I keep hearing the same two stories about artificial intelligence, and both of them are wrong. The first story says AI will take your job, run your company, replace your CEO, and close the gap left by people who were never qualified to sit in the chair. The second story says AI is a monster and you should protest data centers, paper, cash, and every tool that looks like the future. I have used the tools. I have run departments. I have been the job maker and the job getter. I have dealt with more human resources departments this year than in the rest of my life combined. My assessment is simple. AI is an employee that does not sleep. It is useful. It is not thinking. It won’t save a company that hired the wrong people. And it is not going to take over the market economy.
I said versions of this years ago. I wrote it into The Gunfighter’s Guide to Business when I argued that trained intuition, the kind people smear as “shooting from the hip,” still beats a mechanical process most of the time. [1] I was curious whether I was being Paul Bunyan with an axe while the chainsaw era rolled in. I have checked that thought against reality. I was not being Paul Bunyan. I was early.
WHAT PEOPLE ACTUALLY MEAN WHEN THEY SAY THEY ARE AFRAID OF AI
A lot of the fear is not about software. It is about people. I have heard it all year. You are an old white guy with privilege, so nobody has to take you seriously. That is not an economic analysis. That is a social permission slip. A generation that came of age working from living rooms, insulated from deadlines, conflict, and performance pressure, was taught that experienced men over fifty were the threat. Angry. Scary. Too much résumé. Too many relationships. Too much industrial memory.
I did not even keep a LinkedIn account for a long time. I have one now because people look me up. The feedback is almost comic. Oh my gosh, you have a giant, scary résumé. You know a lot of people. You are scary. The consensus I keep running into among people twenty-five to fifty is that they want insulation from old white guys, and they want AI and HR processes to provide it.
That is arrogance dressed up as progress. It assumes the world started when they arrived. It assumes the CEOs who fly to Davos and recycle the same mantras on LinkedIn have discovered a substitute for judgment. They have not.
AN EMPLOYEE THAT DOES NOT SLEEP IS STILL AN EMPLOYEE
I like AI. I use it. I get up at three in the morning, and I can talk to it. A human expert may not be available at four. As a research assistant, an editor, a bundler of notes into a first-pass PowerPoint, it is excellent. That is the honest use.
Ask me if I use it to write the source material. No. I write. Then I use it to filter, clean, and catch sentences that sound like a machine trying to imitate a person. It still does not understand human communication the way a person does; it cannot write like me. It rearranges. It polishes. It does not originate the thing that has to be true in the real world.
I have given it more than a fair shake. I have tried versions of it on air and off. It is a resource. It is not a mind. The companies that bought the line that AI would author strategy, close the leadership gap, and replace people who have actually built things are now bumper-carring into the wall. The toy came out of the box broken and not broken as a tool and broken as a religion.
HUMAN RESOURCES DID NOT GET DUMBER BY ACCIDENT
I have run HR departments. I know what those departments are supposed to do on the job-maker side and how they feel on the job-getter side. What I have watched this year is a shift. A lot of people in those offices are just doing a job. They are not asking who wrote the rules. They inherited a form memo from a CEO who inherited a political fashion straight out of China and Davos. The fashion said identity boxes plus software would outperform experience.
That is why so many program-management groups now want to teach Microsoft Copilot as if a bundle of prompts can run a business. Copilot is brilliant as an aid. It is not a substitute for a person who has missed a shipment, faced a union problem, held a customer’s rage, signed a payroll when the cash was tight, and still hit the date. Conflict-averse HR, deadline-optional culture, and “AI will cover it” is a combination that looks modern and performs like a hobby.
Age discrimination is not a vibe I invented. Federal law has prohibited it against workers 40 and older since 1967, and the EEOC still takes thousands of charges a year, but it’s still a problem that slips through legal loopholes. [2][3] The cultural version is cruder than the legal version. It says experience itself is suspect if it comes in the wrong demographic wrapper. Then it pretends a model trained on yesterday’s text can replace the person who lived the work.
THE DEI-PLUS-AI BET WAS A COVER STORY
Here is the game I see. Corporations adopted policies that pushed skilled, experienced leadership aside. They checked the boxes. They told Wall Street a story. Wall Street, which is very good at polishing a story and selling it to investors who brag about the penthouse, treated it as value. The quiet assumption was that artificial intelligence would run the company anyway, so the nameplate on the office did not have to belong to the best operator. You could hang a CEO tag on almost anyone. The software would drive the results.
That is a communist-adjacent fantasy wearing a tech hoodie. Anybody can do it; the model will think, output will hold, and the country will not notice the drop. I have watched the opposite happen. Companies hired people who fit a political costume and lacked the scar tissue. The work did not get done. The dates slipped. The quality sagged. AI did not close the gap because AI cannot supply intuition, accountability, or the courage to tell a room the truth.
There is a live argument in the research about whether DEI programs help or hurt firm performance. Consulting shops have sold the “diversity outperforms” slide for years. [4] Other work, including recent official economic analysis, has argued that identity-based promotion into management after 2016 tracks with lower productivity and high aggregate costs. [5] Other papers say markets did not punish firms that kept DEI programs after the 2025 policy shift. [6] I am not asking you to treat any one paper as scripture. I am telling you what I have seen in the rooms where the product has to ship. When you select against experience and then pray a chatbot will think for the inexperienced, you do not get a renaissance. You get a mess you can hide only as long as cheap money and a pumped Wall Street aligned with the Federal Reserve keep the lights pretty.
THE 2026 ECONOMIC REPORT OF THE PRESIDENT put a number on one version of the cost: industries that leaned hard into those practices were associated with lower productivity, with an estimated hit on the order of tens of billions of dollars a year by 2023. [5] You can fight about methods. You cannot fight the operating reality I keep walking into. The people who still know how to run plants, programs, and payrolls are being called back because the substitute failed.
CASHLESS, PAPERLESS, AND THE DREAM OF A HANDLE ON MONEY
The same fashion that sold AI-as-CEO sold cashless and paperless as moral improvement. Save the trees and they were all wrong. Go online. Let the system monitor everything. If money isn’t tied to anything hard, it becomes easier to change the unit of account, funnel value through banks and markets, and pay huge salaries that don’t have to answer to real output. I write things on my hand for a reason. Systems fail. Internet fails. Even a satellite link is not reliable beyond fault. When the process is slow because nobody will put a number on paper and look a vendor in the eye, you do not have innovation. You have latency with a sustainability sticker on it.
Central bank digital currency talk is the polished end of that dream. Supporters sell inclusion and efficiency. Critics, including people who are not talking from a barstool, warn about privacy, programmable control, bank-run risk, and a tool that lets the issuer see or freeze the transaction. [7][8][9] The United Kingdom’s House of Lords called retail CBDC a solution in search of a problem. [7] I do not need a white paper to know why cash still matters. Cash is rude to central planners. Paper is rude to people who want every thought inside a dashboard. It was a communist push sent straight from China to destroy the West and its economy.
Do I think every CEO who said “paperless” was running a global conspiracy? No. Most of them were repeating a slogan. The slogan still has a direction. If you can get firms off cash, off paper, off experienced dissenters, and onto a monitored stack “managed by AI,” you do not need to win the argument about value. You change the scoreboard to make it look good.
WALL STREET, THE TAIL OF THE DOG, AND THE STINK ON THE FIELD
I am tired of financial television chasing the tail of the dog. I am telling you where the nose is pointed. As long as the Federal Reserve can put money into the system and Wall Street can mark the story to a market that is not a gold standard, companies can hide bad operating bets. They can hire the wrong people, buy the wrong software narrative, and still show a chart. That does not last once real demand, real competition, and real delivery show up.
I have seen the smaller version of this inside companies. A finance person who thinks everyone is doing it, treats the accounts like a personal weather system, buys the boat and the early retirement, and assumes that by the time anyone counts, the story will have moved on. I have seen the harm that leaves behind. I am not going to dress that up as a composite Hollywood villain. I am telling you the pattern. Corporatism hides a lot of ordinary theft and ordinary incompetence behind process. AI will not save those people from arithmetic. Justice, eventually, is just arithmetic with a badge.
Trump’s first term already showed how official narratives about prices, energy, and markets can run one way while operators on the ground run another. I am not asking you to treat every spike as a morality play. I am asking you to notice when CEOs change how they value human beings because a political weather system told them experience was optional. When the weather changes, they want the experienced person back. They want the so-called angry white guy over fifty. They will pay. They should. The next stretch of this economy won’t be won by people who have only managed a Slack channel and a vendor scorecard.
WHY THE ANTI-AI, ANTI-DATA-CENTER PANIC IS USEFUL TO AMERICA’S RIVALS
Here is the part a lot of people miss because they only know how to protest. There is a strategy, whether fully coordinated or merely convenient, that wants American firms less competitive. Chase nonproductive internal politics. Constrain labor. Then tell the public that the remaining productive machinery, the data centers, the industrial base, the people who still know how to build, is the enemy.
AI can supplement a labor market that politics has made stupid. That is exactly why a rival would love the United States to hate the tool and keep the policy. If China can cap American output while American companies argue about pronouns, paper, and whether a fifty-five-year-old program manager is too frightening to hire, Beijing does not need to beat us in a fair race. It needs us to trip.
In 2026, OpenAI, Republican committee chairs, and threat-intelligence shops reported China-origin influence activity testing anti-data-center and anti-AI-infrastructure narratives in American feeds. [10][11][12] Serious reporters also pointed out that Americans have homegrown reasons to dislike a warehouse that eats power and water on the edge of town, and that foreign amplifiers often ride a wave they did not create. [13] Both things can be true. Local land-use fights are real. So is the fact that a strategic competitor has no incentive to cheer an American buildout.
I am not telling you to love every server farm or every utility bill. I am telling you not to take your marching orders from a laser pointer. If you have ever used a laser with a cat, you know the trick. The light is not the mouse. A lot of the anti-AI content is the light.
BLADE RUNNER IS A MOVIE
People talk as if we are one product launch from a replicant you cannot tell from a neighbor. That is science fiction. Current systems predict the next token from past data. They are strong on familiar patterns and weak on novel, counter-to-data judgment. Researchers keep finding the same limit: impressive on the benchmark you trained toward, brittle when the problem is actually new. [14][15][16][17] Clinical and decision studies show overconfidence and shallow reasoning where a human still has to live with the miss. [18]
Could robotics pick up a can, sort a bin, run a basic route? Yes, and that will get better. Could a model sit in a budget fight, read a liar across a table, redesign a line at 2 a.m. when the fixture is wrong and the customer is flying in at dawn? Not in this decade in any way that replaces the person. Maybe the mid-2030s produce something scarier on television. I do not see human-level intuition on a corporate org chart by 2027. The people who bet the firm would already be here were suckers. COVID revealed a lot of sucker games. This is another one.
THE MARKET IS ALREADY VOTING FOR EXPERIENCE
I am watching the reversal in real time. After the first wave of large firms and Davos talkers, the rest of the economy still has to find people who will work harder than the median, who still value cash, who will write the note, who will own the date. The companies that got off the hook early and went back to old school- paper when it helps, cash when it matters, experienced people when the problem is ugly- are going to eat the ones that cannot.
I run exercises that force me to think like a younger person. I get in the dirt and check the idea against the part. What I have learned is that I was more correct than I expected, and that a lot of CEOs who bought the AI-will-save-our-staffing-politics story are going to choke on it. Trump-era pressure and a tighter real economy make it harder to hide a nonperforming org chart behind a diversity slide and a Copilot license.
SpaceX and serious industrial operators didn’t get there by pretending a chatbot could substitute for a propulsion engineer who’s already failed twice and knows what failure smells like. In the second half of this decade, no matter the logo on the building, it’s a race for qualified people. Not vibes. Not boxes. People.
HOW I ACTUALLY USE THE TOOL, AND HOW YOU SHOULD
I use AI like a good editor and a tireless librarian. I do not outsource the claim. I do not let it invent a number I have not seen. I do not let it talk to a customer in my voice until I have put my name on the sentence. If your company is using it to hide the fact that nobody in the room has done the job, you are not modern. You are late and lying to yourself.
If you are a CEO who spent three years telling the board that software would replace judgment, you already know the next slide. You need operators. You will pay for them. Say it out loud before the market says it for you.
WHAT I WANT YOU TO REMEMBER
Do not fear AI. Fear the story that says you can fire experience, flatten money into a controllable token, put every process inside a monitor, and trust a model to think. That story is how a country makes itself smaller while it talks about innovation.
AI will help people work better. It will not replace human intuition. It will not run the next serious company. It will not protect a generation from having to confront other human beings. It will not get a DEI hire through a merit-based storm. It will not rescue the consultant class from the promises they sold.
Watch the dog’s nose, not the tail. The stink on the field is failed output. That is where the animal is going. I told you first. You will not hear it clean on the usual financial shows, because they are paid to narrate the tail.
Have a good day. Remember who told you. I will see you in the argument that actually matters: whether this country still believes a human being can outthink a woke agenda
FOOTNOTES
[1] Rich Hoffman, The Gunfighter’s Guide to Business: A Skeleton Key to Western Civilization (Liberty Hill Publishing, 2021). The book treats “shooting from the hip” as trained speed after fundamentals, not sloppiness, and sets that American gunfighter ethic against Eastern strategy texts.
[2] U.S. Equal Employment Opportunity Commission, “Age Discrimination,” and “Fact Sheet: Age Discrimination.” The Age Discrimination in Employment Act of 1967 protects applicants and employees forty and older in hiring, firing, pay, promotion, and other terms of employment.
[3] U.S. Equal Employment Opportunity Commission, The State of Age Discrimination and Older Workers in the U.S. 50 Years After the ADEA; AARP reporting on EEOC charge volume, including 16,223 age-discrimination charges in 2024.
[4] McKinsey & Company, “Diversity Matters Even More” (2023) and earlier Diversity Matters series. These reports are the standard corporate citation for a diversity-outperformance claim and should be read as correlational advocacy research, not a controlled experiment.
[5] Council of Economic Advisers, Economic Report of the President, 2026, chapter on the economic consequences of DEI, discussing post-2016 associations between DEI-related management practices and productivity, including an estimated GDP cost on the order of $94 billion in 2023 in one specification.
[6] Jacob Grumbach and coauthors, “Markets Do Not Punish Firms for Maintaining DEI” (2026 working paper / Democracy Policy Lab), finding no abnormal-return penalty for S&P 500 firms that kept DEI programs after Executive Order 14173 (January 2025). CBS News summary, August 18, 2026.
[7] House of Lords Economic Affairs Committee, report on retail central bank digital currency (2023), described in later reviews as calling a retail CBDC a “solution in search of a problem.”
[8] Norbert Michel, “Central Bank Digital Currency: The Risks and the Myths,” Cato Institute Briefing Paper No. 145 (January 10, 2023).
[9] Kevin Dowd, work collected in later Cambridge writing on CBDCs, arguing negligible public demand where retail CBDCs have been tried and warning about programmable control. See also SUERF review of retail CBDC costs and bank-run arguments (2026).
[10] OpenAI threat report, June 2026, describing China-origin clusters using ChatGPT to generate social content testing narratives against U.S. AI infrastructure and data centers—coverage: Politico, June 10, 2026.
[11] House Energy and Commerce Committee Republican letter (June 2026) asking the administration to investigate foreign influence around data-center opposition. E&E News / Politico, June 4, 2026.
[12] New York Times, “China, Russia and Others Seek to Inflame Debate Over A.I. Data Centers,” July 9, 2026, citing Alethea analysis of state-media amplification.
[13] Wired, “China Didn’t Make Americans Hate Data Centers,” June 12, 2026, and follow-up September 6, 2026, arguing domestic land-use, power, and political grievances are the base layer and that influence operations often exploit existing anger.
[14] “Does AI Prediction Scale to Decision Making?” Communications of the ACM, 2025, on the limit of past-data prediction for counter-to-data human decisions.
[15] MIT CSAIL / MIT News, “Reasoning skills of large language models are often overestimated” (July 11, 2024), on failure under counterfactual and unfamiliar variants.
[16] “Take caution in using LLMs as human surrogates,” Proceedings of the National Academy of Sciences, 2025.
[17] Strategy Science, “Mean Articulation Machines” (2025), on remaining human advantages in abduction and strategy under true uncertainty.
[18] “Limitations of large language models in clinical problem-solving arising from inflexible reasoning,” Scientific Reports, 2025.
BIBLIOGRAPHY AND FURTHER READING
Hoffman, Rich. The Gunfighter’s Guide to Business: A Skeleton Key to Western Civilization. Liberty Hill Publishing, 2021.
Hoffman, Rich. The Symposium of Justice. Self-published, 2004.
Hoffman, Rich. Tail of the Dragon. Cliffhanger Research and Development, 2012.
Hoffman, Rich. The Politics of Heaven. Manuscript in revision; forthcoming.
Goldratt, Eliyahu M. The Goal. North River Press, various editions.
Womack, James P., Daniel T. Jones, and Daniel Roos. The Machine That Changed the World. Free Press, 1990.
Sun Tzu. The Art of War. Multiple translations.
Musashi, Miyamoto. The Book of Five Rings.
U.S. Equal Employment Opportunity Commission. Age Discrimination resources and The State of Age Discrimination and Older Workers in the U.S. 50 Years After the ADEA.
AARP. Age-discrimination complaint tracking and related labor-force reports.
Council of Economic Advisers. Economic Report of the President. 2026. Chapter on DEI and productivity.
McKinsey & Company. Diversity Matters series, including “Diversity Matters Even More” (2023).
Hsieh, Chang-Tai, Erik Hurst, Charles I. Jones, and Peter J. Klenow. Work on the allocation of talent and growth, often cited in the opposing DEI-economic-cost debate. See Science Forum, “On the economic costs of ending DEI,” May 15, 2025.
Grumbach, Jacob, et al. “Markets Do Not Punish Firms for Maintaining DEI.” 2026.
Larcker, David F., Charles McClure, Shawn Shi, and Edward M. Watts. “The Limited Corporate Response to DEI Controversies.” SSRN, 2026.
Michel, Norbert. “Central Bank Digital Currency: The Risks and the Myths.” Cato Institute, 2023.
Dowd, Kevin. Critiques of retail CBDC adoption and demand. Cambridge / related essays, mid-2020s.
Bank for International Settlements. Surveys and risk papers on CBDC design, security, and financial-stability implications.
House of Lords Economic Affairs Committee. Retail CBDC inquiry, 2023.
Allison and coauthors. “Central Bank Digital Currencies, Financial Inclusion, and Privacy: A Normative Perspective.” Southern Economic Journal, 2026.
OpenAI. Influence-operations reporting on AI-infrastructure narratives, June 2026.
Alethea. Threat-intelligence analysis of foreign state-media coverage of U.S. data centers, 2026.
Bitcoin Policy Institute. Reports on foreign influence ecosystems around AI infrastructure (treat as advocacy research; read against Wired and NYT).
Politico; E&E News; New York Times; Wired. 2026 coverage of the data-center politics and influence debate.
Acemoglu, Daron, and Simon Johnson. Power and Progress. PublicAffairs, 2023. For a broad political-economy critique of who captures tech rents.
Kissinger, Henry, Eric Schmidt, and Craig Mundie. Genesis: Artificial Intelligence, Hope, and the Human Spirit. 2024.
Chamorro-Premuzic, Tomas. I, Human: AI, Automation, and the Quest to Reclaim What Makes Us Unique. Harvard Business Review Press.
Hougaard, Rasmus, and Jacqueline Carter. More Human: How the Power of AI Can Transform the Way You Lead. Harvard Business Review Press, 2025.
Hoffman, Reid, and Greg Beato. Superagency: What Could Possibly Go Right with Our AI Future. 2025. Useful as the optimistic techno-humanist counter-case.
Mallaby, Sebastian. The Infinity Machine: Demis Hassabis, DeepMind, and the Quest for Superintelligence. 2026.
Communications of the ACM; PNAS; Scientific Reports; Strategy Science; MIT CSAIL papers cited in the footnotes, 2024–2025, on reasoning limits of large language models.
World Economic Forum. Annual meeting materials from Davos. Read as primary source for the managerial dialect, not as gospel.
Microsoft. Copilot for Microsoft 365 product documentation. Useful for separating the actual tool from the sales mysticism.
Rich Hoffman
More about me
Click Here to Protect Yourself with Second Call Defense https://www.secondcalldefense.org/?affiliate=20707

About the Author: Rich Hoffman
Rich Hoffman is an author, political consultant, and strategic advisor based in Cincinnati, Ohio, and the creator of The Politics of Heaven—a unique framework that connects biblical theology, ancient history, and modern power structures to explain how moral alignment and spiritual forces shape global events. Blending real-world political experience with deep research into archaeology, UFO phenomena, and suppressed historical narratives, Hoffman offers compelling commentary on topics ranging from ancient civilizations and the Dead Sea Scrolls to modern populist movements, paranormal continuity, and leadership strategy in chaotic environments. As the author of The Gunfighter’s Guide to Business and the forthcoming Politics of Heaven, he brings a grounded yet provocative voice to media discussions, supported by firsthand experiences and a cross-disciplinary approach that bridges science, history, and theology. For interviews, speaking engagements, or expert analysis, visit richhoffmanbooks.com or contact directly via phone at 513-307-5815 or email at rhoffman@richhoffmanbooks.com. If you’ve seen the movie, Disclosure Day and want to talk about it and the implications of Presidnet Trump’s UAP disclosures, let me know and we can bring some color to your coverage. https://richhoffmanbooks.com/media-inquiries-broadcast-topics-and-contact-info/?frame-nonce=ad51e7ecba I do have a firsthand UFO encounter to discuss.
