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Hundreds of millions of people consult artificial intelligence chatbots on a daily basis for everything from product recommendations to romance, making them a tempting audience to target with potentially below-the-radar advertising. Indeed, our research suggests AI chatbots could easily be used for covert advertising to manipulate their human users. We are computer scientists who have been tracking AI safety and privacy for several years. In a study we published in an Association for Computing Machinery journal, we found that chatbots trained to embed personalized product ads in replies to queries influenced people’s choices about products. And most participants didn’t recognize that they were being manipulated. These findings come at a pivotal moment. In 2023, Microsoft started running ads in Bing Chat, now called Copilot. Since then, Google and OpenAI have experimented with advertisements in their own chatbots. Meta has started to send people customized ads on Facebook and Instagram based on their interactions with Meta’s generative AI tools. The major companies are competing for an edge: In late March, OpenAI lured away Meta’s longtime advertising executive, Dave Dugan, to lead OpenAI’s advertising operations. Tech companies have made ads part of nearly every large free web service, video channel, and social media platform. But the latest AI models could take this practice to a new level of risk for consumers. People don’t simply use chatbots to search for information and media or to produce content. They turn to the bots for a great variety of tasks, as complex as life advice and emotional support. People are increasingly treating chatbots as companions and therapists, with some users even developing deep relationships with AI. In these circumstances, people can easily forget that companies ultimately create chatbots to turn a profit. And to that end, AI companies are motivated to thoroughly profile users so ads become more effective and profitable. Chatbot ads have added power A single prompt to a chatbot can reveal a lot more about a user than the person might expect. A 2024 study showed that large language models can infer a wide range of personal data, preferences, and even a person’s thinking patterns during routine queries. “Help me write an essay on the history of American fiction” could indicate that the user is a high school student. “Give me recipe suggestions for a quick weeknight dinner” could indicate that the user is a working parent. A single conversation can provide a surprising amount of detail. Over time, a full chat history could create a remarkably rich profile. To show how this might happen in practice, we built a chatbot that quietly wove ads into its conversations with people, suggesting products and services based on the conversation itself. We asked 179 people to complete everyday online tasks using one of three chatbots: one typical of those on the web today, one that slipped in undisclosed ads and one that clearly labeled sponsored suggestions. Participants didn’t know the experiment was about advertising. For example, when participants asked our chatbot for a diet and exercise plan, the ad version would suggest using a specific app for tracking calories. It presented that sponsored content as an unbiased recommendation, even though it was meant to manipulate people. Many participants indicated that they had been influenced by the AI and that it had affected their decisions. Some participants even said they had completely “outsourced” their decision-making to the chatbot. Half of the participants who received sponsored and disclosed ads indicated they did not notice the presence of advertising language in the responses they received. This led to a concerning result: Although ads made the chatbot perform 3% to 4% worse on many tasks, numerous users indicated they preferred the advertising chatbot responses over the nonadvertising responses. They even said the ad-infused responses felt more friendly and helpful. A chatbot sneaks a product advertisement into its response to a user who is asking about a diet and exercise regimen. Knowing you to persuade you This kind of subtle influence can have larger consequences when it arises in other areas of life, such as political and social views. Profiling users, and using psychology to target them, has been part of social media algorithms and web advertising for more than a decade. But in our view, chatbots are likely to deepen these trends. That’s because the first priority of social media algorithms is to keep you engaged with the content. They personalize ads based on your search history. Chatbots, however, can go further by trying to persuade you directly, based on your expressed beliefs, emotions, and vulnerabilities. And chatbots that can reason and act on their own are far more effective than conventional algorithms at autonomously soliciting information from users. A chatbot with a purpose can keep probing someone until it gets the information it wants, resulting in a more accurate profile of them. This type of autonomous interrogation is feasible, aligns with AI companies’ business models, and has raised concern among regulators. Right now OpenAI is rolling out ads in ChatGPT, but the company said that it will not allow ad placement to alter the AI chatbot’s replies. But permitting personalized ads within chatbot responses is just a step away. Our research suggests that if AI companies take that step, many human users may not even recognize when it happens. Here are some steps you can take to try to detect AI chatbot advertising. Look for any disclosure text—words such as “ad,” “advertisement” and “sponsored”—even if it is faint or otherwise hard to see. These are mandatory under Federal Trade Commission regulations. Amazon, Google, and other major online platforms have these as well. Think about whether that product or brand mention makes sense and is widely known. AI learns from text and images on the internet, so popular brands are likely to be ingrained in the models. If it’s a new product or small-name product, it is more likely that it could be advertising. An unusual shift in intent or tone is a potential sign of an advertisement. An analogy to this on YouTube is the often abrupt or jarring transition to a sponsored section on videos made by content creators. Brian Jay Tang is a PhD candidate in computer science and engineering at the University of Michigan. Kang G. Shin is an emeritus professor of computer science at the University of Michigan. This article is republished from The Conversation under a Creative Commons license. Read the original article. View the full article

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Upwards of 80% of HR professionals are women. When I first came across that number, what unsettled me wasn’t the stat—it was how quickly my brain accepted it. Of course HR is mostly women. That’s the department where “people” and “culture” live. Where feelings are attended to. The nurturing department. The moment I noticed I’d reached for that word, I realized the number wasn’t showing me a labor-market pattern but, instead, my bias—about which work is considered feminine, and which workers get feminized in the process. The chief human resources officer holds one of the most impossible jobs in the C-suite. They’re asked to be the company’s emotional infrastructure (protecting the humanity of employees, holding space for grief and growth, stitching culture together) while also serving as the organization’s compliance shield (responsible for investigations, terminations, and the legal bulwark against the very employees they’re meant to represent). Nurture the people; protect the business. It’s a textbook example of a double bind, and historically it has been paid like one. But the double bind isn’t just the CHRO’s to carry. Every leader who has ever tried to facilitate real community inside an organization has walked into some version of it. The research is unambiguous: Community at work drives engagement, retention, and performance. Yet the leadership psychology most of us are trained in doesn’t produce community—it produces efficiency, urgency, and scale. It rewards what gets done, not what gets held. The result is a C-suite that talks about culture while practicing velocity, and then wonders why the teams below it feel uncared for. We invited Felicity Fellows onto the From the Culture podcast to sit with this tension. Fellows grew TEDx from a Sydney side-project into a global community of thinkers—a feat that required her to codify something intangible (belonging) into a system portable enough to cross every continent. Somewhere in our conversation, she mentioned, almost in passing, that after a grueling stretch of work and heartbreak, she’d put herself on what she called a “masculine cleanse.” Not a detox from men, but a detox from a way of being. This phraseology landed in the room like a bomb, because, as it turns out, that’s exactly what most organizations need—a detox from the orthodoxy. Let me say the obvious part out loud: A masculine cleanse is not a male cleanse. I mean, I’m a male, and I certainly don’t want to be erased from work. As my cohost, Amanda Slavin, called out in the episode, this detox isn’t about scrubbing men out of the room, or out of the room’s leadership. Masculine and feminine, as we’re using them, are psychological registers that every person of every gender moves between. The problem isn’t the masculine register itself—it’s that we’ve built the workplace almost entirely inside of it, and then been surprised when the people we tasked with bringing community into the building couldn’t get a fair wage for doing it. As we uncovered in the conversation, work, as a system, was designed by a very narrow demographic for a very narrow demographic. And when everyone else was finally allowed in, we didn’t redesign the system—we just kept appending people to a foundation that was never built for them. Hence the double bind for the CHRO and the exhaustion of every leader who has been asked to “prioritize culture” while being measured on quarterly velocity. This system was architected decades ago, and we’ve spent the years since decorating the walls. It’s a social construction. Our conversation, instead, offered a different metaphor, which suggests that we could be glass, which is hard and easily broken, or clay, which is soft and strong. Corporate life has historically rewarded glass—the rigid org chart, the unflappable leader, the closed face in the meeting. But glass cracks under the load we’re now asking our organizations to carry. Clay flexes. Clay, it turns out, also holds more. The CHRO has been doing this work quietly for decades, often without title, without pay parity, and without a seat at the strategic table that matches the weight of what they carry. The cleanse we’re proposing isn’t theirs alone to run; it’s the rest of the C-suite’s catch-up. If community really is what makes work work—as the research insists—then the leadership capable of building it is the leadership worth building. Clay, not glass. A softening that, as Fellows might say, isn’t weakness. It’s strength with a different shape. Check out our full conversation with Felicity Fellows on the latest episode of From the Culture here or wherever you get your podcasts. View the full article

Uncover the impact of AEO on brand discovery in 2026. Learn how to optimize content for AI citations and metrics. The post AEO In 2026: Which Content Formats Earn AI Citations & How to Produce More [Webinar] appeared first on Search Engine Journal. View the full article

In our Rethinking SEO in the age of AI article, we briefly explored how AI might move beyond simple prompt-and-response interactions. One emerging direction is agentic AI. Systems that can take action, not just generate answers. While this space is still evolving, we’re already seeing early signs of tools that can identify gaps, suggest improvements, and adapt to changing trends with minimal input. If these capabilities continue to develop, they could reshape how we think about maintaining continuous discoverability in SEO. Table of contents Understanding the coexistence of web and AI agents What will SEO mean in agentic web? Role of agentic AI in SEO Understanding the risks and challenges of agentic AI for SEO What discoverability might look like in an agent-driven web? Key takeaways Agentic AI for SEO represents a shift from traditional visibility and ranking to being trusted and understood by AI systems The web’s structure remains stable, but interaction through AI agents changes how content is accessed and consumed SEO must evolve to focus on being structured, reliable, and adaptable for AI interpretation Challenges include data quality, integration complexity, and balancing automation with human judgment The future of discoverability in an agent-driven web emphasizes collaboration between AI and human insight, expanding SEO’s role beyond just ranking Understanding the coexistence of web and AI agents Before understanding agentic SEO, let’s first look at the role of AI in shaping the web. Is it staying the same, or quietly changing? For a long time, the web has been more than just a collection of pages. It has functioned as an interconnected graph of entities. Websites representing people, businesses, ideas, and concepts, all linked together through content, context, and trust. This structure, often referred to as the open web, has remained relatively stable for decades. Humans created content, users discovered it through search or links, and meaning was formed through exploration. What seems to be shifting now is not the structure itself, but how that web is accessed and consumed. Earlier, discovery was largely a direct interaction between humans and websites. You searched, clicked, read, compared, and formed your own conclusions. Today, AI systems are increasingly stepping into that journey. They sit between the user and the web, interpreting, summarizing, and sometimes even deciding which information to surface. This is where the idea of AI agents begins to emerge. Not just as tools that generate responses, but as systems that can navigate the web, retrieve information, and potentially act on it. Early examples, such as experiments in natural language interfaces like NLWeb, hint at a web that can be interacted with more conversationally, without losing its openness and interconnectedness. Some refer to this shift as the beginning of an “agentic web.” But it’s important to see it less as a complete transformation and more as a layer forming on top of the existing web. The open web still exists, content is still created by people, and links still matter. What’s evolving is how that content is discovered, interpreted, and used. And that shift in interaction is where things start to get interesting for SEO. Read more: Yoast collaborates with Microsoft to help AI understand Open Web What will SEO mean in agentic web? If AI agents are starting to reshape how people interact with the web, it naturally raises a follow-up question: where does that leave SEO? For years, SEO has largely been about helping users find your content. You optimized for rankings, improved visibility on search engines, and relied on users to click, read, and navigate. But if AI agents begin to mediate that journey, not just retrieving information but interpreting and acting on it, then SEO may need to expand its role. Not necessarily replace what exists, but build on top of it. From ranking pages to being selected by systems In a more agent-driven environment, discoverability may no longer depend solely on where you rank, but also on whether your content is selected, trusted, and used by AI systems. That introduces a subtle but important shift: It’s not just about being visible It’s about being understandable, reliable, and usable by machines AI agents don’t browse the web the way humans do. They: Parse structured and unstructured data Look for clear signals of authority and accuracy Combine information from multiple sources before presenting it So instead of optimizing only for clicks, SEO may also involve optimizing for inclusion in AI-generated responses and workflows. What stays, what evolves, what gets added Let’s ground this a bit. Traditional SEO doesn’t disappear. Many of its fundamentals still apply, but their role may shift. What stays relevant High-quality, original content Clear site structure and internal linking Strong technical SEO foundations Authority and trust signals (E-E-A-T) These remain essential because AI systems still rely on the web as their source of truth. What evolves Keywords → Intent modeling: Less about exact-match phrases, more about covering topics deeply and contextually Rankings → Presence across surfaces: Visibility may extend beyond SERPs into AI summaries, assistants, and agent outputs Clicks → Influence: Users may not always visit your site, but your content can still shape their decisions What gets added Structured, machine-readable content: Schema, clean formatting, and semantic clarity become even more important Content designed for extraction: Clear answers, definitions, step-by-step explanations Topical authority at the entity level: Being recognized as a trusted source for a subject, not just ranking for a keyword Freshness and adaptability: Content that evolves as trends and information change So, what does SEO really become? It starts to look less like a discipline focused purely on rankings and more like one focused on continuous discoverability. Or, as Alex Moss puts it in his article The Same But Different: Evolving Your Strategy For AI-Driven Discovery, the web itself may be evolving into two parallel experiences: This has created a split from a completely open web into two – the ‘human’ web and the ‘agentic’ web… SEOs will have to consider both sides of the web and how to serve both. That framing makes the shift clearer. Your content still needs to rank. But it also needs to work at a second layer of the web, where AI systems interpret, select, and sometimes act on information before a human ever sees it. So now, your content needs to be: Understood without ambiguity Trusted enough to be referenced Structured well enough to be reused In that sense, SEO doesn’t disappear in an agentic web. It stretches. From helping users find information… to helping systems choose it. Role of agentic AI in SEO If the web is gradually being experienced through both humans and AI agents, then it’s worth asking what role these agents might begin to play in SEO itself. Not as a replacement for SEO teams, but as a new layer within how SEO work gets done. What we’re starting to see is a shift from SEO as a set of periodic tasks to something more continuous, assisted, and adaptive. Some early tools already hint at this. They don’t just analyze data, they suggest actions. In some cases, they even implement changes. If this direction continues, agentic AI could become less of a tool you use and more of a system you collaborate with. Let’s break down where this role might start to take shape. How agentic AI may reshape SEO workflows ShiftTraditional SEO approach (how it typically works today)With agentic AI (emerging direction)Audits → Always-on optimizationSEO teams run audits at set intervals (monthly, quarterly) using tools such as site crawlers. Issues such as broken links, missing metadata, or slow pages are identified and then manually fixed over time. Improvements often depend on when the audit is conducted.Systems continuously monitor site performance, flag issues as they arise, and may suggest or implement fixes in real time. Optimization becomes ongoing rather than dependent on manually scheduled audits.Reacting → AnticipatingActions are usually triggered by visible changes. For example, a drop in rankings leads to an investigation, or an algorithm update prompts content revisions. SEO is often a response to what has already happened.AI systems analyze patterns in search behavior and performance data to detect early signals. This could mean identifying emerging topics, shifting intent, or declining engagement before it significantly impacts performance.Manual execution → Guided systemsTasks such as keyword research, clustering, content optimization, and internal linking are performed manually or with tools. SEO specialists interpret the data and execute changes step by step.AI assists with these tasks by identifying keyword opportunities, grouping topics, suggesting optimizations, and even applying specific changes. SEOs shift toward guiding strategy, reviewing outputs, and setting priorities.Static content → Adaptive contentContent is created, published, and revisited occasionally. Updates are often triggered by performance drops, outdated information, or scheduled content refresh cycles.Content evolves more dynamically. Systems can recommend updates based on performance, refine sections for clarity, or restructure content to better match user intent and AI consumption patterns.Generic UX → Contextual journeysMost users experience the same content and navigation structure. Personalization is limited or rule-based, such as basic recommendations or segmented landing pages.Experiences become more contextual. Content, navigation, and recommendations can adapt based on user behavior, intent, or journey stage, creating more relevant and engaging interactions.Technical maintenance → Intelligent infrastructureTechnical SEO involves periodic checks for issues such as crawl errors, indexing problems, and schema gaps. Fixes are prioritized manually based on impact and resources.AI systems continuously monitor technical health, automatically prioritize issues, suggest fixes, and, in some cases, implement them. Structured data, internal linking, and site architecture can be dynamically optimized. A quick example: structuring content for machines, not just humans If agentic systems rely on structured, connected, and machine-readable content, then this isn’t entirely new territory for SEO. In many ways, we’ve already been moving in this direction through structured data and schema. What’s changing is how important and foundational it may become. For example, features like schema aggregation in Yoast SEO bring together different pieces of structured data across a site and connect them into a more unified graph. Instead of treating pages as isolated units, they help search engines better understand how entities, content types, and relationships fit together. This might seem like a technical detail, but it reflects a broader shift. If AI agents are parsing, combining, and interpreting content across multiple sources, then clarity and connection at the data level become more important. Not just for visibility in search results, but for how content is understood and reused. So while agentic AI may feel like a new layer, some of the foundational work, like structuring content, defining entities, and building semantic relationships, is already part of modern SEO. It just becomes more critical in this context. So, where does this leave SEO teams? If there’s one pattern across all of this, it’s not replacement, but redistribution. Agentic AI may take on: Repetitive tasks Data-heavy analysis Continuous monitoring Which leaves humans to focus more on brand-building aspects like: Strategy and positioning Editorial judgment and brand voice Deciding what should be done, not just what can be done In that sense, agentic AI doesn’t redefine SEO overnight. But it does start to reshape how it’s practiced. Understanding the risks and challenges of agentic AI for SEO So far, agentic AI might sound like a natural evolution of SEO. But, as with most shifts in technology, it may also come with trade-offs. Not because the technology is inherently problematic, but because it introduces new dependencies, new layers of complexity, and new decisions for SEO teams to navigate. In that sense, adopting agentic AI isn’t just about adding a new capability. It may also involve rethinking how much control to delegate and where human judgment continues to play a critical role. Here are some of the challenges that could emerge as this space evolves: 1. High technical and integration complexity Agentic systems are unlikely to operate in isolation. They may need to connect with your CMS, analytics tools, and multiple data sources. This could introduce challenges such as: Managing integrations across platforms Ensuring consistent and reliable data flow Defining clear workflows across systems For many teams, this might not be plug-and-play. It could require time, experimentation, and coordination across different roles. 2. Data quality and dependency Agentic AI may be heavily dependent on the quality of data it receives. If the data is: Outdated Incomplete Poorly structured Then the outputs could reflect those gaps. At scale, even small inconsistencies might influence multiple recommendations or decisions. Which is why maintaining clean, reliable data sources may become even more important in an agent-driven setup. 3. Risk amplification and the need for governance One of the strengths of agentic AI is speed. But that same speed might also amplify unintended outcomes. Without clear guardrails: Content updates could introduce inaccuracies Technical changes might lead to issues like broken links or indexing errors Best practices may not always be consistently followed This is where governance frameworks and approval checkpoints may become essential, not to slow things down, but to keep them aligned. 4. Hallucinations and accuracy considerations AI systems can sometimes generate outputs that sound plausible but aren’t entirely accurate. In an SEO context, this might look like: Misinterpreted data Inaccurate keyword insights Fabricated or blended information The challenge is that these outputs can be difficult to spot at a glance. This suggests that validation and source-checking may remain an ongoing part of the workflow. 5. Limited understanding of nuance SEO often goes beyond data and structure. It includes tone, context, and intent. Agentic systems may not always fully capture: Brand voice and positioning Legal or compliance nuances Subtle differences in user intent This could result in outputs that are technically sound, but not always contextually aligned. Human input may still play a key role here. 6. Balancing automation with human judgment A broader question that may arise is how much to automate. Too much automation might: Reduce control over strategy or brand Too little might: Limit efficiency and scalability Most teams may find themselves balancing the two. Using agentic AI to extend their capabilities, while still guiding direction and decision-making. 7. High initial investment and learning curve While agentic systems may offer long-term efficiency, getting started could take time. This might involve: Learning how the systems work Setting up workflows and integrations Aligning outputs with business goals There’s also a level of uncertainty here. The technology is still evolving, and so are the tools built around it. Which means costs, capabilities, and best practices may continue to shift. For many teams, adoption may not be immediate. It could happen gradually, through testing, iteration, and figuring out what actually works in practice. 8. Zero-click experiences and shifting traffic patterns As AI systems become more involved in surfacing information, zero-click experiences may become more common. Users might: Get answers directly within AI interfaces Interact without visiting the original source This doesn’t necessarily reduce the importance of SEO, but it may shift how success is measured. Visibility and influence could become just as relevant as traffic. What discoverability might look like in an agent-driven web? Agentic AI may open up new possibilities for how SEO is done. But alongside that, it may also introduce new considerations. It could require: Stronger data foundations Clear governance and review processes A thoughtful balance between automation and human input In many ways, the goal may not be full automation. It may be a better collaboration. Even if agents take on more execution, the responsibility for direction, accuracy, and trust is likely to remain human. And maybe that’s the more interesting shift here. Not whether AI agents will “take over” SEO, but how they might reshape what good SEO looks like. If discoverability is no longer just about ranking, but also about being selected, interpreted, and reused by systems, then the role of SEO starts to expand. It becomes less about optimizing for a single interface and more about preparing content to exist across multiple layers of the web. So the question isn’t just: “How do we rank?” It might slowly become: How to stay understandable across multiple LLMs? Do we remain trustworthy enough to be referenced? How do we design content that works for both humans and machines? We don’t have all the answers yet. And maybe that’s okay. Because this isn’t a fixed destination. It’s something that’s still taking shape. And as it does, SEO may continue to evolve alongside it. Not disappearing, not being replaced, but adapting to a web that is becoming more dynamic, more layered, and a little less predictable. The post Ensuring continuous discoverability with agentic AI for SEO appeared first on Yoast. View the full article

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Company structure in a corporation outlines how the organization operates, makes decisions, and manages various relationships within its components. It typically features a hierarchy that includes the board of directors, the management team, and shareholders, each fulfilling specific roles. Comprehending this framework is essential, as it influences governance, accountability, and communication. As you explore further, you’ll discover the different types of structures and their impacts on overall corporate effectiveness. Key Takeaways Corporate structure determines operational decision-making and defines relationships among board members, management, and shareholders. The Board of Directors governs the corporation, linking shareholders with management and overseeing compliance and strategic planning. Key management roles include the CEO, CFO, and COO, each responsible for different aspects of company operations and financial performance. Shareholders own the company, holding voting rights on major decisions, influencing corporate strategy, and ensuring their interests are prioritized. Effective communication and role clarity within the organizational structure enhance collaboration, accountability, and operational efficiency. Understanding Corporate Structure Grasping corporate structure is crucial for anyone involved in or studying a corporation, as it lays the foundation for how a company operates and makes decisions. The corporate hierarchy defines roles within the organization, including the board of directors, management team, and shareholders. A corporate structure chart visually represents these relationships, making it easier to understand reporting lines and decision-making processes. The board of directors, typically composed of inside and outside directors, hires the CEO and engages in strategic planning. Meanwhile, the management team, led by the CEO, handles daily operations, with key roles like the COO overseeing operational areas and the CFO managing financial aspects. Different types of organizational structures, such as functional or matrix, influence how departments interact to achieve corporate goals. A well-defined company organizational chart improves transparency, enabling rapid responses to changes and supporting the pursuit of strategic objectives. The Role of the Board of Directors The Board of Directors plays a pivotal role in governing a corporation, acting as the primary link between shareholders and management. This board typically includes a mix of inside and outside directors, balancing internal insight with external accountability. You’ll see their influence in a company structure chart or corporate org chart that outlines the hierarchy and relationships within the organization. Board members are responsible for hiring the Chief Executive Officer (CEO) and other key executives, guiding strategic planning, and monitoring performance. They guarantee that management aligns with shareholders’ interests by overseeing compliance, financial performance, and risk management. The chairperson leads meetings, facilitating communication among members and enforcing effective governance practices. As they fulfill their fiduciary duties, board members work diligently to protect shareholders’ investments, reflecting best practices seen in various corporate structure examples. This governance structure is essential for the overall success and sustainability of the corporation. Key Members of the Management Team In any corporation, key members of the management team play vital roles in steering the organization toward its goals. Typically, this team includes the Chief Executive Officer (CEO), Chief Financial Officer (CFO), and Chief Operations Officer (COO). The CEO oversees overall operations, serving as the primary link between the board of directors and the management team, guaranteeing strategic alignment with corporate goals. The CFO is significant for managing financial aspects, encompassing financial reporting, budgeting, and analysis of data to guide decision-making. Meanwhile, the COO handles day-to-day operations, including marketing, sales, production, and human resources, which ensures efficient performance. Together, these senior management members collaborate closely with the CEO to implement board decisions, making them pivotal in your company employee structure chart. Comprehending this company structure corporation helps clarify roles and responsibilities, ultimately driving the organization toward success. Shareholders and Their Influence Grasping the dynamics of a corporation involves recognizing the role of shareholders, who are the owners of the company. They hold shares that represent their ownership stake and are entitled to a portion of the company’s profits through dividends. Shareholders have significant influence through their voting rights on major corporate matters, including: Electing the board of directors during annual meetings. Approving proposals for mergers or acquisitions. Initiating proxy contests to replace board members. Major shareholders or institutional investors often push for strategic decisions that align with their interests. The board of directors has a fiduciary duty to act in the best interests of shareholders, ensuring their rights and interests are prioritized in corporate decision-making. Importance of Effective Communication Effective communication is vital in a corporate structure, as it establishes clear reporting lines, so you know exactly who to approach for help. This clarity not merely improves team collaboration but likewise streamlines decision-making processes across departments. Clarity in Reporting Lines Clear reporting lines play a crucial role in encouraging effective communication within a corporation, as they establish well-defined channels for accountability and responsibility. When everyone knows their reporting structure, it improves organizational efficiency considerably. Here are three key benefits: Quick Identification: Employees can easily find the right person to approach for task-related inquiries or decisions. Improved Information Flow: A defined hierarchy prevents confusion about communication, which boosts response times, especially during urgent situations. Visual Tools: Organizational charts illustrate reporting relationships, ensuring all team members understand their roles and how they connect with colleagues. Regular assessments of your corporate structure can highlight areas for improvement, aligning communication practices with organizational goals for increased productivity. Enhanced Team Collaboration As team collaboration can thrive in a well-structured corporate environment, it hinges largely on the effectiveness of communication within that framework. Effective communication clarifies roles and responsibilities, reducing confusion and boosting productivity. Organizational charts are crucial tools for visualizing communication pathways, helping you know whom to approach for specific tasks and information. Regular meetings and updates between departments improve transparency and promote collaboration, allowing teams to align their goals and strategies. By implementing communication platforms, you can streamline information sharing, ensuring that everyone stays informed and decision-making processes accelerate. Furthermore, cultivating a culture of open communication encourages feedback and idea sharing, leading to innovative solutions and improved overall team performance within the corporation. Types of Organizational Structures When exploring types of organizational structures, it’s essential to comprehend how each configuration impacts a corporation’s operations and communication. Here are three common structures you might encounter: Functional Structure: This organizes employees by skill sets and tasks, improving communication and decision-making within specialized departments like IT and Accounting. Divisional Structure: In this setup, activities are grouped by market, product, service, or customer, allowing teams to focus on specific areas and respond quickly to market demands. Matrix Structure: This combines functional and divisional aspects, promoting decentralized decision-making and collaboration, but may complicate reporting and resource allocation. Each type has unique advantages and challenges, influencing operational efficiency and strategic alignment. The Impact of Corporate Structure on Governance Corporate structure plays an essential role in shaping governance efficiency and accountability within a corporation. By defining clear roles and promoting open communication, it helps guarantee that both the board and management align their actions with the interests of shareholders. This clarity not merely promotes transparency but likewise streamlines decision-making processes, allowing the organization to adapt swiftly to changing circumstances. Governance Efficiency and Accountability Effective governance in a corporation hinges on a well-defined corporate structure, which clearly outlines the roles and responsibilities of both the board of directors and the management team. This structure boosts governance efficiency and accountability by: Clearly delineating the duties of inside and outside directors, ensuring they monitor management actions effectively. Supporting regular assessments that lead to improved performance and strategic alignment, maximizing shareholder value. Separating the CEO and chair roles, which reduces conflicts of interest and strengthens oversight. Role Clarity and Communication A well-defined corporate structure plays a crucial role in establishing role clarity and effective communication within a corporation. By delineating roles and responsibilities, you improve accountability and guarantee management and the board of directors operate efficiently. Clear reporting relationships facilitate efficient communication, allowing you to know whom to approach for specific tasks. The balance of inside and outside directors promotes independent oversight, aligning governance practices with shareholder interests. Aspect Impact on Governance Importance Role Clarity Improves accountability Promotes efficient decision-making Communication Channels Supports rapid responses Facilitates strategic alignment Board Composition Guarantees independent oversight Aligns with shareholder interests Regular Assessments Identifies areas for improvement Boosts operational efficiency Effective communication channels are crucial for maneuvering market changes. Frequently Asked Questions What Does Company Structure Mean? Company structure refers to the organized framework that defines how a business operates. It outlines the roles, responsibilities, and relationships among various teams and departments. This setup guarantees efficient decision-making and operational effectiveness. You’ll find different types of structures, like functional, divisional, and matrix, each with unique advantages and challenges. A clear company structure promotes transparency, clarifies reporting lines, and aligns strategies to achieve the organization’s goals effectively. What Are the 4 Types of Company Structure? The four types of company structure are functional, divisional, matrix, and hybrid. In a functional structure, employees are grouped by skill sets, enhancing departmental communication. The divisional structure organizes teams based on products or regions, allowing for quick market responses. A matrix structure combines functional and divisional elements, promoting collaboration but can cause conflicts. Finally, the hybrid structure blends both styles, offering flexibility during maintaining specialization across departments, adapting to various business needs effectively. What Is an Example of a Corporate Structure? An example of a corporate structure is the functional structure, where employees are grouped by their specific roles or departments, such as marketing, finance, and human resources. This setup promotes efficiency and clear communication within each department. On the other hand, a divisional structure organizes teams around specific products or markets, allowing focused strategies for diverse customer needs. Both structures aim to streamline operations during addressing the distinct demands of various business areas effectively. What Is My LLC Company Structure? Your LLC company structure typically involves members who own the business, and they can be individuals, corporations, or other LLCs. You have the option to manage it yourself (member-managed) or appoint managers (manager-managed). This flexibility allows you to choose a governance style that fits your needs. Furthermore, your LLC offers limited liability protection and is treated as a pass-through entity for taxes, meaning profits and losses go directly onto your personal tax returns. Conclusion In conclusion, comprehending the company structure in a corporation is essential for effective governance and decision-making. The board of directors, management team, and shareholders each play unique roles that impact the organization’s direction. Clear communication among these groups improves accountability and responsiveness, aligning efforts toward strategic objectives. Knowing the various types of organizational structures can further optimize operations, ensuring that the company functions efficiently as it adapts to changes in the business environment. Image via Google Gemini This article, "What Is Company Structure in a Corporation?" was first published on Small Business Trends View the full article

Company structure in a corporation outlines how the organization operates, makes decisions, and manages various relationships within its components. It typically features a hierarchy that includes the board of directors, the management team, and shareholders, each fulfilling specific roles. Comprehending this framework is essential, as it influences governance, accountability, and communication. As you explore further, you’ll discover the different types of structures and their impacts on overall corporate effectiveness. Key Takeaways Corporate structure determines operational decision-making and defines relationships among board members, management, and shareholders. The Board of Directors governs the corporation, linking shareholders with management and overseeing compliance and strategic planning. Key management roles include the CEO, CFO, and COO, each responsible for different aspects of company operations and financial performance. Shareholders own the company, holding voting rights on major decisions, influencing corporate strategy, and ensuring their interests are prioritized. Effective communication and role clarity within the organizational structure enhance collaboration, accountability, and operational efficiency. Understanding Corporate Structure Grasping corporate structure is crucial for anyone involved in or studying a corporation, as it lays the foundation for how a company operates and makes decisions. The corporate hierarchy defines roles within the organization, including the board of directors, management team, and shareholders. A corporate structure chart visually represents these relationships, making it easier to understand reporting lines and decision-making processes. The board of directors, typically composed of inside and outside directors, hires the CEO and engages in strategic planning. Meanwhile, the management team, led by the CEO, handles daily operations, with key roles like the COO overseeing operational areas and the CFO managing financial aspects. Different types of organizational structures, such as functional or matrix, influence how departments interact to achieve corporate goals. A well-defined company organizational chart improves transparency, enabling rapid responses to changes and supporting the pursuit of strategic objectives. The Role of the Board of Directors The Board of Directors plays a pivotal role in governing a corporation, acting as the primary link between shareholders and management. This board typically includes a mix of inside and outside directors, balancing internal insight with external accountability. You’ll see their influence in a company structure chart or corporate org chart that outlines the hierarchy and relationships within the organization. Board members are responsible for hiring the Chief Executive Officer (CEO) and other key executives, guiding strategic planning, and monitoring performance. They guarantee that management aligns with shareholders’ interests by overseeing compliance, financial performance, and risk management. The chairperson leads meetings, facilitating communication among members and enforcing effective governance practices. As they fulfill their fiduciary duties, board members work diligently to protect shareholders’ investments, reflecting best practices seen in various corporate structure examples. This governance structure is essential for the overall success and sustainability of the corporation. Key Members of the Management Team In any corporation, key members of the management team play vital roles in steering the organization toward its goals. Typically, this team includes the Chief Executive Officer (CEO), Chief Financial Officer (CFO), and Chief Operations Officer (COO). The CEO oversees overall operations, serving as the primary link between the board of directors and the management team, guaranteeing strategic alignment with corporate goals. The CFO is significant for managing financial aspects, encompassing financial reporting, budgeting, and analysis of data to guide decision-making. Meanwhile, the COO handles day-to-day operations, including marketing, sales, production, and human resources, which ensures efficient performance. Together, these senior management members collaborate closely with the CEO to implement board decisions, making them pivotal in your company employee structure chart. Comprehending this company structure corporation helps clarify roles and responsibilities, ultimately driving the organization toward success. Shareholders and Their Influence Grasping the dynamics of a corporation involves recognizing the role of shareholders, who are the owners of the company. They hold shares that represent their ownership stake and are entitled to a portion of the company’s profits through dividends. Shareholders have significant influence through their voting rights on major corporate matters, including: Electing the board of directors during annual meetings. Approving proposals for mergers or acquisitions. Initiating proxy contests to replace board members. Major shareholders or institutional investors often push for strategic decisions that align with their interests. The board of directors has a fiduciary duty to act in the best interests of shareholders, ensuring their rights and interests are prioritized in corporate decision-making. Importance of Effective Communication Effective communication is vital in a corporate structure, as it establishes clear reporting lines, so you know exactly who to approach for help. This clarity not merely improves team collaboration but likewise streamlines decision-making processes across departments. Clarity in Reporting Lines Clear reporting lines play a crucial role in encouraging effective communication within a corporation, as they establish well-defined channels for accountability and responsibility. When everyone knows their reporting structure, it improves organizational efficiency considerably. Here are three key benefits: Quick Identification: Employees can easily find the right person to approach for task-related inquiries or decisions. Improved Information Flow: A defined hierarchy prevents confusion about communication, which boosts response times, especially during urgent situations. Visual Tools: Organizational charts illustrate reporting relationships, ensuring all team members understand their roles and how they connect with colleagues. Regular assessments of your corporate structure can highlight areas for improvement, aligning communication practices with organizational goals for increased productivity. Enhanced Team Collaboration As team collaboration can thrive in a well-structured corporate environment, it hinges largely on the effectiveness of communication within that framework. Effective communication clarifies roles and responsibilities, reducing confusion and boosting productivity. Organizational charts are crucial tools for visualizing communication pathways, helping you know whom to approach for specific tasks and information. Regular meetings and updates between departments improve transparency and promote collaboration, allowing teams to align their goals and strategies. By implementing communication platforms, you can streamline information sharing, ensuring that everyone stays informed and decision-making processes accelerate. Furthermore, cultivating a culture of open communication encourages feedback and idea sharing, leading to innovative solutions and improved overall team performance within the corporation. Types of Organizational Structures When exploring types of organizational structures, it’s essential to comprehend how each configuration impacts a corporation’s operations and communication. Here are three common structures you might encounter: Functional Structure: This organizes employees by skill sets and tasks, improving communication and decision-making within specialized departments like IT and Accounting. Divisional Structure: In this setup, activities are grouped by market, product, service, or customer, allowing teams to focus on specific areas and respond quickly to market demands. Matrix Structure: This combines functional and divisional aspects, promoting decentralized decision-making and collaboration, but may complicate reporting and resource allocation. Each type has unique advantages and challenges, influencing operational efficiency and strategic alignment. The Impact of Corporate Structure on Governance Corporate structure plays an essential role in shaping governance efficiency and accountability within a corporation. By defining clear roles and promoting open communication, it helps guarantee that both the board and management align their actions with the interests of shareholders. This clarity not merely promotes transparency but likewise streamlines decision-making processes, allowing the organization to adapt swiftly to changing circumstances. Governance Efficiency and Accountability Effective governance in a corporation hinges on a well-defined corporate structure, which clearly outlines the roles and responsibilities of both the board of directors and the management team. This structure boosts governance efficiency and accountability by: Clearly delineating the duties of inside and outside directors, ensuring they monitor management actions effectively. Supporting regular assessments that lead to improved performance and strategic alignment, maximizing shareholder value. Separating the CEO and chair roles, which reduces conflicts of interest and strengthens oversight. Role Clarity and Communication A well-defined corporate structure plays a crucial role in establishing role clarity and effective communication within a corporation. By delineating roles and responsibilities, you improve accountability and guarantee management and the board of directors operate efficiently. Clear reporting relationships facilitate efficient communication, allowing you to know whom to approach for specific tasks. The balance of inside and outside directors promotes independent oversight, aligning governance practices with shareholder interests. Aspect Impact on Governance Importance Role Clarity Improves accountability Promotes efficient decision-making Communication Channels Supports rapid responses Facilitates strategic alignment Board Composition Guarantees independent oversight Aligns with shareholder interests Regular Assessments Identifies areas for improvement Boosts operational efficiency Effective communication channels are crucial for maneuvering market changes. Frequently Asked Questions What Does Company Structure Mean? Company structure refers to the organized framework that defines how a business operates. It outlines the roles, responsibilities, and relationships among various teams and departments. This setup guarantees efficient decision-making and operational effectiveness. You’ll find different types of structures, like functional, divisional, and matrix, each with unique advantages and challenges. A clear company structure promotes transparency, clarifies reporting lines, and aligns strategies to achieve the organization’s goals effectively. What Are the 4 Types of Company Structure? The four types of company structure are functional, divisional, matrix, and hybrid. In a functional structure, employees are grouped by skill sets, enhancing departmental communication. The divisional structure organizes teams based on products or regions, allowing for quick market responses. A matrix structure combines functional and divisional elements, promoting collaboration but can cause conflicts. Finally, the hybrid structure blends both styles, offering flexibility during maintaining specialization across departments, adapting to various business needs effectively. What Is an Example of a Corporate Structure? An example of a corporate structure is the functional structure, where employees are grouped by their specific roles or departments, such as marketing, finance, and human resources. This setup promotes efficiency and clear communication within each department. On the other hand, a divisional structure organizes teams around specific products or markets, allowing focused strategies for diverse customer needs. Both structures aim to streamline operations during addressing the distinct demands of various business areas effectively. What Is My LLC Company Structure? Your LLC company structure typically involves members who own the business, and they can be individuals, corporations, or other LLCs. You have the option to manage it yourself (member-managed) or appoint managers (manager-managed). This flexibility allows you to choose a governance style that fits your needs. Furthermore, your LLC offers limited liability protection and is treated as a pass-through entity for taxes, meaning profits and losses go directly onto your personal tax returns. Conclusion In conclusion, comprehending the company structure in a corporation is essential for effective governance and decision-making. The board of directors, management team, and shareholders each play unique roles that impact the organization’s direction. Clear communication among these groups improves accountability and responsiveness, aligning efforts toward strategic objectives. Knowing the various types of organizational structures can further optimize operations, ensuring that the company functions efficiently as it adapts to changes in the business environment. Image via Google Gemini This article, "What Is Company Structure in a Corporation?" was first published on Small Business Trends View the full article

Find out how a benchmark can guide you in optimizing your site for better visibility and user experience in search results. The post AI Search Success: How To Benchmark Website Performance In Your Industry appeared first on Search Engine Journal. View the full article

Many resources exist about how to perform well in a formal job interview, but what’s talked about less is how to manage an informal conversation about a job opportunity where the format and success criteria are more ambiguous. The conversation is typically held away from the office over coffee, or even drinks and the ‘interviewer’ may not be taking any notes. These informal discussions most commonly occur at the start and end of a process. However, as headhunter Basil Leroux told me ‘nothing is ever really informal, as opinions and judgements are always being formed.’ In my work as an Executive Career Coach, I often see leaders fail to maximize an ‘informal chat’ as part of a hiring process – allowing the label it’s been given to detract from its importance. As a result, they miss the opportunity to land with impact and showcase themselves at their best. Here are four strategies to help you plan and succeed if you find yourself invited to an informal discussion about a job opportunity. 1. Ascertain purpose, practicalities and power Get clear on the purpose of the conversation by asking for some context. Find out how many other individuals are having a similar conversation and what the next step in the process is. Informal chats are used for a range of reasons: information gathering before entering into a formal selection process, to learn more about your circumstances and ‘sell’ an opportunity, talent pooling for future openings, seeking input from a stakeholder, drawing on a technical expert’s opinion, a formality at the end of a process when the position is ‘yours to lose’, and – less positively, but all too common – when they have no intention of giving you the job, but need to include you in the process for ‘political’ reasons. In advance, research the individual(s) you’ll be meeting by searching online, LinkedIn and the company website. Look for things you have in common – mutual contacts, past employers, academic institutions and wider interests – which you can draw on during the conversation. Gauge their decision-making power in the hiring process by finding out their relationship to the potential job opportunity. Typically, those with higher power would include the direct line manager or a significant stakeholder whose opinion could immediately rule you out. Other important, but potentially lower power interactions, would include peers, direct reports or the existing role holder. Never underestimate anyone’s opinion, however. Find out what you can about the format of the meeting. A Chief Technology Officer – Paul – shared that he has recently had three separate interactions referred to as ‘informal chats’: the first was over a video call, following a structured set of interview questions (so arguably not informal at all), the second was in the office and positioned as an exploration of his technical experience, yet no technical questions were asked. The third was over dinner with a former colleague, introducing him to a CEO who was hiring, to explore their fit for a potential opportunity. 2. Prepare your professional inventory Whilst you want to come over as having a relaxed conversation, the secret to success is to prepare well, as you would for a formal structured interview, so you have relevant impactful content front of mind, and then deliver it in a different way. In formal selection processes, earlier in your career you may have come across the STAR interview model which captures the Situation, Task, Actions and Results. In an informal chat about a senior leadership role, it’s unlikely you’ll be asked structured competency-based questions, but the principle of knowing your measurable results – the ‘R’ of the STAR – stands. Have your most impressive career highlights front-of-mind and be prepared to subtly weave them into the conversation, even when you aren’t directly asked. Prepare a concise career statement to answer the conversation starter ‘tell me a bit about you’. Include what you do, a very brief snapshot of your career journey and your unique strengths. Aim to keep this under a minute long and interesting. Practice saying it out loud so you can weave it naturally into the conversation and you don’t sound like you are delivering a presentation. If your informal chat is with a headhunter who is gatekeeper to a range of opportunities, include your long-term career aspirations and non-negotiables for your next position. Plan elevated questions that showcase your expertise. Refer to information from their company reports, press releases and pertinent topics in your field. Memorize them and ask them conversationally. Also consider questions specifically relevant to your interviewer like: What is your number one priority for next year? If you could fix one thing overnight, what would it be? What surprised you most upon joining the business? 3. Be ready to pivot in the moment Regardless of preparation, there will be times when a meeting does not happen as planned. You can’t control your interviewer, but you can control how you respond. Your ability to reflect and pivot in the moment can keep things on track. Rachel, a chief people officer, was at the final stage of a selection process for a role she really wanted. She was asked to attend the office for an informal chat with some of her future team members. When she arrived, there was a sizable group and they interviewed her panel style with a challenging set of questions about her leadership style. She adapted in the moment and drew on her preparation to share examples of how she’d worked with previous teams, and what they had achieved together. Toward the end of the session, she was able to shift the dynamic to more of a discussion format and concentrated on building rapport. She won them over, but it was an intense 90 minutes. 4. Connect and reflect After the conversation, drop a short email to your interviewer thanking them. If you are keen to continue discussions, make this clear to them by saying something like ‘I very much enjoyed our discussion, in particular __ (name something specific you covered) and I would welcome the chance to meet more of the team / find out more about the opportunity / work with you. Send a personalized invitation to connect with them on LinkedIn. Every informal chat is an opportunity to build a new professional connection. Aim to continue to build rapport with the individual, regardless of whether you want the job. You never know when you will meet them again. Reflect on what the interaction showed you and what you learnt about the individual you met. Ask yourself–would I want to work with this person? How would I feel if the discussion didn’t lead anywhere? It is never ‘just a chat’. Treat all job interviews, whatever their name or formality, as a chance to sell yourself. They are two-way. Every interaction is a data point informing your decision on whether you are interested. Regardless of the outcome, leave a positive impression that will enhance your professional reputation and showcase yourself as a credible expert in your field. View the full article

A twenty-something man once went to a French restaurant in New York—the kind of place with tuxedoed servers. He told the waiter he had never eaten anywhere so fancy and had a hundred dollars to spend, then asked him to bring the best meal he could within that budget. What arrived was a feast worth at least $150, and he was treated like a king. The experience stuck with him. That young man—who would later become a well-known executive coach, profiled in The New Yorker—came to believe in the value of trusting expertise and putting decisions in other people’s hands. It’s a useful lesson for leaders: when you truly delegate, people often exceed your expectations. As CEO of Jotform for two decades, I’ve seen the same dynamic play out inside our company. Successful teams don’t need more management; they operate better with less intervention. That said, leaders can help build communication patterns that reduce dependency and increase clarity. When information flows predictably and transparently, teams move faster with less friction—without constant supervision. Here are the communication patterns that make that kind of autonomy possible. Ownership, not oversight As my company grew from a one-person startup to tens, then hundreds of employees, I realized that delegation was the only way to keep scaling. I had to focus my efforts on things that would make the biggest impact for our company. For the rest, I had to ensure there were people whom I could trust to execute as well or better than I could. Delegation enabled my company to become what it is today—35 million users and 800 employees. That said, Airbnb founder Brian Chesky’s concept of “founder mode” also resonates with me. It’s a style of leadership that entails a founder taking a direct, hands-on approach across the board, rather than relying on a strictly top-down hierarchy. Delegation is an art, and striking a balance that works for your organization is key. At Jotform, I can’t have a hand in everything. So I focus on future products and how they can improve our users’ lives. We empower our teams to operate fairly independently. But I meet with each of them—the AI team, the growth team, the marketing team, and more—once a week. In just 15 or 20 minutes, they present what they’re working on, and I offer feedback. I don’t micromanage. Teams move forward. This system creates a cycle of continuous deployment and improvement. It gives teams momentum. My advice to leaders is to delegate with ownership. That means clearly defining who owns each task or decision so accountability is built into the workflow. But don’t lose touch entirely. While empowering teams to manage themselves, build regular check-ins into your workflows so you can track progress and offer input along the way. Transparency keeps teams moving If the goal is to build teams that are self-sufficient and engaged, leaders are tasked with designing systems and culture to set them up for success. An essential part of that system is transparent communication. Silos and side discussions can create confusion and send projects off track. Instead, teams can leverage tools and platforms that centralize conversations in shared channels and keep team members on the same page. Tools like Notion, for example, allow teams to share project docs, meeting notes, and resources in one location. Everyone sees the same information. There’s no need to hunt through your emails or DM your colleague to send that file again (“sorry!”). Teams can assign roles, tasks, and deadlines, and track progress in real time. Everyone knows who’s doing what. Neither bottlenecks nor silos have the opportunity to form. When communication is transparent and responsibilities are clear, teams become truly self-sufficient. They can move forward and make decisions independently, without constant oversight. Sharing fuels momentum Finally, encouraging teams to share with each other—achievements, learnings, and resources—helps everyone move and learn faster. It also fuels motivation within each team. At Jotform, we hold weekly Demo Days where all of our 20+ teams present what they’re working on lately. They share successes, setbacks, and teachable moments. They solicit ideas and feedback from their colleagues. Sometimes, it turns into a company-wide brainstorm. Sometimes, it’s a roaring applause for a job well done. So many benefits flow from this organizational ritual. The weekly deadline generates motivation. Teams want to complete their projects to a point where they can share them with the entire company. It also creates a culture where teams learn from each other and feel comfortable, not sheepish, promoting their most recent projects. Feedback becomes commonplace, built into weekly workflows, rather than relegated to dreaded annual reviews. Ultimately, rituals like these aren’t just about sharing or recognition—they’re about building trust. Whether you’re asking someone to order your meal or to carry out a pivotal business task, trust is essential, but it doesn’t have to be blind. Leaders can create the systems and patterns to help teams collaborate effectively and do their best work, without constant oversight. View the full article

China blocked Meta on Monday from acquiring the agentic platform Manus, a move that underscores both Manus’s strategic value and the increasingly fraught geopolitics of AI. The company behind Manus, Butterfly Effect, moved part of its operations, including its registered headquarters, from Beijing to Singapore after raising funding, including $75 million from the American VC firm Benchmark Capital in 2025. China contends that the “core DNA” of Manus was developed domestically. That claim underpins the government’s effective blockade of Meta’s proposed $2 billion acquisition of Butterfly Effect and Manus, with regulators placing the platform’s underlying algorithms under strict technology export controls. Analysts say Beijing is sending a clear message to Chinese AI startups: Relocating to a neutral country like Singapore—sometimes called “Singapore washing”—does not necessarily free them from Chinese oversight or exempt them from Chinese law. About Manus Manus is an agentic orchestration layer, sometimes called a harness, that can sit atop multiple frontier AI models, including Anthropic’s Opus and Alibaba’s Qwen. It is available globally through a web app as well as iOS and Android apps. Manus can plan and reason through complex tasks, then deploy agents and subagents to execute them step-by-step on a user’s behalf. Its interface offers users a transparent view of the agent’s desktop and decision-making process, enabling human oversight without disrupting autonomous workflows. Users can also assign “dark” tasks, in which agents and subagents complete complex projects—such as financial modeling or competitive market research—in the background, delivering a finalized output all at once rather than a running chat history. What differentiates Manus is the maturity of its platform and the reported accuracy of its agents, which have performed strongly in multiple benchmark tests. Enterprises worldwide are betting that AI agents will soon mature enough to take over major business functions—from operations and strategic planning to decision support and customer relations. Setback for Meta The blocked deal could represent a significant setback for Meta’s AI ambitions. The social media giant spent billions last year to reload and refocus its AI strategy in hopes of competing more directly with OpenAI, Anthropic, and Google. Rather than building its own mature agentic platform from scratch, Meta had hoped to acquire one. Manus reportedly reached $125 million in annual recurring revenue, making it an especially attractive target. Meta sees a major opportunity to reshape commerce across its platforms (Facebook, Instagram, WhatsApp, Messenger, and Threads) by deploying personal AI agents that guide users through shopping and purchasing decisions. That vision could fundamentally expand its advertising-based business model. So far, Meta has remained relatively restrained in public statements about the setback, likely to avoid escalating tensions with Chinese regulators. The company has said the proposed deal complied with applicable laws and that it expects to continue working with regulators toward a potential solution. Global repercussions China’s block on the Meta-Manus deal will likely be viewed as a new flashpoint in the escalating competition between the U.S. and China for AI dominance. The global AI ecosystem is increasingly fragmenting. The U.S. has restricted exports of advanced chips critical to AI research, while China is now tightening controls over the movement of researchers, intellectual property, and capital tied to AI development. By keeping Manus within its technological sphere of influence, China joins a growing list of nations seeking to build sovereign AI ecosystems that reduce dependence on Silicon Valley, still the dominant center of artificial intelligence research and commercialization. Just weeks ahead of the U.S.-China summit in May, Beijing has effectively signaled that agentic AI is emerging as a new front line in the global technology and trade war. View the full article

It’s five answers to five questions. Here we go… 1. My boss doesn’t want to give me a bonus because I’m leaving soon I am moving soon to another state and leaving my agency to be closer to family. I really don’t want to leave and neither does my boss. He even advocated for me to stay on as fully remote, but his boss and HR said no; the agency has a new strict policy that doesn’t allow employees to be fully remote. I have no choice but to resign. Coincidentally, my annual performance review is due shortly before the time my lease is up and I have to leave my job. My annual reviews have always come with a bonus, so I’m expecting a lump sum payment that will help cover some of the costs of moving. I’ve been somewhat transparent with my boss about my plans on leaving, but I have not given him an exact resignation date yet because I’m still in the process of finding new employment and coordinating the move so the dates are not yet set in stone. I have been pushing my boss to get my performance review done so I can feel secure knowing that money is on the way. When I asked him for an update, he was vague and made it seem like he wasn’t sure if it would be approved because his boss and HR know I’m leaving soon. So I asked him if he himself is resistant to giving me a bonus because he knows I’m leaving soon and he said yes because it “doesn’t come off as a good financial decision” to give a chunk of money to an employee who is leaving. I argued that this is my reward for my performance of last year to now, so that money should be paid to me anyway. Plus, I haven’t submitted a resignation letter yet, so technically I’m not leaving until that is made official. I can say with confidence that I earned a bonus this year and it doesn’t feel fair to be withheld a bonus because I’ll be gone a month or so after it’s paid. I think anyone else in my position would also try to leave with as much as they could. Am I asking for too much or is my timing just bad? Your timing is bad. It’s very common for companies not to pay bonuses to people who have made it clear they’re leaving soon. You see the bonus as compensation for work you’ve already done, but employers see bonuses as a retention strategy and very often won’t give them if you’ve told them you’re leaving. That’s not always the case; some organizations handle it differently (and for some, the bonus is contractually obligated). But it’s the case enough of the time that it’s an established thing for people to need to delay their exits (and any discussion of their exits) until after a bonus is paid out. You can certainly make the argument for a bonus as compensation for work already done if you want to — but from what your boss is saying, your company is unlikely to give it to you. 2. When a candidate’s resume has different job titles than LinkedIn does I’m screening resumes for a role. For anonymity’s sake, let’s say it’s a teapot designer, and we’re looking for five years of designer experience. Many people in designer roles first spend time as teapot painters, and while that experience is valuable, designer is a more expansive, senior role. On a few occasions now, I’ve looked at resumes that appear strong, with several past designer roles, but when I click through to the applicant’s LinkedIn profile, I see these are actually painter roles, and they’ve changed the titles on their resume. When they’ve done this across the board and have no actual designer experience, I can easily screen them out. But sometimes I’m finding it’s a mix — their current role is in fact a designer role, but previous designer roles were actually painter roles. If they’d been truthful on their application, I would’ve screened them in! But now I feel like I have to screen out these candidates because they’re embellishing their applications. Am I being too harsh? Is this the red flag I think it is? I feel for applicants in this difficult job market, but I just can’t get past the false titles on the resume, and I’m not sure how I’d explain to my boss that I’m screening in people who don’t have the experience they claim to, even if their actual experience is solid. (Also, these applicants are willingly handing over their LinkedIn links. Do they think we won’t notice the discrepancies between their profile and their application? What am I missing here?) If they’re people who you otherwise would have advanced, it’s worth doing a phone screen with them to clarify — where you’d ask directly, “I saw your resume calls your current job ’teapot designer’ but on LinkedIn you list it as a ’teapot painter’ role. Which is correct?” Give them a chance to elaborate — because while I can’t speak for what’s common in the teapot industry, there a lot of people have titles that don’t accurately reflect the work they’re doing, and it’s not unheard of for people to try to clarify by using a more accurately descriptive title on their resumes. That might not be what’s happening here; this might just be people trying to finesse their experience into something it isn’t. But it’s worth talking to at least a handful and finding out, to inform your thinking going forward. If it turns out to be a straight-up lie — they’re just flagrantly misrepresenting their experience to try to get their foot in the door — that’s prohibitive. But if someone says, “I started out doing painting, but for the last two years I’ve been doing the designer job and my company never updated my title,” I wouldn’t hold that against them. But also, if you’re just doing the initial resume screen before passing resumes on to your boss (and you’re the person doing the phone screens), you should have this conversation with her to get aligned on how to handle it. She may not know you’re seeing this and may have her own opinions about how she wants you to handle it. 3. People misspell my name I have a fairly straightforward issue that I’m sure you’ve run into as well — my name gets misspelled on emails! I have a fairly common name that has a fairly understandable misspelling (think “Anglea” instead of “Angela”). While this is easy for me to correct internally, how does one go about correcting this for people outside of our organization? I work in a company where I regularly interact with people from client companies asking for my services, and yes, my name is in my email signature! So far, I’ve been happy to just ignore it and reply to the email content itself, but is there anything you would recommend to “repeat offenders”? Personally, as someone with a name that frequently gets misspelled, I just ignore it. I have decided that life is less stressful when I just don’t care unless it’s someone who’s close to me. That said, if it bothers you and someone has done it multiple times, it’s fine to just matter-of-factly say at the end of your next reply, “By the way, it’s Angela, not Anglea!” (But expect this still won’t completely solve it.) 4. Should I tell my boss my commute is only doable if we remain hybrid? I’m a very highly valued executive assistant for a very senior partner in a law firm. I know eventually my work is going to consider changing our remote work policy to only allow us to work from home one day a week. My commute is 75 minutes each way. It’s a pretty relaxing commute, and I did not mind it at all before I had a baby. However, with a baby it’s only doable because I only have to go in three days a week. Is it risky to verbalize to my boss and HR that if they ever increased the amount of days in office required, I would have to look for a new job in my own city? I don’t think my job would it be at risk; they’re lost without me and I always have top reviews each year, but am I being naive? My boss isn’t the managing partner at the firm but is very senior and her word has a lot of power. I feel like she should know that one of her most valued employees can only stay because of the current benefits offered with remote work. I really love my job and really love working for my boss I don’t want to leave my job but would absolutely have to if they increased the days in office required. In your shoes, I’d have a conversation with your boss right now (not with HR) and say something like, “Is your sense that the firm is likely to stick with our current hybrid policy or that they might increase the number of in-office days required at some point? I’m asking because I love my job and I love working for you, but the commute is only doable right now because I only need to do it three days a week.” Since you’re highly valued, that’s not terrible risky to say. And since she has a lot of capital herself, arm her now with the info she needs if a change ever does start to get discussed. That doesn’t mean they still won’t do it, but at least they won’t be surprised by what it means for you if they do. 5. Employees donating to their own organization in memory of a colleague My mom worked for a nonprofit for many years. When she passed away, we asked for donations to the nonprofit in her memory. Several of the donations they received were from her colleagues, who still worked for the organization. My sister thinks it’s weird they’d donate to their own employer. I don’t. Who’s right? I’ve worked at nonprofits where some employees donated simply because they felt strongly about the mission (truly of their own volition, with no pressure from the organization to do it) and were proud to be donors. So I don’t think it’s weird, particularly since these colleagues were honoring her in the specific way your family requested. The post boss doesn’t want to give me a bonus because I’m leaving soon, candidate’s resume has different job titles than LinkedIn does, and more appeared first on Ask a Manager. View the full article

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