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Allegations that financial services firms are deploying the U.S. Bankruptcy Code as Source Code. In particular, they use specific sections of the bankruptcy code as the basis upon which they develop the algorithms underlying their financial systems. Used in tandem with a practice known as Algorithmic Nudging, there is evidence that some firms procure desirable financial results for their private clients by influencing the financial decisions of the masses. In practice, this results in them being able to steer Targets toward or away from bankruptcy (and other financial trauma, including homelessness), based on whichever result will produce the most favorable financial outcome from themselves.
There is evidence that large consulting firms with multinational interests have engaged in practices that have resulted in the manipulation of the market for expert services. Allegations that larger firms target smaller firms and individual practitioners with expertise in advanced subjects (intellectual property, open source, artificial intelligence), potentially subjecting them to the financial control tactics described above. By limiting access to jobs and opportunities, this type of anti-competitive decision-making has resulted in larger consulting firms being able to procure expert services on behalf of their clients at rates that are significantly below fair market value.
There appear to be heightened risks surrounding the U.S. job market and the procurement of human resources. In particular, there is evidence that advanced AI-enabled tools are being used to procure professionals with certain types of skills and backgrounds for specific job roles.
Sometimes referred to as SIM swapping or more casually known as destiny swapping, this advanced form of identity theft appears to be effectuated by gaining access to a target’s physical devices, and thereafter managing, manipulating, and controlling the information made available to the target at a specific time.
Human resources professionals appear to be particularly susceptible to engaging in this type of high risk activity. For example, in cases where an HR professional is assigned the task of procuring a professional with a certain type of background to fill a specific job role, the likelihood of a successful procurement is heightened through the use of AI-enabled tools and analytics.
Upon a successful procurement, the target is then subjected to various methods of control, including intimidation, psychological manipulation, and financial control, including the threat of immediate termination if the target does not comply with the employer’s demands.
It appears that the U.S. job market has become particularly vulnerable to this type of procurement, with hackers and threat actors engaged in surreptitious surveillance of the HR recruitment process as a form of intelligence gathering.
There is a need for standards and protocols surrounding the implementation and management of the open-source provisions of various contract types, most of which contain conflicting contractual language, undefined words and terms, and under-developed performance metrics and standards.
The lack of protocols surrounding these matters has resulted in certain types of professionals being targeted and subjected to invasive surveillance by external entities who sometimes target these professionals to obtain access to confidential research and to scout out security-related vulnerabilities.
In this manner, fast-moving environments (hackers, gamers, programmers, researchers) are able to take advantage of Entity-specific security gaps and lapses -- knowing that internal IT departments are unlikely to be in a position to address an Employee-specific personal security matter within a timeframe that would seem reasonable, from the Employee's perspective. Moreover, internal IT departments typically are unable to keep pace with the rapid development of AI-enabled security bots, thus permitting numerous vulnerabilities to slip through.
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