AI is becoming a normal part of HR and business, but the way people use it is starting to create new challenges. The problem is not that AI is involved. The problem is when it is used carelessly without any personal effort or originality. As a CEO reviewing applications and proposals, I can instantly tell when something was generated and pasted without editing. It shows up in the tone, the spacing, and the lack of human judgment. AI should be a tool that supports your work, not something that replaces your responsibility to think and refine. If we want to grow with AI and not fall behind it, we have to learn how to use it correctly, apply our own voice, and take ownership of the final product.

Every employee has a story. We say that as if it’s simple, but the truth is, most stories are not neat or easy. They’re jagged, heavy, and often hidden beneath the surface where no one at work bothers to look.

We are constantly bombarded with headlines about the state of the workforce. “Unemployment is up.” “No one wants to work.” “Companies are desperate for talent.” And yet, thousands of job seekers are applying to roles that were never meant to be filled in the first place.

Let that sink in.

We are living in a strange contradiction. Job seekers are doing everything right. They are applying, tailoring their resumes, sending follow-ups, and still hearing nothing. Meanwhile, companies continue to post roles online with no intention of hiring. Whether it is to collect resumes, fulfill legal obligations, create an illusion of growth, or keep their brand visible, the result is the same: people are being misled.

This is not just an inconvenience. It is harmful.

In the wake of political transitions, it is common for misinformation to spread about how federal agencies like the Equal Employment Opportunity Commission operate. The EEOC plays a critical role in enforcing anti discrimination laws, and with each change in administration, many assume its mission or structure dramatically shifts. The truth is more stable than the headlines suggest.

Starting a nonprofit is one of the most powerful commitments a person can make. It often begins with a deep sense of purpose, a personal connection to a cause, or a clear need you have witnessed in your community. The mission drives everything. It is the reason people show up without pay, give up weekends, and pour their energy into something that may not bring financial return. But what many founders learn quickly is that the mission alone is not enough. Starting a nonprofit is not just about passion, it is about paperwork, structure, patience, and pressure.

Many organizations do not realize how much ground an audit actually covers. It is not just about financial records or spending reports. Auditors look closely at your policies, employee files, handbooks, board governance practices, and internal controls. They are looking for consistency, structure, and evidence that your nonprofit knows what it is doing and is operating in good faith. When even one of those elements is incomplete or outdated, it can trigger more scrutiny than most nonprofits are prepared for.

Stratum Labor Consulting - The Intro