Future Job Security

STATE OF THE PRODUCT JOB MARKET IN EARLY 2026 In spite of the headlines about layoffs and AI taking jobs, we’re actually seeing a lot of promising signs in tech hiring, and some interesting new trends: 1. PM openings are at the highest levels we’ve seen in over three years 2. AI hasn’t slowed the demand for software engineers (at least not yet) 3. AI roles in general are absolutely exploding 4. Design roles have plateaued 5. The Bay Area is increasing in importance 6. Remote work opportunities continue to decline 7. Despite ongoing layoffs, the overall number of tech jobs continues to grow Full report: https://lnkd.in/gHPzuDJa While these numbers are promising, I know a lot of people are having a hard time finding a job right now. And more openings doesn’t automatically mean people are finding jobs more quickly. For anyone in that situation, first of all, I’m sorry. Second, I’m working on ways to help. Until then, check out the end of the post above for a bunch of resources I’ve collected that’ll improve your odds of landing a gig. This analysis is based on data from TrueUp, one of my favorite collaborators and sources of data. They track job openings at tech companies and top startups around the world (over 9,000 companies) and make it easy to browse open gigs. Their data looks at roles at tech companies—the most sought-after and lucrative jobs. (It doesn’t include roles at non-tech companies and consulting agencies.) Browse open roles here: https://trueup.io/jobs

AI is fundamentally reshaping our workforce, but the impacts are nuanced. The latest report, “Potential Labor Market Impacts of Artificial Intelligence: An Empirical Analysis,” by The White House Council of Economic Advisers, provides critical insights for leaders that will impact everyone's future.. 📊 Key Findings: ✅ 𝐆𝐫𝐨𝐰𝐭𝐡 𝐢𝐧 𝐇𝐢𝐠𝐡-𝐂𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲, 𝐀𝐈-𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐑𝐨𝐥𝐞𝐬 Roles requiring advanced AI skills have increased by 30% over the last five years. Positions such as AI ethics officers and data scientists are on the rise, indicating a shift toward more complex, creative work. Occupations that integrate AI effectively are growing twice as fast as average, suggesting AI's role in complementing human skills rather than replacing them. ❌ 𝐇𝐢𝐠𝐡 𝐑𝐢𝐬𝐤 𝐨𝐟 𝐉𝐨𝐛 𝐃𝐢𝐬𝐩𝐥𝐚𝐜𝐞𝐦𝐞𝐧𝐭 𝐢𝐧 𝐋𝐨𝐰-𝐒𝐤𝐢𝐥𝐥 𝐑𝐨𝐥𝐞𝐬 40% of current jobs are at risk due to high AI exposure but low skill requirements, particularly in administrative and routine manual tasks. These jobs are declining at a rate of 2% annually. Sectors like customer service and data entry are vulnerable, raising concerns about job security and economic stability in these fields. 📍 Regional Disparities: ✅ 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐢𝐧 𝐓𝐞𝐜𝐡 𝐇𝐮𝐛𝐬 Tech-centric regions like Silicon Valley show a high concentration of new, AI-driven job creation, reflecting significant economic opportunities for those regions. Urban centers with strong tech clusters are emerging as key players in AI employment, driving innovation and growth. ❌ 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞𝐬 𝐟𝐨𝐫 𝐑𝐮𝐫𝐚𝐥 𝐚𝐧𝐝 𝐒𝐦𝐚𝐥𝐥𝐞𝐫 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐢𝐞𝐬 Rural areas and smaller towns are facing increased risks of job losses due to AI, without comparable opportunities for new AI-driven roles. This geographic imbalance could exacerbate regional economic disparities. 👉 Here are my questions for Leaders: 1️⃣ Are we ready to leverage AI’s potential while minimizing risks? How are we preparing our teams for a future where AI enhances human capability? 2️⃣ What is our reskilling strategy? With 40% of jobs potentially vulnerable, how are we investing in upskilling our workforce to transition into growth-oriented roles? 3️⃣ How can we balance geographic and economic disparities? Are we focusing enough on regional strategies to ensure inclusive growth? As leaders, our role is to harness AI's potential to foster a resilient, inclusive, and dynamic workforce. Are we ready to lead this change and shape the future of work?

How Work Becomes AI Training—and What It Means for HR We are entering the age of agentic AI systems—where employees don’t just use software, but increasingly build, supervise, and maintain AI agents that execute workflows, coordinate tasks, and learn from interactions. Work is becoming more than execution. It is becoming continuous system shaping. When employees correct an AI output, design a workflow, or refine an agent’s behavior, they are contributing to something new: a living layer of organizational intelligence. At the same time, a parallel shift is happening in the physical world. For example, across 50+ countries, gig workers are currently capturing real-world environments through wearable and mounted devices. These recordings generate “contact-rich” data—how people fold laundry, clean, navigate clutter, or respond to unpredictable conditions. This is the foundation for so-called AI world models in robotics and embodied systems, teaching machines how the physical world actually works. Together, these two shifts—digital agentic systems and physical world models—are converging into a single reality: Organizations are becoming training environments for AI. We are not just digitizing work—we are redesigning it around AI. In many cases, replication of human work is not the endpoint—it is the starting point. Systems begin by learning to mirror human work as it exists today, before evolving toward optimization, automation, and eventually redesigning the work itself. This redefines what it means when an employee completes a task, solves an edge case, or corrects a machine. They are no longer just performing work—they are generating the training signal for both digital agents and physical intelligence systems. For HR, this is a fundamental shift in operating model and mindset. It requires moving: 1. From job design to system design Roles are no longer static descriptions, but evolving interactions between humans, agents, and AI systems. 2. From performance management to capability amplification Value is not only in output, but in how employees improve the intelligence of systems around them. 3. From workforce planning to intelligence planning Organizations must now think about how human work feeds and shapes both digital and physical AI layers. The human change challenge will intensify. Many employees will see this and think: “The machine is learning how to replace me.” But the more accurate framing is: the machine is learning how work is done—through us. In the future of work, we won’t just do the work. We will help define how both digital agents and physical-world AI learn to do it. And how HR guides this transition—with trust, clarity, and agency—will matter as much as the technology itself. Source: https://lnkd.in/eX-Xj6TU

𝐓𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭 𝐦𝐚𝐜𝐡𝐢𝐧𝐞𝐬 𝐥𝐞𝐚𝐫𝐧 𝐭𝐨 𝐦𝐨𝐯𝐞 – 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐭𝐨 𝐭𝐡𝐢𝐧𝐤 – 𝐞𝐯𝐞𝐫𝐲𝐭𝐡𝐢𝐧𝐠 𝐬𝐡𝐢𝐟𝐭𝐬. In a recent client workshop, we analysed China’s rise of 𝐝𝐚𝐫𝐤 𝐟𝐚𝐜𝐭𝐨𝐫𝐢𝐞𝐬 – fully autonomous plants running with almost 𝐧𝐨 𝐡𝐮𝐦𝐚𝐧 𝐩𝐫𝐞𝐬𝐞𝐧𝐜𝐞. What struck everyone in the room was not the robotics itself, but the 𝐬𝐩𝐞𝐞𝐝. Some sites run 24/7 with 𝟕𝟎–𝟖𝟎 𝐩𝐞𝐫𝐜𝐞𝐧𝐭 𝐟𝐞𝐰𝐞𝐫 𝐰𝐨𝐫𝐤𝐞𝐫𝐬, guided by fleets of autonomous mobile robots and vision-driven quality systems. And then we looked west. ✔️ Amazon already operates more than 𝟕𝟓𝟎,𝟎𝟎𝟎 𝐫𝐨𝐛𝐨𝐭𝐬 across its fulfilment network. ✔️ Manufacturing costs for humanoid robots dropped 𝟒𝟎 𝐩𝐞𝐫𝐜𝐞𝐧𝐭 𝐢𝐧 𝐨𝐧𝐞 𝐲𝐞𝐚𝐫. ✔️ The global robotics market is projected to hit 𝐔𝐒𝐃 𝟑𝟗𝟐 𝐛𝐢𝐥𝐥𝐢𝐨𝐧 by 2033. The message is simple: 𝐭𝐡𝐢𝐬 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 “𝐟𝐮𝐭𝐮𝐫𝐞 𝐰𝐨𝐫𝐤”. 𝐈𝐭 𝐢𝐬 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐢𝐯𝐞 𝐫𝐞𝐚𝐥𝐢𝐭𝐲. But the deeper shift is something else entirely. For the first time, intelligence isn’t staying behind screens. It is entering the physical world – perceiving, reasoning, deciding and acting 𝐢𝐧 𝐫𝐞𝐚𝐥 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭𝐬. What #Deloitte calls 𝐩𝐡𝐲𝐬𝐢𝐜𝐚𝐥 𝐢𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞. And with it, leadership must change at its core. In our latest work, Deloitte introduced the 𝟔𝐏𝐬 for leaders navigating this shift: 𝐏𝐫𝐞𝐩𝐚𝐫𝐞, 𝐏𝐞𝐫𝐜𝐞𝐢𝐯𝐞, 𝐏𝐫𝐨𝐜𝐞𝐬𝐬, 𝐏𝐞𝐫𝐟𝐨𝐫𝐦, 𝐏𝐫𝐨𝐜𝐞𝐞𝐝, 𝐏𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 – a roadmap stretching from data foundations to workforce design and long-term societal impact. Every executive said the same thing afterwards: “𝐈 𝐝𝐢𝐝𝐧’𝐭 𝐫𝐞𝐚𝐥𝐢𝐬𝐞 𝐡𝐨𝐰 𝐛𝐢𝐠 𝐭𝐡𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐬𝐡𝐢𝐟𝐭 𝐦𝐮𝐬𝐭 𝐛𝐞.” Because this isn’t just automation. It is 𝐦𝐚𝐜𝐡𝐢𝐧𝐞𝐬 𝐛𝐞𝐜𝐨𝐦𝐢𝐧𝐠 𝐩𝐡𝐲𝐬𝐢𝐜𝐚𝐥 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐦𝐚𝐤𝐞𝐫𝐬. And that forces new questions: ❓𝐖𝐡𝐚𝐭 𝐝𝐨𝐞𝐬 𝐭𝐫𝐮𝐬𝐭 𝐦𝐞𝐚𝐧 𝐰𝐡𝐞𝐧 𝐚𝐮𝐭𝐨𝐧𝐨𝐦𝐲 𝐡𝐚𝐬 𝐚 𝐛𝐨𝐝𝐲? ❓𝐇𝐨𝐰 𝐝𝐨 𝐰𝐞 𝐛𝐮𝐢𝐥𝐝 𝐰𝐨𝐫𝐤𝐟𝐥𝐨𝐰𝐬 𝐰𝐡𝐞𝐫𝐞 𝐡𝐮𝐦𝐚𝐧𝐬 𝐚𝐧𝐝 𝐦𝐚𝐜𝐡𝐢𝐧𝐞𝐬 𝐜𝐨-𝐨𝐰𝐧 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬? ❓𝐖𝐡𝐞𝐫𝐞 𝐝𝐨 𝐰𝐞 𝐫𝐞𝐝𝐫𝐚𝐰 𝐫𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲? The next decade won’t reward the fastest adopters. It will reward the 𝐛𝐫𝐚𝐯𝐞𝐬𝐭 𝐫𝐞𝐝𝐞𝐬𝐢𝐠𝐧𝐞𝐫𝐬. Curious where you stand: 𝐈𝐟 𝐢𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞 𝐜𝐚𝐧 𝐧𝐨𝐰 𝐰𝐚𝐥𝐤 𝐢𝐧𝐭𝐨 𝐭𝐡𝐞 𝐫𝐨𝐨𝐦 𝐰𝐢𝐭𝐡 𝐮𝐬 – 𝐡𝐨𝐰 𝐝𝐨 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧 𝐭𝐨 𝐞𝐯𝐨𝐥𝐯𝐞? #PhysicalIntelligence #FutureOfWork #LeadershipTransformation #RoboticsReimagined #HumanAndMachine

Great AI/future of work insights from BSI's "Evolving Together" Report - they surveyed 850+ business leaders across 8 countries and uncovered some critical insights about AI's impact on our workforce: - 50% report AI is actively reducing headcount - 31% now explore AI solutions before considering human hires - 39% of organizations have already reduced jr/entry-level roles due to AI - 43% expect further cuts in the next 12 months - 56% of leaders admit they're "lucky to have started their career before AI" They also found a training gap (similar to many other surveys): - Only 34% have L&D programs for AI implementation - Yet 62% plan to increase AI investment in the next year - 48% admit their business couldn't operate if AI tools became unavailable On a more positive note, they found that leaders are optimistic about AI enhancing skills: - 73% expect improved information gathering - 67% anticipate enhanced creativity - 61% foresee better critical thinking There is a concern that companies may replace entry-level roles with AI/automation without building tomorrow's talent pipeline. The report warns of a "skills latency trap" - a future where we lack experienced professionals because AI eliminated the junior roles where they develop expertise. What needs to happen: - Long-term workforce planning alongside AI adoption - Investment in AI literacy at all levels - Human-in-the-loop strategies, not just automation - Competency-based learning programs - Focus on uniquely human skills: creativity, empathy, collaboration The bottom line - technology and people must evolve together. AI is not a future consideration - its impact is already reshaping careers, skills, and organizational structures today. How is your organization balancing AI adoption with talent development? #AI #FutureOfWork #WorkforceDevelopment #Leadership #ArtificialIntelligence

📈 The Anthropic Economic Index: Finally a *data-driven* approach to understanding AI’s Real Impact on the Workforce Most discussions around AI’s economic impact rely on speculation, surveys, or predictive modeling, which fail to capture real-world adoption patterns. 🌐 What is the Anthropic Economic Index? The index is a data-driven initiative tracking how AI is transforming work today, based on millions of anonymized interactions with Claude. This is one of the first large-scale efforts to measure AI’s role across industries with empirical evidence rather than assumptions. 📑 What the Data Tells Us 🔹 AI is already embedded in the workforce - 36% of occupations now use AI for at least a quarter of their tasks. AI’s biggest footprint? Software development and writing, which account for nearly half of all AI interactions. 🔹 AI is more of a collaborator than a replacement. 57% of AI usage is augmentation—helping professionals refine ideas, draft content, and analyze information. 43% involves automation, where AI completes tasks with minimal human involvement. 🔹 AI is concentrated in mid-to-high-wage jobs. Software engineers, data scientists, and analysts are leading AI adoption. 4% of jobs already rely on AI for at least 75% of their work. ❗ Why It Matters 🔹 AI isn’t taking over jobs—it’s changing how work gets done. Instead of replacing workers, AI is reshaping tasks, shifting job structures, and amplifying productivity. 🔹 Businesses must rethink workforce strategies. AI skills are now essential for career longevity, and companies that integrate AI effectively will gain an innovation and efficiency edge. 🔹 Regulation and governance need to keep up. With AI driving workplace transformation, clear policies, governance, and responsible adoption strategies will be critical for long-term success. 🔑 Key Takeaway for Business Leaders AI isn’t coming for your workforce—it’s coming for how work gets done. To stay ahead, businesses must: ✔ Invest in AI literacy—Equip employees with the right skills to use AI effectively. ✔ Identify high-impact AI use cases—Focus on AI-driven augmentation rather than full automation. ✔ Balance innovation with governance—AI success depends on clear policies, ethical guidelines, and strategic integration. 🔗 link to post in the comments ⤵️ #AI #FutureOfWork #Automation #AITrends #Claude #DigitalTransformation #BusinessLeadership

The report says growing digital access is expected to create 19 million jobs by 2030 and replace 9 million. AI and data processing alone will create 11 million roles and replace 9 million. Robots and automation, meanwhile, are forecast to displace 5 million more jobs than they create. Businesses expect these trends to cause a sharp fall in roles, including various clerical roles, such as cashiers and ticket clerks, as well as administrative assistants, printing workers and accountants and auditors. The report says 39% of workers’ key skills are expected to change by 2030 and technological skills are projected to grow in importance more rapidly than any others in the next five years. As such, continuous learning, upskilling and reskilling programmes will be an ongoing priority for employers between now and the end of the decade. Source: https://lnkd.in/g-iXam7B

The “Future of Jobs Report 2025” is out and here are the top 9 points from it: 1. Tech-Driven Transformation • 85 million jobs globally could be displaced by automation and AI by 2025. • 97 million new roles (e.g., data scientists, AI specialists) are expected to emerge. • 80% of surveyed companies plan to accelerate digital processes post-pandemic. 2. Job Creation vs. Job Displacement • Administrative/Clerical (data entry, payroll) and Basic Customer Service roles face the highest automation risk. • Routine Production jobs (assembly line, material handling) will decline due to robotics and IoT. • Non-routine, high-skill roles—particularly in technology and innovation—will see net growth. 3. Shifting Skill Demand • 50% of all employees will need some form of reskilling by 2025. • 44% of the core skills for current roles will shift within five years. • Critical thinking, problem-solving, and creativity are in highest demand among “human” skills. 4. Emerging (and Often Unfamiliar) Roles • AI Trainers/Data Labelers: Teach AI models to recognize images, text, or voice data. • Algorithm Bias Auditors/AI Ethics Officers: Audit algorithms to ensure fairness and transparency. • Digital Twin Engineers: Build real-time virtual replicas of products or manufacturing processes. 5. COVID-19’s Lasting Impact • 84% of employers surveyed adopted or plan to adopt remote/hybrid work models. • E-commerce increased by 15–30% across major markets during the pandemic. • 43% of businesses intend to reduce staff due to further automation and cost pressures. 6. Education and Training Overhaul • 65% of children entering primary school today may work in job types not yet invented. • Strategic upskilling could add $6.5 trillion to global GDP by 2030. • Micro-credentials, short courses, and public-private partnerships are vital to closing skill gaps. 7. Inclusivity and Well-Being • 55% of employers are revising mental health and wellness policies. • Women hold fewer than 20% of jobs in high-growth STEM fields, highlighting a persistent gender gap. • Emphasis on equity: workers in disadvantaged areas are more vulnerable to skill disruption. 8. Geographic Trends • Developed economies integrate new tech faster; up to 36% of core business processes could be automated within five years. • Emerging markets in Asia and Africa may add 30% more mobile-based employment opportunities. • 60% of surveyed businesses in low-income regions cite digital infrastructure gaps as a major hurdle. 9. The Path Forward • Proactive reskilling can cut potential workforce displacement by 50% or more. • 74% of companies plan to keep flexible or hybrid work models beyond the pandemic phase. • Balancing productivity gains with social safety nets remains critical for inclusive and sustainable growth.

Another landmark study from Jobs and Skills Australia, with our Generative AI Capacity Study out this morning. In it we found generative AI currently looks more likely to augment the way that we work rather than replace jobs through automation. The JSA Study comes at a critical early point in our national transition to an economy both enabled and augmented by AI. Adoption of this new technology is still generally early and the extent of adoption is already varying widely across businesses, industries and occupations. A big part of the early story has been individual workers experimenting with the technology, and how to use it to augment their work. The technology has the capacity to augment a wide variety of tasks and most occupations, with both opportunities and challenges. There is a tremendous opportunity for Australia and our workforce to boost our productivity and create new ways of working. In terms of challenges, we need to be conscious that generative AI has the potential to augment the work we do, as well as to automate some tasks. This has the potential to displace people in some jobs, particularly administrative and clerical roles. As with other technological change, the skills system will play an important role in equipping people to be able to transition into new roles. The impact of AI is going to differ by our occupations and the industries we work in. It will also change over time as emergent technologies further change the way we work. While we haven’t yet seen an impact on entry-level roles in Australia, it will be important that the labour market continues to provide these valuable formative roles, which provide foundational experiences in their careers. Adaptability will be critical for Australia to realise the potential benefits from AI, which will see new jobs emerge and existing jobs change. Ensuring that we have the right digital and AI skills for a modern labour market will be essential, and our research shows that the complementary human skills are increasingly in demand. The report contains recommendations for the labour market and skills system to help Australia successfully transition into the next digital age, to best leverage the opportunities and manage the challenges. Australia is at the beginning of an exciting evolution, but we must ensure we bring our people with us, through upskilling, training and capacity building. You can check out the report and a range of supporting data, here: https://lnkd.in/gPAj4Wrm and https://lnkd.in/gUrrhBpv

Anthropic just released a fascinating study analyzing 100,000 real Claude conversations to estimate AI's impact on labor productivity. The headline numbers: Tasks that take 90 minutes without AI get done in about 18 minutes with it. Average time savings: 80%. Median task value: $54 in equivalent professional labor. Projected impact: 1.8% annual boost to US labor productivity - double the recent growth rate. Examples of acceleration: Curriculum development that would take teachers 4.5 hours completed in 11 minutes (estimated labor cost: $115). Financial analysts save 80% of time on tasks like interpreting investment data. Executive assistants save 87% of time drafting invoices, memos, and documents. Where the gains are concentrated: Management and legal tasks show the longest time savings (nearly 2 hours per task). Software developers contribute the most to overall productivity gains (19%), followed by operations managers and marketing specialists. The nuance that matters: Time savings vary dramatically: healthcare assistance tasks see 90% speedups while hardware troubleshooting shows only 56%. This creates potential "bottlenecks" where tasks AI can't accelerate become a larger share of the workday. What I appreciate about this research: Anthropic is actually trying to measure what so many of us have felt - that moment when you realize something that used to take 2 hours just took you 2 minutes. https://lnkd.in/ercpDeA7