Predictions 2027: Why the future of work is ‘AI and human’ adjacent
Mon, 9th Nov 2026 (Today)
ANGELA VIDLERManaging Director & Co-FounderHyvid
In 2027 and beyond, businesses will need to rethink who does the work, how it gets done and who takes responsibility for the outcome. As AI agents take on more execution, workforce decisions will increasingly encompass people, technology and the capacity they create together.
Angela Vidler, Managing Director & Co-Founder at Hyvid, predicts this shift will bring AI onto the board’s workforce agenda, accelerate workflow redesign and raise expectations of global talent, with capability and output becoming stronger measures of value than labour cost alone.
The AI workforce will sit alongside the human workforce on the board agenda in 2027
For decades, boards have governed the human workforce through headcount, remuneration, capability, succession and organisational structure, while AI and automation have largely sat within the technology agenda. I think that distinction starts to break down in 2027.
AI agents are moving beyond experimentation and into
AI agents are moving beyond experimentation and into business processes, performing defined tasks and increasingly executing work. Boards will increasingly need to treat this as a workforce issue, not simply a technology issue.
I expect boards will start asking the same fundamental questions about this emerging AI workforce that they have traditionally asked about their human workforce:
- What is it responsible for?
- Who owns it?
- How is it performing?
- What decisions can it make?
- What data can it access?
- And who is ultimately accountable when it gets something wrong?
- The question will move beyond “Are we using AI responsibly?” to “Do we actually know what our AI workforce is doing?” This will also change how organisations think about workforce planning. An organisation may have 500 employees, but its actual capacity increasingly comes from a combination of people, AI-augmented people and autonomous systems performing defined work.
Headcount alone won’t tell a board what the organisation is capable of delivering. Boards will need greater visibility into workforce composition, including where AI is assisting people, where it is augmenting individual capacity, and where it is independently executing defined workflows.
The fundamental shift is simple – boards have
The fundamental shift is simple – boards have workforce plans for their people, in 2027 they will need workforce plans for their AI.
2027 will be the year businesses move from experimenting with AI agents to redesigning work around them
We have spent the last few years talking about generative AI. I think 2027 will be the year the conversation becomes much more operational. Businesses will move beyond asking, “Where can we use AI?” and start asking, “How should this work be redesigned now that AI can do part of it?”
The shift has already started
The shift has already started. Microsoft’s 2026 Work Trend Index found that the number of active agents in the Microsoft 365 ecosystem has grown 15x year-on-year, and 18x in large enterprises. More importantly, Microsoft’s research finds that the organisations getting the most value are redesigning workflows and deciding deliberately what humans and AI should each do, not simply giving employees AI tools. Among its most advanced AI users, Microsoft found that workflow redesign and multi-step agent use are already becoming established working practices.
Deloitte’s latest 2026 research points in the same direction. 74% of leaders surveyed expect nearly half of their business processes to be redesigned or rebuilt around AI agents within four years, while 61% expect most agents they use to be generally autonomous, with humans providing oversight. At the same time, only 5% of organisations say their business processes are currently highly prepared for AI agents. That gap identifies that the next evolution is going to be about redesigning the way work actually gets done, not simply buying another AI tool.
I do not think this will be a simple “AI replaces the employee” story. In many businesses, the first meaningful change will be that one person becomes responsible for supervising, validating and managing a much larger volume of work. Humans will increasingly provide judgement, accountability, context and exception handling, while AI handles more of the repetitive execution. Deloitte’s research supports this direction too: 75% of executives surveyed say collaboration between humans and AI agents creates more value than AI agent automation alone.
That means the competitive advantage won’t come
That means the competitive advantage won’t come from having access to the same AI models as everyone else, it will come from redesigning the workflow around what AI can now do. Businesses will need to define what should remain human, what should be AI assisted, what can be delegated to an agent, where human handoffs occur, and how output is evaluated and governed. Microsoft describes this as a broader organisational redesign problem: its 2026 research found that organisational factors such as culture, manager support and talent practices account for more than twice the reported AI impact of individual factors.
As we move forward we should no longer be simply asking “Can AI do this?”. An appropriate question is more: “What is the right combination of human judgement, AI capability and governance for this piece of work?”
I think that becomes the defining workforce question of 2027. The organisations that simply add AI to existing jobs will see incremental productivity gains. Organisations need to redesign the work itself and deliberately combine people, AI augmented roles and AI agents. These organisations will then be operating with a fundamentally different workforce model.
AI won’t replace global talent, but it will
AI won’t replace global talent, but it will fundamentally change what businesses expect from them
Over the next 12 months, I expect we’ll see a major shift in how businesses think about offshore and global talent. The conversation will move beyond simply accessing skilled people at a lower cost and more towards building AI integrated global teams that can deliver materially more output per person.
I don’t think this will be a simple “AI replaces global talent” story. In many roles, the more likely outcome is that one AI enabled person can take responsibility for a much larger volume of work. This changes the economics of global teams as well as the skill profile, expectations and career paths within them.
The next phase of offshore and global talent
The next phase of offshore and global talent will be about building the most capable combination of people and technology, not finding the cheapest capable person.
AI agents will become part of workforce planning, not just technology planning
For decades, workforce planning has essentially meant deciding how many people an organisation needs, what skills they require and where those people should sit. That model starts to become inadequate when part of the work can be performed by AI agents. I think 2027 will be the year businesses begin treating AI agents as part of workforce planning and organisational design, no longer simply as technology Investments.
The shift is already being recognised by major organisations studying the future of work. Deloitte’s 2026 research identifies workforce planning as one of four key priorities for organisations adopting agentic AI, alongside governance, strategy and trust. Its latest
Research on AI-enabled strategic workforce planning argues
research on AI-enabled strategic workforce planning argues that planning is shifting from traditional headcount models towards skills, tasks, roles and capacity, with scenario planning becoming more continuous rather than an annual exercise.
We will start to see a new layer of workforce planning: human roles, AI augmented roles and digital workers designed together as one operating model. The organisations that get ahead of this will redesign work around the combination of human judgement and machine execution, and allocate their workforce accordingly.
In 2027, workforce planning will be about how much capacity you need and the combination of people and AI required to deliver it, not just how many people you need.
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Image: Angela Vidler
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