Breaking Bias: Skills-First Hiring for Inclusion with Kathryn Marie
Episode Key Takeaways
Your job will change by 70% — even if your title doesn’t. LinkedIn estimates 70% of the skills in the average job will change by 2037. No CEO, government, or academic can tell you what your role looks like on the other side. Only you can.
Your job will change by 70% — even if your title doesn’t. LinkedIn estimates 70% of the skills in the average job will change by 2037. No CEO, government, or academic can tell you what your role looks like on the other side. Only you can.
Your job will change by 70% — even if your title doesn’t. LinkedIn estimates 70% of the skills in the average job will change by 2037. No CEO, government, or academic can tell you what your role looks like on the other side. Only you can.
Your job will change by 70% — even if your title doesn’t. LinkedIn estimates 70% of the skills in the average job will change by 2037. No CEO, government, or academic can tell you what your role looks like on the other side. Only you can.
Your job will change by 70% — even if your title doesn’t. LinkedIn estimates 70% of the skills in the average job will change by 2037. No CEO, government, or academic can tell you what your role looks like on the other side. Only you can.
Frequently
Asked
Questions
What is the three-bucket framework for AI and work?
Aneesh Raman’s three-bucket framework sorts your weekly tasks into: (1) what AI can do now or soon — summaries, first drafts, basic coding; (2) what you do differently with AI — fast learning, better decks, closing expertise gaps; (3) the distinctly human work where you should double down. The point isn’t efficiency; it’s redesigning your own job before someone else does.
How much will the average job change because of AI?
LinkedIn estimates 70% of the skills in the average job will change by 2037. Crucially, this happens even if your title doesn’t change. The shift is worker-led rather than top-down, which means individual employees have more agency than in previous industrial transitions.
Who is most at risk from AI in the workforce?
It’s not new graduates, despite the headlines. Aneesh argues the biggest jump is for mid-career professionals who’ve spent 20+ years methodically climbing a career ladder. They’ve been disincentivised from taking risks and failing — the exact muscles you need for the climbing-wall model that’s replacing it.
What should TA leaders do about AI?
Start with pro-human intent and acknowledge you have agency. Hand off bucket-one tasks (protocol, job descriptions, basic manager questions) to AI. Then invest in fluency in neuroscience, behavioural economics, and organisational design, because that’s the next frontier for the function. Finally, earn a seat in the business-transformation room — this is where your influence matters most.
What is Aneesh Raman's book Open to Work about?
Open to Work, co-authored with Ryan Lansky, is a practical guide for both individual workers and talent leaders navigating AI’s impact on careers. It’s framed as a “how to human with AI” book rather than a “how to AI” book, drawing on neuroscience, evolutionary biology, and real employee stories to help readers develop agency, adaptability, and aspiration in this moment of change.