"AI in executive communications: Authenticity vs efficiency"

The Wall Street Journal recently profiled a growing group of “AI power users” — employees who are leveraging new tools to work faster, smarter, and with greater impact. In accounting and finance, this shift is becoming just as visible. Tasks that once took hours can now be automated, allowing professionals to focus on analysis, strategy, and client relationships. For clients, it highlights the importance of hiring adaptable, tech-forward talent. For candidates, it’s a reminder that learning how to use AI in day-to-day work can accelerate your career path. At 3 Bridge Networks, we’re seeing demand grow for finance professionals who combine technical skill with digital fluency. 💭 How do you see AI reshaping your work or your team in 2026? 👉 If you’re looking to hire forward-thinking accounting & finance talent — or to take the next step in your career — connect with us at info@3bridgenetworks.com Read more: https://lnkd.in/eXgnMmmM

Everyone is talking about the usage of AI in finance. Finance leaders say their teams lack the skills needed for the new AI enabled world. Yet, take a look at what is listed on job openings. Very few list ANY of the skills required to be successful in this new world.

AI is reshaping roles in finance and creating new growth opportunities. Learn how teams are expanding their skills, responsibilities and career paths. Read our blog: https://lnkd.in/eamZ2Btk #AIinFinance #AIinAccounting #FinanceStrategy

🤖 AI is already doing Performance Reviews, did you know? Hmm... HR professionals how do you feel about this? 🤔 From HR Morning Brew: At JPMorgan Chase, the dread of AI taking jobs is being offset by the joy of AI writing performance reviews. The bank is giving its employees the option of letting its in-house chatbot help author time-consuming year-end evaluations, according to the Financial Times. The shortcut of submitting prompts and receiving text from a chatbot has potential benefits for both reviewers and reviewees: AI tools can reduce writing time by 40%, per Boston Consulting Group. So if it normally takes an hour to write vague goals and objectives for the following year, that’s 24 minutes right back into your pocket to focus on your office fantasy football league work. Having more standardized feedback can reduce the perception of “playing favorites” or other biases, according to a management expert who spoke with Business Insider. Raise it: Per FT, JPMorgan says AI can’t be used for salary decisions, and employees are ultimately responsible for final submissions, so copy and paste at your own risk. Banking on it: CEO Jamie Dimon told Bloomberg that the company’s $2 billion annual investment in AI has already paid for itself and has been used to trim headcount. Goldman Sachs CEO David Solomon, however, told Axios that he doesn’t foresee Wall Street’s embrace of AI as a threat to the hiring of future junior bankers. ~written by HR Morning Brew 10/28/2025 #FutureOfWork #ArtificialIntelligence #HRTechnology #PerformanceReviews #TalentManagement #Innovation #DataDrivenLeadership #EmployeeDevelopment

TRICK OR TREAT? “We’re basically trying to speedrun 20 years of scientific progress in two years… Extraordinary advances in AI systems are happening every few months.” - Josh Batson, Anthropic research scientist, WSJ article, AI Workers Are Putting In 100-Hour Workweeks to Win the New Tech Arms Race, October 23 I remember working 80 hours a week back when I worked on Wall Street in NYC but what’s ironic is that these AI engineers are building the AI Agent Factories that could ultimately replace the investment bankers and lawyers for whom these intense work hours have always been the norm. As evidence of this, OpenAI has secretly hired over 100 former investment bankers from major firms to train ChatGPT to do their job. And this will soon happen in every industry. “But I can’t find a CEO that I’m talking to in any industry that is not focused on how they can reimagine and automate processes in their business to create operating efficiency and productivity. And that’s a really good thing for economic growth.” – David Solomon, CEO, Goldman Sachs, October 21 (youtube.com) While AI is turning out to be a “trick” for white-collar workers, it is a “treat” for shareholders who are excited about the new dystopian game of Corporate Musical Chairs. And it's gaining momentum. In the past week, three major corporations announced they would be taking the knife to 8–9% of their corporate workforce, with Amazon cutting 30,000 jobs, Target 1,800 and Molson Coors 400. When I started working on my secret project in April to alert professionals about what I warned my institutional investment clients about at the end of February, I thought the job cuts wouldn’t come for another year or two. But when headlines of the coming white-collar bloodbath hit the headlines in June, I realized that I needed to reimagine the next chapter. Out of my research, I came up with the idea that we need to reimagine human capital and created REIMAGINE: An Invitation to the New Renaissance to help professionals build what AI can’t replace. And mainstream media is now catching up to this idea: “Think Big: A 35-Year Finance Veteran Urges Gen Z to Start Their Own Businesses as Entry-Level Jobs Dry Up” – Business Insider article, October 26

Here's a real-world example of how a firm is adapting as AI reshapes jobs. Instead of eliminating roles, firms are pledging to elevate them. As David DeCelle, Co-Founder of WealthReach.ai and CEO of Model FA, shared, when AI freed up a receptionist from repetitive work, she trained to become an Enrolled Agent, expanding her firm’s tax services and career path. Matt Middleton highlights another perspective: with nearly 30% of the advisory workforce nearing retirement, AI presents an opportunity for firms to reimagine operations and address an industry-wide talent gap.

The accountant burnout is real. The talent shortage isn't helping. What if the answer wasn't just more people, but better tech? AI is stepping in to handle the grueling tasks, giving accountants the space to do more strategic work—the kind that reminds them why they chose this field in the first place. When people feel valued, they stick around. In a new clip from Blood, Sweat & Balance Sheets, Mike Whitmire and Andrew Moses, CPA discuss how AI can be a game-changer for talent retention. CrossCountry Consulting #Accounting #AI #TalentRetention #FutureofWork

AI isn’t about replacing people - it’s about giving them their jobs back. Somewhere along the way, every role got buried under admin. Salespeople became data entry clerks. Managers became inbox monitors. When our AI employees take on those repetitive tasks, teams start doing the work they were hired for again. That’s not disruption. That’s repair.

🚀 The biggest shift in hiring isn’t just speed — it’s moving from “Can someone do this job?” to “Can someone **navigate the new AI-first reality of work?” Yesterday I learned that 1 in 3 companies expect AI to run their entire hiring process by 2026. That’s not a prediction — it’s a transformation already happening. Here’s what that means for you as a recruiter, HR leader or hiring manager: ➡ Change your lens from efficiency to enrichment. AI can screen faster, schedule automatically, even score competenc https://lnkd.in/dMdQy-nW

The talent market isn’t just changing at the top. It’s also changing in the middle. Quickly and quietly... A few weeks ago, I spoke about “regulatory translation” becoming an unspoken part of senior job descriptions. But AI is reshaping expectations well beyond the C-suite. With 73% of employers expecting AI literacy to be a baseline requirement by 2026! This isn’t about hiring more data scientists - it’s about people who can use AI day-to-day - to drive decisions across finance, governance, change, risk, people, and operations... Would you now expect AI fluency from most candidates - or only certain roles?