This November, our community came together in San Francisco for CodeSignal Beyond 2025—a day dedicated to exploring the skills, mindsets, and tools shaping the future of work.
From the moment attendees arrived, the energy was undeniable: bold ideas, real stories, and practical strategies for leading teams in an AI-powered world hummed through The Clancy.
Throughout the day, every conversation, demo, and roundtable came back to one idea: AI is rewriting the rules of talent sourcing—and just about everything else—in real time. The old playbook doesn’t apply anymore, but innovative, adaptable people can write new ones.
When the rules change, leaders rise (Keynote)
Our CEO, Tigran Sloyan, opened Beyond 2025 by reminding us that we’re living through one of the most extraordinary shifts in human history. AI is transforming not just the tools we use, but the way we work—from the top down and the bottom up.
The question isn’t whether AI will change work. It already has. The real question is how companies will lead through that change. That means new mindsets, new muscles, and new systems built for a world where skills evolve fast and talent moves even faster.
To prove it, he shared three stories of how trailblazing organizations are using AI to overcome their biggest talent challenges.
Managing candidate volume
A crypto juggernaut is using AI interviews to scale their hiring process and evaluate more candidates, all without sacrificing quality. Instead of recruiters spending hours on phone screens, their AI Interviewer—powered by CodeSignal—conducts multilingual, role-specific conversations that capture insights in minutes. That means faster hiring, richer candidate data, and more time for teams to focus on meaningful connections instead of manual screening.
Fighting fraud and cheating
A top social media platform came to CodeSignal struggling to trust their assessment results after the wrong candidates were slipping through the process. CodeSignal’s approach focuses on trust and transparency. We want to help companies clearly articulate expectations of candidates, then layer in market-leading detection capabilities, such as AI proctoring, to flag suspicious behavior and summarize results faster. The result is a process that’s both fairer and more reliable for everyone involved.
Skills: build vs. buy
An enterprise cloud storage company is closing the AI skills gap from within by using CodeSignal’s GenAI Skills Academy. The practice-based program helps employees, from nontechnical contributors to AI researchers, build and apply real-world AI skills, with integrated assessments ensuring measurable progress along the way. It’s a model for how companies can “build, not buy” the talent they need.
Building resilience through reinvention (Dropbox)
Eric Trickett, VP of Global Talent Acquisition and Workforce Planning at Dropbox, reminded us that innovation in hiring can sometimes be more about subtraction than addition. It can look more like removing friction than adding new processes.
Dropbox partnered with CodeSignal to tackle two long-standing challenges: reducing the bottleneck that comes from limited interviewer capacity and scaling technical recruiting. We equipped Dropbox with AI-powered simulations to let interviewers practice, get feedback, and reach certification faster.
Instead of spending weeks shadowing live interviews, Dropbox’s interviewers could now build confidence through AI-driven practice sessions. It was a powerful example of resilience in action—reinventing processes to keep quality high and burnout low.
Eric also shared how Dropbox brought AI into candidate engagement through live, F1-themed coding challenge events in Poland and Mexico. By gamifying the process and letting candidates use AI assistants, the team unlocked new talent markets and sparked creativity in unexpected places. They’ve rethought their process to bend and adapt to new conditions, and are seeing the results with increased candidate engagement and a smoother process..
Making your mark (Kathi Enderes, Analyst)
In times of major change, organizations look to the people who understand people. As renowned industry analyst Kathi Enderes from the Josh Bersin Company put it: who better to guide an AI transformation than the leaders who have always been responsible for shaping culture, capability, and belonging?
She also introduced the concept of the “superworker,” employees who aren’t replaced by AI, but amplified by it. In a world where intelligent agents support every function, real value comes from those who know how to partner with AI to uplevel their thinking, output, and impact. People and Talent professionals are uniquely equipped to guide this process. It’s already their wheelhouse.
Her message was clear: this isn’t about keeping up with technology — it’s about defining what great looks like in a world where humans and AI work side-by-side. For HR and People leaders, that’s not just an opportunity. It’s a moment to make your mark.
Befriending AI to unlock what’s next (Zillow)
Shahbaz Ali, Senior Director, Talent Acquisition Enablement, Experience, and Brand at Zillow , took the stage to explore how the real estate platform is merging AI experimentation with empathy.
Shahbaz walked us through several of Zillow’s AI-driven initiatives: from AI role-play interviews to automated scheduling, coding assessments, and even a creative billboard campaign in Mexico that merged talent marketing and technology.
By inviting teams to experiment with prompts, share learnings, and celebrate early wins, Zillow has created a culture where AI feels less like a threat and more like a teammate. That approach has led to measurable improvements in speed, efficiency, and candidate satisfaction. Not to mention, their talent team is more confident than ever.
Making sense of complexity (Kyle Lagunas, Strategist)
Kyle Lagunas—a strategist, analyst, and advisor for talent teams—explored what it means to “make sense of complexity” in a world that feels increasingly unpredictable.
From his point of view, clarity doesn’t come from having all the answers. It comes from asking better questions about the shifting expectations of talent teams, the balance between human judgment and data-driven decision-making, and how to maintain humanity in a world of automation.
Kyle believes the key is to stay curious, critical, and compassionate when everything’s changing at once, both for your internal team and your target audience.
Growing thorough community (Executive Roundtables)
During the Executive Roundtables, more than a hundred senior talent and people leaders gathered for small, focused working sessions. Each table dove into a specific topic: AI in recruiting workflows, skills-based hiring, literacy for HR teams, org design for efficiency, etc. At the end, everyone left with tangible 60-day plans to bring back to their organizations.
Moderators guided conversations, but the magic came from the participants themselves: swapping stories, stress-testing ideas, and forming new networks of support.
Looking back—and forward
As the lights dimmed on Beyond 2025, one thing was clear: the “super skills” we need for the AI era aren’t just technical, they’re still profoundly human.
The leaders who will thrive will collaborate with the technology, stay resilient through change, make sense of complexity, lead with authenticity, and grow through community.
If these conversations in San Francisco were any indication, the future of talent is bright, brave, and built on skills that truly matter.
Want to keep exploring these ideas?
We’d love to continue the conversation. Reach out to our team to dig deeper into the strategies, tools, and skills that are shaping the next era of talent.