No More "IT Departments"

Takeda's Big IT Breakup, Salesforce Bets Big on AI while others slash jobs and Your Social Media Posts Might Cost You the Job

Author

The Deputy
November 14, 2024

“Those who cannot change their minds cannot change anything."

George Bernard Shaw

Before you READ further, use promo code “WFHCoffee” and get 20% off any bag of freshly roasted Sumato Coffee. ☕️

In today’s email:

  • Job News:  Takeda’s Big IT Breakup: No More “IT Departments”

  • Overheard at coffee: Salesforce Bets Big on AI (While Others Slash Jobs)

  • Trending AI News: Generative AI: A Tug-of-War in the Executive Ranks

  • Hot Jobs: (keep scrolling down ⬇️)

  • Recruiting Fails: Your Social Media Posts Might Cost You the Job ❌

Job News

When Gabriele Ricci stepped into his role as Chief Data and Technology Officer at Takeda Pharmaceuticals, he did something radical: he axed the term “IT department.”

Why? Because Ricci doesn’t see technology as a back-office support system. “We don’t use the word IT anymore,” he says. “We truly believe our function is a business function.”

It’s not just semantics—Takeda has restructured its entire tech operation under Ricci’s leadership. Reporting directly to the CEO (instead of the CFO like his predecessor), Ricci positioned technology as a strategic player in the C-suite, ensuring it drives business outcomes.

Goodbye Contractors, Hello Digital Factories

Three years ago, Takeda outsourced 80% of its tech needs. Ricci flipped the script, hiring thousands of engineers, data scientists, and architects and planting them in “digital factories” in India, Mexico, and Slovakia. These hubs co-develop tech solutions with Takeda’s business functions, creating what Ricci calls a “scientific and digital pipeline in symbiosis.”

Translation? Tech isn’t a separate entity anymore—it’s embedded in the core of Takeda’s business.

Invest or Risk Obsolescence

Pharma isn’t what it used to be. Rising costs, macroeconomic instability, and sky-high customer expectations have created a perfect storm. Ricci’s advice? Innovate or die.

“If you’re not investing now in digital transformation, you risk your existence,” he warns.

That’s why Takeda has gone all-in on upskilling, offering training on everything from AI to new tech tools. Over half of its employees have taken courses (available in 100+ languages), and generative AI is front and center.

AI Gets Personal: Meet myAibou

Takeda’s generative AI chatbot, myAibou (Japanese for “companion”), is already helping 24,000 employees with content creation, summarizing, and other tedious tasks. But that’s just the tip of the AI iceberg.

From R&D to supply chain, Takeda is using AI models from heavyweights like Microsoft, OpenAI, and AWS, while also building proprietary tools for areas where it wants a competitive edge. Ricci calls this a “mix-and-match” approach, using specialized models for specific needs—like combining text generation, image processing, and multi-dataset analysis.

His mantra? “There’s not a model that fits all.” The secret sauce lies in orchestrating multiple models to achieve precision and innovation.

The Deputy Take

Takeda’s reinvention is a masterclass in making tech a business driver, not a support act. By embedding technology into its DNA, the company is positioning itself to thrive in an increasingly volatile industry.

For companies stuck in IT silos or dragging their feet on AI, here’s the message: evolve now, or risk becoming irrelevant. And maybe, just maybe, stop calling it “IT.”

Stay innovative.

Overheard at coffee ☕️

In a year when tech giants like Apple, Google, and SAP have shed thousands of jobs to realign for an AI-driven world, Salesforce is flipping the script. The business software heavyweight just announced plans to hire over 1,000 employees to push its generative AI agent strategy.

Why the bold move? Salesforce is betting big on AI tools that can handle tasks like customer support and sales development—all with minimal human input. These hires are part of a broader play to capitalize on the growing demand for AI-powered solutions, positioning Salesforce as a leader in this transformative space.

While layoffs dominate the headlines, this staffing surge shows where the market is headed. AI isn’t just a buzzword; it’s becoming a core business driver. Salesforce is banking on this momentum to future-proof its strategy.

The takeaway? If you’re a professional with AI skills—or even just curious—it might be time to pivot. Because the future of work isn’t just automated; it’s AI-enabled.

🚀 Generative AI might be the hottest tech topic of the decade, but not everyone in the executive suite is on the same page. A study by Publicis Sapient highlights a split between the C-suite and the V-suite (VPs, SVPs, and other near-the-top execs) when it comes to AI’s potential and risks.

Here’s the breakdown:

• The C-suite: Over half see generative AI as a game-changer for customer service, sales, and marketing. But they’re also more cautious—51% rank AI’s risks and ethical concerns above other emerging tech.

• The V-suite: They’re less hyped about AI for customer-facing roles but are all-in on its potential to revolutionize operations, HR, and finance. Ethical worries? Only 23% are sweating it compared to their bosses upstairs.

The tension boils down to perspective. The C-suite is eyeing the big picture—balancing innovation with reputation. The V-suite, closer to the grind, sees AI as the efficiency booster their departments need yesterday.

For companies diving into generative AI, the lesson is clear: get your leadership aligned. Miscommunication between these layers could stall progress—or worse, create gaps in your strategy.

Stay ahead.

🔥 Hot Jobs - $1K Referral Fee

Recruiting Fails: The other day, during the final stretch of negotiations for a senior engineering candidate, the hiring manager decided to do a last-minute check—on social media. What they found wasn’t terrible, but one post criticizing a past recruiting experience made them overly critical of the candidate.

Let’s be real: social media is fair game for hiring managers, and even innocent posts can come back to haunt you. This candidate’s critique wasn’t out of line—it was honest and something the company could learn from. But that didn’t stop the manager from second-guessing their decision.

Candidates, here’s the deal:

If you’re frustrated with a hiring process, go to Glassdoor or other review sites—not social media. Fair or not, hiring managers will judge, and that venting session might cost you a job offer.

For employers: Instead of side-eyeing candidates who call out bad experiences, take it as feedback. If someone’s airing grievances, there’s likely truth to it. Learn from it and do better.

Sending good vibes that this candidate still gets the job. But let this be a reminder: in today’s world, your digital footprint is part of your resume.

Do you have recruiting Fail Stories? Reply with your epic fails – we'll feature them. Own your blunders, embrace vulnerability, and let's all level up together.

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