Artificial Intelligence (AI) has been seen by many as a threat to the job market, but managers and experts from the financial and corporate sector state that technology does not replace professionals, but enhances the productivity and quality of services, especially through personalization.
For Guilherme Assis, CEO of fintech Gorila, who has developed a general investment advisor model, technology allows professionals to have access to structured data and insights that make decision making easier. “With AI, advisors and consultants can organize their daily tasks and ask for answers based on the current condition of customer wallets, generating more accurate and personalized analysis,” he explains.
Gorilla, which consolidates about 2 million portfolios daily with more than $ 250 billion in equity, bets on the integration of AI to turn data into real value for the market. “With AI we are reaching hyperpersonalization in the provision of service that was not possible – with language simplification, rapid elaboration of abstracts and presentations. The use of this technology opens a gigantic avenue,” says Assisi.
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In the corporate travel industry, the specialized company Voll has launched Smart Hub, a marketplace that automate and optimize travel management, reducing costs and increasing efficiency. Agents include Airsave, which monitors real -time air tariffs to ensure more economical options, Ratesaudit, which ensures compliance with lodging tariffs, and Expenseaudit, which controls and audits corporate expenses.
Luiz Moura, co -founder and business director of Voll, stresses that AI tools launched by the company have as its main objective to release corporate travel managers from operational, manual and repetitive tasks. “AI agents act as a ‘superhero armor’, multiplying the power of these professionals so they can focus on cost reduction strategies, increased efficiency and improvement of travelers’ experience,” he says.
Moura is also categorical about the possibility of replacing AI travel agents: “There is no prospect of replacing these professionals. Their value is giant for companies. Without the technical and operational experience of managers, companies would lose efficiency in purchases and travel governance. AI agents were developed to multiply this power, making the performance of managers even more necessary.”
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In addition to technological solutions, the vision of Daniel Spolaor, Koru CEO and a people management specialist, stresses that the adoption of AI depends on human will and adaptability. He recalls that, historically, technological evolution did not extinguish jobs, but transformed them, creating new opportunities. “In practice, more job has generated (…) now AI will evolve and do much more, but many functions value human touch, and replacement is a social choice,” he says.
“I was the person who defined some organizational movements [como cortes]. When we talk about optimization, she doesn’t walk without qualification together. You can’t make a big cutting movement of people without investing in another end. It’s a three -legged chair: I earn efficiency, but I need knowledge and technology together. And we already have the cases in the world where this movement of our own, in fact, generates more jobs, ”he points out.
Data from the second annual survey “Impact of AI on the workplace”, released in April 2025 by the Beautiful.ai presentation software provider, corroborate this more optimistic view. The study shows that AI is increasingly seen as a tool for increasing employee productivity, not replacing them.
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According to the report, 54% of managers say they do not want to replace employees with AI tools, an increase of 15 percentage points compared to the previous year (39%).
In addition, the report points out that, as managers become familiar with artificial intelligence, the focus moves from the simple reduction of personnel to improve existing activities. Currently, 63% of managers do not believe that AI can completely replace employees under their management, representing an increase of 20 percentage points compared to the 2024 survey, when this index was 43%.
“For now”
Despite the optimism of managers, one revealed that 41% want to implement AI to replace people.
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On the other hand, the same study has shown that most employers (77%) intend to refurbish and improve their workforce to work better with AI, while 47% plan to transfer affected employees to other functions within the organization.
Other strategies pointed out by employers included hiring new professionals with skills to develop and work with AI (69%and 62%, respectively) and the reorientation of organizations to explore new business opportunities created by technology (49%).
Spolaor concludes by saying that for the labor market to adapt and grow, the optimization promoted by AI must be accompanied by investments from both an individual point of view, that is, the worker proactively qualifies, and corporate, with companies creating the conditions for the qualification of their employees. “The big point is how we are going to make this transition. We can’t take a long time. Technology advances at a very high speed,” he says.
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“AI has a very high educational and synthesis. Using our business as an example, which is aimed at advisers, it allows the investment professional to devote time to connections – after all, he knows the client and subject. So, in a visible future, I see a lot of potential for use of human beings. The offices are very interested, because it brings a differentiation of work from competitors. Assisi.
