The newly elected president of the union peak body says more needs to be done about AI, and that businesses are falling short of their obligations.

The newly elected president of the union peak body says more needs to be done about AI, and that businesses are falling short of their obligations.

• Anthropic said it has been hiring a smaller number of junior technical positions.
• Entry-level hires in technical departments fell from 27% to 9%, the AI company said.
• AI agents have spread across the firm to write code, fix bugs, and handle other tasks.

Anthropic's own data offers a stark warning for entry-level tech employees in an AI-heavy workplace.

The company behind the AI chatbot Claude said in a newly released internal report that it has been hiring for a "smaller share of junior technical positions" as AI agents have been deployed across the firm to write code, fix bugs, and handle other tasks.

By August, Anthropic said its interactive AI agents were logging six hours of work for every hour a human employee logged.

A chart published in the new report titled "How Employment is Changing at Anthropic" shows that junior workers made up 27% of hires in technical departments at the company in early 2025. By June of this year, that number had plummeted to 9%.

The share of junior-level workers in technical departments had also declined over the same period from 21% to 14%, while open roles for junior positions slid to 6% after topping 20% late last year, the chart shows.

That downward trend was less pronounced in non-technical departments, where hiring of junior workers fell from 31% to 26% over the same timeframe, while their share of head count rose from 23% to 25%. Junior job openings in non-technical departments, meanwhile, dropped from 31% to 13%.

Anthropic said the changes came as AI usage inside the company rapidly expanded.

"As AI agents diffused through the company, Anthropic began producing more code per person, closing more sales per rep, and processing more contracts," the report said. "Following the same employee over time, output rose as they adopted new AI tools."

It added, "We find that even as the company grows, relative hiring in junior technical positions has slowed. Productivity for both engineers and non-technical employees has leapt up and did so sharply when they adopted coding agents."

The findings land as Anthropic CEO Dario Amodei has emerged as one of the tech industry's most prominent voices on how AI could disrupt jobs.

Amodei has repeatedly said that AI may eliminate up to half of entry-level white-collar jobs over the next several years.

"We, as the producers of this technology, have a duty and an obligation to be honest about what is coming," Amodei said in an interview last year.

• Laura Massetti spent 15 years leading teams and saw Gen Z workers struggle with unwritten rules.
• Massetti said Gen Z workers need training on communication, judgment, and follow-through.
• As AI levels technical skills, Massetti said human skills can help early-career workers stand out.

This as-told-to essay is based on a conversation with Laura Massetti, founder of Real Work Ready, which helps early-career professionals develop workplace skills. Massetti has more than a decade of experience in the corporate world, leading sales and marketing teams. The essay has been edited for length and clarity.

I spent 15 years in the corporate world, leading sales and marketing teams. I loved mentoring early professionals, but I often found myself thinking: My goodness, I wish I could make this process go quicker.

I never only look at whether someone could do the work. It is more about whether they could communicate clearly, exercise good judgment, and follow through.

As a career coach for young workers, I know there are things that you, as an employee, get judged on that no one actually puts inside the rubric. We expect people to figure them out over time, but in reality, someone has to teach them.

Gen Z needs feedback in a workplace that expects people to figure things out

I don’t think that Gen Z is unready for work. I think no one has taught them what to do.

This generation grew up with a cellphone in their hands. They’d post something on Instagram and get 10 likes. They’re used to instant feedback: Tell me what I need to grow.

That’s not how the workplace is built. We have annual reviews. You learn through experience; you learn the hard way.

Young workers are digitally fluent, which makes this generation incredible for so many reasons. But growing up digitally, compounded by the pandemic, left gaps in opportunities to practice face-to-face interaction.

Now they’re entering workplaces with other generations, and those generations set the rules.

Meanwhile, AI is taking on tasks that used to help people develop. We learned shoulder to shoulder with someone. How are new hires supposed to learn if we’re outsourcing those opportunities?

You’re being judged on things no one puts in the rubric

There are areas you’re being judged on that no one actually puts inside the rubric, including communication and clarity, prioritization and judgment, your ability to follow through, professional presence and credibility, ownership and reliability, and organizational awareness.

It’s not just about how you communicate. When you enter the workplace, do you know how to get stuff done? How aware are you of the organization you operate in?

You need to understand when to use email, when to use Slack, and when to stop by someone’s office. You can’t walk in and assume you know the rules.

In one new-hire program at a company with about 100,000 employees, a manager told me that someone had pinged the CEO on Slack to request a skip-level meeting. Mind you, that would’ve been probably 10 skip levels.

Poor thing, he had no idea. No one had told him that wasn’t how you reached out to the CEO in that organization.

I’ve also seen people show up to meetings unprepared, without what they needed or knowing how to follow up.

Dressing appropriately is something I had to learn on my own. About six months into my job, I wore a full black business suit to a meeting in Miami. It absolutely did not match the environment. I was way too formal.

Match the client’s environment and match how they dress. The other day, I saw someone meeting their manager in a suit jacket over a basketball jersey and shorts, but wearing loafers. Your job is to show your manager that they can trust you to be professionally present and to deliver.

Managers have a responsibility here, too. When we say, “They’ve been here for two years, and they’re just not getting it,” we need to ask ourselves: What aren’t they getting? What am I judging them on that I haven’t clearly explained?

Practice the human skills that will set you apart

My company now offers a six-month program that combines online training with weekly role-playing of workplace scenarios.

We practice things like how to react when you receive feedback. The goal is to give people experiences they might otherwise wait years to encounter.

My advice to every fresh graduate and those entering the workforce is that, at a time when AI is making skill sets equalizers, you will need to define how you’ll be different.

Technical skills are still incredibly important. But how do you communicate, exercise judgment, execute an idea, and get people’s buy-in?

I’ve never made a hiring decision based on technical capability alone. It’s mostly about whether I can trust that person.

Knowing the ins and outs of coding is one thing. Being able to speak to a boardroom and convince people of an idea is another ability you can bring to an employer.

Those are the skills I believe will make all the difference.

• Google Labs leaders use ominous meeting invites to surprise and thank top staff.
• It's a "secret society" ritual for the most valuable employees, Google Labs chief Josh Woodward said.
• Woodward called the meetings "pretty fun" during an appearance on "Lenny's Podcast."

An unexpected meeting invite with the boss is often the kind of thing that sends employees spiraling. For Google Labs staffers, though, it could mean top brass are about to tell you how great you are.

Speaking on a recent episode of "Lenny's Podcast," Josh Woodward, the vice president of Google Labs, the Gemini app, and AI Studio, described the surprise appreciation meetings as a kind of "secret society" ritual for the team's most valuable employees.

"We'll basically like put an invite on someone's calendar, and we'll just, you know, it looks kind of scary because there's like four or five leaders on the team," Woodward told podcast host Lenny Rachitsky, adding that there's no agenda given.

"And then they show up, and we take turns. We go around the circle, and we just tell them why we appreciate them so much for being on the team," Woodward said.

Woodward called the sessions "pretty fun" and said employees are regularly surprised to learn what the meetings are about.

"I always start the meeting with like, 'This is not a bad meeting. This is a good meeting,'" he said. "Your mind may assume the worst, but we're actually doing the opposite. These are some of the most valuable people."

The surprise recognition meetings are one of the ways Google Labs celebrates the often unflashy work behind its AI products, according to Woodward.

He said the team also has a tradition of handing out quirky awards to employees.

There's the "TPU harvester" award, which consists of a "little miniature rake" from Etsy as well as a cash reward, for staffers who optimize Google's AI chips, known as Tensor Processing Units, Woodward said.

"A few of us wanted to figure out a way to reward people who do the grungy work of efficiency and reclaiming TPUs, harvesting TPUs, so we can build the next features and fuel our growth," he said, adding, "we kind of turned it into this big celebration."

Employees who fix small product flaws or "paper cuts" receive a golden Band-Aid, Woodward said. And those who find surprising ways to push AI models toward new capabilities can become an "LLM whisperer," earning them a giant set of ears and a "really nice" mechanical keyboard.

"We're trying to find like ways to kind of like I don't know encode the value in these like dorky symbols, but that means something," he said, explaining, "We're always coming up with weird stuff like this."

• Two watchdog groups asked the California state bar to investigate White House spox Katie Zacharia.
• She worked as a general counsel in California. The state bar has no record she was licensed there.
• Zacharia said she consulted with people in the field to see if she could label herself a lawyer.

A growing chorus is voicing concern about White House press secretary Katie Zacharia's self-described legal career.

Two watchdog groups Wednesday filed complaints with the State Bar of California, asking it to investigate whether she violated California law by calling herself a lawyer.

It is a misdemeanor in California to practice law or advertise yourself as an attorney if you don't have a license to do so.

Several law and legal-ethics professors told Business Insider that if Zacharia misrepresented herself as an attorney, or used a title like general counsel without having been admitted to the bar, that could land her in trouble with state bar officials should she try to join in the future.

Substack publication Popular Information this week reported that Zacharia hadn't been admitted to any state bar, and The Wall Street Journal reported that she failed California's bar exam after graduating from law school in 2011. After her graduation, she moved to China, where she worked for a law firm as an associate on an international practice team.

Zacharia Thursday defended calling herself a lawyer.

In an interview Thursday with right-wing activist Jack Posobiec, Zacharia said she considered her bar exam results "inconsequential" because of her impending move to China.

"After moving to China, I didn't really think much of the bar results or consider that something that I needed to focus on," she said.

She told Posobiec that she "consulted for a very long time with many people in the field" to see if she could label herself a lawyer and offer legal analysis, not "legal advice." She also said she wouldn't weigh in on legal matters as press secretary.

President Trump's new press secretary has repeatedly referred to herself as a lawyer. Her LinkedIn page says she worked as a general counsel in California, and on Tuesday, in a statement to Business Insider, she said she had "practiced international transaction law, with all the appropriate credentials."

Zacharia used her legal pedigree to give herself credibility in her White House role, the Campaign for Accountability said Wednesday in its complaint to the California bar.

"The public is entitled to rely on the representation that a person who calls herself a lawyer is in fact licensed to practice law," the group wrote.

White House Communications Director Steven Cheung said Thursday that Zacharia "is uniquely qualified and whip smart to help inform the American people about all the great things President Trump and his Administration have been doing, and she will do an incredible job as Press Secretary."

In an X post Wednesday, Cheung referred to the Campaign for Accountability as a "radical leftist-organization run by rabid numbskulls suffering from a severe case of Trump Derangement Syndrome."

"Nobody takes them seriously because they are deranged low lifes," his post said.

Watchdog group Democracy Defenders Fund also filed a complaint with the bar.

'Character and fitness'

There is no record that Zacharia has ever been licensed to practice law in her home state of California, a spokesperson for the state bar told Business Insider.

Zacharia earned her law degree at California's Pepperdine University in 2011, then moved to China, according to her LinkedIn page.

She later served as general counsel for Fix California, a political advocacy group, between January 2024 and March 2025, her LinkedIn page says. Richard Grenell, the founder of Fix California and a state department official in the Trump administration, didn't respond to requests for comment about Zacharia's work for the organization.

That résume entry could hurt her chances of admission to the bar in future, legal-ethics professors told Business Insider.

The bar admissions process in most states includes a step in which the bar evaluates prospective members' "character and fitness," according to Richard Zitrin, a legal-ethics professor at the University of San Francisco's law school.

Claiming to be a general counsel in California would cut against her if she didn't have a license to practice law at the time, Zitrin said.

Business Insider reviewed records for all 50 states and the District of Columbia and found no evidence that Zacharia had been admitted to any state bar in the US.

A law firm in China

Zacharia moved to China with her husband because of his job at an American private equity firm, the White House said.

In China, only Chinese nationals can become a member of the country's bar and practice law, experts in the Chinese legal system told Business Insider.

According to her LinkedIn page, Zacharia worked for Zhong Lun, a large law firm in Beijing, between 2011 and 2013. Asked by a reporter on Tuesday which state she passed the bar exam in, Zacharia responded, "When I moved to China."

Unlike the United States, where the bar admission process varies by state, China has a single unified bar exam process. It is available only to Chinese nationals and generally requires a degree from a Chinese university, according to Jacques deLisle, a professor at the University of Pennsylvania law school who studies the Chinese legal system.

"The odds that she is a member of the Chinese bar are essentially zero," he said. "Both because of the citizenship requirement and the education requirement."

It's possible for employees of international law firms to do some work on transactions without passing a bar exam, but the scope of the work they're permitted to do is limited, according to Taisu Zhang, a professor of Chinese law at Yale Law School. Those firms generally require employees to pass a bar exam within a few years, he said.

Law firms like Zhong Lun often hire recent foreign law school graduates to review contracts and advise on elements of US law for transactions, but they need to "stay within the edges" of their work so that they don't cross into practicing law, which is illegal in China, deLisle said.

"She was never a lawyer in China. It doesn't mean she didn't do law-related work, but she was never a lawyer in China," deLisle said.

Representatives for Zhong Lun didn't respond to Business Insider's requests for comment.

Wendell Berry, who died this week at the age of 92, published dozens of books of poetry, fiction, and essays, any of which might make for meaningful connection with Berry’s ideas about place and how we engage with it. But this conversation with Amanda Petrusich, which bloomed from a personal correspondence between the two writers, feels like an especially vital tribute to Berry. Here, his decades of thought on sustainability and its human limits find gloriously vivid expression; after all, place shapes our voices, too. Throughout, Berry is luminous and pithy and discerning: “We’re alive only in some place in particular.” “Every generation is a bridge between something that’s past and something that’s coming.” “Our conversation is worth more right now than either one of us thinking separately.” The last is a perfect sentiment for any dialogue, including those on the page.

Part of manners used to be to say to somebody you just met, “Where you from?” And I quit asking it, because so many people say they’re from everywhere or nowhere. I’ll tell you a little bit of my history that may be pertinent. My mother was born and grew up in Port Royal, my father about four miles south. Both of their families had lived here since about the beginning of the nineteenth century. When I came to teach at the University of Kentucky, Tanya and I thought we would live in Lexington, and we would have “a country place.” And we hardly had laid our hands to this house, which needed some preservation work, when we realized, we’re not going to have a country place; we’re going to live here. And so we have. We bought this home and twelve acres in the fall of 1964, and moved in, in the midst of renovations, in the summer of 1965. That put our children here, and now we’ve got grandchildren who are at home here. That comes from a decision that we made to be here, and to be here permanently.

A new incident of an injury of a tourist from aircraft turbine blasts occurred outside the Skiathos airport short after 12 noon on Thursday, August 13,2026. The Italian woman was reportedly caught in the vortex of gases and knocked down during the airplane take off. According to state broadcaster ERT, the woman in her early […]

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