Redefined by Cynthia

Last year, when I found myself without a job, I didn’t know what an applicant tracking system was. Not really. I had heard the term “ATS” in passing, maybe in a webinar or an article, but it never felt urgent or relevant to me. I had built a career the traditional way. Relationships. Reputation. Strong experience. Clear results. When I applied for roles, I expected my background to speak for itself. It did in the past. And then it didn’t. After months of applying to roles I was not just qualified for but, in many cases, overqualified for, I had exactly one interview to show for it. One. That is the moment something shifts. You stop assuming it is timing or competition and start asking a harder question. What am I missing? That is when I was introduced to what I now think of as the wizard behind the curtain. The system I could not see was making decisions about whether I would even be considered. The ATS. What an ATS actually is and why it exists At its core, an applicant tracking syste...

There’s a narrative forming right now that deserves a closer look. You’ve probably heard it before. Companies are laying people off, restructuring teams, and quietly reducing headcount, and the explanation often sounds the same. AI is making us more efficient. It is a clean story. It is also an incomplete one. While AI is beginning to reshape how work gets done, the scale and speed of workforce changes we are seeing cannot be explained by automation alone. What is happening is more complicated and more important to understand. In the same way companies once greenwashed to signal environmental responsibility, we are now seeing a version of AI washing. Business decisions are being framed as AI-driven transformation when, in reality, they are often driven by more familiar forces. Organizations are under pressure to improve margins. Stock performance is under scrutiny. Capital is being reallocated toward infrastructure, particularly data centers and compute. Long-standing efficiency initia...

In emergency management, we don’t wait for the crisis to arrive before we prepare for it. We anticipate. We plan. We communicate clearly. Even when the situation is still unfolding. I learned this over 14 years in emergency management, including a decade with the American Red Cross, where clarity and communication can shape outcomes in real time. That same mindset is now required for AI. Because while AI is often framed as a technological shift, what we are actually experiencing is something far more familiar to those of us in crisis communications: a slow-moving, compounding event (like a hurricane) that is already reshaping how people work, how organizations operate, and how decisions are made. It’s not a single moment of disruption. It’s a series of small, accelerating changes, often happening faster than people can process them. And right now, many organizations are responding the way they do in the early stages of a crisis: reacting instead of preparing. Over the past month, ...

What Women Need to Know and Do Right Now The conversation around artificial intelligence and job disruption often centers on speed, scale, and uncertainty.  What it rarely addresses is distribution. Who, exactly, is most exposed to the changes already underway? Recent analysis highlighted by The Washington Post, alongside new labor market research from Anthropic , points to a stark, largely under-discussed reality: the impact of AI is not felt evenly, and early indicators suggest women may bear a disproportionate share of that disruption. As one report notes: “Women make up about 86 percent of those most vulnerable workers, the researchers said, suggesting the negative effects of automation won’t be borne equally across society. Mark Muro, a senior fellow at Brookings who assessed the policy relevance of the research, said the most vulnerable workers “may be out of sight and out of mind” to policymakers and the American public. The researchers cautioned that it’s hard to accuratel...