Reejig: ‘2025 is the year of AI agents. 2026 is when AI will impact jobs’

AI is sweeping the world of work – but while some businesses are thriving with their implementation, others are lagging behind.

That’s where work intelligence platform, Reejig, comes into play.

Reejig helps large companies understand the work being done within their workforce, enabling them to reinvent their organizations, particularly in the new era of AI. 

For CEO and Co-founder, Siobhan Savage, her mission is to push customers to be bold and responsible in their transformation, while ensuring no one is left behind. 

To do so, Reejig is on a mission to “create a universal language of work”, while mapping and understanding the tasks, jobs, processes, and career paths across industries to help organizations re-engineer jobs in light of AI.

To discover how the business is planning to achieve this, UNLEASH spoke exclusively to Siobhan. 

HR and AI’s place in the future of work

When Reejig first started out five years ago, it was focused on the skills space, aiming to match people’s skills with the skills required for jobs. 

But soon, Savage notices a problem with this method.

“Many skill projects haven’t gone very far, and there’s been a lot of conversation and hype around skills that haven’t delivered on its promise,” she explains. “We became deeply focused on how to solve this issue. 

“It all came back to understanding that people have skills, jobs have tasks, and you need skills to complete those tasks. So while skills are still important, it’s about both skills and tasks.”

Following this logic, she explains that AI doesn’t automate skills; it automates tasks.

It’s therefore crucial for organizations to think about work as the unit if they want to address reinvention and mobility in work.

After researching this idea, Savage came to the conclusion: Reejig’s customers had high-quality work data, but there was a lot of invisible work happening within organizations. 

“We discovered that HR was trying to label work, which isn’t really their responsibility,” she notes. “Work actually sits in the business. 

“If AI isn’t part of the HR conversation, it will be handled elsewhere – by consultants or AI teams deploying agents into the environment. This isn’t years away; it’s happening now, and companies that don’t upskill their HR teams risk losing control over critical talent strategies. 

The future of work is being reshaped in real-time, and ensuring employees are prepared isn’t just a challenge – it’s a necessity.”

“2025 is the year of agents”

As AI is becoming increasingly popular in the workplace, so is the conversation around its ethical implications.

For Reejig, this has always been a top priority – in fact, the business was among the first in the world to have its AI independently audited – before it became law. 

“We did this at the very early stages of our business, before fully scaling up,” Savage shares. “We were the first to have it audited by independent bodies, making us pioneers in this space. 

“For us, this wasn’t about doing it because we were told to – we did it because our mission is to create a world with zero wasted potential. 

“We want to ensure that we’re not causing harm, both in terms of doing the right thing by society and ensuring that, as founders, we can sleep at night knowing we’re building something that isn’t causing harm.”

This is particularly important, as Savage is expecting AI to grow in demand, with organizations start to try, test, and deploy agents.

“2025 is the year of agents, but it’s not the year that everyone will lose their jobs,” she assures.  

Reiterating the importance of skills, she adds: “We’ll continue to experience a period of real mess, with companies deploying agents while employees resist adopting them – largely because they haven’t been properly trained on how to use AI.”

However, she warns that this will come alongside resistance due to concerns about compliance, risks, and regulations, particularly in industries like banking and government.

As this continues, she predicts that more organizations will begin to find their way with AI, with 2026 becoming the year when we start to see more impacts on jobs. 

“I do believe that AI should be used to amplify employees, not replace them,” she highlights. “When adopted correctly, AI can free employees to focus on high-value tasks like inspiring innovation, creativity, and customer engagement.”

For HR leaders, this brings us to a crucial moment, where they need to focus on creating AI-augmented employees and help staff understand what’s in it for them – rather than forcing AI onto them. 

“We must also consider the broader impact of AI adoption,” Savage concludes. “What will happen to our workforce when we implement this technology? 

Yet she warns businesses not to panic, while urging them not to “rush” into reskilling. 

“We’ve had plenty of notice – two years of warnings – and now the technology is here. Every company I talk to is figuring out how and where to deploy AI.

“I coach these organizations to not only focus on the deployment but also ensure that their HR teams are connected to the AI strategy. HR is crucial in planning how to pivot employees into meaningful work once AI is implemented. 

Many are thinking AI is the future, but they’re not realizing it’s happening today. Your business has deployed an AI Task Force. They are doing this, and if you’re behind we need to get you up to speed very quickly. 

“If we wait until next year, it will be too late.”