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Feature BY Erin Behrens | February 18, 2026

When Chatbots Start Showing Ads, Who Wins?

Super Bowl viewers accustomed to the usual peppy ads for snacks and car insurance were treated to a new wave of brands competing for attention during last week’s game: dueling AI platforms. Ads for OpenAI took an earnest tone, promoting the use of its Codex tool for creators with the theme, “You Can Just Build Things.” But its archrival Anthropic, on the other hand, went on the attack, aiming to gain an advantage over a question on every marketer’s mind: when will advertisements start appearing in the answers to our AI prompts? Anthropic’s ads formed a quick response to the announcement of paid ads coming to OpenAI’s ChatGPT. The opening round in the Super Bowl foreshadows an exciting time for marketers, a confusing time for consumers, and a hypercompetitive time for these leaders in AI. Anthropic’s Super Bowl campaign, touting its Claude platform, offered a calculatedly dystopian glimpse of ads in AI. In the commercial that drew the most attention, the lead asks, “Can I get a six-pack quickly?” His extra-jacked training partner recommends, in a suspiciously lagging monotone, that the kid try “Step Boost Maxx, the insoles that add one vertical inch of height,” leaving the youth confused as the slogan flashes: “Ads are coming to AI. But not to Claude.” Anthropic says it will support Claude through paid subscriptions, among other means.The commercial lead asking his training partner for advice (photo via Anthropic) Meanwhile, OpenAI is positioning this change as pragmatic. The company’s CEO, Sam Altman, has framed ads as a way to make the service more accessible. Sponsored placements may be tested for users on the free plan, with clear labeling and a separation from core answers, the company posted. The stated goal is to fund the platform while preserving trust, ensuring users can distinguish between helpful guidance and promotional content. Rethinking Marketing Strategies The looming reality of sponsorships on AI platforms is sure to alter marketing strategies. “Sponsorship on AI platforms is right around the corner, especially as these tools mature and look for sustainable revenue models,” Katie Conrad, general manager of customer performance and insights at Delta Air Lines, told From Day One.“We’re already seeing high-intent behavior shift into AI, from Cyber Monday shopping to full trip planning, which means brands are entering the consideration set earlier than ever,” Conrad said. Instead of scrolling through search results, a consumer might ask a chatbot, “What’s the best 65-inch TV?” or “Which standing desk is worth it?” These high-intent questions could easily and quickly be solved as sponsored content makes its way to chatbots. If AI becomes the first stop for answers, it also becomes a battleground for brand visibility. Companies will increasingly optimize not just for clicks, but for being the answer, positioning themselves within AI-generated recommendations in ways that feel authentic and helpful to consumers.Preserving Brand and IntegrityThese ads will likely be hyper-targeted, a dynamic that will land in a variety of ways with consumers. Some will appreciate ads that feel genuinely helpful, while others may see that level of precision as invasive. “People will value authentic content that showcases your lived experiences and POV instead of informational content,” said Sooraj Divakaran, marketing director at Firstsource. Even so, “[marketers] will need to be very thoughtful with how they use this new channel and what they want to achieve from it. The larger question is how the sponsorship will align with what you’re trying to do as a brand,” Divakaran said, citing the case of Anthropic’s recent partnership with the Williams F1 auto-racing team as their official thinking partner. “If what you’re trying to do as a brand is closely aligned with any of these brands, then the partnership will make more sense,” Divakaran said.When it comes to brand trust, the stakes are high. AI carries a sense of authority while also feeling personal, almost like a one-to-one conversation. That combination is powerful yet fragile. Sponsored suggestions that feel pushy or misleading could backfire quickly, much like in the satirical Super Bowl scenario Anthropic depicted. “The challenge will be protecting trust, because the power of something like ChatGPT is perceived objectivity, so any sponsored presence has to feel native, transparent, and genuinely useful or it risks eroding the very behavior brands want to tap into,” Conrad of Delta said. The Chatbot Super Bowl FeudWhile OpenAI CEO Sam Altman emphasizes accessibility, Anthropic’s ads clearly made an impact, according to post-game data. “The maker of the Claude chatbot saw visits to its site jump 6.5% following its Super Bowl advertisement that took a swing at rival OpenAI’s decision to bring ads to ChatGPT,” reports CNBC. The ad put Claude into the top 10 free apps on the Apple App Store and drove an 11% increase in daily active users, outperforming competitors like OpenAI, Google Gemini, and Meta.Was it just an effective ad, or is it tapping into deeper consumer insights? The Super Bowl spot for Claude may have driven clicks and installs, but it also raises a bigger question: how comfortable are users with advertising in this new form of media that takes on the role of a trusted advisor? Customers are used to seeing pay-per-click (PPC) ads appear in search-engine results, usually posted above the list of non-paid results, but AI chatbots started off with non-commercial personas. As they become the first stop for information, from shopping recommendations to trip-planning, users may start noticing sponsored responses in places they previously expected neutrality. Brands see opportunity, but the presence of ads in AI could shift trust, influence behavior, and even change how people interact with these platforms. The competition has only begun, but Anthropic’s campaign may be signaling the new rules of engagement.Erin Behrens is an associate editor at From Day One.(Featured photo by alexsl/iStock)

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Live Conference Recap BY Kristen Kwiatkowski | February 13, 2026

How HR Can Be a Strategic Partner in a Culture of Compassion and Accountability

In any business, it’s not only important to attract future employees, but to retain them for years to come. To do so, it takes many pieces of the puzzle to come together and make this goal a reality.Alison Smith, chief HR officer at Piedmont Healthcare, spoke about this with moderator Andy Miller, founder and editor of Georgia Health News, during a fireside chat at From Day One’s Atlanta conference. Smith highlighted various ways that HR teams can help to nurture compassion and accountability, especially in the area of healthcare. Smith pivoted to the healthcare industry from a previous role at Publix and quickly noticed the contrast between retail grocery and healthcare. In healthcare, the stakes are literally life and death, and she values how patient care makes the work both meaningful and complex, with a clear, lasting impact.How HR Teams Make Things HappenWhen asked about her goals as chief human resources officer, Smith mentioned how important it was to have a seat at the table where things happen. “It’s really important to be at that table, to have a seat at the executive table, and really be able to strategically lead the organization not just at where it is now, but where it’s going,” she said. It’s important to see what the growth strategy looks like and what human resources can do to encourage this growth, she says. “The other piece with HR is really making sure that you’ve got the talent, both now and what that succession planning piece is, and are you developing the workforce and keeping the workforce so that you're sustainable for the future in the long term.” The Importance of Both Hiring and RetentionA shortage of nurses as it pertains to both attracting and retaining these medical professionals is a big challenge in the healthcare industry today, says Smith. “With this shortage it makes it a little bit more challenging to figure out,” she said.“How are you going to design the workforce and how are you going to design the work to accommodate the fact that there’s just not enough folks to do the work that is needed down the road?” Thus, the focus needs to be on recruiting. When the company recruits, the focus is on the culture and how their employees are ambassadors of the culture. The organization builds relationships with colleges in the area and Smith states that with her prior company the outreach was also extended to high school students as these 17- and 18-year-olds will soon be graduating and considering future careers. Piedmont is hopeful to start doing this type of outreach as well, she says. A crucial part of retaining employees is knowing how they feel. One way to do so is through surveys. “We use the Great Place to Work tool, and we’ve really found that to be helpful,” she said. “We do an annual survey once you’re on that, but we actually do a lot of pulse surveys, too.”Alison Smith, CHRO at Piedmont Healthcare, spoke with Andy Miller, founder and contributing editor, at Georgia Health News, KFF Health News, and HealthbeatSurveys are sent to recently hired employees to understand their hiring and training experience and whether they feel supported. When employees tend to leave around a similar point in time, the HR team analyzes the feedback to identify why and uses those insights to refine recruiting and training.An employee’s relationship with their supervisor can also have a lot to do with retention, says Smith. Although compensation and benefits are extremely important factors, the appreciation of a supervisor towards their employees goes a long way. A “thank you” goes a long way. If the supervisor is supporting their employees, this can play a part in retention.“When you think about retention, that’s why people want to stay,” stated Smith. “They’re working for someone that they believe cares about them, that champions them, that’s invested in their growth, and that, in the end, means a lot more than anything else that you can do.”Getting Company Values AcrossAnother focal point to help recruit and retain is effective branding, which in this case, can mean showing how the company impacts its community. “Piedmont does a great job of trying to help people understand the community impact that it has,” said Smith. “We're a nonprofit, and so we give back a lot to the communities, and we spend a lot of time on trying to understand community needs.”Part of the branding success also relates to telling an authentic story. The Piedmont Promise Story is something the nonprofit does to highlight individuals within various departments of the team. During the weekly executive meetings, a different executive is tasked with telling a Promise Story about someone on the Piedmont team from any department and how they play a part in making the nonprofit a successful entity. Supporting Well-BeingMental health and well-being are another major focus, especially in healthcare. The company provides tools and resources to support team members and encourages them to seek help when they need it.“Having an environment where you’re encouraged to be supported is one of the first steps in creating an environment where people do actually go get the help that they need, because we know that it can be difficult,” Smith said.Compassion and accountability go hand in hand. When employees feel supported, they are more likely to stay with the organization for the long term.Kristen Kwiatkowski is a professional freelance writer covering a wide array of industries, with a focus on food and beverage and business. Her work has been featured in the Bucks County Herald, Eater Philly, Edible Lehigh Valley, Cider Culture, and The Town Dish. (Photos by Josh Larson for From Day One)

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What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
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“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
Trisha Stezzi(Attendee) profile picture

“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University