When machine learning algorithms are talking the talk, and making decisions about who, how, when and where organizations should walk the walk, it behooves leaders to understand more about the people who train and tame the machines.

Surprisingly, the AI talent pool isn’t filled with your average techies. Far from it.

In fact, to even talk about the AI “talent pool” is somewhat misleading, because it barely exists. That’s the problem: Individuals with AI know-how are a comparatively small sub-group within the digital and information technology talent pool, which itself is inadequate to meet existing demand for IT-related talent.

How big is the talent gap? The U.S. Bureau of Labor Statistics earlier this year projected that the United States would average “about” 356,700 computer and IT job “openings” every year through 2033—and the BLS projection didn’t include AI and GenAI specialists. To be clear, BLS defines job opening as a specific position “to be filled” at an establishment. In short, an existing vacancy.

This is critical because organizations everywhere, and of every description, are scrambling to find the people they need to develop and implement their AI plans.

While virtually everyone will soon need some level of AI fluency, the AI talent hunt presents a greater challenge; and it’s just beginning. In other words, staffing new AI/GenAI initiatives will add to the already difficult recruitment and retention challenges companies face in the digital-technology arena.