A recent controversy has emerged at a workplace concerning the hiring of a summer intern for a supervisory role, which has sparked concern among colleagues. The intern, a 21-year-old college student without a degree or significant experience in the field, was selected despite the job requiring a bachelor’s degree or equivalent experience and at least two years of supervisory experience. More experienced candidates were overlooked, including a 53-year-old applicant with nearly 40 years of work experience, three years with the team, and involvement in multiple committees. According to reports, the manager who mentored the intern helped her revise her resume after she was initially rejected by HR. It has since come to light that the manager favored the intern and, although he encouraged others to apply, he was secretly advocating for her selection. This has raised questions about the fairness of the hiring process and whether HR was aware of or involved in the decision. The individual who brought this issue to light is considering whether to take further action, such as informing HR of their concerns or documenting their observations. They are also advised to consider transferring to a different team or looking for a new job if favoritism is widespread. If they choose to stay, they could request a meeting with HR to voice concerns about potential favoritism in hiring and promotions. In a separate personal matter, another individual is struggling with their partner's frequent conversations about artificial intelligence (AI), which they find draining. The individual feels pressured to engage in debates about the benefits and drawbacks of AI. The advice given is to communicate with the partner about the need to reduce AI-related discussions and to redirect the conversation to other topics that both find interesting.