From Pyramid to Hourglass: How AI Is Reshaping Career Growth

We all know the classic org chart—a pyramid of fresh talent at the base, a narrowing middle management layer, and top leadership at the peak. But generative AI is upending all of that. The routine tasks that once provided a vital training ground for developing professional judgment and hands-on expertise are being automated.

As this thought-provoking HBR article demonstrates, AI is redefining the starting line of professional growth. In software development, tools like GitHub Copilot are diminishing the need for multiple junior coders per manager, stalling traditional entry-level hiring. In finance, advanced automation is taking over many tasks previously handled by new analysts. Instead of multiple newcomers per manager, we might soon see a one-to-one ratio—or even fewer. The classic pyramid is shape-shifting, so disrupting traditional paths for new joiners to build the hands-on expertise they need.

In my work, I see these convulsions happening in real-time, forcing us to ask some tough questions:

• What happens when fresh graduates find themselves outpaced by AI agents that perform entry-level tasks flawlessly?
• When seasoned professionals retire, how will the talent funnel be replenished if automation is systematically eliminating those entry-level roles?
• And what becomes of the learning that comes from early career mistakes—the grassroots insights that spark innovation and long-term growth?

The challenge isn’t just rethinking how we train new talent—it’s about preserving the human element that drives sustainable progress. To do that, I believe we must: 

Redefine career ladders for an AI-augmented future

AI should accelerate capability-building, not arrest it. Design hybrid roles where automation handles the repeatable 60 percent and people own the judgment-heavy 40 percent, then rotate early-career talent through stretch projects that compound their skills. LHH’s Career Studio—an AI-driven career transition platform—analyses individual skills, surfaces adjacent career paths, and pairs every move with targeted upskilling resources and one-to-one coaching. Balance those deliberate rotations with your productivity wins, to keep your talent pipeline flowing.

Elevate mentorship

In an AI-intensive workplace, strategic judgment still travels best from person to person. Start at the top: LHH’s ICEO Executive Mentoring matches today’s leaders with seasoned former executives who have guided organizations through mergers, turnarounds and digital upheavals. LHH research found that 60% of senior leaders now rank peer-level mentoring as their most-wanted form of support. When leaders receive that caliber of counsel, they’re better equipped—to coach their own teams, creating a pay-it-forward loop that speeds onboarding, preserves tacit knowledge and reinforces the empathy, and joy of work organizations need to thrive.

Support career transitions

As AI transforms job functions, routine tasks will vanish—that much is clear. But nurturing people’s potential must stay front-of-mind. Leaders should act decisively, investing in targeted upskilling, digital literacy and personalized career coaching. LHH’s Career Transition & Outplacement practice provides a proven framework for guiding employees to their next role with empathy and speed. We prepare individuals for inevitable transitions while keeping organizations competitive in an AI-driven economy.

I invite you to dive into the HBR article for a deeper dive: How Gen AI Could Change the Value of Expertise. Don’t forget to tell me what you think!