Think about what Claude will say about you

Here's the part everyone needs to sit with. Once Claude is inside your company, you can literally ask it to figure out what Sarah or Raj or Chris actually does. Find every Slack message they sent. Every meeting they sat in—read the transcripts. Every email in and out.

And not just the volume of work. The impact. What tasks are they actually doing? How many new ideas have they had? Have they come up with new product ideas?

Do they encourage others? Are they a nurturing type who helps out across the team? Do they support the culture or quietly undermine it? AIs understand all of these things. The only thing they need is inputs.

Yes, the quality of the prompts and the criteria will matter, and some companies will get that wrong and it'll be bad. But in general I think this locks in fairly quickly, because it's in companies' interest to keep the best possible people and get rid of the worst. Companies will literally be able to say: this is what a model employee looks like for us. They produce this type of value. They have this type of attitude, this type of energy.

They come up with new ideas. They help customers. They add signal to the organization—to our procedures, to how we do things. They're not simply executing tasks. Because that's the question now: what can you do that Claude cannot?

In pretty much all cases, that domain is encouraging others, collaborating with creativity, coming up with new ideas for products and features, producing delight for customers. AI will get really good at delight in the SLA sense—fast response times, high-accuracy emails, great reports. But coming up with its own ideas based on a deep understanding of what a customer or a coworker needs? That requires internal fire. Internal vibration.

Humans have that. It comes from their experiences and passions and curiosity—from seeing bad products and unhappy customers and wishing the world were different than it is today. Wishing a product existed that doesn't exist yet.