the content you follow all the time. So that's the first step. You yourself need to be AI-pilled if you're not already, which I trust that you are. Okay. Now, you're not going to be able to train people on having this mindset because that is a journey that people need to go on on their own. You can't make them do that, right? Just like, for example, you can't make someone diet well that hasn't dieted well before. They have to decide to do that on their own, or same thing with someone who hasn't worked out a lot before. That is something that they have to, again, they have to decide on their own because it's a journey that they need to go on, right? So what I'm showing you on my screen over here is that this is a recruiting funnel that we use. This is just a recruiting workflow, okay? So what does our recruiting workflow do inside of Grokbot? It'll source, it'll look for all the inbound applications. It'll also do outbound as well. Also use LinkedIn Recruiter. It'll also handle X DMs. So people, when they DM me on X, when my team does a post, that's one piece, right? But then when we do outbound, it'll also evaluate people in terms of, hey, what is their tenure? How many promotions do they have? Is this the right title? So it'll screen that. If they fail that, then they don't get to go to the next step. Then if they say yes, if they're interested in a role, then we'll send them these 7 questions, okay, which I'm going to show you in a moment. So you want to stay till the end so you can get the 7 questions because this is going to make your life a lot easier. You actually don't need to hire more people to help you screen or more people to help you source. You just use this workflow and it helps you focus on hiring the AI-native people, and that's going to give you a massive advantage for the next year or 2, okay? I fundamentally believe that, right? So like, the next one is going to be, okay, if they reply, we're going to evaluate them. So You know, based on, you know, how many hours are they spending on X per week, right? That's one of the questions. Um, you know, we'll be asking them to send a Loom video as well. Uh, then only then if they pass, if they're shortlisted over here, then we will send them to a human screen. Then we'll have them do a paid project and then maybe there'll be a follow-up talk, right? But that is how this works. But if they fail any of these, they just get blocked and they don't get to move forward. And so what's happening over here, these are, these are the 7 questions, but We have this talent bot, and this is an evidence-first recruiting operator for the Single Grain team. And we've made this into a team Grok bot. So this lives inside of Slack, and so the team can talk to it as well, and they can operate this too. So this makes recruiting a team game. If you want to bring on these AI-native people, you need to have these bots helping you, and you need to have your team helping you. And guess who's going to care the most about these people coming in? The hiring manager. You think the recruiter's going to care the most? They might care, but they can't care nearly as much as a recruiter is going to care. By the way, when it comes to taste, the recruiter is not going to have as much taste as the hiring manager is in terms of what they want and what they need exactly. By the way, if you're enjoying this right now, you gotta check out Single Brain. So Single Brain is where we help companies with AI implementation, specifically AI marketing implementation, where we scale ad creative, we're able to scale AEO SEO campaigns, Reddit campaigns, we're able to scale cold outbound infrastructure, and a lot more. And the cool thing is We build this, these bots that live inside of your Slack and Microsoft Teams, and our team collaborates as well. So you get the data pools a lot faster, you get the execution a lot faster. We just move a lot faster, and all the work compounds a lot faster. Single Brain with a B, singlebrain.com. I'll see you on the other side. And also, recruiting can become such a mess. If you want it to be a well-oiled machine, then you probably need a machine to do the work, right? If you want the same exact questions happening over and over, you want them to evaluate on the same questions, you want the same thing happening all the time. Humans, us humans, it doesn't matter how detail-oriented you are. We're just not going to follow a process to a T every single time. We're just not like that, right? We're emotional beings. We're emotional creatures, right? And we like to do things our own way. So these are the questions that you need to be asking during your process. And again, like this is what we have over here. You should screenshot this and just steal it and make it into your own, right? So that's a recruiting funnel. Now, What are the questions over here? Okay, so the 7 questions. What percent of your daily tactical work today is done by AI? So if you are an engineer, it should be 95% plus. If you are a non-engineer, it should be 70% plus. Honestly, 80% plus, okay, as of this recording. So that number's getting higher and higher, right? Now, number 2, what is your daily AI driver and how do you use it? So name the tool, your setup, and your rules. So it's cool if you say Claude, it's cool if you say ChatGPT, but I wanna know how you're using it. Are you using Codex? Are you using DOTS? Are you using a CLI? How are you using it? What is your setup exactly? What models are you using? Can you define how you go about optimizing for token efficiencies? Or are you just using it to search recipes? Because if you're just using it to search recipes, it's not going to be a fit to work here. Now, going back to this one, why do we say 95% plus? Because now as engineers, you're mainly code reviewers. I think today the number is more like 15% of code is being reviewed by a human, and that number is going to get lesser and lesser over time. And a lot of the tactical work that you're doing, let's say as a marketer, well, most of it should be done using AI, right? I'm just saying a lot of the work that you should be doing should be housed inside of the harness. Now, the other piece is the number 3 is what do you spend out of pocket on AI each month? A number. So I don't care where you live or what you're like. We talk to people that are teenagers and their parents let them apply, right? But when we ask them, they're spending their own money. If we're talking to someone that's like 15 years old and they're spending at least $50 a month and you're telling me you're spending $0 a month, how is that acceptable, right? It's not. It doesn't work. And we talked to somebody else that we're looking at hiring and he was making like maybe $150 grand a year and he spent $40,000 on local infrastructure for AI. Now, that is not my expectation at all, but it just shows you that the people are willing to spend. They're doing it. I'm like, why are you spending so much on this, right? It's like, because it's the future and I need to get on top of it. And what better way to get on top of it and to actually spend it and invest. And that's what we're looking for here. We're looking for, you know, are these people that we're talking to, are they going to invest in themselves? Because if they're not willing to invest in themselves, then why should we invest in them, right? And they might say, oh, you know what, we— some people are like, oh yeah, I just used all my company subsidies. But that's not cool because some people that have these company subsidies, they're still spending their own money to go test things on their own, right? And that's what we're looking for. That's that bias to action that we're looking for. Now, number 4, which task did you stop doing by hand in the last 6 months and what did you put in its place? So because this stuff is changing so quickly, we are looking at what you stopped doing as well. And honestly, I should probably change this question to the last 3 months because stuff changes so quickly, right? Like, what have you stopped using? What tools, what workflows have you stopped using and what did you put in its place? Like, how are you really learning? How are you advancing work? Number 5, tell me about a time your AI work went wrong. What broke? What did you lose? And then what did you change after that? So again, we want to understand how you think about this stuff. Number 6, send one unedited Loom, about 10 minutes of you doing real work inside of your AI setup. Talk out loud as you work. So we want to see, because interviews, interview questions are interview questions, those can be gamed, but it's harder to game a Loom where you're talking through it and you're talking through something that you're very excited about. And we can tell if you're not excited either, right? If you're not excited about this stuff, then It's probably not gonna be that exciting to work with you, right? Because you're not excited about this stuff. And then number 7, last but not least, about how many hours are you spending per week on X? Okay, so we look for about 3 hours or so. But honestly, like a lot of people we talk to that come from X, it's a lot harder than that. We're talking about 20+ hours or so. Okay, one more thing before we go. If you have all these connectors, all these tools that you have, you have your CRM, your call recorders, you have all these different tools and you need them in one spot, the SingleBrain Gateway is free for you to access. Go to singlebrain.com/gateway. That way your agents can talk to it. It is a secure And the cool thing too is once we are able to figure out what your goals are, once you plug that in from marketing and sales standpoint, we can float the right workflows that make the most sense and you can decide if you want to use them or not. singlebrain.com/gateway and we'll see you on the other side. Now, what's interesting to me, if you look at our funnel, just to give you some numbers here, only about 5% of the people who apply to our company pass the bar, whereas 27% of people on X pass the bar. So, that's more than 5 times the people on X that pass the bar, right? Because these people are hanging out on X. They're doing this stuff already, right? That being said, you still have to screen for experience if you need like a more experienced role. Um, and then, you know, you can see over here, like, you know, the tools are cheap and everywhere. Anyone can buy the same models for $200 a month, so the tools are no longer the edge. So at least invest the $200 a month, okay? Um, and, you know, resumes say very little. Like, sometimes experience could be a negative thing, right? But I think the ideal thing is you have good judgment, you have good experience ideally. In some cases, maybe you don't need experience, but you are You are super ahead on with playing with all of the new tools that are out there. Again, I believe that we can get people on the same page. We can align people. But when it comes to kind of having that learning habit, that's not something that we can be on top of. Okay? And so, anyway, I mean, this was just off one of the bots that we had. Okay? And, you know, but having something that can manage, again, all the X inflows, right? I remember we were talking to a recruiter candidate and he's like, wow, I wish I had all this. Like, this is all the stuff that we wanted to build. And he's like, there's no way I'd be able to get to 150 people that apply even if I wanted to. But he's only managing people who apply. This manages people that the back and forth DMs on LinkedIn, on X, right? This manages outbound as well. This manages the agents that handle the outbound too. This manages the inbound. It uses it through APIs through our applicant tracking system. So the number one thing that you're going to have to do here To kind of fix that 90%, you know, AI adoption issue where most companies fail is getting on top of this, right? If you don't get on top of how you go about recruiting, it is not going to work because it is the humans that are holding it back, right? And it's— I'm not saying like, of course we're going to hire more humans, but the AI-native humans are going to have the edge. And those are the people that you want to hire ultimately, right? And it's like, oh, well, you know, that's not fair. You know, they don't have the time for it. Well, how is it that so many people that we talk to, they have the time for it on top of, uh, you know, what, what they do as a normal job? And that excuse isn't going to work anymore, right? If you talk to people and they're like, you know, well, I just don't have time with my normal job and all that. Well, no, your normal job is changing. And for you to say that means you don't understand the gravity of the situation. And so at least for the next year or 2, um, I think this is a massive edge if you can get ahead of this, and this will solve all of your AI adoption issues. And take it from someone who's tried. Our company continues to train. Our company continues to set high standards. And we will continue to do that and provide much higher than the average kind of median spend on AI. And we'll do what it takes. We'll get the 50% there. But you need to hire the people that are willing to meet you from the other half. And that's going to make you successful. So hope you enjoyed this video and we'll catch you in the next one. Thanks, Eric.