Product & Technology
Amplitude let an agent choose and ship its own product changes, then measure them
Amplitude ran its Wave agent on Amplitude's own product for several months, letting it find problems in behavioral data, ship fixes, and A/B test whether they worked. In one case Wave found that users ignored suggestion cards, personalized them to each user's recent work, and had a working pull request open in about 15 minutes, producing a 160% lift in suggestions accepted. The agent drafted the spec and routed it to a Cursor cloud agent that opened a PR across four files, which a lead engineer reviewed, approved, and merged. Amplitude reports key metrics moving 50% to 3x.
So what
The transferable asset is the loop, not the tool. An agent that proposes a change is a demo; an agent wired into the measurement system that tells it whether the change worked is a compounding capability, and most companies already own all three pieces without connecting them. Ask where your behavioral data, your spec process, and your deploy pipeline are close enough to close that loop on a low-risk surface such as onboarding copy or empty states. Keep the human merge gate that Amplitude kept.
Hype check
A vendor reporting its own agent's results on its own product, selecting the examples, with no disclosure of how many proposed changes failed their tests or were rejected at review.
Confidence: Informed perspective. Vendor-reported and self-referential, though the mechanism is documented in detail.
Go deeper Amplitude · The Neuron
People & Organization
August 31: EY put $100 million behind judgment, collaboration, and adaptability
EY's US business committed $100 million this fiscal year to bonuses for employees who demonstrate human skills such as leadership, judgment, business acumen, collaboration, and adaptability, alongside technology adoption. Spot awards top out at $500, while individuals and teams whose contributions move the firm are eligible for cash prizes of $10,000 to $25,000, a ceiling five times higher than the prior program. Employees can nominate colleagues at any level, and there is no cap on what one person can receive. It reverses the firm's messaging of a year ago.
So what
A firm whose product is billable human hours is paying to keep the human contribution legible while it automates everything around it, and it is paying peers rather than managers to identify that contribution. If your compensation plan still rewards output volume, AI has already broken your measurement, because volume is now nearly free. Add a peer-nominated award for judgment calls and cross-team work, sized large enough that people notice, before your strongest performers conclude the only rewarded skill left is prompting.
Confidence: Established fact. Announced by EY and reported independently by CBS News and Fortune.
Go deeper EY · CBS News