Companies that fired workers because of neural networks have started to bring them back to work. The trend has already been called "Boomerang AI" due to prominent examples: Ford fired engineers and introduced a neuron for quality control. It turned out that he could not cope with the assigned tasks, and 350 experienced specialists were sent back. Clarina (fintech) has reduced its support service by putting everyone in a chatbot. As a result, the general manager admitted that he "played too much", and the company is again recruiting real people. It turned out that artificial intelligence does not know how to do "invisible work": read emotions, assess the true complexity of the problem and come out of it in a creative way. In addition, organizational processes, like how everything is structured and works, are often not documented anywhere - they rely on the experience and connections of the employees. In addition, it must be closely monitored and much more resources invested than originally planned.

Companies that fired workers because of neural networks have started to bring them back to work. The trend has already been called "Boomerang AI" due to prominent examples: Ford fired engineers and introduced a neuron for quality control. It turned out that he could not cope with the assigned tasks, and 350 experienced specialists were sent back. Clarina (fintech) has reduced its support service by putting everyone in a chatbot. As a result, the general manager admitted that he "played too much", and the company is again recruiting real people. It turned out that artificial intelligence does not know how to do "invisible work": read emotions, assess the true complexity of the problem and come out of it in a creative way. In addition, organizational processes, like how everything is structured and works, are often not documented anywhere - they rely on the experience and connections of the employees. In addition, it must be closely monitored and much more resources invested than originally planned.