Künstliche Intelligenz: Die Nvidia-Affäre: So umgehen Chinas Tech-Firmen das US-Embargo

Düsseldorf - In the face of a declining economy and the rise of artificial intelligence, companies are not only laying off fewer employees but also eliminating positions. Even top-level executives are not immune to the impact of AI. In 2025, there were 14.3% more unemployed managers compared to the previous year. AI can already handle parts of managerial tasks such as resource planning, calculations, and cost control.

The "Job-Futuromat" from the Institute for Labor Market and Vocational Research (IAB) estimates that 67% of the job profile of a manager could be replaced by algorithms. The middle management is particularly vulnerable. "You need to prove yourself more and more to move up," says headhunter Bernhard Stieger. He provides suitable candidates exclusively to Business Daily.

With just a few questions, he sets apart those who can advance to leadership positions and those who cannot. "Artificial intelligence does not only change processes and business models, it also changes the requirements for leadership," says Stieger from Spencer Stuart, a personnel consulting firm that recently filled a top position at Biontech.

Therefore, it is no longer enough in job interviews to ask about technological understanding or experience with individual AI applications. "True AI readiness is not determined by whether a manager knows the latest tools or is particularly skilled at 'prompting.' What matters is understanding how AI changes value creation, enables better decisions, and makes the organization future-ready."

Stieger and his team regularly use a questionnaire to check whether someone merely claims to have AI competence or actually does. "We seek personalities who rethink their business model, make better decisions, and take responsibility - especially where AI hits its limits," says Stieger. Evaluated by Martina van Hettinga, co-chief of personnel consultancy I-Potentials, the questionnaire correctly identifies a crucial leadership competency: judgment.

However, the questionnaire can only be part of a more comprehensive process, including interviews, case studies, references, and assessments. Van Hettinga advises applicants not to invest solely in AI knowledge. As AI takes on more tasks, the focus shifts to what has always defined leadership: deciding on a direction and convincing others to follow.

Stieger also notes that the most convincing leaders do not boast about technical expertise, but strategic judgment, learning agility, and the ability to responsibly translate technology into leadership and business.