Clarence Bongalos

Alignment is a buzzword, but it isn't a bad word. I understand why people are pushing back on it. Over the last several years, "alignment" has become a corporate staple, something leaders say when they want everyone moving in the same direction. Which, in practice, often means their direction. The expectation, stated or not, is that you get on board. And if you don't, the problem is you. But that's not alignment. That's compliance dressed in more palatable language. The backlash makes sense....

You’ve sensed it for a while now. The disconnect between what your organization is and what it could be. The misalignment that slows progress, saps energy, and clouds decision-making. You’re not looking for pep talks or vague platitudes. You want clarity. You want a framework that names the problem precisely and guides you toward fixing it. That’s where organizational alignment strategies come in.

Several people sent me videos about a new Stanford study on algorithmic hiring called "Algorithmic Monocultures in Hiring." All the videos were making essentially the same claims: that most companies use the same ATS algorithm, that your first application generates a score, that the score is biased against you, and that it follows you from company to company, which is why you keep getting rejected. What's spreading on social media is not what the study found.