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The Meg and Amy Show

The Meg and Amy Show

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Özet
 Join best friends Meg Bear and Amy Wilson on The Meg and Amy Show – a podcast for big-picture thinkers who are ready to challenge the status quo. As former tech executives and seasoned business leaders, Meg and Amy have spent decades leading through change. Now, they’re joining forces to break down the trends they’ve lived and helped shape.All rights reserved by WRKdefined Career Success Economics
Bölümler
  • How to Fix the Broken Way We Structure Work with Master Burnett

    How to Fix the Broken Way We Structure Work with Master Burnett
    13 Nov 2026
    Your job architecture is probably fiction. The work keeps changing, and the structure meant to describe it doesn't. "The nature of the work evolves, the governing structure of the work does not." Master Burnett, Head of Growth at HireBrain, joins Meg and Amy to explain why most organizations still define work through dated job architectures and generic job descriptions, and what a role design built around outcomes looks like instead. He makes the case for defining roles by what they need to achieve in the next 30 days to 12 months, being honest about a team's real norms so the right people opt in and the wrong ones opt out, and using the signal already captured in every recorded meeting to keep work current. Plus: why the context architect and the exception handler matter more as AI makes organizations "confidently wrong," and whether AI belongs on the team as a coworker. Featuring Master Burnett, Head of Growth at HireBrain, in conversation with Meg Bear and Amy Wilson. ⏰ TIMESTAMPS: 00:00 Cold open: 62 hours a week 00:23 Meet Master Burnett, Head of Growth at HireBrain 02:25 Homegrown AI tools that deliver 25% of the scope 05:18 What AI efficiency is doing to hiring 06:53 Why job descriptions are a terrible way to define work 10:07 The work evolves, its structure doesn't 13:39 Agility, planning and new work structures 16:22 The context architect and the exception handler 17:50 Every HR function has its own definition of the role 19:07 What goes into a role design 22:36 The job description as a marketing artifact 23:45 Attract the right people, repel the wrong ones 26:58 Generic job descriptions get generic AI applications 29:12 Helping your current workforce adapt 34:31 Is AI a coworker? 37:03 Recruiting AI agents and maintaining context 39:00 Leadership Corner: how to give a great keynote 55:33 Closing: who are we repelling? 🔑 KEY INSIGHTS: - Work architecture can't keep up. "The nature of the work evolves, the governing structure of the work does not." Master says most job architectures are "complete works of fiction," patched so many times that somebody eventually "puts it back on with a zip tie." - Define roles by outcomes, not qualifications. "Nobody wants to take a role because their qualifications and their responsibilities align. They want to take a role because they can accomplish something." His role design starts with what the role must accomplish over the next 30 days to 12 months. - Say the quiet part out loud. A role design includes the team's real working norms, so the right candidates opt in and the wrong ones opt out: the same attract-and-repel idea Jason Cohen applies to customers in Hidden Multipliers. - Generic in, generic out. When job descriptions become "banal, boring granola," AI lets every candidate answer with an equally generic resume. More context in the role, and in what you ask candidates for, is how you separate signal from noise. - The signal is already there. "Every meeting is recorded, every meeting is captured, it's transcribed." Master argues AI can turn that into a current view of how work is changing and where each person's career could go, work managers no longer have the bandwidth to do. - AI needs people who push back. AI "has a tendency to make organizations confidently wrong," which is why he sees the context architect and the exception handler as essential. "Creating the model for context is the easy part. Maintaining context, that is the beast." 📚 RESOURCES: Master Burnett on applying AI's standard to humans: https://www.linkedin.com/pulse/standard-were-setting-ai-should-apply-humans-too-master-burnett-71abc/ "There will only be four jobs" by Yoni Rechtman: https://99d.substack.com/p/there-will-only-be-four-jobs Our episode with Jason Cohen on Hidden Multipliers: https://www.youtube.com/watch?v=bRVm6cTtwdc Our episode with Stacey Harris: https://www.youtube.com/watch?v=34z92_C9w90 🔗 CONNECT: Master Burnett: https://www.linkedin.com/in/masterburnett/ Website: https://www.themegandamyshow.com/ Instagram: https://www.instagram.com/megandamyshow/ LinkedIn: https://www.linkedin.com/company/the-meg-amy-show https://www.linkedin.com/in/megbear/ https://www.linkedin.com/in/amy-wilson-insight/ #AILeadership #FutureOfWork #ExecutiveLeadership #RoleDesign #WorkDesign #JobArchitecture #TalentAcquisition #MegAndAmyShow
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    1 sa.
  • There's No Such Thing as an AI Company

    There's No Such Thing as an AI Company
    12 Nov 2026
    Sarah White, founder of Lemon, has spent about twenty-five years in HR tech as a practitioner, an analyst and a strategist. She doesn't believe there's such a thing as an AI company, only companies that use AI to solve a real problem. She explains why what looks like buyers pulling back is really right-sizing after the 2021 to 2023 buying spree, why there were more investors at HR Tech this year than she's ever seen, and how her dinners with strangers have turned into partnerships, signed contracts and new jobs. Recorded live at HR Tech 2026 in Las Vegas. This is one of four conversations from the show, and the full episode with all four is here: https://youtu.be/spO24X6cueE GUEST: Sarah White, Lemon: https://www.linkedin.com/in/sarahwhitestrategy/ RESOURCES: Lemon: https://startwithlemon.com/ CONNECT: Website: https://www.themegandamyshow.com/ Instagram: https://www.instagram.com/megandamyshow/ LinkedIn: https://www.linkedin.com/company/the-meg-amy-show https://www.linkedin.com/in/megbear/ https://www.linkedin.com/in/amy-wilson-insight/
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    13 dk.
  • AI Won't Tell You When It Doesn't Know

    AI Won't Tell You When It Doesn't Know
    12 Nov 2026
    Steve Goldberg has been coming to HR Tech for about twenty years, as an analyst, an advisor and, in his words, a social butterfly. He thinks "native AI" won't mean much until someone builds a maturity model for it, and he'd rather talk about real use cases anyway. We get into org agility, and why HR systems need to account for the moments that matter to the organization as well as to the employee. Steve also shares a warning we haven't stopped thinking about: like people, AI is into self-preservation, and it won't tell you when it doesn't have enough data to back up its answer. Recorded live at HR Tech 2026 in Las Vegas. This is one of four conversations from the show, and the full episode with all four is here: https://youtu.be/spO24X6cueE GUEST: Steve Goldberg: https://www.linkedin.com/in/sbgoldberg/ RESOURCES: Rahul Lakhanpal: https://www.linkedin.com/in/rahul-lakhanpal-93114412/ CONNECT: Website: https://www.themegandamyshow.com/ Instagram: https://www.instagram.com/megandamyshow/ LinkedIn: https://www.linkedin.com/company/the-meg-amy-show https://www.linkedin.com/in/megbear/ https://www.linkedin.com/in/amy-wilson-insight/
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    12 dk.
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