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There is no doubt that the number one topic in every boardroom across America this year was artificial intelligence. There isn’t a single CEO who didn’t turn to their chief human resources officer and ask, “What does this mean for the organization?” AI turned HR into a full-on strategic partner, enabling organizations to bring on talent to match the speed of the business, and to do it with greater efficiency. Recruiters, no longer mired in endless email loops scheduling job interviews, showed the art of the possible when freed to engage more meaningfully with job candidates. That was the story of AI in 2025. I started out the year visiting Nasdaq’s Manhattan headquarters to talk with Jill Malandrino, creator and host of Nasdaq TradeTalks, about how organizations can incorporate AI into their tools and culture (hint: think small use cases). Days after our discussion, McKinsey released a highly regarded research report about empowering people to unlock AI’s potential. “AI now is like the internet many years ago: The risk for business leaders is not thinking too big, but rather too small,” the study pointed out. Subscribe to the Daily newsletter.Fast Company's trending stories delivered to you every day Privacy Policy | Fast Company Newsletters 2025 was the year of experimentation Before I share my thoughts on what the future holds, it would be helpful to review my prophesying at the start of 2025 because that old adage still holds true, “The best way to predict the future is to study the past.” At the beginning of 2025, I made four predictions, and each has come true. They are: The five-year strategic plan is dead because technology is moving at such velocity that it is altering organizational planning. Companies are not prepared to deal with rapid scaling. Mergers will shrink the HR tech industry because there are too many players building too many tools with very little business value. Those that are left standing will create the next iteration of tools. Chatbots will become even smarter and morph into AI agents that remember personal preferences and act like true assistants. The brilliance of agents is their ability to automate multiple tasks, and few areas are as ripe for such disruption than HR. A new workforce trend driven by AI—The Great Recalibration—will force organizations to take a hard look at things like job descriptions. Work is much bigger than jobs. It is based on talents, skills, competencies, and cultural contribution. 2026 will be the year of action Since 2025 was the year of experimentation, 2026 will be one of action. The following five predictions will likely occur as a result of organizations moving from the trial-and-error phase to full-on implementation. Here are my five predictions for 2026. 1. GEO surpasses SEO Generative Engine Optimization (GEO), the practice of optimizing content so it appears in and is trusted by AI-powered search engines and generative AI models, will eclipse Search Engine Optimization. GEO will positively impact revenue because it increases the value of the employer brand. GEO is the penultimate search tool because it combines logic with thought. This is the new gold rush. If an organization can optimize its brand inside of GEO, revenues will follow. 2. AI will amplify the unique value humans bring to the workplace There will be a notable shift to human-first enterprises. This is a grounding of how AI is going to elevate the impact the value of human work. It’s going to make that work a primary driver of organizations. 3. Work blueprints will replace job descriptions Job descriptions were born out of the Industrial Age. They’ve outlived their usefulness because work is far more agile and dynamic and it must keep pace with innovation. advertisement Work blueprints are comparable to a schematic diagram. Rather than a rote listing of duties, responsibilities, and qualifications in job descriptions, work blueprints focus on skills and outcomes, demonstrated experience, and values such as collaboration and teamwork. Employers will adopt work blueprints in 2026 because work needs to be agile. Many organizations are moving toward being skills-based. And it’s not that experience isn’t important, but it’s a secondary driver. Work itself demands that we have blueprints to identify who can best deliver on that work quickly. Generative AI will be a big help here. 4. The chief productivity officer will replace the HR director HR will not survive in its current state. In 2026, organizations will redefine HR into something new, and it will be led by a chief productivity officer. This newly created position will replace HR officers by combining HR and IT into a single C-suite position that drives people and technology to deliver on the outcomes of the business. People in the HR function won’t go away; but the function itself will. Moderna and the British government have already made the move. Others will follow. 5. GenAI models will acquire hiring data Sam Altman’s OpenAI is creating an AI jobs platform to connect companies and workers that is expected to launch by mid-2026. Jobs data (i.e. the number of applicants to roles) is the missing component for OpenAI right now. The data can help OpenAI understand talent supply and monetize matching. It could be very lucrative for OpenAI. Other competitors may follow. Final thoughts There’s never been a more exciting time to be in HR than now, and I mean that with all sincerity. The potential for AI to remove the drudgery in our lives and give us time back so we can become the people we truly want to be is right there in front of us. After experimenting with AI in 2025, let’s make 2026 a year of action. Cliff Jurkiewicz is the vice president of global strategy at Phenom.
