Tech News
Rigid work models won’t survive AI. Here’s what will

Artificial intelligence, automation, and digital connectivity are fundamentally reshaping how work is organized. Despite this, corporate workplaces, due to how they’re structured, are struggling to keep up.
According to EY, the average lifespan of an S&P 500 company has plummeted from over 65 years in the 1940s to just 15 years today. The speed of technological progress is outpacing the adaptability of our work systems, many of which are designed for a slower and more predictable era. Businesses that once thrived on longevity and stability must now embrace agility, continuous learning, and dynamic workforce models.
As newly emerging technologies like AI continue to evolve, human-AI collaboration, sustainability, and deeper integration of technology with human ingenuity will become increasingly important in the workforce. The mandate for business leaders is clear: Organizations must move beyond outdated hierarchies and rethink work structures in a way that empowers both people and machines.
The industrial revolution moved slowly. This one won’t
The integration of AI-based technologies is already influencing the work humans do and how they do it. Mustafa Suleyman, the CEO of Microsoft AI, coined the term “artificial capable intelligence” (ACI), which is the point at which AI can solve complex problems without human input. Within the next couple of years, we are likely to see the rise of AI agent swarms and multiple autonomous systems working together to achieve successful outcomes.
This doesn’t mean humans will become obsolete, but the role of human oversight is shifting from task execution to resource allocation and strategy. Dan Shipper, CEO of Every, calls this shift a move from the knowledge economy to the allocation economy, which he defines as “how well you can allocate and manage the resources to get work done.” Rather than simply managing work, people will need to learn how to best allocate work to AI and then manage and audit it. This is a new way to think about work for the majority of workers today.
Unfortunately, the cumbersome way today’s corporations are structured makes it difficult for them to continuously upskill their workforces in lockstep with technology advancements. Organizations are wired for efficiency and scalability, not for learning and adaptability. And, the current labor market dynamics are only exacerbating this AI skills challenge.
A radically new labor market
The U.S. labor market is undergoing a profound transformation, reshaping the way we think about work and employment. While job growth remains steady, there are significant shifts in workforce participation and hiring practices. Labor force participation is lagging behind pre-pandemic levels, with millions of working-age adults choosing not to actively engage in the workforce. Many of these individuals have left due to skill mismatches, lack of training opportunities, or changing priorities in the wake of the pandemic.
Partly as a result, businesses are increasingly facing a skills gap that’s compounded by the number of job openings outpacing the available talent. In fact, there are currently 9 million job openings in the U.S., but the number of unemployed individuals actively seeking work remains much lower, highlighting the disconnect between employer needs and workforce availability.
This shift is further driven by the rise of freelance and contingent work, which is rapidly becoming a mainstream career choice. Today, nearly 40% of the U.S. workforce is engaged in contract or freelance work, a number that is expected to reach 50% by 2050. This trend is especially pronounced among younger generations, such as Gen Z, who are increasingly gravitating toward portfolio careers instead of traditional full-time roles. At the same time, the hiring process has become more impersonal, with automation and ghosting trends leaving job seekers frustrated. As businesses struggle to navigate these dynamics, workforce participation continues to evolve in ways that challenge both employers and employees alike, demanding a new approach to talent acquisition and retention.
Skills-driven guilds as the future of work
As AI adoption accelerates, traditional corporate training programs are proving too slow and misaligned with real-world demands. Meanwhile, companies still rely on full-time employment models that fail to support today’s increasingly independent and project-based workforce.
The solution? Skills-driven guilds (SDGs).
SDGs function as modern, tech-enabled talent ecosystems that bring together workers, businesses, and educational resources into specialized communities. Unlike traditional hiring, SDGs provide a structured yet flexible career framework, where professionals continuously upskill and connect with new opportunities, while businesses tap into expert talent exactly when they need it.
Upwork’s recent qualitative research with Wikistrat invited a group of 20 experts to forecast how work structures are likely to evolve through 2030. One area of consensus involved the notion that companies will have fewer full-time employees and more freelancers who they hire for specific skills and limited projects. However, the experts acknowledged that assembling these teams will require the development of new talent management systems that are low-friction, trustworthy, and transparent. As work becomes more dynamic and project-based, rigid corporate structures are failing to support workers or businesses effectively.
How skills-driven guilds work in practice
A skills-driven guild operates much like a work marketplace, but with built-in training, trust, and ongoing engagement. Today, platforms like Upwork already function as proto-SDGs by offering businesses access to specialized freelance talent on demand.
Here’s what makes SDGs different:
- Verified, high-quality talent: Workers in SDGs demonstrate their expertise through past projects, AI-driven assessments, and peer reviews—not just traditional degrees or résumés.
- Continuous learning and upskilling: SDGs offer a structured learning path, where professionals train in high-demand skills alongside real-world work, often in partnership with companies or training providers.
- Community-driven knowledge sharing: Members gain access to mentorship, career resources, and industry connections, similar to traditional professional guilds—but without being tied to a single employer.
- Faster hiring and reduced friction: Businesses instantly match with the right professionals and integrate them into projects seamlessly, cutting down the time and cost of hiring.
Who pays for a guild? Why would companies invest?
The economics of SDGs work differently than traditional employment. Instead of long-term contracts and overhead costs, businesses pay for access to curated, highly skilled talent only when needed. A couple different models could include:
- Enterprise-sponsored guilds: Large organizations could fund guilds in exchange for preferred access to top professionals in AI, engineering, or creative fields.
- Freelancer-driven guilds: Independent professionals contribute to a guild for networking, training, and job opportunities, similar to professional associations.
Companies that invest in SDGs not only secure a pipeline of skilled workers but also gain a strategic advantage—future-proofing their workforce against technological disruptions while maintaining agility in a rapidly evolving market.
Building an AI-empowered workforce that thrives
The shift toward more flexible, skills-driven employment is already underway. Forward-thinking organizations are embracing fractional executive roles, AI-assisted workforce augmentation, and talent marketplaces to stay competitive. Those who invest in skills-driven guilds will not only attract the best talent but also future-proof their workforce for decades to come.
The organizations that thrive will be those that see skilling as an ongoing journey, not a one-time event. Workers who continuously adapt and upskill will lead the next wave of innovation, ensuring economic resilience in an era of rapid disruption.
The question is no longer if the traditional corporation will evolve, but how quickly leaders are willing to build a skills-based, networked future of work.
The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.
This story was originally featured on Fortune.com
Tech News
How news organizations should overhaul their operations as the gen AI threatens their livelihoods

Hello and welcome to Eye on AI. In this edition…The news media grapples with AI; Trump orders U.S. AI Safety efforts to refocus on combating ‘ideological bias’; distributed training is gaining increasing traction; increasingly powerful AI could tip the scales toward totalitarianism.
AI is potentially disruptive to many organizations’ business models. In few sectors, however, is the threat as seemingly existential as the news business. That happens to be the business I’m in, so I hope you will forgive a somewhat self-indulgent newsletter. But news ought to matter to all of us since a functioning free press performs an essential role in democracy—informing the public and helping to hold power to account. And, there are some similarities between how news executives are—and critically, are not—addressing the challenges and opportunities AI presents that business leaders in other sectors can learn from, too.
Last week, I spent a day at an Aspen Institute conference entitled “AI & News: Charting the Course,” that was hosted at Reuters’ headquarters in London. The conference was attended by top executives from a number of U.K. and European news organizations. It was held under Chatham House Rules so I can’t tell you who exactly said what, but I can relay what was said.
Tools for journalists and editors
News executives spoke about using AI primarily in internally-facing products to make their teams more efficient. AI is helping write search engine-optimized headlines and translate content—potentially letting organizations reach new audiences in places they haven’t traditionally served, though most emphasized keeping humans in the loop to monitor accuracy.
One editor described using AI to automatically produce short articles from press releases, freeing journalists for more original reporting, while maintaining human editors for quality control. Journalists are also using AI to summarize documents and analyze large datasets—like government document dumps and satellite imagery—enabling investigative journalism that would be difficult without these tools. These are good use cases, but they result in modest impact—mostly around making existing workflows more efficient.
Bottom-up or top-down?
There was active debate among the newsroom leaders and techies present about whether news organizations should take a bottom-up approach—putting generative AI tools in the hands of every journalist and editor, allowing these folks to run their own data analysis or “vibe code” AI-powered widgets to help them in their jobs, or whether efforts should be top-down, with the management prioritizing projects.
The bottom-up approach has merits—it democratizes access to AI, empowers frontline employees who often know the pain points and can often spot good use cases before high-level execs can, and frees limited AI developer talent to be spent only on projects that are bigger, more complex, and potentially more strategically important.
The downside of the bottom-up approach is that it can be chaotic, making it hard for the organization to ensure compliance with ethical and legal policies. It can create technical debt, with tools being built on the fly that can’t be easily maintained or updated. One editor worried about creating a two-tiered newsroom, with some editors embracing the new tech, and others falling behind. Bottom-up also doesn’t ensure that solutions generate the best return on investment—a key consideration as AI models can quickly get expensive. Many called for a balanced approach, though there was no consensus on how to achieve it. From conversations I’ve had with execs in other sectors, this dilemma is familiar across industries.
Caution about jeopardizing trust
News outfits are also being cautious about building audience-facing AI tools. Many have begun using AI to produce bullet-point summaries of articles that can help busy and increasingly impatient readers. Some have built AI chatbots that can answer questions about a particular, narrow subset of their coverage—like stories about the Olympics or climate change—but they have tended to label these as “experiments” in order to help flag to readers that the answers may not always be accurate. Few have gone further in terms of AI-generated content. They worry that gen AI-produced hallucinations will undercut trust in the accuracy of their journalism. Their brands and their businesses ultimately depend on that trust.
Those who hesitate will be lost?
This caution, while understandable, is itself a colossal risk. If news organizations themselves aren’t using AI to summarize the news and make it more interactive, technology companies are. People are increasingly turning to AI search engines and chatbots, including Perplexity, OpenAI’s ChatGPT, and Google’s Gemini and the “AI Overviews” Google now provides in response to many searches, and many others. Several news executives at the conference said “disintermediation”—the loss of a direct connection with their audience—was their biggest fear.
They have cause to be worried. Many news organizations (including Fortune) are at least partly dependent on Google search to bring in audiences. A recent study by Tollbit—which sells software that helps protect websites from web crawlers—found that clickthrough rates for Google AI Overviews were 91% lower than from a traditional Google Search. (Google has not yet used AI overviews for news queries, although many think it is only a matter of time.) Other studies of click through rates from chatbot conversations are equally abysmal. Cloudflare, which is also offering to help protect news publishers from web scraping, found that OpenAI scraped a news site 250 times for every one referral page view it sent that site.
So far, news organizations have responded to this potentially existential threat through a mix of legal pushback—the New York Times has sued OpenAI for copyright violations, while Dow Jones and the New York Post have sued Perplexity—and partnerships. Those partnerships have involved multiyear, seven-figure licensing deals for news content. (Fortune has a partnership with both Perplexity and ProRata.) Many of the execs at the conference said the licensing deals were a way to make revenue from content the tech companies had most likely already “stolen” anyway. They also saw the partnerships as a way to build relationships with the tech companies and tap their expertise to help them build AI products or train their staffs. None saw the relationships as particularly stable. They were all aware of the risk of becoming overly reliant on AI licensing revenue, having been burned previously when the media industry let Facebook become a major driver of traffic and ad revenue. Later, that money vanished practically overnight when Meta CEO Mark Zuckerberg decided, after the 2016 U.S. presidential election, to de-emphasize news in people’s feeds.
An AI-powered Ferrari yoked to a horse cart
Executives acknowledged needing to build direct audience relationships that can’t be disintermediated by AI companies, but few had clear strategies for doing so. One expert at the conference said bluntly that “the news industry is not taking AI seriously,” focusing on “incremental adaptation rather than structural transformation.” He likened current approaches to a three-step process that had “an AI-powered Ferrari” at both ends, but “a horse and cart in the middle.”
He and another media industry advisor urged news organizations to get away from organizing their approach to news around “articles,” and instead think about ways in which source material (public data, interview transcripts, documents obtained from sources, raw video footage, audio recordings, and archival news stories) could be turned into a variety of outputs—podcasts, short form video, bullet-point summaries, or yes, a traditional news article—to suit audience tastes on the fly by generative AI technology. They also urged news organizations to stop thinking of the production of news as a linear process, and begin thinking about it more as a circular loop, perhaps one in which there was no human in the middle.
One person at the conference said that news organizations needed to become less insular and look more closely at insights and lessons from other industries and how they were adapting to AI. Others said that it might require startups—perhaps incubated by the news organizations themselves—to pioneer new business models for the AI age.
The stakes couldn’t be higher. While AI poses existential challenges to traditional journalism, it also offers unprecedented opportunities to expand reach and potentially reconnect with audiences who have “turned off news”—if leaders are bold enough to reimagine what news can be in the AI era.
With that, here’s more AI news.
Jeremy Kahn
jeremy.kahn@fortune.com
@jeremyakahn
Correction: Last week’s Tuesday edition of Eye on AI misidentified the country where Trustpilot is headquartered. It is Denmark. Also, a news item in that edition misidentified the name of the Chinese startup behind the viral AI model Manus. The name of the startup is Butterfly Effect.
This story was originally featured on Fortune.com
Tech News
How to watch the First Four of the 2025 NCAA Tournament for free—and without cable

- The First Four games of the NCAA Tournament are being held Tuesday and Wednesday, March 18 and 19. They’re an appetizer, of sorts, for the first round of March Madness, one of the most anticipated basketball tournaments of the year.
Selection Sunday is behind us. Now it’s time for March Madness to get underway. (Sorry, HR directors!)
The NCAA Tournament is one of the highlights of spring and while the Round of 64 will get underway later this week, fans will get an appetizer starting tonight with the First Four games.
This matchup sees the four lowest-seeded automatic qualifiers and the four lowest-seeded at-large teams face off in an attempt to make it to the official tournament. It’s where Cinderella stories are born and where longshot bets can pay off (though rarely do).
Here’s a look at who’s playing in the First Four—and some options to watch them.
What is the schedule for the NCAA Tournament’s First Four games?
Here’s who’s playing in the First Four.
Tuesday, March 19
St. Francis vs. Alabama State, 6:40 p.m. ET on TruTV
UNC vs. San Diego State, 9:10 p.m. ET on TruTV
Wednesday, March 20
Mt. St. Mary’s vs. American, 6:40 p.m. ET on TruTV
Xavier vs. Texas, 9:10 p.m. ET on TruTV
How can I watch the First Four games for free?
Ok, here’s the bad news. None of the First Four games will be broadcast over the air, meaning you’ll need either a cable subscription or a streaming service to watch. Many streaming services have done away with free trials, but a few remain. See below for details.
Can I watch the 2025 First Four games online?
Yep! Here are a few other options.
Max
The one-time HBO Max doesn’t have a free trial, unfortunately. Subscriptions start at $9.99 per month.
Disney+
Disney’s bundle of Disney+, Hulu and ESPN+ no longer has a free trial, so you’ll have to pay $17 per month for all three combined (or $30 per month for no ads on Hulu).
Including Live TV in the bundle bumps the price to $77 per month ($90 with no ads).
Hulu with Live TV
The free trial on this service lasts three days. Afterward, it will cost you $77 per month.
YouTubeTV
After a free trial, you can expect monthly charges of $73.
Sling TV
Dish Network’s Sling lower-tiered “Orange” plan will run you $40 per month. Adding the more comprehensive “Blue” plan bumps the cost to $55 per month. The seven-day free trial has disappeared, unfortunately.
DirecTV Stream
Formerly known as DirecTV Now, AT&T TVNow and AT&T TV, this oft-renamed streaming service will run you $80 per month and up after the free trial option.
Fubo TV
This sports-focused cord-cutting service carries broadcast networks in most markets. There’s a seven-day free trial, followed by monthly charges of $80 and up, depending on the channels you choose.
Can I watch any March Madness games on Amazon Prime Video?
No. March Madness do not stream on Amazon, unless you purchase a subscription to a streaming service.
This story was originally featured on Fortune.com
Tech News
Cathie Wood says most memecoins will end up ‘worthless’

Most of the so-called memecoins that are flooding the $2.6 trillion cryptocurrency space will probably end up “worthless,” according to Cathie Wood.
The combination of blockchain technology and artificial intelligence is creating “millions” of meme cryptocurrencies that “are not going to be worth very much,” the ARK Investment Managment LLC founder and CEO told Bloomberg Television on Tuesday, adding that her private funds are not putting money into these coins.
Memecoins are a type of digital asset often inspired by jokes, current events or trends in popular culture. In February, the US Securities and Exchange Commission said memecoins are not considered securities so they will remain unregulated.
“If I have one message for those listening who are buying memecoins: buyer beware,” said Wood. “There’s nothing like losing money for people to learn, and they’ll learn that the SEC and regulators are not taking responsibility for these memecoins.”
This story was originally featured on Fortune.com
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