What makes AI actually stick at a 750-person company

SummaryOn The WorkOps Podcast, Jean Parchewsky, VP of People Operations at Vendasta, makes a case most AI conversations miss: whether AI takes hold in your company is decided at the hiring table, not in the tooling budget. She traces it back to a training binder that optimized for terminations over hiring, the "hire slow, fire fast" principle she built in response, and the behavior-first "ideal employee profile" her team uses today. Then she shows how that same hiring discipline is what made AI adoption stick, through a citizen developer program, a searchable build board, and a culture where sharing your failures out loud is the norm. Essential listening for any People leader who has been asked to "roll out AI."Chapters00:00 Why Jean never planned a career in HR03:50 The binder that optimized for firing, not hiring06:00 Hire slow, fire fast07:30 The bar raiser: never interview hungry11:00 The ideal employee profile: hiring for behavior13:20 Why AI adoption is a culture problem14:10 Citizen developers and the build board18:30 Putting AI enablement in People Ops, not IT23:00 Pepper and the rise of AI "employees"26:00 One piece of advice: just jump inTakeawaysOptimizing HR for legal risk instead of the team can quietly cost you your best people.Hire slow and fire fast: spend your effort choosing the right person, and be honest quickly when it isn't working.Hiring for behaviors rather than skills builds the culture everything else depends on.Stalled AI adoption is usually a culture problem, not a tool problem.AI enablement belongs close to the work, in People Ops, where it becomes workflow change instead of better emails.Connect with the GuestLinkedIn: https://www.linkedin.com/in/jean-parchewsky/Website: https://www.vendasta.com/SponsorThis episode is brought to you by Kinfolk, the AI service desk built for HR.See more at kinfolkhq.com