24 Hours to MVP
Apr 9, 2026
Thursday I met with an HR executive at a manufacturing company. He wanted to implement an Organizational Capability Review to get a better process in place for employee assessment, development, succession, etc. I’d owned this at a previous org.
Friday morning I built it while I was having coffee.
Less than 24 hours from idea to working software.
Most Talent work lives in one of two worlds: people who understand the process, and people who can build the process/tools. The gap between them is where most initiatives die, in vendor demos and requirements docs that never quite capture what the work actually is.
PROCESS: The Organizational Capability Review (OCR) isn’t a software product category. It’s a process. It lives in SOPs, gets hacked together in Workday or other HCMs, is facilitated by expensive consultants once a year,…or doesn’t happen at all.
TECH: What would make this tool a reality in the traditional way? Vendor evaluation, procurement, implementation, training. Four to six months assuming a budget was even approved in the first place.
Friday morning was possible because I’ve spent time on both sides of that gap. I spent a decade becoming an expert in Talent. And, AI has cut a decade off my tech education.
At this point, I could put in a week of work and have a fully functional OCR product in a week.
The friction is going away. And the opportunity is enormous for the people willing to jump in and learn.
The tools are getting easier. For the non-technical, AI is getting better at understanding intent, not just syntax.
The employee who can describe a task precisely enough for an AI to build something is already ahead of the person waiting for a vendor demo.
Understanding what software can do, and being willing to touch it, is becoming part of the job.
Excel literacy became non-negotiable. Data literacy is basically there. This is next.