The buzz in Silicon Valley around AI agents has many asking: What’s real and what’s hype? Box’s cofounder and CEO, Aaron Levie, helps decipher between fact and fiction, breaking down the fast-paced evolution of agents and their impact on the future of enterprise AI. Plus, Levie unpacks how AI is really being adopted in the workplace and what it takes to legitimately build an AI-first organization. This is an abridged transcript of an interview from Rapid Response, hosted by the former editor-in-chief of Fast Company Bob Safian. From the team behind the Masters of Scale podcast, Rapid Response features candid conversations with today’s top business leaders navigating real-time challenges. Subscribe to Rapid Response wherever you get your podcasts to ensure you never miss an episode. I talked with Marc Benioff at Salesforce several months ago about his embrace of AI agents, but the use of his agents hasn’t quite taken off the way he hoped. I know you launched Box AI Studio to help organizations build their own custom AI agents. I’m curious how that’s going. So far, it’s either at or exceeding our expectations on all the use cases that customers are coming up with. So we’re pretty blown away about what we’re starting to see. We’re still very early days to be clear, but the rate of adoption is going fairly exponential, and the imagination that customers now have on this is blowing us away.  I’ve rarely been in a customer conversation, either one-on-one or at a dinner, where I’m not hearing about a new idea that the customer has for Box AI that we did not already have on a whiteboard. And what’s exciting—and this is counterintuitive, I think, to a lot of folks outside of AI—you initially sort of see AI in sci-fi and sometimes in news headlines, The New York Times or whatever, as like, “Okay, it’s going after jobs. It’s going to replace these types of work.” From my anecdotes, I’ve had at least 100 interactions with customers in the first quarter of this year, the vast majority, 80%, I’m guessing, the bulk of the time of AI use case kind of conversation was spent on things that the company didn’t do before AI. So it wasn’t, “Hey, I want to take this type of work, and I want AI to go replace it.” There’s a type of work that we never get around to in our company. I want AI to go and do that, because finally, it’s affordable for me to deploy AI agents at the kind of work that we could not fund before. It’s opening up people’s imagination to, “Hey, I’m like sitting on 50,000 customer contracts. What if I could have an AI agent go around all those customer contracts, and figure out which customers have the highest propensity to buy this next product from me?” And this is not something that they would have people ever do. So it’s not replacing anybody’s job. They never said, “Oh, let’s have 50 people go read all the contracts again.” It just never happened. But now, if it only costs them $5,000 for an AI agent to go do that, they would do that all day long. And then guess what? When they get those insights, they’re probably going to now have more work for the humans in their business to go and do as a result of this, that hopefully, if it’s effective, drives more growth in their business—which then causes even more productivity, and then ultimately hiring and growth. And so it’s not kind of everybody’s first instinct, but most of the use cases that we’re hearing about are things where, “Because it is now affordable to deploy AI at a problem, I’m actually expanding the set of things my company can go do, and then the work that we can now execute on.” And that’s not only very, I think, exciting, but I think it’s going to be the default case for most AI adoption in the enterprise. In some of the conversations that I have, it feels almost like some of the businesses and leaders, they don’t really know what they’re looking for from AI. And hearing you, it sounds a little bit like you have to think about your mindset on it a little differently to open up and find those things that are most valuable to you. Yes. Yeah, every business is going to be different because some of the upside is a virtue of your business model. What are the core parts of your business model that, as a result of access to information, can change or be modified or improved? If I am a law firm, I could either reduce my cost, because now AI is going to do more of the, let’s say, paralegal work, or I could expand my service offerings, because now, all of a sudden, my team can venture into more domains because they can take their expertise and use AI to augment that. The default assumption is, “Oh, no, it’s going to go after the hours of a law firm.” But once this technology hits an individual business, they can actually decide to expand their customer base. They can go after, previously, customers that would’ve been unprofitable for them to serve. So these industries are not as static and zero-sum. The software industry . . . on one hand, everybody says, “Okay, if AI can do coding, then will we hire fewer engineers?” And in general, my argument is that we’ll probably hire as many—if not more—engineers if AI can get really good at coding, because what will happen is the productivity rate of our engineer goes up, which means that we can then ascribe a higher degree of value per engineer in the company. So your ROI is even better on each of those positions? Exactly. And take something like sales. If we can make a sales rep able to sell 5% more, because we give them better data, and they can prepare for a customer meeting that much better, or they can understand exactly the best pitch because they have access to all of Box’s data and they can ask it questions, I’m not going to just bank that as 5% more profit. Because what will happen is we’re going to internally, in some planning session, we’re going to get greedy, and we’re going to say, “Wait a second, that 5% gain that we just got in sales productivity, what if we reinvested that back into the sales team to grow even faster and get that much more market share?” And so you have an entire economy of companies making those individual decisions of, “Do you bank the profit, or do you use it to go and accelerate growth?” And what we tend to know from history is that the companies that get too greedy on the profit side, you just end up leaving yourself vulnerable to being outflanked by competitors. So capitalism has a pretty convenient way of almost driving the sort of productivity gains of these types of innovations to get reinvested back into the business. You’ve been talking about running Box in an AI-first way, and encouraging other leaders to do it. Are you like Shopify and Duolingo, who’ve announced that staffers have to justify anything that’s not AI-produced? What does AI-first mean? Yeah. So for us, AI-first means that we want to use AI as a means of driving an acceleration of the customer outcome, an acceleration of decision-making, an acceleration of building new features. So just think about it as mostly a metric of speed. On one hand, you could think about AI as going after like a massive work, and you could say AI is going to remove some part of that massive work and do it instantly, so the massive work goes down, or think about work as a timeline, and not a mass. All we’re doing is trying to get through each step so that way, we can get to the next step and so on. And everything’s faster. And everything’s faster. So I want to have us use AI to move faster down the timeline, not just purely to reduce the total mass of work that we’re doing. There’s probably one pronounced difference versus, let’s say, the Duolingo memo. There’s some emerging idea, which is sort of you have to prove that AI can’t do this thing for you to get then head count, and our general instinct is actually the opposite. If you can prove that you can use AI, then that’s actually when you will get head count, because what we want is we want the dollars of the business to go back into the areas that are the increasing areas of productivity gain, because those areas will then be higher ROI for us over time.

Forward-thinking businesses – and even nations – are upskilling mid-career professionals to help them not only survive but prosper in the era of widespread enterprise artificial intelligence (AI). As businesses and public sector organisations adopt AI at a lightning pace, white-collar professions face huge disruption, not unlike that experienced by nineteenth century blue-collar workers. According to research by OpenAI and the University of Pennsylvania, roles that will be affected include accountants, legal assistants, financial analysts, journalists, translators and public relations professionals. Meanwhile, Goldman Sachs published figures in March 2023 that spoke of 300 million jobs exposed to AI across all sectors. Although it’s a concept dating back decades, the widespread take-up of generative AI (GenAI) began around 2022 with the release of ChatGPT. It was a wake-up call for governments and businesses alike, which must prepare for inevitable disruption. According to Tram Anh Nguyen, co-founder of the centre for finance, technology and entrepreneurship (CFTE), people over the age of 40 in mid-career professional roles are the most at risk of major job disruption as businesses integrate AI into their operations. CFTE is a global education platform that specialises in training in the finance sector, including teaching AI in finance. Nguyen, who is also Global Women in AI chair, spent decades working in the finance sector in business roles, said: “AI is no longer a future concept. It’s here and it’s affecting everyone at every level.” But this does not mean professionals will be replaced if they are re-trained – and this does not just mean technical training. Training on AI for non-technical roles will encompass professionals learning underlying knowledge about AI, the AI tools available to them and the use cases for AI in their roles, said Nguyen. In its whitepaper titled The AI-fication of talents, CFTE said three groups of professionals will emerge. It reported that there will be: “mass displacement” of roles centred on execution which will be increasingly automated; “supercharged professionals” will emerge who use AI to expand scope and scale; while “creative disruptors” will be small group inventing new models, products and systems. Nguyen warned that the UK is behind in readying the workforce for AI. “We are not preparing people in the right way because the focus is not on adult education at scale,” she told Computer Weekly. She cited a project in Singapore which CFTE helped to design. It involves supporting mid-career transitions, particularly focusing on technology and finance sectors, while providing financial support to help people switching careers. All Singaporeans aged 40 and above received funds to refresh their skills, with a large proportion taking up IT-related courses in areas including artificial intelligence. Around 555,000 people participated in programmes supported by SkillsFuture Singapore (SSG) in 2024 and 520,000 in 2023, according to Singapore newspaper The Straits Times. These are significant numbers for Singapore, which has a population of around six million, but the same challenge is faced globally. One sector being heavily affected is financial services, which leads the way in AI innovation and investment. For example, Bloomberg Intelligence recently put the number of jobs set to be replaced by AI in the US finance sector – Wall Street specifically – at hundreds of thousands. CIOs questioned by the organisation expected 3% of their workforce to be cut on average. Around a quarter of respondents expect the workforce to be cut by between 5% and 10% as AI takes over roles, with the back and middle offices to be most affected. According to research by banking industry benchmarking firm Evident, AI-related roles could be the only “safe jobs” in the banking sector as financial organisations “relentlessly” press on with AI-led transformation. It’s banking industry report found that recruitment of AI development professionals grew by 6% in the last year, hiring of data engineers increased by 14%, and the number of AI and software implementation experts hired increased by 42%. But while the finance sector finds itself on the front-line of the AI revolution, the technology’s rapid spread goes way beyond. Bloomberg’s head of AI, Amanda Stent, recently told Computer Weekly in an interview that there has been “no revolution in history that has not led to job transformation”. “Some types of job change, some types of job go away,” they added. “But there’s also no revolution in history that hasn’t led to more jobs created overall, I think that is true with AI, which will augment a lot of people.” Stent said all workers, regardless of their roles, will have to learn to use AI: “We can teach people how to be effective users of AI without needing to know all that maths.” The legal sector is an example of a traditional industry adapting to AI. The UK regulator of solicitors, the Solicitors Regulation Authority, recently authorised the first law firm to provide legal services purely through AI. Mark Lewis, a lawyer at Stephenson Hardwood, specialised in technology, said most, “if not virtually all, serious law firms” are deploying AI and GenAI operationally. “Typical use cases include document review, analysis and summarisation, legal research, case research and predicting the outcomes of cases, reviewing and reporting on the application of regulations around the world, and, of course, in law firm back-office operations – for example, in client due diligence and acceptance.” But he added that AI is not “yet” causing “major disruption” in the legal sector: “As with talk of AI disrupting many sectors, including doing away with the work now done by paralegals, junior lawyers, and even senior lawyers, this hasn’t really happened yet in the legal markets here – or, I think, anywhere. “There is a good deal of the usual tech hype about it. No doubt AI will become integral to legal process and lawyering at all levels, but, as in many other sectors, even that is going to take time and the maturing of legal use cases.” He said firms are, however, preparing for the impact of AI: “We, like many firms, have made available to all our lawyers GenAI tools developed specifically for us, to be used within certain parameters and in accordance with our AI/GenAI policies. “We want our lawyers to use these GenAI tools, to become accustomed to the way it processes work, to understand its strengths and limitations, and to become expert in creating and refining prompts. “For me, there is an even more important – existential – point: the single biggest challenge is how we as a society learn to understand, live and work with AI. It should start as early as possible and continue through our lives.” In the IT sector, AI is a huge business opportunity, but the technology is also transforming how suppliers operate. Workers in the IT sector will also have to learn to work with AI. Amrinder Singh, head of EMEA and APAC operations at Indian IT services firm Hexaware, told Computer Weekly that all the company’s staff, around 30,000, will be trained how to harness AI. He put it in startling terms the risks to workers that are not trained up. “We said that there is no future for single-skilled people,” he said. “Unless you are multi-skilled with domain understanding, as well as understanding how to use AI and technology, you will not survive.” Read more about GenAI

ParalegalBlizzard EntertainmentIrvine California 92618 United States of America1 hour agoApplyTeam Name:LegalJob Title:ParalegalRequisition ID:R025341Job Description:Job Title: ParalegalLocation: IrvineAt Blizzard Entertainment, we are dedicated to creating the most epic entertainment experiences…ever, driven by our core values and passion, Blizzard creates worlds with the focus to entertain the universe!We are looking for an experienced, motivated, and highly organized legal professional to join our in-house legal team as a Paralegal. You’ll partner with a close-knit team and staff across the business to draft contracts and other documents, review and clear marketing and promotional materials, and establish clear and responsive communication with internal and external clients.What You’ll DoDraft various types of contracts, including ‘Work for Hire’ agreements, services agreements, advertising insertion orders, voice-actor and talent agreements, music agreements, marketing agreements, promotional agreements, license agreements, and non-disclosure agreementsReview and clear marketing and promotional materials relating to Blizzard’s games and distribution platform, including advertising assets, email marketing messages, videos, and website and mobile application assetsAssist with the preparation of contest rules, affidavits of eligibility,y and releasesPrepare written communications to internal and external contactsPartner closely with the US legal team and business; liaise as needed with international colleaguesEnsure compliance and adherence to proper protocols in all matters related to contract drafting, validation, and record keepingTake on special projects and other duties as requestedRequirementsA Bachelor’s degree or equivalent work experienceA paralegal certificate from an ABA-accredited program5+ years of experience in a professional legal role, preferably in a contract management or paralegal roleExtensive experience drafting a variety of agreements with an emphasis on entertainment and intellectual property contracts and licensesSignificant experience reviewing and clearing marketing and promotional materialsExceptional legal research and analytical skillsThe ability to independently handle multiple projects simultaneously and under a deadlineExcellent written and oral communication skillsStrong critical-thinking skillsImpeccable organizational skills, time-management abilities, and attention to detailThe ability to act with discretion when handling confidential mattersCommon sense, good judgment, and a desire to work hard in a fast-paced environmentExperience and proficiency in the use of Microsoft Word, Excel, PowerPoint, and OutlookAdvantagesExperience as a legal professional in a video game, entertainment, or media companyInternational experienceA passion for video gamesYour PlatformBest known for iconic video game universes including Warcraft®, Overwatch®, Diablo®, and StarCraft®, Blizzard Entertainment, Inc. (www.blizzard.com), a division of Activision Blizzard, which was acquired by Microsoft (NASDAQ: MSFT), is a premier developer and publisher of entertainment experiences. Blizzard Entertainment has created some of the industry’s most critically acclaimed and genre-defining games over the last 30 years, with a track record that includes multiple Game of the Year awards. Blizzard Entertainment engages tens of millions of players around the world with titles available on PC via Battle.net®, Xbox, PlayStation, Nintendo Switch, iOS, and Android.Our WorldActivision Blizzard, Inc., is one of the world's largest and most successful interactive entertainment companies and is at the intersection of media, technology and entertainment. We are home to some of the most beloved entertainment franchises including Call of Duty®, World of Warcraft®, Overwatch®, Diablo®, Candy Crush™ and Bubble Witch™. Our combined entertainment network delights hundreds of millions of monthly active users in 196 countries, making us the largest gaming network on the planet!Our ability to build immersive and innovative worlds is only enhanced by diverse teams working in an inclusive environment. We aspire to have a culture where everyone can thrive in order to connect and engage the world through epic entertainment. We provide a suite of benefits that promote physical, emotional and financial well-being for ‘Every World’ - we’ve got our employees covered!The videogame industry and therefore our business is fast-paced and will continue to evolve. As such, the duties and responsibilities of this role may be changed as directed by the Company at any time to promote and support our business and relationships with industry partners.We love hearing from anyone who is enthusiastic about changing the games industry. Not sure you meet all qualifications? Let us decide! Research shows that women and members of other under-represented groups tend to not apply to jobs when they think they may not meet every qualification, when, in fact, they often do! We are committed to creating a diverse and inclusive environment and strongly encourage you to apply.We are committed to working with and providing reasonable assistance to individuals with physical and mental disabilities. If you are a disabled individual requiring an accommodation to apply for an open position, please email your request to accommodationrequests@activisionblizzard.com. General employment questions cannot be accepted or processed here. Thank you for your interest. <We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, gender identity, age, marital status, veteran status, or disability status, among other characteristics.RewardsWe provide a suite of benefits that promote physical, emotional and financial well-being for ‘Every World’ - we’ve got our employees covered! Subject to eligibility requirements, the Company offers comprehensive benefits including:Medical, dental, vision, health savings account or health reimbursement account, healthcare spending accounts, dependent care spending accounts, life and AD&D insurance, disability insurance;401(k) with Company match, tuition reimbursement, charitable donation matching;Paid holidays and vacation, paid sick time, floating holidays, compassion and bereavement leaves, parental leave;Mental health & wellbeing programs, fitness programs, free and discounted games, and a variety of other voluntary benefit programs like supplemental life & disability, legal service, ID protection, rental insurance, and others;If the Company requires that you move geographic locations for the job, then you may also be eligible for relocation assistance.Eligibility to participate in these benefits may vary for part time and temporary full-time employees and interns with the Company. You can learn more by visiting https://www.benefitsforeveryworld.com/ .In the U.S., the standard base pay range for this role is $26.83 - $49.63 Hourly. These values reflect the expected base pay range of new hires across all U.S. locations. Ultimately, your specific range and offer will be based on several factors, including relevant experience, performance, and work location. Your Talent Professional can share this role’s range details for your local geography during the hiring process. In addition to a competitive base pay, employees in this role may be eligible for incentive compensation. Incentive compensation is not guaranteed. While we strive to provide competitive offers to successful candidates, new hire compensation is negotiable. Create Your Profile — Game companies can contact you with their relevant job openings. Apply