Often handed to AI
Task areas most often handled directively in observed AI conversations — candidates to delegate with light review.
- Process and review employment applications to evaluate qualifications or eligibility of applicants. · 3.4%
Human Resources Assistants, Except Payroll and Timekeeping
Occupation · SOC 43-4161.00
Compile and keep personnel records. Record data for each employee, such as address, weekly earnings, absences, amount of sales or production, supervisory reports, and date of and reason for termination. May prepare reports for employment records, file employment records, or search employee files and furnish information to authorized persons.
Also called: Human Resources Administrative Assistant (HR Administrative Assistant) · Human Resources Assistant (HR Assistant) · Human Resources Associate (HR Associate) · Personnel Clerk · Assignment Clerk · Benefits Clerk · Benefits Coordinator · Benefits Technician · Civil Service Clerk · Civil Service Worker · Contract Clerk · Employment Assistant
Job family: Office and Administrative Support Occupations
Take this to your AI
A source-stamped Markdown brief of this occupation — paste it into an agent, or fetch
/roles/role-43-4161-00/context.md directly.
AI work map
A fast read on where AI already shows up in this occupation, where it stays a copilot, where humans remain in the loop, and what the labor market is doing. Built from observed Claude.ai conversations mapped to O*NET tasks and from published research — measures of usage and exposure, not advice or predictions that the job is going away.
Use as a copilot
Task areas where people work with AI — iterating, learning, or checking — staying in the loop rather than handing the task off.
- Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. · 3.2%
- Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. · 2.1%
- Compile and prepare reports and documents pertaining to personnel activities. · 1.1%
Keep a human in the loop
Task areas where a human was still judged necessary in a large share of observed conversations — not a safety ruling, an observed-need signal.
- Provide assistance in administering employee benefit programs and worker's compensation plans. · 100.0% need a human
- Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. · 99.0% need a human
- Inform job applicants of their acceptance or rejection of employment. · 98.5% need a human
Skills it runs on
The capabilities O*NET rates most important for this occupation — the human ground the work is built on.
See all skills →Market signal
Independent published positions, read together — not a forecast.
- Declining employment outlook (-7.1% by 2034)
- 9,000 openings/yr
- High AI exposure
- Observed AI use leans augmentation
- Median pay $49,440/yr
- Can largely be done remotely (teleworkable)
- Both the 2013 computerization estimate and today's AI exposure rank this high
89th-percentile task overlap — yet about 9,000 openings a year (-7.1% projected, BLS), and observed AI use leans 5093% copilot, not hand-off (AEI) . What exposure means →
AI & job outlook
What today's research says about this occupation's exposure to AI, how AI is actually being used in it, and where employment is headed. These are positions within published studies — measures of exposure and usage, not predictions that this job will disappear.
Exposure to current AI
Each study uses its own scale, so the raw scores are not comparable across rows — the percentile (this job's rank among all U.S. occupations with data) is the comparable figure, and sizes the bars.
| Measure | Rank vs all occupations | Percentile | Score |
|---|---|---|---|
| Overall AI exposure (Felten et al.) High | 92nd | 1.4 | |
| LLM task exposure, γ (OpenAI / Eloundou) High | 89th | 1.0 | |
| AI assistant applicability (Microsoft) High | 72nd | 0.2 |
OpenAI's exposure study scores tasks three ways: with a language model alone (α 0.3), with simple added tooling (β 0.6), and including AI-powered software (γ 1.0). Higher means more of the job's tasks could be done at least twice as fast — not that they will be automated away.
Most of this job's tasks can be done remotely (Dingel–Neiman), which tends to track with higher digital and AI exposure.
Historical automation estimate (2013)
A pre-LLM (2013) estimate of how automatable this job is by computerization and robotics. Shown for historical context only — it is not part of any current AI ranking.
Frey–Osborne probability 0.9 · 78th percentile among occupations · High
How AI is actually used in this job
Among measured AI assistant conversations mapped to this occupation (Anthropic Economic Index, 2026-01-15), these task types came up most. These are shares of observed AI conversations — not shares of the job, of worker time, or of what could be automated.
| Process and review employment applications to evaluate qualifications or eligibility of applicants. | 2.8% | |
| Inform job applicants of their acceptance or rejection of employment. | 1.1% | |
| Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. | 1.0% | |
| Explain company personnel policies, benefits, and procedures to employees or job applicants. | 0.9% | |
| Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. | 0.9% | |
| Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. | 0.4% |
Job outlook
Independent U.S. Bureau of Labor Statistics employment projection for 2024–2034 — a labor-market forecast, not an AI-impact forecast.
| Outlook | Declining · -7.1% by 2034 |
| Projected annual openings | 9,000 |
| Employment 2024 → 2034 | 95,200 → 88,400 |
“Annual openings” counts new jobs plus replacements for workers who leave the occupation, so it can be large even when growth is modest.
Where this work sits on the global GenAI gradient
The ILO's 2025 global study scores generative-AI exposure on the international ISCO-08 occupation system, not US SOC. Bridged through the published (and approximate, many-to-many) IBS O*NET-SOC ↔ ISCO-08 crosswalk, this US occupation corresponds to the international occupation below. Exposure here means how much of the work's tasks today's AI can attempt — task overlap, not automation, adoption, or jobs lost.
Human Resources Assistants, Except Payroll and Timekeeping sits at the 97th percentile of 427
occupations on the global GenAI task-exposure gradient
— exposure eased from 2023 to 2025. Each dot is one occupation; the
ringed one is this work. Exposure is task overlap, not automation or jobs lost.
60% mean task exposure (2025)
97th percentile of 427 placed occupations
−10 pts shift 2023 → 2025
| International occupation (ISCO-08) | Task exposure (2025) | Most tasks fall in |
|---|---|---|
| Personnel Clerks · 4416 | 61% | Gradient 4 |
Read the whole six-band gradient on the GenAI exposure gradient page. The crosswalk is approximate: a US occupation can map to several international ones, and the ILO scores describe the international occupation, not this exact US role.
Working with AI in this job
How people actually apply AI to this occupation's tasks, from Claude.ai (Free and Pro) conversations in the Anthropic Economic Index, 2026-01-15. This is one AI assistant's consumer sample — not all AI, not the whole workforce. Autonomy and the collaboration mix are model-rated estimates; figures below the sample floor are hidden.
| Augmentation vs. automation | 50.9% working with AI · 39.7% handed to AI |
| Most common way people use AI here | Directive · AI does it; you give the instruction |
| Typical AI autonomy | 3.0 / 5 · higher = AI acts more independently |
| Used for work (vs. personal / coursework) | 81.8% |
What people delegate to AI
The role's most common tasks in AI conversations, each tagged with how people work with the AI on it. “Usage” is the share of observed conversations, not of the job.
| Task | How | Usage |
|---|---|---|
| Process and review employment applications to evaluate qualifications or eligibility of applicants. | Directive | 3.4% |
| Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. | Iteration | 3.2% |
| Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. | Learning | 2.1% |
| Compile and prepare reports and documents pertaining to personnel activities. | Iteration | 1.1% |
| Explain company personnel policies, benefits, and procedures to employees or job applicants. | Learning | 0.8% |
| Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. | Iteration | 0.7% |
| Inform job applicants of their acceptance or rejection of employment. | Iteration | 0.7% |
| Provide assistance in administering employee benefit programs and worker's compensation plans. | — | 0.4% |
Where a human is still needed
Tasks where the model most often judged that a person remained necessary — a useful read on the current boundary, not a guarantee.
| Provide assistance in administering employee benefit programs and worker's compensation plans. | 100.0% | |
| Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. | 99.0% | |
| Inform job applicants of their acceptance or rejection of employment. | 98.5% | |
| Compile and prepare reports and documents pertaining to personnel activities. | 98.2% | |
| Process and review employment applications to evaluate qualifications or eligibility of applicants. | 97.6% | |
| Explain company personnel policies, benefits, and procedures to employees or job applicants. | 97.6% |
What people most often hand AI here
Example prompts phrased from the tasks people most often delegate to AI in this occupation (Anthropic Economic Index). Each shows the underlying measured task and its share of observed AI use. They are suggested phrasings of real tasks — starting points, not endorsed instructions.
-
Help me process and review employment applications to evaluate qualifications or eligibility of applicants.From: Process and review employment applications to evaluate qualifications or eligibility of applicants. · 3.4% of measured AI use · directive
-
Help me arrange for advertising or posting of job vacancies and notify eligible workers of position availability.From: Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. · 3.2% of measured AI use · task iteration
-
Help me answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information.From: Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. · 2.1% of measured AI use · learning
-
Help me compile and prepare reports and documents pertaining to personnel activities.From: Compile and prepare reports and documents pertaining to personnel activities. · 1.1% of measured AI use · task iteration
Tasks
All 19 tasks O*NET lists for this occupation, ordered by importance. Each links to its own page with AI-exposure and observed-use detail.
- Process, verify, and maintain personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence. Core · importance 4.1
- Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations. Core · importance 4.1
- Interview job applicants to obtain and verify information used to screen and evaluate them. Supplemental · importance 4.0
- Explain company personnel policies, benefits, and procedures to employees or job applicants. Core · importance 4.0
- Process and review employment applications to evaluate qualifications or eligibility of applicants. Supplemental · importance 4.0
- Inform job applicants of their acceptance or rejection of employment. Supplemental · importance 3.9
- Provide assistance in administering employee benefit programs and worker's compensation plans. Core · importance 3.9
- Select applicants meeting specified job requirements and refer them to hiring personnel. Supplemental · importance 3.8
- Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. Core · importance 3.8
- Prepare and set up for new employee orientations. Core · importance 3.8
- Gather personnel records from other departments or employees. Core · importance 3.8
- Arrange for advertising or posting of job vacancies and notify eligible workers of position availability. Supplemental · importance 3.8
- Request information from law enforcement officials, previous employers, and other references to determine applicants' employment acceptability. Supplemental · importance 3.7
- Examine employee files to answer inquiries and provide information for personnel actions. Core · importance 3.7
- Administer and score applicant and employee aptitude, personality, and interest assessment instruments. Supplemental · importance 3.5
- Search employee files to obtain information for authorized persons and organizations, such as credit bureaus and finance companies. Core · importance 3.5
- Prepare badges, passes, and identification cards, and perform other security-related duties. Supplemental · importance 3.4
- Compile and prepare reports and documents pertaining to personnel activities. Core · importance 3.2
- Arrange for in-house and external training activities. Supplemental · importance 2.9
Work activities
- Record personnel information.
- Set up classroom materials or equipment.
- Explain regulations, policies, or procedures.
- Administer personnel recruitment or hiring activities.
- Search files, databases or reference materials to obtain needed information.
- Compile data or documentation.
- Interview employees, customers, or others to collect information.
- Obtain personal or financial information about customers or applicants.
- Train personnel.
- Administer compensation or benefits programs.
- Issue documentation or identification to customers or employees.
Knowledge, skills & abilities
O*NET importance rating, from 1 (not important) to 5 (extremely important).
Knowledge
| Personnel and Human Resources | 4.4 | |
| Administrative | 4.1 | |
| Customer and Personal Service | 3.7 | |
| Administration and Management | 3.5 | |
| English Language | 3.4 | |
| Computers and Electronics | 2.9 | |
| Education and Training | 2.6 |
Essential skills
| Reading Comprehension | 4.0 | |
| Active Listening | 4.0 | |
| Speaking | 3.8 | |
| Writing | 3.5 | |
| Critical Thinking | 3.4 | |
| Monitoring | 3.4 | |
| Active Learning | 3.0 | |
| Learning Strategies | 2.5 |
Abilities
| Oral Comprehension | 4.0 | |
| Oral Expression | 4.0 | |
| Written Comprehension | 3.9 | |
| Written Expression | 3.8 | |
| Speech Clarity | 3.8 | |
| Near Vision | 3.6 | |
| Speech Recognition | 3.5 | |
| Problem Sensitivity | 3.4 | |
| Deductive Reasoning | 3.3 | |
| Information Ordering | 3.3 | |
| Category Flexibility | 3.1 | |
| Inductive Reasoning | 3.0 | |
| Fluency of Ideas | 2.9 | |
| Flexibility of Closure | 2.8 | |
| Far Vision | 2.8 | |
| Selective Attention | 2.6 | |
| Time Sharing | 2.6 |
Transferable skills
| Social Perceptiveness | 3.4 | |
| Time Management | 3.1 | |
| Coordination | 3.0 | |
| Service Orientation | 3.0 | |
| Complex Problem Solving | 3.0 | |
| Judgment and Decision Making | 3.0 | |
| Persuasion | 2.9 | |
| Negotiation | 2.6 |
Skills in demand
Skills employers ask for in job postings for this occupation (Lightcast), with whether each is a common or specialized skill.
Showing the top 40 of 48.
Tools & technology
Work context
How characteristic each condition is of the job, on O*NET's 1–5 context scale (higher = more present in day-to-day work). Each condition links to how it varies across all occupations.
How to get in
- Job zone
- Zone 3 — Job Zone Three: Medium Preparation Needed
- Education
- Most occupations in this zone require training in vocational schools, related on-the-job experience, or an associate's degree.
- Typical entry-level education
- Associate's degree · BLS, the typical path — not a requirement
- Related experience
- Previous work-related skill, knowledge, or experience is required for these occupations. For example, an electrician must have completed three or four years of apprenticeship or several years of vocational training, and often must have passed a licensing exam, in order to perform the job.
- Preparation level
- SVP (6.0 to < 7.0) — total schooling plus on-the-job experience.
What to study: Business, Management, Marketing, and Related Support Services . Fields of study crosswalked to this occupation (NCES CIP–SOC), not a requirement.
Education of current workers
Share of people in this occupation at each level of education.
| Bachelor's Degree | 33.8% | |
| Associate's Degree (or other 2-year degree) | 27.4% | |
| High School Diploma | 21.1% | |
| Some College Courses | 11.2% | |
| Post-Secondary Certificate | 5.7% | |
| Master's Degree | 0.8% |
Interests & work styles
The interests and personal qualities O*NET associates with people who do this work.
Career interests (Holland / RIASEC)
| Conventional | 7.0 | |
| Enterprising | 3.9 | |
| Social | 3.2 |
Interest areas
| Human Resources | 6.7 | |
| Office Work | 6.3 | |
| Management/Administration | 3.0 | |
| Public Speaking | 2.0 | |
| Professional Advising | 2.0 | |
| Accounting | 2.0 | |
| Social Service | 1.9 | |
| Personal Service | 1.8 | |
| Law | 1.8 |
Work styles
| Dependability | 4.0 | |
| Attention to Detail | 3.0 | |
| Integrity | 2.4 | |
| Cooperation | 2.1 |
Wages & employment
U.S. · annual wages (BLS OEWS)
| 10th percentile | $36,090 |
| 25th percentile | $42,360 |
| Median (50th) | $49,440 |
| 75th percentile | $58,560 |
| 90th percentile | $67,140 |
| People employed | 92,580 |
Industries that employ this occupation
Where these workers are employed, by number of jobs (national, BLS OEWS). Pay shown is the occupation's national median, not industry-specific.
| Industry | Workers | National median pay |
|---|---|---|
| Health Care and Social Assistance · Sector | 14,790 | $47,140 |
| Administrative and Support and Waste Management and Remediation Services · Sector | 10,630 | $46,510 |
| Management of Companies and Enterprises · Sector | 8,000 | $49,100 |
| Educational Services · Sector | 7,290 | $49,600 |
| Manufacturing · Sector | 6,790 | $49,830 |
| Professional, Scientific, and Technical Services · Sector | 6,710 | $50,100 |
| Transportation and Warehousing · Sector | 5,510 | $53,700 |
| Temporary Help Services · National industry | 5,260 | $45,650 |
| Finance and Insurance · Sector | 3,930 | $49,550 |
| Retail Trade · Sector | 2,620 | $45,480 |
| Wholesale Trade · Sector | 2,130 | $49,900 |
| Construction · Sector | 1,790 | $50,700 |
Where this work is most concentrated
Industries where this occupation is far more common than in the economy as a whole. The location quotient is how many times more concentrated it is here (a value of 5 means five times its economy-wide share).
| Industry | Concentration | Workers |
|---|---|---|
| Management of Companies and Enterprises · Sector | 4.74× | 8,000 |
| Temporary Help Services · National industry | 3.31× | 5,260 |
| Casino Hotels · National industry | 2.27× | 460 |
| Direct Health and Medical Insurance Carriers · National industry | 1.97× | 530 |
| Administrative and Support and Waste Management and Remediation Services · Sector | 1.96× | 10,630 |
| Residential Intellectual and Developmental Disability Facilities · National industry | 1.93× | 450 |
| Outpatient Mental Health and Substance Abuse Centers · National industry | 1.56× | 290 |
| Residential Mental Health and Substance Abuse Facilities · National industry | 1.42× | 220 |
Related occupations
Part of the Management & Entrepreneurship career cluster.
- Human Resources Specialists · 13-1071.00 Compare →
- Human Resources Managers · 11-3121.00 Compare →
- Eligibility Interviewers, Government Programs · 43-4061.00 Compare →
- Payroll and Timekeeping Clerks · 43-3051.00 Compare →
- Compensation, Benefits, and Job Analysis Specialists · 13-1141.00 Compare →
- First-Line Supervisors of Office and Administrative Support Workers · 43-1011.00 Compare →
- Executive Secretaries and Executive Administrative Assistants · 43-6011.00 Compare →
- Compensation and Benefits Managers · 11-3111.00 Compare →
- Administrative Services Managers · 11-3012.00 Compare →
- Secretaries and Administrative Assistants, Except Legal, Medical, and Executive · 43-6014.00 Compare →
- Management Analysts · 13-1111.00 Compare →
- Health Information Technologists and Medical Registrars · 29-9021.00 Compare →
Side-by-side comparisons place two occupations’ pay, preparation, skills, and AI exposure on the same page — same data, same scale, no forecast.
What you can do with this
Options the data surfaces for Human Resources Assistants, Except Payroll and Timekeeping — not advice or a forecast. Each is a real cross-link you can follow into the evidence.
Skills that travel
Capabilities this work builds that are used across many other occupations.
Adjacent roles
Occupations O*NET rates as related — the nearby moves on the map.
Paths in
How people typically prepare for this work.
- Associate's degree · typical entry level
- Job zone 3 — Job Zone Three: Medium Preparation Needed · preparation tier
- Business, Management, Marketing, and Related Support Services · field of study
Zoom out
On the global GenAI exposure gradient this work sits around the 97th percentile of 427 international occupations.
Write a report on thisheadline · factoids · citation
Human Resources Assistants, Except Payroll and Timekeeping show 89th-percentile AI task overlap — and about 9,000 annual U.S. openings
- Human Resources Assistants, Except Payroll and Timekeeping rank in the 89th percentile (High band) for AI task overlap across U.S. occupations — a measure of how much of the work today's AI can attempt, not how much is automated.Eloundou et al. (GPTs are GPTs) + Felten AIOE
- The occupation is projected to see about 9,000 U.S. job openings per year (2024–34), counting growth and replacement — a labor-demand projection made independently of AI.BLS Employment Projections 2024–34
- BLS projects employment to be declining (-7.1%) from 2024 to 2034.BLS Employment Projections 2024–34
- Median annual pay is $49,440, across about 92,580 U.S. workers.BLS OEWS (May 2024)
- Of the AI use actually observed for this work, 51% looks like augmentation (drafting, iterating, checking) rather than hands-off automation — from a Claude.ai usage sample, not a census.2026-01-15-v4-plus-2025-03-27-v2
Copy the whole kit
Human Resources Assistants, Except Payroll and Timekeeping show 89th-percentile AI task overlap — and about 9,000 annual U.S. openings • Human Resources Assistants, Except Payroll and Timekeeping rank in the 89th percentile (High band) for AI task overlap across U.S. occupations — a measure of how much of the work today's AI can attempt, not how much is automated. (Eloundou et al. (GPTs are GPTs) + Felten AIOE) • The occupation is projected to see about 9,000 U.S. job openings per year (2024–34), counting growth and replacement — a labor-demand projection made independently of AI. (BLS Employment Projections 2024–34) • BLS projects employment to be declining (-7.1%) from 2024 to 2034. (BLS Employment Projections 2024–34) • Median annual pay is $49,440, across about 92,580 U.S. workers. (BLS OEWS (May 2024)) • Of the AI use actually observed for this work, 51% looks like augmentation (drafting, iterating, checking) rather than hands-off automation — from a Claude.ai usage sample, not a census. (2026-01-15-v4-plus-2025-03-27-v2) Source: Singulariki — "Human Resources Assistants, Except Payroll and Timekeeping". https://singulariki.com/roles/role-43-4161-00 Note: AI task overlap measures what today's AI can attempt, not automation, job loss, or a forecast.
AssetsShare imageMethodology & sourcesPress & newsroomThe newsroom
Every line is built only from figures this page already shows and cites. AI task overlap means what today's AI can attempt — not automation, job loss, or a forecast.
Sources for this page
Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.
- O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
- BLS Occupational Employment and Wage Statistics (OEWS) May 2024 U.S. Bureau of Labor Statistics
- BLS Employment Projections 2024–2034 U.S. Bureau of Labor Statistics
- Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27) Anthropic
- Microsoft “Working with AI” working-with-ai Microsoft Research
- “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic
- AI Occupational Exposure (AIOE) Felten, Raj & Seamans academic
- ILO / Gmyrek et al. GenAI exposure gradient 2025 International Labour Organization
- IBS O*NET-SOC ↔ ISCO-08 occupation crosswalk 2022 Institute for Structural Research (IBS)
- Frey & Osborne (2013) frey-osborne-automation academic
- Dingel & Neiman (2020) dingel-neiman-workathome academic
Data compiled June 2, 2026. Figures are estimates, not advice.
Cite this page
Plain
Singulariki. "Human Resources Assistants, Except Payroll and Timekeeping." Singulariki: a source-backed encyclopedia of work. Built from O*NET 30.3; BLS Occupational Employment and Wage Statistics (OEWS) May 2024; BLS Employment Projections 2024–2034; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27); Microsoft “Working with AI” working-with-ai; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130; AI Occupational Exposure (AIOE) Felten, Raj & Seamans; ILO / Gmyrek et al. GenAI exposure gradient 2025; IBS O*NET-SOC ↔ ISCO-08 occupation crosswalk 2022; Frey & Osborne (2013) frey-osborne-automation; Dingel & Neiman (2020) dingel-neiman-workathome. Accessed June 7, 2026. https://singulariki.com/roles/role-43-4161-00
APA
Singulariki. (2026). Human Resources Assistants, Except Payroll and Timekeeping. Singulariki: a source-backed encyclopedia of work. Retrieved June 7, 2026, from https://singulariki.com/roles/role-43-4161-00
BibTeX
@misc{singulariki-role-43-4161-00,
title = {Human Resources Assistants, Except Payroll and Timekeeping},
author = {{Singulariki}},
year = {2026},
note = {O*NET 30.3; BLS Occupational Employment and Wage Statistics (OEWS) May 2024; BLS Employment Projections 2024–2034; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27); Microsoft “Working with AI” working-with-ai; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130; AI Occupational Exposure (AIOE) Felten, Raj & Seamans; ILO / Gmyrek et al. GenAI exposure gradient 2025; IBS O*NET-SOC ↔ ISCO-08 occupation crosswalk 2022; Frey & Osborne (2013) frey-osborne-automation; Dingel & Neiman (2020) dingel-neiman-workathome. Accessed June 7, 2026},
url = {https://singulariki.com/roles/role-43-4161-00}
} Citations name the underlying public dataset releases — they reflect what this page is built from, not just the URL.