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AIUC, a startup creating insurance for AI agents, emerges from stealth with $15 million seed

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Today, the Artificial Intelligence Underwriting Company (AIUC) is emerging from stealth with a $15 million seed round led by Nat Friedman at NFDG, with participation from Emergence, Terrain, and notable angels including Anthropic cofounder Ben Mann and former CISOs from Google Cloud and MongoDB. The company’s goal? Build the insurance, audit, and certification infrastructure needed to bring AI agents safely into the enterprise world.

That’s right: Insurance policies for AI agents. AIUC cofounder and CEO Rune Kvist says that insurance for agents—that is, autonomous AI systems capable of making decisions and taking action without constant human oversight—is about to be big business. Previously the first product and go-to-market hire at Anthropic in 2022, Kvist’s founding team also includes CTO Brandon Wang, a Thiel Fellow who previously founded a consumer underwriting business, and Rajiv Dattani a former McKinsey partner who led work in the global insurance sector, and was COO of METR, a research non-profit that evaluated OpenAI and Anthropic’s models before deployment.

Creating financial incentives to reduce risk of AI agent adoption

At the heart of AIUC’s approach is a new risk and safety framework called AIUC-1, designed specifically for AI agents. It pulls together existing standards like the NIST AI Risk Management Framework, the EU AI Act, and MITRE’s ATLAS threat model—then layers on auditable, agent-specific safeguards. The idea is simple: make it easy for enterprises to adopt AI agents with the same kind of trust signals they expect in cloud security or data privacy.

“The important thing about insurance is that it creates financial incentives to reduce the risk,” Kvist told Fortune. “That means that we’re going to be tracking, where does it go wrong, what are the problems you’re solving. And insurers can often enforce that you do take certain steps in order to get certified.” 

While there other startups also currently working on AI insurance products, Kvist said none are building the kind of agent standard that prevents risks like AIUC-1. “Insurance & standards go hand-in-hand to create confidence around AI adoption,” he said. 

“AIUC-1 creates a standard for AI adoption,” said John Bautista, partner at law firm Orrick and who helped create the standard. “As businesses enter a brave new world of AI, there’s a ton of legal ambiguities that hold up adoption. With new laws and frameworks constantly emerging, companies need one clear standard that pulls it all together and makes adoption massively simple,” he said.

A need for independent vendors

The story of American progress, he added, is also a story of insurance. Benjamin Franklin founded the country’s first mutual fire insurance company in response to devastating house fires. In the 20th century, specialized players like UL Labs emerged from the insurance industry to test the safety of electric appliances. Car insurers built crash-test standards that gave birth to the modern auto industry.

AIUC is betting that history is about to repeat. “It’s not Toyota that does the car crash testing, it’s independent bodies.” Kvist pointed out. “I think there’s a need for an independent ecosystem of companies that are answering [the question], can we trust these AI agents?” 

To make that happen, AIUC will offer a trifecta: standards, audits, and liability coverage. The AIUC-1 framework creates a technical and operational baseline. Independent audits test real-world performance—by trying to get agents to fail, hallucinate, leak data, or act dangerously. And insurance policies cover customers and vendors in the event an agent causes harm, with pricing that reflects how safe the system is.

If an AI sales agent accidentally exposes customer personally identifiable information, for example, or if an AI assistant in finance fabricates a policy or misquotes tax information, this type of insurance policy could cover the fallout. The financial incentive, Kvist explained, is the point. Just like consumers get a better car insurance rate for having airbags and anti-lock brakes, AI systems that pass the AIUC-1 audit could get better terms on insurance, in Kvist’s view. That pushes AI vendors toward better practices, faster—and gives enterprises a concrete reason to adopt sooner, before their competitors do.

Using insurance to align incentives

AIUC’s view is that the market, not just government, can drive responsible development. Top-down regulation is “hard to get right,” said Kvist. But leaving it all to companies like OpenAI, Anthropic and Google doesn’t work either—voluntary safety commitments are already being walked back.  Insurance creates a third way to align incentives and evolves with the technology, he explained. 

Kvist likens AIUC-1 to SOC-2, the security certification standard that gave startups a way to signal trust to enterprise buyers. He imagines a world in which AI agent liability insurance becomes as common—and necessary—as cyber insurance is today, predicting a $500 billion market by 2030, eclipsing even cyber insurance. 

AIUC is already working with several enterprise customers and insurance partners (AIUC said it could disclose the names yet), and is moving quickly to become the industry benchmark for AI agent safety. 

Investors like Nat Friedman agree. As the former CEO of GitHub, Friedman saw the trust issues firsthand when launching GitHub Copilot. “All his customers were wary of adopting it,” Kvist recalls. “There were all these IP risks.” As a result, Friedman had been looking for an AI insurance startup for a couple of years. After a 90-minute pitch meeting, he said he wanted to invest—which he did, in a seed round in June, before Friedman moved to join Alexandr Wang at Mark Zuckerberg’s new Meta Superintelligence Labs. 

In a few years, said Kvist, insuring AI agents will be mainstream. “These agents are making a much bigger promise, which is ‘we’re going to do the work for you,’” he said. “We think the liability becomes much bigger, and therefore the interest is much bigger.” 



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‘I had to take 60 meetings’: Jeff Bezos says ‘the hardest thing I’ve ever done’ was raising the first million dollars of seed capital for Amazon

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Today, Amazon’s market cap is hovering around $2.38 trillion, and founder Jeff Bezos is one of the world’s richest men, worth $236.1 billion. But three decades ago, in 1995, getting the first million dollars in seed capital for Amazon was more grueling than any challenge that would follow. One year ago, at New York’s Dealbook Summit, Bezos told Andrew Ross Sorkin those early fundraising efforts were an absolute slog, with dozens of meetings with angel investors—the vast majority of which were “hard-earned no’s.”

“I had to take 60 meetings,” Bezos said, in reference to the effort required to convince angel investors to sink tens of thousands of dollars into his company. “It was the hardest thing I’ve ever done, basically.”

The structure was straightforward: Bezos said he offered 20% of Amazon for a $5 million valuation. He eventually got around 20 investors to each invest around $50,000. But out of those 60 meetings he took around that time, 40 investors said no—and those 40 “no’s” were particularly soul-crushing because before getting an answer, each back-and-forth required “multiple meetings” and substantial effort.

Bezos said he had a hard time convincing investors selling books over the internet was a good idea. “The first question was what’s the internet? Everybody wanted to know what the internet was,” Bezos recalled. Few investors had heard of the World Wide Web, let alone grasped its commercial potential.

That said, Bezos admitted brutal honesty with his potential investors may have played a role in getting so many rejections.

“I would always tell people I thought there was a 70% chance they would lose their investment,” he said. “In retrospect, I think that might have been a little naive. But I think it was true. In fact, if anything, I think I was giving myself better odds than the real odds.”

Bezos said getting those investors on board in the mid-90s was absolutely critical. “The whole enterprise could have been extinguished then,” he said.

You can watch Bezos’ full interview with Andrew Ross Sorkin below. He starts talking about this interview gauntlet for seed capital around the 33-minute mark.

This story was originally featured on Fortune.com



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Google cofounder Sergey Brin said he was ‘spiraling’ before returning to work on Gemini

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Google cofounder Sergey Brin thought retiring from Google in 2019 would mean quietly studying physics for days on end in cafés. 

But when COVID hit soon after, he realized he may have made a mistake.

“That didn’t work because there were no more cafés,” he told students at Stanford University’s School of Engineering centennial celebration last week, Business Insider reported.

The transition from president of Google parent company Alphabet to a 40-something retiree ended up not being as smooth as he imagined, and soon after he said he was “spiraling” and “kind of not being sharp” as he stepped away from busy corporate life.

Therefore, when Google began allowing small numbers of employees back into the office, Brin tagged along and put his efforts into what would become Google’s AI model, Gemini. Despite being the world’s fourth-richest man with a net worth of $247 billion, retirement wasn’t for him, he said.

“To be able to have that technical creative outlet, I think that’s very rewarding,” Brin said. “If I’d stayed retired, I think that would’ve been a big mistake.”

By 2023, Brin was back to work in a big way, visiting the company’s office three to four times a week, the Wall Street Journalreported, working with researchers and holding weekly discussions with Google employees about new AI research. He also reportedly had a hand in some personnel decisions, like hiring. 

Skip forward to 2025 and Brin’s plans for a peaceful retirement of quiet study are out the window. In February, he made waves for an internal memo in which, despite Google’s three-day in-office policy, he recommended Google employees go into the company’s Mountain View, Calif. offices at least every weekday, and that 60 hours a week was the “sweet spot” of productivity.

Brin’s newfound efforts at work may have been necessary as OpenAI’s release of ChatGPT in 2022 caught the tech giant off guard, after it had led the field of AI research with DeepMind and Google Brain for years.

To be sure, Google for its part has been rising in the AI race. Analysts raved last month about Gemini 3, the company’s latest update to its LLM, and Google’s stock is up about 8% since its release. Meanwhile, OpenAI earlier this month declared a “code red,” its highest alert level, to improve ChatGPT. 

Brin added in the talk at Stanford that Google has an advantage in the AI arms race precisely because of the foundation it laid over years through its neural network research, its custom AI chips, and its data center infrastructure.

“Very few have that scale,” he said.



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Gen Z grads are now being given ‘resilience’ training at PwC U.K. to toughen up for the job

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Gen Z is often branded a “lazy” generation of workers with no ambition to climb the corporate ladder. But PwC U.K. says the real challenge isn’t motivation—it’s resilience. These young professionals are eager to succeed in their own way, but the pandemic may have left them with gaps in essential skills. So the “Big Four” consulting firm is taking matters into its own hands with “resilience” training for fresh-faced hires. 

“Quite often we are struck that the graduates [who] join us—who are meeting all the cognitive tests we’ve set—they don’t always have the resilience,” Phillippa O’Connor, chief people officer at PwC U.K., recently toldThe Sunday Times. “They don’t always have the human skills that we want to deploy onto the client work we pass them towards.”

“We’ve really doubled down, particularly [with] this year’s graduates,” O’Connor continued. “We’re doing a whole load of separate training in their first six months with us, really about resilience, really about some of those communication skills.”

The executive described resilience as the ability to handle day-to-day work dynamics—especially pressure, criticism, or sticky situations. That skill, she said, is particularly crucial in a deal-making environment, where managing challenges is a “core” part of the job.

According to O’Connor, many younger workers simply didn’t get the chance to build that muscle during the pandemic, when lockdowns disrupted education and early workplace experiences that would normally help develop it.

But by offering this special training, PwC is ensuring the talent that fills its 1,300 open U.K. graduate jobs this year—which received around 47,000 applications—are well-equipped to succeed. 

Fortune reached out to PwC for comment. 

Companies are offering Gen Z special training 

PwC’s “resilience” training is just one example of how employers have been stepping up to ensure Gen Z is primed to succeed in the workforce. 

In 2023, fellow “Big Four” consulting giant KPMGsupplied extra instruction to its Gen Z hires. The business provided training for its graduate talent, out of concern they were struggling to adapt to professional life—particualry when it came to “soft skills,” how to give presentations, work in a team, and manage projects. 

The chief people officer of $1.5 billion data protection start-up Cohesity, Rebecca Adams, has also pushed for inter-generational cohesiveness. 

Earlier this year the executive led the charge to skill bosses in managing the young professionals, citing that Gen Z responds to feedback differently: “They want to know why, how—they want constant feedback.” On the flipside, she described having to teach “basic things” to young staffers that would mind-boggle their Gen X counterparts. 

“How do I manage my calendar? You actually have to accept the meeting request,” Adams explained toFortune in September. “You can’t just walk out of the meeting that you’re in because you have another one while it’s still going on.”

Charitable organizations are also stepping up to solve Gen Z’s professional pitfalls. Radical Hope is a nonprofit helping equip college students with essential skills including communication, interpersonal dexterity, and emotional intelligence. It began as a pilot program at New York University back in 2020, after experts noted “elevated anxiety, stress, and depression” among students within the previous years—and has spread to 75 college campuses so far.  

Liz Feld, the CEO of Radical Hope, hopes the Gen Z trainees will become adept in the skills “we all got growing up at the kitchen table.” Even the little things, like small talk, can be a challenge for the young hopefuls striving to one day succeed in the workplace. 

“They won’t ask someone, ‘Do you want to go to the dining hall and grab dinner, you want to go grab a beer, you want to go for a walk, you want to get a coffee?’” Feld told Fortune, adding that if someone says “no,” their confidence is crushed. “They internalize the whole thing. The face-to-face rejection is what they’re afraid of.”



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