Künstliche Intelligenz: So verschaffen sich Führungskräfte im mittleren Management einen Wettbewerbsvorteil
Je höher der Posten, desto größer die Erwartung an KI-Kompetenz. Ein Top-Headhunter verrät exklusiv, mit welchen Fragen er sie prüft – und wann er Bewerber sofort aussortiert.
Düsseldorf - In the face of a struggling economy and the growing influence of artificial intelligence (AI), not only are companies employing fewer staff members, but they are also eliminating positions. The impact is no longer limited to administrative workers; even executives are now susceptible to the effects of AI. According to the Federal Agency for Labor, the number of unemployed executives increased by 14.3 percent in 2025 compared to the previous year.
This is because AI can already handle certain aspects of executive duties, such as resource planning, calculations, and cost control. The "Job-Futuromat" from the Institute for Labor Market and Occupational Research (IAB) estimated that up to 67 percent of executive tasks could be replaced by algorithms. The middle management is particularly at risk.
"To rise to the top, one must prove oneself even more than ever," emphasizes headhunter Bernhard Stieger, who provides exclusive insights to the Handelsblatt in answering a few specific questions. The challenge is to distinguish between candidates who can ascend the ranks and those who cannot.
Written by urgent.news from Handelsblatt's reporting — not their text. Machine-written — may contain errors; check the original before relying on it.
