Join host Ben Eubanks for a thought-provoking conversation with Dr. Cari Miller about one of the most pressing questions in today's workplace: When does using AI cross the line from productivity tool to cheating? From academic integrity to job applications and workplace performance, they explore the blurred boundaries of AI usage and what it means for workers, employers, and the future of work. This episode tackles the double standards, ethical dilemmas, and practical realities of AI adoption in hiring and beyond.

Timestamps

Episode Topics & Timestamps

0:00 - Introduction & Guest Background
0:50 - Dr. Cari Miller's Research on AI & Worker Impacts
3:00 - Academic Integrity vs. AI Literacy Debate
5:00 - Defining AI "Cheating" in Education
5:40 - Domain Knowledge & Copyright Considerations
6:50 - Spell Check Analogy: Tools vs. Cheating
11:00 - The Hiring Double Standard
12:30 - Should We Test Candidates on AI Skills?
13:50 - 61% of Jobs Don't Match Interview Descriptions
15:20 - The Broken Application Process
17:30 - Emotional Toll of Job Searching
18:00 - Networking & Volunteer Work Strategy
19:40 - Ben's Story: Volunteering to Break Into HR
21:20 - Genuine vs. GPT: When Does AI Feel Like Cheating?
23:30 - Disclosure & Context Matter
25:00 - Survey Results: What Employers Consider Cheating
27:00 - The AI Arms Race in Job Applications
30:00 - The Entry-Level Crisis
30:50 - Learning in the File Room: Foundation Skills
32:00 - Junior vs. Senior Workers Using AI
33:00 - The DOS to Windows Analogy
35:30 - CEOs vs. Managers: Who Decides on AI?
36:30 - AI Procurement & Process Design
38:30 - Finding the Middle Ground
39:00 - Connect with Dr. Cari Miller on LinkedIn
40:15 - Closing Thoughts

Connect with Cari: https://www.linkedin.com/in/cari-miller/

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🎧 Episode 219

Guest: Amandeep Shergill

In this episode, we explore the realities of modern recruiting, the pressure of “doing more with less,” and the challenge of navigating uncertainty in today’s global talent market. Ben and Amandeep discuss how economic shifts, evolving business priorities, and organizational ambiguity shape the day-to-day experience of recruiters.

Amandeep shares practical examples from his career—ranging from prioritizing high-impact roles to building stronger partnerships with business leaders. This conversation dives deep into what it truly means to be a strategic advisor instead of a reactive firefighter in talent acquisition.

You’ll hear insights on:
• Market uncertainty and its effect on TA planning
• Productivity vs. unrealistic “do more” expectations
• The role of tech and efficiency in the future of TA
• How recruiters can better understand business impact & prioritization
• Real-world examples of shifting from reactive to proactive hiring
• Why understanding revenue, OKRs, and leadership goals changes recruiting outcomes

Whether you're a recruiter, hiring leader, or people leader, this episode provides immediately applicable frameworks for better decision-making in TA.

⏱️ Timestamps

00:03 – Welcome to Episode 219
00:16 – Introducing guest Amandeep Shergill
00:55 – Amandeep’s background and global role at Automattic
01:59 – Life outside of work: parenting, sports, and model building
03:16 – Creativity, hobbies & high performance
04:49 – The biggest recruiting challenges today
05:11 – How economic uncertainty shapes hiring plans
05:54 – Productivity, efficiency & “doing more with less”
06:28 – The disconnect between expectations and TA bandwidth
07:22 – Why “doing more” isn’t a real strategy
08:06 – What investment vs. volume actually means for TA
09:46 – Moving from reactive to proactive recruiting
10:26 – Practical strategies for strategic partnership
10:30 – Amandeep’s story from Intuit: prioritizing 38 open roles
11:48 – Understanding business impact behind hiring requests
12:49 – Revenue today vs. revenue tomorrow: prioritizing for impact
13:58 – Why recruiters must understand OKRs, revenue, and strategy
14:46 – Pausing hiring until business impact is clear
15:13 – How proactive planning creates better long-term outcomes

🔗 Connect with Amandeep

LinkedIn: https://www.linkedin.com/in/amandeepsshergill/?originalSubdomain=uk

🎓 Learn more about HR Summer School

https://hrsummerschool.org

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In this episode of We’re Only Human, Ben Eubanks talks with Travis Hunsicker about the power of curiosity, trust, and belonging in shaping great leadership. From the warehouse floor to executive coaching, Travis shares lessons on how to see people for who they can become—not just who they are today. Together, they explore why leaders must first build trust before driving performance, how genuine curiosity opens doors to growth, and what it means to create space where people truly belong.

Listeners will hear practical advice on developing talent, coaching with empathy, and recognizing potential before it’s visible. Whether you’re a manager, a mentor, or simply someone who wants to lead more authentically, this conversation is a reminder that human connection is at the heart of every lasting impact.

Connect with Travis: https://www.linkedin.com/in/hunsicker/

Timestamps

00:00 Introduction and Episode Setup
03:15 Travis’s Journey: From Forklifts to Leadership Coaching
08:40 The Moment That Changed His Perspective on People
12:25 Why Trust Must Come Before Performance
17:42 How Curiosity Builds Stronger Leaders
22:10 Seeing Potential Before Others Do
26:35 Creating a Culture of Belonging and Growth
31:18 Coaching Conversations That Unlock Confidence
35:27 Real-World Examples of Human-Centered Leadership
39:42 Final Reflections and Key Takeaways

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🎧 Episode Description

In this episode of We’re Only Human, host Ben Eubanks sits down with Jason Thrasher, one of the most inspiring voices from HR Summer School, to explore how choosing joy can transform your work, leadership, and life.

Jason shares his belief that “joy is now”—not something you wait for, but something you choose every day. From his journey in HR to lessons learned from country music and Chick-fil-A, he reveals how gratitude, authenticity, and purpose can create a culture that people truly want to be part of.

The conversation dives deep into the mindset of joyful leadership, practical ways to bring joy into daily work, and how self-awareness and connection empower teams. You’ll hear personal stories, actionable insights, and a reminder that owning your joy is the first step to owning your impact.

Check out HR Summer School: https://hrsummerschool.org

🕒 Timestamps

00:00 Introduction and Episode Setup
01:20 Meet Jason Thrasher — From Music Dreams to HR Leadership
02:45 “Joy Is Now” — Why Joy Can’t Wait for Tomorrow
04:38 Practical Habits for Choosing Joy Every Morning
05:56 The Culture You Create Determines the Audience You Keep
07:40 Balancing Joy and Mental Health in the Workplace
09:50 Real-Life Story: “Thank You for Coming to Work Today”
11:55 How Joy Drives Engagement, Belonging, and Productivity
13:24 The Sound of Joy — How Music Changes the Atmosphere
14:35 Breaking Out of the “Check-the-Box” Mindset
15:20 Knowing Your Why and Leading with Purpose
16:40 Just Own Yourself — The Simplicity of Authentic Joy
17:35 Final Reflections and Takeaways

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Episode Description

In this episode, we explore how artificial intelligence is transforming the world of HR — not by replacing humans, but by amplifying what makes us uniquely effective: empathy, creativity, and connection. The conversation digs into how HR leaders can use AI responsibly to simplify workflows, enhance decision-making, and create more human-centered experiences for employees. You’ll hear how organizations can strike the right balance between automation and authenticity, and why embracing AI doesn’t mean losing the human touch.

We also discuss the mindset shift HR professionals need to stay ahead in a rapidly changing world, and how curiosity and adaptability have become the most valuable leadership skills of all.

Timestamps

00:00 Introduction and Episode Setup
04:32 The AI Conversation: Fear vs. Opportunity
09:15 How HR Can Use AI Without Losing Humanity
14:48 Practical Examples of AI in Recruiting and Talent Development
19:56 The Mindset Shift: Curiosity, Creativity, and Adaptability
24:20 Redefining the Role of HR in an AI-Driven Workplace
28:37 Advice for Leaders Navigating Change
32:10 Final Thoughts and Takeaways

Connect with Lane:
https://www.linkedin.com/in/lanem1/

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Episode Description

In this episode of We’re Only Human, host Ben Eubanks sits down with Micki Sievwright of Andersen Corporation to discuss how one of America’s most recognized brands connects, engages, and empowers its 14,000+ employees across manufacturing, distribution, and corporate environments.

The conversation dives into how Andersen’s internal communication strategy bridges the gap between frontline and office workers, creating a culture where every employee feels informed, valued, and connected. Micki shares how her team uses storytelling, technology, and intentional design to build belonging at scale — and how leaders can cultivate trust even in large, distributed organizations.

You’ll hear practical lessons on improving employee communication, fostering inclusion, and using tools like MangoApps to bring people together — no matter where they work.

Timestamps
00:00 Introduction and Episode Setup
04:15 The Challenge of Connecting 14,000 Employees
08:42 Communication That Builds Belonging
13:17 Storytelling as a Culture-Building Tool
17:29 How Technology Supports Human Connection
21:50 Engaging Frontline Workers: Lessons from Andersen
26:18 Leadership’s Role in Employee Communication
30:44 Creating an Inclusive, Connected Culture
34:57 Final Thoughts and Takeaways

Links for show notes:
Thanks to the team at MangoApps for connecting us with Micki and the team at Andersen Corporation for this conversation!
Connect with Micki: https://www.linkedin.com/posts/mickisievwright651_prsa-andersenwindows-inclusion-activity-7115015573226364929-s6X3/

Connect with MangoApps: https://www.mangoapps.com/

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