What Do CEOs Think About AI's Threat to Jobs?
Leadership & Strategy | October 15, 2025
Executives are split in tone, but aligned on action. Some predict disruption. Others see new roles emerging. The data points to a near-term outcome most leaders can plan around: limited job loss and a shift to human-AI collaboration.
The Signal From the C-Suite
Tech leaders disagree in public. Nvidia's Jensen Huang says "many new jobs will be created." Anthropic's Dario Amodei has warned AI could cut a large share of entry-level, white-collar roles and push up unemployment in the next five years.
Despite the debate, the latest Forbes Research 2025 AI Survey shows a pragmatic stance inside companies. 94% of C-suite leaders predict fewer than 5% of jobs will be eliminated over the next two years. And 59% say AI will create more opportunities than it removes - up from 33% in 2024.
What Executives Are Actually Doing
- Reframing the story: 68% say they have a clear plan to shift the narrative from replacement to human-AI teamwork.
- Moving talent: 44% of CHROs have already transitioned employees from non-AI roles into AI-related positions.
- Investing in skills: Over half are running training, mentorship, and career growth programs focused on AI fluency.
Voices From the Top
Doug McMillon, Walmart's CEO, put it plainly: "It's very clear AI is going to change literally every job." His playbook is transparency - share what you're learning, what you're doing, and why. The goal: keep people invested and optimistic as tools make work better.
Ryan Roslansky, LinkedIn's CEO, stresses adaptability. The people most likely to get hired will be "adaptable, forward-thinking, ready to learn and ready to embrace these tools." Degrees matter less than AI fluency and proof of skill.
Where AI Is Landing First
- IT infrastructure and tech: 69% of leaders say this is where AI is most used today for decisions and transformation.
- HR operations: 3%
- Legal: 2%
Workday offers a useful example. Its 'Everyday AI' program encourages employees to try tools, share use cases, and expand them. Ashley Goldsmith, the company's Chief People Officer, reports "huge adoption and real enthusiasm."
What This Means for CEOs, CFOs, CHROs
- Set a clear narrative: Make collaboration the default. Explain what will be automated, what will be augmented, and what will be created.
- Create a skills map by function: Identify the top 3 AI use cases per team. Define the skills and data access each use case needs.
- Stand up talent mobility: Reassign 5-10% of roles into AI-adjacent workstreams (prompting, QA, workflow design, governance) each quarter.
- Run short training sprints: 4-6 weeks, measurable outcomes, peer mentorship. Promote internal "AI champions" in every department.
- Write simple guardrails: Data handling, model selection, review steps, and escalation paths. Keep it to one page per team.
- Measure impact weekly: Adoption rate, time-to-decision, quality metrics, cost per task, and percent of roles with AI in the job description.
- Resource where value is proven: Start with IT and tech (where usage is highest), then expand into finance, operations, and customer support.
- Communicate career paths: Show how employees can grow into AI-heavy roles. Remove fear with transparent ladders and real examples.
Practical Next Steps This Quarter
- Launch three pilot use cases with clear KPIs and a 60-day timeline.
- Pair every pilot with a training track and a visible "office hours" cadence.
- Publish a one-page AI policy and a one-page data policy per function.
- Report monthly on job transitions, productivity, and customer impact.
Bottom Line
Leaders aren't betting on mass layoffs in the near term. They're betting on reskilling, mobility, and candid communication. The companies that win will pair measurable pilots with real career paths - and keep people in the loop every step of the way.
Need structured upskilling plans and course paths for different roles? Explore courses by job and the latest AI courses to accelerate your rollout.
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