Do job titles matter?

Well, Deloitte thinks so, and by June, it said it will change the job titles of its nearly 182,000 US employees to reflect how it’s prioritizing AI transformation across its consulting practice, Business Insider reported.

Deloitte is “modernizing our talent architecture to provide a more tailored experience reflective of our professionals’ broad range of skills and the work they do,” a spokesperson told Business Insider. (Deloitte didn’t respond to HR Brew’s request to comment by the time of publication.)

“With all that’s going on in the world…the unsettled social, economic, political environment, this is not a little thing,” Susan Legar Ferraro, founder and CEO of her consulting firm G3 Works, told HR Brew about Deloitte’s announcement. “This organization influences probably millions of people…They have an opportunity to do something really good here and to be an example to the rest of the world.”

For more on what HR can learn from Deloitte’s move to change job titles, keep reading here.—MC

Here’s this week’s edition of our Coworking series. Each week, we chat 1:1 with an HR Brew reader. Want to be featured in an upcoming edition? Click here to introduce yourself.

With more than 20 years of experience inside the IT and business consulting firm CGI, Steven Starace knows the business inside and out. Starace worked on the business and finance side of the company before moving into its top HR role leading people operations in 2023, “which was shocking to me,” he said. “It was never on my radar.”

For CGI, he told HR Brew, it actually was a great fit. “They wanted to make sure that HR was not HR for HR, that HR was not process centric, that HR was really about empowering the business,” he said. “Who better to have that perspective than people who lived and operated in the business, and especially, in a professional service organization, everything we do is about talent.”

Starace’s approach to HR doesn’t abandon policy and process management or compliance. Rather, those are simply tablestakes, and he’s looking to further evolve the function into a strategic growth driver. Employees at CGI need to grow their people skills, soft skills, and leadership, he said, because in many ways that’s what they’re selling to clients.

For more from our conversation with Starace, keep reading here.—AD

Many people start off the new year with fun, low-stakes resolutions. Jason Rebholz, co-founder and CEO of Evoke Security, had a more unusual beginning to his 2026: He inadvertently interviewed a deepfaked candidate for a security researcher role.

It all started with a LinkedIn post. In January, Rebholz used LinkedIn to promote a few vacant roles at his AI security company. He received a message from an individual who claimed to know just the right person for an open security researcher position.

“It wasn’t somebody that I had known before, but this is kind of the nature of dealing with posting things publicly,” Rebholz said.

But as Rebholz continued to chat with this new LinkedIn contact, certain details didn’t line up.

For more on Evoke Security’s experience with a deepfake job applicant, keep reading on IT Brew.—BM

Serving on a jury is an important obligation. But when employees miss work (and pay) for it, both workers and employers feel the pinch. This story breaks down how HR teams can design paid jury-duty leave, why it matters for employee trust and morale, and what to consider when turning the benefit into policy.