US dataswitch to UK
Agents and Business Managers of Artists, Performers, and Athletes
collecting fees, commissions or other payments, negotiating with managers, promoters, developing contacts with individuals and organizations and scheduling promotional or performance engagements for clients. If that's your week, this page is about your job.
The honest answer
This job is splitting in two: collecting fees, commissions or other payments, according to contract terms is work AI now does quickly and cheaply, and conducting auditions or interviews to evaluate potential clients is work it can't touch.
Which half fills your week decides your exposure. That is more in your control than it sounds.
Your week, as this page understands it
Represent and promote artists, performers, and athletes in dealings with current or prospective employers. May handle contract negotiation and other business matters for clients. The job title says “agents”, “business managers of artists”, “performers” or “athletes”: officially one job, several names. The real job is the part underneath: conducting auditions or interviews to evaluate potential clients. 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 agents and business managers of artists, performers, and athletes is not one task. It is 14 scored ones, and they are nowhere near equally exposed. The most durable of them, on this evidence, is conducting auditions or interviews to evaluate potential clients, and the ledger below shows exactly why.
Where the work sits, by task weight
- shifting to AI
- 40%
- changing shape
- 16%
- staying human
- 44%
These bars are tasks changing hands, not people being counted out. The ledger below shows which.
Whole-job exposure score 44 out of 100 (38–49 allowing for uncertainty): partial exposure, across 14 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 agents and business managers of artists, performers, and athletes 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 2026-08-05. 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.
- 2 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
5 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.
Keeping informed of industry trends and deals
This is reading one thing and writing another: informed of industry trends in, a record out. That is the shape today's tools are built for.
importance 4 · CoreSource: “Keep informed of industry trends and deals.” (O*NET task statement)
How this row was scored
Exposure score: 72 out of 100 (65–79 allowing for uncertainty): high exposure, medium confidence.
Why it sits in this group: reading one thing and writing another; mistakes that are cheap to catch.
The rating behind it: Tracking industry news is easy to automate, but the most useful deal information travels privately.
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 2/4.
Collecting fees, commissions or other payments, according to contract terms
This is reading one thing and writing another: fees, commissions or other payments in, a record out. That is the shape today's tools are built for.
importance 5 · CoreSource: “Collect fees, commissions, or other payments, according to contract terms.” (O*NET 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: Invoicing and chasing payments against contract terms is routine finance admin that software handles 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.
Arranging meetings concerning issues involving their clients
This is reading one thing and writing another: meetings concerning issues involving their clients in, a record out. That is the shape today's tools are built for.
importance 4 · CoreSource: “Arrange meetings concerning issues involving their clients.” (O*NET 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: Arranging meetings is straightforward scheduling admin.
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.
Scheduling promotional or performance engagements for clients
This is reading one thing and writing another: promotional in, a record out. That is the shape today's tools are built for.
importance 4 · CoreSource: “Schedule promotional or performance engagements for clients.” (O*NET 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: Booking engagements is scheduling and coordination work that software does efficiently.
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.
Changing shape
2 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.
Sending samples of clients' work and other promotional material to potential employers to obtain auditions
The software now makes the first pass at samples of clients' work, 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 4 · CoreSource: “Send samples of clients' work and other promotional material to potential employers to obtain auditions, sponsorships, or endorsement deals.” (O*NET 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: Packaging and sending client material to prospective employers is well-defined promotional work, though who you send it to matters.
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.
Managing business and financial affairs
The software now makes the first pass at business, but the deciding part still needs a person. So the job becomes checking and deciding rather than producing.
importance 4 · SupplementalSource: “Manage business and financial affairs for clients, such as arranging travel and lodging, selling tickets, and directing marketing and advertising activities.” (O*NET 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: Travel, ticketing and marketing administration is well-defined coordination work software handles.
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.
Staying human
7 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.
Conducting auditions or interviews to evaluate potential clients
This work happens in the physical world: auditions, in a real place. Software cannot follow it there.
importance 4 · CoreSource: “Conduct auditions or interviews to evaluate potential clients.” (O*NET task statement)
How this row was scored
Exposure score: 9 out of 100 (2–16 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: Judging whether someone has talent means watching them perform and trusting your own instinct.
The five ratings: output a model can produce 1/4 · 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 1/4.
Negotiating with managers, promoters, union officials and other persons regarding clients' contractual rights and obligations
The value here is that a specific person handles managers, promoters and stands behind it. That is earned, not computed.
importance 4 · CoreSource: “Negotiate with managers, promoters, union officials, and other persons regarding clients' contractual rights and obligations.” (O*NET task statement)
How this row was scored
Exposure score: 13 out of 100 (6–20 allowing for uncertainty): minimal exposure, medium confidence.
Why it sits in this group: the value is that a specific person does it.
The rating behind it: Contract negotiation turns on relationships and a read of the other side built up over time.
The five ratings: output a model can produce 1/4 · 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.
Conferring with clients to develop strategies for their careers
The value here is that a specific person handles clients and stands behind it. That is earned, not computed.
importance 4 · CoreSource: “Confer with clients to develop strategies for their careers, and to explain actions taken on their behalf.” (O*NET task statement)
How this row was scored
Exposure score: 10 out of 100 (6–14 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: Career strategy conversations work because the client trusts the particular person giving the advice.
The five ratings: output a model can produce 1/4 · needs a body in a room 1/4 · needs an accountable person 0/4 · needs to be trusted in the moment 4/4 · how much data exists 2/4.
Developing contacts with individuals and organizations
The value here is that a specific person handles contacts and stands behind it. That is earned, not computed.
importance 4 · CoreSource: “Develop contacts with individuals and organizations, and apply effective strategies and techniques to ensure their clients' success.” (O*NET task statement)
How this row was scored
Exposure score: 10 out of 100 (6–14 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: Building a contact network is personal relationship work that cannot be handed over.
The five ratings: output a model can produce 1/4 · 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 1/4.
Show the other 4 tasks
Preparing periodic accounting statements for clients
shifting to AIThis is reading one thing and writing another: periodic accounting statements in, a record out. That is the shape today's tools are built for.
importance 3 · SupplementalSource: “Prepare periodic accounting statements for clients.” (O*NET task statement)
How this row was scored
Exposure score: 81 out of 100 (77–85 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: Periodic client statements are generated from transaction records, which accounting software already produces.
The five ratings: output a model can produce 4/4 · needs a body in a room 0/4 · needs an accountable person 1/4 · needs to be trusted in the moment 0/4 · how much data exists 3/4.
Hiring trainers or coaches to advise clients on performance matters
staying humanThe value here is that a specific person handles trainers and stands behind it. That is earned, not computed.
importance 3 · SupplementalSource: “Hire trainers or coaches to advise clients on performance matters, such as training techniques or performance presentations.” (O*NET task statement)
How this row was scored
Exposure score: 35 out of 100 (28–42 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: Hiring the right trainer or coach depends partly on personal knowledge of who is actually good.
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 2/4.
Advising clients on financial and legal matters
staying humanThe rules require a named, qualified person to answer for clients, and that person cannot be a piece of software.
importance 3 · SupplementalSource: “Advise clients on financial and legal matters, such as investments and taxes.” (O*NET 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 same decision, made over and over; someone qualified has to answer for it; the value is that a specific person does it.
The rating behind it: Financial and legal advice needs a qualified person the client trusts, even where the research is easy.
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 3/4 · how much data exists 3/4.
Obtaining information about or inspecting performance facilities
staying humanThis work happens in the physical world: information, in a real place. Software cannot follow it there.
importance 3 · SupplementalSource: “Obtain information about or inspect performance facilities, equipment, and accommodations to ensure that they meet specifications.” (O*NET task statement)
How this row was scored
Exposure score: 8 out of 100 (4–12 allowing for uncertainty): minimal exposure, high confidence.
Why it sits in this group: work that happens in the physical world.
The rating behind it: Checking that a venue, its equipment and accommodation match the spec means going and looking.
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 0/4 · how much data exists 2/4.
What this job pays, and how many people do it
- Median pay
- $82,890a year, the middle of the range, so half earn more and half earn less.bls-oews, 2025 · May 2025 estimates (national_M2025_dl.xlsx)
How we know this
Source: bls-oews
Reference period: May 2025 estimates (national_M2025_dl.xlsx)
Rounding: Shown as published.
- People doing this job
- 12,620in the US, 2025.bls-oews · May 2025 estimates (national_M2025_dl.xlsx)
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: fees, commissions or other payments in, a record out. The rows above are exactly that shape: collecting fees, commissions or other payments, according to contract terms and keeping informed of industry trends and deals. What it cannot do is be there in the room, and that is still where auditions 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. Collecting fees, commissions or other payments, according to contract terms is going; conducting auditions or interviews to evaluate potential clients is not.
So, given all that: 40% of this job's task weight sits in rows the software is already learning, 16% in rows that change shape rather than disappear, and 44% in rows it is nowhere near. That is the position, measured across 14 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 auditions or interviews to evaluate potential clients) 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 auditions or interviews to evaluate potential clients, 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, use CareerOneStop - Find local training. It is free, it is the Labor Department's own service, 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 US occupations to agents and business managers of artists, performers, and athletes (nearest by the work that AI is not taking, not by job title), and none of them survived. The closest was mental health and substance abuse social workers: only about 4% of its durable work is work you already do and it pays 27.3% less. Your own job splits about 40/60: 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 “send samples of clients' work and other promotional material to potential employers…”, and let the exposed end go.
How that was checked: this job was compared against all 830 US 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.
Mental Health and Substance Abuse Social Workers
Why it looked obvious: It came up as a near neighbour on the work AI is not taking: you already conduct auditions or interviews to evaluate potential clients, and their equivalent is to interview clients, review records, conduct assessments, or confer with other professionals to evaluate…. Across both published task lists that is about 4% of the durable work in that job.
Why I am not recommending it: Almost none of it is work you already do: about 4% of the durable side of that job. That is a different job, not a next step. It is a pay cut, in those words: $60,280 against your $82,890, 27.3% less (OEWS May 2025 (both)). Retraining to earn less is a decision, not advice.
Advertising Sales Agents
Why it looked obvious: It came up as a near neighbour on the work AI is not taking: you already collect fees, commissions, or other payments, according to contract terms, and their equivalent is to draw up contracts for advertising work, and collect payments due. Across both published task lists that is about 2% of the durable work in that job.
Why I am not recommending it: Almost none of it is work you already do: about 2% of the durable side of that job. That is a different job, not a next step. It is a pay cut, in those words: $64,820 against your $82,890, 21.8% less (OEWS May 2025 (both)). Retraining to earn less is a decision, not advice.
Personal Financial Advisors
Why it looked obvious: It came up as a near neighbour on the work AI is not taking: you already advise clients on financial and legal matters, and their equivalent is to investigate available investment opportunities to determine compatibility with client financial plans. Across both published task lists that is about 1% of the durable work in that job.
Why I am not recommending it: Almost none of it is work you already do: about 1% of the durable side of that job. That is a different job, not a next step.
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: 40% of its task weight, across 14 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.
If you run a team doing this job
If you run a team doing this job, the conversation you owe them is the one on this page, and sooner than feels comfortable. Show them the ledger rather than a reassurance: the rows moving toward the software are collecting fees, commissions or other payments, according to contract terms, and the rows that are not are where you want your people visible. Ask each of them to do the this-week move and bring the list to your next one-to-one. It turns a rumour into a piece of work, and it tells you which parts of your team's week are actually at stake. And say the thing out loud that a team lead usually leaves unsaid: a shrinking team is your exposure too, so do the move yourself as well.
You are reading the United States figures
The United Kingdom splits this work across more than one official group, of which Managers and directors in the creative industries is the closest. The pay and employment figures are not directly comparable, and we do not average them together.
Switch to the United Kingdom page →partial match
The other groups this work is counted across:
In UK official statistics this job is counted as Managers and directors in the creative industries, Sales related occupations n.e.c. and Estate agents and auctioneers. 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.
Anywhere in the US:
CareerOneStop - Find local training
Search what's running near you, from the Labor Department's own database, before anyone sells you a course.
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Anywhere in the US:
An American Job Center will sit down with you for free. Find yours by ZIP code.
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Anywhere in the US:
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Check what your state actually requires before you pay for anything.
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Anywhere in the US:
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No Space for this job, but one for what is happening to it
Nothing Collab365 runs is built for agents / business managers of artists / performers / athletes, 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 40% 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 agents / business managers of artists / performers / athletes. 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 agents / business managers of artists / performers / athletes launches. Nothing else.
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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 Agents and Business Managers of Artists, Performers, and Athletes?
- Not as a job, but it is already doing parts of the work. Across the 14 official task statements scored for Agents and Business Managers of Artists, Performers, and Athletes (United States, SOC 13-1011), 40% of the importance-weighted core work is made of tasks today's AI could already do most of. The overall exposure score is 44 out of 100 (range 38–49, 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 “Agents and Business Managers of Artists, Performers, and Athletes” can AI already do?
- The highest-scoring tasks in release 2026-q4.1 are: “Prepare periodic accounting statements for clients” (81/100, very high); “Collect fees, commissions, or other payments, according to contract terms” (79/100, high); “Arrange meetings concerning issues involving their clients” (79/100, 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 “Agents and Business Managers of Artists, Performers, and Athletes” stay human?
- About 44% 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: “Obtain information about or inspect performance facilities, equipment, and accommodations to ensure that they meet specifications” (8/100, minimal); “Conduct auditions or interviews to evaluate potential clients” (9/100, minimal); “Develop contacts with individuals and organizations, and apply effective strategies and techniques to ensure their clients' success” (10/100, 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 “Agents and Business Managers of Artists, Performers, and Athletes” do about AI?
- Start from the ledger rather than the headline: 40% of this job's weighted core work is exposed, and roughly 44% 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 Agents and Business Managers of Artists, Performers, and Athletes 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 14 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
Worth knowing about these figures
- The match between this job and its counterpart in the other country is partial, so the two pages count slightly different groups of people.
- 2 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
- onet-dbProcessing: catalogue-bridge → onet-im-rt-weighting → task-scoring → score-aggregation
- Task weights
- onet-db (im-rt)
- Scores
- Rubric task_scoring_v1.0, model claude-opus-5, computed 2026-08-05.
- Pay and employment
- bls-oews (May 2025 estimates (national_M2025_dl.xlsx))bls-oews (May 2025 estimates (national_M2025_dl.xlsx))
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.