Future Job Roles in Remote Work

The forecast was that AI would shrink the workforce. The data says the opposite. 🔥 I’ve told this story the wrong way for two years. In keynotes, I’ve walked executives through the shrinking-team scenario. I wasn’t entirely wrong; I was just early on one half of the picture. Box's new State of AI in the Enterprise report, which you can read here, surveyed 1,640 IT decision-makers and found the opposite of what most CEOs are pricing into their three-year plans: https://lnkd.in/ep4N_5D4 58% of organizations expect headcount to rise over the next three years. Among the most AI-mature companies, that number climbs to 79%. Only 9% say agents are primarily eliminating roles today. The roles being added fastest are the ones that barely existed two years ago: agent operators, AI governance professionals, workflow redesign specialists. These aren’t the survivors of automation. They’re its byproducts. In my book Irreplaceable, I wrote that your job is a title on a business card, but your skills are yours forever. The Box data is the operational version of that argument. Old job descriptions are dying. The work is not.  The companies winning this transition aren’t the ones cutting fastest. They’re the ones building a new management discipline for hybrid teams of humans and agents. 👉Are we preparing people for the jobs AI removes, or for the jobs AI creates? #FutureOfWork #FromJobsToSkills #Irreplaceable #HybridManagement #BoxPartner

By 2030, 170 million new jobs will be created and 92 million will disappear. (World Economic Forum: Future of Jobs Report) Most people see those numbers and think about loss. But when I look at them, I see something different: A once-in-a-generation redesign of what work is. Not because humans are being pushed aside  but because AI is changing how we create value. And if you look closely, you can already see the shift happening. Over the past few years, I’ve watched entirely new roles appear inside teams I’ve coached and partnered with. Roles that didn’t exist, weren’t taught in school, and had no playbook to follow: Prompt Engineer teaching AI how to think • AI Risk & Governance Specialist, protecting safety and fairness • Decision Engineer, blending human judgment with AI execution • AI Ethicist, guarding what must remain human • AI Operations / ML Ops, keeping models stable in the real world • Head of AI, shaping the strategy, culture, and adoption • AI Translator, turning business problems into AI workflows • Model Validator, ensuring models stay accurate and unbiased Three years ago these sounded experimental. Now they’re becoming essential. 🔄 The real shift isn’t “jobs disappearing” it’s that jobs are changing shape. AI is taking over the parts of work that drain people: • the repetition • the manual steps • the data chasing • the admin • the coordination • the first drafts And as that happens, something interesting emerges: Humans finally get to focus on the parts of work that are actually human. • strategy • creativity • judgment • ethics • communication • leadership • meaning Every leader I’ve worked with eventually realizes this: AI doesn’t threaten the work, it transforms what the work is worth. If you want to stay relevant in this new era, the advantage isn’t “knowing AI.” It’s knowing how to work with it. Here’s where to start: 1. Learn the language. Not to become an engineer  but to understand how LLMs, agents, and AI systems think. 2. Choose your path. Technical or strategic. Both matter more than ever. 3. Build something small. A workflow. A prototype. A simple automation. Hands-on learning hits differently. 4. Strengthen the human skills. The ones AI can’t replicate: judgment, communication, ethics, design thinking. 5. Stay adaptable. In a world moving this fast, curiosity becomes a career strategy. **The future of work isn’t about competing with AI. It’s about learning how to partner with it  so humans can rise to the work that truly needs us.** Because at the end of the day, the future of work is still a story about people. 🔁 Repost to help someone navigate this shift ➡️ Follow Gabriel Millien for human-centered insights on AI, LLMs, and the future of work

A new wave of AI‑driven roles is emerging across the workforce, and the titles alone tell the story of how fast things are changing: Decision Designer. AI Experience Officer. Digital Ethics Advisor.     These may sound futuristic, but they’re already appearing inside forward‑looking organizations. These roles blend AI expertise with psychology, ethics, organizational design, and workflow thinking.     Business Insider reports that these roles are growing rapidly as companies move from experimentation to scaled AI adoption. But it’s not only new jobs being created. Existing roles are also being redefined:     • HR leaders are becoming AI strategists, bridging people, technology, and data.  • Product managers are evolving into orchestration leads for agent‑powered workflows.  • Marketers and service teams are learning to design for AI‑mediated channels.  • Technical and business roles are blurring as the demand for interdisciplinary fluency grows.     All of this underscores a larger shift. As AI rewrites tasks, processes, and decision loops, we’ll see more roles that don’t map cleanly to traditional org charts. Titles will evolve. Skills will shift. Entire job categories will emerge focused on making sure AI is safe, transparent, ethical, and effective.     Read more here: https://lnkd.in/gMa4rm9f

The Next Wave of IT Jobs Will Be Defined by Enterprise AI Artificial intelligence is not just changing the tools enterprises use. It is changing the structure of IT itself. For years, organizations have tried to fit AI into existing teams and existing job descriptions. That approach will not hold for much longer. As AI becomes operational across the enterprise, companies will need new roles that focus on integration, governance, security, platform operations, and the redesign of work between humans and machines. That is the focus of my latest article. I take a close look at five emerging IT roles that are likely to become far more common over the next three years: AI Integration Engineer, LLMOps Engineer, AI Security Engineer, AI Governance and Compliance Lead, and Human-AI Workflow Architect. These are not just new titles created for hype. They reflect real responsibilities that enterprises will need to assign as AI moves from experimentation to scaled business execution. The article also explores why these roles will matter, how they map to actual enterprise needs, and what compensation will likely look like as demand outpaces available talent. If you want to understand where IT careers are heading in the AI era, this is a trend worth watching now, not later. #ArtificialIntelligence #EnterpriseAI #GenerativeAI #ITCareers #CloudComputing #DigitalTransformation #AIGovernance #Cybersecurity #MLOps #FutureOfWork

Where will our kids work? With so many of us raising kids heading into the workforce, it’s a question that feels more relevant than ever. Because it’s becoming clear their careers may look very different from where many of us began. For the past 20 years, the path was fairly predictable. Join a large company. Learn the craft. Get trained. Build a career. But AI is starting to change the structure of work itself. For the past decade, SaaS companies mostly sold software that helped people work faster. CRM systems. Sales engagement platforms. Conversation intelligence tools. The goal was productivity. Now a bigger shift is emerging. We’re moving from Software as a Service to Labor as a Service. Instead of selling tools, companies are beginning to deploy AI workers inside workflows. Prospecting agents. Deal inspection agents. Customer success monitoring agents. RevOps workflow agents. This shift is happening because AI is evolving from assistants to agents. An assistant helps complete a task. An agent moves the workflow forward. An assistant writes an email. An agent says: “This deal has been inactive for 11 days. Based on similar deals, sending a competitive pricing comparison improves response rates. Should I draft it?” That’s not productivity. That’s workflow orchestration. And the companies that win in this next wave won’t differentiate on models. They’ll differentiate on workflow. Because the real moat isn’t the AI. It’s how AI is embedded into the operating rhythm of the business: Pipeline reviews Forecast calls Deal progression Expansion signals Customer health monitoring This transition to Labor as a Service may also reshape where the next generation builds their careers. Not inside massive organizations full of operational roles. But inside AI-native companies designing and orchestrating these systems. Smaller teams. Massive leverage. Human strategy combined with AI labor. The companies that win won’t just deploy AI tools. They’ll design AI-augmented operating systems for revenue. And if this model continues to unfold, the next generation may not just work with software. #AI #SaaS #FutureOfWork #AgenticAI

Want a remote job in 2025? You’ll need more than just a resume and luck. Remote roles still exist (I hire for them at Mixmax, too!) - but the competition is fierce. So if you’re serious about working from anywhere, here’s how to stack the odds in your favour: ✅ 1. Focus on remote-first companies These companies build for remote - it’s in their DNA. Less chance of surprise “return to office” changes. Tip: Engage with their content, learn their product, and reach out to current employees before applying. ✅ 2. Use verified remote job boards Try: Remotive, Remote Source, FlexJobs, We Work Remotely, We Are Distributed. Pro tip: Set alerts so you can be an early applicant. ✅ 3. Go beyond job boards Search for phrases like “async” or “distributed team” Look at customers of tools like Deel or Remote - these are companies built for global, remote teams (we use Deel). Watch for remote-friendly orgs like nonprofits or bootstrapped startups that don’t advertise heavily. 🎯 How to stand out in the process: 📌 Be highly qualified -These roles attract hundreds of applicants. If you’re not hitting 90%+ of the requirements, it may not be the right target. 📌 Differentiate through small actions - Send that intro email - Submit the optional cover letter - Reply and schedule interviews quickly - Send thank-you notes (very few do this - and it is noticed) 📌 Show your remote readiness - Mention remote experience on your resume. - Highlight tools you’ve used: Notion, Asana, Trello, ClickUp, Slack, etc. - Demonstrate skills like self-direction, problem-solving, written communication. 💡 Even how you schedule and follow up says a lot about your fit for remote work. 👉 Remote jobs aren’t impossible - they just require more intention. And sometimes, a mostly-remote or hybrid setup can meet 90% of your goals. Be open. Be strategic. And play the long game.

New evidence says discourse on how AI will reshape work is getting it wrong. It’s not that some jobs get automated away while others are augmented. Automation and augmentation are playing out in the same roles at the same time. In other words, AI is reshaping work within jobs rather than eliminating them. The “winners vs. losers” frame doesn’t hold. Our latest research at The Burning Glass Institute mines millions of job postings before and after the advent of LLM’s to track how AI is already reshaping skill demand. The finding is striking: we found a 0.87 correlation between the roles experiencing the greatest automation effects and those experiencing the greatest augmentation effects, meaning the jobs most vulnerable to automation are also those most empowered by AI. Tasks are disappearing and intensifying simultaneously—within the same roles, at the same time. In fact, we find that skills most exposed to AI automation were 16% more likely to see demand decline than baseline skills. Skills most exposed to AI augmentation were 7% more likely to see demand increase.   Project managers aren’t disappearing, but our analysis shows that spreadsheet-heavy tasks are fading while strategic, judgment-intensive work is growing. Financial analysts aren’t getting replaced, but model-building is automated while interpretation and decision-making matter more. The unit of change isn’t the job. It’s the task mix inside the job. Our paper, "Beyond the Binary", offers some of the first empirical evidence from the AI Tracking Hub, a multistakeholder initiative led by the Burning Glass Institute to move the AI–work conversation from forecasts to observation. If jobs aren’t vanishing but transforming from within, the real question isn’t “Which jobs are safe?” It’s whether our institutions—education, training, workforce policy—are built for continuous change rather than one-time transitions. You can find the report on https://lnkd.in/ej5FJu2J. I so enjoyed the collaboration with coauthors Benjamin Francis, Shrinidhi Rao, and Gwynn Guilford, and I am grateful as always to Gad Levanon and Stuart Andreason for their work to bring data-driven, empirical understanding to the workforce impacts of AI. #AI #artificialintelligence #jobs #economics #work.

Here’s why you’ll never crack your dream remote job interview (until you stop doing this) You show up like a perfect candidate on paper... But sound like a pixelated version of yourself on camera. That’s the harsh truth. In remote interviews, it’s not your resume that gets judged first, it’s your energy through a screen. And most candidates lose that battle before it even begins. Here’s what 90% of people do wrong (and why they never make it past the virtual round): ✖️ They sound robotic because they over-rehearse their answers. ✖️ They don’t test their camera angle, lighting, or background thereby killing credibility instantly. ✖️ They forget that digital interviews demand digital presence not just verbal answers. Here’s exactly how you can fix these mistakes and crack your dream remote job: 1️⃣ Eye Contact ≠ Staring at Screen Look at the camera lens, not your face preview. It mimics natural eye contact and instantly builds connection and confidence. 2️⃣ Create a “Digital Setup Zone” Lighting facing your face. Camera at eye level. Neutral background. 3️⃣ Rehearse in Recording Mode Record your mock interviews. Watch for tone, filler words, and posture. You’ll see what recruiters see and fix it before they do. 4️⃣ Personalize Your Intros Start with: “I’ve been following [Company’s recent project/initiative], and I’m genuinely excited about…” Remote interviews miss small talk so add context to sound human, not scripted. 5️⃣ Master Asynchronous Communication Many remote hiring rounds use tools like HireVue or SparkHire. Practice delivering concise answers under 2 minutes — no one wants a 5-minute monologue on Wi-Fi lag. 6️⃣ Replace “Availability” With “Reliability” When asked about WFH challenges, don’t say, “I’m available full-time.” Say, “I maintain structured hours, daily updates, and async communication routines.” That’s how you sound hire-ready. ✅ Bonus: My secret remote-interview 3-step ritual → Pre-prep buffer: Log in 10 mins early. Check your link, camera, lighting, mic. → Story mapping: 3-key wins ready → what your remote team setting looked like → what you imagine delivering in this job. → Post-call note: Within 30 mins send a tailored thank-you. One sentence on what excited you + one sentence on how you’ll add value. It keeps you remembered. If this was helpful, repost this to help your friends land their dream WFH role too! #interviewtips #remotejobs #careergrowth #workfromhome #interviewcoach #dreamjob

Virtual interviews are now common, but they can feel overwhelming. A bit of preparation can make a big difference. 1. Test your tech early Check the link, sound, and camera a day or two in advance. Try a practice run with a friend to feel more confident using the platform. 2. Set up your space Choose a quiet, distraction-free spot. Use a neutral or blurred background if possible. Keep a glass of water, a notepad, or a small fidget item nearby to help you feel calm. 3. Use the virtual format to your advantage You can keep notes or cue cards with reminders of your strengths, STAR examples, or questions to ask. Adjust lighting or wear headphones to feel more at ease. 4. Ask for adjustments If certain changes will help you perform better—like getting questions in advance, extra processing time, or having your camera off—it’s okay to ask. You don’t need to share your diagnosis/label, just state what would help. Ask what is being expected; how long will it last; who is on the panel etc., 5. Practise—but stay flexible Speak your answers out loud beforehand, but don’t try to memorise them. Focus on key points you want to share. It’s fine to pause, take a breath, or return to a question later. 6. Plan self-care before and after Give yourself time to settle before the call, and allow time to decompress afterward. Remember that if an employer isn’t open to making some 'reasonable' adjustments, that tells you something too. You deserve to work somewhere that values you as you are.

Over the past year, I have had one consistent realization while speaking with data leaders, founders, and AI teams across conferences and interviews. AI is not just changing how we work. It is quietly creating entirely new job roles inside companies. Curious to know what the community thinks about it? When I started covering AI agents on The Ravit Show (www.theravitshow.com), most conversations were about automation. Faster reports. Smarter copilots. Less manual work. But now, what I see inside real teams is very different. Companies are not asking, “Which tasks can AI replace?” They are asking, “Who will design, supervise, and run these agents?” That shift is creating new roles that did not exist a few years ago. For example, I am now seeing teams actively look for people who can design how agents think and collaborate, not just write prompts. Roles like AI Agent Architects and Prompt-to-System Engineers are emerging because businesses need structured intelligence, not experiments. Future Job Roles Created by Age…. I am also seeing operations leaders move into workflow design roles. Instead of optimizing processes manually, they are turning onboarding, reporting, and customer support into agent-driven pipelines. This is where Agent Workflow Designers are becoming critical. Another big change is happening in production environments. Once agents go live, companies need people to monitor drift, control costs, handle failures, and improve performance continuously. That is where Agent Ops and Human-in-the-Loop Supervisors come in. These roles sit at the intersection of technology, risk, and business judgment. Even analytics teams are evolving. Analysts are no longer just querying data. Many are building agents that pull data, run analysis, generate insights, and draft reports. Their role is shifting from data pullers to decision accelerators. And perhaps the most interesting shift I am seeing is in consulting and product roles. AI Automation Consultants are helping companies find where agents actually deliver ROI. Agent Product Managers are thinking in terms of which agents do what, when, and why. Systems Integrators are becoming the bridge that connects agents to CRMs, databases, and enterprise tools. This is not a future prediction. It is already happening inside modern teams. If you work in data, product, operations, or engineering, the opportunity is not just to use AI. It is to become the person who designs, manages, and scales intelligent systems. I would love to hear from you. Which of these emerging roles do you think will become standard in every company over the next 3 years? #data #ai #agentic #promptengineering #designs #systems #jobs #agents #theravitshow