Truth, Lies and Work

What if AI was not coming to take your job, but to take away all the parts of it you hate?

In this episode, Noel Andrews, CEO of JobRack, joins Al and Leanne to talk about how AI is reshaping the way we work, hire, and manage remote teams. Rather than replacing humans, Noel shares how he uses AI tools, from Claude Code to custom agents, to eliminate "gunk" like tedious admin, extra clicks, and operational friction so his team can focus on real human connection, high-level judgment, and significantly higher output.

We explore the reality of AI-driven recruitment, how candidates are using tools to apply for roles at scale, and how leaders can tell genuine capability from AI-polished resume fluff. Plus, Noel shares actionable steps for using ChatGPT and Claude to streamline your daily workflow, automate what you dislike, and build a more fulfilling work environment.

Key Topics Covered

Introduction to Noel Andrews and JobRack
How JobRack connects US and UK clients with remote talent in Eastern Europe, and why human connection matters more than ever in the age of AI.

Busting Gunk in the Business
Identifying repetitive friction, extra clicks, and manual admin that slow your team down, and using AI to eliminate it.

Human Connection and Feedback at Scale
How AI helps extract constructive, personal candidate feedback faster without removing human judgment.

Navigating the Flood of AI Applications
With applications up four to five times, how to spot lazy AI application hacks versus true candidate AI fluency.

10x Output vs Headcount Reduction
Why forward-thinking business owners use AI to empower existing teams to achieve massive growth rather than cutting staff.

Practical AI Workflows for Leaders
How to run a gunk audit, build custom tools, and use ChatGPT Voice Mode as a personal sounding board to streamline your workday.

Connect with Guest: Noel Andrews
– LinkedIn: https://www.linkedin.com/in/noelandrews/
– Website: https://jobrack.eu/

Connect with Al & Leanne
– LinkedIn: https://www.linkedin.com/company/truthlieswork
– Al Elliott: https://www.linkedin.com/in/thisisalelliott
– Leanne Elliott: https://www.linkedin.com/in/meetleanne
– Email: hello@truthliesandwork.com
– Book a call: https://savvycal.com/meetleanne/chat

Mental health support
UK & ROI — Samaritans Call 116 123 or visit https://www.samaritans.org
UK — Mind Call 0300 123 3393 or visit https://www.mind.org.uk
US — Suicide & Crisis Lifeline Call or text 988 or visit https://988lifeline.org
Australia — Lifeline Call 13 11 14 or visit https://www.lifeline.org.au
Global helplines
https://findahelpline.com

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture.

This week we explore Gen-Z slang entering the office, the hidden operational signals behind high turnover roles, and a high-profile executive fallout over women in leadership.

Plus, we put the infamous 70% imposter syndrome statistic under the microscope and answer questions about poor management setups, bad hires, and wellbeing allowances in the Workplace Surgery.

🔥 Stories covered

The rise of the "Larper" in the workplace
Have you ever met someone who talks like an expert but lacks the actual experience?

Leanne breaks down new Gen-Z/Alpha lingo highlighted by Zak Asgard in The Times. Originating from "Live Action Role-Player", calling someone a LARPer means they are pretending to adopt a persona or lifestyle that doesn't match reality—from sommelier wannabes to fake chefs. In the context of work, as youth unemployment figures rise, many young people adopt the identity of a role when actual career opportunities remain hard to reach.
Source: https://www.thetimes.com/life-style/health-fitness/article/larper-larping-t9tm0vmkt

The job nobody stays in
Why do certain roles in an organisation have a revolving door?
Al discusses an op-ed by robotics founder Matthew Chang, who targets turnover before looking at factory machines. When multiple people leave the exact same role after a few months, the common factor isn't bad hires or flawed recruitment—it's the structure, status, and design of the job itself.

Source: https://www.linkedin.com/pulse/stop-trying-retain-employees-changrobotics-k4xce/

McKinsey partner demoted after LinkedIn row over the "Glass Cliff"
A senior partner with 27 years at McKinsey has been stripped of his leadership roles following a public dispute on LinkedIn with author Julia Carreon. After dismissing the "glass cliff" phenomenon—where women are appointed to leadership roles during periods of crisis—as "a very convenient way to always be a victim in the rain", McKinsey launched a conduct review over comments that fell short of firm standards.
Source: https://truthliesandwork.com/288/ | Julia Carreon: https://www.linkedin.com/in/julia-c-carreon-8318674/

🧠 Truth or Lie: Do 70% of us have imposter syndrome?
This week we examine the wildly popular statistic that 70% of people suffer from imposter syndrome.

Leanne clarifies that psychologists refer to it as the "imposter phenomenon" rather than a clinical syndrome. While studies in high-pressure environments (like neurosurgeons and healthcare workers) yield figures over 60–90%, broader career-spanning data, survey selection biases, and moving diagnostic cut-offs show that the true figure across the general population remains uncertain.

Sources:

Bravata, D. M., Watts, S. A., Keefer, A. L., Madhusudhan, D. K., Taylor, K. T., Clark, D. M., Nelson, R. S., Cokley, K. O., & Hagg, H. K. (2020). Prevalence, predictors, and treatment of impostor syndrome: A systematic review. Journal of General Internal Medicine, 35(4), 1252–1275. https://doi.org/10.1007/s11606-019-05364-1

Gravois, J. (2007, November 9). You’re not fooling anyone. The Chronicle of Higher Education. https://www.chronicle.com/article/youre-not-fooling-anyone/

Hill, A. P., & Gotwals, J. K. (2025). A meta-analysis of multidimensional perfectionism and impostor phenomenon. Journal of Research in Personality, 118, Article 104639. https://doi.org/10.1016/j.jrp.2025.104639

Omar, Y. M., Khattab, Y. A., Abdelmageed, A., Messak, M., Mandour, Y., Shabeeb, A. E., Zakaria, A. M., & Abouelmagd, M. E. (2026). The impostor phenomenon construct in medical education: A meta-analysis of its prevalence and a critical appraisal of its measurement. Advances in Health Sciences Education. Advance online publication. https://doi.org/10.1007/s10459-026-10513-3

Price, P. C., Holcomb, B., & Payne, M. B. (2024). Gender differences in impostor phenomenon: A meta-analytic review. Current Research in Behavioral Sciences, 7, Article 100155. https://doi.org/10.1016/j.crbeha.2024.100155

Sakulku, J., & Alexander, J. (2011). The impostor phenomenon. International Journal of Behavioral Science, 6(1), 75–97. https://doi.org/10.14456/ijbs.2011.6

Salari, N., Hashemian, S. H., Hosseinian-Far, A., Fallahi, A., Heidarian, P., Rasoulpoor, S., & Mohammadi, M. (2025). Global prevalence of imposter syndrome in health service providers: A systematic review and meta-analysis. BMC Psychology, 13, Article 571. https://doi.org/10.1186/s40359-025-02898-4

Clance Impostor Phenomenon Scale: https://www.clanceimpostorphenomenonscale.org/

💬 Workplace Surgery

This week we tackle three listener dilemmas:
• Am I a bad manager, or is the role set up to fail? Dealing with role conflict, responsibility without authority, and competing priorities from leaders.

• Did I hire a great interviewer rather than a great employee? How to spot candidates who "talk the talk" during selection and avoid likeness bias.

• What would you spend a £100-a-month wellbeing allowance on? Ideas across physical, psychological, social, and financial wellbeing—from cleaners to experiences.

📬 Connect with Al & Leanne
– LinkedIn: https://www.linkedin.com/company/truthlieswork
– Al Elliott: https://www.linkedin.com/in/thisisalelliott
– Leanne Elliott: https://www.linkedin.com/in/meetleanne
– Email: hello@truthliesandwork.com
– Book a call: https://savvycal.com/meetleanne/chat

Mental health support
UK & ROI — Samaritans Call 116 123 or visit https://www.samaritans.org
UK — Mind Call 0300 123 3393 or visit https://www.mind.org.uk
US — Suicide & Crisis Lifeline Call or text 988 or visit https://988lifeline.org
Australia — Lifeline Call 13 11 14 or visit https://www.lifeline.org.au
Global helplines
https://findahelpline.com

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture, brought to you by the HubSpot Podcast Network.

In this episode, hosts Al Elliott and Leanne Elliott are joined by Matthew Hook and Caroline Keylock, co-founders of Look Up, a storytelling consultancy that helps companies clarify big problems and align culture.

If your business is scaling, you might be falling into the "Founder’s Trap." In the early days, a founder's story, passion, and personal brand are your greatest assets to win investors, land initial customers, and stand out. But as you grow, relying solely on one person’s narrative can bottleneck decisions, burn out the founder, and devalue your business.

Matthew and Caroline unpack how to transition a business narrative from founder-centric to team-owned, why values fail when launched top-down, and what investors really look for when evaluating scalability.

🔥 What We Cover in This Episode

The Founder's Trap Explained
How the origin story that got you started can eventually constrain your team, create operational bottlenecks, and cap your company's growth potential.

Why Main Character Energy Backfires
The fine line between healthy entrepreneurial drive and creating a cult-like dependency where employees feel powerless without the founder in the room.

Values Don't Spread, Stories Do
Why corporate values written behind closed doors fail, and how collaborative storytelling builds an authentic, scalable workplace culture.

The Investor’s Perspective on Concentration
Why relying on one key personality reduces company valuation and limits exit opportunities.

Practical Steps to Step Back
Practical strategies for founders to evolve their role, empower senior leadership, and test if the business can thrive without them.

💡 Top Takeaways for Leaders

1. A business that depends on one person's story is worth less. Investors and acquirers fear concentration above all else. If your operations, sales, and reputation rely entirely on you, your business valuation drops.

2. Sketch what it takes for your business to exist without you. Test your current story landscape. Do you have storytellers at multiple layers in your organization, or does every pitch require the founder in the room?

3. Build a story with your team, don't launch it at them. Documented values fail when they don't reflect daily reality on the ground. Culture needs to be organic, collaborative, and continually reframed as you grow.

🔗 Guest Links

Matthew Hook LinkedIn: https://www.linkedin.com/in/matthewhook/
Caroline Keylock LinkedIn: linkedin.com/in/caroline-keylock-02254314

Look Up Website: ⁠www.wearelookup.com

📬 Connect with Al & Leanne
– LinkedIn: https://www.linkedin.com/company/truthlieswork
– Al Elliott: https://www.linkedin.com/in/thisisalelliott
– Leanne Elliott: https://www.linkedin.com/in/meetleanne
– Email: hello@truthliesandwork.com
– Book a call: https://savvycal.com/meetleanne/chat

Mental health support
UK & ROI — Samaritans Call 116 123 or visit https://www.samaritans.org
UK — Mind Call 0300 123 3393 or visit https://www.mind.org.uk
US — Suicide & Crisis Lifeline Call or text 988 or visit https://988lifeline.org
Australia — Lifeline Call 13 11 14 or visit https://www.lifeline.org.au
Global helplines
https://findahelpline.com

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture! Brought to you by the HubSpot Podcast Network, the audio destination for business professionals.

This week, Al and Leanne are joined by friend of the show Dr. Jake Tuber to evaluate a major tech company's layoff announcement, unpack high-stakes safety concerns in A.I., and examine the true economic cost of toxic workers.

🔥 Stories covered

A tech company announces 660 layoffs: What does the CEO’s memo tell us?
The company has announced it is cutting approximately 660 jobs (about 7% of its workforce). The CEO released a detailed memo explaining that the move is driven by a strategic pivot toward customer outcomes and AI, flattening management layers, and creating agile teams—rather than direct AI productivity replacements or simple cost-cutting. The team breaks down the public memo and gives their verdict on how these layoffs are being managed. But WHO IS IT???? Leanne reveals all

OpenAI safety insider quits over broken culture
David Robinson, a safety report lead at OpenAI for three and a half years, has resigned and gone public in The Atlantic, claiming the company's "iterative deployment" culture is broken. He warns that a move-fast-and-break-things mindset is dangerous when applied to powerful AI systems, comparing the required safety mindset to nuclear power plants and commercial aviation.
Source: https://techcrunch.com/2026/10/03/openai-safety-employee-resigns-claiming-the-companys-culture-is-broken/

🧠 Truth or Lie: Should you chase A-players or eliminate toxic workers first?
Conventional wisdom tells leaders to spend their time and resources hunting for top-tier "A-players". However, a landmark 10-year study analyzing over 58,000 workers reveals that avoiding or removing a toxic employee saves an organization roughly $12,500—more than double the economic value generated by upgrading an average worker to a top 1% star performer ($5,300).

Read the full study here: https://dash.harvard.edu/entities/publication/73120379-08e0-6bd4-e053-0100007fdf3b

💬 Workplace Surgery
This week, Dr. Jake Tuber joins Al and Leanne to answer three pressing listener questions:
• Burnout & Small Business: What do you do when the small business you've built is physical, consuming 60-hour weeks, and burning you out?
• Autonomy vs. Island Feeling: How do you support a team that feels "on an island" without overcorrecting into micromanagement?
• AI Performance: How do leaders know if AI is genuinely improving team quality or just helping produce mediocre work faster?

📘 Want to upgrade your leadership game?
Dr. Jake Tuber’s new book The Deliberate Manager is almost here! Head over to https://www.deliberatemanager.com/ to take the free manager assessment tool and pre-order your copy today.

More from Dr. Jake Tuber
• Website: workwise.substack.com
• LinkedIn: linkedin.com/in/jaketuber
• Assessment & Book: https://www.deliberatemanager.com/

📬 Connect with Al & Leanne
– LinkedIn: https://www.linkedin.com/company/truthlieswork
– Al Elliott: https://www.linkedin.com/in/thisisalelliott
– Leanne Elliott: https://www.linkedin.com/in/meetleanne
– Email: hello@truthliesandwork.com
– Book a call: https://savvycal.com/meetleanne/chat

Mental health support
UK & ROI — Samaritans Call 116 123 or visit https://www.samaritans.org
UK — Mind Call 0300 123 3393 or visit https://www.mind.org.uk
US — Suicide & Crisis Lifeline Call or text 988 or visit https://988lifeline.org
Australia — Lifeline Call 13 11 14 or visit https://www.lifeline.org.au
Global helplines
https://findahelpline.com

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture. This week we explore how to build a team that can disagree safely before things blow up, what to do when tension boils over, and how to create a culture of "tolerance by design."

We are joined by two guests who disagree on almost everything: Steve Baker (former Conservative minister, Brexit negotiator, and aerospace/software engineer) and Paul Dolan (Professor of Behavioural Science at the London School of Economics and author). Despite their political differences, they teamed up during COVID lockdowns and founded The Provocation People, a consultancy helping organisations break out of groupthink.

What We Cover in This Episode

Why Silence is More Dangerous Than a Row
Companies like Kodak, Blockbuster, and HBOS fell victim to groupthink, proving that a quiet room where everyone nods along is actually a major red flag.

The Question Every Leader Should Ask
Steve shares the exact question he used to close meetings: "Has anything not been said because it would be inconvenient to me?"

How to Handle Dissent
Employees watch how you treat dissenters outside of meetings rather than inside them, making real-world follow-through essential.

Hiring for Culture Fit vs. Culture Challenge
Hiring for "culture fit" often leads to hiring for agreement, whereas leaders should focus on introducing true diversity of thought.

The EMBRACE Framework
Paul breaks down his 7-part checklist to design tolerance into your workplace culture—covering Environment, Mistakes, Bonding, Reason, Affect, Collection, and Exposure.

De-escalation & Psychology
Learn what happens to your physiology when conflict erupts, why managing your blood pressure comes first, and how to rebuild trust after a blowout.

Guest Links & Resources

Fighting for a Free Future (Steve Baker's Newsletter)
https://www.fightingforafreefuture.com/

Steve Baker on LinkedIn
https://www.linkedin.com/in/stevebakerfrsa/

Beliefism by Paul Dolan
https://www.amazon.co.uk/Beliefism-discriminate-against-disagree-difference/dp/0349128693/

Paul Dolan on LinkedIn
https://www.linkedin.com/in/paul-dolan-a018691b/

The Provocation People
https://www.theprovocationpeople.com/

Connect with Al & Leanne
– LinkedIn: https://www.linkedin.com/company/truthlieswork
– Al Elliott: https://www.linkedin.com/in/thisisalelliott
– Leanne Elliott: https://www.linkedin.com/in/meetleanne
– Email: hello@truthliesandwork.com
– Book a call: https://savvycal.com/meetleanne/chat

Mental health support
UK & ROI — Samaritans Call 116 123 or visit https://www.samaritans.org
UK — Mind Call 0300 123 3393 or visit https://www.mind.org.uk
US — Suicide & Crisis Lifeline Call or text 988 or visit https://988lifeline.org
Australia — Lifeline Call 13 11 14 or visit https://www.lifeline.org.au
Global helplines
https://findahelpline.com