AI should empowerpeople, not replace us.

Webex Contact Center will introduce enhancements to the Real-Time Assist experience with newer AI models, prompt refinements, higher-quality transcriptions, and ongoing optimizations designed to improve the overall user experience.

These enhancements help Real-Time Assist provide more context-aware suggestions, support configured actions more effectively, and deliver a smoother real-time experience for agents.

Salesforce just put a price tag on AI agents: $0 until one actually resolves a case.

Rolling out in the Summer '26 release (GA July 2026), the new Agentforce Help Agent only charges per resolution — not per conversation, not per seat. That's a quiet but huge shift: vendors are now betting their revenue on whether the agent actually works.

What it means for you:

→ The risk of "AI theatre" drops — you pay for outcomes, not demos.
→ But it raises the bar on *your* setup: outcome-based pricing only pays off if your agent can reach real systems and resolve, not deflect.
→ The bottleneck moves from "should we try agents?" to "is our service data + workflow ready for them to act?"

Our take: outcome-based pricing is the best thing to happen to enterprise AI buyers in a while — it aligns the vendor with you. Just don't let "deploys in minutes" fool you into skipping the integration work that makes resolutions possible.

Are you ready to pay per resolution — or would your current setup leave the agent stuck at step one?

#Aptclouds #Agentforce #Salesforce #CustomerService #EnterpriseAI

🚀 AI Recruiter Playbook | Day 1

Most recruiters use AI to write job descriptions.

I use AI to think like a strategic sourcing partner.

One prompt has saved me hours of manual research.

Prompt:

"Act as a Senior Technical Recruiter. Analyze the following job description and provide:
1. The must-have technical skills.
2. The nice-to-have skills.
3. Similar job titles to search.
4. A LinkedIn Boolean string.
5. A GitHub search strategy.
6. Five screening questions.
7. A personalized candidate outreach message.
8. The biggest hiring challenges for this role."

Instead of starting from scratch, I start with a structured hiring plan.

💡 AI won't replace recruiters.

Recruiters who know how to use AI effectively will have an edge over those who don't.

What's your favorite AI prompt for recruiting?

Comment "PROMPT" and I'll share more AI recruiting prompts in this series.

#AIRecruiterPlaybook #TechnicalRecruiter #TalentAcquisition #Recruitment #Hiring #GitHub #BooleanSearch #GenerativeAI #TechHiring #RecruiterLife

Today I’m excited to announce we’re officially launching Arbi.

For the last 18 months, Neuroscale AI has been building the most advanced AI recruiting platform, designed to fill your toughest roles.

With Arbi, you can:

• Source globally with autonomous agents & natural language that’s built to understand you, and learn from you.
• Evaluate thousands of profiles in seconds with explainable citations and references.
• Create personalized outreach sequences with full automation across email & social.
• Interview thousands of candidates with human precision & a new paradigm of quality.

Recruiting will always be uniquely human, so let Arbi take care of the rest.

In the next 4 weeks we’re shipping technical interviews, instant background checks, citizenship visibility, visa statuses, fraud prevention, inbound recruiting, and that’s not even half of it.

Arbi isn’t another sourcing tool wrapper pretending to be a talent solution. And we’re not a glorified AI interview notetaker with people search strapped on.

Arbi has benchmarked 93% matching accuracy. Our sourcing sweeps competitors who’ve raised 1000x what we have, and still continue to ship a half baked point solution.

Juicebox: 77%. Metaview: Doesn't matter, takes ages to find one profile.

We did this with a fraction of their funding. Which either means they built it wrong, or we built it better. It’s probably both.

A sourcing tool is not a recruiting platform. A notetaker that takes 15 minutes to give you a list of candidates, is not a recruiting platform.

Hiring that’s left in the hands of fractional recruiting tools is not hiring. It’s guesswork.

And as you’re reading this, you’ve probably come to the realization that you have no reason to take my word for it.

So just try it yourself for free at https://neuroscale.ai to start hiring on autopilot.

P.S. Tag a friend and i’ll send 50% off your first month*

STOP talking that AI will replace recruiters.
Every few weeks someone sends me an article about AI replacing recruiters. I read them, and then I go back to work - because the job hasn’t gotten smaller.
Here’s what changed. AI tools now do the part of recruiting that was always mechanical: scanning thousands of profiles, matching keywords, flagging candidates who technically fit a job description. I use these tools every day to map passive candidates . It’s faster than it’s ever been. Sourcing that used to take a week now takes an afternoon.
But sourcing was never the hard part. It was just the visible part.
A recent search for an Operational Director in China made that clear. On paper, it looked like exactly the kind of role AI tools should crack open - a defined function, a specific market, a searchable skill set. I ran every tool I had. And the honest truth is: it barely moved the needle. The strongest candidate in that search didn’t come from an algorithm surfacing a hidden profile - he came from a referral inside my network, someone who’d worked alongside him and could vouch for how he actually operates under pressure, not just what his title said. AI helped me organize the search. It didn’t do the search.
Here’s what AI still can’t do - and what actually determines whether a placement works:
It can’t read a room. A candidate’s CV can match every requirement on paper and still be wrong for a team that moves fast and argues openly, if that person needs structure and consensus to do their best work. That’s not a data problem. That’s years of pattern recognition about how people actually behave under pressure, not how they describe themselves in an interview.
It can’t sense hesitation before it becomes a “no.” The best candidates rarely reject an offer outright. They go quiet. They ask a question that sounds administrative but isn’t. A tool sees an open pipeline. A recruiter who’s done this for years hears the shift and picks up the phone before the silence becomes final.
So no - AI hasn’t replaced recruiters. What it’s done is remove the cover that recruiting used to hide behind. When sourcing was slow and manual, being “busy” looked like being effective. Now that the mechanical part is fast, what’s left is the part that was always the actual job: judgment, timing, and the ability to manage people through the most unstable moment in their professional life — the decision to leave one employer for another.
That’s not a prompt. That’s the work.