The Future of Talent Is Already Here: Korn Ferry Just Confirmed It
Every so often, a major industry report drops that makes you stop and think, not because it’s surprising, but because it validates what you’ve been seeing unfold right in front of you.
Korn Ferry’s new 2026 TA Trends Report: The Human–AI Power Couple does exactly that. It paints a picture of where Talent Acquisition and HR are heading, and it’s a picture I’ve been sketching all year through my latest book, The Rise of the Third Workforce (A Talent Advantage Novel).
The report’s central message is simple but profound: The future of talent isn’t human or artificial, it’s both, and that future is already here. So what are their key point?
1. “Your Next Hire Might Not Be Human”
Korn Ferry’s first trend highlights something I’ve been calling out for months: your next teammate might not need a desk, PTO, or even a laptop.
This is the rise of the Third Workforce, where full-time employees (W1), external talent (W2), and digital workers (W3) operate side by side. The companies that learn to integrate these three seamlessly will win.
This is all about redesigning work. Leaders need to know how to embed AI into workflows, clarify accountability, and humanize technology. That’s leadership in the age of W3
2. “Think First, ChatGPT Later”
One of my favorite lines from the Korn Ferry report: “Critical thinking is the skill AI can’t automate.”
That’s why I’ve been telling HR leaders and executives, the goal isn’t to become better at prompting. It’s to become better at thinking with AI.
This is what I teach in my Baylor HR Strategy & Analytics class and through the AI Translator lens: you don’t need to be a coder, you need to be a connector, someone who bridges data, context, and human judgment.
AI isn’t replacing leaders. It’s replacing lazy thinking.
3. “Cutting Entry-Level Roles Creates Tomorrow’s Talent Gaps”
Korn Ferry also warns that organizations trimming early-career positions today are quietly eroding their future leadership bench.
I’ve seen this firsthand. When you automate the bottom and overburden the middle, you create a vacuum in the pipeline, one that can’t be fixed by recruitment alone.
That’s why I emphasize Return on Relationship (RoR), the idea that development, mentorship, and career pathways are growth strategies.
You can’t build a future-ready workforce if you stop investing in the future.
4. “AI Governance and Human Trust Go Hand in Hand”
Another theme Korn Ferry surfaced is the need for AI leadership readiness, governance, transparency, and trust.
That’s exactly what my AI-Aware Governance model is built for. Every digital co-worker (W3) must have a passport, a defined scope, visibility, and an accountability system that maintains human oversight.
Which is all about human confidence. And when people trust the system, they engage, innovate, and accelerate transformation.
The Bottom Line
Korn Ferry’s report is just describing the present for companies already adapting to the Third Workforce.
The organizations that will thrive in 2026 and beyond are the ones that recognize this moment for what it is: A leadership transformation, not a technology one.
Because in this new era of work, the most significant advantage isn’t just talent.
It’s The Talent Advantage.
ABOUT THE AUTHOR
Jeff Lupinacci spent the last 25 years at some of the world's best-known companies, such as Intel Corporation and Kimberly-Clark. His career spans key executive roles such as Chief Learning Officer, Chief Talent Officer, and Chief Integration Officer. After a successful corporate career, Jeff turned his focus to his true passion—serving the overworked and under-resourced HR profession.
Beyond his corporate success, Jeff is a sought-after speaker and thought leader, with his insights featured in leading publications such as CFO Europe, Nikkei Business Magazine, and Baylor Business Review. In addition to his business leadership, Jeff is an adjunct professor at Baylor University, where he teaches Human Capital Management for the Executive MBA program and leads the HR Strategy and Analytics capstone for undergraduates.
Jeff is the best-selling author of The Talent Advantage: A CEO’s Journey to Discover the Value of Talent. He lives in Dallas, Texas, with his wife and two doodles.