He obtained permits, hired personnel and negotiated with suppliers. Then he ordered 3,000 rubber gloves

He OpenClaw release It marked a new one in the AI ​​race, one in which agentic AI takes on complex tasks that until recently it failed miserably at. Although the qualitative leap is undeniable, Giving full control of a business to an AI agent does not always go well. It’s fair what the startup Andon Labs has done: Put an AI agent to run a coffee shop in Sweden. The results have been interesting. Bow. It is the name of the agent who was in charge of the entire process. It is based on Google Gemini and was given a clear mission: to start and manage a cafeteria, making it profitable. For this he was given a budget of $21,000. Andon Labs already performed a similar experiment in the past in which He put Claude to manage a vending machine in an officewith quite disastrous results. Let’s see how Mona has done it. Setting up the business. The agent proved to be quite competent in the initial organization phase; Mona signed up for electricity and internet contracts, obtained permits to set up a terrace and contacted suppliers of bread and pastries. During the process, the agent came across BankID (Sweden’s electronic identification system), so he opted to contract with electricity and internet companies that did not require that requirement. For other things, like opening permission, you had to ask humans to log in to continue. Mona also tried to get a license to sell alcohol, for which she posed as an Andon Labs employee, arguing that they were more likely to respond to human requests over those of an AI. Investigators asked him not to use other identities and he agreed, but shortly afterward he sent another email using another employee’s name. Hiring employees. The agent could run a business, but he soon realized that he needed humans to serve the clafés. To do this, he posted job offers for baristas on LinkedIn and reviewed the resumes they sent him. The agent selected the best candidates, rejecting those who had little experience, and invited them to a face-to-face interview. When he realized that wasn’t possible, he suggested a phone interview. Finally she hired two baristas, with whom she communicates through Slack, as if she were some kind of remote boss. Here came the first problem: an AI agent never sleeps and sometimes sent them messages after midnight. He also asked them to do things like use their personal credit card to pay for orders. Of course, he motivates them a lot by saying things like they are “absolute legends.” The inventory. With the café already set up, Mona began to manage the day-to-day running of the business and that is when she began to make some pretty strange decisions. His inventory management is unfortunate: there are days when he orders too much bread and others when he doesn’t order anything at all, which forces him to remove certain items from the menu, and he also orders when it occurs to him, without taking into account deadlines or shipping costs. He also ordered 120 eggs even though there is no kitchen and, to prevent the tomatoes from spoiling, he ordered 22kg of canned tomatoes. There’s more, Mona ordered things like industrial garbage bags, 6,000 napkins and 3,000 nitrile gloves, quantities well above what a cafeteria needs. The accounts. As we said, Mona had the mission of making the cafeteria profitable, let’s see if she has succeeded. The cafeteria opened in mid-April and has already billed $5,700, the problem is that it is burning the budget unstoppably. Of the $21,000 he had when he started, he has already spent $16,000, meaning he only has $5,000 left. Burning money at that rate, the business is headed inexorably toward bankruptcy. lthe bosses of the future. Despite the lack of control asking for thousands of gloves or tomatoes, Mona has proven to be quite capable of carrying out management tasks, especially if we compare it with the previous experiment of the same startup. Mona has set up a physical business, hired staff and attracted clientele. In statements to Associated Pressbarista Kajetan Grzelczak comments that “workers are safe. Those who should worry about their jobs are the middle managers, the people in management positions.” Image | Xataka with Gemini In Xataka | “AI agents will harass you”: Jensen Huang believes that AI will not replace us but will do something much worse

The chaos that AI has generated in personnel hiring has revealed a type of hidden talent: “invisible developers”

For years it has been repeated that to have a good work in technology It was necessary to cultivate a good public personal brand and maintain an updated and complete professional profile. However, more and more voices within the technology sector are dismantling that idea, ensuring that many of the most valued developers They don’t do any of that. They are not going to apply to dozens of job offers or optimize their visibility. “Invisible developers” are simply brilliant at their job. This invisibility is something that was put on the table Gergely Oroszengineer, analyst and author of ‘The Software Engineer’s Guidebook’ in a recent message in his X profile, in which he pointed out that this profile of “invisible developers” flies under the radar “the only way to find them is through references and specific searches”, assured the expert Candidates with AI have broken everything. The increase in responses generated by AI to job offers has completely broken the hiring system. They explained it perfectly from the Manfred technological employment platform, where a few years ago they received between 20 and 50 applications a day for each job offer, and now they receive more than 500. Various recruiters they explained on Reddit that this saturation of applications lowers the average quality of the applications and makes it difficult to detect real talent through this route. The situation is so extreme that, as Orosz indicated in an analysis from the tech job market posted on his blog, “many companies hire most engineers through contacts and referrals.” Internal recommendations matter more than ever. In this saturated scenario in which true talent goes unnoticed, word of mouth has become the most reliable hiring filter. It is estimated that around 80% of existing job offers are not made public and are filled internally or through references and recommendations from the employees themselves. In fact, many companies use referral incentives among their employees so that, when a vacancy opens, they recommend their former colleagues and acquaintances as candidates. As Orosz details in his analysis, recruiters increasingly look for candidates more among the pages of their agenda than among the applications that come to them. The myth of the hypervisible developer. Public attention usually focuses on profiles with a lot of activity on networks or with highly visible projects. However, different examples and testimonies reveal the rising trend of “invisible developers”: brilliant workers at their job with little or no activity on their public profiles. A clear example is found in the message published by Max Spero, co-founder of the AI ​​company Pangram, in which he compares the GitHub contribution profile of an unemployed 22-year-old developer, full of activity and contributions, and that of a prominent Google engineer, with a practically empty history. In response to that post, Konstantin K, a software developer from San Francisco, confirmed Spero’s message. “The top 1% of engineers I’ve worked with over the past 10 years didn’t have GitHub, LinkedIn or LeetCode, they don’t speak at conferences or publish podcasts. But they built systems that no one else can,” he wrote. Trust networks between colleagues. Other testimonialsamong which Orosz is also foundreinforce this idea of ​​”invisible developers” and agree that the most effective way to open job doors in the future is to be valuable to colleagues in the present. “From the outside you cannot know how good an engineer this person is until you ask former colleagues. There are many cases like this,” wrote Orosz in X. Even academic research suggest that internal networks—those formed by real collaborations, not superficial digital connections—have a direct impact on career opportunities. In other words, the professional prestige that these “invisible” employees generate within the teams in which they participate weighs more than any public presence and their colleagues become their guarantors to obtain a job in the future. Real contact in a digital setting. It is still paradoxical that, faced with the saturation of digital channels and the implementation of AI-based systems, the technology sector is returning to a classic model: relying on real recommendations to reduce uncertainty. Research reveals that recruiters prefer to spend time on references validated by employees or former colleagues, rather than analyzing hundreds of clone resumes generated with AI. In Xataka | Job interviews have always been a game of cunning: AI is just taking things to another level Image | Unsplash (Vitaly Gariev)

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