When ICE raids removed hundreds of undocumented workers from Swift & Co. meatpacking plants, the company faced a crippling labor crisis. Its solution was to aggressively recruit a new, legally authorized, but equally vulnerable workforce: refugees fleeing war and persecution.

AI systems from companies like Meta and OpenAI rely on a vast, unseen workforce of data labelers in developing nations. These communities perform the crucial but low-paid labor that powers modern AI, yet they are often the most marginalized and least likely to benefit from the technology they help build.

The constant demand for labor at Greeley, Colorado's meatpacking plant has driven successive demographic transformations. The town shifted from primarily white, to white and Latino as the plant recruited from Mexico, and finally to a diverse international community as it began hiring refugees from Asia and Africa.

The federal mandate for refugees to achieve economic self-sufficiency within three months creates immense pressure. This forces resettlement agencies to place vulnerable individuals into any available role, making high-turnover, hazardous industries like meatpacking a primary and exploitative employment channel.

Employees who view their work as a calling are more willing to accept lower pay and make financial sacrifices. This passion makes them susceptible to exploitation, as organizations can implicitly substitute the promise of meaningful work for fair compensation and sustainable working conditions.

Pressured by a three-month deadline for refugee self-sufficiency, caseworkers forge relationships with companies like Tyson Foods that are always hiring. They effectively begin "selling a product" by delivering a steady stream of vulnerable workers, prioritizing placement speed over the individual's well-being or career path.

In niche sectors like aerospace engineering, the pool of senior, diverse talent is limited. A pragmatic strategy is to hire the best available senior specialists while intensely focusing diversity efforts on junior roles and internships. This builds a more diverse next generation of leaders from the ground up.

The "attitude vs. aptitude" debate is flawed. Instead, hire the person with the smallest skill deficiency relative to the role's requirements. For a cashier, attitude is the harder skill to train. For an AI researcher, technical aptitude is. The key question is always: is it worth our resources to train this specific gap?

By adding resilience as a core hiring criterion, Pinterest naturally attracts diverse candidates from non-traditional backgrounds who have overcome adversity. This focus shifts hiring away from traditional signals of success, increasing diversity and bringing in employees who are better equipped for business challenges.