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- Your AI Is Starving for Good Data
Your AI Is Starving for Good Data
Before companies can get real value from AI, they run into a more basic constraint: most of their data isn’t good enough yet.
Despite all the excitement surrounding large language models, Raman Achutharaman, the SVP of operations, AI and productivity at Applied Materials, emphasizes that the real frontier lies in scientific and engineering data. The publicly available corpus of information, research papers, and technical articles is often biased toward positive results and lacks the calibration needed for rigorous scientific work.
“You’ve got to generate your own data,” he said during a fireside chat at From Day One’s Silicon Valley conference.
To that end, Applied Materials is investing billions in a new research and development lab in Sunnyvale, California. The facility will help generate high‑quality data that will fuel the next generation of semiconductor innovation.
“Having data at the right rate, using AI to be able to solve complex problems, needs not just AI. You actually need a whole bunch of other things: engineering, physical infrastructure, and actual experiments,” he said.
The Quiet Giant of the Semiconductor Revolution
Applied Materials doesn’t manufacture the tech gadgets that have become part of our daily lives, like smartphones and laptops; instead, it builds the multi‑million‑dollar equipment that manufacturers use to produce the semiconductors inside them.
As Achutharaman said to Steve Koepp, co-founder and editor at From Day One, who moderated the conversation, a single advanced logic chip requires roughly 2,000 processing steps and three months to complete, despite being “a thousand times smaller than a human hair.” Founded in 1967, Applied Materials predates companies such as Apple and Intel in Silicon Valley and now employs more than 36,000 people globally.
The company’s immense global footprint, supercharged by the accelerating AI revolution, makes digital transformation an urgent directive. To help meet this objective, Achutharaman’s role was created specifically to unify an organization that had grown “very global” and “very vertical.” He frames his team as an “internal consulting arm,” a nimble force that’s embedded in the middle to drive collective growth and navigate the friction of cross‑functional execution.
A Different Approach to Innovation
When generative AI burst onto the scene, Achutharaman joined forces with the company's CIO and CTO to form a leadership trio that would charter the company's AI journey. Their guiding principle was to avoid using “AI for the sake of AI.” Instead, they focused on re‑engineering decades‑old workflows.
This mindset has led to a deliberate, problem‑centric rollout. The company established rigorous governance structures early on instead of unleashing every new tool on its workforce, addressing cybersecurity, intellectual property protection, and ethical concerns before any technology was deployed. “You’ve got to find what value you’re going to generate, and then which tech comes along the way,” he said.
READ MORE: CHOOSING THE RIGHT PROBLEMS TO SOLVE: IT’S NOT AI FOR SOMETHING, IT’S SOMETHING WITH AI →
RECENT EVENT HIGHLIGHTS
Verlinda DiMarino didn’t spend hours researching when her 86-year-old mother requested a New York birthday trip to see Broadway shows. She simply called her company’s travel concierge. “They take that work off the shoulders of our employees,” DiMarino, head of benefits at Liberty Mutual Insurance, said. “So they can basically function and be more productive in their work as well as in their life.” | Soha Kadam-Masudi recently sat down for a series of senior-level reference checks—and she barely picked up a pen. Microsoft Copilot recorded and summarized the calls, giving her back her full attention. “It was such a meaningful conversation because I was focusing on the questions and what was actually coming back as a reference,” said Kadam-Masudi, director of talent acquisition for Aramark Canada. |
The challenge of preparing the next generation of employees has been a personal mission for Monica Green, the global head of early careers and talent pipelines at State Street. She doesn’t just worry about the thousands of applicants her team vets annually, but also her college freshman son navigating the same landscape. “I tell him all the time: You need to start working on an internship for this summer,” she said. | “Don’t make assumptions about what a particular generation looks like,” said Susan Bridges Gilder, director of total rewards at Beiersdorf. “We need to get beyond labels and really need to get into what individual people need.” Gilder spoke on a panel about this topic at From Day One’s NYC benefits conference. Leaders discussed how they are supporting a workforce that spans several generations. |
Upcoming Webinars
May 5
Financial stress follows people everywhere, even at work, but employers have the opportunity to help employees navigate it. Join SoFi at Work for a fireside chat with their lead financial planner as we explore how our team supports members and employees through personalized guidance and modern financial wellness strategies. We will discuss the outcomes today’s workforce is seeking, how one-on-one advice and digital coaching work together, and what the future of financial planning looks like for employers and their people. This conversation will offer practical insights for HR and benefits leaders looking to drive meaningful financial behavior change at scale.
May 7
Great executive hiring starts with clear goals. Even the right leader can struggle to deliver impact without defined success measures, boundaries, and a disciplined approach to performance. In this webinar, leaders from Morgan Samuels will explore how organizations translate problem definition into actionable performance management. What does effective measurement look like in executive roles? How can organizations ensure executive performance aligns with long-term business strategy? Once goals are defined, how can organizations avoid the common traps of resume-driven hiring? How can assessment tools predict how leaders will operate under real business conditions?
May 28
We’re in a new frontier with AI, yet getting buy-in from leadership and the legal department on AI tools can often be a roadblock. Still, AI is already finding its place in modern hiring, from managing early-stage volume to supporting more structured and consistent interviews. In this session, panelists will explore how organizations build confidence in AI-driven solutions by starting with practical, controlled use cases, setting clear guardrails, and demonstrating real, measurable results. Where is AI delivering value, and where does human judgment remain essential? How do we protect the integrity of our process? How can we ensure fairness and maintain defensibility? How do we move faster without sacrificing quality? Panelists will explore these questions and more.
June 18
AI is changing work faster than most organizations can define, assess, and build the skills needed to use it well. This webinar moves beyond broad talk about “AI skills” to offer a practical framework for understanding where AI belongs, what people need to do with it, and how organizations can support safe, effective adoption. Drawing on HiBob’s research and its AI Skills Framework, the session covers AI readiness, individual AI usage, and organizational AI usage—spanning AI literacy, prompting, output evaluation, workflow redesign, automation, and governance. We’ll also share benchmark findings on how organizations are approaching AI skills today, including rising expectations for AI proficiency, the growing connection between AI capability and talent decisions, and the gap between strategic intent and the systems needed to support real adoption. Attendees will also see where companies are investing, where managers are being asked to carry change, and which AI-related capabilities are emerging as most valuable.
September 17
AI has fundamentally changed hiring for both candidates and recruiters, making the process faster but also more complex. As technology accelerates decision-making, organizations must focus on being truly prepared for AI, not just adopting it. Join our panel of HR and talent experts to learn how to navigate this shift. You'll discover: what AI readiness means and why it is critical for success, how organizations are combining technology, skills data, and people science for smarter decisions, the new capabilities talent acquisition teams need to hire and lead in an AI-enabled world, and strategies to build trust and transparency throughout the hiring process.
Sponsor Spotlight: Maven Clinic
As soon as Lauren Smith returned from maternity leave after her first child, she encountered a question that still makes her shake her head: “Is your baby sleeping through the night?” She had just come back after four months away. Her baby was barely old enough to begin sleep training. “That’s impossible,” she remembered thinking, “unless you have one of that very small percentage of babies that do.” It sounds like a small moment, a well-meaning but clueless question from a colleague. But for Smith, senior director at Maven Clinic, it represented something fundamental about how companies misread the return-to-work experience for new parents. They think the hard part is the leave itself. Read the full story here.
Sponsor Spotlight: SoFi at Work
HR leaders have long relied on engagement surveys to monitor workforce health, but when it comes to financial matters, many are still figuring out the best ways to measure the need, and the impact. “Financial wellness is still a topic many of us are trying to get comfortable talking about,” said Julia Fearn, director of channel partnerships at SoFi at Work. Contrast this with growing demand from the workforce. “Employees are more and more asking for their employer to help them,” she said. “But employers aren’t yet comfortable with that.” Read the full story here.
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Seattle Art Museum in Downtown Seattle
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Venue Six10 in Downtown Chicago
Venue Six10 in Downtown Chicago
Hudson Loft in Downtown LA
Hudson Loft in Downtown LA
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Half-Day Virtual Conferences

Frontline, hourly workers keep businesses running but often face unique challenges, from limited access to training to feeling disconnected from corporate support. Employers need fresh strategies to attract and retain this vital workforce while investing in their growth and engagement. What innovative approaches, tech, and tools, are helping companies attract and retain frontline talent in a competitive labor market? How can employers design upskilling and development programs that fit the realities of frontline roles? In what ways can technology and communication tools improve connection and inclusion for this population?
As employees seek more from their workplace, support for mental health, family care, financial stability, and long-term security, benefits leaders are under pressure to deliver comprehensive solutions, even while meeting corporate needs for cost controls. What are the most in-demand benefits today, and how are employers prioritizing them? How can companies build total rewards strategies that are both sustainable and responsive to evolving employee needs? How are companies using feedback to refine and communicate their benefits?
Brand marketers shape a company’s identity, reputation, and emotional connection through positioning, messaging, and storytelling. At the same time, consumers are quick to spot empty messaging and trend-following. To build trust and stand out, companies have to focus on consistent communication across channels like email, social media, influencer partnerships, and advertising. How can brands create authentic stories that truly resonate? How can they balance standing out with building trust and long-term loyalty?
Today’s employees are juggling caregiving, financial stress, and the daily challenge of staying mentally and physically well. How can employers tailor benefits to meet the distinct needs of multiple generations in the workforce while maximizing engagement and ROI? What are the most effective and forward-thinking benefits, from financial wellness and mental health resources to reproductive care and family support? How can companies evaluate the impact of their offerings on retention, engagement, and workplace culture?
With third-party cookies on the way out and stricter privacy regulations, marketers are rethinking how they measure and attribute success. Traditional tracking is getting harder, yet demonstrating ROI remains a top priority. How can marketers adapt attribution models when faced with data gaps? How can marketing teams leverage AI and machine learning to predict customer behavior or campaign outcomes? How can leaders elevate their team’s data literacy and ensure that employees at all levels can interpret and act on analytics insights?
Even with tighter budgets and leaner teams, employees are expected to continually deliver. Employers need smart tools and strategies that boost productivity while supporting performance and checking in on employees in ways that feel helpful rather than overbearing. What tools and technologies are proven to help employees work smarter, not harder? How can AI help workers save time on routine tasks so they can focus on what really matters? How can leaders measure productivity in ways that capture quality, creativity, and collaboration, not just hours worked?
Organizations must prepare for a future shaped by new technologies, changing employee expectations, and evolving social and economic trends. Success depends on adapting culture, strategy, and workforce models to thrive. What emerging technologies and workplace models will most impact how work gets done in the next five years? How can organizations build inclusive and resilient cultures that attract and retain diverse talent? How should companies balance automation and human skills to create meaningful and productive work?



