For many, high summer is a time of vacations, road trips, beach days, and other excuses to maybe work just a little less than usual.
While not often a season associated with the relentless grind of job-seeking, career-advancing, tech talent shenanigans, there has nonetheless been some interesting headlines in recent weeks.
Let’s check out what wisdom the experts have been dispensing.
On AI
Professional work “is now being shaped by AI,” says one prominent Canadian chief executive officer.
Steve Hasker, CEO of Thomson Reuters, believes “those who fail to adapt risk being left behind,” which could be a problem given that Canada is currently dropping the ball.
At the intersection of AI and talent, Hasker sees an opportunity for “empowering professionals not just to be more productive, but to remain relevant.” It’s not about AI replacing jobs, but about the tech unlocking a new toolkit of skills to master and a fresh framework for productivity, he says.
Coinbase, meanwhile, says it is leveraging AI to “humanize” the process of hiring talent.
“While some worry AI will dehumanize the hiring process, we believe the opposite,” says L.J. Brock, who serves the blockchain blockbuster as Chief People Officer.
One way that Coinbase is utilizing AI to capture ideal talent is using the tech to help screen an overwhelming number of job applicants.
In 2024, Coinbase received 1.7 million applications. In response, Coinbase developed an in-house application review tool that sorts and prioritizes relevant experience and skills using AI.
Coinbase is also planning to introduce AI-powered phone-based interviews and automated interview scheduling.
Brock admits that disruption will be part of the change—recruiter roles are “evolving fast,” for example—but is convinced that AI has the ability to “build depth and breadth in our selection process.” According to him, the future of both talent acquisition and job-hunting “belongs to those who embrace this evolution, level up, and lead with human insight, powered by technology.”
On the downside, however, Canada recently ranked poorly for AI literacy.
Which brings us to our next topic…
On Upskilling
In 2025, just 24% of Canadians report having received AI training, compared to 39% globally.
These results suggest that “AI training and education is necessary for all Canadians,” according to Stephanie Terrill, who serves KPMG as Canadian Managing Partner for Digital and Transformation.
“With more education, we will all be able to use AI more confidently and safely, and adoption will grow,” Terrill affirms. “When AI adoption grows, innovation and productivity growth will follow.”
But AI is not the only skill the workforce of the future needs to master.
For example, Foresight Canada’s Advanced Manufacturing Engineers Upskilling Program set its crosshairs on equipping engineers with specialized skills for sustainable manufacturing in Canada’s evolving sector.
“The program is free for all participants with the goal of scaling our cleantech workforce and accelerating the growth of high-potential cleantech firms,” stated Foresight.
AME-UP offers a blend of hands-on experience, industry-specific training, and real-world project work with cleantech employers. Participants learn to create a technology development roadmap and intellectual property strategy; understand steps for turning technology into a marketable product; and improve sales skills and job searching skills.
Vancouver nonprofit Zero Emissions Innovation Centre says that a consistently top-of-mind concern for many in Canada’s clean economy is a lack of talent to fill important roles.
ZEIC’s Sustainable Workforce Coalition, which consists of dozens of industry partners, aims to help fill the void.
Alongside The Future Skills Centre, ZEIC’s SWC is working to create “real, tangible pathways into BC’s clean economy.”
Building “a just and sustainable future depends on equipping people with the knowledge, tools, and support to take meaningful climate action through their work,” says Tamara McConnell, chief executive officer of the Academy for Sustainable Innovation.
“These pathways will empower young, new, and transitioning workers with clear, actionable information and help employers meet the urgent demand for talent within transition to a clean economy in BC,” said McConnell.
Regardless of sector, upskilling is not a one-size-all solution. In fact, poor implementation can create a “growing divide between intent and impact,” according to a recent “State of Upskilling” report from Absorb Software.
“Upskilling is no longer a nice-to-have—it’s a business imperative,” explains Absorb chief executive officer Kimberly Williams. “But intent alone doesn’t move the needle.”
What is needed, says Williams, is “strategic learning.”
The CEO describes strategic learning as “a system built to scale, adapt, and prove impact.”
But many organizations lack the resources to deliver, Absorb’s report found, with more than one-third lack the tools to operationalize upskilling ambitions.
There’s also an “agility gap,” according to the Calgary-based company, which notes that just 10% of organizations actively upskill workforces in response to shifting business needs.
Which brings us back to our original topic: AI. The rapidly rising technology may prove key to enabling upskilling at scale, according to Saravana Sivanandham, who serves as Chief Marketing Officer at Absorb Software.
“At Absorb, we’re using AI to gain a deeper understanding of the unique roles, skills, competencies, and learning paths that vary across organizations,” the CMO noted. “This AI-driven approach helps overcome executional challenges and ensures upskilling efforts deliver measurable impact for our customers.”
