Standing out in the job market and leading teams effectively in the age of AI

Executive overview

AI-generated applications have flooded hiring pipelines, making it harder for candidates to stand out and harder for managers to shortlist. Video is the clearest differentiator. The core insight: volume of AI-generated content no longer signals quality — human judgment and critical thinking are the new differentiators.

High-performing teams need psychological safety, AI fluency, and energy management. New leaders must shift from advice-giving to coaching.

Standing out in a crowded job market

• Record a short video (Loom, Tella, or phone) explaining why you applied and why you're the right fit
• Video applicants stand out significantly — most candidates don't do it
• AI-generated CVs are obvious when no human critical thought has been applied
• "AI slop" cover letters are a turnoff; polish the output before sending
• For hiring managers: ask candidates to record a Loom narrating their thought process on an audition task — reveals how they think, not just what they can do

Building high-performing hybrid teams

• Psychological safety is foundational — people must feel safe to speak up, take risks, and fail
• Better communication, collaboration, and growth all follow from psychological safety
• AI fluency is non-negotiable for most roles; teams comfortable with AI get better results
• Energy management matters more than time management — address physical, mental, and emotional energy
• High performers burn out first because they lack boundaries; this is a systems problem, not just individual
• Check the system: uneven workload distribution and toxic cultures require structural fixes, not just individual coaching

Critical thinking in the age of AI

• Treat every AI output as a rough draft requiring fact-checking
• Challenge AI responses: identify missing perspectives and baked-in biases
• Use the AI as a sparring partner, not an oracle — actively argue with its suggestions
• Learn to recognise when your prompts are leading the AI toward confirmation bias
• Give AI more context; then think about what context you haven't given it
• A useful self-check: are you disagreeing with AI output more often than nodding along?
• Frame AI as augmented intelligence — you plus AI outperforms either alone

Tips for new leaders stepping into management

• Create a one-page operating manual (OPOM) for yourself and ask each team member to do the same — covers strengths, communication preferences, pet peeves, and how they receive feedback
• Schedule weekly one-on-ones with direct reports; treat them as non-negotiable (30–60 minutes each)
• Resist the urge to give advice; ask first what the person wants — questions to find a solution, feedback on their solution, or your advice
• Recommended book: Glad We Met by Steven Rogelberg for running effective one-on-ones
• Recommended book: The Coaching Habit by Michael Bungay Stanier for coaching over advising
• Daily reflection questions: Who did I help today? What do I need to achieve tomorrow? Who do I need to spend time with?