LinkedIn CEO: These 3 Jobs Will Explode in the Next 5 Years | Ryan Roslansky (YouTube Video Transcript)

(00:00:00) Your YouTube transcript will appear here (00:00:00) At least in the US, 50% of college (00:00:02) graduates this year will graduate either (00:00:04) unemployed or undermployed and credit (00:00:07) card debt is being outpaced by student (00:00:09) loan debt for the first time in history. (00:00:12) >> This is Ryan Rosslansky, CEO of (00:00:14) LinkedIn. He took LinkedIn from 7 (00:00:16) billion to 17 billion in revenue and (00:00:19) crossed a billion members by betting big (00:00:21) on AI, smarter hiring tools, (00:00:23) skills-based matching, and a massive (00:00:25) push into video. LinkedIn is that the (00:00:28) definitive labor market platform of the (00:00:30) world. We have amazing insights into (00:00:32) actually what is happening across the (00:00:34) world. (00:00:34) >> His data doesn't predict the job market. (00:00:36) It is the job market. What about entry- (00:00:39) level jobs? (00:00:39) >> Entry- level jobs across the world right (00:00:41) now, the hiring rate that we see are (00:00:43) down roughly 12%. While we see that (00:00:45) hiring is sluggish across most markets, (00:00:47) the reason that it's sluggish doesn't (00:00:49) have anything to do with AI. (00:00:50) >> Do you think college is just kind of (00:00:51) fading away? And when I talk to people (00:00:52) about what they should do with their (00:00:54) career, it's less about where do you (00:00:55) want to be in 5 years and it's more (00:00:57) about over the next few months like what (00:00:58) new skills do you want to learn? (00:01:00) >> So what are the top skills people should (00:01:01) be adding to their LinkedIn right now? (00:01:03) >> This you know this huge demand on (00:01:06) >> Ryan thank you so much and welcome to (00:01:08) Silicon Valley girl. (00:01:10) >> Great to be here. (00:01:10) >> I am so happy to have you. So you're the (00:01:13) CEO of LinkedIn and also executive vice (00:01:16) president of Microsoft Copilot uh and (00:01:19) Microsoft Office and we're at Davos (00:01:21) today. (00:01:22) >> Yes. (00:01:22) >> So what is everyone talking about? I (00:01:25) think there's a lot of the things that (00:01:26) I'm seeing, but I think one of the (00:01:28) things that's probably most interesting (00:01:30) to you potentially is I think if we were (00:01:32) here maybe like three years ago, a lot (00:01:34) of the conversations we would be having (00:01:35) would be with traditional media. And (00:01:38) this year, it's amazing to see kind of (00:01:40) the creator influence like up and down (00:01:41) the prominade and kind of the role that (00:01:44) creators are playing in this new (00:01:45) economy. And you know, we see it on (00:01:46) LinkedIn. There's four million members (00:01:48) now that uh their official job title is (00:01:50) creator. And it's just amazing to watch (00:01:52) this kind of new industry explode to (00:01:54) where it is today, be recognized at (00:01:56) Davos, for example. (00:01:57) >> That is amazing and I'm happy to be part (00:01:59) of it. It's amazing to see starting 12 (00:02:01) years ago and being a creator now is (00:02:04) just a huge huge difference. Uh what do (00:02:07) people say about AI? Do you think people (00:02:09) hear more positive or negative? (00:02:11) >> It's interesting. I think people are all (00:02:12) over the place because um their kind of (00:02:15) opinions are based on what they heard (00:02:17) from the last conversation. What I love (00:02:19) about LinkedIn is that as the (00:02:22) definitive, you know, labor market (00:02:23) platform of the world, we have amazing (00:02:25) insights into actually what is happening (00:02:28) uh across the world. And it's (00:02:30) interesting while we see that hiring is (00:02:32) sluggish, you know, across most markets, (00:02:35) the reason that it's sluggish doesn't (00:02:36) have anything to do with AI in our (00:02:38) opinion. It's actually more due to macro (00:02:39) conditions, um, interest rates, not AI. (00:02:43) As it relates to AI, we see something (00:02:46) totally different. There's actually been (00:02:48) almost, you know, 1.3 million brand new (00:02:51) net jobs on LinkedIn for AI roles like (00:02:54) data annotators. Um, over 600,000 new (00:02:57) data center jobs uh exist on LinkedIn. (00:03:00) Um, you know, for deployed engineers (00:03:03) that companies need to understand AI. (00:03:05) So, at least in terms of what we're (00:03:06) seeing in the LinkedIn data right now, (00:03:09) AI is a net positive addition to the job (00:03:12) market, not something that's detracting (00:03:15) jobs. That's great. But what what about (00:03:17) entry level jobs? (00:03:18) >> So entry- level jobs uh across the world (00:03:21) right now, the hiring rate that we see (00:03:22) are down roughly 12%. But they are not (00:03:25) disproportionate to any of the other (00:03:26) jobs. So they're down just as many much (00:03:28) as all the other jobs in the world. I (00:03:31) think kind of what I was saying before, (00:03:32) a lot of that contraction is due, you (00:03:34) know, large part to macroeconomic uh (00:03:37) kind of in kind of climate and interest (00:03:39) rates and, you know, um you know, (00:03:42) companies investing less in general. So (00:03:44) then the question becomes what do you (00:03:46) know any professional you know even (00:03:48) professionals do and you know we're (00:03:50) seeing kind of two trends emerge one the (00:03:53) the one that I said which is that um you (00:03:55) know micro entrepreneurship you know a (00:03:58) rise in creators which is that hey if if (00:04:00) the traditional path doesn't exist I (00:04:01) need to take my career into my own hands (00:04:04) uh and number two a real affinity now (00:04:07) towards trade roles and I think if you (00:04:10) go back a couple years ago um you know (00:04:12) people weren't as into these trade rules (00:04:14) as they are right now, but especially (00:04:16) kind of Gen Z sees as a much safer (00:04:19) option. (00:04:19) >> What do you mean trade uh like like (00:04:22) firstline jobs um you know typical like (00:04:25) trade roles not office jobs (00:04:28) >> and they see those as more resilient in (00:04:30) an AI world. These are the types of jobs (00:04:31) that AI probably won't take. Uh so we're (00:04:35) seeing more affinity towards that as (00:04:36) well. (00:04:36) >> Interesting. Have you seen like a huge (00:04:38) uptick in creator? uh like when people (00:04:41) put creator as job title (00:04:44) >> right now there are 75 million people on (00:04:47) LinkedIn that somewhere in their profile (00:04:50) say they're a creator and there's 4 (00:04:52) million people that say they're complete (00:04:54) 100% full-time job is creator so it's (00:04:57) fantastic and look at what you started (00:05:00) >> how do career paths change because you (00:05:03) also track people through their career (00:05:05) inside the company you start as I don't (00:05:07) know assistant and go up and up But (00:05:09) because um I think I heard you at one of (00:05:11) the conference talking that a lot of (00:05:13) people are hiring generalists now. So (00:05:15) you don't necessarily climb up the (00:05:17) ladder. You expand horizontally (00:05:18) acquiring new skills. Do you see that (00:05:20) trend as well? (00:05:21) >> So I think first and foremost the really (00:05:22) important thing like since the beginning (00:05:24) of LinkedIn the feature that is (00:05:27) requested most from members is show me (00:05:30) what a typical career path is supposed (00:05:32) to look like. LinkedIn you have all this (00:05:34) data. So if I want to become a CFO or a (00:05:37) CEO or an accountant or whatever, what (00:05:40) is the path that people take? And the (00:05:42) reality is in the data there is no such (00:05:44) thing as a linear career path. Like it's (00:05:46) all over the place. So the more that (00:05:49) people first and foremost recognize that (00:05:50) you have to take your career into your (00:05:52) own hands. There's no natural path that (00:05:55) exists that you just get on, I think is (00:05:56) is really really important. Right now (00:05:59) it's more important than ever though (00:06:00) because uh you know skills are changing. (00:06:04) The uh that the types of skills that are (00:06:06) necessary for a specific role on (00:06:07) LinkedIn have changed north of 25% you (00:06:11) know over the last couple years alone. (00:06:12) We expect they'll change by 70% by 2030 (00:06:15) largely influenced by AI and new tools (00:06:18) and new ways of doing these professions. (00:06:20) So, um, you know, my, you know, I I (00:06:22) often when I talk to people about what (00:06:24) they should do with their career, it's (00:06:25) it's less about where do you want to be (00:06:27) in five years, and it's more about over (00:06:29) the next few months, like what new (00:06:30) skills do you want to learn? Because to (00:06:32) your point, these roles are flattening. (00:06:34) General lists are more and more where (00:06:36) people are going these days. (00:06:37) >> So, what are the top skills people (00:06:38) should be adding to their LinkedIn right (00:06:40) now? (00:06:40) >> It's funny, there's this, you know, this (00:06:41) huge demand kind of on both sides of the (00:06:44) spectrum. Obviously like AI literacy is (00:06:47) important and I think no matter what (00:06:49) your role your profession you know (00:06:52) familiarizing yourself with these tools (00:06:55) is a really really smart investment in (00:06:57) your own career you don't have to love (00:07:00) them you don't have to use them all the (00:07:02) time but just familiarizing yourself (00:07:04) putting yourself in the mindset that I'm (00:07:05) going to figure out how I can be better (00:07:07) at my job through AI is one thing so a (00:07:09) set of AI skills but just as important (00:07:12) on the other side are human skills (00:07:14) curiosity, creativity, courage, (00:07:18) communication, (00:07:20) uh, compassion, the ability to work with (00:07:22) other people, the ability to sit down (00:07:23) with someone and actually have a (00:07:25) conversation. You can't just be mired in (00:07:28) using technology in a bubble and be (00:07:30) successful. Uh, in a lot of work (00:07:32) settings, you have to be able to, you (00:07:34) know, disagree and commit with someone (00:07:35) to be able to communicate with someone (00:07:37) to help galvanize people to get (00:07:39) something done. So I think the key right (00:07:41) now is that combination of you know you (00:07:44) know learn those AI skills and then if (00:07:47) you got a way to be strong on those you (00:07:49) know you know more human skills they're (00:07:51) typically called soft skills. I think (00:07:52) that's a misnomer. They don't you know (00:07:54) soft kind of feels like it's less (00:07:56) important. I think they're more (00:07:57) important than ever. (00:07:58) >> You know what a lot of entrepreneurs are (00:08:00) putting off forever switching email (00:08:02) platforms because migrating everything (00:08:05) sounds like a nightmare. the setup, (00:08:08) transferring data, the risk of breaking (00:08:10) something when email drives 21% of your (00:08:13) sales, because it drives 21% of my (00:08:15) sales. This video is sponsored by (00:08:17) Omnisend, and here's what they offer. (00:08:19) So, basically, that platform has got (00:08:21) everything that matters. Automation, (00:08:23) flows, campaigns, segmentation, just way (00:08:26) better priced, and honestly easier to (00:08:28) use. Their customers see an average of (00:08:30) $79 back for every dollar spent. That's (00:08:33) one of the highest ROIs in email (00:08:35) marketing. Here's what I love. They have (00:08:37) free migration service. 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So, if you've been staying on (00:09:25) a platform that's either too expensive (00:09:27) or too complicated, or both, this is (00:09:30) your sign to switch. Check out the link (00:09:32) in the description. Use code SVGirl30 (00:09:35) for 30% off your first three months. All (00:09:38) right, now back to our interview. (00:09:40) >> When you talk about soft skill soft (00:09:42) skills, as someone who hires on (00:09:44) LinkedIn, uh I don't really sort people (00:09:46) by like creative, whatever, but I I read (00:09:49) their posts. (00:09:50) >> So, what I found really helpful in (00:09:52) hiring is that now we hire based on (00:09:55) content that they post because it shows (00:09:57) their personality. It shows how deep (00:09:59) they are in the subject. We just hired a (00:10:01) YouTube strategist who's amazing (00:10:03) >> and we hired them him purely based on (00:10:06) what he was posting about building a (00:10:08) YouTube channel. (00:10:09) >> I love that. So we we always thought (00:10:11) that um the extension of your LinkedIn (00:10:13) profile isn't just where you went to (00:10:16) school, where you've worked, what skills (00:10:18) you have, but the ability to demonstrate (00:10:20) the actual knowledge that you have in (00:10:22) your head like by posting on LinkedIn. (00:10:25) And it's awesome to hear that you use (00:10:26) that as a way to understand someone's (00:10:28) identity better. (00:10:29) >> Yeah. You don't have to jump on a call. (00:10:30) You don't have to do anything. You just (00:10:31) read the posts. Yeah. Saves a lot of (00:10:33) time. (00:10:33) >> So people post more on LinkedIn. That's (00:10:35) what (00:10:36) >> also like as someone who started posting (00:10:38) actively on LinkedIn last year. (00:10:39) >> Yeah. (00:10:40) >> And we made something that's equal to (00:10:43) like a full-time salary just on (00:10:45) LinkedIn. We grew from like 10,000 to (00:10:47) 50,000. Almost 50,000 in a year. (00:10:50) >> Wow. Congratulations. (00:10:51) >> So it's LinkedIn is definitely the (00:10:53) social network right now. (00:10:54) >> Thank you. (00:10:55) >> Thank you for that. By the way, any tips (00:10:57) to grow on LinkedIn? You know, LinkedIn (00:10:59) is unique because our platform exists to (00:11:03) create economic opportunity for every (00:11:05) member of the global workforce. Our feed (00:11:08) exists as a mechanism to showcase your (00:11:11) identity. Exactly the story that you (00:11:13) just told so that if I'm trying to get (00:11:15) hired or I want to make a name for (00:11:18) myself in a specific field, the content (00:11:20) that I share is a way to do that. Other (00:11:23) platforms tend to stem from you know uh (00:11:26) their vision is around you know (00:11:28) entertainment or uh you know large (00:11:31) engagement. Our largest business is in (00:11:34) recruiting. Um so we don't come at it (00:11:37) from a perspective of you know we're (00:11:38) trying to help you get you know a (00:11:41) gazillion likes or you know 10 billion (00:11:44) views or something like that. We're (00:11:46) trying to help you create authentic (00:11:48) content that only you can do based on (00:11:50) the skills that you have, what you have (00:11:52) in your head, get that on the platform (00:11:55) to the right people who may be able to, (00:11:57) you know, uh, learn from that or do (00:11:59) something with it or hire you because of (00:12:01) it. And that's where we find success. (00:12:03) So, I think that that's just a different (00:12:05) mindset that we always tell people about (00:12:07) using LinkedIn. Um, you may not get, you (00:12:10) know, the views you get on so many other (00:12:12) platforms, but the people you reach, the (00:12:14) quality of the audience, the (00:12:16) opportunities that come are what we're (00:12:17) really trying to do. (00:12:18) >> You get the right views. Also, what I (00:12:19) noticed as a creator, telling your (00:12:21) personal stories, especially if they're (00:12:23) tied to some events, (00:12:24) >> Yeah. (00:12:25) >> really, really helps grow. (00:12:26) >> I think it's interesting. I mean, I (00:12:28) think especially (00:12:30) um, you know, more in the younger (00:12:31) generation, it always kind of felt taboo (00:12:34) to talk about anything that felt, you (00:12:36) know, not buttoned up and professional (00:12:38) on LinkedIn. But, but more and more, I (00:12:41) think the next generation, um, not only (00:12:43) are they okay with it, but it actually (00:12:44) tells a lot more about who they are, (00:12:46) their personality, what they know, how (00:12:48) they think. Um, it's really kind of (00:12:49) refreshing to see that happen on (00:12:51) LinkedIn. (00:12:51) >> Absolutely. Let's go back to our (00:12:53) LinkedIn profiles. There's a huge (00:12:54) section, education, right? And a lot of (00:12:57) people would take like top university (00:12:59) small courses just to have that name, (00:13:01) right? Because it meant a lot. Do you (00:13:03) think college means as much these days (00:13:05) or because we can acquire any skill (00:13:08) online is just kind of fading fading (00:13:10) away? (00:13:10) >> So two things. One, um (00:13:13) I dropped out of college very early on (00:13:17) and was really focused on the skills (00:13:19) that I needed to start a company and be (00:13:22) an entrepreneur. So I had kind of a (00:13:24) mixed view on that. Um, I do know right (00:13:27) now, at least in the US, 50% of college (00:13:30) graduates this year will graduate either (00:13:32) unemployed or undermployed. (00:13:35) And credit card debt is being outpaced (00:13:38) by student loan debt for the first time (00:13:40) in history. So, there's something that's (00:13:42) not really working in the current (00:13:46) system. I am nowhere close to going so (00:13:49) far as to say college isn't worth it. (00:13:52) the social experience, the learning to, (00:13:55) you know, the soft skills and you being (00:13:57) able to be around people and (00:13:58) communicate, I think are critical. And (00:14:01) if you can, you know, if you're (00:14:03) fortunate enough to be in a college (00:14:04) environment to have that experience, I (00:14:06) think it's really, really worth it. But (00:14:08) I think that it's really more about a (00:14:10) lot of those soft skills um for most (00:14:12) professions than the typical hard skills (00:14:14) that we always thought about from (00:14:16) college in the past. And more (00:14:17) importantly, you know, more and more now (00:14:19) when recruiters or anyone looking to (00:14:21) hire on LinkedIn or starting their (00:14:23) process, they aren't looking at what (00:14:25) school did you go to. They're looking at (00:14:27) what skills do you have or what did your (00:14:30) last post look like so I know more about (00:14:32) you. So, it's it's mattering less than (00:14:34) it has in the past, what what school you (00:14:36) went to. (00:14:36) >> Are you still betting on college for (00:14:38) your daughters? Because I have three (00:14:39) daughters, right? (00:14:40) >> Absolutely. And I think again I think a (00:14:41) lot of the social um you know components (00:14:44) of that are critical. It's a great place (00:14:45) to learn how to grow up um to learn how (00:14:48) to interact with other people um you (00:14:50) know to form a network um to make (00:14:52) mistakes. And so um you know while I (00:14:56) never mandate anything that any of my (00:14:58) children do you know so far at least my (00:15:00) oldest one like that's the career path (00:15:01) that that that she's taken and she's (00:15:03) having a wonderful time. (00:15:04) >> Have you ever regretted dropping out? (00:15:05) >> I think I missed a lot of really fun (00:15:07) years by leaving college early. That's (00:15:09) for sure. (00:15:10) >> All right. That's yeah still still a big (00:15:12) question. Yeah. (00:15:13) >> So, you are releasing a book, Open to (00:15:16) Work. Can you talk about how someone can (00:15:18) use this book to navigate their future? (00:15:20) I feel like you're the best person to (00:15:22) write this book, by the way, because you (00:15:24) have all the data. You're seeing what's (00:15:26) happening on the market and yeah, I'm (00:15:28) looking forward to reading it. (00:15:29) >> Thank you. So, it's been actually kind (00:15:31) of unique because I've spent 25 years (00:15:33) building, you know, internet products (00:15:35) where you can build a product and test (00:15:37) it out with people and see what happens (00:15:39) and then change it really quickly. when (00:15:40) you write a book, you write it and it's (00:15:42) kind of final and you hope and you know (00:15:44) pray that it goes out there and people (00:15:45) find value out of it. So, we're excited (00:15:46) to release uh it soon, but it's a book (00:15:49) that was written to help people really (00:15:51) understand and bring some clarity to (00:15:53) what career paths look like in an AI (00:15:56) first world. There's a lot of (00:15:57) uncertainty. I think people are scared. (00:15:59) They don't know where to start. They (00:16:00) don't know where to turn. This book acts (00:16:03) as a guide to help you understand how to (00:16:05) think through it. What AI can do, what (00:16:07) AI can't do. um the importance of the (00:16:09) human skills that that we just talked (00:16:11) about um and how you can you know kind (00:16:13) of pull those two things together and (00:16:15) figure out what you want to do with your (00:16:16) career and make the best career path for (00:16:18) yourself. um you know it's not a crystal (00:16:21) ball but you know it's we try and (00:16:22) leverage a lot of the things that we (00:16:24) know and see on LinkedIn to help people (00:16:27) make right career decisions because it's (00:16:29) so difficult especially when you're (00:16:30) starting out to to know what to do or (00:16:32) how to think and right now there's just (00:16:34) so much you know (00:16:36) unique craziness in the world of you (00:16:38) know what does AI mean for jobs and and (00:16:41) roles and skills so at the end of the (00:16:43) day if we can help more people make (00:16:44) smarter career decisions like that's (00:16:46) what we're aiming to do and we do that (00:16:48) every day through LinkedIn But we wanted (00:16:49) to try something different approach as (00:16:50) well uh for people who maybe aren't on (00:16:52) LinkedIn or just you know want to kind (00:16:54) of see it in the book form. So (00:16:55) >> is there a principle from that book that (00:16:57) you can share that people can use to (00:16:58) guide their careers? (00:16:59) >> I think most importantly a lot of what I (00:17:01) see on LinkedIn are people just (00:17:02) absolutely hyperfocused on um the hard (00:17:07) skills, the AI skills, the technical (00:17:09) skills and they're completely dismissing (00:17:13) the human skills. So we talk about it in (00:17:16) five C's that we think are critical for (00:17:20) you to learn and to master that will (00:17:22) make you stand out in the future. (00:17:24) Curiosity, courage, creativity, uh (00:17:28) compassion, and communication. Like (00:17:31) learning and understanding the (00:17:32) importance of those five skills uh are (00:17:35) where I would invest the majority of my (00:17:37) time right now as a professional. It's (00:17:38) interesting because we have a lot of (00:17:40) tools on how to develop our hard skills, (00:17:42) but when it comes to curiosity, how do (00:17:44) you even acquire? (00:17:45) >> So, it's hard. I mean, some people are (00:17:46) fortunate enough to be born with it. (00:17:47) Yeah. Um, but you know, we do a lot (00:17:49) through LinkedIn learning to also help, (00:17:51) you know, through the data that we have (00:17:53) to, you know, teach techniques and how (00:17:55) to think about a lot of these soft (00:17:56) skills. (00:17:57) >> People think they can't be learned, but (00:17:58) they actually really can be learned. (00:18:00) They need to be practiced like any other (00:18:01) skill. But, um, again, I think it's kind (00:18:03) of that misnomer that soft means it (00:18:05) wasn't as important. and just kind of (00:18:07) bringing that to the forefront I think (00:18:08) is the most important thing right now. 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(00:18:59) I've heard someone say uh in the next 5 (00:19:02) to 10 years you either become an (00:19:03) entrepreneur maybe with a new niche or (00:19:06) you die. What would you say like die as (00:19:09) a (00:19:09) >> I hope that's not the case. (00:19:11) >> Um I absolutely expect that AI is going (00:19:16) to uh democratize access to opportunity (00:19:21) in a way that so many people that have (00:19:24) always wanted to create something or (00:19:27) start something um build a business be (00:19:29) an entrepreneur will have the tools to (00:19:31) do it. Um I don't think it's going to be (00:19:34) the only path but I do think we will see (00:19:36) many many more entrepreneurs and I think (00:19:38) that's a really really good thing. (00:19:40) >> Yeah. Yeah. Me too. Can you uh give me (00:19:44) you think top three jobs for the next (00:19:46) three year three to five years and (00:19:48) >> top three as defined how (00:19:51) >> uh most in demand. (00:19:52) >> So right now um there's a role called (00:19:55) data annotator. You know what this is? (00:19:57) >> No. (00:19:58) >> It's fascinating. So um anytime you use (00:20:01) a large language model (00:20:03) um at the end of the day the way that (00:20:05) those models keep getting better and (00:20:07) better are there are many human beings (00:20:11) that are you know being paid to evaluate (00:20:14) the output of those models based on (00:20:16) their expertise. So, you know, maybe (00:20:19) you're a I don't know, a cardiologist is (00:20:21) your full-time job in in in like, you (00:20:23) know, the real world, in the real life, (00:20:25) but um you know, a large language model (00:20:27) company is trying to make their model (00:20:29) better for people who are asking (00:20:31) questions around heart health. (00:20:32) >> They will take the response that the (00:20:34) model's giving, actually hand it to, you (00:20:36) know, the cardiologist and pay them to (00:20:38) say, "Mark this up, you know, is this (00:20:40) right or wrong? What do you and then (00:20:42) take that and put it back into (00:20:45) huge companies that sourcing those (00:20:46) people to. (00:20:47) >> Exactly. And so that role is (00:20:50) >> I mean if you think about like every uh (00:20:53) you know topic, every niche topic, every (00:20:55) language like has to be covered through (00:20:57) these models and there's so much (00:20:59) knowledge in people's heads that um I (00:21:02) think that's going to be a really really (00:21:05) um you know hot job moving forward. I (00:21:08) also think anything that has to do with (00:21:09) building uh out data centers and these (00:21:11) are all types of jobs. These are you (00:21:14) know trade jobs, these are hyper (00:21:15) techchnical jobs. These are you know (00:21:17) maintenance jobs um but building the (00:21:20) infrastructure of data centers moving (00:21:21) forward I think is going to be critical (00:21:23) because in order for anything that's AI (00:21:25) related to actually flourish there's a (00:21:27) foundation that needs to be put in (00:21:28) place. (00:21:29) >> And then the last one I'm paying a lot (00:21:30) of attention to um is actually something (00:21:33) which is called a um you know a forward (00:21:35) deployed engineer. And that sounds like (00:21:37) a really kind of odd term, but basically (00:21:39) what it means is when a company decides (00:21:42) that they want to pull AI into their (00:21:43) company, they want to better use AI. (00:21:46) Uh it's really a tricky like thing to (00:21:49) figure out. And historically that was (00:21:51) kind of up to the IT department to (00:21:52) figure out. But this new role, you know, (00:21:54) a forward deployed engineer is someone (00:21:56) that will sit in the actual business in (00:21:58) the marketing department um in the (00:21:59) product department uh who is really (00:22:01) skilled at both business needs and (00:22:03) understanding how AI works to kind of (00:22:05) make that connection inside of a (00:22:07) company. So companies are frequently (00:22:09) hiring these people right now to help, (00:22:11) you know, not just make AI a cool thing (00:22:13) we put in our company, but actually help (00:22:15) it return real value to the business. (00:22:17) >> I love that. (00:22:18) >> And creator, that's my fourth really (00:22:19) important job. Sorry. (00:22:20) >> Thank you so much. Thank you. I feel (00:22:22) like we're on the rise this year. That's (00:22:24) awesome. And do you think there are any (00:22:26) jobs maybe like three jobs that you (00:22:28) think are disappearing? (00:22:29) >> If you think about (00:22:32) everyone's job, your job, my job, (00:22:34) anybody's job, um ultimately it's a set (00:22:36) of skills and tasks. If you break your (00:22:40) job down like that and then you kind of (00:22:43) think about the ability for each task to (00:22:45) be automatable by AI, you can quickly (00:22:48) see that if your job is just a set of (00:22:50) tasks that can be automated, you need to (00:22:52) start finding a new job. So AI right now (00:22:55) is really good at things like (00:22:56) summarizing or um rewriting or (00:23:01) translating. So, you know, those types (00:23:03) of jobs where AI is good at those skills (00:23:05) are the types of jobs where, you know, (00:23:07) we both try and through our data help (00:23:09) LinkedIn members who have those jobs (00:23:10) realize, hey, here's some more skills (00:23:12) you should be adding, you know, to kind (00:23:14) of, you know, future proof yourself. But (00:23:16) that's kind of the framework to think (00:23:18) through maybe where jobs will be more (00:23:20) impacted. (00:23:20) >> I love that. Thank you so much, Ryan. (00:23:22) That was so insightful. And I hope (00:23:24) everybody who just watched you go and (00:23:26) start posting on LinkedIn. I've been (00:23:28) telling this to everyone around me. My (00:23:30) husband started posting. He got a few (00:23:31) thousand subscribers right away. So, the (00:23:33) algorithm is really working. Thank you (00:23:35) so much again for being here. Thank you.