UK dataswitch to US
Careers advisers and vocational guidance specialists
advising on careers education programmes, developing students' awareness of entrepreneurship and the possibilities of setting up a business and providing career information to individuals for educational or vocational planning. If that's your week, this page is about your job.
The honest answer
AI is already taking a real slice of the routine work here: coding, analysing and interpreting data for higher education leaver surveys. That is a slice of tasks, not of you.
That slice is not coming back; the core of the job, conducting group support sessions for collective guidance, stays yours. The tools change, the responsibility doesn't.
Your week, as this page understands it
Careers advisers and vocational guidance specialists give advice on careers or occupations, training courses and related matters, direct school leavers and other job seekers into employment and assess their progress. The job title says “careers advisers” or “vocational guidance specialists”: officially one job, two names. The real job is the part underneath: conducting group support sessions for collective guidance. That is the thing someone has to be right about.
The exposed part of this job is specific, and we won’t pretend it is coming back. But careers advisers and vocational guidance specialists is not one task. It is 50 scored ones, and they are nowhere near equally exposed. The most durable of them, on this evidence, is conducting group support sessions for collective guidance, and the ledger below shows exactly why.
Where the work sits, by task weight
- shifting to AI
- 25%
- changing shape
- 34%
- staying human
- 42%
These bars are tasks changing hands, not people being counted out. The ledger below shows which.
Whole-job exposure score 48 out of 100 (42–54 allowing for uncertainty): partial exposure, across 50 scored tasks. The number is the support for the sentence above it, not a headline about anyone’s future.
How we know this
What is measured: Every published task statement for careers advisers and vocational guidance specialists is rated on five dimensions: can a model produce the output, does the work need a body in a room, does it need a legally accountable person, does it depend on a person being trusted in the moment, and how much data exists. A published formula turns those five ratings into the score; the model never writes the number.
How the bar is built: Each task’s share of the bar is its published importance weight, so a task you do all day counts for more than one you do twice a year.
Release: 2026-q4.1, scores computed 2026-08-04. Read the full method.
Your job, task by task
These are the official task statements for this occupation, in plain English, sorted by what the evidence says is happening to each one. The official wording sits under every line so you can check the rewrite against it.
- 17 of this occupation's scored task statements carry a score that was measured under a different occupation's context, because the statement is shared between jobs and has only been scored once so far. Each one names the occupation it was measured under in the free routes below; none is presented as a measurement for this job.
- Task clusters are not derived in this release, so the task-cluster field is empty and no Collab365 Space routing is attached to this occupation yet.
Shifting to AI
13 tasksTasks today’s tools can already do most of. This is the part we will not soften: where these rows are the bulk of your week, the week changes.
Advising students on CVs, covering letters and interviews
This is reading one thing and writing another: students in, a record out. That is the shape today's tools are built for.
importance 85 · 3572/01Source: “Advise students on CVs, covering letters, and interviews.” (UK task statement)
How this row was scored
Exposure score: 70 out of 100 (66–74 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: There is a huge amount of published guidance on CVs and interviews, and software gives good feedback on both.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 4/4.
Identifying skills gaps
This is reading one thing and writing another: skills gaps in, a record out. That is the shape today's tools are built for.
importance 80 · 3572/01Source: “Identify skills gaps.” (UK task statement)
How this row was scored
Exposure score: 79 out of 100 (72–86 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Comparing what someone can do against what a role needs is a straightforward analysis software does well.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Promoting informed engagement with career development services
This is reading one thing and writing another: informed engagement in, a record out. That is the shape today's tools are built for.
importance 80 · 3572/01Source: “Promote informed engagement with career development services.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (57–71 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Promotional material and outreach content is straightforward to draft, with only light contact with the audience.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Coding, analysing and interpreting data for higher education leaver surveys
This is reading one thing and writing another: data in, a record out. That is the shape today's tools are built for.
importance 75 · 3572/01Source: “Code, analyse and interpret data for higher education leaver surveys.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Coding and analysing survey answers is structured data work that software does quickly and consistently.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Changing shape
17 tasksTasks where the machine takes the producing and a person keeps the checking, the deciding, or the answering-for-it. For most jobs this is the biggest group, and it is where "transformation, not termination" is literally visible.
Advising on careers education programmes
The software now makes the first pass at careers education programmes, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 90 · 3572/01Source: “Advise on careers education programmes.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Careers programmes are well documented, so software can draft strong advice, though schools want a person to discuss it.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Advising on developing skills required by employers
The software now makes the first pass at developing skills, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 85 · 3572/01Source: “Advise on developing skills required by employers.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Employer skill demands are widely published, so software can set out what to develop, with a person adding local knowledge.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Conducting mock interviews and reviewing application forms
The software now makes the first pass at mock interviews, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 85 · 3572/01Source: “Conduct mock interviews and review application forms.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Software can run realistic practice interviews and mark application forms, though many people prefer a real interviewer.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Staying human
20 tasksTasks that stay with a person, because they happen in the physical world, because the rules need someone accountable, or because the value is that a specific person does them.
Advising students on academic and career choices
The value here is that a specific person handles students and stands behind it. That is earned, not computed.
importance 90 · 3572/01Source: “Advise students on academic and career choices.” (UK task statement)
How this row was scored
Exposure score: 32 out of 100 (28–36 allowing for uncertainty): low exposure, high confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Good advice on choices rests on knowing the pupil and being someone they trust.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
Assisting clients in developing their career management skills
The value here is that a specific person handles clients and stands behind it. That is earned, not computed.
importance 85 · 3572/01Source: “Assist clients in developing their career management skills.” (UK task statement)
How this row was scored
Exposure score: 28 out of 100 (24–32 allowing for uncertainty): low exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Helping someone build career skills works through a trusting relationship built over several conversations.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Interviewing clients to identify barriers to employment and discuss career goals
The value here is that a specific person handles clients and stands behind it. That is earned, not computed.
importance 85 · 3572/01Source: “Interview clients to identify barriers to employment and discuss career goals.” (UK task statement)
How this row was scored
Exposure score: 28 out of 100 (21–35 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: People tend to open up about what is really holding them back only to someone they have come to trust.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Show the other 40 tasks
Producing information on local opportunities or in a specific employment sector
shifting to AIThis is reading one thing and writing another: information in, a record out. That is the shape today's tools are built for.
importance 75 · 3572/01Source: “Produce information on local opportunities or in a specific employment sector.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (86–100 allowing for uncertainty): very high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Writing up sector and vacancy information from existing data is straightforward drafting work for software.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Researching, assessing and organising careers-related and service delivery information
shifting to AIThis is reading one thing and writing another: careers-related in, a record out. That is the shape today's tools are built for.
importance 75 · 3572/01Source: “Research, assess, and organise careers-related and service delivery information.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (86–100 allowing for uncertainty): very high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Finding, checking and organising written information is one of the things current AI does most reliably.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Referring selected candidates to hiring staff
shifting to AIThis is reading one thing and writing another: selected candidates in, a record out. That is the shape today's tools are built for.
importance 50 · 3572/02Source: “Refer selected candidates to hiring staff.” (UK task statement)
How this row was scored
Exposure score: 93 out of 100 (89–97 allowing for uncertainty): very high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Passing shortlisted candidates to hiring managers is straightforward administration systems already handle.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Developing online career learning resources for career guidance and IT training
shifting to AIThis is reading one thing and writing another: online career learning resources in, a record out. That is the shape today's tools are built for.
importance 75 · 3572/01Source: “Develop online career learning resources for career guidance and IT training.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (76–90 allowing for uncertainty): very high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: There is abundant published careers material, so software can produce most of an online resource for review.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Developing web-based materials
shifting to AIThis is reading one thing and writing another: web-based materials in, a record out. That is the shape today's tools are built for.
importance 75 · 3572/01Source: “Develop web-based materials for use by students, graduates, employers, and academics.” (UK task statement)
How this row was scored
Exposure score: 83 out of 100 (76–90 allowing for uncertainty): very high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Producing web pages and guides from published careers information is something software does quickly and well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 4/4.
Gathering information about recruitment procedures and policies from employers and professional bodies
shifting to AIThis is reading one thing and writing another: information in, a record out. That is the shape today's tools are built for.
importance 75 · 3572/01Source: “Gather information about recruitment procedures and policies from employers and professional bodies.” (UK task statement)
How this row was scored
Exposure score: 79 out of 100 (72–86 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Gathering published recruitment procedures and policies is exactly the sort of research software does quickly.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Contacting job applicants to inform them of the status of their applications
shifting to AIThis is reading one thing and writing another: job applicants in, a record out. That is the shape today's tools are built for.
importance 55 · 3572/02Source: “Contact job applicants to inform them of the status of their applications.” (UK task statement)
How this row was scored
Exposure score: 79 out of 100 (75–83 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Status updates to applicants are standard correspondence that recruitment systems send automatically.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Evaluating the effectiveness of career-related learning activities
shifting to AIThis is reading one thing and writing another: the effectiveness of career-related learning activities in, a record out. That is the shape today's tools are built for.
importance 75 · 3572/01Source: “Evaluate the effectiveness of career-related learning activities.” (UK task statement)
How this row was scored
Exposure score: 75 out of 100 (71–79 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Evaluating whether learning activities worked is desk analysis of feedback and outcome data already held.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Referring clients to other services
shifting to AIThis is reading one thing and writing another: clients in, a record out. That is the shape today's tools are built for.
importance 70 · 3572/01Source: “Refer clients to other services.” (UK task statement)
How this row was scored
Exposure score: 64 out of 100 (60–68 allowing for uncertainty): high exposure, high confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Pointing someone to the right service is directory matching that software does well, since this is signposting rather than a clinical referral.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Exploring how skills, abilities and interests relate to potential careers
changing shapeThe software now makes the first pass at how skills, abilities and interests relate, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 80 · 3572/01Source: “Explore how skills, abilities and interests relate to potential careers.” (UK task statement)
How this row was scored
Exposure score: 58 out of 100 (51–65 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Career matching draws on a huge amount of published information, so software can map skills to jobs well.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 4/4.
Selecting qualified job applicants for positions to facilitate successful work placements
changing shapeThe software now makes the first pass at qualified job applicants, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 55 · 3572/02Source: “Select qualified job applicants for positions to facilitate successful work placements.” (UK task statement)
How this row was scored
Exposure score: 56 out of 100 (49–63 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Sifting applications against set criteria suits software well, though a person signs off the choice.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Providing career advice and guidance over the phone
changing shapeThe software now makes the first pass at career advice, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 85 · 3572/01Source: “Provide career advice and guidance over the phone.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Careers information is well documented, so much phone advice could come from software, though callers value a person.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Referring qualified counselees to employment services for job placement
changing shapeThe software now makes the first pass at qualified counselees, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 85 · 3572/01Source: “Refer qualified counselees to employment services for job placement.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Matching someone to the right service is largely a documented, rule-based job.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Developing students' awareness of entrepreneurship and the possibilities of setting up a business
changing shapeThe software now makes the first pass at students' awareness of entrepreneurship, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 80 · 3572/01Source: “Develop students' awareness of entrepreneurship and the possibilities of setting up a business.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Enterprise material is widely published, so software can prepare it, though encouraging students works better in person.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Providing career information to individuals for educational or vocational planning
changing shapeThe software now makes the first pass at career information, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 80 · 3572/01Source: “Provide career information to individuals for educational or vocational planning.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Careers information is well documented, though people often want to talk it through.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Providing online career advice and guidance
changing shapeThe software now makes the first pass at online career advice, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 80 · 3572/01Source: “Provide online career advice and guidance.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Online guidance is the closest thing to what software already does, though many users still want a named adviser.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Briefing the candidate about the responsibilities
changing shapeThe software now makes the first pass at the candidate, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 50 · 3572/02Source: “Brief the candidate about the responsibilities, salary and benefits of the job.” (UK task statement)
How this row was scored
Exposure score: 53 out of 100 (46–60 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: The details are easy to set out, but candidates weigh an offer through conversation.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Administering ability or personality tests to assess individuals' traits
changing shapeThe software now makes the first pass at ability, but someone has to be answerable for the result, and it cannot be the software. So the job becomes checking and deciding rather than producing.
importance 85 · 3572/01Source: “Administer ability or personality tests to assess individuals' traits.” (UK task statement)
How this row was scored
Exposure score: 48 out of 100 (41–55 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; someone qualified has to answer for it.
The rating behind it: These tests are already delivered and scored online, though a qualified test user is expected to oversee and interpret the results.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 2/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Planning orientation programmes and group conferences to promote the adjustment of individuals to new life experiences
changing shapeThe software now makes the first pass at orientation programmes, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 70 · 3572/01Source: “Plan orientation programmes and group conferences to promote the adjustment of individuals to new life experiences, such as starting university.” (UK task statement)
How this row was scored
Exposure score: 48 out of 100 (41–55 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; mistakes that are cheap to catch.
The rating behind it: Planning an orientation programme is organising and writing work that software supports well.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Drawing up action plans for employment and supporting clients to achieve these goals
changing shapeThe software now makes the first pass at action plans, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 85 · 3572/01Source: “Draw up action plans for employment and support clients to achieve these goals.” (UK task statement)
How this row was scored
Exposure score: 41 out of 100 (34–48 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: The plan itself is easy to draft, but sticking to it usually depends on someone keeping in touch with you.
The five ratings: output a model can produce 3/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
Collaborating with careers services for student employment guidance
changing shapeThe software now makes the first pass at careers services, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 80 · 3572/01Source: “Collaborate with careers services for student employment guidance.” (UK task statement)
How this row was scored
Exposure score: 40 out of 100 (33–47 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Coordinating with other services is mostly correspondence, though it works through relationships between colleagues.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Recruiting new employees to facilitate successful work placements
changing shapeThe software now makes the first pass at new employees, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 60 · 3572/02Source: “Recruit new employees to facilitate successful work placements.” (UK task statement)
How this row was scored
Exposure score: 40 out of 100 (33–47 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Shortlisting can be automated, but recruiting for placements depends on employers and candidates trusting the adviser.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Interviewing job applicants to obtain information on work history
changing shapeThe software now makes the first pass at job applicants, but the part that matters is a person saying it and standing behind it. So the job becomes checking and deciding rather than producing.
importance 50 · 3572/02Source: “Interview job applicants to obtain information on work history, training, education, or job skills.” (UK task statement)
How this row was scored
Exposure score: 40 out of 100 (33–47 allowing for uncertainty): partial exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Automated screening interviews already collect this kind of history, though a person usually handles anything that needs following up.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Delivering careers-related presentations
staying humanThe value here is that a specific person handles careers-related presentations and stands behind it. That is earned, not computed.
importance 80 · 3572/01Source: “Deliver careers-related presentations.” (UK task statement)
How this row was scored
Exposure score: 39 out of 100 (32–46 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Slides and content are quick to draft, but standing in front of a room of students is a person's job.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Organising employer-recruitment visits for potential hires
staying humanThe value here is that a specific person handles employer-recruitment visits and stands behind it. That is earned, not computed.
importance 80 · 3572/01Source: “Organise employer-recruitment visits for potential hires.” (UK task statement)
How this row was scored
Exposure score: 39 out of 100 (32–46 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Arranging employer visits is scheduling and correspondence that software can mostly handle.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Organising workshops with employers as external speakers
staying humanThe value here is that a specific person handles workshops and stands behind it. That is earned, not computed.
importance 80 · 3572/01Source: “Organise workshops with employers as external speakers.” (UK task statement)
How this row was scored
Exposure score: 39 out of 100 (32–46 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Organising a workshop is largely invitations, scheduling and logistics, which software drafts easily.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Consulting with academic departments on careers
staying humanThe value here is that a specific person handles academic departments and stands behind it. That is earned, not computed.
importance 75 · 3572/01Source: “Consult with academic departments on careers, employability, and labour market trends.” (UK task statement)
How this row was scored
Exposure score: 39 out of 100 (32–46 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Labour market briefings are easy to compile, but academic departments act on them through conversations.
The five ratings: output a model can produce 3/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Administering psychological tests to individuals
staying humanThe rules require a named, qualified person to answer for psychological tests, and that person cannot be a piece of software.
importance 80 · 3572/01Source: “Administer psychological tests to individuals.” (UK task statement)
How this row was scored
Exposure score: 37 out of 100 (30–44 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; someone qualified has to answer for it.
The rating behind it: Tests can be delivered and scored automatically, but interpreting what the results mean for someone requires a properly qualified person.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 2/4 · needs to be trusted in the moment 1/4 · how much data exists 3/4.
Engaging in learning activities and reflect on own learning and practice for continual professional development
staying humanThe ratings behind this row put learning activities well outside what today's tools can do on their own.
importance 75 · 3572/01Source: “Engage in learning activities and reflect on own learning and practice for continual professional development.” (UK task statement)
How this row was scored
Exposure score: 33 out of 100 (26–40 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the five ratings behind the score, with no single dominant reason.
The rating behind it: Learning from your own practice is personal; software can suggest reading but cannot do the reflecting.
The five ratings: output a model can produce 1/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 0/4 · how much data exists 2/4.
Advising students with adjustment or academic problems
staying humanThe value here is that a specific person handles students and stands behind it. That is earned, not computed.
importance 80 · 3572/01Source: “Advise students with adjustment or academic problems.” (UK task statement)
How this row was scored
Exposure score: 28 out of 100 (24–32 allowing for uncertainty): low exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Helping a struggling pupil turns on a trusted relationship built up face to face over time.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Assisting clients in identifying choices and outlining possible ways forward
staying humanThe value here is that a specific person handles clients and stands behind it. That is earned, not computed.
importance 80 · 3572/01Source: “Assist clients in identifying choices and outlining possible ways forward.” (UK task statement)
How this row was scored
Exposure score: 28 out of 100 (24–32 allowing for uncertainty): low exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Options and routes can be listed automatically, but helping someone decide what fits them comes out of a conversation they trust.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Enabling clients to assess their strengths
staying humanThe value here is that a specific person handles clients and stands behind it. That is earned, not computed.
importance 80 · 3572/01Source: “Enable clients to assess their strengths, values, beliefs, situation and preferences, and to connect them to the requirements and rewards of opportunities within the education system and the labour market, inclusive of training, voluntary work and self-employment.” (UK task statement)
How this row was scored
Exposure score: 28 out of 100 (24–32 allowing for uncertainty): low exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Drawing out someone's values and situation depends on a personal conversation, though the labour market side is well documented.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Advising on assistive devices for disabled students to support career and educational planning
staying humanThe value here is that a specific person handles assistive devices and stands behind it. That is earned, not computed.
importance 75 · 3572/01Source: “Advise on assistive devices for disabled students to support career and educational planning.” (UK task statement)
How this row was scored
Exposure score: 26 out of 100 (19–33 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; the value is that a specific person does it.
The rating behind it: Information on available equipment is well documented, but matching it to a particular student usually means meeting them and understanding their day.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 1/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Establishing peer-counselling programmes to facilitate career development
staying humanThe value here is that a specific person handles programmes and stands behind it. That is earned, not computed.
importance 70 · 3572/01Source: “Establish peer-counselling programmes to facilitate career development.” (UK task statement)
How this row was scored
Exposure score: 26 out of 100 (19–33 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: The scheme design can be drafted, but peer support only works if real people take part and keep it going.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 2/4.
Providing guidance on maintaining mental health through personalised strategies
staying humanThe value here is that a specific person handles guidance and stands behind it. That is earned, not computed.
importance 75 · 3572/01Source: “Provide guidance on maintaining mental health through personalised strategies.” (UK task statement)
How this row was scored
Exposure score: 24 out of 100 (17–31 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: General wellbeing advice is widely published, but talking someone through their own situation depends on trust, and clinical needs get referred on.
The five ratings: output a model can produce 2/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Working with employers, schools, universities and training providers
staying humanThe value here is that a specific person handles employers, schools, universities and training providers and stands behind it. That is earned, not computed.
importance 85 · 3572/01Source: “Work with employers, schools, universities and training providers.” (UK task statement)
How this row was scored
Exposure score: 21 out of 100 (14–28 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Building working relationships with employers and schools depends on people knowing and trusting each other.
The five ratings: output a model can produce 2/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Organising local job fairs
staying humanThis work happens in the physical world: local job fairs, in a real place. Software cannot follow it there.
importance 75 · 3572/01Source: “Organise local job fairs.” (UK task statement)
How this row was scored
Exposure score: 20 out of 100 (13–27 allowing for uncertainty): low exposure, medium confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Planning can be drafted automatically, but a job fair needs people setting up and running a venue.
The five ratings: output a model can produce 2/4 · needs a body in a room 2/4 · needs an accountable person 0/4 · needs to be trusted in the moment 2/4 · how much data exists 3/4.
Conducting and evaluating structured career development interactions with clients using appropriate counselling
staying humanThe value here is that a specific person handles structured career development interactions and stands behind it. That is earned, not computed.
importance 85 · 3572/01Source: “Conduct and evaluate structured career development interactions with clients using appropriate counselling, guidance, and coaching.” (UK task statement)
How this row was scored
Exposure score: 18 out of 100 (14–22 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: The task is the guidance conversation itself, which depends on live rapport with that particular client.
The five ratings: output a model can produce 1/4 · needs a body in a room 0/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Conducting group support sessions for collective guidance
staying humanThis work happens in the physical world: group support sessions, in a real place. Software cannot follow it there.
importance 80 · 3572/01Source: “Conduct group support sessions for collective guidance.” (UK task statement)
How this row was scored
Exposure score: 4 out of 100 (0–11 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Running a group depends on presence and on people responding to the person leading it.
The five ratings: output a model can produce 1/4 · needs a body in a room 3/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 2/4.
Teaching classes on subjects related to education and career planning
staying humanThis work happens in the physical world: classes, in a real place. Software cannot follow it there.
importance 70 · 3572/01Source: “Teach classes on subjects related to education and career planning.” (UK task statement)
How this row was scored
Exposure score: 0 out of 100 (0–4 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: the same decision, made over and over; work that happens in the physical world; the value is that a specific person does it.
The rating behind it: Teaching a class means standing in front of pupils and responding to them.
The five ratings: output a model can produce 2/4 · needs a body in a room 4/4 · needs an accountable person 0/4 · needs to be trusted in the moment 3/4 · how much data exists 3/4.
What this job pays, and how many people do it
- Median pay
- £32,400a year, before tax, the middle of the range, so half earn more and half earn less.ashe-t14, 2025 · ASHE 2025 provisional (reference April 2025)Provisional, because the ONS revises this figure in the autumn.
How we know this
Source: ashe-t14
Reference period: ASHE 2025 provisional (reference April 2025)
Rounding: Shown to the nearest £100. The exact published figure is in the downloadable dataset. We do not render pounds the survey cannot support.
- People doing this job
- 33,700in the UK, 2026.nomis-aps · Apr 2025-Mar 2026 (latest APS 12-month period)This headcount comes from a survey, not a census, so treat it as a good estimate rather than an exact count.
What is deliberately not here: a forecast of how many of these jobs exist in ten years. Where an official projection exists for a market we publish it with its vintage; where it does not, we leave the space empty rather than borrow the other country’s number.
Why this is shifting
The reason is boringly specific. Most of what is shifting here is reading one thing and writing another: skills gaps in, a record out. The rows above are exactly that shape: coding, analysing and interpreting data for higher education leaver surveys and advising students on CVs, covering letters and interviews. What it cannot do is be there in the room, and that is still where group support sessions get done. Which is why this page talks about your tasks changing, not your job ending.
Your move
Over a pint: what I’d tell you if you were my friend
Your week is splitting in two, and which half fills it is the whole question. Coding, analysing and interpreting data for higher education leaver surveys is going; conducting group support sessions for collective guidance is not.
So, given all that: 25% of this job's task weight sits in rows the software is already learning, 34% in rows that change shape rather than disappear, and 42% in rows it is nowhere near. That is the position, measured across 50 scored tasks. It is not a forecast about you.
The occupation is an average and you are not, so the first job below is finding out where your own week actually sits.
This week: one thing
Print the task ledger above and put your own hours next to each row. Roughly, in pen, in one sitting. Then look at which group your hours actually pile up in. Twenty minutes, this week.
- What you end up holding
- your own week, on one page, sorted into what is shifting and what is not
- How long it takes
- about twenty minutes
If printing it isn’t practical: Read the rows off this page and write the same list on the back of an envelope. Same twenty minutes, same page, and it works just as well said out loud to someone who knows the job. The point is your hours next to the rows, not the paper it is on.
Over the next 90 days
Volunteer toward the durable end, visibly. Over the next ninety days put your hand up for the work in the bottom group (conducting group support sessions for collective guidance) and let people see you doing it. Not a new project: the same job, with your mix deliberately tilted. The point is that when the rota or the reorganisation comes, the version of you people picture is the one doing the part that stays.
Over the next 12 months
Claim a specialism at the durable end and let the other end go. Over a year, deliberately become the person who handles conducting group support sessions for collective guidance, and deliberately stop being the first choice for the rows in the top group. That trade costs something, because the exposed work is often the comfortable work. Decide it on purpose rather than by drift. Before you pay for anything, spend an hour with National Careers Service. It is free and government-funded, and it is listed below with the rest of the free routes.
The roads out of here, and why I am not sending you down them
I looked at the obvious moves out of this job, and here is what I found.
I checked the 12 nearest UK occupations to careers advisers and vocational guidance specialists (nearest by the work that AI is not taking, not by job title), and none of them survived. The closest was education advisers and school inspectors: only about 14% of its durable work is work you already do. Your own job splits about 25/75: that share of the list sits in the top exposure band and the rest does not. On this evidence the honest move is inside the job rather than out of it. Become the person who owns “advise on careers education programmes”, and let the exposed end go.
How that was checked: this job was compared against all 412 UK occupations in this release on their official task statements, and the 12 nearest were examined one by one. A move that turns on an industry, an employer or a qualification rather than on the work itself will not show up in a check like that. And this release carries no licence register, so anything you are weighing needs that looked up separately.
3 moves I checked and rejected
These are the obvious-looking jumps. They are here with their reasons rather than quietly dropped, because the ones that fail are worth knowing about. It is one less thing to turn over at night.
Education advisers and school inspectors
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “teach classes on subjects related to education and career planning”. Across the whole of both lists that adds up to about 14% of the work in that job the software is not taking.
Why I am not recommending it: You would be starting most of it from nothing: about 14% of the durable work in that job is work you do today, and the rest you would be learning while the bills carried on.
Public services associate professionals
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “conduct and evaluate structured career development interactions with clients using appropriate counselling, guidance, and coaching”. Across the whole of both lists that adds up to about 7% of the work in that job the software is not taking.
Why I am not recommending it: Almost none of it is work you already do: about 7% of the durable side of that job. That is a different job, not a next step.
Customer service occupations n.e.c.
Why it looked obvious: It came up as a near neighbour because one of your tasks is on their list in the same words: “plan orientation programmes and group conferences to promote the adjustment of individuals to new life experiences”. Across the whole of both lists that adds up to about 7% of the work in that job the software is not taking.
Why I am not recommending it: Almost none of it is work you already do: about 7% of the durable side of that job. That is a different job, not a next step. It is a pay cut, in those words: £27,848 against your £32,418, 14.1% less (ASHE Table 14.7a, 2025 provisional (both)). Retraining to earn less is a decision, not advice.
What I’d stop worrying about
A friend tells you what not to spend fear on. This is that list.
The headline number you read somewhere
The big “X% of jobs” figures are about the whole economy, not about you. The number that describes your job is on this page: 25% of its task weight, across 50 scored tasks. Every row behind it is printed above with the source. Check ours; ignore theirs.
The whole-job doom story
Nothing on this page says this job ends. It says the mix inside it moves. Half the rows above are unchanged or changing shape, and the plan is about which half your week sits in. That is a very different problem, and a solvable one.
Panic-buying a course
Do the twenty-minute sorting exercise first. Most people who buy a course before they have done it buy the wrong one, and the free services listed below will tell you the same thing without charging for it.
The “obvious” next job everyone suggests
I checked the obvious moves and most of them did not survive. The reasons are printed with the routes above, including the pay and the gate. A move that fails on the numbers is worth knowing about so you can stop turning it over at night.
You are reading the United Kingdom figures
The United States splits this work across more than one official group, of which Human Resources Specialists is the closest. The pay and employment figures are not directly comparable, and we do not average them together.
Switch to the United States page →partial match
The other groups this work is counted across:
In US official statistics this job is counted as Human Resources Specialists, Farm Labor Contractors, Labor Relations Specialists, Compensation, Benefits, and Job Analysis Specialists and Educational, Guidance, and Career Counselors and Advisors. Pay is shown separately for each of those groups (medians cannot be averaged together), while the task list and the scores on this page are for this group only.
Your route through this
Where to go next, and what it costs
Free, and complete
The moves above cost nothing. These are the real services that go with them: public, government-funded, and free at the point of use. Nothing on this page is behind an email address or a payment.
In England:
A free hour with a government-funded careers adviser is worth more than another evening of reading. In England that's the National Careers Service.
Free, government-funded
In England:
National Careers Service - Find a course
Search what's actually running near you before you spend anything.
Free to search; individual courses vary
In England:
Free courses for jobs (Level 3 qualifications)
A free Level 3 qualification you already qualify for beats a paid course you don't need.
Free for eligible adults
In England:
Free, up to 16 weeks, and you get a job interview at the end. In England these are Skills Bootcamps - search what's running near you.
Free for eligible adults in England
In Scotland:
My World of Work (Skills Development Scotland)
In Scotland it's My World of Work, from Skills Development Scotland.
Free, publicly funded
In Wales:
In Wales it's Careers Wales.
Free, Welsh Government-funded
In Northern Ireland:
Careers Service Northern Ireland
In Northern Ireland it's the Careers Service on nidirect.
Free, Department for the Economy-funded
No Space for this job, but one for what is happening to it
Nothing Collab365 runs is built for careers advisers / vocational guidance specialists, and we are not going to point you at the nearest one and call it a fit.
There is one that is not about a job title at all. The AI Authority is about being the person who directs these tools at work rather than the person they get compared to. That is worth saying here, because 25% of the work on this page is already inside what they can do.
7 days free, no card needed. Explore up to 2 Spaces before you choose a plan: you pick a plan later, not now.
The AI Authority is a general community about working with AI, not a course for careers advisers / vocational guidance specialists. You do not need it to act on anything here: the moves above cost nothing and stand on their own. The data on this page is the same either way.
Noted, and thank you. We’ll email you if a Space for careers advisers / vocational guidance specialists launches. Nothing else.
That did not look like an email address, so nothing was saved. Have another go below.
We could not save that. The fault is ours, not yours, and your address was not stored. Please try again later.
No deadline on any of this. The page will still be here, and the data is refreshed on a published schedule rather than when someone wants a headline.
Questions people ask about this job
- Will AI replace Careers advisers and vocational guidance specialists?
- Not as a job, but it is already doing parts of the work. Across the 50 official task statements scored for Careers advisers and vocational guidance specialists (United Kingdom, SOC 3572), 25% of the importance-weighted core work is made of tasks today's AI could already do most of. The overall exposure score is 48 out of 100 (range 42–54, band: partial). That is a statement about tasks, not about headcount: this measures what AI could do, not whether any employer adopts it, whether the law allows it, or whether doing the routine parts faster creates more demand for the human parts. Figures are from release 2026-q4.1.
- Which tasks in “Careers advisers and vocational guidance specialists” can AI already do?
- The highest-scoring tasks in release 2026-q4.1 are: “Code, analyse and interpret data for higher education leaver surveys” (93/100, very high); “Produce information on local opportunities or in a specific employment sector” (93/100, very high); “Research, assess, and organise careers-related and service delivery information” (93/100, very high). Each score comes from five published 0–4 ratings turned into a number by a published formula, and each carries the model's one-sentence reason on the page.
- Which tasks in “Careers advisers and vocational guidance specialists” stay human?
- About 42% of this job's task weight sits in work that scores low for AI exposure. The lowest-scoring tasks in release 2026-q4.1 are: “Teach classes on subjects related to education and career planning” (0/100, minimal); “Conduct group support sessions for collective guidance” (4/100, minimal); “Conduct and evaluate structured career development interactions with clients using appropriate counselling, guidance, and coaching” (18/100, minimal). Low scores usually mean the task needs a body in a room, a legally accountable human, or trust built in real time. Those are the three things the scoring rubric treats as gates rather than obstacles.
- What should someone working in “Careers advisers and vocational guidance specialists” do about AI?
- Start from the ledger rather than the headline: 25% of this job's weighted core work is exposed, and roughly 42% is not. The practical move is to spend more of your week on the tasks that score low, the ones above, and to get fluent at directing AI through the tasks that score high, because those are the parts that change whether or not you are ready for them. This page does not predict your job, and nothing here is career advice tailored to you: the score describes the occupation, not the person.
- How is the AI exposure score for Careers advisers and vocational guidance specialists calculated?
- Each official task statement for the occupation is rated on five published 0–4 dimensions (output replicability, physical embodiment, licensed accountability, real-time human trust, and data availability) by claude-opus-5 using scoring prompt task_scoring_v1.0. The model never writes the score; a published formula turns the five ratings into a 0–100 number, so every score can be recomputed by hand. The occupation figure is the importance-weighted mean across 50 scored tasks. The prompt, the rubric, the formula and the full dataset are published at https://futureproof.collab365.com/method and https://futureproof.collab365.com/data/2026-q4.1 under CC BY 4.0.
Where these numbers come from
About the data on this page
- Provisional, because the ONS revises this figure in the autumn.
- This headcount comes from a survey, not a census, so treat it as a good estimate rather than an exact count.
- The match between this job and its counterpart in the other country is partial, so the two pages count slightly different groups of people.
- 17 of this occupation's scored task statements carry a score that was measured under a different occupation's context, because the statement is shared between jobs and has only been scored once so far. Each one names the occupation it was measured under in the free routes below; none is presented as a measurement for this job.
- Task clusters are not derived in this release, so the task-cluster field is empty and no Collab365 Space routing is attached to this occupation yet.
- Task statements
- gaisi-indexProcessing: catalogue-bridge → ssc-relatedness-weighting → task-scoring → score-aggregation
- Task weights
- gaisi-index (relatedness)
- Scores
- Rubric task_scoring_v1.0, model claude-opus-5, computed 2026-08-05.
- Pay and employment
- ashe-t14 (ASHE 2025 provisional (reference April 2025))nomis-aps (Apr 2025-Mar 2026 (latest APS 12-month period))
Figures on this page come from release 2026-q4.1, published 2026-08-05. Every release keeps its own permanent address, so a figure you cite in March is still there, unchanged, in November.
The plain-English wording on this page is assembled directly from the task statements and the published ratings, not written by hand for this occupation. That is why it is specific, and it is also why we say so.
The routes and free resources further up are today’s, not the release’s (last reviewed 2026-08-05). A route is an offer, not a historical fact, so it moves on its own clock.
Using these figures?
Cite this
Everything on this site is published under CC BY 4.0. Quote it, chart it, sell something built on it. Just say where it came from, and cite the dated release rather than the site, so the figure you quote stays checkable.
Plain text
Collab365 (2026). Collab365 Futureproof: task-level AI exposure for US and UK occupations, release 2026-q4.1 (methodVersion 2.0.0, promptVersion task_scoring_v1.0). https://futureproof.collab365.com/data/2026-q4.1. Licensed CC BY 4.0. Built with O*NET data (USDOL/ETA, CC BY 4.0); ONS data (Open Government Licence v3.0); GAISI task framework (arXiv:2507.22748, MIT); BLS data (public domain).
BibTeX
@misc{collab365futureproof2026q41,
title = {Collab365 Futureproof: task-level AI exposure for US and UK occupations, release 2026-q4.1},
author = {{Collab365}},
year = {2026},
url = {https://futureproof.collab365.com/data/2026-q4.1},
note = {Release 2026-q4.1, methodVersion 2.0.0, promptVersion task_scoring_v1.0, CC BY 4.0}
}Data as of release 2026-q4.1, published . Releases never change after publication; when the figures move, a new dated release is published beside this one and this one stays exactly where it is.