Work is changing rapidly, and we’re all being asked to adapt just as quickly.
AI is transforming nearly every job, from finance to engineering to customer support. But the data from our economic research team, Indeed Hiring Lab, is clear: No job is very likely to be fully replaced by today’s generative AI.
So the future isn’t about humans versus machines—it’s about how we work together. To get there, we have to rethink how we build our teams, how we hire and develop talent, and how we lead through transformation.
AI is changing work—but people are still the center
At Indeed, we’re finding ways to leverage AI tools to “supercharge” our workforce, giving our employees the tools to do more impactful work. More than a quarter of our new code is written by AI. It’s helping our marketing teams test and iterate campaigns efficiently. Our HR teams utilize our own AI-driven hiring tools to screen resumes and connect with quality candidates faster and more effectively.
AI is rapidly becoming part of every job, not just technical ones. Employees who can work alongside AI and who are comfortable adapting as the tech evolves will thrive.
While AI handles the routine and repetitive, our teams can focus on what’s uniquely human—things like creative problem-solving, strategy, and collaboration. Historically “soft” skills like empathy, communication, creativity, and judgment are becoming essential.
The future demands broader access to opportunity
While technology is evolving, the workforce is shrinking. Lower birth rates, aging populations, and reduced migration equates to less people to fill open roles in many parts of the world. That means it’s time to rethink how—and who—we hire. Skills-first hiring gives us a better way forward.
At Indeed, our data shows that when employers screen for skills instead of just experience, the talent pool more than doubles—expanding by 2.6 times. But despite their potential, these candidates are still being passed over. Employers are 25% less likely to move forward with applications from job seekers with skills alone compared to those with direct experience. We’re missing out on millions of people who are ready to contribute—people who don’t fit the traditional mold.
I’ve experienced this firsthand. I’m what you call a STAR (Skilled Through Alternative Routes). I didn’t graduate from college. I built my career by doing the work, proving my value, adapting through change, and staying relentlessly curious. I was lucky to have leaders who saw what I was capable of. But too many people never get that chance.
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Work is changing rapidly, and we’re all being asked to adapt just as quickly.
