Stark Analytics

08/30/2026

https://youtu.be/EE0z4pK9i6o?is=QB_w4yG_UmPBVgLS

Join America's Virtual Chamber of Commerce& Industry (AVCCI) powere...

08/09/2026

When I’m feeling off, I look at this and ask, “Have I been nurturing these strengths, or suppressing them?”

08/06/2026

The EEOC just changed what it looks at in a hiring case.
Less at your statistics. More at your paperwork.
Five questions your decision record now has to answer. 👇


www.trugemtalent.com

08/06/2026

The EEOC just changed what it looks at in a hiring case.
Less at your statistics. More at your paperwork.
Five questions your decision record now has to answer. 👇


www.trugemtalent.com

07/23/2026

9 in 10 companies now use AI somewhere in candidate screening. And over the last eighteen months, the ground under that number moved three times.

Federal enforcement of disparate impact claims pulled back in 2025. A lot of employers read that as lower risk. The fine print runs the other way. Claims that used to sit in an agency queue now go straight to court, and the states filled the gap with their own rules. Illinois, California, Colorado, New York City, Texas. Different definitions, different notices, different penalties.

They agree on one thing: if technology influences a hiring decision, the employer answers for the outcome.

Buying the tool outsources the work. It does not outsource the risk.

Here is the part I keep coming back to. Hiring is one of the highest-stakes decisions a company makes, and most companies keep no record of the judgment behind it. Who evaluated what. Against which criteria. Why the call went the way it did. When a hire gets challenged, and that rarely happens inside the first year, memory is not evidence.

The record is the defense.

We put the law, the litigation, and the research into one plain-language brief for HR and people leaders. Twelve minutes, eight exhibits, sources included. Free.

The research brief, "The Record Is the Defense" can be downloaded for free at: https://trugemtalent.com

07/21/2026

⚠️ If you're in HR, you NEED to watch this 3-min video. It's not polished or cinematic, but it touches on a critical hiring risk that is growing due to the use of AI in the hiring process.

https://trugemtalent.com

07/20/2026

Receiving messages like this made the painful process totally worth it.
When I sat down to write my memoir, I cried, I laughed, and experienced frustration, rage, and everything else in between. It was a story I had trapped inside of me for years, and I had to set it free.

I am humbled by the feedback I've received so far.

Check it out at: https://www.christiantorres.info/builtinthedark

07/19/2026

ChatGPT just wrote me a serious business plan for bacon-scented pencils.
At no point did it say, “Christian, I think you need some sleep.”

It developed the positioning, target market, unit economics, sales channels, and launch strategy. Apparently, we are only a Shopify store away from disrupting the novelty stationery industry.

This is the danger of using an LLM as your only strategic advisor. It is remarkably good at helping you execute the idea you gave it. It is not always good at stopping the meeting and asking:

“Why are we making breakfast-flavored office supplies?”

The real value of AI is not intelligent agreement. It is intelligent resistance.

In the Stark Advisory Board Workshop, you will build a private three-person AI advisory board designed to challenge your assumptions, debate competing perspectives, and pressure-test your decisions before you invest six months in Bacon Pencil Industries.

The next live workshop is here:
https://stark-advisory-board-workshop.heysummit.com/

Bring a real decision.
Please do not bring bacon pencils.

The workshop is a live 60-minute build session in which attendees create a functioning three-person advisory board inside their existing LLM tools.

07/17/2026

Skynet People vs. Oh-my-Claude People...
The most dangerous AI user might be the one determined to use it for everything.

AI is a tool. The advantage belongs to the people who know when to use it, when not to, and where human judgment still matters.

07/16/2026

Most leaders already have an advisory board... They just don't know it.

There's a mentor they call when things get heavy. A former boss whose voice still lives in their head. That one friend who asks the uncomfortable question nobody else will.

But here's what people miss. Those voices are unstructured. They show up at random, in random contexts, with no system connecting them to the actual decision in front of you.

I often tell people: we are swimming in answers. Somewhere along the line we forgot the question. The same thing happens with advice. You collect wisdom from smart people over years, but you never pressure-test it against a specific decision at the moment it matters.

What if you could take one of those voices and make it available on demand? Not a chatbot. Not generic AI. A structured advisor built around how a specific person actually thinks, applied to your real decisions.

That's the starting point. One advisor. One decision. One perspective you trust, made accessible when you need it instead of when they happen to pick up the phone.