Amy Bielawski has gone most of her life without health insurance.
For 32 years, the 61-year-old has run her own entertainment company in Tucker, Ga. — setting up bounce houses, petting zoos, stilt walkers, and other attractions for family and corporate events. For several years, she did two of her specialties, face painting and balloon sculpting, for kids before Atlanta Hawks home games.
One morning this past spring, Bielawski delivered a singing telegram to a woman getting off the graveyard shift at a Waffle House. Dressed as a chicken in a bikini, she sang a medley of songs that included The Beatles and Stevie Wonder, before ending with a birthday twerk.
Apple. Anthropic. Disney Research. Google. Meta. Microsoft. NVIDIA. OpenAI. Few places outside Silicon Valley can claim R&D hubs from all of these companies. Fewer still are concentrated in a city of just over 400,000 people—roughly half the size of San Francisco.
Over the past two decades, however, many of the world’s most influential technology companies have established R&D operations in and around Zurich, Switzerland. What began with Google’s decision to build its largest R&D hub outside the United States has evolved into one of the world’s most concentrated centers for AI research, talent, and commercialization, in certain areas at a higher density than Silicon Valley.
The question is why so many technology leaders keep choosing the same place to build and scale.
Located at the center of Europe, Greater Zurich Area, a region spanning the cantons of Glarus, Graubünden, Schaffhausen, Schwyz, Solothurn, Tessin, Uri, Zug, and Zürich, the region of Winterthur, and the city of Zurich, combines access to major markets with political stability, regulatory predictability, and strong intellectual property protection. And Zurich Airport connects the region directly with key business hubs across Europe, North America, and Asia, making it an efficient base for international operations.
The country’s innovation performance reinforces this position. Switzerland has ranked first in the Global Innovation Index for more than a decade, leads the world in patents per capita, and invests over 3.3% of GDP in research and development. Earlier this year, google.org pledged a $1 million grant to the Swiss National AI Institute, a joint effort to advance AI research for the public good.
Switzerland’s venture ecosystem reflects a similar focus. Over 60% of Swiss venture capital is invested in deep tech—the highest share globally by a large margin and nearly twice the share of major economies like Germany, France, and the UK. And, according to the Swiss Deep Tech Report 2026, at $1,470 invested per capita, Switzerland commits more to deep tech per capita than any other country in Europe.
The economics of specialization
While Switzerland is one of Europe’s most expensive locations for talent and operations, salaries remain at a fraction of those in Silicon Valley. The talent pool is small by global standards. Scaling a team quickly is harder in Zurich than in London, Paris, or Amsterdam. For early-stage companies that need to hire fast and burn lean, that trade-off is real. For companies building specialized AI capabilities, however, the equation works: The objective is to assemble the right team, not the largest one.
Switzerland’s economy is built around high-value, knowledge-intensive work. Productivity is among the highest in the world, and companies concentrate on functions that depend on specialized expertise rather than large workforces. For companies developing advanced AI capabilities, cost is often weighed against factors that are harder to replicate elsewhere: direct access to leading universities and research institutions, regulatory stability, and a quality of life that helps attract and retain skilled international talent.
A high-density AI ecosystem
Within Switzerland, the Greater Zurich Area concentrates many of the ingredients required to build and deploy AI systems.
The defining characteristic of this region is density. Many of the world’s leading AI companies, research institutions, investors, and startups operate in close proximity, creating connections between talent, capital, and ideas.
For example, Google engineers teach at ETH Zurich. ETH graduates join companies such as Anthropic. Researchers launch startups, while former employees of global technology firms go on to found new ventures of their own. Investors, founders, academics, and corporate teams encounter each other repeatedly through shared networks, industry events, and professional circles. In a region of this size, collaboration often happens less through formal introductions than through proximity. While talent flows freely, it rarely leaves the ecosystem.
One indicator of the region’s maturity is its ability to convene. Events such as the Zurich AI Festival will bring together more than 6,500 guests this September 28 to October 3. With more than 35 confirmed events across AI and the arts, AI literacy, health, technology, and policy, it is designed as a platform for cross-sector exchange. Its flagship events, the AI + X Summit, AI + Environment, and the AI + Policy Summit, will bring together internationally recognized leaders alongside researchers, policymakers, venture capitalists, and entrepreneurs, convening international voices and fostering dialogue across sectors.
Research, talent, and company creation
At the center of the country’s AI capabilities are institutions such as ETH Zurich, the University of Zurich, École Polytechnique Fédérale de Lausanne (EPFL), Scuola Universitaria Professionale della Svizzera Italiana (SUPSI), and Zürcher Hochschule für Angewandte Wissenschaften (ZHAW).
ETH Zurich ranks among Europe’s leading universities for deep tech commercialization, generating more than 40 spin-offs and startups in 2025 alone, helping create some of the continent’s most valuable technology companies.
The Stanford AI Index 2026 reinforces that picture: Switzerland ranks first globally for AI researchers and inventors per capita, with 110.5 per 100,000 inhabitants—ahead of Singapore (109.5), Sweden (80.6), and the United States (64.8). And the IMD World Talent Ranking ranked Switzerland as number 1 for the 10th consecutive year, leading globally in investment, development, and talent appeal.
Engineers, researchers, and founders move frequently between universities, startups, and established technology firms, creating strong knowledge flows across organizations. That density is increasingly attracting companies from outside the region too. Even before formally announcing their Zurich office, Exa.ai received a strong pipeline of candidate applications. ‘To assemble the greatest search team in the world, you’ve got to meet people where they are,’ says Will Bryk, the company’s CEO and co-founder. ‘And many are in Greater Zurich.’
Former Google Switzerland employees alone have founded approximately 210 companies and created around 2,600 jobs over the past two decades. For a country of around nine million inhabitants, the multiplier effect is significant. Large technology firms contribute not only through direct employment, but also through the creation of new companies and the transfer of expertise.
Why the Greater Zurich Area complements Silicon Valley
For many technology companies, Switzerland is not a substitute for Silicon Valley. The two serve different functions within the AI value chain.
Silicon Valley remains unmatched in scale, venture capital, and frontier model development, but for global technology companies, an R&D presence in Switzerland has increasingly become a strategic complement: a way to access specialized talent, stay close to leading research, and build capabilities that will shape the next generation of products and services.
This is particularly relevant for companies working at the intersection of AI and the physical world. Switzerland offers direct access to leading universities, industrial partners, and sectors such as healthcare, finance, manufacturing, and robotics, where reliability, compliance, and precision are often as important as raw model performance.
Geography is strategy
Global AI leaders came to the Greater Zurich Area because the region concentrates capabilities that are often distributed across multiple locations: world-class research, specialized talent, industrial partners, capital, and pathways to deployment. Those advantages were built over decades, not years.
For companies evaluating where to build the next generation of AI products, the answer may not be another larger ecosystem. It may be one where the distance between research, talent, capital, and deployment is measured in minutes rather than hours.
Enterprise investment in AI is booming. Gartner is calling 2026 an “inflection year” for organizations to align their AI projects with strategic business objectives. As the pressure to prove ROI mounts, executives and technology leaders are looking to agentic AI to drive the measurable financial outcomes their businesses seek.
A prime opportunity for AI agents exists in the tech function, where IT infrastructure costs are projected to grow two to three times by 2030, even as budgets remain unchanged, according to McKinsey. And in the last 18 months, tech teams—the engineers, developers, architects, and other practitioners who are building, deploying, and continually improving their organizations’ infrastructure and applications—are clearly putting agents to work.
The ultimate promise of agents is not only to automate tasks but to manage and coordinate entire workflows, pursuing business goals in a way that allows humans and agents to work together. Given the risks involved in automated decision-making, teams cannot delegate the work that agents do without confidence that they are fully capable of performing the task and that it will do so in a safe, reliable, and secure manner.
Among technology experts, our research shows that teams are exceedingly confident about using agentic AI across a significant amount of AI, data, and cloud tasks.
Where agent readiness drops is largely due to a lack of business context being supplied to agentic systems. The more complex the task, the more reasoning capability an agent requires and the greater its need for business context. Such context-generation capabilities for agents are still at an early stage of development, especially in situations where enterprise data is difficult to wrangle and connect into the agent lifecycle at the speed and quality in which developers and executives need it. Human oversight is a key factor of success in deploying agentic AI.
Knowing that tech teams are in a pivotal position to lead this transformation, the experts we interviewed expect agent confidence to accelerate as experience with agents deepens and business environments mature. “As we design agents to operate within the same operational boundaries, identity systems, and governance models that teams already use, they start to behave more like the systems organizations already trust,” says Jeremy Winter, corporate vice president and chief product officer at Microsoft Azure Platform.
This report, based on a survey of 300 global technology experts, ranks 101 tasks across AI, data, and cloud workflows based on respondents’ confidence in agents acting on their behalf. It also examines how technology teams view the opportunities and challenges related to agentic AI, along with the potential for the technology to enhance their careers.
Key findings from the report include:
Confidence in agents is surging for measurable tasks and growing in areas of complex judgment. Technology experts overwhelmingly believe agents help with everyday work including streamlining processes, improving performance, and reducing repetitive tasks. Confidence is highest for processes like generating reports and boilerplate code, and there is clear opportunity where tasks involve multistep workflows and advanced reasoning to make decisions.
Data workflows are the breakthrough domain. Tech teams trust agents most where structure can provide a reliable foundation for decisions. This includes areas such as data quality monitoring, visualization anomaly detection, real-time data stream monitoring, and data profiling. This is where domain experts closest to the point of data generation can provide context to allow agents to act and deliver trusted outcomes.
Read the Microsoft Cloud blog by Amanda Silver, corporate vice president of Microsoft 365 Core and Work IQ, which underscores the importance of keeping humans in the loop and how systems thinking advances careers. And for a deeper dive into data workflows as a breakthrough use case for agents, check out the Fabric blog to hear from Kim Manis, corporate vice president of Product for Microsoft Fabric.
This content was produced by Insights, the custom content arm of MIT Technology Review. It was not written by MIT Technology Review’s editorial staff. It was researched, designed, and written by human writers, editors, analysts, and illustrators. This includes the writing of surveys and collection of data for surveys. AI tools that may have been used were limited to secondary production processes that passed thorough human review.
There are plenty of useful things a metric can reveal. There are even more it can obscure or corrupt. It took me well over a decade of tracking my own life in ever greater detail to fully appreciate this duality, which probably reveals something about both me and the nature of measurement.
Like a lot of people bitten by the self-quantifying bug, I initially started gathering personal data to pursue a nebulous collection of goals and desires. As a sedentary technology journalist, I wanted to feel better physically and emotionally, to get outside more, and—where possible—to bring order to some of the messiness and uncertainty of my daily existence. These all seemed to be things that could be improved with the cool clarity of numbers.
Self-quantifiers often get stereotyped as obsessive self-optimizers (and many of them are), but my reasons for producing and collecting personal data were less about life-maxxing and more about life meaning—at least at first. As most people who know me will attest, I do not have now, nor have I ever possessed, a “productivity mindset.” I’m also not all that interested in life hacks, shortcuts, or new ways to compare myself with other people. Instead, what I wanted out of metrics—what I hoped I could divine from a never-ending stream of numbers about my health, work, and social life—was something more elusive: self-knowledge. This was my first mistake.
The idea that the more we know, the better is so profoundly embedded in our culture that it feels weird to even point it out. Since at least as far back as the Enlightenment, the primary way we’ve all agreed to go about knowing more has been through measurement and quantification. After all, more knowledge—more data—leads to better decisions, which leads to happier, more fulfilled people. Or so we’re told, and with increasing frequency in the era of AI.
When two Wired magazine editors, Gary Wolf and Kevin Kelly, coined the term “quantified self” in 2007 and helped launch the movement we are all now helplessly a part of, they were essentially selling this very idea. “Unless something can be measured, it cannot be improved,” wrote Kelly in an early blog post, doing his best impression of Lord Kelvin. “So we are on a quest to collect as many personal tools that will assist us in quantifiable measurement of ourselves.” Almost 20 years later, that quest is easier than ever thanks to a flood of devices, apps, and websites all designed to help us build our self-knowledge through numbers.
My first tool was a small, plastic clip-on Fitbit I started using in 2011. It did one thing: count the number of steps I took in a day. As a lifelong video game player, I was already well acquainted with the motivational power of simple scoring systems, and I hoped my new gadget would offer the gentle numerical nudge I thought I needed to step away from my Twitter feed and, if not touch grass, at least walk next to some. Walking also seemed to be one of the few times I had what could charitably be called intelligent ideas, which seemed like another promising by-product of doing more of it.
Alas, that was short-lived. I can’t tell you precisely when “getting out into nature more” or “thinking smarter thoughts” stopped mattering to me as goals, but I suspect it took no more than a few weeks. What I can say with certainty is that my initial goal of 6,000 daily steps quickly turned into 10,000, which then jumped to 15,000 and eventually settled at 20,000 for years. Stories about becoming a “steps guy” are clichéd at this point, and they’ve earned that status for a reason.
It didn’t take long for me to trade in pedometers for heart-rate monitors (I also started running), smartwatches, sleep-tracking rings, and an embarrassing number of macronutrient-tabulating apps. Outside the health and fitness realm, my early career as a journalist also happened to coincide with the rise of social media and web analytics tools like Chartbeat, which promised to further quantify difficult-to-measure aspects of my life, like “job success” and “impact,” by tracking things like page views, followers, retweets, likes, and all sorts of other attentional metrics that now carry great weight.
Metrics inevitably redefine your core sense of what’s important, whether you’re aware of the trap or not.
Ultimately, during the 10-plus years I diligently tracked my heart rate, steps, active calories, sleep, story engagement time, stress levels, and other metrics, I gained virtually nothing in terms of greater self-knowledge. (I suppose I did learn that I liked to make numbers go up and down, but who doesn’t?) The swirl of data that followed me everywhere did not lend additional meaning or insight to the way I relate to myself, my work, or the important people in my life. In fact, the more I used numerical proxies, the worse I felt about pretty much everything.
What I did learn were two important lessons about what happens when you try to quantify the minutiae of your life. First and foremost, whatever the amount of data you’re currently collecting about yourself, it will never feel sufficient. There’s always a new metric around the corner, a better way for a tracker to remix its readings and more accurately measure what’s “important”: heart rate variability, daily stress, exercise “readiness,” cardiovascular or “fitness” ages. Measurement begets more measurement. You can count on it.
The Score: How to Stop Playing Somebody Else’s Game C. Thi Nguyen
PENGUIN PRESS, 2026
The second lesson was less obvious but no less significant. The more personal or nuanced your goals are when you set off on your self-quantifying journey, the more likely it is you will ultimately replace them with some simplified metric or ranking. Want to become a better journalist? Why not use page views and leaderboards as a proxy for success? Enjoy cooking and want to improve? Foodie metrics dictate that more complicated recipes with longer ingredient lists are the answer. Even when we know that the value of good journalism isn’t reflected in how many people read a given story or that the joys of cooking are as much about improvisation and experimentation as about successfully following some complex recipe, it’s hard to resist the allure of a simple score or stat. Metrics inevitably redefine your core sense of what’s important, whether you’re aware of the trap or not.
Over the years, people have invented various terms to describe this phenomenon. In his recent book The Score: How to Stop Playing Somebody Else’s Game, the philosopher C. Thi Nguyen calls it “value capture.” Value capture happens, he says, when you adopt external sources of measurement and then let them rule you without adapting them to suit your life. “In value capture, you’re essentially outsourcing your values,” Nguyen writes. “You’re letting an external metric or ranking set what’s important for you.” Crucially, you’re also outsourcing the process of figuring out your own sense of meaning. It’s why my walks quickly shifted from feeling meditative to prioritizing miles.
Individuals, institutions, and indeed entire societies can fall prey to value capture. In fact, once you start noticing it, you start seeing it everywhere—in journalism, education, and business, but also in our food, our hobbies, and, yes, the way we measure our health and happiness. Here’s how Nguyen puts it:
Value capture happens when a restaurant stops caring about making good food and starts caring about maximizing its Yelp ratings. It happens when students stop caring about education and start caring about their GPA. It happens when scientists stop caring about finding truth and start caring about getting the biggest grants. It even happens in religion. A pastor recently told me that his church had become completely obsessed with baptism rates. The higher-ups had established an internal leaderboard in which the pastors competed on monthly baptism rates, and it was starting to dominate everybody’s attention. He’d found himself caring less about the long-term spiritual development of his flock and focusing more on trying to deliver popular sermons that would up his baptism rates and move him up that leaderboard.
At its core, The Score is trying to untangle a mystery that Nguyen, a specialist in the philosophy of games at the University of Utah, has been thinking about for a long time: Why is it that numbers and scoring systems in games can be the source of so much joy and fluidity and play, but public measures and institutional metrics (i.e., scores that apply to the real world) seem to drain the life out of everything and thrust us all into a bleak mindset of grinding optimization?
Porter, a historian of science who specializes in the social power of numbers, has spent his career looking at why quantification has become so dominant, not just in political and bureaucratic life but everywhere. One of his key insights about the inherent attractiveness of quantification, which he calls “a technology of distance,” is that it “minimizes the need for intimate knowledge and personal trust.” Put another way, metrics travel extremely well between different contexts and are easy to grasp and aggregate.
Whether it’s a student’s GPA or a country’s GDP, these measures are understood by pretty much everyone. But that understanding comes at a price, Porter reminds us: To arrive at a clear metric, you inevitably need to simplify what you’re attempting to measure, often jettisoning heaps of nuanced, qualitative, or open-ended information so that others can find the resulting number legible.
No one (hopefully) believes that a GPA captures in any meaningful way a student’s entire educational experience or aptitude for learning, but we’ve agreed to use it because more qualitative assessments are onerous to wade through and require expertise to decipher and compare. Ditto for the economic metric of GDP, which politicians and societies are now compelled to drive higher and higher because a group of economists once concluded that this figure correlates with general economic well-being.
This is the essential tension at the heart of all data, argues Nguyen. Any institutional quantification, he says, requires that the evaluation procedure and its product be comprehensible across contexts. That profoundly limits what the metric can actually measure. “In value capture, you’re ultimately taking that decontextualized nugget and internalizing it,” he writes. “You’re guiding your life using an evaluative technology that has been engineered to travel between contexts, by stripping it of nuance.”
Every so often I’ll find myself in friendly debate with a “numbers person”—a statistician, an economist, or a friend who’s still a committed self-quantifier. After patiently listening to my measurement-gone-awry examples—the disastrous attempt to quantify pain as “the fifth vital sign” in the mid-1990s (which exacerbated the opioid epidemic), or any of the countless examples of the McNamara fallacy, where decisions in academia, medicine, and politics are based solely on what’s easily measured—many will insist that I’m misunderstanding or misinterpreting the whole point of measuring. Metrics, they’ll say, are simply a means, and the important questions concern the ends for which they are used. In other words, these unfortunate outcomes amount to user error, not something inherently dangerous or misleading about the nature of measurement.
At some point during these conversations, Goodhart’s Law will invariably come up, usually as an explanation the metrics-minded deploy for why the ends get all mucked up. The principle, which is attributed to the British economist Charles Goodhart, is often expressed as the following: “When a measure becomes a target, it ceases to be a good measure.” I have a profound dislike for Goodhart’s Law, not because I think it’s untrue, but rather for the way it gets interpreted.
As Nguyen notes, Goodhart’s Law says very little about why metrics fail to capture what’s important—or what to do about it. Find better measures, some will conclude. Don’t let metrics become targets, others will insist. These are not helpful takeaways. All measurements, I would argue, are in fact targets, whether you intend them to be or not. Metrics inevitably present one direction or option as better, Nguyen writes in The Score—“longer lifespans, faster student graduation rates, more page views, higher customer satisfaction scores.” What people are talking about when they bring up Goodhart’s Law isn’t human error; it’s actually a fundamental problem with measurement itself.
I want to be clear here: Measurement can and does serve a number of vital functions. It has in a very literal sense made the modern world possible, with all its life-saving, suffering-reducing, and awe- inspiring scientific breakthroughs. When used with care and diligence, metrics can make our progress (or lack of it) clearer and more transparent. Are we decreasing carbon dioxide emissions or not? They can also introduce accountability into formerly opaque systems, such as by measuring whether a company is complying with state and federal regulations. They can even make us more objective, reduce biases, and galvanize us to act.
But as Nguyen points out throughout The Score, the fundamental weakness of metrics comes when we use them to pursue subtler, more personal goals. What I think many of us miss—what I know I certainly missed—is that there are always trade-offs when you try to distill something important down to a data point. When we turn to metrics to understand ourselves, our social world, and culture as a whole, they will never come close to capturing what matters. Even worse, they’ll often actively obscure it.
Today, I find that numbers have very little to offer when it comes to my daily work, my physical or mental fitness, my relationships, or any other part of my life I consider important. Granted, I’m lucky enough to be in relatively good health at the moment. I don’t have to track my glucose levels or monitor my blood pressure. As a freelance writer, I also have the luxury of not having numbers foisted on me in the form of key performance indicators (KPIs), objectives and key results (OKRs), or any of the endless quantitative evaluations that come baked into pretty much every corporate and gig economy job.
Still, in a very real sense, there is no escaping metrics or, especially, the logic that accompanies them. Knowing has become numeric, and we all live in a world that increasingly sees us as a collection of numbers—as “data subjects.” The first and most urgent challenge, I’d suggest, is finding a way to keep us from seeing ourselves and each other that way.
This won’t be easy. As Porter, Nguyen, and countless other philosophers, anthropologists, and historians have already observed, the language of numbers is largely how we ascribe value today—as well as how we digest and metabolize our relationships to ourselves, to others, and to the world around us. Indeed, many of us have accepted not only that metrics have a natural existence in human affairs but that there are in fact no aspects of human life that cannot be somehow translated into data.
Knowing has become numeric, and we all live in a world that increasingly sees us as a collection of numbers— as “data subjects.”
So how do we push back? Nguyen’s book offers a useful first step. As he notes again and again in The Score, believing that numbers say something real or useful about human needs and desires gives them power. We can, at the very least, start to seriously question that belief, to ask what meaning and pleasure we might be giving up in pursuit of a metric.
Doing so will hopefully lead to another realization: that playing the numbers game is ultimately a losing proposition for humans. If we insist on expressing our worth through attentional metrics and productivity scores, if we continue to turn intelligence and creativity into a series of benchmarks for AI to surpass, we’ve already lost. Of course machines will surpass us in a world built around metrics. That is literally what we create them to do. The answer is not to turn ourselves into machines too.
If there’s one thing that keeps me up at night, it is that we’ve become so accustomed to seeing and understanding the larger world and ourselves through numbers that it has deprived us of the language to express what’s fundamental and valuable about our own humanity. We need this ability now more than ever, especially if we’re going to adequately answer two of the most important questions of our era: What are humans for? And what is AI for?
As part of my own attempts to disentangle myself from a life of numbers—efforts that started shortly before covid—I’ve abandoned most of the tools of measurement I spent a decade collecting. I’ve largely given up on social media. I stopped using apps to track my health and well-being. The watch I currently wear tells me the time and the date and nothing else.
In fact, the only holdover from my days of obsessive self-quantification is a dogmatic devotion to walking—without all the step counting, of course. These days, I walk when I’m feeling disillusioned or overwhelmed; I walk when I can’t figure out how to finish an essay; I also walk because I enjoy spending time outdoors with my dog and catching up on the details of my neighbors’ lives. The benefits of pursuing this daily activity are as clear and obvious to me as anything could be in life. I just can’t express them in a number.
Bryan Gardiner is a writer based in Oakland, California.
This story originally appeared in The Algorithm, our weekly newsletter on AI. To get stories like this in your inbox first, sign up here.
A few months before he was awarded the Nobel Prize in economics in 2024, Daron Acemoglu published a paper that earned him few fans in Silicon Valley. Contrary to what Big Tech CEOs had been promising—an overhaul of all white-collar work—Acemoglu estimated that AI would give only a small boost to US productivity and would not obviate the need for human work. It’s okay at automating certain tasks, he wrote, but some jobs will be perfectly fine.
Two years later, Acemoglu’s measured take has not caught on. Chatter about an AI jobs apocalypse pops up everywhere from Senator Bernie Sanders’s rallies to conversations I overhear in line at the grocery store. Some previously skeptical economists have gotten more open to the idea that something seismic could be coming with AI. A California gubernatorial candidate said last week that he wants to tax corporate AI use and pay victims of “AI-driven layoffs.”
On the one hand, the data is still on Acemoglu’s side; studies repeatedly find that AI is not affecting employment rates or layoffs. But the technology has advanced quite a bit since his cautious predictions. I spoke with him to understand if any of the latest developments in AI have changed his thesis, and to find out what does worry him these days if not imminent AGI.
AI agents
One of the biggest technical leaps in AI since Acemoglu’s paper has been agentic AI, or tools that can go beyond chatbots and operate on their own to complete the goal you give them. Because they can work independently rather than just answering questions, companies are increasingly pitching agents as a one-to-many replacement for human workers.
“I think that’s just a losing proposition,” Acemoglu says. He thinks agents are better thought of as tools to augment particular pieces of someone’s work than something malleable enough to handle a person’s whole job.
One reason has to do with all the various tasks that go into a job, something Acemoglu has been researching in his work on AI since 2018. For example, an x-ray technician juggles 30 different tasks, from taking down patient histories to organizing archives of mammogram images. A worker can naturally switch between formats, databases, and working styles to do this, Acemoglu says, but how many individual tools or protocols would an AI require to do the same?
Whether or not agents will supercharge AI’s impact on jobs will come down to whether they can eventually handle the orchestration between tasks that humans do naturally. AI companies are in heated competition to prove that their AI agents can work independently for ever longer periods without making mistakes, sometimes exaggerating the results—but Acemoglu says many jobs will be spared from an AI takeover if agents can’t fluidly switch between tasks.
The new hiring spree
For years Big Tech has been offering staggering salaries to recruit AI researchers. But I asked Acemoglu about a different hiring spree I’ve noticed: AI companies are all building in-house economics teams.
OpenAI hired Ronnie Chatterji from Duke University in 2024 to be its chief economist and announced last year that Chatterji will work with Jason Furman—Harvard economist and former advisor to Barack Obama—to research AI and jobs. Anthropic has convened a group of 10 leading economists to do similar work. And just last week, Google DeepMind announced it had hired Alex Imas, an economist from the University of Chicago, to be its “director of AGI economics.”
Acemoglu has noticed colleagues getting snatched up for these roles too. “It makes sense,” he says: AI companies are well aware that public skepticism about AI, in large part due to job concerns, is growing. And they have strong incentives to shape the economic narrative around their technology (consider OpenAI’s latest proposal for a new era of industrial policy).
“What I hope we won’t get,” Acemoglu says, “is that they’re interested in economists just to further their viewpoints or further the hype.” That tension hangs over the emerging field of “AI economics”; it’s concerning that some of the most influential research about AI’s impact on work may increasingly come from the companies with the most to gain from favorable conclusions.
AI apps
I don’t think of AI as hard to use; most of us interact with it via chatbots that use plain language. But Acemoglu says we should consider how it compares with the sort of software that kicked off earlier tech transformations, like PowerPoint for slide decks and Word for documents.
“Anybody could install these on their computer and get them to do the things that they want them to do,” he says. They spread accordingly.
“We have not seen the development of apps based on AI that have the same usability,” he says. Even if anyone can chat with an AI model, it tends to take a while for the average worker to get practical and productive use out of it. That’s part of the reason why AI has not yet shown any seismic impact on the job market or the economy. One of the key signals Acemoglu is watching, then, is the creation of apps that make AI easier to use.
But he acknowledges that for a while, we’re going to see all sorts of conflicting evidence about AI: anecdotes that college grads are finding the job market worse and worse, but no noticeable effect of AI on productivity, for example. “There’s a huge amount of uncertainty,” he says. And that’s the most telling thing about the AI economy right now: the certainty of the rhetoric alongside the uncertainty of everything else.
Background: The European General Data Protection Regulation (GDPR) strictly regulates the processing of personal and health-related data, posing challenges for digital health research, especially when data are collected using participants’ own devices. Although scientific data can theoretically be anonymized, standard internet communication protocols inevitably expose transmission metadata, preventing true anonymization. Existing solutions, including virtual private networks, reverse proxies, and trust centers, improve confidentiality but do not technically or legally enable fully anonymized data collection. Consequently, large-scale digital health research often requires extensive organizational measures, complex consent procedures, and high regulatory overhead. Objective: This study aimed to develop a GDPR-compliant concept for fully anonymized scientific data collection, ensuring that no entity has simultaneous access to identifying information and donated data. We also implemented and evaluated this concept in a real-world public-private partnership. Methods: We designed a data donation architecture based on a blinded deidentification proxy that decouples identifying transmission metadata from encrypted user data at the time of donation. The concept combines symmetric (Advanced Encryption Standard-128 in Cipher Block Chaining) and asymmetric (Rivest-Shamir-Adleman with Optimal Asymmetric Encryption Padding) encryption, enabling end-to-end encrypted and anonymized data transfer without persistent identifiers. The system was integrated into the HerzFit app, a mobile lifestyle coach for cardiovascular disease prevention available in German-speaking countries, and evaluated for adoption, technical feasibility, and performance. Performance overhead was assessed using round-trip time benchmarks. Duplicate donations were identified and merged to estimate unique data donors. Results: The solution was integrated and tested in the HerzFit app with more than 200,000 downloads between April 2022 and December 2025. Since the introduction of the data donation feature, more than 13,000 donations have been received, translating to more than 9000 individual users contributing anonymized datasets. Proxy-based transmission resulted in an average round-trip time of 143 ms, compared to 58 ms for direct transfer, representing a modest overhead while maintaining usability. The operator of the donation database did not gain access to identifying information at any stage, demonstrating full technical anonymization. The approach can be operated reliably at scale with minimal server resources due to the stateless proxy design. Conclusions: This work introduces a novel system architecture enabling fully anonymized, GDPR-compliant data donation directly from participants’ devices. By decoupling identifying metadata from encrypted health data, the concept minimizes regulatory effort, strengthens privacy protection, and provides a practical framework for large-scale digital health research in research partnerships, for example, between a private company and a research institution. The real-world deployment in HerzFit demonstrates the feasibility, scalability, and scientific utility of this approach. The concept is broadly transferable to other mobile health apps and has the potential to substantially expand ethically and legally compliant data acquisition.
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His real name is Will Flanary, but you probably know him as Dr. Glaucomflecken — the internet’s go-to doctor/comedian. On this episode of the “First Opinion Podcast,” we talked about how he mixes humor with some of the most pressing issues facing health care, from misinformation on social media to the corporate takeover of medicine.
In particular, Flanary has been deeply involved with advocacy around PeaceHealth’s decision to use a corporate group to staff the emergency department in Eugene, Oregon, instead of the community-based physicians who had been there for more than 35 years.
After a yearslong legal feud, Elon Musk and OpenAI CEO Sam Altman are heading to trial this week in Northern California in a case that could have sweeping consequences. Ahead of OpenAI’s highly anticipated IPO, the court could rule on whether the company is allowed to exist as a for-profit enterprise and might even oust its current executive leadership, including Altman.
Musk is suing OpenAI, alleging that Altman and OpenAI president Greg Brockman deceived him into bankrolling the company in its early days by promising to maintain it as a nonprofit dedicated to developing AI that benefits humanity, only to later restructure the company to operate a for-profit subsidiary. Musk cofounded OpenAI with Altman and others in 2015, but he left in 2018 after a bitter power struggle.
Musk is seeking as much as $134 billion in damages from OpenAI and Microsoft, one of OpenAI’s biggest financial backers. He is also asking the court to remove Altman and Brockman from their roles and to restore OpenAI as a nonprofit. Musk has asked the court to award any damages to OpenAI’s nonprofit rather than to him personally.
Nine jurors will deliver an advisory verdict, a non-binding recommendation, to guide the judge in deciding Musk’s claims against Altman. Musk, Altman, and Brockman will take the stand. Former OpenAI chief scientist Ilya Sutskever, former OpenAI CTO Mira Murati, and Microsoft CEO Satya Nadella are also expected to testify. Cringey texts, raw diary entries, and endless scheming behind the founding and growth of OpenAI are expected to come to light.
In an industry enveloped in secrecy, the trial will be a rare opportunity for the public to look behind the curtain and find out what’s going on in the companies creating the most transformative technology ever built.
What are they fighting about?
When OpenAI was originally founded as a nonprofit, backed by a $38 million donation from Musk, the company vowed to create open-source technology for the public’s benefit, unconstrained by a need to generate financial returns. But over the years, the company began to claim that intensifying competition could make it dangerous to share how it develops its AI models and that a nonprofit structure could not raise enough money to keep building AI. (MIT Technology Reviewwas first to report on OpenAI’s internal conflicts around its mission.)
The court has already found that in 2017 Altman and Brockman wanted to establish a for-profit arm, while Musk proposed merging OpenAI with his electric-car company, Tesla. When Musk threatened to stop funding, Altman and Brockman told him that they were committed to keeping the company a nonprofit. Musk alleges that they pursued plans to pivot to a for-profit without informing him. According to OpenAI, Musk agreed that the company needed a for-profit entity and even wanted to be its CEO.
But even if Musk proves he was duped by Altman and Brockman, he may not have standing in the first place to sue them for restructuring the company to operate a for-profit subsidiary. Some legal scholars are puzzled over why the judge allowed him to bring this claim. “The idea that Elon Musk can sue because he was a donor or used to be on the board is pretty puzzling,” says Jill Horwitz, a law professor who studies nonprofit law at Northwestern University. “Typically, it’s up to the attorneys general to bring such a claim to enforce the charitable purposes. And that’s already happened.”
In October 2025, state attorneys general of California, where OpenAI is headquartered, and Delaware, where OpenAI is incorporated, struck a deal with OpenAI to approve its new corporate structure on a series of conditions. For example, a safety and security committee at the nonprofit would review safety-related decisions made by the for-profit subsidiary. Critics of the restructuring, including Musk, AI safety advocates, and civil society groups, have tried to stop it.
California’s attorney general has declined to join Musk’s lawsuit, saying that the office did not see how his action serves the public interest.
Still, whether the deal holds OpenAI to its nonprofit mission is an open question. “Elon Musk should have to show … what the deficiencies are in what’s been agreed to by OpenAI with the attorneys general,” says Rose Chan Loui, the director of the UCLA School of Law’s philanthropy and nonprofit program. Even with the terms in place, holding OpenAI to them depends on “how much they can enforce it and how much transparency they get into OpenAI’s work.”
More importantly, legal experts say the case is being considered under the wrong body of law. Musk argues that Altman and Brockman breached OpenAI’s charitable trust by creating a closed-source, for-profit subsidiary. As a result, the court has been analyzing the claim under the law of trusts. “But OpenAI is not a trust. OpenAI is a corporation. And so really they should be looking at … the law of charitable nonprofit organizations,” says Chan Loui.
What’s on the line?
Despite all the legal muddiness, the outcome of the trial could upend the AI race. Any one of the remedies that Musk seeks could cripple OpenAI as it races to go public by the end of the year. OpenAI, which is valued at over $850 billion, has described the litigation with Musk as a potential risk to its business. Musk’s rival company xAI, which makes the chatbot Grok, is expected to go public as a part of his rocket company SpaceX as early as June. If Musk prevails, xAI, which in combination with SpaceX is valued at $1.25 trillion, could get a big advantage in the AI race.
And the trial has helped expose the bitter schism between Musk and the company he once helped to found. An OpenAI spokesperson referred MIT Technology Review to a post on X: “This lawsuit has always been a baseless and jealous bid to derail a competitor.” Although Musk’s lawyers did not immediately respond to a request for comment, he has posted on X that “Scam Altman lies as easily as he breathes.”
MIT Technology Review will have ongoing coverage of Musk v. Altman until its conclusion. Follow @techreview or @michelletomkim on X for up-to-the-minute reporting.
A former tobacco industry executive has been appointed to senior leadership at the Centers for Disease Control and Prevention, alarming public health advocates and critics of industry influence on government.
Stephen Sayle, named in March as the CDC’s deputy director for legislative affairs, previously worked at Fontem Ventures, a subsidiary of the British multinational tobacco corporation Imperial Brands. Between 2017 and 2018, he was U.S. vice president of corporate affairs at Fontem, which is focused on non-combustible tobacco products like the e-cigarette brand blu and the oral nicotine pouch brand Zone.
Tech workers in China are being instructed by their bosses to train AI agents to replace them—and it’s prompting a wave of soul-searching among otherwise enthusiastic early adopters.
Earlier this month a GitHub project called Colleague Skill, which claimed workers could use it to “distill” their colleagues’ skills and personality traits and replicate them with an AI agent, went viral on Chinese social media. Though the project was created as a spoof, it struck a nerve among tech workers, a number of whom told MIT Technology Review that their bosses are encouraging them to document their workflows in order to automate specific tasks and processes using AI agent tools like OpenClaw or Claude Code.
To set up Colleague Skill, a user names the coworker whose tasks they want to replicate and adds basic profile details. The tool then automatically imports chat history and files from Lark and DingTalk, both popular workplace apps in China, and generates reusable manuals describing that coworker’s duties—and even their unique quirks—for an AI agent to replicate.
Colleague Skill was created by Tianyi Zhou, who works as an engineer at the Shanghai Artificial Intelligence Laboratory. Earlier this week he told Chinese outlet Southern Metropolis Daily that the project was started as a stunt, prompted by AI-related layoffs and by the growing tendency of companies to ask employees to automate themselves. He didn’t respond to requests for further comment.
Internet users have found humor in the idea behind the tool, joking about automating their coworkers before themselves. However, Colleague Skill’s virality has sparked a lot of debate about workers’ dignity and individuality in the age of AI.
After seeing Colleague Skill on social media, Amber Li, 27, a tech worker in Shanghai, used it to recreate a former coworker as a personal experiment. Within minutes, the tool created a file detailing how that person did their job. “It is surprisingly good,” Li says. “It even captures the person’s little quirks, like how they react and their punctuation habits.” With this skill, Li can use an AI agent as a new “coworker” that helps debug her code and replies instantly. It felt uncanny and uncomfortable, Li says.
Even so, replacing coworkers with agents could become a norm. Since OpenClaw became a national craze, bosses in China have been pushing tech workers to experiment with agents.
Although AI agents can take control of your computer, read and summarize news, reply to emails, and book restaurant reservations for you, tech workers on the ground say their utility has so far proven to be limited in business contexts. Asking employees to make manuals describing the minutiae of their day-to-day jobs the way Colleague Skill does is one way to help bridge that gap.
Hancheng Cao, an assistant professor at Emory University who studies AI and work, believes that companies have good reasons to push employees to create work blueprints like these, beyond simply following a trend. “Firms gain not only internal experience with the tools, but also richer data on employee know-how, workflows, and decision patterns. That helps companies see which parts of work can be standardized or codified into systems, and which still depend on human judgment,” he says.
To employees, though, making agents or even blueprints for them can feel strange and alienating. One software engineer, who spoke with MIT Technology Review anonymously because of concerns about their job security, trained an AI (not Colleague Skill) on their workflow and found that the process felt reductive—as if their work had been flattened into modules in a way that made them easier to replace. On social media, workers have turned to bleak humor to express similar feelings. In one comment on Rednote, a user wrote that “a cold farewell can be turned into warm tokens,” quipping that if they use Colleague Skill to distill their coworkers into tasks first, they themselves might survive a little longer.
The push for creating agents has also spurred clever countermeasures. Irritated by the idea of reducing a person to a skill, Koki Xu, 26 an AI product manager in Beijing, published an “anti-distillation” skill on GitHub on April 4. The tool, which took Xu about an hour to build, is designed to sabotage the process of creating workflows for agents. Users can choose between light, medium, and heavy sabotage modes depending on how closely their boss is observing the process, and the agent rewrites the material into generic, non-actionable language that would produce a less useful AI stand-in. A video Xu posted about the project went viral, drawing more than 5 million likes across platforms.
Xu told MIT Technology Review that she has been following the Colleague Skill trend from the start and that it has made her think about alienation, disempowerment, and broader implications for labor. “I originally wanted to write an op-ed, but decided it would be more useful to make something that pushes back against it,” she says.
Xu, who has undergraduate and master’s degrees in law, said the trend also raises legal questions. While a company may be able to argue that work chat histories and materials created on a work laptop are corporate property, a skill like this can also capture elements of personality, tone, and judgment, making ownership much less clear. She said she hopes Colleague Skill prompts more discussion about how to protect workers’ dignity and identity in the age of AI. “I believe it’s important to keep up with these trends so we (employees) can participate in shaping how they are used,” she says. Xu herself is an avid AI adopter, with seven OpenClaw agents set up across her personal and work devices.
Li, the tech worker in Shanghai, says her company has not yet found a way to replace actual workers with AI tools, largely because they remain unreliable and require constant supervision. “I don’t feel like my job is immediately at risk,” she says. “But I do feel that my value is being cheapened, and I don’t know what to do about it.”