Fullstack HR

The short answer is yes.

But yes deserves an explanation. In this episode I make the case for why HR needs to get technically curious right now, and why that has nothing to do with becoming a programmer.
We cover what's worth understanding (APIs, databases, MCP servers, and why they matter for HR), why playing around with tools like Claude Code, Codex, Lovable and Replit makes you a sharper buyer of HR tech, and how one curious person on a team can shift an entire organization. It might not be the CHRO. It might be the HR assistant fresh out of university.
I share what it felt like walking into Spotify with close to zero backend knowledge, why the threshold for connecting systems has dropped, and why "I'm not the technical type" no longer holds as an excuse.
This is where the world is heading. You can ignore it, or you can skate to where the puck is going.

In this episode, Johannes Sundlo explores a growing issue inside organizations adopting AI: the creation of an “A and B team.”
Some employees get access to AI tools, licenses, education, and experimentation opportunities. Others are left behind. Not because of role or capability, but because of interest, visibility, or who happened to push hardest internally.
Johannes argues that this is becoming one of the most overlooked leadership and employer branding challenges in AI adoption.
He discusses:
Why selective AI access creates organizational inequality
The hidden cultural risks of AI “elite groups”
Why the cost argument often falls apart under scrutiny
The chicken-and-egg problem of AI adoption
Shadow AI and the risks of unsupported tools
Why HR cannot leave this entirely to IT
How AI access is increasingly becoming a workplace infrastructure question, not an innovation experiment
This is not a conversation about hype or future speculation. It’s about what happens inside organizations right now when some employees are allowed to work with modern tools while others are expected to continue without them.
A practical reflection on leadership, fairness, AI adoption, and the future of work.

Block just fired 4,000 people in a single day. Their CEO Jack Dorsey said it was because of AI. The stock jumped 20%. And the internet lost its mind.
Half the people say this is pure hype. The other half say AI is coming for all of us. I think both sides are wrong, and I have thoughts.
In this video I go through what actually happened at Block, weigh the evidence for and against the AI narrative, talk about why Wall Street loved this so much, and share what I think it means for leaders, employees, and anyone trying to figure out where AI and jobs are actually heading. I also take on the myth that AI skills will protect you from layoffs.

What if an AI manager could do a better job than your current boss? Johannes explores this deliberately provocative question – not to argue that we should replace managers with AI, but to challenge our assumptions about what management is actually for.
From the industrial revolution roots of the manager role to DoorDash's algorithmic task distribution, he examines whether the core function of "making sure work gets done" might be ripe for reinvention.

If AI can handle delegation, and some managers already lack the empathy we claim only humans possess, what should human leaders actually focus on?

A call to start the conversation about leadership's future before it's decided for us.

What happens when a four-week project takes 45 minutes? That's what I experienced over Christmas with Claude Code. In this episode, I share what I built, why this matters beyond coding, and the hard questions organizations need to start asking. Because this isn't slowing down.