Maybe So. But Not Today.

Maybe So. But Not Today.

A scene from Top Gun has been on my mind lately.

Admiral Cain tells Maverick that pilots like him are becoming obsolete. Technology is advancing. The future is changing. The implication is clear.

The world is moving on.

Maverick’s response?

“Maybe so, sir. But not today.”

I think about that line every time I read another headline predicting that artificial intelligence is about to eliminate millions of jobs.

If you spend enough time online, it’s easy to believe that employers have stopped hiring humans and are simply replacing entire departments with AI.

That is not what we are seeing.

At Tangent West, we continue to recruit Executive Assistants, Chiefs of Staff, Human Resources professionals, Accounting and Finance leaders, and talent for Family Offices and growing organizations.

Companies are still hiring.

Organizations still need people.

And many of our clients continue to struggle to find exceptional talent.

Does that mean AI isn’t changing the workplace?

Of course not.

It is.

In many ways, AI is already helping professionals become more productive. It can summarize information, assist with research, draft communications, organize data, automate repetitive tasks, and help teams work more efficiently.

Those are meaningful advancements.

But efficiency and replacement are not the same thing.

One of the challenges with emerging technology is that early excitement often creates unrealistic expectations.

We’ve seen organizations rush to implement AI solutions only to discover that technology still requires significant human oversight, judgment, and decision-making. In some cases, companies have invested heavily in AI initiatives only to find that the technology was not ready to perform as expected in complex real-world environments.

Technology can be powerful.

It can also be wrong.

In executive search, we see this every day.

AI can help screen resumes.

It cannot reliably determine whether a candidate will earn trust.

AI can identify keywords.

It cannot fully assess judgment.

AI can summarize an interview.

It cannot understand the subtle dynamics between a leader and the person who will support them.

The roles we recruit for often depend on qualities that are uniquely human.

Executive Assistants anticipate needs before they are spoken.

Chiefs of Staff navigate ambiguity and competing priorities.

Human Resources leaders manage sensitive employee issues and organizational change.

Accounting and Finance professionals exercise judgment when numbers alone don’t tell the whole story.

These responsibilities require more than information.

They require experience, discernment, emotional intelligence, and trust.

After 30 years in recruiting, I’ve learned that every major technological shift creates anxiety.

I’ve heard these predictions before.

Years ago, I was told that LinkedIn would replace recruiters.

People told me I should consider another profession because companies would simply find talent themselves.

The assumption was that if everyone had access to the same database of professionals, recruiters would become unnecessary.

What actually happened?

LinkedIn became an incredibly valuable tool.

Recruiters adopted it.

Companies adopted it.

Candidates adopted it.

But recruiting didn’t disappear.

In many ways, the need for experienced recruiters became even greater.

Access to information was no longer the challenge.

Evaluating talent was.

Building relationships was.

Assessing judgment, communication skills, cultural fit, leadership potential, trustworthiness, and long-term success was.

Technology changed the process.

It didn’t eliminate the profession.

I believe AI will follow a similar path.

The organizations that thrive will not be those that replace people with technology.

They will be the organizations that combine talented people with powerful tools.

And the professionals who thrive will not be those who fear AI.

They will be those who learn how to use it effectively while continuing to develop the skills that technology cannot easily replicate.

One of the most important lessons I’ve learned through decades of recruiting is that organizations hire people to solve problems.

Not tasks.

Problems.

The professionals who create the greatest value are the ones who improve processes, strengthen relationships, create efficiencies, reduce risk, save time, save money, and help organizations move forward.

Those outcomes require judgment.

They require trust.

They require human insight.

And they remain incredibly valuable.

Will some responsibilities change?

Absolutely.

Will certain tasks become automated?

Without question.

Will organizations continue hiring talented people who can think critically, communicate effectively, solve problems, build relationships, and exercise sound judgment?

Absolutely.

In fact, those skills may become even more valuable.

So if you’re worried about your career because of the latest AI headline, my advice is simple.

Learn the technology.

Understand how it can help you.

Use it as a tool.

But don’t assume it is replacing everything overnight.

Because from where I sit, companies are still hiring.

Organizations are still growing.

And exceptional talent is still incredibly difficult to find.

Maybe someday the workplace will look dramatically different.

Maybe so.

But not today.

— Cheryl Grimaldi, CPC
Founder & President
Tangent West