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A survey conducted in the United States with a thousand hiring managers reveals that 59% of companies admit to using artificial intelligence as an argument to justify layoffs and hiring freezes. At the same time, only 9% claim that functions have been completely replaced by technology, according to a survey published by G1 on June 11, 2026.
When a company announces layoffs and cites artificial intelligence as the reason, the narrative sounds modern, inevitable, and hard to contest. But what happens when the managers themselves admit that this explanation does not always reflect reality? A survey conducted by Resume Templates in December 2025, with a thousand hiring managers in the United States, revealed that 59% of companies acknowledge using artificial intelligence as a justification for staff cuts precisely because this explanation is usually better received than reasons related to financial difficulties. The data was published by G1 on June 11, 2026, in the Work and Career section.
The internal contrast of the data itself is what makes the survey more revealing. While almost six in ten companies admit to using artificial intelligence as an argument for layoffs or freezes, only 9% of the managers interviewed claim that certain functions have been completely replaced by technology. Another 45% report that AI has partially reduced the need for new hires, while the other 45% say it has had little or no effect on team size. The gap between corporate discourse and the real impact of technology is the core issue that the survey exposes.
Why artificial intelligence has become the preferred excuse for companies
The logic behind the narrative choice is simple and was explained by Kara Dennison, chief career consultant at Resume Templates, to the G1 report. According to her, citing artificial intelligence conveys an image of modernization and strategic planning. “AI suggests progress instead of problems”, the expert stated. Attributing layoffs to financial difficulties, on the other hand, can raise immediate concerns about the company’s real health, both among remaining employees and investors and the market in general.
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Among the managers interviewed by Resume Templates, 17% state that their companies directly use artificial intelligence as a justification for freezing positions or promoting layoffs. Another 42% say they do this partially. Combined, these two groups represent almost 59% of the sample, meaning the majority of companies recognize, to some extent, that the technological narrative also serves as a corporate communication strategy, and not just as a faithful description of the cause of the cuts. The research was conducted in December 2025, with participants recruited by the Pollfish platform through the Random Device Engagement methodology.
The warning about trust and the side effects of the discourse
Kara Dennison not only describes the strategy, she also warns about its risks. According to the consultant, if employees do not perceive concrete changes caused by technology in their daily activities, the justification based on artificial intelligence may compromise trust in leadership. Instead of reducing internal tensions and alleviating doubts about job stability, the discourse may end up fueling distrust about the real reasons behind the decisions, the opposite effect of what was intended.
This risk is exacerbated by the fact that the research’s own numbers contradict the dominant narrative. If 45% of managers say that artificial intelligence had little or no effect on team sizes, and only 9% report complete replacement of functions, the gap between what companies communicate and what actually happens within them is large enough to be noticed by workers. The credibility of corporate discourse depends, to some degree, on the narrative adopted finding correspondence in the concrete experience of those within the organization.
The real reasons behind the layoffs in 2026
The research by Resume Templates also investigated what are, in fact, the main reasons declared by companies for the layoffs expected in 2026. The impact of artificial intelligence leads the list, mentioned by 44% of managers. Next are organizational restructurings, with 42%, and budget constraints, with 39%. The order of factors reveals that, even among managers who mention technology, there is a recognition that restructuring and cost containment are also at the root of decisions, elements that belong to the vocabulary of “financial problems” that the narrative about artificial intelligence seeks to avoid.
Kara Dennison describes the moment as a “workforce rebalancing.” According to her, companies are prioritizing capability, flexibility, and impact instead of simply maintaining traditional structures, ceasing to invest in positions less aligned with the new business priorities to direct resources to areas related to efficiency, technology, and growth. Despite 55% of companies planning layoffs in 2026, 92% state they intend to hire new employees, indicating a reorganization of teams, not a general contraction of the job market.
What employers really want in professionals
Amid the debate on automation and job replacement, the survey by Resume Templates brings a piece of data that contradicts the more intuitive expectation: the most sought-after skill by employers is not mastery of artificial intelligence tools, but the ability to solve problems, cited by 54% of managers as one of the three most important competencies for new hires.
Next comes the ability to quickly learn new tools and technologies, with 44%, communication skills, with 43%, adaptability, with 39%, and collaboration and teamwork, with 36%. Familiarity with artificial intelligence tools ranked lower than all these competencies, being mentioned by 31% of respondents. Only 21% of managers pointed to leadership potential among the priorities, signaling a greater demand for professionals capable of generating immediate results than for those occupying management positions. The result indicates that, even in the technology-transformed environment, human skills that are difficult to automate remain the most valued differentiator in the market.
Have you experienced or know someone who went through a layoff justified by artificial intelligence? Do you find the numbers of this research surprising, or was this what you suspected about the companies’ discourse? Leave your comment, this is a conversation that affects those who work, those who hire, and those who are yet to enter the market.
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