Nearly all HR leaders (97%) anticipate that by 2027, the nature of work will be shaped by humans working alongside AI rather than engaging with it only intermittently.

This understanding figures in the annual Future of Work report 2025 titled ‘Work Reimagined: The Rise of Human – AI Collaboration’ brought out by NASSCOM and Indeed.

The report maps how organisations are embedding AI into day-to-day work, and what it means for employers and job seekers as work shifts from execution to outcomes.

The report finds that 20-40% of work across technology organisations is already being done through AI across functions. Close to 45% of the respondents highlighted that over 40% of the software development is done by AI, followed by 39% and 37% in intelligent automation and BPM, respectively.

At the same time, the report underscores that AI is not independent; more than half of the respondents highlighted incomplete and low-quality outputs, reinforcing the need for human oversight to remain critical.

The most effective human–AI partnerships are emerging across higher-order activities such as scope definition, system architecture, and data model design, says the report.

More routine and repeatable tasks, including boilerplate code generation and unit test creation, are expected to be increasingly automated by AI over the next two to three years.

Skill-based hiring

The report highlights that 85% of hiring managers see an increase in skills-based hiring, along with 98% highlighting the need for hybrid and multidisciplinary skills.

For entry-level talent, organisations expect job-ready candidates, with assessments shifting toward live projects, hackathons, case-based questions, portfolios and a greater focus on measurable outcomes. For mid- and senior-level hiring, evaluation focuses on end-to-end ownership, decision-making under ambiguity, and multidisciplinary skill sets, with an increased emphasis on past projects and their impact.

AI agent adoption

The report also indicates rapid momentum behind Agentic AI, where over 95% of respondents highlighted that they are using or planning to use AI agents.

To stay relevant in a Human + AI workplace, the report emphasises that individuals should build capability, adaptability, and continuous learning.

This includes experience with using AI tools (prompting, critical review of output, combining AI speed with human judgment), moving up the value chain (e.g., developers from coding to architecture thinking), building multidisciplinary skills (tech + domain + professional skills), and focusing on outcomes over credentials by creating repositories of work samples showing measurable impact.

Work models and organisational structures are also evolving. Currently, more than 55% of the organisations report changes in organisational structures driven by AI adoption and productivity gains, where 32% said it is too early to comment.

Hybrid work is now the dominant model with 80% of the organisations following a hybrid approach and most employees working from office three or more days a week.

The report observes that while organisations recognise emerging concerns around trust, output quality and accountability in AI-enabled work, people policies and hiring frameworks are still catching up with the pace of adoption. Rather than signaling widespread job displacement, the report highlights a more immediate transition challenge: roles are evolving faster than they are being articulated or formalised.

It underscores the need for clearer role definitions, more transparent hiring signals, and closer alignment between how work is transforming within organizations and how those roles are communicated to the market.

Nearly all HR leaders (97%) anticipate that by 2027, the nature of work will be shaped by humans working alongside AI rather than engaging with it only intermittently.

This understanding figures in the annual Future of Work report 2025 titled ‘Work Reimagined: The Rise of Human – AI Collaboration’ brought out by NASSCOM and Indeed.

The report maps how organisations are embedding AI into day-to-day work, and what it means for employers and job seekers as work shifts from execution to outcomes.

The report finds that 20-40% of work across technology organisations is already being done through AI across functions. Close to 45% of the respondents highlighted that over 40% of the software development is done by AI, followed by 39% and 37% in intelligent automation and BPM, respectively.

At the same time, the report underscores that AI is not independent; more than half of the respondents highlighted incomplete and low-quality outputs, reinforcing the need for human oversight to remain critical.

The most effective human–AI partnerships are emerging across higher-order activities such as scope definition, system architecture, and data model design, says the report.

More routine and repeatable tasks, including boilerplate code generation and unit test creation, are expected to be increasingly automated by AI over the next two to three years.

Skill-based hiring

The report highlights that 85% of hiring managers see an increase in skills-based hiring, along with 98% highlighting the need for hybrid and multidisciplinary skills.

For entry-level talent, organisations expect job-ready candidates, with assessments shifting toward live projects, hackathons, case-based questions, portfolios and a greater focus on measurable outcomes. For mid- and senior-level hiring, evaluation focuses on end-to-end ownership, decision-making under ambiguity, and multidisciplinary skill sets, with an increased emphasis on past projects and their impact.

AI agent adoption

The report also indicates rapid momentum behind Agentic AI, where over 95% of respondents highlighted that they are using or planning to use AI agents.

To stay relevant in a Human + AI workplace, the report emphasises that individuals should build capability, adaptability, and continuous learning.

This includes experience with using AI tools (prompting, critical review of output, combining AI speed with human judgment), moving up the value chain (e.g., developers from coding to architecture thinking), building multidisciplinary skills (tech + domain + professional skills), and focusing on outcomes over credentials by creating repositories of work samples showing measurable impact.

Work models and organisational structures are also evolving. Currently, more than 55% of the organisations report changes in organisational structures driven by AI adoption and productivity gains, where 32% said it is too early to comment.

Hybrid work is now the dominant model with 80% of the organisations following a hybrid approach and most employees working from office three or more days a week.

The report observes that while organisations recognise emerging concerns around trust, output quality and accountability in AI-enabled work, people policies and hiring frameworks are still catching up with the pace of adoption. Rather than signaling widespread job displacement, the report highlights a more immediate transition challenge: roles are evolving faster than they are being articulated or formalised.

It underscores the need for clearer role definitions, more transparent hiring signals, and closer alignment between how work is transforming within organizations and how those roles are communicated to the market.