Let’s ‘Double-Click’ on the Latest Cringeworthy Corporate Buzzword
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Let’s ‘Double-Click’ on the Latest Cringeworthy Corporate Buzzword

You may want to examine or delve into the phrase, which has become pervasive in conference calls and grates on many; ‘It’s almost like a joke’

By TE-PING CHEN
Thu, Jul 11, 2024 7:00amGrey Clock 4 min

Ruben Roy isn’t a guy who tends to beat himself up, but he’s still chagrined about what he said on an earnings call last month.

A managing director at Stifel Financial , Roy dialled in to hear the chief executive of a healthcare company discuss its latest results. During the Q&A, Roy asked the speaker to elaborate on his remarks about investment opportunities.

“I wanted to double-click a bit on some of the commentary you had,” Roy said, instantly cringing.

One of the fastest-spreading corporate buzzwords in recent years, “double-click” is both polarising and pervasive. Particularly on Wall Street, the figure of speech is now being used as a shorthand for examining something more fully, akin to double-clicking to see a computer folder’s contents. Some, like Roy, find the idiom obnoxious or twee. Double-click defenders say the phrase encourages deeper thinking.

Either way, it’s become a verbal tic du jour. Executives and analysts dropped double-click 644 times in corporate conference calls and events during the first half of the year, according to VIQ Solutions, up from 139 times in the same period of 2020.

“It’s almost like a joke. People are like, oh here we go with double-click,” says Roy, who’d been trying to avoid using the term when he accidentally let it slip. Colleagues, he says, haven’t let him forget it.

Annie Mosbacher, a Los Angeles-based marketer, recalls snapping to attention last year when she heard an executive use the phrase during a strategy meeting. Afterward, she and colleagues discussed it: “It was like, oh my gosh, double-click? I guess this is a thing now?”

The new jargon makes her roll her eyes. “Can’t we just say ‘this is an area we need to focus on?’” she says. “We regurgitate this sort of lingo as though it means something, and usually it’s about trying to be impressive more than anything else.”

Not so, says Ruben Linder, who’s owned a small audio and video production business in San Antonio for 25 years. These days, with the rise of technology and a more hectic corporate life, Linder says people need reminders to stop and examine what matters—to double-click, if you will.

“The term is simple, but it’s really profound,” he says. He tries to carve out time to go to a cafe twice monthly with a notebook and engage in reflection.

“I’ll double-click on my business, double-click on my life,” he says. “I double-click on everything now.”

Double-click lingo has leapfrogged beyond corporate America. While CEOs including Walmart’s Douglas McMillon and Nvidia ’s Jensen Huang have deployed the term, so, too, have congressional representatives, influencers and authors such as parenting guru Dr. Becky Kennedy.

The phrase is “innovative,” says Beth DelGiacco, a vice president of corporate communications at biotech company Argenx , who praises its efficiency.

“It’s only a few syllables. Everyone knows what you mean when you say it,” says DelGiacco, who regularly trots it out with peers.

Tech-inflected buzzwords are especially apt to gain traction—think “network,” “bandwidth” or “take offline”—because they can sound smart or cutting-edge, says Doug Guilbeault, an assistant professor at UC Berkeley’s Haas School of Business who has studied corporate jargon.

The inventor of the literal double-click, former Apple designer Bill Atkinson, isn’t convinced. Reached while boating on a recent weekday, Atkinson, now retired, says he’s never heard anyone use double-click as a metaphor and would steer clear of such usage himself, preferring more straightforward language.

He adds that since inventing the function in 1979, he’s come to regret it. He now thinks an extra “Shift” button on the mouse would have been more user-friendly.

“The double-click was a mistake,” says Atkinson, who left tech in 1995 to pursue nature photography. Personally, he double-clicks less frequently these days, given the rise of mouseless devices like tablets and smartphones.

“I double-tap, or I tap,” he says. “I long-press.”

Buzzwords tend to come and go, says HR consultant Nancy Settle-Murphy, noting that other tech-inspired jargon, such as “RTFM”—or read the f—ing manual—are less commonly used today than they once were.

“There are fewer manuals now,” says Settle-Murphy, who recently installed a video doorbell at her home and notes it didn’t come with any pictures or diagrams.

Corporate jargon can be alienating. At a conference, Settle-Murphy was thrown when an audience member asked the speaker to double-click on a point they’d made.

“I thought, ‘these are slides, there’s no link, how can they double-click?’” she says, admitting she later searched online to find the new meaning.

Double-click has a long pedigree in the sales world. Matt Sunshine, head of the Center for Sales Strategy, which trains salespeople, says when he sold ad spots for a local radio station in Dallas in the 1990s, peers commonly used the term.

“Sales leaders would say, ‘Hey, you need to make sure you double-click on that’ with your prospects,” Sunshine says, meaning delve more deeply into any issues customers might raise, as in “Tell me more.”

While he doesn’t know exactly when it first took off, he says the phrase neatly encapsulates a core principle in effective sales strategy, in which salespeople seek to identify and address customers’ needs and concerns, instead of defaulting to one-size-fits-all pitches.

Double-clicking can help identify new business prospects, says Scott Bond, vice president of consumer services at Canadian real-estate company Rennie, which recently opened a U.S. location in Seattle.

Not long ago, Bond was on a Zoom call with his boss and some new business contacts based in southern California. The group hit it off, and afterward, Bond found himself mulling possibilities.

“I looked at my boss and said, hold on, I think we’re being presented with an opportunity here,” he says. “Why don’t we dive in and learn a little more?” His boss agreed, and the company is now planning to open its second American location in the Palm Springs area.

“We double-clicked,” he says.



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In a Sea of Tech Talent, Companies Can’t Find the Workers They Want

A divide has opened in the tech job market between those with artificial-intelligence skills and everyone else.

By CALLUM BORCHERS
Thu, Oct 2, 2025 4 min

There has rarely, if ever, been so much tech talent available in the job market. Yet many tech companies say good help is hard to find.

What gives?

U.S. colleges more than doubled the number of computer-science degrees awarded from 2013 to 2022, according to federal data. Then came round after round of layoffs at Google, Meta, Amazon, and others.

The Bureau of Labor Statistics predicts businesses will employ 6% fewer computer programmers in 2034 than they did last year.

All of this should, in theory, mean there is an ample supply of eager, capable engineers ready for hire.

But in their feverish pursuit of artificial-intelligence supremacy, employers say there aren’t enough people with the most in-demand skills. The few perceived as AI savants can command multimillion-dollar pay packages. On a second tier of AI savvy, workers can rake in close to $1 million a year .

Landing a job is tough for most everyone else.

Frustrated job seekers contend businesses could expand the AI talent pipeline with a little imagination. The argument is companies should accept that relatively few people have AI-specific experience because the technology is so new. They ought to focus on identifying candidates with transferable skills and let those people learn on the job.

Often, though, companies seem to hold out for dream candidates with deep backgrounds in machine learning. Many AI-related roles go unfilled for weeks or months—or get taken off job boards only to be reposted soon after.

Playing a different game

It is difficult to define what makes an AI all-star, but I’m sorry to report that it’s probably not whatever you’re doing.

Maybe you’re learning how to work more efficiently with the aid of ChatGPT and its robotic brethren. Perhaps you’re taking one of those innumerable AI certificate courses.

You might as well be playing pickup basketball at your local YMCA in hopes of being signed by the Los Angeles Lakers. The AI minds that companies truly covet are almost as rare as professional athletes.

“We’re talking about hundreds of people in the world, at the most,” says Cristóbal Valenzuela, chief executive of Runway, which makes AI image and video tools.

He describes it like this: Picture an AI model as a machine with 1,000 dials. The goal is to train the machine to detect patterns and predict outcomes. To do this, you have to feed it reams of data and know which dials to adjust—and by how much.

The universe of people with the right touch is confined to those with uncanny intuition, genius-level smarts or the foresight (possibly luck) to go into AI many years ago, before it was all the rage.

As a venture-backed startup with about 120 employees, Runway doesn’t necessarily vie with Silicon Valley giants for the AI job market’s version of LeBron James. But when I spoke with Valenzuela recently, his company was advertising base salaries of up to $440,000 for an engineering manager and $490,000 for a director of machine learning.

A job listing like one of these might attract 2,000 applicants in a week, Valenzuela says, and there is a decent chance he won’t pick any of them. A lot of people who claim to be AI literate merely produce “workslop”—generic, low-quality material. He spends a lot of time reading academic journals and browsing GitHub portfolios, and recruiting people whose work impresses him.

In addition to an uncommon skill set, companies trying to win in the hypercompetitive AI arena are scouting for commitment bordering on fanaticism .

Daniel Park is seeking three new members for his nine-person startup. He says he will wait a year or longer if that’s what it takes to fill roles with advertised base salaries of up to $500,000.

He’s looking for “prodigies” willing to work seven days a week. Much of the team lives together in a six-bedroom house in San Francisco.

If this sounds like a lonely existence, Park’s team members may be able to solve their own problem. His company, Pickle, aims to develop personalised AI companions akin to Tony Stark’s Jarvis in “Iron Man.”

Overlooked

James Strawn wasn’t an AI early adopter, and the father of two teenagers doesn’t want to sacrifice his personal life for a job. He is beginning to wonder whether there is still a place for people like him in the tech sector.

He was laid off over the summer after 25 years at Adobe , where he was a senior software quality-assurance engineer. Strawn, 55, started as a contractor and recalls his hiring as a leap of faith by the company.

He had been an artist and graphic designer. The managers who interviewed him figured he could use that background to help make Illustrator and other Adobe software more user-friendly.

Looking for work now, he doesn’t see the same willingness by companies to take a chance on someone whose résumé isn’t a perfect match to the job description. He’s had one interview since his layoff.

“I always thought my years of experience at a high-profile company would at least be enough to get me interviews where I could explain how I could contribute,” says Strawn, who is taking foundational AI courses. “It’s just not like that.”

The trouble for people starting out in AI—whether recent grads or job switchers like Strawn—is that companies see them as a dime a dozen.

“There’s this AI arms race, and the fact of the matter is entry-level people aren’t going to help you win it,” says Matt Massucci, CEO of the tech recruiting firm Hirewell. “There’s this concept of the 10x engineer—the one engineer who can do the work of 10. That’s what companies are really leaning into and paying for.”

He adds that companies can automate some low-level engineering tasks, which frees up more money to throw at high-end talent.

It’s a dynamic that creates a few handsomely paid haves and a lot more have-nots.

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