Surit Aryal’s Post

AI revolution > freeze hiring > start firing > invest in AI infrastructure > deploy "AI software engineers" > wait 3 years > ... > ... > ... > AI introduced more technical debt than a fresh mathematics PhD > software becomes more and more buggy > slowly lose customers > hire consultants to fix it > consultants use AI to fix it > still not fixed > management blames consultants > try to hire cheap juniors to fix it > no more juniors left because training programs were stopped > hire super rare and expensive seniors instead > senior recommends resetting main branch to a commit 3 years ago > AI infrastructure investments depreciated 90% > all company numbers red

AI can write code, but it can’t build teams. As AI gets better at automating technical tasks, it’s easy to assume “fewer developers” will be needed. But what we’re seeing in the market tells a different story. At Tier4 Group, clients aren’t hiring less — they’re hiring differently. They want engineers who can lead with curiosity, collaborate across functions, and think critically about how AI changes the way we build. Because while AI can optimize code, it can’t coach a junior teammate. It can’t align stakeholders. It can’t create trust. The human side of tech — empathy, adaptability, communication — has never been more valuable. In 2025, the best teams won’t be the ones using the most advanced AI. They’ll be the ones that blend human insight with machine efficiency. #AI #TechHiring #Leadership #FutureOfWork #Tier4Group

Stop hiring prompt engineers. Seriously. It’s the new "social media guru" title from 2010. You're hiring for a feature, not a core business function. Prompting is a skill, not a strategic role. It's becoming as fundamental as using a search engine. The real value isn't in writing the perfect prompt for one model. It's in integrating multiple AI systems to solve actual business problems. Instead of looking for prompt wizards, your next hires should have titles like: • **AI Orchestrator:** The person who connects different AI tools, APIs, and data sources into a cohesive system that drives results. They're the conductor, not just a single musician. • **Forward-Deployed Engineer (FDE):** A technical expert embedded with your clients, tailoring AI solutions to solve their specific, real-world challenges. • **AI Strategist:** The leader who ties every AI initiative back to the P&L. They ask "why" and "how does this make us money?"—not just "what's the coolest new model?" • **AI Coach/Trainer:** The person responsible for upskilling the other 95% of your organization, turning basic AI literacy into a company-wide capability. Focusing only on prompt engineering is a trap. You end up with a team that knows how to talk to one tool, but not how to build a business with it. If you're building an AI-focused team and don't know where to start, DM me 'ROLES' and I'll share the 3-question framework I use to define these new positions. Beyond 'prompting', what's the single biggest AI skill gap you see in your organization right now? #AIStrategy #FutureOfWork #Leadership

🔍 With AI, Should IT Hiring Priorities Change? As AI takes over much of the routine coding and documentation work, should IT companies rethink what they look for in new hires? Traditionally, hiring has focused on academic credentials, certifications, and coding proficiency. But in an AI-driven world, those may no longer be the strongest differentiators. The future workforce needs people who can: 🧠 Frame the right problems for AI to solve 🔍 Apply analytical and critical thinking to validate AI-generated outcomes 🤝 Collaborate across teams to turn AI output into real-world business value AI can write code — but it can’t empathize, contextualize, or innovate the way humans do. The next generation of IT talent must be AI supervisors and problem solvers, not just coders. Perhaps the hiring focus should shift from “Can you code?” to “Can you think?” What do you think — should problem-solving and team collaboration outweigh coding tests in the next wave of IT hiring? #AI #FutureOfWork #Hiring #DigitalTransformation #ITLeadership #Consulting #PublicSectorInnovation

🚀 AI has officially become the world’s most in-demand tech skill. In just 18 months, AI jumped from #6 to #1 on the list of hardest-to-find tech skills globally (Harvey Nash 2025). That shift says a lot about where the market’s headed: 🔹 Every company wants “AI talent” — but few know exactly what that means. 🔹 Traditional “software engineer” roles are being replaced by AI/ML specialists and data-driven problem solvers. 🔹 Demand is soaring, but supply just can’t keep up. For hiring leaders, it’s a wake-up call: talent strategy is now tech strategy. For candidates, it’s an opportunity to upskill and stand out in a rapidly evolving market. At Tundra, we’re seeing this firsthand — companies across Canada, the U.S., and the EU are racing to secure AI and data talent before the market tightens even further. Curious — are you finding it harder to hire AI engineers than traditional devs right now? #AI #Technology #Hiring #Recruitment #DataScience #MachineLearning #FutureOfWork #TundraTechnicalSolutions

6-12 months ago, companies would want to know that you were open to AI use. Now, as a Senior, Staff or Principal Engineer, it's a fundamental requirement. Generally speaking, the startups and scaleups we work with (who naturally have the most capable engineering teams in Australia) won't consider Senior+ engineering talent that isn't using AI to achieve more. Most of them think about AI usage in 2 ways, with most also wanting to see evidence of both in anyone they hire at this level. The 1st is that it's now a non negotiable expectation for senior engineers to be using Claude, Cursor, or similar to move faster. It's not a preference anymore. They'll test for it during interviews, sometimes obviously, sometimes through technical challenges that are essentially impossible without AI help. But make no mistake, your ability to use AI *is* being tested. These companies have seen what their best engineers are doing compared to a couple of years ago, and the improvements in are truly too good to ignore. Some engineers may feel that AI slows them down... They would say that if you're slowed by AI, that's a skill issue, and a you problem - one they aren't interested in hiring. To be clear though, if you're using AI to write code in languages you don't know, or to architect systems you couldn't build yourself is *not* what they want to see. The best engineering environments view AI as an insanely fast working, incredibly stupid assistant. If you can't explain step by step how something needs to be built, you should never ask AI to build it. The 2nd is that they want you to think about how AI can improve the product and the customer experience. Truth is, the best engineers have always had a product mindset anyway - but again, it's becoming non-negotiable now. AI, and every new and improved model released, opens up new opportunities for companies to improve their product, or to increase the value they provide to their customers. As an engineer who's close to the code and the technology, the expectation is now on you to spot these opportunities. Again, if you can't do it, it's viewed as a you problem, and ultimately someone else will end up being hired. This is why when most engineers talk about a 'bad market' with 'no opportunities', you'll hear of other engineers getting inundated with huge demand and multiple offers. There are now engineers who can do these things, and engineers who can't. The former gets hired. The latter does not. Also, if you're still comfortable with hiring the latter - good luck I guess...

𝗧𝗵𝗲 𝗵𝗶𝗱𝗱𝗲𝗻 𝗰𝗼𝘀𝘁 𝘁𝗵𝗮𝘁’𝘀 𝗾𝘂𝗶𝗲𝘁𝗹𝘆 𝗸𝗶𝗹𝗹𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘀𝘁𝗮𝗿𝘁𝘂𝗽 It’s not the models. It’s not the budget. It’s the time lost waiting for talent that never arrives. Every company claims to be “adopting AI.” But only a fraction can actually scale it because they don’t have the engineers to make it real. Demand for AI roles is growing 3.5x faster than the rest of tech. Senior AI engineers are commanding $400K+ salaries. Your competitors are already training models, automating workflows, and compounding data advantages while your team waits for the right hire. At Futureproofing.dev, we remove that bottleneck. We deliver production-grade AI engineers. Pre-vetted, senior-level talent, not generalists. Engineers who’ve shipped real AI systems at scale, not only engineers that uses AI to code but actual AI Engineers. Elastic teams that flex with your roadmap. #engineers #ai #startups #recruiting #hiring

AI isn’t replacing jobs outright, it’s rewriting how careers start. New research from Harvard University tracks over 10,000 companies hiring “AI integrators.” After adopting generative AI, these firms hired 7.7% fewer junior employees over six quarters, with no similar slowdown at the senior level. It’s not mass layoffs, but a quiet reconfiguration: automation is thinning the entry points, particularly for mid-tier graduates. The tasks most at risk, debugging, reviewing, drafting, are exactly where many new workers gain their first foothold. If the ladder of experience disappears at the bottom, how will the next generation climb? #AI #FutureOfWork #Automation #GenerativeAI #HiringTrends #BridgeEraInstitute #WillMyJobStillExist #LaborMarket #AIJobsWatch #WorkforceShift

🚀 The IT Job Market in 2025: What’s Hot Right Now — and What’s Coming Next! 💥 The tech world is changing faster than ever. AI is not just a buzzword anymore — it’s rewriting job descriptions across every industry. Here’s what’s booming right now in the IT hiring space 👇 🔥 Top Trending Roles in 2025: AI Engineers & LLM Specialists – The brain behind ChatGPT-like systems and custom AI tools. Prompt Engineers – The new-age communicators who make AI systems think better. Data Scientists & MLOps Engineers – Because data is still the new oil (and now the fuel for AI). Cybersecurity Experts – Every company is now a data company, which means every company needs protection. Cloud Architects & DevOps Engineers – Powering scalable, hybrid, and AI-ready infrastructures. Product Managers (AI & SaaS) – Blending tech with strategy, turning models into business value. 💡 But what’s coming next? The next 2–3 years will see a surge in: AI Compliance & Ethics Specialists 🧠 – As AI regulations rise, companies will need people who understand both law and logic. AI Integration Engineers ⚙️ – Those who can connect AI systems into existing workflows. Automation Strategists 🤖 – Experts in replacing repetitive work with smart systems. Edge Computing & IoT Engineers 🌐 – Especially in manufacturing, logistics, and smart cities. Tech-enabled Recruiters & Talent Analysts 👥 – Because finding the right tech talent will be harder (and more important) than ever. 👉 The biggest shift? The future belongs to humans who can work with AI, not against it. Whether you code, design, sell, or hire — AI fluency will be your biggest competitive edge. 💬 If you’re in tech, here’s the question: Are you upskilling to stay relevant? Or waiting until your role evolves without you? Let’s talk about the future — What do you think will be the most in-demand IT job by 2026? 👇 #AI #Technology #HiringTrends #FutureOfWork #Recruitment #ITJobs #TechCareers #Staffing #ArtificialIntelligence #JobTrends2025