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Live Conference Recap BY Ade Akin | April 20, 2026

Not AI for Something, Something for AI: Choosing the Right Problems to Solve

In an era where many companies scramble to find uses for AI, Raman Achutharaman advocates for the opposite approach.“We always want to solve a business problem,” he said during a fireside chat at From Day One's Silicon Valley HR conference. “But you’ve got to find what value you’re going to generate, and then which tech comes along the way.” For Achutharaman, the SVP of operations, AI and productivity at Applied Materials, this problem‑first philosophy is the guiding principle behind a sweeping digital transformation at one of the world’s most vital technology companies.The Quiet Giant of the Semiconductor RevolutionApplied Materials doesn’t manufacture the tech gadgets that have become part of our daily lives, like smartphones and laptops; instead, it builds the multi‑million‑dollar equipment that manufacturers use to produce the semiconductors inside them. As Achutharaman said to Steve Koepp, co-founder and editor at From Day One, who moderated the conversation, a single advanced logic chip requires roughly 2,000 processing steps and three months to complete, despite being “a thousand times smaller than a human hair.” Founded in 1967, Applied Materials predates companies such as Apple and Intel in Silicon Valley and now employs more than 36,000 people globally.  The company’s immense global footprint, supercharged by the accelerating AI revolution, makes digital transformation an urgent directive. To help meet this objective, Achutharaman’s role was created specifically to unify an organization that had grown “very global” and “very vertical.” He frames his team as an “internal consulting arm,” a nimble force that’s embedded in the middle to drive collective growth and navigate the friction of cross‑functional execution.Innovating the Way We InnovateWhen generative AI burst onto the scene, Achutharaman joined forces with the company's CIO and CTO to form a leadership trio that would charter the company's AI journey. Their guiding principle was to avoid using “AI for the sake of AI.” Instead, they focused on re‑engineering decades‑old workflows. They worked to “innovate the way we innovate,” Achutharaman said.Raman Achutharaman, SVP of operations, AI, and productivity at Applied Materials, spoke during the fireside chatThis mindset has led to a deliberate, problem‑centric rollout. The company established rigorous governance structures early on instead of unleashing every new tool on its workforce, addressing cybersecurity, intellectual property protection, and ethical concerns before any technology was deployed. “Almost the [entire] first year was really focused on making sure that anything we do doesn’t break,” Achutharaman said.The Cohort Program: From Office Hours to Change AgentsTraining 36,000 people on technology that evolves “every 15 minutes” requires more than a library of online courses. Achutharaman’s team launched a hands-on cohort program that pairs employees who have specific problems adopting artificial intelligence with mentors who are already advanced users. The program started small with weekly office hours where any employee could drop in with questions. It has since grown into a structured initiative. Last year, more than 1,000 employees applied to participate, and 250 were selected to work one‑on‑one with mentors.“When they solve their own problems using something, they start thinking about what else they can do with it,” Achutharaman said. “And they also act as the change agents going across the organization.” This peer‑driven model has proven to be far more effective than top‑down mandates, creating a self‑propagating network of AI champions throughout the organization.Data Quality and the Scientific RevolutionDespite all the excitement surrounding large language models, Achutharaman emphasizes that the real frontier lies in scientific and engineering data. The publicly available corpus of information, research papers, and technical articles is often biased toward positive results and lacks the calibration needed for rigorous scientific work. “You’ve got to generate your own data,” he added.To that end, Applied Materials is investing billions in a new research and development lab in Sunnyvale, California. The facility will help generate high‑quality data that will fuel the next generation of semiconductor innovation. “Having data at the right rate, using AI to be able to solve complex problems, needs not just AI. You actually need a whole bunch of other things: engineering, physical infrastructure, and actual experiments,” he said. Achutharaman also highlighted how Applied Materials' HR team is applying AI across the talent lifecycle. The technology is actively transforming every workflow, from analyzing Workday data to piloting AI‑powered manager coaching tools. Faster Insights, Better DecisionsAchutharaman remains firmly in the optimistic camp despite the accelerating pace of AI development. He sees the technology as a tool for gaining insights faster than a human ever could, enabling better decisions. He offered a personal example, using AI to digest decades of his aging parents’ complex health records, scattered across paper files and different doctors in India, to identify the right questions to ask their physicians. “Within five minutes, you’re able to at least find what questions to ask,” he said. “It’s not that you want the answers. The most important thing AI gives you is what questions to ask.” That perspective may be the most valuable takeaway for any leader navigating the AI revolution. The technology doesn’t replace human judgment; it equips people with faster insights, allowing for better decisions in an increasingly complex world. As Achutharaman put it, “It’s about faster insights and better quality decisions. It will give you insights that you would have missed.”Ade Akin covers artificial intelligence, workplace wellness, HR trends, and digital health solutions.(Photos by Josh Larson for From Day One)

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Feature BY Erin Behrens | March 23, 2026

Building a Professional Community to Deliver Smarter, More Strategic Employee Benefits

For most employees, consideration of benefits comes up once a year during open enrollment. But for the people designing them, it’s a year-round effort that involves employee listening, cost and needs analysis, community building, and adaptation to a landscape that’s always changing. Rising healthcare costs, growing employee expectations, and an increasingly complex array of offerings have turned benefits into one of the most strategic areas of the workplace. From Day One spoke with Gui Wu, VP of total rewards and benefits at the consulting firm Accordion, and more recently, the incoming president of the NYC Metro Chapter of the International Society of Certified Employee Benefit Specialists. ISCEBS is a professional organization for benefits and compensation professionals, focused on education, networking, and credentialing. The main credential they recognize is the Certified Employee Benefit Specialist (CEBS) designation. This is widely recognized in the employee-benefits field and demonstrates expertise in areas like retirement plans, health and well-being benefits, compensation, and financial planning. The CEBS designation is earned by completing coursework and passing exams developed by the International Foundation of Employee Benefit Plans in partnership with The Wharton School. It’s now considered the gold standard for benefits professionals. Wu shared insights on how the chapter provides insights and meaning for benefits leaders, the community being built through its membership, and key trends shaping the industry. Excerpts from our conversation:Q: How does membership in ISCEBS support benefits professionals?A: There are different entities tied to the society, but what I can speak to is the designation itself—the credential. It has a long history of credibility, dating back to when it was first founded [in 1976]. The designation is often a requirement, or at least preferred, for many benefits roles you see on LinkedIn, Glassdoor, and other job boards. So it carries a lot of professional credibility. Q: What does it mean to be certified and how does that make a difference for you as a benefits professional? What’s the benefit of getting involved?From Day One spoke with Gui Wu, CEBS (company photo)A: It’s really about the depth of the content itself. Right now, the program has five exams, covering everything from general benefits administration to ERISA, how it has evolved since inception, and a lot of compliance context. It can be challenging, but operating in the benefits world means you deal with HIPAA information, participant assets, and employer data, so compliance is critical. The program provides a strong foundation in compliance, legal issues, and benefits administration.Credibility is another major benefit. It makes you more marketable. Similar to SHRM, when people see the CEBS designation, they know the time and effort required to earn it, studying the health and welfare space, compliance, and retirement programs.Another important aspect is the people. CEBS connects you with other designation holders who work in the same space, so you can share ideas and best practices. For example, through the New York City ISCEBS chapter, I’ve connected with many benefits leaders. We meet regularly to discuss our programs, share stories, and exchange insights about trends, always maintaining confidentiality and HIPAA compliance, but it’s a great way to manage the portfolios more effectively. Q: The community aspect seems very important. It seems to be a sometimes niche space, and it’s also constantly changing. How does being part of the ISCEBS community help benefits professionals stay connected and up to date?A: It’s a small space, and people evolve. Benefits is such a relationship-driven business. I started my career at Cigna as a medical underwriter, and I knew a lot of the sales and account management team there. Over time, some of them moved to the broker space as consultants, while others went to the TPA, or third-party administrator, side. It’s almost like the same group of people rotating through different roles, including myself.Building on trust is crucial because it really is a relationship business. Being able to articulate the ins and outs of the work, given my underwriting background, with former colleagues is a really rewarding experience. There’s something special about working on the same account again after a few years, but from a different side of the business.Q: Can you speak about any trends you’re seeing in benefits, at your company, but also, when you’re speaking with other leaders? What are people most interested in?A: I think you can’t really have this conversation without touching on GLP-1s. Prescription costs are definitely out of control for many organizations and plans, and that’s likely to continue for the foreseeable future. It’s really important for employers to stay on top of the solutions available to help contain costs. Fortunately, we haven’t had to drastically change our prescription programming, but many organizations are facing that challenge.I also think regulatory pressures and broader healthcare reform are adding complexity. Health insurance carriers and pharmacy benefit managers are under a lot of scrutiny, which in turn puts pressure on employers with rising claims costs. Some of this shifts more toward commercial insurance versus Medicare, because if provider networks or health systems aren’t getting adequate funding or reimbursement from Medicare, they have to make up the difference elsewhere. That’s why healthcare systems and providers are experiencing longer negotiations with insurance carriers when renewing contracts, which negatively impacts members. Q: How have you seen employee expectations shift in recent years? A:  Employer responsibility has grown significantly compared to 20 years ago. Now, employees are looking for solutions like student-debt assistance, which is one of the largest types of debt in the U.S. Offering these benefits has become crucial for people evaluating job offers.From a macro perspective, employees are paying much closer attention to benefits. Our job is to communicate and educate them on the full value of what the organization offers. Total compensation includes not just base salary, but medical and dental insurance, subscriptions paid for by the company. For benefits professionals, this means doing a better job of cost containment, ensuring programs operate efficiently and premiums don’t rise faster than salaries. That’s critical to providing meaningful value to employees while maintaining sustainable benefits programs. Q: Is there anything else you wanted to share?  A: We host quarterly events that provide educational content eligible for three CEBS credits. Following the sessions, we host a happy hour networking opportunity for our members. If you’re interested in joining one of the events, or learning more about the ISCEBS, you can contact us here: cebs@ifebp.org.Erin Behrens is an associate editor at From Day One.(Illustration by gvardgraph/iStock)

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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
Desiree Booker(Attendee) profile picture

“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