ABOUT THIS EPISODE
Bjorn Reynolds started Safeguard Global in 2008, running what looked like a global employer of record business years before anyone had a name for the category. Almost two decades later, he's convinced the AI era doesn't lower the bar for what his company needs to get right, it raises it.
Bjorn argues AI can absorb the busywork of global hiring, but it can't be trusted with the calls that actually matter, because being an employer of record means Safeguard is the legal employer of its clients' workers in every country it operates, not a vendor advising from the sidelines. He points to Safeguard's own internal test, 250 employment law questions run through the LLMs everyone's using, that came back 86 percent accurate, and the plain math behind why that's not good enough: "that 14 is what loses you your job."
He also explains why Safeguard split its payroll and EOR businesses apart, selling payroll to Deel to focus on the harder problem AI can't solve alone.
Bjorn argues AI can absorb the busywork of global hiring, but it can't be trusted with the calls that actually matter, because being an employer of record means Safeguard is the legal employer of its clients' workers in every country it operates, not a vendor advising from the sidelines. He points to Safeguard's own internal test, 250 employment law questions run through the LLMs everyone's using, that came back 86 percent accurate, and the plain math behind why that's not good enough: "that 14 is what loses you your job."
He also explains why Safeguard split its payroll and EOR businesses apart, selling payroll to Deel to focus on the harder problem AI can't solve alone.
English
United States
TRANSCRIPT 🔗
Are you the producer of this podcast?
Add a podcast transcript
Need Audio-to-Text?
Transcribe with Listen411 in Just 60 Seconds
SEARCH PAST EPISODES
Search past episodes of Work Tech Weekly.
OTHER EPISODES IN THIS PODCAST
Scott Maguire spent a decade at RGP before Korn Ferry recruited him to build a practice for interim and project consulting that didn't exist at the firm before. A year in, he's convinced the job comes down to trust, not the resume that got someone hired.
Scott argues emotional intelligence, more…
For years, Dean Carter turned down every opportunity to become a CEO, watching the job chew up leaders he respected. He spent that time reinventing the Chief People Officer role instead, and eventually the CEO seat came to him anyway.
Now CEO of Instill after 25 years as a Chief People Officer, …
Jenn Harrold's hiring model at NewDay USA runs on a bet most of the mortgage industry won't make: skip the résumé filter that rewards prior experience, and screen for coachability instead. "It is very difficult to undo years of experience or process, or even, quite frankly, mistake," says the compa…
One of Josh Millet's customers watched their applicant volume nearly double in a year, even while posting fewer jobs, because candidates are now sending AI agents to apply on their behalf, sometimes to roles they don't remember seeing.
Josh, founder and CEO of Criteria Corp, breaks down why a r…
Disclaimer: The podcast and artwork embedded on this page are from Rep Cap, which is the property of its owner and not affiliated with or endorsed by Listen Notes, Inc.
EDIT
Thank you for helping to keep the podcast database up to date.
