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When we started building data pipelines for Physical AI a few months ago, one thing became clear - it’s easy to get started, but extremely hard to scale. At scale, everything breaks. You need massive diversity - a large number of workers across thousands of commercial and household environments, without over indexing on any one setup. You need the right multimodal hardware for accurate 3D hand pose capture. You need strong models and pipelines for annotation. But most importantly, this is not a marketplace business. You can’t just match workers and walk away. You have to own quality and throughput end to end, which means operations becomes the core. Without that, quality starts dropping the moment you go beyond even ~500 hours/day. And when you introduce high-fidelity or custom hardware, it becomes even harder - coordination, training, and even something as basic as data transfer at scale becomes non-trivial. We SOLVED all of this! Over the last few months, we’ve built through these constraints end to end and are now operating at 10K+ hours/day, fully bespoke and exclusive for each client. We’re on track to become one of the largest data labs for Physical AI globally - solving for raw data creation, data creation using high fidelity custom hardware, 3D hand pose capture, and semantic annotation, while bringing together best in class hardware and model partners to augment our core strength of deploying and managing a large workforce end-to-end. One thing that has guided us over the last 10 years - and continues to - is simple: Focus on creating value for customers. Obsess over improving it every single day.

When we started building data pipelines for Physical AI a few months ago, one thing became clear - it’s easy to get started, but extremely hard to scale. At scale, everything breaks. You need massive diversity - a large number of workers across thousands of commercial and household environments, without over indexing on any one setup. You need the right multimodal hardware for accurate 3D hand pose capture. You need strong models and pipelines for annotation. But most importantly, this is not a marketplace business. You can’t just match workers and walk away. You have to own quality and throughput end to end, which means operations becomes the core. Without that, quality starts dropping the moment you go beyond even ~500 hours/day. And when you introduce high-fidelity or custom hardware, it becomes even harder - coordination, training, and even something as basic as data transfer at scale becomes non-trivial. We SOLVED all of this! Over the last few months, we’ve built through these constraints end to end and are now operating at 10K+ hours/day, fully bespoke and exclusive for each client. We’re on track to become one of the largest data labs for Physical AI globally - solving for raw data creation, data creation using high fidelity custom hardware, 3D hand pose capture, and semantic annotation, while bringing together best in class hardware and model partners to augment our core strength of deploying and managing a large workforce end-to-end. One thing that has guided us over the last 10 years - and continues to - is simple: Focus on creating value for customers. Obsess over improving it every single day. Book a call with Gio : https://lnkd.in/gJVvbv8f Gurpreet ,Praveen, Anirudh ,Kshitij Gio Gujarati ,Kanishka ,Anchal Kumar ,Sudeep, Prashant, Shreyas, Runam, Achin, Arvind, Sahil, Harshil, Prince , Santhuan , Alphones, Chetan, Himanshu, Pratik, Nagarjuna, Jaiprakash meena , Ranjit, Vivek . #HumanoidRobotics #PhysicalAI #EmbodiedAI #RobotLearning #Robotics #AI #MultimodalAI #EgocentricData #FirstPersonData #EgocentricVideo #RobotTraining #RobotVision #HumanRobotInteraction #TactileGripper #Gripper #UMI #DataAnnotation #DataCollection #Awign

"𝘾𝙖𝙣 𝙬𝙚 𝙜𝙚𝙩 𝙩𝙝𝙚 𝙥𝙚𝙤𝙥𝙡𝙚? 𝙒𝙝𝙚𝙧𝙚 𝙖𝙧𝙚 𝙩𝙝𝙚 𝙥𝙚𝙤𝙥𝙡𝙚?" Everyone in recruitment has gotten these questions. The hardest part is having a data-backed answer ready for the boardroom, as CEO Dimitri Boylan points out. Data modeling with AI could give talent teams the agility to answer quickly and precisely. 🟣 Listen to this episode of the 𝗧𝗮𝗹𝗲𝗻𝘁 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗣𝗼𝗱𝗰𝗮𝘀𝘁 with Dean Brajevic, General Manager of HR at Monadelphous, to learn more: https://lnkd.in/eMPYTKbf

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Já está no ar mais um episódio do “5 Perguntas para o CFO”! Desta vez, conversamos com MARCOS ASSUMPÇÃO, Vice-Presidente Executivo de Finanças e RI da Suzano, que compartilhou sua visão sobre a importância do networking na construção de uma carreira sólida em Finanças e os principais métodos que utiliza para desenvolver uma liderança verdadeiramente inspiradora. O episódio está repleto de insights práticos e reflexões valiosas. Confira o conteúdo aqui, no YouTube ou no Spotify! Os links estão nos comentários! #AssetzExpertRecruitment #5PerguntasparaoCFO #Carreira #Finanças #CFO #Liderança #Suzano

Vil du være med å lede teknologien bak en retail-suksess? Nå søker Sport Outlet AS en CTO som skal sørge for stabil drift og videre digitalisering i selskapet. Rollen kombinerer strategisk retning med operativ gjennomføring. Les mer og søk her: https://lnkd.in/dNQnWeak For mer informasjon, kontakt Ørjan Johnsen / 45275722 eller Arild Mjøs Andersen / 91606509

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If payroll, billing, and manual data fixes are eating up your team's time, you're not alone. 😓 The Astute & Bullhorn integration brings everything together. Syncing your recruitment and workforce data for a streamlined workflow. 💡 Faster processes without errors 💡 Higher accuracy 💡 More time to focus on recruitment Stop fighting disconnected systems. Start working smarter. Talk to our team to see how seamless your workflow can be. 💬✨

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The "War for Talent" in APAC is competitive, but it isn't uniform. From the fast-paced nature of Singapore to the relationship-based market of Japan, your strategy must adapt to the "rules" of the country. Are your interview processes designed to handle these differences? Our Senior HR Manager Veekay Lim outlines how to combine Employer Branding and Interview Design to identify

The APAC talent war has different rules in every market. Singapore moves fast. Japan values commitment. India prioritizes growth. Your hiring strategy needs to reflect this reality. Three fundamentals for competitive APAC hiring: → Employer branding that showcases real culture → Hiring frameworks that balance speed and fit → Retention strategies with localized benefits Get it right, and you don't just hire talent. You keep them. Discover insights for hiring across APAC markets. #AYP #APACHiring #TalentAcquisition #HRLeadership #TalentStrategy

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What does it actually take to deliver a pharmaceutical facility project without it going off the rails? This week on Making It In Manufacturing, Thomas McMann sat down with Bruce Klopfenstein, Project Manager at GSK, with over 30 years of experience spanning project management, engineering, validation, EPC consulting, and client-side leadership across companies including Jacobs, Johnson & Johnson, FUJIFILM Biotechnologies and IBM. In this episode, Bruce covers: - Why getting ACV engaged at the very start of a project changes everything, and why the industry has been slow to do it. - Who is actually responsible when a pharmaceutical project goes over budget, and why change control is almost always at the root of it. - The $100,000 mistake that came down to a missing piece of paper, and the engineer who had to fly to Europe during Covid to fix it. - How GSK is leading a major sustainability push through its low-carbon inhaler propellant project in France, and why 49% of their total annual emissions trace back to a single product type. - Why AI adoption in pharmaceutical validation is no longer optional, and how companies like GSK and Eli Lilly and Company are already using it inside the firewall, with Bruce's take on Valkit.ai and what large language models can do for protocol generation at scale. This is a genuinely experienced perspective on what it takes to manage complex pharmaceutical projects, and what the industry needs to do differently. To listen to (or watch) the full episode, search "Making it in Manufacturing - Bruce Klopfenstein" on wherever you get your podcasts, or click on the first link in the comments below.

What does it take to transform a biologics manufacturing business into a global CDMO leader while keeping culture, transparency and patient impact at the centre of every decision? This week on Making It In Manufacturing, Thomas McMann sat down with Lars Petersen, CEO of FUJIFILM Biotechnologies, with more than 30 years of experience spanning biologics manufacturing, engineering, operations leadership, global site leadership and biotech innovation across Novo Nordisk, Genentech, Roche and Biogen. In this episode, Lars covers: • Why “Partners for Life” became the foundation of Fujifilm Biotechnologies’ long-term customer strategy and how transparency reshaped CDMO partnerships • How personal loss, engineering curiosity and early leadership experiences at Novo Nordisk shaped Lars’ approach to people, manufacturing and patient impact • Lessons from the California biotech ecosystem at Genentech and Roche, including how culture and scientific purpose influenced leadership philosophy • How the KojoX modular manufacturing platform is helping reduce engineering timelines, improve scalability and rethink biologics facility design • Why AI will transform pharmaceutical manufacturing and how Fujifilm Biotechnologies is preparing the next evolution of biologics production Lars shares an honest perspective on leadership, scaling culture globally, operational excellence and the future of biologics manufacturing. For anyone working across biotech, pharma manufacturing, CDMOs or advanced therapies, this conversation offers a rare look into the mindset behind one of the industry’s fastest-growing organisations. To listen to (or watch) the full episode, click on the first link in the comments below

【Enterprise Account Executive @ グローバルSaaS企業】 ◆高年収～2,700万円 ◆東京都（リモートワーク制度あり） ◆国内大手企業の経営層へアプローチ！ 詳細はこちら： https://lnkd.in/gfnqDiP8 担当コンサルタント：Ryota Tamura その他のApexお勧めハイクラス求人はこちら：https://lnkd.in/geCNrv8b ） ＃Apexお勧め求人 ＃Tech求人 Brock Worbets, Curtis Jordan, Jumpei Shimamoto

【プロジェクトマネージャー@外資系SaaS企業】 ◆高年収～2,200万円 ◆東京都（リモートワーク制度あり） ◆充実の研修プログラム完備！ 詳細はこちら： https://lnkd.in/gwB9t97n 担当コンサルタント：George Sampson その他のApexお勧めハイクラス求人はこちら：https://lnkd.in/geCNrv8b ） ＃Apexお勧め求人 ＃Tech求人 Brock Worbets, Curtis Jordan, Bar Sanitovsky (サニトヴスキー バー)

Should you use AI to screen CVs? Are there better ways to use AI to uncover potential? What does best practice in AI in screening look like? Today I am kicking off Season 4 of the TA Disruptors podcast with one of the UK’s most trusted assessment scientists: 🎙 Dr. Alan Bourne — Partner at Ommati, former CEO of Sova, longtime industry friend to me, and also an advisor to government and enterprises on screening and assessment best practice. In this episode, Al breaks down: 1️⃣ The questions to ask vendors before you buy an AI tool 2️⃣ What AI “snake oil” to watch out for 3️⃣ How to separate real safeguards from shiny features Plus, he shares a wealth of practical tips to help TA teams navigate automation without compromising fairness or explainability. 💥 If you want to stay ahead of the AI in recruitment debate, this is one of our most practical, insightful episodes to date. A few other assessment experts Al has shared his thoughts with on AI include: Charles Handler, Ph.D. Ben Hawkes Ben Williams #ai #arcticshores #psychometrics #cvscreening

TA leaders, have you had interviews like this? Angela at First Bus explains how candidates are using "AI help tools" to write their CV and turn up to the interview with a clear lack of knowledge. 🤖 Need some inspo on how to mitigate for this? Check out our ultimate guide to managing candidates' use of GenAI here: https://lnkd.in/eYcfQwBE