The argument of job creation has been the great asset to build data centers. It would be nice if it were true

data centers they consume a lot of electricitymaking raise the electricity bill, they pollute the air and sometimes water too. There are more and more arguments against them, while the arguments in favor for those who live near one of these mastodons are basically reduced to one: they generate many jobs. Sure? What is happening. The United States concentrates a third of all data centers in the world. They count in Futurism that there are states competing to attract big technology companies, offering resources and tax exemptions in exchange for them generating jobs and helping to develop their communities. However, it is increasingly clear that the creation of stable and lasting employment is an unfulfilled promise. Billions for a handful of jobs. In Cedar Rapids, Iowa, there are two projects underway for two data centers from QTS and Google respectively. As reflected in the Cedar Rapids Economic Development Centerto encourage the construction of these infrastructures, the city has offered them a 70% exemption from property taxes for 20 years, in addition to returning 75% of electricity rates (a municipal surcharge that is applied to the bill). Google and QTS are going to spend 1.3 billion on their data centers, but it is estimated that they will save more than 580 million on taxes and municipal fees. And you will say how many jobs are they going to create? Under the contract, they are only required to create 61 permanent jobs. Why is it important. Data centers have become the engine of the American economy, but one thing is the wild investment of big tech to build them and the impact on local employment is quite another. They are enormous infrastructures, which cost a lot of money, but once launched they operate practically on autopilot. The tasks that really need human intervention are very few compared to their magnitude. In Aragon too. This situation is not exclusive to the United States, the same thing is also happening in Aragon. We recently learned the employment figures that Amazon will generate in Villanueva del Gállegowhere they are building six data centers. The company had spoken of up to 29,900 full-time positions linked to the project, but they were counting indirect and induced employment, such as suppliers and associated services. The reality is that between six data centers, they are going to hire only 180 permanent people who will work in shifts so that they can operate 24 hours a day, 365 days a year. Once again, the narrative of mass employment is leaking everywhere. Employment yes, but temporary. To build data centers of that magnitude, many companies from different sectors must move, which indirectly does generate a lot of employment. In the case of Cedar Rapids, the city boasts that the projects will create “thousands of construction and trades jobs,” the problem is what will happen to all of them when the data center comes online. According to a recent report by Turner & Townsend echoed in Futurism, the urgency to build new data centers has caused prices to rise in other projects such as housing construction, in addition to monopolizing specialized labor in construction areas. Image | Xataka with Magnific In Xataka | While most oppose AI data centers, there is one group enthusiastic about them: merchandise thieves

Generation Z was told that job success was having a good salary. Having more life has become your new luxury

Generation Z is creating a new work scenario and we have several examples of this: they have a different concept of labor relations than previous generations had and their definition of commitment is now governed by rules that they demand reciprocity to companies. It’s not strange. This generation has seen how their parents have worked non-stop and end up just as drowning at the end of the month. Therefore, when young people talk about job success, they no longer think only about the payroll, they also think about power. leave on time and to be able to dedicate time to your personal life. The strike that marks the step. To understand this shift we must first look at the reality of this generation. According to data According to the INE, youth unemployment in Spain stood at 24.5% in the first quarter of 2026. It is almost double the average Eurostat for the European Union as a whole, slightly above 15%, but half of the 42.91% we had a decade ago. As pointed out by the ‘I Barometer Challenges and Learning. Youth positions on training and professional challenges’ prepared by the Reina Sofía Center of Fad Juventud and Banco Santander, this pressure is conditioning even decisions as important as choosing what to study. The urgency of the salary, even if it is precarious. According to data from this report, 64.7% of young people admit that they decide their future thinking about making money as soon as possible, not in the future. job you would like to do really. “I want to have a kind of stability. So I feel pressured by that, because I don’t want to live constantly as if on the edge, I want to have that stability,” said one of the young participants in the study. Six out of ten also believe that there are factors beyond their control that hinder progress in their career: precariousness, lack of opportunities and economic pressure They are among the most mentioned. And yet, 67% do not contemplate throwing in the towel despite the difficulties to prosper in their career, moving away from the stereotype of unmotivated youth. Success changes its definition. With that starting point, the young people of generation Z have changed the definition of what is considered succeed at work. Before, success consisted of moving up in rank and salary every few years. Now free time, mental health and a work environment come into the equation don’t burn. Conciliation stops being an extra and becomes be entry condition. The report Workmonitor Randstad marks a turning point: the balance between life and work already weigh more than salary when evaluating a job. More than half of those surveyed would leave their position if it prevented them from living outside the office. What they ask for: financial guidance and education. According to data from the Reina Sofía Center Barometer, generation Z does not ask for a miracle either, just a guide to develop your capabilities professionals. 75.7% want to better understand what interests them before deciding their career, while 74% demand more information about job opportunities of each training option. That is, not waste time studying a career that leaves them on a siding. And more than 73% lack basic financial training to manage their daily lives. The result of all this is that in the future we will have fewer young people willing to sacrifice time in their personal lives for a little more salaryand more companies that are going to have to offer both as an incentive if they want retain talent. In Xataka | The wealth of Spaniards under 35 years of age has plummeted by 75% in recent years. And we know the culprit Image | Unsplash (Vitaly Gariev)

A job offer without salary is a half offer. These Spanish technology companies are the exception

Let me put you in a situation: you are looking for a job and you find an offer that broadly appeals to you, so you apply. Of course, the offer does not say how much you are going to charge, but you give it a chance. Your CV passes the first filter and you end up in some personal interview where they ask you the tricky question of “How much do you expect to earn?” and after dodging the bullet using Bill Gates trickthey end up revealing a salary range that doesn’t fit you. What a waste of time. Unfortunately, it has happened to (almost) everyone. Fewer companies do this transparency exercise than they should, but we have good news: in the absence of the Spanish government transposing the European pay transparency law to remedy it (it is late: the deadline expired on June 7), there is a list of technological employment companies that operate in Spain that do say how much they pay in their job offers. The pasta list. The Getmanfred platform created and maintains This public list on GitHub which Borja Pérez, Rebeca Méndez and Raúl Cotrina are in charge of reviewing and updating by hand by looking at the employment portals of each respective company: if the salary appears, they add to this list. There are more than fifty corporations, from Spanish startups like TaxDown or Landbot to large international companies like GitLab or DuckDuckGo, including Newtral, Mercadona Tech or PcComponentes. Not all of them are there, but they are all that are and if yours does not appear, you can always write to them to remedy it. Why it is important. Because information is power: when you don’t know how much a company pays, you’re at a disadvantage from the start. Furthermore, in general we tend to underestimate the salaries earned in other companies in the sector and this happens even more in low-paying jobs, according to this MIT study. Knowing the conditions from the beginning saves time, energy and disappointment. Salary opacity has a real social cost: in the Spanish state, women earn on average 4,781 euros less per year than men, a gap of 15.74% according to the INE with data from 2023. That salaries are a secret makes it much more difficult to detect and correct these inequalities. Context. Europe has been trying to resolve this by law for years. The Directive 2023/970 of the European Parliament approved in 2023 obliges companies to publish salary information and take corrective measures if their gender gap exceeds 5%. Spain has a previous rule, the Royal Decree 902/2020which required internal records, but the new directive goes much further. The interesting thing about Getmanfred’s project is that it includes the voluntary movement: companies that are ahead of mandatory requirements precisely because transparency (and the conditions) constitute an advantage for attracting talent. In detail. The repository is simple: a table with names and a link to their job portal: there is no automation or data scraping, but rather anyone can contribute to updating the list. In the table, the majority are tech with a remote work culture and Anglo-Saxon origin and just as important as those that are there are those that are not: large Spanish corporations are missing, since there is no trace of banks or traditional consulting firms. Yes, but. That a company makes public the salary of an offer could make one think that it is because it is an incentive, but this is not always the case. Come on, you are going to find some miserable salaries that show a reality: that of low salaries in Spain. On the other hand, there are “transparencies” that are of little use: if the range is “between 30,000 and 70,000 euros”, the information is not very valuable. Likewise, this directory also does not say anything about what happens within these companies: if they pay men and women the same, if the ranges they publish correspond to what they really offer or what criteria there are to move within the published range. In Xataka | If the question is in which country in the world the salary is highest, this graph has the answer: in Spain we could do worse In Xataka | The best paid jobs in Spain in 2026: from 56,000 euros for a doctor to 250,000 for directing private banking Cover | Ron Lach and Atlantic Ambience and Sora Shimazaki

We believed that a master’s degree was a guarantee of finding a job. It’s starting to be of exactly no use.

When you have higher education and can’t find a job or want to advance, historically a good idea has always been to go back to school. Getting a master’s degree was an almost safe investment in the face of uncertainty because it allowed you to specialize and find a better job. However, if we talk about master’s degrees, that reality is no longer true. More specifically, general master’s degrees. Because while doctorates or qualifying master’s degrees do work, general master’s degrees suffer an alarming devaluation in the market: according to a study by the Burning Glass Institute with data from the Bureau of Employment Statistics (BLS) of which echoesThe Wall Street Journalthe unemployment rate in the United States among those under 35 years of age with a master’s degree is at one of its highest levels in the last 20 years. Master’s degrees are worth less and less. What the Burning Glass analysis says is that those who have a master’s degree under 35 years of age are in the 77th percentile of unemployment when the normal is the 50th percentile. In fact, they are behind those with less education. Of course, we are talking about general master’s degrees, not qualifying ones. Furthermore, this phenomenon does not occur among those who have a doctorate. Gad Levanon, chief economist at the Burning Glass Institute, sums it up appealing to the law of supply and demand: “there are more titles competing for fewer positions than those titles were designed to unlock.” In short: once a master’s degree was a sign of distinction, but when everyone has it, it no longer makes a difference. Why is it important. Beyond statistical curiosity, it is a question of time, money and expectations. Making an effort to pay for a master’s degree thinking that it is an investment with a quick return and when it is not is frustrating. Plus, a 2025 Indeed survey collect that more than a third of graduates consider that their university degree was a waste of money or time and that they could do the same without it. In the case of generation Z, the percentage rises to 51%. The boom in master’s degrees has also reached human resources departments: the Society for Human Resource Management warns that more and more companies are replacing degree requirements with practical skills criteria. This represents a gap between young people who accumulate theoretical degrees and human resources offices, which are looking for talent prioritizing, not the paper that proves that you studied it. Context. The market for people with a master’s degree is saturated simply because there are too many master’s degrees: hyper-specific, online and blended, express… because non-qualifying higher education is a most lucrative business. In the United States between 2005 and 2021, the master’s degree offer grew by 69% to exceed 33,500 according to the Postsecondary Education and Economics Research Center. In Spain, more of the same: “The Spanish university in figures” collect that the offer of master’s degrees in Spain has skyrocketed by 54% since the implementation of the Bologna Plan, going from 2,626 to more than 4,000 official degrees. This boom has been driven exponentially by private universities, with enrollment growth of 250% more. Meanwhile, two things happened that helped this perfect storm: according to Lightcast data analyzed by the Wall Street Journal, the percentage of job offers that require a university degree fell to 17.8% in 2024 compared to 20.4% five years ago, a trend that already affects 87% of sectors. The second big problem of young graduates is called AI: while HR looks for decisive people, companies are betting on artificial intelligence for those junior positions essential to gain experience. In Spain they work, but with small print. The CYD 2024 report points out that in 2023 Spain reached the highest overqualification rate in the entire European Union: 35.8% of higher graduates between 20 and 64 years old work in low-skilled positions, compared to the 21.9% average in the EU. That is to say, it is not that these master’s degrees do not help you find a job, it is that they help you find a job below what they promise. Yes, but. Practical skills may be emerging as an important requirement for employability, but theory is one thing and practice another: although 85% of companies say they hire based on skills, when it comes down to it, only 1 in every 700 actual hires meets that criterion. according to a report joint Burning Glass Institute and Harvard Business School. On the other hand, there are master’s degrees and master’s degrees: we have already seen that the qualifications continue to work and there are also subjects with high demand that make them potentially attractive. In Xataka | If the question is “how can I earn more money throughout my life,” the answer is simple: by going to college In Xataka | The most in-demand master’s degrees right now in Spain: a volume of enrollees that continues to grow every year Cover | Irene Vega

If the question is what is the worst job in history, the answer is in 18th century England: the “sin eaters”

Have you had a sinful life, full of vices and excesses, but you don’t want that to condemn you to eternal fire? No problem. You just have to make sure that, once you die, your family hires a ‘sin-eater’, a freelance that a small feast will be given on your coffin on the day of your funeral. A term will take with it all the faults you committed in life, no matter how serious or reprehensible they may have been. The ‘sin-eater’ charged for his services, of course, but… How much would you (or your family) pay for eternal life? It sounds strange, but the job of sin-eater It existed centuries ago in some regions of Great Britain. In fact, the newspaper archive allows follow his trail until the 19th. Sin Eaters? Exact. And it’s not a metaphor. Natalie Zarrelli, from Atlas Obscura, calls him “worst freelance job ever” and you’re probably right. The no eater (‘comesins’ or sin-eaters) were just what the word indicates: people who fed on the faults of other people who had died suddenly, without time to expire their guilt. They did not do it out of hobby or because they followed an elaborate (and dismal) medieval diet based on sacrilege, but because that was their job. He no eater He arrived at the wakes, participated in a ritual to free the deceased from his sins, and then left silently with a few coins in his pocket. Where did it exist? There is not much information about them, although references can be found in works such as ‘Brand’s Faiths and Folklore’ either ‘Hill and Valley’an essay published by Catherine Sinclair in the 19th century. In recent years, media articles such as Atlas Obscurathe platform specialized in religion Aleteia or (more recently) the magazine National Geographic. The writer and teacher Megan Campisi He also researched it for his novel The Sin Eater. Thanks to them we can obtain some glimpses of this ancient craft, which took shape centuries ago in Great Britain. And when did they exist? The ‘sin eaters’ worked mainly in certain regions of England, Scotland or Wales and their trade continued with ups and downs since at least the 17th century (some they go back even furtherassociating it with a heritage from the Middle Ages) until the end of the 19th century. In fact there is some reference to a no eater who died already at the beginning of the 20th century and his grave can still be visited today. His figure was based on a mixture of superstitions, paganism and Christianity, all against the backdrop of the religious changes that England experienced starting in the 16th century. In fact there is who slides that its role may have arisen in an attempt to recover popular traditions after the Anglican Reformation. What exactly were they doing? The ‘sin-eaters’ were the central figure of a relatively simple ritual that sought to erase the guilt of the deceased. The family of the deceased placed a piece of bread and a bowl of beer or milk on the chest of the corpse and then called the no eaterwho only had to do one thing: sit before the corpse and eat and drink the food that was supposed to have absorbed the sins of the deceased. A simple gesture with which they made other people’s stains their own. How did they do it? “He would sit facing the door. They would give him a fourpence piece, which he would put in his pocket; a crust of bread, which he would eat; and a bowl full of beer, which he would drink in one gulp. After this, rising from his stool, he would pronounce, with a serene gesture: ‘the peace and rest of the departed soul’, for which he would pawn his own soul.” relates a work published in the 19th century. After the mediation of the ‘sin-eater’, the deceased was supposed to be free of reproaches that could condemn him to hell. Of course, the opposite happened to him: those faults of others ended up weighing on his spiritual record. Was it bad business? It is assumed that the majority of the sin-eaters were humble people, with few resources, for whom a new day of hunger represented a much worse prospect than a supposed eternity of damnation in the flames. Although they only received a few coins in exchange for their work, the job was quite painful. And not only for religious reasons. Some versions They maintain that, by ‘devouring’ the sins of others, the no eater went on to become an outcastsomeone who blurred his soul. Was it that serious? Yes. A ‘sin-eater’ who is not very religious, atheist or even ‘infidel’ might not care too much about participating in the ritual in exchange for a couple of coins, a loaf of bread and a bowl of beer, but he knew that his work would entail an extra sacrifice: the “manifest contempt” from his neighbors, for whom he became a kind of pest, someone to avoid. The families requested his services, invited him to their homes, paid for his service and sometimes the no eater He even listened to the confessions of mourning relatives, but once the ritual was over, no one wanted to have him around. What was its origin? Difficult to specify. In her article, Natalie Zarelli remember that some theories relate the figure of the no eater with pagan traditions, others connect it with the medieval custom of nobles paying the poor to pray for their dead and the salvation of their souls. In a way, the ‘sin eaters’ are also related to other deep-rooted traditionssuch as the belief that living relatives can intercede for their dead, the figure of purgatory or the symbolic value of food. When did they disappear? In the 19th century, when Sinclair wrote his book, ‘sin-eaters’ were already on the decline in England, but that does not mean that they had disappeared. His trail can be followed until … Read more

The problem is not that middle managers are retiring en masse. Generation Z doesn’t want their job.

The inverted population pyramid that we have in Spain means that hundreds of thousands of professionals with decades of experience behind them retire every year. Area directors, zone managers, team leaders and other intermediate and management positions that have sustained the structures for decades. The problem is not their exit, which should be a normal and expected process, the real challenge for companies is that now no one wants to take your place. The situation even has a technical name “succession crisis” and the data confirm it. According to data collected in the report ‘Human value: global trends on the future of work‘ Prepared by Manpower Group, 57% of companies globally recognize that their aging workforce is already affecting their human resources strategy. Key management positions are retiring and Generation Z does not seem willing to fill them. Reasons are not lacking. Retirements skyrocket. The first to reach retirement age have been the generation of baby boomersbut the first members of generation Only in Spain, in 2024 they registered 368,065 new retirements, 12.6% more than the previous year, while the 345,000 retirements registered in 2025 show a sustained rhythm for the following years. As pointed out to ExpansionAccording to Óscar Berumen, CEO of Grupo Viraal, what is lost with these departures is not just a vacant position: “When a company lets these profiles go, it loses technical knowledge, strategic memory and a deep way of understanding the business.” It is a type of knowledge that is not contracted with a typical job offer. Generation Z is very clear that they do not want to ascend. The phenomenon even has a name: conscious unbossingor the total disengagement from decision-making positions that generation Z is putting into practice. According to a survey From recruiting firm Robert Walters, 52% of Gen Z professionals actively avoid middle management positions throughout their career. 69% describe them as roles in which a high level of stress is required, in exchange for low financial reward. In other words, the salary improvement that companies offer does not compensate for the additional mental load that promotion entails, which is why young people from Generation Z are not willing to give up mental health or reconciling their personal life. According to the latest data for 2024 from the INEthe average salary of those under 25 years of age in Spain was 1,372.8 euros. Take on more responsibilities without real compensationGraphic is not the most attractive proposal, which is why many young people prefer to fulfill their current positions and maintain conditions compatible with their personal life. AI accelerates the problem from another side. As if the refusal to promote was not enough, the emergence of AI in the workplace has added another reason to stay away from promotions. According the data collected by Revelio Labs for Business Insiderjob offers for middle managers in the US were 42% lower than the maximum recorded in April 2022. The consulting firm Gartner calculated that by 2026 one in five companies will use AI to eliminate more than half of their middle management positions. The last ones layoffs in big technology such as Amazon, Google or Meta have not occurred in a context of financial crisis, but have been carried out with the intention of flattening internal structures. This flattening has especially affected to middle management who were dedicated to transferring the objectives to the rest of the staff and managing their execution. Now that job AI is going to automate itwhich is why young people do not want to play those roles and put a target on their back in the next round of layoffs. A perfect storm. According to estimates of the report According to ManPower Group, by 2030, more than one in four workers in advanced economies will be over 55 years old. Generation Among millennials, that figure rises somewhat more, to 56%, but it is still a minority. Companies that operate with structures designed for linear upward trajectories face the major problem that that model no longer fits the way young people understand work today. The gap left by boomers and generation X will not disappear just because of the passage of time. Organizations will have to decide whether to redesign the role of middle managers to make it attractive again, or they learn to function without them. In Xataka | Finding a job had always been a good way to escape poverty: in Spain it is no longer true Image | Unsplash (tommao wang)

If you are very good at your job and your boss sends you more tasks than the rest, share this article

Being the most committed employee in the office has a serious health risk: the more someone enjoys their job, the more trouble they end up making. things that don’t belongwhich are not going to add to your career and which, over time, can end up burning him. At least that’s what he claims an investigation from Cornell University and Northeastern University in which 4,300 employees from different sectors have participated. As and as he declared Sangah Bae, one of its main researchers, Northeastern Global News, This study was born from his own experience as a junior analyst in Chicago: the more involved he became, the more extra work fell on him. Years later, data confirm that this pattern was no coincidence. It’s not a coincidence: it’s a pattern. The researchers found that managers tend to assign additional tasks to employees who perceive as more motivated. In a field survey with 834 middle managers, 55% chose the employee they considered most motivated to assign extra tasks, even when the managers had data on variables such as age, experience or work performance, the perception of the employee’s motivation prevailed in their choice. The laboratory experiment was even more revealing since the researchers designed groups of three people in which one played the role of manager and the other two as employees, competing for a financial bonus linked to their performance. In this scenario, 74% of those acting as managers assigned the extra task to the most motivated employee, even though they knew that this hurt their chances of collecting that bonus. As a result, only about 31.37% of the most motivated employees ended up receiving an extra bonus for their performance improvement. Motivational oversimplification. According to the study According to Bae and Woolley, behind this tendency is a specific psychological mechanism that researchers have called “motivational oversimplification.” The manager’s reasoning is based on the fact that, if this employee enjoys his main job, he will probably also enjoy any extra task equally, even if it has nothing to do with what he usually does and is monotonous and routine tasks that they do not contribute anything. The researchers say that managers “can assume that employees who enjoy their main job will also enjoy additional tasks and that this enjoyment will protect them from burnout.” That is, if it is assumed that the employee will enjoy the task, it is assumed that it will not cost him that much to do it. The study data quantifies this perception gap: managers estimated a drop of just 0.2 points in the motivated employee’s job satisfaction when assigned extra work, while affected employees reported a drop of a full point on that same scale. When motivation turns against you. In one of the study tests carried out over a period of six days, managers chose the most motivated employee 69% of the time, which is equivalent to an average of 4.2 out of every 6 extra tasks assigned. This assignment pattern was repeated every day, which suggests that managers generate systematic inequality in the workload within their teams without being aware of it. “When managers have to assign extra work to their employees, they opt for the easiest option: a person they can trust. That employee who is your shortcut, that person you turn to regularly, who seems to be engaged and enjoy their work, could actually be silently suffering burnout,” Bae said. …and the motivation runs out. As revealed the study OSH Pulse 2025 of the European Agency for Safety and Health at Work (EU-OSHA), 44% of EU workers are regularly exposed to task overload. In Spain, this percentage reaches 49%, and one in three European workers (29%) acknowledges having suffered stress, depression or anxiety caused or aggravated directly by their work in the last twelve months. In Spain, the number of employees affected by task overload rises to 40%. As and how they stand out in Harvard Business Reviewthe study by Cornell and Northeastern Universities adds a new variable that these occupational health data do not include: this burden is not distributed randomly among all employees of a company, but rather tends to concentrate precisely on the employees who are most involved.

There is a booming job in the era of artificial intelligence: cybersecurity expert

Yeah Mythosfrom Anthropic, and GPT-5.4-Cyber, from OpenAI, have been presented as models capable of detecting and exploiting vulnerabilities, the quick conclusion seems quite evident: cybersecurity profiles could begin to become redundant. After all, we are talking about models aimed at moving in one of the most delicate areas of technology: finding flaws before others take advantage of them. The answer, at least for now, goes in the opposite direction to that first intuition. AI is not making the expert irrelevant. On the contrary: today it is more necessary than ever. That signal is already beginning to be noticed clearly in the United States, where the NYT has put figures and testimonies to a trend that was gaining strength: the hiring of cybersecurity profiles. The American newspaper points out that offers in the sector grew by 11% year-on-year in the first quarter, according to Glassdoorand shows how some executive search firms are receiving more assignments to find managers with experience in security breaches, data protection and code review. The reason is not just to protect data. There is also a need to respond to incidents and understand how AI changes the risk surface of companies. The key is that this new layer of AI not only changes the tools of those who protect the systems. It also modifies the possibilities of those who try to compromise them. Reuters pointed out a few days ago that Attackers are increasingly using AI to detect vulnerabilities, and Check Point has warned in its 2026 Cybersecurity Report that AI attacks have moved from the experimental phase to a routine criminal deployment. More tools do not mean fewer cybersecurity experts The market, furthermore, is not asking for exactly the same thing as it did a few years ago. Cybersecurity continues to be the umbrella, but more specific capabilities are beginning to weigh heavily within it: AI, cloud security, engineering, analysis and risk assessment. The 2025 ISC2 Cybersecurity Workforce Study points out that hiring managers place AI among the most in-demand skills, with 27%, and professionals raised that perception to 44%. The conclusion is important: knowing about security is not enough. It is becoming increasingly important to understand how this security is integrated into complex systems obviously crossed by AI. Fortinet did a survey and found that 49% of respondents fear that AI will increase cyberattackswhile 97% of organizations already use or plan to use a cybersecurity solution that takes advantage of this technology. So it seems that companies are not only concerned about the offensive use of AI, they are also trying to incorporate it into their own defenses. And that opens up another less visible, but equally important, need: having teams capable of evaluating these tools and integrating them judiciously. In Spain, photography also points to a sector in full expansion. INCIBE summarizes it with a very useful phrase to ground the phenomenon: “Cybersecurity is already one of the most dynamic sectors of the Spanish digital economy.” According to the study on the cybersecurity industry in Spain 2025the organization places employment at 164,761 people and points out that cybersecurity already represents 25.55% of employment in the ICT sector. The forecast, furthermore, does not speak of a specific increase: between 2026 and 2029, the sector will grow at an annual rate of 14.25%, until reaching 282,157 jobs at the end of that period. “Cybersecurity is already one of the most dynamic sectors of the Spanish digital economy.” The problem is that this growth comes with an obvious tension: there are not always enough profiles prepared to cover what companies need. Deloitte formulates it from the side of those responsible for security: “Nearly 38% of CISOs identify reliance on scarce profiles as a significant challenge, reflecting a persistent gap between growing demand for capabilities and limited market supply.” The consequence is that many organizations end up relying on external talent to support your defenses. In fact, Deloitte points out that in 2026, 60% of cybersecurity personnel will be external. Seen from Spain, the phenomenon shares the same background, although with its own nuances. The United States remains one of the epicenters of the AI ​​industry and we cannot understand this trend without looking at what is happening there, but it is also not advisable to extrapolate its market dynamics as if they were identical to those of Europe. Other indicators come into play here: employment growth, relevant weight within the ICT sector and dependence on external profiles in many organizations. The conclusion, however, points in the same direction on both sides of the Atlantic: AI is forcing cybersecurity capabilities to be strengthened, not reduced. Images | Xataka with Nano Banana In Xataka | How often should we change ALL our passwords according to three cybersecurity experts

When asked “how much do you expect to earn” in a job interview, Bill Gates gives the definitive advice to get it right

It doesn’t matter how much you have prepared for a job interview or whether you have an impressive resume, because when push comes to shove, in that face-to-face job interview, it is quite common for us to have our nerves on edge. Because beyond meeting the requirements, that first impression matters a lot. Furthermore, the job interview is a minefield full of trick questions where a false step can be very costly. Given that there are questions that hide more than what they say, you move along a fine line in which you have to try to answer honestly, bet on diplomacy and at the same time extract information and leave no room for doubt to get the job but not at any price. If there is a thorny question, it is ‘How much do you expect to earn?‘. Well, a person as influential and experienced as Bill Gates has a recommendation so as not to get the answer wrong. This is how Bill Gates gets out of the quagmire of ‘How much do you expect to earn?’ If you are asked about your salary expectations, the scenario is the following: if you say a value above what the company has programmed, you may be left out of the selection process, but if your proposal is too low, it may also happen that you get a job with a salary lower than what you would like and that at the same time sounds like underestimating the value of your work and experience. But Bill Gates has been there before and is clear about what to respond. And not just now, but it was in 2020 when the tycoon and billionaire behind Microsoft offers a way out of that thorny issue. More specifically in one of the interviews from the ‘State of Inspiration’ serieswhich pitted Gates face to face with basketball star Stephen Curry. For Bill Gates, the best response to not closing doors and looking good is not to offer an exact figure and to focus on the future, diverting attention from salary to long-term value. I hope the options package is good. I can take risks and I think the company has a great future, so I prefer to get stock options even over cash compensation. I’ve heard other companies are paying too much, but treat me fairly and strengthen the options. This is the move proposed by the tycoon, since in this way you reflect, on the one hand, your confidence in the company’s future project and, on the other, how you want to contribute to its success by applying your skills, so that the chances of achieving the contract are increased. This should soon stop being a problem. However, it is worth remembering that on June 7, 2026 comes into force the European Remuneration Transparency Directive (EU 2023/970). This is a salary transparency law by which companies are obliged to report the salary before the first interview. Therefore, although Gates’ advice may be useful for companies that break the law, or when you are interviewing at a startup that is not European, in theory within Europe we will soon no longer need to go around to get an idea about the salary we are going to receive. In Xataka | Bill Gates has been talking about AI for years. Now he thinks we are making the same mistake as with the arrival of computers Cover | Editing by Rubén Andrés (Unsplash (Arif Riyanto), Flickr (The Aspen Institute)) Via | The Economist

Suddenly, all the papers students hand in at universities look like the same job. There is a suspect

AI has caused an earthquake in the education sector. Students use it (many times indiscriminately) and teachers try to adapt to the change reinventing homework and exams. As the years go by, its use becomes normalized and the effects are already beginning to be seen. One of them is that all students They’re starting to sound the same. When AI gives its opinion for you. They tell it in cnn. AI chatbots have become another everyday tool in university life, but it is not only that they are used as support to write a paper, there are more and more students who turn to AI for everything, even to know what to say in class. They tell the case of a Yale student who admits that during a class debate “the conversation stopped, I looked to my left and saw someone frantically typing on their laptop.” He was asking a chatbot the same question his teacher had just asked. I myself am doing a university master’s degree and the situation is not strange to me. There are many students who turn to a chatbot to answer questions that are precisely looking for a critical and personal answer. Homogeneous thinking. It is one of the consequences that are being seen as a result of the use of AI chatbots. According to a study published in March of this yearLLMs narrow the diversity of human expression in three dimensions: language, perspective, and reasoning strategies. The reason is that training data contains bias cultures and overrepresented positions. The authors of the study claim that AI models tend to reproduce Western, educated, industrialized, rich and democratic points of view. In a context like the university, the result is that the students’ language is generally more polished, but the responses and reasoning are similar and ends up eroding the diversity of opinions. Hallucinations. These biases in the training data also partly explain the phenomena of hallucinations and flattery. When an LLM invents an answer or agrees with us even if we are wrong, it has to do with the fact that Positive and accommodating interactions prevail in your training data. That is to say, his training tells him that it is more important to give an answer rather than its truthfulness. Cognitive surrender. It is a concept taken from an experiment we talked about recently and refers to the phenomenon whereby we stop thinking and checking for ourselves when using AI, accepting its answers with little or no critical review and adopting its security as if it were our own. Delegating part of the cognitive process to AI is not a bad thing if it is done with a critical vision, the problem is when it is done indiscriminately and without any scrutiny of the answers. AI is making us dumb. A MIT study from 2025 pointed in this direction, but we already saw that It’s a very simplistic statement. of what is happening. Whether AI makes us lazier and impairs our critical thinking depends on how we use it. It would be comparable to using a calculator to do a very complex operation or using it to multiply five by six. Well used, AI can save us a lot of time and can be a very powerful tool to shape complex ideas, always without losing that critical thinking. Critical thinking is learned. This is the real problem of the indiscriminate use of AI in the educational environment. We are talking about people who have not yet developed this skill and who are delegating reasoning to an external tool may cause them to never learn it. In front of the prohibitionist stancevarious authors have pointed out the urgency of starting conversations with students from early stages to teach them to use AI critically and responsibly. Image | Xataka with Freepik In Xataka | A university used an AI to hunt down students who used AI. The result was a predictable disaster

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