AI is reshaping entire job titles, skill sets, and career paths.
In the last two years, we’ve seen briefs land on our desks that didn’t exist before, while others have completely shifted shape.
For hiring managers, that means one big challenge: how do you write the proper brief and where do you find the talent when the role itself is evolving in real time?
Here’s what we’re seeing in the market right now, and the steps that are helping our clients fill some of the most challenging roles out there.
Roles that are evolving
Some job titles still exist, but the expectations underneath them are very different from even a couple of years ago:
- Conversational AI / Chatbot roles – once focused on mapping chat flows, now combining CX design, AI prompt engineering, and analytics.
- Data Scientist – less often standalone; now merging into Machine Learning Engineer or Applied AI Specialist positions with delivery at the centre.
- Designers are now expected to work alongside AI-driven design tools (e.g. automated prototyping, generative UI/UX suggestions). The role has shifted from producing assets to curating, refining, and governing AI outputs.
- CRO Specialist – evolving into Experimentation Lead or Growth Optimisation roles blending analytics, UX, and personalisation.
Roles that didn’t exist two years ago
At the same time, brand new briefs are appearing in our work:
- AI Product Manager – bridging technical AI capability with commercial outcomes.
- Prompt Engineer / AI Experience Designer – optimising generative AI interactions.
- AI Ethics & Governance Lead – particularly in finance and healthcare.
- Personalisation & Experimentation Lead – blending CRO, behavioural insights, and data science.
- AI Integration Specialist – embedding LLMs and automation into workflows.
- Accessibility Program Manager – scaling accessibility as a driver of both compliance and innovation.
Recent data from the World Economic Forum shows that AI and machine learning specialists are among the fastest-growing roles globally in 2025, reflecting what we’re seeing in our client briefs (World Economic Forum, 2025).
Why are these roles harder to fill?
We see two key challenges:
- Scarcity of skills – the strongest candidates already have significant roles.
- Shifting requirements – briefs can change within months as the technology evolves.
That is why the traditional “advertise and wait” approach does not work. To find the right people, we need to move earlier and cast wider.
According to Magnit Global’s 2025 AI Talent Report, AI and automation role fills doubled year-over-year in Q1 2025, a clear sign of how fierce the competition for this talent has become (Magnit Global, 2025).
What’s working in AI hiring right now?
From our experience, the companies winning this talent are those that:
- Write transparent and flexible briefs – the best talent will not engage with vague problem statements.
- Showcase innovation in the process – candidates want to see real-world use cases.
- Decide quickly – the strongest talent is off the market within 2–3 weeks.
- Offer creative compensation – innovation-linked bonuses are proving attractive.
Hire for skills, not perfect CVs – problem-solving ability matters more than matching a checklist.
Takeaways for hiring managers
If you’re planning to hire in this space, here’s what to focus on:
- Define both current and future skill needs – roles evolve fast.
- Look at adjacent talent pools – transferable skills are key.
- Be present in the right communities – AI meetups, experimentation forums, accessibility networks.
- Run a tight process – from brief to offer, speed is everything.
Final thought
AI is reshaping the hiring landscape faster than most businesses can adapt. Roles are evolving, new ones are emerging, and the skills required rarely sit neatly on a CV.
At Brightbox, we have built a process that meets this challenge head-on. We stay active in specialist communities, listen to candidates every day, and anticipate client needs so we can connect talent to opportunities before the brief is even written.
Our approach helps clients hire with clarity and confidence, securing leaders who can drive transformation and keep their organisations ahead of the curve.
If you’re ready to secure the people who will shape your future, we can help you make it happen.
