Leslie Cariani

Always learning. Always building. My biggest takeaways from recent conversations with Eric and Hoala — two founders with deep experience building tech companies in SF — as I soak up their wisdom: 💡 1. The density of ideas here is unmatched. In San Francisco, the unplanned collisions — in lobbies, coffee shops, parks — with like-minded builders and AI talent happen constantly. And the quality of those conversations? Genuinely insightful. 💡 2. Academia is running ahead of what we see online. The AI research coming out of local universities is years ahead of what most of us read in blog posts or see on LinkedIn. There’s a gap between what’s being published and what’s being commercialized. 💡 3. Building outside the Valley is possible — but it’s hard mode. You can absolutely run an AI company elsewhere. But without the network density, social climate, and constant access to high-caliber technical minds, you’re playing the game on a higher difficulty setting. ⸻ Coming here has flipped a few assumptions for me: 🚫 Myth: SF is full of “AI experts” talking out of their ass. ✅ Reality: Because there’s so much true talent, most people don’t call themselves experts — they know someone nearby probably knows more. There’s humility in that. 🚫 Myth: Everyone here is out for themselves. ✅ Reality: Couldn’t be more wrong. In the past week alone, multiple people have gone out of their way to offer advice, intros, and perspective. The generosity of time and thought is real — and it’s its own currency here. Invest in relationships. Be useful. Good karma compounds

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For the last decade, tech companies optimized for scale: repeatable hiring plans, functional specialization, predictable org charts. I think the next decade will be defined by something harder to achieve: leverage.  The defining trait of AI-first companies won’t necessarily be how much AI they deploy. It will be how willing they are to revisit long-held assumptions about what work exists, who should do it, and how organizations should be structured in the first place. Very excited to finally share the thought piece we at ICONIQ have been working on. Thank you to the many contributors Anu Bharadwaj Dennis Lyandres Diane K. Adams Kipp Bodnar Matt Eccleston Michael Curtis Michelle Morris Jesse Collins Patrick Forquer Rob Bernshteyn who shared their perspectives. This space is evolving faster than any single perspective can capture. If you’re experimenting with new workforce models, seeing something different in your organization, or simply disagree with parts of this thesis, I’d love to hear from you! https://lnkd.in/g66NxYVK

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AI is reshaping how companies find and hire talent—faster, smarter, and with less bias. But it’s not just about technology; it’s about finding the right balance between human judgment and machine intelligence. In our ultimate guide to AI recruiting, we break down what it is, how it works, the tools leading companies use, and how both recruiters and job seekers can adapt. Read the full guide to see how AI is transforming the future of hiring: https://lnkd.in/dDm7pZTK

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AI is reshaping recruiting—but the edge goes to teams that pair smart automation with human judgment. LinkedIn’s 2025 report shows how TA pros become more strategic by mastering AI (not fearing it). Quick skim, big insights: https://loom.ly/5mtraHs What’s one workflow you’ve upgraded with AI this quarter? #RecruitingTrends #AIinHiring #TalentAcquisition #GetPlaced

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I teamed up with Michael Day to tackle the 'AI Arms Race' in talent acquisition. We argue that hiring is splitting into two paths. Read the full joint article here: https://lnkd.in/eicnFBWN

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The 2026 Ins & Outs of Hiring Recruiting is evolving, and so are the expectations. In 2026, it’s less about flashy resumes and more about clarity, credibility, and connection. OUT: Bloated resumes, AI-sounding fluff, em-dash overload IN: Real humans, clear impact, thoughtful context At HirexHire, we’re here for candidates who show up prepared, transparent, and human, and for companies that want hiring to feel less chaotic and more intentional. If you’re building this year and want a process that actually respects your time (and your candidates), we’re always happy to connect. This is what hiring should look like, and what we’re leaning into at HirexHire! #HiringTrends #Recruiting2026 #ModernHiring #TalentStrategy #HireByHire

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Conventional wisdom holds that startups function as a safety net in times of layoffs. As large companies shed workers, fast-growing newcomers are expected to absorb displaced talent, whether immediately or over time. That narrative resurfaced as Big Tech layoffs extended into early 2026, with more than 26,000 employees affected across 59 companies in January. Data from an Ascend survey of startups suggests the picture is more complicated. Among the VC-backed startups in our survey, nearly nine in 10 CEOs report actively using AI in the operation or building of their companies. Many say they are planning to hire smaller teams than they would’ve needed just a few years ago. To understand how those choices are being made, Ascend surveyed ~70 CEOs of VC-funded startups that are small and overwhelmingly early stage. The average company was founded in 2022, most are pre-seed or seed, and they are typically building their first 10 to 15 roles. These companies have always represented a small share of the labor market, but they are often where new roles are created first. Amazon was once a startup, too, which is why shifts at this stage matter. Opportunities certainly still exist, even in this economy! Later-stage startups continue to hire, new companies are being formed, and early-stage founders are looking for strong talent. Many people affected by layoffs will find a great landing, and some will start companies of their own, as has happened after nearly every downturn. But at the same time, hiring dynamics are changing in quieter ways. At large companies, AI-driven efficiency gains tend to surface through layoffs that make headlines. At early-stage startups, they appear to surface earlier, through hiring plans that never materialize and roles that may never be filled. Founders remain builders and job creators, while also operating under intense pressure to extend runway and move quickly with lean teams. In many cases, they are navigating the same forces as their larger peers, just earlier in the company’s life. *Layoffs and tight job markets still suck!* I’ve seen the impact firsthand, especially on people with families, visas, and very little margin. None of this should undermine the skills and humanity of those impacted. What this survey is intended to capture is a shift in how startups are being built from the beginning. AI is shaping team design long before those changes show up in headline job numbers, influencing when new roles appear and how many emerge. Startups may still create the next wave of jobs, as they always have. The path looks different this time, though, and it’s worth being clear-eyed about that, especially for the people living through the transition. If you’re a founder who is hiring, feel free to link your job board in the comments. 👉 Swipe through the carousel for the data and breakdown.

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Deep appreciation to Sarah Horowitz, SHRM-SCP for leading an insightful conversation on the realities of AI in today’s job market.    During our latest WEoB Career Path Collab Interest Group Call, Sarah Horowitz— CHRO and Founder of Noble Niche Executive Recruitment and HR Consulting—shared valuable guidance on applying AI in executive searches, from cutting through hype to using tools that enhance clarity and impact.    Key Insight: AI in job searches is not about replacement but about reframing—executives who succeed will be those who harness AI to sharpen their positioning, filter noise, and amplify clarity in how they present themselves.    A special thank you to Karen Betancourt  for moderating and guiding such a dynamic conversation.

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How do we keep the human element at the center of AI adoption in TA? Jeff Ollinger of Sun Life shares how his team approaches student recruitment, conversion strategies and the role of AI in TA. Jeff also breaks down why keeping the process human-centric is essential, even as technology advances. Click the link in the comments for the episode. #Talent #Recruiters #Recruiting #HRTech

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