The rise of the super-worker (your new hiring target)

While AI eliminates some jobs, it’s creating a new category of high-performing talent: super-workers who amplify their capabilities with technology. These are the candidates you want to find and develop.

What defines a super-worker: They don’t fear AI - they leverage it. A marketing professional who uses AI for research and ideation but applies human creativity for strategy. An analyst who automates data gathering but focuses on insight and storytelling. They’re productivity multipliers, not replacement candidates.

Where to find them: Look for candidates who mention AI tools in their experience, show curiosity about automation, or demonstrate continuous learning. They often come from unexpected backgrounds — empty nesters who have embraced technology, new grads who experimented with AI in college, mid-career professionals who have upskilled.

The skills combination: Technical literacy plus uniquely human abilities. Critical thinking, emotional intelligence, complex problem-solving, relationship building. They understand what technology can do and what only humans should do.

Red flags vs. green flags: Red flag — candidates who dismiss AI or fear it will take their jobs. Green flag — candidates who can articulate how they would use AI to be more effective in your role.

Development opportunity: Most super-workers are self-made. Create internal programs that teach AI literacy alongside core skills. Encourage experimentation with tools. Reward efficiency gains and innovation.

The competitive advantage: Organizations building super-worker cultures report higher productivity, better innovation, and improved employee engagement. While others worry about AI displacement, you’re building AI-enhanced teams.

The future belongs to humans working with AI, not against it. Hire and develop super-workers now before everyone else figures this out.