“We need someone who understands AI” is a starting point for a conversation. It is not yet a hiring brief.
PwC’s 2026 UK AI Jobs Barometer reported that job postings requiring specialist AI skills increased from approximately 112,000 in 2024 to 180,000 in 2025. That is evidence of growing demand in the UK, rather than a prediction that every technology role will become an AI role.
Which capability do you actually need?
For employers, the practical question is which capability they need. Building a production AI application requires different experience from improving data quality, introducing automation into a business function or establishing oversight of AI use.
Four questions for a useful brief
- 1What business problem will this person own?
- 2What data, systems and resources will they have?
- 3What must they deliver within the first six months?
- 4Who will assess whether the solution works?
Test real experience
Ask candidates to explain something they delivered, how they evaluated it, what failed and what they changed. Familiarity with a tool is one signal. Evidence of sound decisions, reliable implementation and measurable outcomes is more valuable.
CIPD’s 2026 guidance also encourages employers to consider whether a capability gap should be addressed through training, recruitment or external support. A permanent appointment is one option within a wider workforce decision.
Define the work before choosing the job title. A precise brief gives you a better chance of hiring the right specialist.
Ameera Talent SolutionsSources: PwC, UK AI Jobs Barometer 2026; CIPD, AI skills planning guide.
