For decades, most organisations have followed the same structure: a broad based of entry-level roles, a narrow middle and a small group of leaders at the top.

But AI is quietly and quickly rewriting that design. Here’s why….

1. Entry-Level Roles Are Disappearing First

Automation and generative AI are taking over the tasks that used to belong to early-career talent:

1. ✓ data gathering
2. ✓ basic analysis
3. ✓ content creation
4. ✓ operational processing

These roles once served as the training ground for future leaders. Without them, how do people learn the business, develop judgement or build experience?

We risk creating a future where only the already-skilled can succeed.

2. The Workforce Shape Is Becoming a Diamond

As entry-level jobs shrink and organisations invest in specialised and strategic roles, the structure is shifting:

Old world: Broad base → narrow middle → point at the top

New world: Fewer entry roles → strong mid-level expertise → evolving leadership

Great for cost efficiencies, challenging for career progression and potentially damaging for diversity of opportunity. Without intentional redesign, mobility pathways collapse.

3. The Hidden Vulnerability: Experienced, Non-Technical Talent

We often assume that early-career workers are the ones most at risk in an AI world — and they are. But another group is quietly falling behind: Tenured employees who have deep organisational knowledge, but lack technical and digital skills.

These individuals are:

• Competent, capable and loyal
• Often in essential roles that keep the organisation running
• The least likely to feel confident using AI tools

If we don’t support them to grow, they become the new “at-risk workforce.”

So… What Should Organisations Do?

The question isn’t “How do we replace people with AI?” It’s “How do we redesign work so people and AI elevate each other?” Here’s where to start:

• Redesign Jobs for Human Strengths: Shift focus from routine execution → problem-solving, creativity, client value, judgement.
• Build Skills for Today — Not the Past: Assess skills, not job titles. Equip people for human–AI collaboration, not redundancy.
• Create New Early-Career Pathways: Internships, apprenticeships, rotational experiences — opportunities to learn by doing.
• Support the Mid-Career Crunch: Invest in reskilling those who have experience worth keeping.
• Be Intentional About Progression: New structures require new career ladders — not just rebranded job titles.

AI isn’t the enemy of work. Poorly designed work is. The organisations that succeed will be those that intentionally redesign roles, pathways, and skills to ensure everyone can contribute, grow and stay relevant.

Because the future of work doesn’t belong to the smartest technology —it belongs to the people who know how to use it.

Do you want help redesigning work in your organisation?

At The Only Constant, we partner with you to:

• Map current and future roles
• Identify skill gaps and opportunities
• Support human-AI collaboration
• Build a workforce that’s change-ready

Let’s talk about designing work that works.