HumanEdge
AI job displacement risk assessment + reskilling roadmap.
The Idea
The white-collar automation wave is here and people are scared. HumanEdge gives workers a clear-eyed assessment of how exposed their current role is to AI displacement — and then builds them a personalised reskilling roadmap to move toward roles that are genuinely hard to automate. Not fear-mongering. Not vague career advice. Specific, actionable, and brutally honest.
Why Now
Anthropic's economic impact report, Goldman's 300M jobs paper, the visible replacement of junior roles at law firms and consulting shops — displacement anxiety is crossing into mainstream conversation. People are googling "will AI take my job" and finding nothing useful. The window for a trusted, nuanced tool in this space is open. It won't stay open forever once big players (LinkedIn, Indeed) build this themselves.
How to Build
Input: job title + years of experience + industry. Layer in Oxford's automation probability database (public research) + live job market signals (LinkedIn job posting trends via scraping). Output: a risk score (Low/Medium/High/Critical), a breakdown of which tasks in their role are automatable vs. defensible, and a 3-step reskilling roadmap with specific courses (Coursera, LinkedIn Learning, etc.) and target roles. Wrap it in a clean single-page app. Email the report.
Revenue Model
Freemium: basic risk score free, full report $19 one-time. B2B: HR teams and outplacement firms buy bulk access for redundancy programs — $500/month for up to 100 assessments. Course affiliate revenue as a secondary stream. The B2B angle is where real money lives: companies laying people off will pay to give them something useful.
Effort
1 week to MVP. The research data (Oxford, McKinsey, BLS) is public. The AI layer (generating personalised roadmaps) is a well-scoped GPT-4 call. The hardest part is UX — the output needs to feel reassuring, not terrifying. Tone matters enormously here.
Risk
The data is inherently backward-looking — automation probability research takes years to produce and AI is moving faster than the studies. You could be confidently wrong. That's a credibility risk. The other risk: the market is emotionally charged. Get the tone wrong and you're the company that made someone quit their job based on a flawed score.
Verdict
Strong 8/10. Real fear driving real search intent. The B2B outplacement angle is genuinely interesting — companies doing layoffs will pay for tools that help them manage the human cost. Build the consumer version first, validate the score methodology, then pitch HR.
Real fear driving real search intent. The B2B outplacement angle is where the money lives — companies doing layoffs will pay for tools that help manage the human cost.