There’s a persistent misconception in hiring right now: that AI is primarily a technology concern. That it matters for engineering teams and data scientists, but the rest of the organization can wait and see.

That was arguably true in 2023. It is not true in 2026.

Every function we recruit for — finance, operations, HR, marketing, legal, supply chain — is being reshaped by AI tools. Not in some hypothetical future sense. Right now, in the job descriptions we’re writing and the candidates we’re evaluating.

Here’s what’s actually happening.

1. Finance Teams Are Using AI Daily

The most forward-looking finance teams have moved well beyond spreadsheets. AI-powered forecasting tools, automated variance analysis, and natural language querying of financial data are becoming standard at mid-market and enterprise companies.

What this means for hiring: CFOs are looking for FP&A leaders who can work with these tools — not just tolerate them, but actively leverage them to produce faster, more accurate insights. The candidate who can build a financial model and also configure an AI assistant to automate routine reporting has a meaningful edge over the one who can only do the former.

2. HR and People Teams Are Quietly Transforming

Recruiting, onboarding, employee engagement surveys, benefits administration — AI is touching all of it. HR leaders who understand how to deploy AI tools responsibly (with an eye toward bias, privacy, and compliance) are increasingly valuable.

The risk here is real, though. AI in HR decisions raises legitimate concerns about fairness and transparency. The best HR leaders we’re placing right now are the ones who can articulate both the efficiency gains and the ethical guardrails. That combination is rare and in demand.

3. Marketing Has Moved Fastest

Marketing departments were early adopters, and it shows. Content generation, audience segmentation, campaign optimization, SEO strategy — AI is embedded in every layer. The consequence for hiring is that pure creative talent without AI fluency is becoming harder to place, while marketers who can combine creative judgment with AI-augmented execution are commanding premium compensation.

This doesn’t mean creativity is dead. It means the definition of a strong marketing hire has expanded. You need taste and judgment — and you need to know how to scale it with tools.

4. Operations and Supply Chain Are the Sleeper Story

Operations roles have always been data-heavy, but AI is turning them into prediction-heavy functions. Demand forecasting, inventory optimization, logistics routing, vendor risk assessment — these are all areas where AI models are outperforming traditional approaches.

For hiring managers in operations, the implication is clear: the next generation of ops leaders needs to be comfortable working alongside AI systems, interpreting their outputs, and knowing when to override them. That’s a fundamentally different skill set than managing spreadsheets and dashboards.

5. The Difference Between AI-Aware and AI-Fluent

This is the distinction that matters most in hiring right now. Almost everyone is AI-aware — they’ve read the articles, maybe tried ChatGPT, and understand it’s important. Far fewer are AI-fluent — meaning they’ve integrated AI tools into their actual workflow, can evaluate different models for different tasks, and can articulate specific outcomes they’ve achieved using AI.

When we screen candidates, we’re increasingly asking: “Walk me through how you’ve used AI in your last role.” The answers are revealing. Candidates who can describe specific use cases, quantify time saved or quality improved, and discuss limitations they encountered are the ones getting hired.

What Hiring Managers Should Do

Update your job descriptions. If a role will involve AI tools (and most will), say so explicitly. Vague references to “innovation” don’t cut it. Name the tools or categories of tools the person will use.

Adjust your interview process. Add a question about AI tool usage to every screen — not just technical roles. You’re not looking for expertise. You’re looking for engagement and curiosity.

Don’t penalize candidates who are honest about learning curves. The best hires aren’t the ones who claim to know everything about AI. They’re the ones who’ve started experimenting, learned from it, and can talk about what worked and what didn’t.

What Candidates Should Do

Get hands-on. Pick two or three AI tools relevant to your function and actually use them. Build something. Automate something. Then put it on your resume with a specific outcome attached.

Stop treating AI as a threat. The candidates who frame AI as a tool that makes them more effective — rather than a technology that might replace them — are the ones getting offers.

The shift is happening fast, and it’s happening everywhere. The organizations and individuals who engage with it directly will be the ones who come out ahead.

---

Scherer Talent is a boutique recruiting firm based in Austin, TX. We specialize in digital transformation, technology, and leadership roles. Schedule a call to discuss your search.