In the age of AI, MicroSourcing and Beepo’s CEO says talent must C.A.R.E

(Photo) Haidee C. Enriquez, CEO of MicroSourcing and Beepo

As AI reshapes the BPO landscape, one industry leader is pushing for a more human-centered approach. Haidee Enriquez, CEO of MicroSourcing and Beepo, believes that future-ready professionals will be defined by mindset and heart, aside from skills.

In her recent Tech Week Appearance, Enriquez flipped the script on AI fear-mongering. “Aboslutely. Man plus machine. Or more accurately, humans plus machine.” At the core of her vision is a simple but powerful acronym: C.A.R.E. (Curious, Agile, Responsible, Empathetic.)

“When we talk about the future of talent in MicroSourcing and Beepo, it boils down to a few key qualities,” Enriquez shared. “C is for curious. Talent must constantly ask questions and seek improvement.”

But curiosity alone isn’t enough. She stressed the importance of agility and being open-minded. “Challenge existing practices. Ask: Is there a better way?”, she added.

With more companies relying on distributed digital work, responsibility and trust have taken center stage. “R is for responsible, especially when it comes to data security and ethical use of technology”. She noted that we need to be responsible creators and users.

And in a high-tech environment, it’s empathy that remains the X factor. “It’s the Filipino superpower”, she said. 

The rise of hybrid talent

Enriquez says the industry is evolving beyond the traditional BPO playbook. The shift from voice support and repetitive tasks to knowledge-based roles has created a new talent demand in areas such as data analytics, cybersecurity, cloud operations, and AI-powered services.

“Gone are the days when the work is purely transactional. Today, the type of work being done in the Philippines is more complex and varied and requires a completely different skill set.”

For MicroSourcing and Beepo, this pivot has fueled a renewed focus on talent development and tech integration. They’re consistently reskilling and upskilling their workforce while integrating AI into their services in ways that “enhance, not replace” human potential.

Preparing from the inside out

MicroSourcing has built a growing internal upskilling ecosystem to prepare for this shift. One of its flagship programs, HIRED, has successfully trained and deployed 60 previously underqualified accountants into client-ready roles. The company also maintains strategic partnerships with 33 universities, through which it has launched 17 collaborative academic programs, including curriculum co-development, enablement webinars, and internship placements.

Their internship-to-employment program, PRIME (Professional Readiness Through Internship and Mentoring Experience), has already converted 10 interns into full-time employees and produced 158 internship completers.

 Internally, employees benefit from a hundred digital skills courses, leadership development tracks, and knowledge-sharing sessions like “lunch and learns.”

A people-first future in a tech-driven world

For Enriquez, the takeaway is clear: the companies that will succeed in the next wave of digital transformation are those that center their strategy on people.

“It’s easy to get lost in the noise of technology. But at the center of it all is the principle of human-centric tech adoption”.

She urged the leaders to communicate that we adopt technology not to disable people but to enable them. “Not to takeaway their jobs, but to help them become more productive”, she pointed out.