Bob Pulver speaks with Lydia Wu, an expert in all things HR tech and future of work. They discuss Lydia's journey in the HR tech industry, her initiative 'Oops! Did I Think That Out Loud?', and the importance of transparency and accountability in HR technology. Bob and Lydia talk about the challenges of fast-paced innovation in HR tech and the need for a holistic understanding of the ecosystem to ensure responsible AI practices. The conversation gets into the complexities of AI in the HR tech landscape, discussing the challenges of separating fact from fiction, and the role of people analytics in talent transformation. They emphasize the need for better questions from buyers, the significance of storytelling with data, and the skills gap in HR. Bob and Lydia hit on compliance and risk management in the age of AI, the evolving landscape of HR leadership, the impact of AI tools like Bersin’s Galileo on HR market research, the importance of curiosity and play in the workplace, and the balance between innovation and trust in AI applications.  Keywords HR Tech, AI, transparency, innovation, accountability, startup, ecosystem, DEI, AI, Responsible AI, People Analytics, Data Storytelling, Skills Gap, Workforce Impact, Compliance, Risk Management, AI Tools, fractional leadership, HR research, Galileo, AI tools, workplace innovation, curiosity, play, instant gratification, market research, technology in HR Takeaways Lydia emphasizes the importance of transparency in HR discussions. Fast-paced innovation can lead to significant impacts on end users. HR tech designers need to consider the full ecosystem when launching solutions. Accountability is crucial in the HR tech industry. Lydia advocates for positive feedback rather than criticism in HR tech. Understanding deeper layers of innovation is essential for success. Engagement and people-centric approaches are vital in HR tech. Separating fact from fiction in AI is crucial. Buyers need to ask better questions about AI solutions. Responsible AI requires more than just compliance. People analytics is often seen as a luxury. Storytelling with data is essential for HR success. The skills gap in HR is widening with AI advancements. HR must understand the implications of AI on workforce. Compliance and risk management are critical in AI adoption. New AI tools can bridge gaps in HR practices. HR must evolve to support business needs effectively. Attention spans are decreasing, necessitating quicker information access. Balancing theory and practice is crucial in HR research. AI tools should acknowledge their limitations to maintain trust. Curiosity and play are essential for innovation in the workplace. AI can help expand ideas but may struggle with summarization. The integration of AI in HR requires responsible innovation. Understanding AI's capabilities can lead to new ideas and applications. Chapters 00:00 Introduction to HR Tech and Lydia Wu's Journey 03:04 The Real Talk in HR Tech: Transparency and Accountability 05:55 The Impact of Fast-Paced Innovation in HR Tech 08:00 Navigating the Landscape of AI in HR Tech 13:52 The Role of People Analytics 20:05 The Skills Gap in HR 26:05 Compliance and Risk in the Age of AI 30:49 The Rise of Fractional Leadership 38:32 Galileo: Transforming HR Research 44:12 AI in the Workplace: Balancing Innovation and Trust 50:37 Curiosity and Play: The Future of Work Lydia Wu: https://www.linkedin.com/in/lydiaywu Oops! Did I Think That Out Loud: https://beacons.ai/oopsdidithinkthatoutloud For advisory work and marketing inquiries: Bob Pulver: https://linkedin.com/in/bobpulver Elevate Your AIQ: https://elevateyouraiq.com