Editor's note: This is AI Impact, Newsweek's weekly newsletter where each week, we will explore how business leaders are unlocking real value through artificial intelligence. Tap or click here to get this newsletter delivered to your inbox. This week’s “AI Impact Forum” webinar kept returning to one question: What is a company actually able to do better because of AI?
Firdaus Bhathena, executive vice president and chief technology and transformation officer at S&P Global, joined Dr. Ranjit Tinaikar for our latest conversation, “What Enterprise AI Looks Like When It Works,” and the discussion went beyond faster development and lower costs. Bhathena talked about S&P Global’s effort to rethink products around customer workflows, the discipline required to narrow hundreds of AI projects to the few that can create meaningful value and the danger of treating adoption itself as a measure of success.
One question he posed to executives really captured the point: “What are you doing for your customers today with AI that you couldn’t do two years ago?” Trust was another major theme. Bhathena said security, compliance and resilience need to be built in from the beginning, and he described transparency as part of how S&P Global earns customer trust. His broader leadership point also stuck with me, that experience can become a weakness when it keeps executives from recognizing how much their organizations need to change.
You can read my full recap of the conversation and watch the complete webinar if you missed it live. This emphasis on what AI actually improves carries into this week’s Signal Capture as we focus on what happens to job candidates as more of recruiting is automated—including how companies keep applicants informed and where human judgment still matters. Signals from the frontlines of AI adoption TalentBridge CEO: AI Can Making Hiring Less of a Black Box Long gaps between applications, interviews and hiring decisions can leave job seekers with little idea of how their application is progressing.
Ioele, CEO of staffing and recruitment company TalentBridge, says AI can improve hiring by reducing that uncertainty. He said AI can provide status updates, handle scheduling and keep interview feedback, hiring-team decisions and candidate questions connected throughout the process. Faster screening may help employers, but candidates also need better visibility into what happens next.
TalentBridge uses an AI recruiter called Caroline for tasks that include outreach, scheduling and initial screening. Ioele said those early tasks are well suited to AI because handling them manually consumes time recruiters could instead spend on strategy and candidate relationships. He noted that human recruiters still need to assess a candidate’s motivations, fit with an organization and longer-term potential.
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