Structured AI interviews and human judgment combine to address the global talent shortage
Updated
March 4, 2026 4:46 PM
ManpowerGroup World Headquarters in Milwaukee. PHOTO: ADOBE STOCK
As hiring pressures mount across global markets, ManpowerGroup is turning to technology to strengthen how it connects people to work. The workforce solutions major has announced a global partnership with Hubert, a startup focused on AI-driven structured interviews. The aim is simple: make hiring faster and fairer, without removing the human touch.
ManpowerGroup has spent decades operating at the center of the global labor market. The company works with employers across industries to fill roles, manage workforce planning and build talent pipelines. With millions of placements each year, it has a clear view of how strained hiring has become. A large share of employers today report difficulty finding skilled talent. At the same time, candidates expect more transparency, quicker feedback and flexibility in how they engage with employers.
Hubert enters this picture as a specialist in structured digital interviewing. The startup has built tools that allow candidates to complete interviews online, at any time, while being assessed against consistent criteria. Instead of relying on informal screening calls or resume filters, its system focuses on standardized questions tied directly to job requirements. The idea is to bring more consistency to early-stage hiring.
The partnership brings these capabilities into ManpowerGroup’s global operations. AI-powered interviews will now support the first stage of screening, helping recruiters identify qualified candidates earlier in the process. This does not replace recruiters. Final decisions and contextual judgment remain with experienced hiring professionals. What changes is the speed and structure of the initial assessment.
For employers, this could mean earlier visibility into job-ready talent and less time spent on manual screening. For candidates, it offers more flexibility. A significant portion of interviews on Hubert’s platform are completed outside regular office hours, allowing applicants to engage when it suits them. That flexibility can make a difference in competitive labor markets where timing matters.
The collaboration is also positioned as a step toward reducing bias. By evaluating each candidate against the same transparent standards, the process becomes more consistent. While no system can remove bias entirely, structured assessments can reduce the variability that often comes with unstructured interviews.
At its core, the partnership addresses a gap many large organizations are facing. They need scale and speed, but they cannot afford to lose the human judgment that good hiring depends on. Manual processes are too slow. Fully automated systems can feel impersonal and risky. ManpowerGroup’s approach suggests a middle path, where technology handles repetition and structure and recruiters focus on potential and fit.
The move also reflects a broader shift in the workforce industry. AI is no longer being tested on the sidelines. It is being built into the foundation of hiring operations. For established players like ManpowerGroup, the challenge is not whether to adopt AI, but how to do so responsibly and at scale.
By working with Hubert, the company is signaling that the future of recruitment will likely blend structured digital tools with human expertise. In a market defined by talent shortages and rising expectations, that balance may prove critical.
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From TV to YouTube, the Oscars’ global shift reveals how entertainment, access and platforms are reshaping cultural institutions.
Updated
January 8, 2026 6:29 PM
Youtube app on a mobile device. PHOTO: UNSPLASH
The Oscars are moving to YouTube. Beginning in 2029, the Academy of Motion Picture Arts and Sciences has signed a multi-year agreement that makes YouTube the exclusive global home of the Oscars through 2033. From the ceremony itself to red carpet coverage, behind-the-scenes access and the Governors Ball, the entire experience will live on a platform most people already open every day.
On the surface, it looks like a distribution shift. In reality, it signals a broader strategic reset. For decades, television delivered scale for cultural institutions. Today, reach and discovery live on platforms, not channels. By choosing YouTube, the Academy is quietly acknowledging that cultural relevance today is built where audiences already are. In that context, YouTube is no longer just a place to watch clips but an emerging piece of cultural infrastructure.
What also stands out is how the Oscars are being reframed. This partnership is not limited to one night a year. Alongside the ceremony, YouTube will host year-round Academy programming through the Oscars YouTube channel. That includes nominations announcements, the Governors Awards, the Student Academy Awards, the Scientific and Technical Awards, filmmaker interviews, podcasts and education programs. Instead of a single broadcast moment, the Oscars are turning into an always-on ecosystem.
Accessibility is another central pillar of the deal. The Oscars will be free to watch globally, supported by closed captioning and audio tracks in multiple languages. This is less about nice-to-have features and more about staying relevant in a global, digital-first world. Younger audiences and viewers outside traditional Western markets expect access by default. The Academy is clearly building with that expectation in mind.
There is also a deeper exchange happening between heritage and technology. YouTube gains cultural weight by hosting one of the world’s most established creative institutions. The Academy, in turn, gains technological legitimacy and a clearer path into the future.
That balance extends to how the transition is being handled. The Academy’s domestic broadcast partnership with Disney ABC will continue through the 100th Oscars in 2028 and the international arrangement with Disney’s Buena Vista International remains in place until then. This is not an abrupt break from legacy media but a carefully phased shift. Change is being managed without burning bridges.
“We are thrilled to enter into a multifaceted global partnership with YouTube to be the future home of the Oscars and our year-round Academy programming,” said Academy CEO Bill Kramer and Academy President Lynette Howell Taylor. “The Academy is an international organization and this partnership will allow us to expand access to the work of the Academy to the largest worldwide audience possible — which will be beneficial for our Academy members and the film community. This collaboration will leverage YouTube’s vast reach and infuse the Oscars and other Academy programming with innovative opportunities for engagement while honoring our legacy. We will be able to celebrate cinema, inspire new generations of filmmakers and provide access to our film history on an unprecedented global scale.”
From YouTube’s side, the partnership places the platform firmly in the center of global cultural moments. “The Oscars are one of our essential cultural institutions, honoring excellence in storytelling and artistry,” said Neal Mohan, CEO, YouTube. “Partnering with the Academy to bring this celebration of art and entertainment to viewers all over the world will inspire a new generation of creativity and film lovers while staying true to the Oscars’ storied legacy.”
Google Arts & Culture extends the partnership beyond the ceremony. Select Academy Museum exhibitions and materials from the Academy’s 52-million-item collection will be made digitally accessible worldwide, bringing film history and education onto the same platform.
Taken together, the deal is less about where the Oscars will stream and more about how cultural institutions are adapting to the changing landscape. The Academy is positioning itself to be present year-round, globally accessible and aligned with the platforms that shape everyday viewing.