Visszaveszik az elbocsátott dolgozókat az AI-ban csalódott cégek

Companies that had made staff redundancies in order to implement artificial intelligence have begun to rehire employees or fill the positions that had been made redundant. This is due to the limitations of AI when it comes to performing tasks that require experience, critical thinking and human interaction. According to a report by the Associated Press on 29 October, this phenomenon has already been dubbed the «AI boomerang». According to recruitment firm Robert Half, 32% of the American hiring managers surveyed, who had cut roles following the introduction of AI, subsequently reinstated the same or similar positions. Businesses are increasingly finding that automation does not deliver the expected level of performance. Artificial intelligence It can process information and carry out repetitive tasks, but requires human supervision in complex situations. According to the recruitment firm Robert Half, employers in the financial, legal, marketing and healthcare sectors have already begun to fill vacancies following redundancies linked to artificial intelligence. Among the reasons for rehiring, the company cites the AI’s lack of the necessary understanding of internal business processes, the complexity of working with clients, and a greater-than-expected need to verify the results of automation. Professor of Management at Georgetown University Brooks Holtom explains that companies often fail to analyse their work processes thoroughly enough before automating them. As a result, management underestimates the tasks carried out by staff, even if these are not specified in their job descriptions. One example is the Swedish fintech company Klarna. After actively rolling out chatbots for customer service, it resumed hiring staff for its support team in 2025. The company’s Chief Executive Officer Sebastian Semyatkovsky admitted in an interview with Bloomberg that the drive to cut costs through artificial intelligence had gone too far. The company decided to ensure that customers could speak to a live operator. Another example is the American car manufacturer Ford. In June 2026, the company announced that it had recruited or promoted 350 experienced engineers after AI tools for quality control had failed to meet expectations. That said, Ford has not abandoned technologies. Representatives of the car manufacturer emphasised that the best results are achieved by combining automation with the professional expertise of engineers. Analysts draw attention to what is known as employees’ ‘invisible work’ — tasks that are not always taken into account when assessing staff performance. This involves supporting colleagues, dealing with unusual situations, organising impromptu meetings, building trust within the team and understanding clients’ emotions. Forrester analyst Betsy Summers explains that companies do not always realise the full extent of the work required for a team to function properly. As a result, staff cuts can lead to problems that management had not anticipated. This is particularly evident in customer support, where chatbots are able to answer standard queries, but complex enquiries often have to be passed on to a human. A return to previously abolished posts is changing employees’ bargaining power. According to the AP, some specialists who are being invited back by their employers are demanding pay rises, further training and clarification regarding possible future redundancies. Experts also advise discussing job security, the terms of the contract and career progression opportunities. At the same time, it can be difficult to regain trust in an employer after being made redundant. Despite the emergence of the «AI boomerang», there is as yet no basis for talking about a mass return of all made-redundant workers. The exact scale of the phenomenon remains unknown, and companies continue to invest in automation. However, employers’ experience suggests that, in many professions, artificial intelligence currently complemen