Duolingo Inc., renowned for its language-learning software, has opted for generative artificial intelligence to streamline content creation, leading to a reduction in its contractor workforce, hinting at a trend where companies leverage AI for tasks traditionally handled by human workers.

This shift to generative AI signals a new wave of automation in language learning amid concerns over the impact of the evolving technology on jobs.

A company spokesperson quoted by Bloomberg confirmed that approximately 10% of contractors have been “offboarded,” citing a shift in the nature of required tasks due to the integration of AI technologies. “We no longer require as many individuals for certain tasks, partly due to the efficiency brought in by AI,” the spokesperson stated.

CEO Luis von Ahn previously outlined in a shareholder letter in November the company’s utilization of generative AI. This technology enables the rapid creation of text, speech, and images, significantly expediting the production of content, including scripts for language-teaching shows. Duolingo has integrated AI-generated voices into its application and introduced Duolingo Max, a premium tier offering AI-generated feedback and multilingual conversations.

Following this revelation, Duolingo’s shares surged by 3.2% to $210.65 in New York, marking continued investor confidence after a remarkable tripling in value throughout 2023.

The spokesperson clarified that the reduction in workforce is not merely a replacement of human workers with AI. Many full-time employees and contractors at Duolingo actively employ AI technologies in their respective roles. At the close of 2022, Duolingo boasted 600 full-time employees, as per company filings, and the spokesperson assured that no full-time employees were impacted by the recent cutbacks.

The growing interest in generative AI has prompted concerns among employee groups and unions regarding potential workforce reductions. A World Economic Forum report forecasted significant labor-market disruptions within the next five years due to AI adoption, albeit with a potentially positive net impact as employers seek individuals equipped with technical skills to navigate AI.

Responding to these concerns, Microsoft Corp. formed an alliance with the American Federation of Labor and Congress of Industrial Organizations to address AI’s impact on employment. Microsoft President Brad Smith emphasized the need to enhance workforce capabilities and acknowledged the potential for AI to accelerate certain aspects of job roles.

Other tech firms, including Chegg Inc. and International Business Machines Corp. (IBM), have also made moves in this direction. Chegg Inc. announced a 4% reduction in its workforce, focusing on integrating AI into tutoring services. IBM’s CEO, Arvind Krishna, highlighted the intention to pause hiring for roles potentially replaceable by AI and estimated that 30% of back-office jobs could be automated within five years using AI tools.

Popular language learning app Duolingo has cut about 10% of its contractors as part of its shift towards heavier reliance on artificial intelligence. The Pittsburgh-based company said it will start using AI more often to create content, but that humans will still check AI-produced work. It’s not Duolingo’s first dip into AI waters; back in March, it added an AI-powered subscription tier that allows users to have full conversations with a chatbot. The company said it has more than 24 million daily active users and 5.8 million paid subscribers. More than a third of companies said AI replaced workers last year, and 44% said the technology will cause layoffs in 2024, per a recent survey cited by CNN. (LinkedIn News)

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Hiring decisions will always come under fire from all corners, for as long as have recruiters and job-seekers. But that’s not the focus today. The question I want to ask here is, what should we hire for? Should we hire experience or for experience? I will explain shortly.

We are in a time where experience is becoming one of the most critical things company recruiters look for when they are hiring to fill a role. They want to know how many years of experience you have garnered, what kind of skills you have acquired from previous roles, and how many years have been spent in such roles.

Some want to know what top gear achievements you have from your previous employer. Why did you leave your former employer? And so on.

But do the answers tell you how a person will perform on a job? Or are they questions recruiters ask to fill time? That a person has seven years relevant industry experience in that role, is it guarantee that they can deliver on your company’s vision?

To answer that question, I want to reference something I read from the book “Good to Great: why some companies leap, and others don’t.” An interesting point to note here is that the chapter about how a company’s success is highly determined by having the right people on board said little or nothing about years of industry experience.

I’ll take this excerpt from a page in the book.

“One good-to-great executive said that his best hiring decisions often came from people without industry or business experience. In one case, he hired a manager who’d been captured twice during the Second World War and escaped both times. He said, ‘I thought anyone who could do that shouldn’t have trouble with business.”

Did you laugh out? Or did you nod your head vigorously in agreement with him? Well, I did both when I read that excerpt. In this case, the man may not have been hired for job experience but for life experience. And I agree that anyone captured twice during a war and escaped in both instances has what it takes to succeed as a business manager.

There is a reason it is said, “People are not your greatest asset; the right people are,” but the reason is certainly not about the number of years of industry experience a person has. As you probably know, the quality of life experiences a person has gone through says much about the quality of character and personality. But If you are trying to decipher the kind of life experience the person has that may make him thrive on the job, then the emphasis on how many years they have worked in a role may not give you all the answers you seek.