AI Workforce Impact Assessment
Only 19% of CHROs have built expected AI effects into enterprise-wide workforce and financial planning, and forecasting AI's effect on the workforce is their top barrier. The Conference Board, Q3 2026
See what AI changes in every role and for every person, task by task.
JobRoute shows HR and finance leaders, role by role, which tasks AI already does in their company, which tools fit that work, and which people to redeploy, retrain or retain, using public labor data anyone can check.
Start with 10 job titles and no employee data. The full assessment covers every role and every person.
What you send
A roster export from any HRIS, as CSV or Excel. No integration project.
| Field | Needed? |
|---|---|
| Job title | Yes |
| Department | Yes |
| Location | Yes |
| An ID for each row | Yes. Any code you generate works. It is replaced with a keyed one-way hash before anything is stored. |
| Tenure, seniority band, manager ID | Optional |
| Job descriptions for roles you want compared with the market | Optional |
Names, emails and salaries are not needed, and the roster has no field for them. Read how we handle your data.
What you get
- Exposure for every role and every person
- An AI Ready Score from 0 to 100, where higher means more AI-ready, and the task exposure behind it.
- The tasks AI already does in each role
- The assessment names the AI tools built for each kind of task in those roles.
- Job description versus market
- How your description of each role compares with the tasks the role performs nationally.
- The AI model tier each role needs
- Efficient, standard or frontier, with an estimate of AI seat cost at that tier.
- Cohorts of people with the same exposure pattern
- Each with a recommended action: redeploy, retrain or retain.
- A board pack, and a 60-minute board-prep session
- The pack cites the source of every number. A founder runs the session with you.
About two weeks from roster receipt
- Day 1
Kickoff call with a founder. You send the roster.
- Week 1
Every job title is matched to an O*NET occupation. Low-confidence matches are flagged, and you confirm or correct them with us.
- Week 2
Every role and person is scored, cohorts are formed and the board pack is drafted. We walk you through it, then run the 60-minute board-prep session.
The board pack you take upstairs
Every figure carries its source. The business case labels each input as an assumption and names the dated public benchmark behind it, so your CFO can check each one.
Fewer than half of boards have reviewed how AI and the related workforce changes affect their talent strategy. The board pack gives yours that review.
NACD 2026 Public Company Board Practices and Oversight Survey, human capital oversight, July 2026.
- Workforce snapshot
- Cohort mix across the workforce
- Cohorts most affected, with recommended actions
- Early-career pipeline gap
- Reskilling business case
- Methodology and sources
Cohorts: who to redeploy, retrain or retain
People are grouped by the shape of their exposure: how much of their work AI already does, how durable their skills are, and how many nearby roles they could move into. Each cohort gets an urgency level and a recommended action.
- Redeploy
- Much of the role's work is AI-doable, and close roles exist that use the same skills.
- Retrain
- The role is changing, and the people in it can grow into its new shape.
- Retain
- The work holds up, and losing these people would cost the most.
Cohorts describe roles and patterns. They are not performance ratings, and the decision always stays with you.
The CFO view
Your CFO's question is where the AI spend goes and what it buys. The assessment answers it role by role.
- Model tier by role
- Which class of AI model each role's tasks need, so you are not paying for the top tier where an efficient model does the work.
- AI seat cost estimate
- Cost at the recommended tier compared with giving everyone the top tier, from public list prices and labeled as an estimate.
- Reskilling business case
- The cost of retraining a cohort compared with replacing it, built on public benchmarks. Replacing one employee is commonly estimated at one-half to two times annual salary (Gallup, cited in our white paper).
We do not promise savings figures. Every figure in the CFO view is an estimate with its inputs shown.
Across the US workforce, 64% of workers are in occupations where a standard-tier model or lower covers at least 80% of the work AI can address.
Why trust the numbers
- Every number has a source you can check
- O*NET 30.3, BLS Occupational Employment and Wage Statistics (May 2025) and the Anthropic Economic Index (June 2026 release). The method is published and version-locked. Read the methodology.
- Our national index is public
- JobRoute publishes AI readiness for all 50 states, the District of Columbia and the nation. The United States scores 61 out of 100. See every state.
- The occupation data is open
- Task-level scores for 1,016 occupations, free to download under CC BY 4.0. Get the data.
Founders who have done this work
Built by the founders of QueryNow, who have delivered enterprise AI work since 2014 for companies including Bayer, Takeda, Adidas, Rockwell Automation, Burckhardt Compression and Tillotts Pharma. Those companies are QueryNow clients, not JobRoute customers. JobRoute is a new company, and a founder leads every engagement.
Founding customers
JobRoute is taking on a small number of founding customers. Each gets founder-led delivery, direct input on the product roadmap and a fixed fee. In return we ask for candid feedback and, only if you agree, a reference call or a short case study.
How pricing works
The 10-role sample is free. The full assessment is one fixed fee, agreed in writing before we start and based on your headcount band. If you continue, an annual subscription keeps the scores current with each data release. Ask for a quote and you will have it in writing within one business day.
Best for, and not for
Questions about the assessment
What is an AI workforce impact assessment?
It is a role-by-role and person-by-person analysis of which tasks AI already does in your company and what to do about it. JobRoute scores every role and employee from public labor data, groups people into cohorts to redeploy, retrain or retain, and delivers a board pack that cites every number.
What data do you need from us?
A roster export with job title, department and location for each person, plus an ID for each row that can be any code you generate. Names, emails and salaries are not needed. Tenure, seniority band, manager IDs and job descriptions are optional.
How long does it take?
About two weeks from the day we receive your roster, ending with a 60-minute board-prep session with a founder.
How much does an AI workforce impact assessment cost?
The full assessment is one fixed fee, agreed in writing before we start and based on your headcount band. The 10-role sample is free, and an optional annual subscription keeps scores current. Ask for a quote and you will have it in writing within one business day. See how pricing works.
We already have Workday. Why would we need this?
Your HRIS holds your people records, and JobRoute reads a simple export from it. What we add is outside evidence: which tasks in each role AI already does, which tools fit that work, and how your job descriptions compare with the market. If you are also testing your HCM vendor's own AI job analysis, JobRoute gives your board an independent view that cites its public sources, at a fixed fee and with no integration project.
How accurate is it?
Scores are a directional read at the task level, not a prediction about any one person. Every input comes from a named public source, the formula is published, and the methodology page lists the known limits. The fastest way to judge it is the free sample: pick 10 roles you know well and check our answers.
Will this be used to justify layoffs?
JobRoute measures how work is changing, role by role, and recommends redeploy, retrain or retain for each cohort. The decision is always yours, and the board pack records the evidence behind it.
Is our employee data safe?
Employee IDs are replaced with a keyed one-way hash before storage, the roster has no field for names or emails, and data is encrypted in transit and at rest on Microsoft Azure in the United States. We do not train AI models on customer data. A data processing agreement is available before you sign. Read how we handle your data.
What happens after the assessment?
The board pack is yours to keep. If you want the scores to stay current as O*NET, BLS and the Anthropic Economic Index publish new releases, an optional annual subscription re-scores your workforce with each release.
Start with 10 roles you know well.
Send us up to 10 job titles. Within two business days you will have a PDF in board-pack format and a 30-minute walkthrough with a founder.
A founder replies within one business day.