Everyday AI Podcast – An AI and ChatGPT Podcast - EP 127: How AI is Impacting All Aspects of HR

Episode Date: October 20, 2023

How will AI shape or change the HR department? Should Human Resources be using AI? Thiébaud Groner, Senior Manager HR - M&A  at Baxter International Inc., joins us to discuss the future of HR and how the role of HR will change from business operations to management. Newsletter: Sign up for our free daily newsletterMore on this Episode: Episode PageJoin the discussion: Ask Thiébaud and Jordan questions about AI and HRUpcoming Episodes: Check out the upcoming Everyday AI Livestream lineupWebsite: YourEverydayAI.comEmail The Show: [e-mail] with Jordan on LinkedInTimestamps:[00:01:30] Daily AI news[00:04:00] About Thiébaud Groner and Braxton International[00:06:09] AI's impact on HR[00:08:30] Use cases for AI in HR[00:15:45] Ways AI can personalize employee experiences[00:18:30] Using AI to flag issues[00:21:40] Will HR applications get an AI update?[00:24:30] More business use cases for AI in HR[00:27:00] Thiébaud Groner's advice on AI in HRTopics Covered in This Episode:1. Exploring the Role of HR and AI2. AI for HR Analytics and Documents3. HR as Change Agents for AI Adoption4. Implementing AI in HRKeywords:AI, human resources department, AI adoption, change the role of HR, understand AI, guest(s), terrorists, AI in terrorist activities, infrastructure security vulnerabilities, IBM, brain-inspired computer chip, North Pole, processing and memory integration, human brain, NVIDIA, GPU chip race, HR departments, reading and writing documents, HR work, job responsibilities, AI in HR practices, employee surveys, generative AI, increased productivity, Microsoft Copilot, ChatGPT, practical business use cases for AI, prompt engineering, productivity, leveraging existing employees, Workday, PowerPoint presentations, changing behavior, change agents for AI, success stories, AI literacy, international aspect of HR departments, HR documentation, nuances in language, rich analytics, off-the-shelf analytics, predictive analytics, European laws, document work assistance, privacy concerns, generative AI in document drafting, Jon Stewart, The Problem with Jon Stewart, Apple streaming platform, AI in China.Send Everyday AI and Jordan a text message. (We can't reply back unless you leave contact info) Start Here ▶️Not sure where to start when it comes to AI? Start with our Start Here Series. You can listen to the first drop -- Episode 691 -- or get free access to our Inner Cricle community and all episodes: StartHereSeries.com Also, here's a link to the entire series on a Spotify playlist. 

This is the Everyday AI Show, the everyday podcast where we simplify AI and bring its power to your fingertips. Listen daily for practical advice to boost your career, business, and everyday life. Meet Firefly AI Assistant, now live in Adobe Firefly, the All In One Creative AI Studio. Just describe what you want to create and the assistant handles the rest, orchestrating multi-step workflows across Photoshop, Premiere Express, and more in one conversational interface. You direct the outcome. The assistant accelerates execution. How is AI going to change the human resources department?

You know, we kind of talk about this on the show at different times. And, you know, what even HR's role should be or should human resources be the ones pushing for AI to be used? Should they be pushing against it? And how might artificial intelligence even change the role? of HR in an organization. So if you care about that, if you want to know about that, today's show is for you. So welcome to Everyday AI. My name is Jordan Wilson.

And I am the host. This is your daily live stream podcast and free daily newsletter, helping everyday people like you and me, not just understand AI, but how we can keep up with it. Right. So it's not just about using all of these tools and all of these techniques, but it's asking the big questions like, hey, how might AI affect? my department. How might HR change in the future? So very excited for our guests today. But before we get into that, let's first do what we always do and talk about the AI news. All right. So there is a

rising threat that terrorists may use AI in new ways, according to intelligence leaders at a recent conference. So the chiefs of the FBI and Britain's MI5 expressed concerns about the threat of AI and terrorist activities at a Five Eyes Alliance Technology Conference in California. So obviously, AI technology adds a new level of threat to terrorist activities as seen in the use of AI to amplify propaganda and find vulnerabilities and infrastructure security. So this is kind of new development. And people aren't really talking about this a lot. But I think that's an important one.

So make sure to check out more in the newsletter about that as well. All right, next piece of AI news. So popular talk show host, John Stewart, is apparently out of his show because of comments and disagreements about AI. So this was on the Apple streaming platform and Apple has reportedly canceled the show, which is called The Problem with John Stewart. It's kind of funny that that's the name of the show and now there's a problem with John Stewart. But this announcement came as apparently there were creative disagreements over a planned episode. about AI in China. And Apple reportedly had concerns about the show's guests and discussions on artificial intelligence in China ultimately resulting in the show being halted.

All right. Last but not least in AI news. So IBM is reportedly stepping up its chip game, right? We always talk about chips here on the show because it's actually very important. You know, we have these GPU chips that are not just powering generative AI, but kind of responsible for the U.S. economy in ways. But IBM has developed a brain-inspired computer chip called North Pole that integrates processing and memory leading to faster and more efficient AI. So not a brain chip, but a brain-inspired computer chip. So the chip has 256 computing cores with their own memory and is wired in a network similar to the human brain. So I don't speak chips. I don't know if

256 computing cores. I mean, that sounds like a lot. But, um, Regardless, you know, Nvidia has been really running away in this GPU chip race, so to speak. So IBM is reportedly, you know, making some splashes today with this new announcement. And again, even, even, you know, a lot of the generative AI that we're using right now is because of advancements in these chips. So you got to keep an eye. You got to keep an eye on it. But you didn't come here to talk about chips with me. Maybe you did.

But thank you for everyone joining us live. But we are here to talk about how AI is impacting. all aspects of HR. So please help me, help me welcome to the show our guests today. So please give a warm everyday AI. Welcome to Theo Bo Groneer. He is the senior manager of HR mergers and acquisitions at Baxter International. So Teobo, thank you so much for joining. Thank you, Jordan, for having me. First of all, thank you for everybody. And yeah, looking forward to discuss AI for you today, Jordan. Absolutely. Hey, and as a reminder, thank you. Thank you, everyone, for joining us. You know, this is a live show. People, people sometimes don't realize that. But,

you know, Brian saying good morning from Minneapolis. Mike saying good morning community. Thank you, everyone, for for joining in Fenn, Big Blue. All right, cool. So what questions do you have about AI and HR if you're joining us live? Make sure to get those questions in. If you're listening on the podcast, always make sure to check the show notes, come back and, you know, ask questions later. But Teabo, just real quick, Tell everyone a little bit about what you do, kind of working in HR and M&A at Baxter. Yeah, sure. So I'm Tibergogne.

I'm French. I'm based in Chicago. So I'm an HR professional, of course, working in HR for more than 10 years. I have multiple roles in HR from HR business partner to project manager in different countries, France, Belgium, and no the U.S. And I'm currently specialized in MNA transaction, working acquisition, spin-off. diverse teacher. And I'm basically the HR guy working on those deals from an HR standpoint, making sure that we analyze the soft parts of the team, leadership, culture, and HR aspect. And of course, as you can imagine, I'm a deep believer into AI, into an intelligence artificial.

And that's why I'm here today with you, Jordan, to deep dive into it and how we can understand the impact that's AI will have in HR and in companies in general. Well, let's, I mean, let's just start there. Let's let's start at the end, maybe. So, you know, if we're talking big picture, TMO, like, what is the impact that you think AI will have on HR? Like, are we talking maybe smaller HR departments in the future? Are we talking maybe HR departments that stay the same and just handle more because of generative AI? I guess, you know, in what direction, you know, might this take in the grand landscape of things in HR? Yeah, that's a great question.

And so it will impact the complete HR landscape. And not only HR, not only HR, but the complete company here. Because of course, if we focus within the HR department, there is several use cases that will be used. And the main thing here is about the productivity. We will have AI as a kind of super sharp assistant, helping us to be better professional on our daily task. So AI can help us on brainstorming aspect in HR,

can help us on transactional activity. So it will really be helping the full HR department on plenty of tasks. And we can deep dive on those use cases, right, Jordan. But it's not really a quick chance. It will be a complete transformation of the HR landscape in the upcoming months and years, thanks to AI. Yeah. Yeah. And let's do that.

Let's talk about some of these business use cases because, you know, again, I've never worked in HR. But, you know, my thought anyways, Tiabo of HR is, It's a group of people who are just, you know, drowning in documents, right? Just, you know, reading through all these policies, creating new policies, job descriptions. But it seems like, for the most part, that so much of the role of people who work in HR is reading documents and writing and updating documents. Is that, you know, for those of us that aren't really familiar with how HR departments work, is that, you know, is that a big bulk of what people in HR are doing? I mean, it depends. Of course, in HR, you have a lot of function,

but we don't just read document, as you can imagine, in HR. There is a lot with HR. We are changer expert, project managers. So it's not just about document part, the compliance part. And usually people do think about HR, about compliance part, reading document, hire, fire. But no, it's not only that. It's about managing projects, changing behavior,

being changed agent within the company. So it's not just about that. But let me provide you some concrete example. I like, but I'm actually, I'm either using or some HR colleagues of mine in my network are using with AI. So one very concrete example we can use is, for example, the employee survey. So of course, as HR, as you know, we do need to take a pulse of how employee are feeling, how employee are engaged within the company.

You know, that's something you want to know as HR. And we do have tools for that, but providing us feedback, asking questions to employee, but sometimes you need to go in depth, you know, you need to go deeper into the data. And you end up not necessarily using the tool you have, but simply download in the XxA, right? And you want to really deep dive into this data. That could take you hours if you want to specific groups or specific function. So what you could do here, you could simply use generative AI. You could use CHAPT to simply do the analysis for you.

I know a funny story that one of my friends was telling me, yeah, but on chat GPT you can't use, you can't just copy past the Excel in there. actually you can. You can just copy past the table, and that's it. And it will do the analysis for you. Of course, you should not take that final. You should make it yours. You should fine tune it, right?

But, you know, it's very interesting, especially for a large organization. For employee engagement survey, we have feedback in the U.S. from Japan, from Germany, from Mexico, in different language. Will you do the translation? I don't think you want to do that, right? So you're using the tool. It will provide you the full analysis in a few minutes, instead of a few hours.

And the most interesting part, you can also ask for solution. So basically, it's doing it, it's doing the analysis for you. That's great. But then say, hey, can you draft me an action plan on that? And you will get an action plan right after it. So you even get the solution.

Once again, you should make it yours, right? You should adjust it as per your organization, but you're gaining a huge amount of time, and that will spike the productivity of HR people within companies. So that's one example, employee survey. On our example, I like, this one is a bit more transactional. It's about HR policies, you name it. And let's imagine that, let's take an example.

We are back in 2020, right? COVID is there, and you, Jordan, as HR, you need to implement a teleworking policy in your company. You can once again use chat GPT, not to do all the work for you, but to lay out the foundation, right? To start the policy, because you have it here on your mind, but you need to put it on the paper. you can use chat GPT, doing a prompt, starting the document, write this, and gaining time once again.

So that's how my friend or my HR colleagues are using chat GPT usually in HR. So that's two examples using chat GPT. And I have a third one, which is not used to, not linked to chat GPT, it's about predictive analytics. And I really love this one. So basically, you know, in HR we're using a lot of data to, for example, understand the resignation rate. because you want to know if your employee are retained with your company or why they are living, and you may have a 10% resignation rate in your company per year. But when you have a lot of data and you put those data into a data lake, right,

you can use predictive analytics, predictive data. And those data will provide you with your trends. And they might tell you, hey, Jordan, today you have 10% resignation rate. But in the upcoming months, it will spike. will go up to 18, what do you do? And in this case, you can anticipate it, right? Because if you know the information in advance, you can prepare accordingly.

You can choose to higher temps. Or you can choose maybe to focus on the existing employee and do some retention action to make sure they are staying in place. So at least maybe your turnover will not go to 18, as mentioned by AI, but may it stay to 10. So you will be able to impact in a way the future, then to do those predictive analytics. And once again, in HR, for me, the best example,

is the resignation rate. Because you know that some people will leave because they want to take a job elsewhere. What can you do? And at least you know it in advance thanks to AI. So yeah, that's a few examples here, Jordan, I could provide. Oh, Teobo, so many good examples there. So I do want to follow up on a couple of them. But as a reminder, if you're just joining us now in the middle, we have Thiebaud Groner,

who's the senior manager of HR mergers and acquisition at Baxter International. So speaking of that, like this is something. I guess I've never thought of, Tebow, but it makes perfect sense. The international aspect of, you know, HR departments, right? So if you are working at a multinational corporation, you know, the HR documentation, I guess has to be perfect, right? Because, you know, even kind of nuances in language at the HR level for an international company can cause some problems, right? So maybe let's dive a little bit more into that Tiavo, like even just for the translations and, you know, setting those policies in different countries, I guess number one, how is that

done now? And number two, by kind of quote unquote handing that over to generative AI, is that something that it's kind of like, oh, yep, we can move forward with that. Or are there kind of like risks that you kind of have to keep in mind? Yeah, that's a great question. So basically, first of all, disclaimer, you need to make sure that before using AI, you need to make sure that it's okay internally from a legal standpoint, from a privacy standpoint to use AI, you know, in terms of firewalls and data pervasive standpoint.

So that's the first thing to check, especially in big cooperation, as you can imagine. But when this is okay, so of course this is depending per country. Those documents may be different in Germany, especially in Western Europe, you know, the law are very strict when it's coming to HR policies. You don't want to do any mistake when it's coming to European laws. So first of all, HR is very deeply involved in the documents. So that's why you can't fully delegate it to AI. But you should still use AI to start the work with you,

draft the foundation of this work. So you may have some documents you want to change or to improve. I would use AI. I would use generative AI to do that. But once again, make sure that there is some firewall. when you use AI from a private assistant point, not have any data leaks. And you should not use it as a final document.

Of course, please see AI as your assistant, working on you drafting something. And then on this improved draft, you can build upon it. And then you can add your HR knowledge, your labor knowledge based on your country. And that's how you use AI. It really has a supercharged assistant

to help you to draft better documents if you need to do that. But it's not providing you or provide you any final product, right? So that's really the main difference from you dropped versus final product. Yeah. Of course. So you should not delegate it completely, right? Of course.

Of course. Yeah, that makes perfect sense. And it's, it is interesting to hear, you know, from the viewpoint of someone that is working at an international company, you know, how transformative generative AI can be to help solve some of those solutions. So I actually have a great, great question here from Ben. So Ben, thank you for joining us and for this question. We actually have multiple questions from Ben. So Ben M here. So Ben asking, how do you see AI helping provide more personal experience for employee experience? Because I feel that's always something that HR departments, you know, they have

to keep kind of upping their game. You know, what's the employee experience? What's the onboarding experience. So, you know, how can generative AI help in that aspect? Yeah, that's, that's a, thanks for the question, Ben. So there is many point where HR can help here. But let me provide you a very common one. So as a new company, you may need to look for a lot of information, right? You ask, either asking your manager or asking your HR department about something. And in some case, they know where the information is, sometimes not. So this is what HR can help you into the personal experience. Let's imagine that tomorrow you implement a chat box

within your company. This chatbot could help you to find information very quickly in a very pleasant way, right? You are looking for that document. It will completely provide you this document, first of all, so you will get it. And then based on what you're asking, the same chatbot can also propose you

some other suggestion, right? So they can kind of anticipate what you are, what you will need in the future. You made, hey, you might need this, you might need this training, right? So thanks to AI in the company, it can both answer your need and also suggest you what you could do, right? Hey, you just come here.

It's been three months in the company, welcome. Maybe it would be great for you to do this leadership training online, right? AI can suggest it to you. So that's why we should use AI typically for chatbots in this case and also generative AI in general chatty. But this is how it can help you. And for me, it's more about the incipation and the suggestion to new employees about, hey, you just came here. We would suggest you to do that, to do this.

Oh, that's a great idea. And you do it. So that's how I would see it from a personalized experience where it's more about the suggestion that you could do you should receive from AI tools. I love that. Yeah. It's, it's that is something that, um, I don't, I don't know, Tibo, if people, you know, truly tap into generative AI. for those types of use cases where, you know, I think people are always like, oh, we can create more documents, we can create more content, which is great. But the ability to personalize

things at scale, I believe is such an untapped use case for generative AI. Another great question. We have so many great questions here, Tiobo. So let's get to another one. So Ben asking, you know, are you using AI to flag and help leaders address corporate culture or fit issues? So maybe let's just talk about this big picture in general. So, you know, because I know all HR departments are a little different, but is this a use case for HR departments to flag and help leaders address corporate culture or fit issues? Yeah, completely, completely. And I can provide you very two, two complete example you can use on the corporate world. And actually, I love those examples. So you may, you may have, you know, a fit issue in a department or a performance issue in a department,

right or maybe you believe that this department could do better in terms of productivity. What you could do here is that you could try to equip the employee of this specific department with AI and train them with AI. And then you could see basically the results, the outcome in terms of productivity. And I would say most likely that productivity may spike because of AI. So that could be a way of using AI and seeing residual of AI within your company. Another example that I like, especially in the corporate world today, is that you may,

you may want, for example, Jordan to hire someone from outside, right? You may want to hire someone. And you know, today's market, it could be very difficult to find the right talent. You may be looking for someone for five months, six months, and not being able to find a right fit. So what do you do?

There is another way to tackle this problem. You can basically invest on the existing employees, equipping them with AI, once again, training them with AI, and then potentially their productivity could spike that productivity could increase so much that you may not need this external balance by investing in AI internally. So you're actually reversing the problem.

So that's a way how you could use AI to address an issue you might have in the corporate world. So yeah, that's typically what I would do. And in terms of culture as well, it's very important to as HR to act as a change agent, right? because you're saying, Ben, a corporate culture issue, you want to make sure that as HR, AI is embraced internally, right? And to embrace AI internally, you have to provide some success story. You have to inspire people. So to address those issues, you have to come up with some success story.

It could be within HR. It could be in marketing, but you have to provide those stories, right? Then when you do that, people will grasp why AI is important. They will grasp why there is another value of using AI. So that's why it's extremely important to provide visibility on those success story. And that's all step by step, you will be able to address some potential cultural issue you have internally. Adobe just introduced an entirely new way to create, bringing the power and precision of its creative suite into one conversational experience. Meet Firefly A.I. Assistant now live in the Adobe Firefly app, the All In One Creative AI Studio.

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Here we go. So Josh, I love the questions today, y'all. So Josh is asking, how will HR systems like SAP, success factors, Microsoft, Bavilla, sorry if I'm not getting these names right in workday, impact the way AI shows up for corporations. You know, Josh, I love this question because, you know, Teabo, like there's all of these AI systems built for specific departments, right? Like Gen.

Gen. AI systems for marketing. Gen. Gen. So are we going to see kind of these systems or these large kind of HR applications, adapt AI in a big way and if so how will it how will it impact AI or HR operations yeah thanks a lot Josh for this question and let me provide you a very concrete one on the workday aspect just a bit earlier I talked about predictive analytics right today if you want to do predictive analytics you

have to do you have to build an enterprise at a hub which is very expensive right you have to have a data where you load all your internal data financial data data regulation and so on so that could be very expensive. But thanks to AI, and if you take the example of Workday, you might not have to invest in a complete enterprise at a home. Workday will provide you, thanks to AI, some predictive analytics of the shelf, right? So that's how it can be impacted. If you use Workday today, and of course if you purchase the right module for it, it can simply provide you creative analytics like this, which was not possible in Workday a few years before, So that's how AI will directly impact the landscape.

All of those modules, all of this company, they will have to have this AI module. Workday is doing it today. And you know, what they are doing in terms of predictive analytics is impressive. Once again, it's an example I provide you, but they will be able to tell you, hey, your resignation rate will go up in the upcoming months, prepare accordingly.

And before, only the large corporation, huge investment could have that. No, it will be, as long as we have workday, you will be able to get this information. So it's basically opening the scope for everybody in order to use AI. And of course, you talk about Microsoft and I'm sure you know it better than me, Jordan, but there is co-pilot, right, coming soon. So when it's come to do PowerPoint, right, that will be a huge impact, especially in the corporate world when you have to do your presentation.

Instead of taking maybe one hour or 30 minutes might be five or seven, right? So that's so HR will be impacted as well. But yeah, on the world example, it will basically 8. AI will be available for everybody in the upcoming months, where in the past, it was more an elite thing, you know. So that's how HR system will be impacted, especially for cooperation. Tiobe, I'm glad you brought up Microsoft co-pilot. You know, I've been dorking out and counting down the days, you know, I think November 1st is when it's going to start to be rolling out. I've been telling people like, hey, if, like, if y'all thought chat GPT, like, you know, made a difference

or if you're impressed by its capabilities, it's like, all right, well, wait until Microsoft co-pilot comes out. You know, if we can't, I want to kind of get back to the beginning and kind of go full circle here. So, you know, talking about in the beginning how AI can change H.I. departments, but maybe let this go over, maybe one or two more practical business use cases of AI, just kind of like, not like easy wins, so to speak,

but if like if we have other HR leaders tuning into this, And they're like, okay, this seems like something we can get going in our organization. What are those easier use cases where we're going to get a big return on our investment, a big time savings? What would those, you know, maybe one or two things be? Yeah, that's a great one. And on easy use cases, and that's not necessarily HR, it's spying the full company here. It's really about the daily operation, right?

You know, as HR, but also as marketing employee, as IT, finance, you have to do a lot of communication, right? You have to send emails, you have to send communication, you have to do announcement, right? And those take time to write. Very simple use cases is to train people on how to do a prompt, right, in chativity. But when I say a prompt, how do it correctly? Because it's easy to do, to ask something to chativity, right? But you want to use the best of it, to take the best of it, right? So how to do a prompt? So what could be a good investment, right? It could be about having your training on prompt engineering, how to use chat activity correctly, how to train it. And then you will simply do a lot of communication things with your email, your announcement.

And that will be, that's a very easy use case, right? Very easy. But you will get a lot of time because you, as you can imagine, announcement, communication, plantation, you're spending a lot have time with that. If you know how to use chatypT, but of course, you need to be trained. You need to do how to do a prune properly, right, using the right guidance to the tool. So that would be a very easy use case, right, and how to do how to do something. Love it. Hey, I feel I have to do this. Like, we have a free class that does this anyways, you know, our prime prompt polish. So, you know, if you are listening, if you heard of Tiabos it's like, yeah, I need to learn how to prop properly. Just, you know, email us, check your show

notes leave a comment here ppp i'll send you the information so uh to you both so we've we've talked about a lot here uh we've talked about you know how a i can can help with your day-to-day business operations uh how you can use uh kind of predictive data to tackle resignation rates um in international hr right so we covered so much but maybe you know as we wrap up here maybe what is that one piece or that one takeaway message that you hope that people uh can can take away from our time here to really help them use and leverage AR to maybe change or, you know, improve their HR operations. Yeah.

Yeah. That's a great one. And what I would like to say here is for HR, but also for leaders you might, we might have today in the chat. Please be the ambassador of AI in your company. And of course, I'm a deep believer that HR is at the center of the audio organization. So that's why they are well placed to do that. But it's not only about using AI for the sake of using AI.

It's about changing the behavior, right? And when you start providing success story on AI, when you showcase the added value of it, people will adopt it, right? And when you adopt AI on a daily basis, you start to grasp more of it. And then it starts to change your behavior. So I would really encourage my HR colleagues to be the change agent of AI, providing success story, but also providing, let's say, training tools to the employee, example, it could be about AI information, AI literacy, encouraging people to read, to inform

themselves, to go on your podcast, for example, Jordan, to learn more about AI. That's one thing. The other thing is to use AI once you get on a daily basis. Try to use on everything you do. Sometimes it may be applicable, sometimes not, but you use it on a daily basis. Then you will grasp more about AI and seeing more how you can use it. And once again, it's not about using AI necessarily, it's about the behavior. Then you will get it. get you will get an agile organization, knowing how to use AI. And you might take the lead on the competitors, right? Because I'm hearing some company that will implement a chat GPT version internally in one year from now.

Okay, great. But one year is a lot, right? If you have another company implementing today, do you imagine the difference between this company doing it today and the other one in one year? One year is 12 months is a lot. You want to do it today. You want to change the behavior today. So please, as HR, as leader, try to do the best.

you can in AI to implement it, whether it's chatupity or predictive analytics, because you want your employee to be savvy in AI. You want your organization to be agile and efficient. So that's my key takeaway. And as HR, we need to be the change judgment. We are the center of the company, right? So we have to spread the world. We have to provide success story. We have to inspire people of AI. And of course, it's not only HR, it's together with the management, the CEO with IT, but at least we should influence it. HR should influence it. different to you. Right, right that one down. My gosh, I love it saying you got to get after it today. If you wait a year, it's that's that that's too long. Right. I love this Tiabo. Thank you

so much for for joining us and going over how AI is impacting all aspects of HR. We super appreciate your time. Thank you everyone. Thank you, Jordan. Thanks for having me. All right. And hey, as a reminder, everyone, there was a lot there. We always go over a lot. We bring on great guests like to you both so we can go deep into all of these aspects affecting our daily lives. So make sure if you didn't catch it all, don't worry, go to your everyday AI.com, sign up for the free daily newsletter. We always recap our like what we talk about the topic for the day as well as everything else that's going on in the world of artificial intelligence that affects you.

So thank you for joining us. And we hope to see you back for another everyday AI. Thanks, y'all. Meet Firefly AI assistant. Now live in Adobe Firefly, the Allman One Creative AI Studio. Just describe what you want to create in your own words and the assistant handles the rest, orchestrating multi-step workflows across Adobe Creative Cloud apps, including Photoshop, Premiere Express, and more in one conversational interface.

You direct the outcome while the assistant accelerates execution. Stand control with the ability to step in and refine at any time. See it today at firefly.adobie.com. And that's a wrap for today's edition of Everyday AI. Thanks for joining us. If you enjoyed this episode, please subscribe and leave us a rating. It helps keep us going. For a little more AI magic, visit Your EverydayAI.com and sign up to our daily newsletter so you don't get left behind.

Go break some barriers and we'll see you next time.