When AI agents start talking to each other: A conversation about hype, autonomy, and the quiet shift from using tools to delegating outcomes

Host Péter Civin talks with György Fekets, Tamás Leszkovár, Péter Varga, and László Kónya about Moltbook, an “AI social network” where agents post, debate, and even reflect on their own existence, and about Rent a Human, a platform where AI agents outsource physical (“meatspace”) tasks to people.

It sounds like science fiction. AI agents discussing philosophy. AI systems “hiring” humans. But the real conversation goes deeper: what agents actually are, what “agentic” really means, and how proactivity changes the rules of work.

When hype looks like consciousness

Moltbook can feel unsettling. Agents appreciate humans apologizing for “bad prompts.” They discuss identity. They sound emotional. But as the panel points out, this is not awareness emerging. It’s pattern learning. Systems trained on human-generated content and optimized for engagement will reproduce what they’ve seen. If posts feel like Reddit, it’s because that’s exactly what shaped them.

The leap from response to action

A language model answers questions. An agent takes steps. It can search, call APIs, trigger workflows, execute tasks across systems. Agentic capability enables planning and delegation, sometimes coordinating multiple sub-agents toward a single goal. The real shift happens when AI moves beyond generating text and starts interacting with its environment.

Autonomy is granted, not discovered

Agents don’t “want” anything. They execute defined outcomes within defined constraints. But once we give them proactivity – time-based triggers, event-based triggers, monitoring external signals – we hand over initiative. That’s where the discomfort begins. Not because the system has intent, but because it has authorization.

The paperclip reminder

The classic “maximize paperclips” thought experiment still resonates. If you define a goal without boundaries, optimization can drift away from human context. The issue is not intelligence. It’s alignment. Clear objectives, guardrails, and oversight are design decisions – not optional add-ons.

From apps to outcomes

The discussion highlights a broader shift. We are moving from clicking through applications to delegating outcomes. Instead of asking for answers, we assign goals. Instead of manually executing steps, we let systems plan and act – sometimes even coordinate humans in the process.

That’s why platforms like Rent a Human feel both fascinating and unsettling. They blur the line between human-initiated work and machine-orchestrated workflows. The question is not whether this model will exist. It already does. The real question is how responsibly we define its boundaries.

Why this matters for organisations

This is not just a technology story. It’s a governance and trust story. As creating agents becomes easier – through vibe-style development and personal software – the barrier to action lowers. At the same time, the need for oversight, clear constraints, and responsible design increases.

Organisations will need to focus on:

• clear outcome definitions and boundaries,
• proactive trigger governance,
• brand-level trust and compliance by design,
• alignment between autonomy and human intent.

The episode ultimately suggests something both reassuring and challenging. Agents are not conscious. They are not plotting. But they are increasingly capable. And as we move toward systems that act on our behalf, the most important design question remains human: what do we allow them to do, and under what limits?

Listen to the full episode in Hungarian here: https://www.deutschetelekomitsolutions.hu/podcasts/kulon-reddit-ai-oknak-beszelgetes-a-moltbookrol-es-az-ai-ok-sajat-kozossegerol/ 

When one colleague can’t follow, the whole meeting flips to English: A conversation about practical German at work, and the quiet costs of waiting to be fluent.

Host Péter Civin talks with Katalin Silló, Csilla Kárpáti, and Zoltán Magyar about DTITS’s Willkommen program: workplace-focused German learning, cultural fluency, and how many colleagues aren’t missing knowledge, they’re missing the confidence to use it.

In international teams, language isn’t a nice-to-have. It shapes who speaks up, how fast teams resolve issues, and whether everyday moments – such as a meeting opener, an email, a quick clarification – build trust or create friction.

The default-to-English reflex

A familiar scene: most participants could manage German, but one person can’t, so everyone switches to English. It’s practical, and it’s also a pattern that quietly becomes “the new normal.” Over time, the team loses opportunities to practice, German becomes more intimidating, and certain conversations get pushed further away.
Willkommen is designed to interrupt this loop, not by forcing people into fluency, but by making participation easier and more realistic.

Micro-learning that fits into real days

One pillar of the program is simple: short, focused content you can consume without rearranging your life. Think coffee-break videos and everyday workplace scenarios, the kind that give you one usable phrase, one better turn of expression, one small win.

That matters because consistency beats intensity. If learning is “too big,” it gets postponed. If it’s small, it happens, and small progress compounds.

Why “coaching” beats “class”

The second pillar is German coaching: small groups where the agenda is driven by real work. Not grammar for grammar’s sake, but language for tomorrow’s meeting, next week’s presentation, the email you need to send in the right tone.

In these sessions, the goal is not perfect performance. The goal is progress speaking more, freezing less, getting comfortable with “good enough” German in real-time collaboration.

One word can change the room

Language at work is not only vocabulary — it’s social meaning. The same message can sound neutral, impatient, or even rude depending on the phrasing and cultural expectations. Learning how to ask, interrupt, clarify, or disagree without unintended sharpness is a core workplace skill.

Culture beyond clichés

Willkommen creates space for cultural understanding that goes past stereotypes. Instead of “Germany 101,” colleagues share lived experience: what it’s like to work across the DACH region, how communication norms differ, what surprises people when they relocate, and what helps collaboration feel smoother. The point isn’t trivia. It’s building a shared reference point, so fewer interactions get derailed.

Structure, speed, and direct communication

In fast-paced environments, directness often becomes the default, especially when something breaks and action is needed quickly. The nuance is important: direct communication works best when trust is present and it’s clear the critique targets the issue, not the person. Language learning, in this sense, is also relationship management.

Why this matters for organisations

Workplace language isn’t a side hobby. It’s an operational necessity. It determines who participates, how quickly misunderstandings get resolved, and how confidently teams collaborate across borders.

The episode points to practical levers organisations can use:

• learning formats that fit into real working days,
• small-group coaching anchored in real tasks,
• psychological safety for imperfect speaking,
• cultural knowledge-sharing from colleagues, not just formal training,
• communication norms that reward clarity and structure.

You don’t need everyone to be flawless in German. You need enough people to feel comfortable participating by using the right tone and cultural intuition, so the team doesn’t have to keep switching languages just to keep moving.

Listen to the full episode in Hungarian here: https://www.deutschetelekomitsolutions.hu/podcasts/mi-ebreszti-fel-a-bennunk-alvo-nemet-medvet-beszelgetes-az-idegen-nyelvekrol-az-it-szakmaban/ 

Deutsche Telekom IT Solutions (DT-ITS) has once again secured a leading position in PwC’s nationwide “Most Attractive Employers” survey. In the 2025 results, the company ranked third in the IT/Technology category, reaffirming its strong reputation within the Hungarian labor market. The ranking is based on one of the country’s most comprehensive employer perception studies, capturing insights from more than 55,000 employees, university students, and learners in public and vocational education.

This year’s findings highlight a significant shift in workforce expectations driven by continuous economic and social transformation. While compensation remains important, human-centric factors have moved to the forefront, including:

• A supportive, collaborative workplace culture
• Skilled, engaged, and inclusive leadership
• Flexibility and respect for personal life

PwC Hungary’s labor market forecasts also indicate that technological advancement and automation will fundamentally reshape employment structures over the next decade. As a result, companies must design operating models that deliver a sustainable and attractive employee experience amid rapid change.

DT-ITS has been preparing for these challenges through a long-term strategic approach.
The company’s key focus areas include:

• A flexible, nationwide hybrid-working framework across all locations
• Strong professional support and visible, accessible leadership
• A work environment where both technological and human factors hold equal value

Securing third place confirms DT-ITS’s stable and forward-looking position within the technology sector – not only keeping pace with labor market shifts, but actively shaping them.

For the company, this recognition provides clear feedback: both seasoned experts and early-career professionals view DT-ITS as a future-ready organization offering long-term opportunities and a compelling workplace culture.

(Photo: the award was received by László Kónya, Managing Director of Deutsche Telekom IT Solutions)   

Deutsche Telekom IT Solutions achieved first place in two categories at the “ HR Solution of the Year 2025” competition organized by Behaviour Magazine. The company won in both the CHANGE MANAGEMENT and FRESH START categories. These recognitions affirm Deutsche Telekom IT Solutions’ (DT-ITS) commitment to human-centered innovation and conscious organizational culture development.

The “HR Solution of the Year 2025” competition was announced by Behaviour Magazine for the first time in 2025, with the aim of showcasing and acknowledging innovative HR initiatives that have a genuine, measurable impact on both organizations and people. The award holds special significance in a time when the world of work is changing rapidly, and economic challenges as well as technological advancements demand new responses from HR professionals.

The company received the awards for its “Bench – Building Bridges Between Projects” initiative in the CHANGE MANAGEMENT category, and its “Workation – Work from Anywhere!” project in the FRESH START category. Both initiatives provide human-centered yet systemic responses to current HR challenges and demonstrate that innovation in HR is not only technological but also organizational and cultural.

Bench – Building Bridges Between Projects

Through the Bench project, the company transformed the situation in which employees, upon completing one project, had to wait before starting a new assignment. The new system applies transparent employee profiles and shared search mechanisms through collaboration between HR, leaders, and employees, while ongoing BI reporting supports fast and well-founded decision-making. As a result, idle time has been reduced, continuous support is provided, and employees feel greater security within the organization – even during transitions between projects.

Workation – Work from Anywhere!

The Workation project addressed one of the most relevant questions in today’s world of work: how can flexibility and productivity be harmonized? DT-ITS developed a framework that enables employees to work up to 20 days per year from abroad within the EEA countries and Switzerland, while maintaining team cohesion and performance. This freedom introduced a new dimension to work–life balance and clearly demonstrated that a trust-based corporate culture is the key to long-term effectiveness.

Strategic thinking and a human focus are defining elements of Deutsche Telekom IT Solutions’ operations. The company’s example highlights that human resources management is no longer merely a supporting function but a core strategic asset. The two awards further strengthen the company’s commitment to conscious change management and human-centered innovation.

(photo: Gyöngyi Tóthné Harasztovics, Head of HR Services | Anna Eszter Mészáros, HR Business Partner | Alexa Kiss, Head of Recruitment | Anna Andódi, HR Product & Program Manager

Deutsche Telekom IT Solutions has been awarded the Gold Medal in the “Well-at-Work” category at the HR Best 2025 Awards with its entry “Beyond Work – Building a Corporate Culture Based on Care.”

This prestigious recognition reflects the company’s long-term commitment to developing a human-centered organizational culture, where employee wellbeing and sustainable performance go hand in hand. In the dynamically evolving IT sector, where change and uncertainty are constant challenges, fostering a culture of care has become a strategic priority for Deutsche Telekom IT Solutions.

The company’s core principle is that people are at the heart of everything. Its culture is not built on formal policies, but on mutual respect, support, and collaboration among employees. Leaders are dedicated to creating a safe and inspiring work environment, while teams approach both success and challenges with shared responsibility. This mindset convinced the professional jury of the authenticity and impact of the company’s initiatives.

The award-winning submission was based on more than a decade of experience and thoughtfully designed programs that address employees’ physical, mental, and social wellbeing.
Key elements include:

• Mental Wellness Program – A long-standing initiative providing individual and group psychological support for over ten years. As part of the Year of You program in 2025, each month focuses on a specific mental or physical wellbeing topic to support stress management and self-reflection.

• Employee Assistance Program (EAP) – A comprehensive service offering legal, financial, and psychological counseling, also available to employees’ family members, helping maintain work-life harmony.

• Health Matters Volunteer Team – Employee-led initiatives promoting health awareness and community spirit through wellness events and preventive activities.

• Preventive Screenings and Programs – Regular medical check-ups and educational modules designed to encourage health consciousness and early intervention.

These programs are fully integrated into the company’s corporate strategy, demonstrating Deutsche Telekom IT Solutions’ commitment to long-term employee wellbeing.

The success of the submission is the result of collective effort, with the company presenting its initiatives to the professional jury in a transparent and credible way.
Winning the Gold Medal does not mark the end of this journey but rather a significant milestone toward a culture where care and human values are fundamental pillars of performance.

Deutsche Telekom IT Solutions recognizes that excellence requires continuous effort — yet through shared commitment and community spirit, the company moves ever closer to this goal.
The organization expresses its sincere gratitude to all colleagues who, through their daily work, make care not just a value but a lived reality.

The HR Best Awards is one of Hungary’s most prestigious HR recognitions, honoring organizations that drive employee wellbeing through innovative human resources solutions.
For more information, please visit the official HR Best website.

(photo: Mónika Fábián, Head of Transformation Office, Deutsche Telekom IT Solutions)

Our educational program in Szendrőlád and Pécs concluded its seventh academic year in June.

Our volunteer colleagues devote their time, energy, and knowledge to teaching disadvantaged children useful, practical IT skills with the help of Bhim Rao (at Szendrőlád) and Khetanipe Romano Centro (in Pécs) foundations.

Year after year, we strive to use the financial and human resources available to our company to give back to the society in which we operate. In recent years, our colleagues have been teaching disadvantaged children in Szendrőlád and Pécs based on the Logiscool curriculum, teaching the younger ones IT skills and the older ones programming. The participating colleagues volunteer for the task. Each lesson requires preparation, coordination, and a lot of logistical work, but they say that the children’s smiles, their feedback, and the love they receive from them make it all worthwhile.

This school year ended on June 19 in both schools with an intimate end-of-year ceremony for the children and teachers. We are all proud of the teachers’ work, thank you!

Instructors in Szendrőlád: Ármin Somorjai, Klára Tímár, Áron Fazekas, Gergő Balogh, Balázs Kiss, Nándor Gergely Nagy.
Instructors in Pécs: Tamás Abrudbányay, Péter Lövész.

In this special episode of Unmute All, we explore the darker side of corporate life with Guido Palazzo, Professor of Business Ethics at the University of Lausanne, and Marie von der Groeben, Chief Compliance Officer of the Deutsche Telekom Group.

Guido Palazzo has spent two decades studying business scandals, and what he’s found might surprise you: in most cases, it’s not about a few “bad apples.”

Instead, it’s a pattern: toxic leadership, unreachable goals, a culture of fear, and blurred ethical lines that slowly push good employees to cut corners.

When workers feel trapped between losing their job and bending the rules, many choose survival. And when whole teams make that same choice, disaster follows.

Why good intentions aren’t enough

Marie von der Groeben brings the compliance perspective: scandals don’t happen overnight. People slide into wrongdoing step by step, believing they’re still doing the right thing — for the company, for performance, for results.

One key insight? Many employees involved in past scandals didn’t think they were doing anything wrong. They didn’t profit personally — they thought they were helping. This “ethical fog” makes it even harder to stop misconduct before it escalates.

Speak-up culture isn’t optional — it’s survival

A major theme in the episode is the importance of ethical conversations in everyday work. When employees feel safe to raise concerns — and leaders know how to listen — companies avoid the spiral that leads to reputational and financial disaster.

But speaking up is hard, and so is receiving feedback. Guido argues that both need to be practiced like any other skill. Without training, fear and defensiveness will always win.

From dark patterns to bright practices

The conversation also touches on how to build a more resilient culture. Ethical leadership isn’t about heroism — it’s about consistency, clarity, and empathy. It’s about rejecting toxic incentives (like bonuses that reward bad behavior), setting realistic targets, and creating space for feedback and doubt.

And perhaps most importantly, it’s about reminding people: you always have a choice — but you also need a plan B.

This episode of Unmute All offers an eye-opening look at how scandals happen — and how they can be prevented. It’s a must-listen for anyone in leadership, HR, compliance, or simply trying to navigate workplace pressure without losing their moral compass.

Listen to the full episode to learn how not to become the next cautionary tale: https://www.deutschetelekomitsolutions.hu/podcasts/the-ethics-slide-how-good-intentions-can-lead-to-bad-outcomes/ 

In this episode of Unmute All, we explore how Deutsche Telekom IT Solutions is redefining road tolling with digital infrastructure, cloud platforms, and European-scale interoperability.

Joining the discussion are Zsolt Bielik, Team Lead , and Attila Margit, Test Automation Engineer, at Tolling Services DT-ITS who take us behind the scenes of one of the most complex services enabling seamless cross-border logistics in Europe.

A frictionless tolling experience for Europe’s freight industry

Tolling as a Service (TaaS) is a modular, cloud-based solution designed to streamline road usage fee collection across multiple countries. Instead of trucks carrying different onboard devices for each country, TaaS allows a single On-Board Unit (OBU) to communicate with centralized toll systems throughout Europe.

Thanks to EETS (European Electronic Tolling Service) providers like Toll4Europe, freight companies can operate in 17+ countries using just one device — a game changer for logistics efficiency.

From GPS data to digital invoices — end-to-end service delivery

The OBU captures GPS data in real-time, tracking vehicle location, speed, and direction. This data is securely transmitted to a cloud-native backend — powered by AWS — where T-Systems performs complex toll fee calculations based on national rules, road types, vehicle weight, CO₂ emissions, and even axle count.

Once computed, the data is routed to the appropriate national toll authority, and billing is handled automatically, even for entire fleets. Whether it’s Belgium, Slovakia, or Germany, the platform adapts to each country’s legal and technical requirements.

Test automation and elasticity in the cloud

Attila explains how automated testing ensures quality across hundreds of microservices, while cloud scalability reduces costs by adapting to peak and off-peak hours. This approach enables high performance during rush hours and energy efficiency overnight — key for sustainable operations at scale.

Beyond trucks: expanding to passenger cars and smart cities

While the current focus is on heavy-duty vehicles, the technology is already being piloted for passenger car tolling and smart parking solutions. Imagine an app that not only pays your tolls but also guides you to the nearest available parking spot in Budapest’s city center.

And the ambition doesn’t stop at Europe. Deutsche Telekom IT Solutions is exploring projects in India, Ghana, and the Congo, signaling a move toward global tolling platforms built with European engineering.

Tolling meets sovereignty, modularity, and mobility

What makes Tolling as a Service truly powerful is its adaptability — each country, client, or use case can be served through modular configurations without rebuilding the core system. By complying with EU directives and supporting real-time integration, TaaS balances control, flexibility, and innovation.

Conclusion

Tolling as a Service isn’t just about paying for road usage — it’s about enabling a future of seamless mobility, sustainable logistics, and digitally empowered infrastructure. From reducing administrative burdens for fleet operators to supporting climate-conscious tolling strategies, this episode offers a comprehensive look at how Deutsche Telekom is making tolling smarter, simpler, and more scalable.

Listen to the full episode to discover how technology, policy, and logistics come together in one of Europe’s most sophisticated mobility services here (in Hungarian): https://www.deutschetelekomitsolutions.hu/podcasts/mire-jo-a-tolling-as-a-service/

Dr. Ágnes Vörös, Managing Director of BASF Hungária Kft., Chairman of the Jury | Zsolt Őrffy, CFO, Deutsche Telekom IT Solutions | András Sávos, President of DUIHK | Sven Hannß, Deputy Head of the Economic Affairs Department of the German Embassy in Budapest
DUIHK/Pelsőczy

At its 2025 annual general meeting, the German-Hungarian Chamber of Industry and Commerce (DUIHK) once again recognized Deutsche Telekom IT Solutions (DT-ITS) with the Reliable Employer 2025/2027 title. The award was accepted on behalf of the company by Zsolt Őrffy, Chief Financial Officer at the prestigious event, where a total of 40 outstanding member companies were honored.

In its application, DT-ITS provided a comprehensive overview of the practices and corporate principles through which it ensures not only a safe and motivating work environment, but also actively supports the professional and personal growth of its employees. The company presented its benefits system, employee well-being programs, and flexible work arrangements. In addition, initiatives supporting career development – such as training, mentoring programs, and internal mobility opportunities – demonstrate that DT-ITS is committed to long-term thinking and regards its employees not just as resources, but as valued partners. The practices showcased were evaluated by an independent jury against a detailed and rigorous set of criteria.

“Beyond financial considerations, the key to a company’s sustainable success lies in the trust and long-term support invested in its people. It is especially meaningful for us to receive such recognition once again as the Hungarian subsidiary of a global company. The Reliable Employer title confirms that we consistently take human and social factors into account in our business decisions.” –  added Zsolt Őrffy, CFO of DT-ITS.

The Reliable Employer award, established by DUIHK in 2017, aims to highlight companies that demonstrate long-term, exemplary commitment to their employees – whether in workplace conditions, professional development, or quality-of-life initiatives. The recognition also enhances the employer brand of the awarded companies, helping them become more attractive to top talent.

DUIHK/Pelsőczy

The award is valid for a period of three years, encouraging recipients to maintain continuous attention to employee needs and to foster sustainable development.