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Chamarti Sreekar
Fcuk imposter syndro... • 3m
How do you hire for roles that might not exist in six months? In today’s AI-accelerated world, anywhere from 15% to 50% of a team’s monthly workload can get automated. Tasks like lead research, outreach, and data analysis—once time-consuming—now happen in minutes. This shift is changing the way hiring decisions are made. Traditional job descriptions become outdated almost as soon as they’re written. Skills that seemed critical just a quarter ago might now be handled entirely by AI. So instead of hiring for fixed tasks, the focus should shift to hiring for adaptability. The new criteria should prioritize people who can spot what should be automated next, collaborate effectively with AI systems, concentrate on strategic activities that drive real outcomes, and thrive amid constant change. As AI takes over tactical execution, uniquely human skills become more valuable than ever. Strategic thinking, relationship building, and creative problem-solving aren’t just nice-to-haves—they become the core differentiators that move the business forward. This shift forces a rethink of everything from performance metrics to career paths and team structures. When half the workload disappears every month, companies must design roles around value creation, not just task completion.
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