What Bloomberry’s analysis of 180 million job postings reveals about your workforce.
The Problem You’re Not Seeing
Your competitors are cutting staff. You’re wondering who to hire or fire. Everyone claims AI will eliminate jobs.
But which jobs exactly?
Most executives make workforce decisions based on headlines and hunches. Meanwhile, your competition might be hiring the wrong people. Or firing the ones they need most.
Bloomberry just analyzed 180 million global job postings from 2023 to 2025. They found out which jobs are actually disappearing. The results will change how you think about your team.
What the Data Actually Shows
Overall, job postings dropped 8% this year. That’s your baseline. Any job declining faster than 8% has a problem. Any job growing despite this decline has real demand.
Here’s what Bloomberry discovered.
Creative Jobs Split in Two
The jobs disappearing: Computer graphic artists fell 33%. Photographers dropped 28%. Writers declined 28%. These are two-year declines, not blips.
The jobs are thriving: Creative directors stayed steady. Creative managers held firm. Creative producers barely budged.
See the pattern? AI replaces creative execution. It can’t replace a creative strategy.
Your graphic artist who makes social media images? AI does that now. Your creative director who decides brand strategy? Still essential.
Your Org Chart Is Upside Down
This finding should worry you.
Senior leadership jobs declined just 1.7% this year. Manager roles fell 5.7%. Individual contributors dropped 9%.
The higher the role, the safer the job. Directors and VPs are in demand. Middle managers are less so. Entry-level workers, least of all.
Five of the ten fastest-growing jobs are director-level or above. Companies want more decision-makers, fewer managers, and even fewer workers.
Why? A VP with AI tools doesn’t need a big team anymore. They can prototype ideas, validate approaches, and execute strategies themselves.
The Surprise Winners
Machine learning engineers topped every category. Up 40% this year. Up 78% last year. Companies need people who build AI, not just use it.
Influencer marketing specialists jumped 18%. Traditional marketing stayed flat. Why? People trust humans, not AI-generated ads. As AI floods the internet with content, real human connections matter more.
Software engineers barely declined. Despite all the AI coding tools, engineering jobs stayed steady. Frontend roles dropped slightly. Backend and infrastructure roles grew.
The Surprise Survivors
Customer service representatives only saw a 4% decline. Everyone said chatbots would replace them. Turns out angry customers still want humans.
Remember Klarna? They fired 700 customer service workers for AI. Then, they hired them back.
Data analysts grew 0.5%. ChatGPT can write SQL queries. But it can’t decide which questions matter or which data to trust.
The Real Casualties
Three unexpected job categories collapsed.
Corporate compliance specialists fell by 29%. Sustainability specialists dropped 28%. Environmental technicians declined 26%.
This wasn’t AI. This was politics and policy. When regulations disappear, so do compliance jobs.
What This Means for Your Business
1. Stop Hiring for Yesterday’s Work
Creative execution is dying. Administrative tasks are vanishing. Fundamental analysis is automated.
Hire for judgment, strategy, and complex problem-solving instead.
2. Your Middle Management Problem Is Real
You have too many managers, not enough leaders. AI makes individual contributors more productive. It makes senior leaders more independent. Middle managers get squeezed from both sides.
3. Build AI Capability Now
The fastest-growing job is a machine learning engineer. Not because every company needs one. Because companies with AI capability will outcompete those without.
You don’t need hundreds of ML engineers. You need a few who can build competitive advantages.
4. Trust Still Matters
Customer service jobs survived. Influencer marketing thrived. Both require human connection.
AI handles transactions. Humans handle relationships. Plan accordingly.
Three Actions for This Week
First: Audit your creative team and separate execution from strategy. Protect strategic roles and automate execution tasks.
Second: Review your org structure. Count directors versus managers versus individual contributors. The ratio tells you if you’re ready for AI’s impact.
Third: Identify your AI builders. Not users. Builders. The people who can create proprietary advantages with AI. Promote them or lose them.
The Pattern Nobody Wants to Discuss
Bloomberry’s data reveals an uncomfortable truth. AI doesn’t eliminate jobs evenly. It eliminates predictable work at every level.
Junior graphic designers do predictable work. So do middle managers who just relay information. So do writers who create basic content.
Senior leaders make unpredictable decisions. So do customer service reps handling angry customers. So do engineers solving new problems.
The question isn’t whether AI will affect your workforce. It’s whether you’ll adapt your workforce before it’s too late.
Your competitors are already moving. What’s your plan?
Based on analysis by Bloomberry of 180 million job postings from January 2023 to October 2025. Read their full study here.