Petra Kubitá Nulíčková

What's the biggest shift in how you work over the last year?

The biggest shift is that the skill gap we're filling changed completely. A year ago I was building curricula around functional skills — SQL for analysts, API design for engineers. Now the primary skill gap across every function is AI fluency: how to prompt well, how to design agentic workflows, how to evaluate model output critically. The content I build today will be outdated in six months. I had to become comfortable shipping programs that are intentionally provisional.

Walk me through a problem you solved using AI that you couldn't have tackled the same way before.

We needed to identify which teams were genuinely AI-fluent versus which were nominally using the tools. I built an assessment that asked people to solve a realistic work problem using whatever AI tools they preferred, and used an LLM to score the quality of their agentic approach — how well they directed the model, how they validated output, where they caught errors. The results were surprising. Some teams we assumed were advanced were still using AI as a search engine. We redesigned their enablement track.

What makes this different from any other company you've worked at?

L&D here is existential. The company is operating on an AI-native model, which means employees who don't develop AI fluency quickly become less effective in their roles. That makes learning a strategic priority, not a nice-to-have. I've never had this much organizational attention on the work I do. It's a higher-stakes environment and I find it more motivating than any L&D role I've held.