I tried to compile the latest forecast information on jobs, 21 industry sectors, wages, AI, and automation. The research below is vast (15 pages) and comprehensive. Not all of this information will be relevant to everyone, but some research/sectors can definitely help plan your job search strategy in 2026. I recommend digesting the information in pieces. Hopefully, it can help you refine your job search strategy on both where to focus and of course, where not to focus.

In 2026, the U.S. job market is entering a new phase: not a collapse, not a boom, but a reshaping. Hiring demand is becoming more selective as employers balance growth with cost discipline, while wage pressure persists in roles where labor is scarce and the work can’t easily be digitized.

At the same time, artificial intelligence and automation are no longer “future trends”, they’re operational realities changing how work gets done across nearly every industry, from back-office finance and customer support to factories, hospitals, and construction sites. This research and analysis provide a practical, industry-by-industry forecast of what to expect in 2026, focusing on employment growth trajectories, job availability, wage trends, and the real-world impact of AI-driven productivity and task automation. The goal is to help leaders, job seekers, and workforce planners understand where opportunities are expanding, where roles are being redesigned, and which skills and functions will be most resilient as technology accelerates.

U.S. Job Market Outlook 2026: Industry-by-Industry Analysis

As the United States heads into 2026, the job market is poised for modest overall growth with about 5 million new jobs expected by the mid-2030s bls.gov. This growth is uneven across industries – booming in some sectors and stagnating or declining in others. Below the forecast includes employment trends in the top 20 industries, examining projected growth, hiring demand, wage trends, and the impacts of artificial intelligence (AI) and automation in each.

Professional, Scientific, and Technical Services

Growth Outlook: The professional, scientific, and technical services sector (which includes consulting, legal, accounting, engineering, IT services, R&D, etc.) is projected to be the fastest-growing major industry, with employment increasing about 10.5% from 2023 to 2033 bls.gov – more than double the average growth rate. This translates to hundreds of thousands of new jobs by 2026, fueled by businesses’ ongoing need for expertise in a complex, tech-driven economy.

Job Availability: Demand is especially high for technology consultants, software developers, data analysts, engineers, and cybersecurity experts in this broad sector bls.gov. As organizations across all industries pursue digital transformation and advanced analytics, they increasingly rely on outside specialists and technical professionals. Unemployment in many professional occupations is very low, and employers report intense competition for top talent in areas like AI integration, cloud computing, and data sciencery zen.com. Even traditional fields (legal, accounting, etc.) are growing as advisory needs become more complex (e.g. navigating new regulations, tax law changes, or intellectual property in the tech sector).

Wages: This sector is characterized by high wages. The median annual wage in professional and technical services was around $80,850 in 2023, substantially above the overall median of $48k bls.gov. Professionals such as engineers, scientists, attorneys, and consultants command premium pay, reflecting advanced education and skills. Wages are rising as firms vie for a limited pool of skilled experts – for instance, experienced IT consultants and engineers often see 5-10% salary increases year-over-year in the current market.

AI & Automation: Paradoxically, the sector driving AI adoption is itself being reshaped by AI. On one hand, AI is a growth catalyst – many new jobs in this industry are directly related to AI development, deployment, and strategy, as companies hire experts to implement AI solutions bls.gov. On the other hand, AI and automation are starting to handle some routine professional tasks: for example, AI legal research tools can sift through case law faster than junior lawyers, and automated accounting software can perform basic bookkeeping. This means some lower-level support roles may evolve or decrease over time. However, rather than cutting jobs en masse, most firms are using AI to enhance their professionals’ productivity. Consultants use AI to crunch data so they can spend more time on client strategy; architects use generative design software to create blueprints faster, then refine them with human judgment. The BLS expects the net effect to be strong job growth, not decline, because AI is raising demand for specialized services (cybersecurity, data analytics, AI system training) faster than it automates tasks bls.gov. Employers will continue to prioritize human expertise such as creative thinking, complex problem-solving, client relationship management. While leveraging AI for efficiency. By 2026, professionals in this sector will likely work side by side with AI tools, and firms that successfully integrate these technologies are expected to outperform, driving further hiring. In summary, professional and technical services remain a bright spot in the job market with rising employment, high salaries, and technology acting as an enabler of growth.

Health Care and Social Assistance

Growth Outlook: Healthcare and social assistance is the nation’s leading growth sector, projected to add far more jobs than any other industry. The U.S. Bureau of Labor Statistics projects over 2.3 million new jobs in healthcare by 2033, accounting for more than one-third of total job growth ryzen.com. By 2026, this sector remains on a strong upward trajectory due to an aging population and growing need for medical and caregiving services. Roles across the board – from nurses and physicians to home health aides, therapists, and medical technicians – are expanding.

Job Availability: Job opportunities in healthcare are abundant and continuous. Hospitals, clinics, and nursing facilities nationwide are reporting staffing shortages; for example, demand for registered nurses and home health aides remains so high that many positions go unfilled, affecting patient care capacity. The industry proved its resilience through the pandemic and continues to grow faster than others – healthcare support occupations are expected to grow about 15%+ this decade, the fastest of any groupblog.dol.gov. In addition to clinical roles, support and administrative jobs in healthcare are also growing as health systems expand (medical billers, health IT staff, etc.) ryzen.com. For job seekers, this means healthcare and social assistance (which includes childcare, counseling, and community services) offers some of the most stable and “recession-proof” employment prospects of any industry.

Wages: Wage trends in healthcare are mixed but generally on the rise. Professionals like physicians and advanced practice nurses are among the top earners in the economy, and even at the staff level, hospitals have been boosting pay to attract and retain workers. In 2025, median base pay for U.S. healthcare staff rose 4.3%, up from a 2.7% increase the prior year, reflecting the strain to fill positions medicaleconomics.com. Certain roles saw even bigger jumps – e.g. surgical technicians and respiratory therapists received ~5.5% wage increases due to acute shortages.

Registered nurses saw about a 3% median pay increase nationally (with much higher raises in some regions) medicaleconomics.com. These wage improvements, along with bonuses and better benefits, are being used to address burnout and high turnover among healthcare workers. Still, lower-paid roles like nursing aides and home care aides are advocating for higher wages, and some states have enacted minimum wage laws for healthcare facilities.

AI & Automation: Artificial intelligence is increasingly embedded in healthcare, but it’s largely augmenting rather than replacing jobs. AI excels at analyzing medical images, managing health records, and assisting with diagnostics. For instance, AI tools can help radiologists detect anomalies in X-rays and MRIs faster, and algorithmic decision support can remind doctors of evidence-based guidelines. This improves productivity and accuracy but doesn’t eliminate the need for medical professionals. As one healthcare CEO put it, “AI will not replace clinicians, but it will transform the work around them” mobihealthnews.com.

Routine administrative tasks – scheduling, coding, documentation – are gradually being offloaded to AI-driven systems, reducing drudgery for staff. Some roles like medical transcriptionists or entry-level coders are declining as natural language processing can transcribe notes and software auto-codes billing diagnoses. However, the core caregiving roles are only growing. AI in healthcare mostly handles repetitive, data-intensive tasks (e.g. scanning health records for patterns), allowing doctors, nurses, and technicians to focus more on direct patient caremobihealthnews.com. Notably, AI can even reduce clinician burnout by taking over paperwork and giving providers more face time with patients mobihealthnews.com. Robotics are appearing in hospitals too (for example, robotic surgery aids guided by surgeons, or delivery robots ferrying supplies in a hospital), but these are tools operated by humans. Far from replacing nurses or doctors, AI is acting like a smart assistant – flagging critical lab results, checking for dangerous drug interactions, or monitoring patients’ vital signs continuously and alerting staff if needed.

In fields like surgery and oncology, AI and precision medicine are creating new specialties and jobs (e.g. AI specialists, genomic counselors). Crucially, the human touch – empathy, ethical judgment, hands-on skills – remains irreplaceable in healthcare. The consensus among health tech leaders is that 2026 will see AI empowering healthcare workers, not eliminating them. The sector’s biggest challenge is not automation, but staffing: ensuring enough trained professionals are available to meet the surging demand for care.

Marketing, Advertising, and Communications

Growth Outlook: The marketing, advertising, and communications industry is expected to see moderate but uneven growth through 2026, with overall employment expanding modestly while roles shift significantly in composition. Demand is strongest in digital marketing, performance marketing, brand strategy, content, product marketing, and marketing operations, while traditional agency roles tied to print, legacy media buying, and manual campaign execution continue to decline. As companies prioritize revenue efficiency and measurable ROI, marketing teams are becoming leaner but more strategically integrated into sales, product, and growth functions.

Job Availability: Job availability in marketing is highly polarized. There is strong demand for professionals who can directly impact pipeline, customer acquisition, retention, and revenue such as growth marketers, lifecycle marketers, demand generation managers, SEO/SEM specialists, marketing analysts, and product marketers. Conversely, generalized “brand-only” or execution-focused roles face tighter competition, longer job searches, and more contract-based hiring. Many organizations are replacing multiple junior roles with fewer senior, cross-functional marketers who can operate across channels and tools.

Wage Trends: Wage growth in marketing is bifurcated. High-impact roles tied to data, growth, and revenue attribution are seeing continued wage increases, particularly in SaaS, technology, healthcare, and B2B services. Senior marketers with strong analytics, automation, and go-to-market experience command premium compensation. Meanwhile, wages for entry-level, social-only, or purely creative roles are under pressure due to oversupply, global competition, and automation. Variable compensation, performance bonuses, and contract/fractional arrangements are becoming more common.

AI & Automation Impact: Marketing is one of the most AI-disrupted industries entering 2026. AI tools now automate or augment large portions of content creation, ad copy, A/B testing, email campaigns, SEO optimization, and campaign analytics. This has reduced demand for repetitive execution roles while increasing demand for marketers who can strategically deploy, supervise, and interpret AI outputs. AI is not replacing marketing, it is compressing teams and elevating skill expectations. The most resilient marketers are those who combine strategy, creativity, data fluency, and AI literacy, using automation to move faster and smarter rather than competing with it. By 2026, marketing success will depend less on channel-specific execution and more on systems thinking, attribution modeling, customer insight, and cross-functional influence.

Management of Companies (Corporate Management)

Growth Outlook: The “management of companies and enterprises” industry (essentially corporate headquarters and central management offices) is expected to grow around 4.4% from 2024 to 2034 bls.gov. This indicates steady but modest job creation as companies expand their administrative and management teams slightly. Corporate consolidations could limit growth – when firms merge, they often streamline headquarters staff – but on the flip side, growing businesses and new startups establishing HQ operations will add jobs.

Job Availability: Jobs in this category include corporate executives, financial managers, HR departments, and other HQ support roles. Opportunities are closely tied to overall economic health and corporate profitability. In 2025, some large companies instituted hiring freezes or cuts at the corporate level (especially in tech and finance sectors) to reduce overhead, but others are hiring in strategic areas like financial planning, compliance, and analytics. The labor market for corporate professionals is generally favorable – experienced managers, analysts, and executives are continually sought after.

Wages: Corporate management roles are among the highest-paid in the economy. Even mid-level HQ staff (financial analysts, HR managers) earn well above average, and top executives are very highly compensated. Wage growth in 2025–2026 is solid in these roles, though tempered by cost-cutting trends; many companies are focusing on performance-based incentives rather than across-the-board raises for management. Still, competition for skilled corporate professionals (like CPAs, data managers, and strategy consultants) means salaries continue to rise.

AI & Automation: Corporate offices are aggressively exploring AI and automation to streamline back-office functions. Many large enterprises have launched initiatives to automate routine administrative processes – for example, using AI to process invoices, manage schedules, or generate reports. Algorithms can handle spreadsheets and compliance checks more efficiently than humans in some cases, and companies see potential for significant cost savings dataconomy.com. Indeed, major banks and corporations have announced that AI will allow them to eliminate portions of their support staff over the coming years. In practical terms, this could mean fewer entry-level analyst positions or clerical roles in accounting, as those tasks are done by software. That said, automation is being implemented carefully. Corporate leaders recognize that they still need human judgment and oversight – for instance, AI might flag budget variances, but finance managers decide what actions to take.

Many firms are re-skilling their administrative employees to work with AI systems (such as training HR coordinators to use AI recruiting tools rather than doing manual resume reviews). By 2026, corporate management will likely be leaner and more tech-enabled: routine work will be highly automated, and the remaining staff will focus on strategic planning, decision-making, and cross-functional coordination – tasks where human leadership and interpersonal skills are irreplaceable. In essence, AI is reducing the clerical load at headquarters, potentially slowing the growth of those jobs, but enhancing the productivity of managers and analysts who can leverage these new tools.

Agriculture, Forestry, and Fishing

Growth Outlook: Employment in agriculture is projected to remain essentially flat through the mid-2020s (only about 0.1% growth by 2034), as productivity gains and farm consolidation temper job growth. The sector faces labor shortages, with an aging workforce and fewer young workers entering farming – the U.S. could be short 2.4 million farmworkers by 2025 croptracker.com. Wages for farm labor have been rising due to scarcity and higher minimum wages, with labor costs now reaching up to 40% of expenses for some growers croptracker.com.

AI & Automation: Farms are increasingly turning to robotics and AI for tasks like planting, harvesting, and precision irrigation to cope with worker shortages croptracker.com. While automation is growing (e.g. self-driving tractors and robotic harvesters), it is expected to augment rather than fully replace human labor in the near term, handling repetitive tasks while farmers focus on oversight and skilled work.

Mining, Quarrying, and Oil & Gas Extraction

Growth Outlook: The mining and oil/gas industry is expected to see slight employment declines (projected around –1.6% from 2024 to 2034) as the energy transition dampens fossil fuel growth. However, demand for critical minerals (like lithium, cobalt, and nickel for batteries) is creating new opportunities – mining for clean energy materials is surging and contributing to strong job demand rangefront.com.

Job Availability: Despite automation trends, mining companies are facing high retirement rates and need new talent; nearly half the U.S. mining workforce may retire by 2030, creating thousands of openings for engineers, technicians, and field workers rangefront.com rangefront.com.

Wages in this sector remain very competitive – physically demanding, remote, and high-risk roles come with above-average pay and bonuses to attract workers rangefront.com.

AI & Automation: The industry is rapidly adopting automation and AI for safety and efficiency: autonomous haul trucks, remote-operated drills, and AI-driven geological modeling are becoming common rangefront.com. These technologies improve productivity and safety, but also shift skill needs – workers with hybrid skills (mechanical plus digital) are especially sought-after. Overall, AI is enhancing mining jobs rather than eliminating the high demand for skilled professionals in exploration, maintenance, and safety managementrangefront.com rangefront.com.

Utilities (Energy and Utilities)

Growth Outlook: The utilities sector (electricity, water, etc.) is expected to see moderate job growth of about 5% by 2034, driven by investments in grid modernization and renewable energy. Massive infrastructure projects (from grid upgrades to EV charging networks) are fueling hiring for utility lineworkers, engineers, and technicians.

Job Availability: An aging workforce poses challenges – about half of utility workers may retire within the next decade, leading to significant replacement needs powermag.com. Utilities are scrambling to recruit and retain talent amid record turnover ratespowermag.com, offering strong benefits and training pipelines.

Wages in utilities are traditionally high (often well above national median) due to unionization and the technical skills required; companies are focusing on competitive pay and career development to backfill critical roles.

AI & Automation: Utilities are increasingly using AI to run “smart grids” and optimize operations ibm.com. AI systems help balance load and integrate renewable energy, while drones and sensors assist with automated grid inspections powermag.com. These technologies improve reliability but do not eliminate the need for human workers. Skilled technicians are still essential for repairs and emergency response, with AI acting as a real-time decision support tool. Automation is streamlining back-office and monitoring tasks, allowing the existing workforce to focus on complex, high-stakes issues in the field.

Construction

Growth Outlook: Construction employment is projected to grow modestly (~4% from 2024 to 2034), but the next few years look robust thanks to major infrastructure and industrial projects. Government infrastructure spending, clean energy installations, and a boom in factory construction (e.g. semiconductor and EV plants) are driving demand for construction labor randstadusa.com.

Job Availability: The construction industry is grappling with a chronic skilled labor shortage – an estimated 439,000 additional construction workers are needed in 2025 to meet demand, rising to nearly 500,000 by 2026 randstadusa.com. Over 80% of contractors report difficulty finding qualified workers randstadusa.com, leading to project delays.

Wages for tradespeople are rising sharply as companies compete for scarce talent aic-builds.org; pay for many construction roles has climbed well above historical norms, and firms are offering higher wages and bonuses to attract electricians, welders, and carpenters.

AI & Automation: To cope with labor gaps, builders are adopting tech like AI-driven design and robotics. AI and Building Information Modeling (BIM) tools are shortening project timelines by ~20% and cutting costs ~15% on average randstadusa.com, optimizing everything from design to scheduling. Robotics and 3D printing are being tested for repetitive tasks (like bricklaying and modular fabrication) randstadusa.com, but construction remains labor-intensive. Rather than replacing workers, technology is augmenting productivity – for example, drones survey sites and AI optimizes workflows, enabling a smaller workforce to deliver more work, while skilled trades remain in high demand to execute complex on-site tasks.

Manufacturing

Growth Outlook: U.S. manufacturing employment is forecast to be essentially flat over the next decade – about 0% growth from 2024 to 2034 – reflecting ongoing productivity improvements. Certain manufacturing industries are expanding (e.g. semiconductor and electric vehicle production boosted by federal incentives), but these gains are largely offset by declines in more traditional manufacturing.

Job Availability: Even with flat overall growth, many manufacturers report difficulty hiring for specific skilled roles (such as machinists, industrial maintenance techs, and welders) due to retirements and skills mismatches. New high-tech factories are coming online, adding jobs in advanced manufacturing, while some older plants automate and require fewer operators.

Wages in manufacturing have been rising after years of stagnation. Recent union contracts in auto and steel have secured substantial pay increases, and overall private manufacturing wages grew about 5.8% for union workers last year nam.org. This reflects both tight labor markets for specialized skills and efforts to attract workers back to the sector.

AI & Automation: The manufacturing workplace is being transformed by automation and AI, which increase productivity but also reshape jobs. Robots and AI-driven systems now handle many repetitive assembly and inspection tasks. However, rather than a wave of sudden job loss, the industry is focusing on blending technology with human labor. Manufacturers are investing in workforce training and using AI to assist workers. For example, AI tools can accelerate training by capturing expert knowledge and providing real-time guidance on the factory floor deloitte.com. The human workforce remains a top priority even as AI reshapes processes. Going into 2026, companies that effectively upskill their workers to work alongside robotics and intelligent machines are expected to be more competitive, while roles in equipment maintenance, programming, and quality control are seeing increased demand.

Wholesale Trade

Growth Outlook: Wholesale trade (the distribution of goods to businesses and retailers) is on track for modest growth (~3.4% employment growth by 2034) bls.gov. The sector is evolving as supply chains become more efficient – some traditional wholesaling roles are consolidating with the rise of direct e-commerce, but demand remains steady for logistics coordinators, sales representatives, and warehouse associates in wholesale firms.

Job Availability: Job openings in wholesale are moderate and closely tied to economic cycles. Inventory and supply chain disruptions in recent years have highlighted the need for resilient distribution networks, spurring hiring in areas like inventory management and procurement. Workers with strong IT and analytics skills are particularly in demand to implement new supply chain technologies.

Wages: Wholesale trade offers middle-to-high incomes for many roles (especially sales and account managers who often earn commissions). Wage growth in this industry has been stable; labor shortages are less acute than in retail or construction, but experienced sales agents and supply chain analysts can command premium pay. AI & Automation: Wholesalers are embracing AI and data-driven tools to optimize operations. AI is transforming distribution by predicting demand and automating procurement and route planning priority-software.com. For example, machine learning systems now adjust warehouse stocking and delivery routes in real time based on demand, reducing waste and costpriority-software.com. Automation and robotics are also increasingly used in wholesale warehouses – autonomous forklifts, conveyor systems, and inventory drones reduce manual labor and improve safety priority-software.com. These technologies are streamlining processes and requiring workers to have more technical skills (to manage AI systems and robotics). While some routine clerical and warehouse jobs may decline, wholesale companies are retraining employees for higher-skilled roles, resulting in a gradual shift rather than a sudden elimination of jobs.

Retail Trade

Growth Outlook: Retail employment is projected to decline slightly (around –1.2% from 2024 to 2034) bls.gov, continuing a slow downward trend as e-commerce and automation reshape the sector. Many retailers are operating with leaner staffing; brick-and-mortar stores are integrating more technology while online retail handles an increasing share of sales.

Job Availability: Despite the overall decline, retail still offers a huge number of jobs and always has churn – as of late 2025, retail & hospitality job postings were down about 7% below pre-pandemic levels hiringlab.org, but employers continue to report challenges filling certain positions (e.g. experienced retail managers and specialized sales associates). Labor shortages during the post-pandemic recovery led major retailers to raise wages and improve benefits, which has helped somewhat with retention.

Wages: Traditionally a low-wage sector, retail has seen rising pay floors recently. Large chains have boosted base pay (many now $15–$20/hour minimum) and offered bonuses to attract workers in a tighter labor market. Median pay for retail roles is still below the national median, but the gap has been narrowing due to competition for workers and state minimum wage increases.

AI & Automation: Automation is rapidly expanding in retail, though its impact is gradual. Self-checkout kiosks and mobile checkout apps are reducing the need for cashiers. Inventory management is increasingly automated with smart sensors and AI-driven analytics that optimize stock levels and supply orders forbes.com. Some stores are even trialing AI-based shelf-scanning robots for inventory and price checks. However, AI is mostly augmenting retail workers rather than replacing them outright. For example, AI-driven demand forecasting helps ensure shelves are stocked (improving sales and reducing stockouts) forbes.com, and chatbots handle routine online customer inquiries so human reps can focus on complex issues. By 2026, the retail workforce is expected to be smaller but more tech-focused: frontline roles emphasize customer service and in-store experience, while behind the scenes, roles in e-commerce, digital marketing, and data analysis are growing to support the automated, omnichannel retail model.

Transportation and Warehousing

Growth Outlook: The transportation and warehousing sector is expected to keep growing (around +3% by 2034) bls.gov, though at a slower pace than the e-commerce boom of the past decade. Continued high demand for online shopping deliveries, distribution centers, and logistics services is driving job growth, tempered by efficiency gains.

Job Availability: Trucking and warehouse jobs remain plentiful going into 2026. The trucking industry in particular faces a persistent driver shortage – the U.S. was about 60,000 drivers short in 2024, rising to an estimated 80,000 by the end of 2025 altline.sobanco.com. This shortage, largely due to retirements and tough working conditions, means trucking firms are actively recruiting new drivers and offering higher pay and bonuses to fill routes. Warehousing and parcel delivery jobs have expanded with e-commerce, and while automation is increasing, large fulfillment centers continue to hire thousands of workers (especially seasonally) to meet demand.

Wages: Pay in this sector has been on the rise. Truck drivers have seen wage hikes as companies compete to attract drivers. Long-haul carriers have boosted pay per mile significantly, and local delivery drivers and warehouse workers have also received bumps (Amazon, UPS, and others raised wages in recent years). In 2023, unionized UPS drivers won wage increases that bring full-time drivers to six-figure pay, reflecting the bargaining power in a constrained labor market.

AI & Automation: Automation is a double-edged sword in transport – it promises efficiency but raises questions about future job displacement. In warehousing, robotics (like automated sorters and pickers) and AI-driven optimization software are already streamlining operations, reducing some manual roles while creating new technician and maintenance jobs. In trucking, several companies are testing self-driving trucks, and while fully autonomous big rigs won’t be widespread by 2026, pilot programs are underway on highways. The industry expects autonomous tech to eventually handle some long-haul routes, but human drivers remain critical for last-mile delivery and complex driving scenarios. In the near term, AI is augmenting drivers through advanced driver-assist systems and route optimization (improving safety and efficiency) rather than outright replacing them.

Overall, logistics firms are leveraging AI to improve scheduling and supply chain visibility, which can ease workloads and reduce costs. But given the scale of labor shortages, even aggressive automation adoption is unlikely to fill the gap soon – the trucking industry may need to hire 1.2 million new drivers over the next decade to meet demand and replace retirees altline.sobanco.com, underscoring that people remain at the core of this sector’s workforce in 2026.

Information (Media and Telecommunications)

Growth Outlook: The information sector – encompassing media, publishing, telecommunications, and data services – is projected to grow about 6.5% by 2034 bls.gov, outpacing the average. Growth is concentrated in digital content and data services: streaming media, online publishing, and cloud computing businesses are expanding, while traditional print publishing continues to decline and telecom remains stable.

Job Availability: Within media and telecom, there’s a mix of hot and cold job markets. Tech-centric roles (such as in streaming platforms, video game production, and broadband internet services) are thriving and adding jobs. Conversely, newspapers and traditional broadcasters are seeing job cuts as advertising shifts online. Telecommunications providers are hiring in niche areas like 5G network deployment and cybersecurity, but overall telco employment is fairly flat.

Wages: Many jobs in this sector are high-paying, especially in tech and data-driven companies. Software publishers and streaming giants offer salaries well above the national average for engineers and creatives. Even in telecom, unionized technicians and line workers earn solid middle-class incomes. However, parts of media (e.g. journalism) have seen more modest wage growth or even stagnation, contributing to talent moving toward tech roles.

AI & Automation: AI adoption is widespread in information industries, which are among the leaders in deploying AI agents mckinsey.com. In media, AI is increasingly used for content production (for example, algorithmic news writing for basic finance or sports updates, and AI-assisted video editing), which could augment or even replace some routine content-creation jobs. However, creative roles that require human nuance – writing in-depth analysis, filmmaking, etc. – are expected to persist, with AI serving as a tool. In telecommunications, AI helps manage networks (self-optimizing networks, predictive maintenance) and customer service (chatbots handling basic inquiries). This automation can trim some support and administrative roles; for instance, call center jobs in communications have been declining, and up to 150,000 U.S. call center jobs could vanish by 2033 if current automation trends continue bpoamerican.com. On the upside, the sector is also creating new jobs in areas like content moderation, data analytics, and AI training.

By 2026, the net effect is an ongoing shift: fewer workers in legacy roles (print layout designers, switchboard operators) but growth in digital roles, and an overall need for continuously upskilling the workforce to collaborate with AI in producing and delivering information.

Finance and Insurance

Growth Outlook: The finance and insurance industry is expected to see moderate employment growth (~3.4% by 2034) bls.gov, with jobs reaching roughly 6.93 million by 2034. While finance is not adding jobs as rapidly as tech or healthcare, it remains a stable source of opportunities, especially in financial technology (FinTech) and advisory services.

Job Availability: The composition of jobs in finance is shifting. Traditional roles like bank tellers are declining as routine transactions go digital, but demand is growing for financial analysts, compliance specialists, and tech-savvy professionals (e.g. data scientists in banking). The labor market for finance is tight in specialized fields – for example, there’s strong competition for experienced risk managers and investment analysts. However, recent trends show a cautious hiring environment: in 2025, unemployed workers in financial services spent significantly longer job-searching (about 20 extra weeks on average) than two years prior, reflecting slower hiring and more selective recruitment in finance hiringlab.org.

Wages: Wages in finance and insurance are high relative to most industries. Banking, insurance, and investment firms offer well above median pay, and wage growth has been solid, particularly for those with in-demand skills. Notably, 2025 saw larger raises for many finance professionals; for instance, private industry union workers (which include some finance employees) saw a 5.8% compensation increase nam.org. Competition from tech firms has also prompted banks to boost salaries for software engineers, quantitative analysts, and other technical roles.

AI & Automation: AI is poised to significantly reshape finance, automating many back-office and analytical tasks. Major banks are actively implementing AI for fraud detection, trading algorithms, customer service chatbots, and even credit underwriting. Analysts project that as banks adopt AI, they could achieve ~30% efficiency gains in areas like compliance and operations, potentially eliminating a sizable number of support roles dataconomy.com. A recent analysis suggests over 200,000 banking jobs in Europe (roughly 10% of the workforce) could disappear by 2030 as AI and digitalization take hold dataconomy.com – U.S. banks are on a similar path, evident in 2025 announcements of staff cuts and hiring freezes tied to AI-driven restructuring.

In practical terms, this means roles such as loan processors, documentation specialists, and basic analysts are at risk. However, AI is also augmenting finance jobs by handling grunt work and enabling professionals to focus on higher-level tasks. For example, AI can instantly analyze vast data for investment insights, which portfolio managers can use to make decisions. Moreover, the rise of FinTech is creating new jobs – from cryptocurrency compliance officers to AI ethics specialists – indicating that while AI will trim certain positions, it will also spur innovation and new employment in finance. In 2026, the sector’s outlook is twofold: firms will continue cutting costs through automation, even as they compete for top talent who can leverage technology for better financial services.

Real Estate and Rental/Leasing

Growth Outlook: Real estate and rental/leasing services are expected to experience modest job growth (~3.3% by 2034) bls.gov. The housing market’s ups and downs play a big role: after a frenzied pandemic-era boom followed by higher interest rates in 2024–2025, 2026 could bring some stabilization. Rental and leasing (including equipment and auto rentals) is also on a growth track as businesses and consumers opt to lease assets.

Job Availability: Job openings in real estate are closely tied to market activity. In 2025, high mortgage rates cooled home sales, leading to fewer jobs for mortgage brokers and real estate agents in some regions. However, property management and rental agencies are busy – a strong rental market (due to would-be homebuyers holding off) means continued demand for leasing agents, facility managers, and maintenance workers. Commercial real estate is a mixed bag: sectors like warehousing are strong (driving jobs in industrial property management), whereas office real estate is softer, with less need for office brokers and more focus on repurposing properties.

Wages: Real estate occupations often see high income potential tied to commissions. Successful realtors and brokers can earn well above average, especially in high-cost markets, though slower sales volume recently has squeezed incomes for some. Property managers and appraisers earn solid salaries in line with or above the median, and these have been rising gradually. In the rental and leasing segment, wages for roles like leasing consultants or vehicle rental managers have been growing due to competition (e.g. car rental companies raising pay to staff up during travel rebounds).

AI & Automation: Technology is changing how the real estate industry operates, but it’s more of an aid than a replacement for human roles. Online listing platforms and virtual tour technology have automated parts of home searching, reducing reliance on in-person showings for early-stage buyers. Automated valuation models (AVMs) driven by AI can now instantly appraise property values, which streamlines the work of appraisers and loan underwriters. However, these tools haven’t eliminated the need for humans as they assist professionals in making quicker, data-driven decisions.

Some paperwork-heavy processes in real estate (like mortgage applications and title searches) are being automated with digital mortgages and blockchain-based records, trimming certain clerical jobs. Yet the core functions – advising clients, negotiating deals, managing properties – still rely on people. For instance, AI chatbots might handle basic tenant inquiries or schedule showings, but actual leasing agents and property managers are needed to close deals and handle complex tenant issues.

In 2026, homebuyers and renters will enjoy more self-service tools and instant information (thanks to AI), while real estate professionals focus on the human elements of the transaction. The result should be improved productivity: agents can handle more clients with tech doing background work, and companies may consolidate some support roles. Overall, AI in real estate augments productivity and improves customer experience, but due to the interpersonal and high-value nature of real estate transactions, wholesale automation of jobs in this industry remains limited.

Administrative and Support Services

Growth Outlook: Administrative and support services (which include temp agencies, administrative support, facilities services like cleaning and security, and call centers) are forecast to have minimal growth (~1.1%) over the 2024–2034 period bls.gov. This sector is one of the slower-growing areas, reflecting both automation of certain support functions and outsourcing/offshoring trends. Some sub-industries are even seeing declines (for example, telemarketing and data entry have been shrinking as technology takes over).

Job Availability: Despite slow growth, this sector still accounts for millions of jobs and has high turnover, so openings persist. Janitorial and building maintenance roles remain in demand – businesses and institutions need cleaning, sanitation, and maintenance staff on-site, and those jobs are largely insulated from automation so far. On the other hand, customer support and clerical jobs are under pressure. Companies are hiring fewer office clerks and switchboard operators as digital tools handle scheduling and communications.

Call centers have been notable – while customer service roles still exist, many companies have trimmed their call center workforce due to self-service websites and AI chatbots. In fact, up to 150,000 U.S. call center jobs could disappear by 2033 if current automation trends continue bpoamerican.com.

Wages: This industry historically contains many low-wage jobs (e.g. cleaners, security guards, clerical assistants). Wages have been rising modestly due to labor shortages in lower-skill occupations and minimum wage increases in many states. For instance, cleaning and maintenance workers have seen pay raises as employers struggle to fill these roles amid a shrinking pool of available workers. Still, pay in many administrative support roles remains relatively low, contributing to ongoing recruitment challenges and high quit rates.

AI & Automation: Automation is a significant force in this sector. Routine office support tasks – typing, filing, data entry are largely computerized now. Many companies use AI-powered software for scheduling, bookkeeping, and basic HR tasks (like screening resumes or answering employee FAQs via chatbots). In call centers, AI voice agents and chatbots handle a growing share of customer inquiries, leaving human agents to tackle more complex issues robylon.ai invoca.com.

Robotic process automation (RPA) is being used by temp agencies and back-office service providers to improve efficiency, meaning one administrative worker with RPA tools can do the work that previously required several people. For physical support services, automation is emerging gradually: for example, some large facilities use robotic floor cleaners or security surveillance AI to aid one security guard to monitor a larger area. By 2026, these technologies will likely prevent the sector from adding many net new jobs where efficiency gains absorb what would have been new hiring. However, it’s important to note that not all support jobs can be automated easily.

Cleaning crews, repair technicians, and many administrative roles that require human judgement or physical presence remain vital. So, while growth is slow, the sector isn’t disappearing; it’s pivoting. The jobs that do grow will often be those requiring a human touch (e.g. concierge-level customer service, specialized administrative coordinators) or those that involve managing the new technologies (like an RPA workflow supervisor or a maintenance tech for cleaning robots). In summary, administrative and support services in 2026 will be a leaner, tech-enhanced workforce: fewer people doing repetitive tasks, and more focus on roles that support core operations in ways machines still cannot.

Educational Services (Education)

Growth Outlook: Educational services (including private education institutions; public school employment is counted in government) are expected to grow slowly, roughly 1.9% for private education by 2034 bls.gov, while public education employment is nearly flat (+0.4% projected for state/local government) bls.gov. This slow growth belies the intense demand for educators: many school districts and universities are struggling with teacher shortages and high vacancy rates, but budget constraints and declining enrollments in some areas cap the growth in positions.

Job Availability: The teacher shortage remains a critical concern going into 2026. Nationwide, there were over 45,000 unfilled teacher positions in 2025 based on data from 31 states and D.C.learningpolicyinstitute.org, and some estimates put the current need (including underqualified hires) at over 50,000 vacancies nationally teachershortages.com. Subjects like special education, science, and math are particularly hard-hit by shortages. This means that qualified teachers (and substitute teachers) are in high demand, and many states have loosened certification requirements or raised salaries to attract talent. In higher education, universities have been slower to hire back after pandemic-era freezes, but there’s demand for faculty in fast-growing fields (e.g. computer science, nursing). Outside of teaching, education support roles (counselors, tutors, instructional aides) are also needed, though some schools are filling gaps with contractors or technology due to staffing shortfalls.

Wages: Teacher pay has historically lagged behind other professions with similar education requirements, and that gap remains in many regions which is a a major factor in the shortage. However, there have been movements to improve compensation. In 2024–2025, numerous states and districts passed salary increases or bonuses for teachers. For instance, some large districts gave 5–8% raises to retain staff, and states like Mississippi and New Mexico enacted significant teacher pay hikes. Entry-level teacher salaries are edging upward (often now in the $40k–$50k range in many states, higher in others), and some areas offer incentives like student loan forgiveness or housing assistance. Despite these improvements, wage growth is still catching up to make teaching competitive; many educators still cite pay as a reason for leaving.

AI & Automation: AI is gradually making inroads in education, but its role is largely assistive. Research does not foresee AI replacing teachers. Instead, it’s providing tools to enhance teaching and learning. For example, AI-driven tutoring programs can help students practice skills at their own pace, and automated grading software can handle objective assessments (like grading multiple-choice tests or even providing feedback on essays in some cases). This can lighten teachers’ administrative load, freeing them to focus more on lesson planning and one-on-one student support. Some schools are using AI analytics to identify students who need extra help by analyzing performance data. However, education is inherently human-centered: effective teaching relies on mentorship, motivation, and social interaction – qualities AI cannot replicate. In classrooms, teachers are also leveraging AI for personalized learning; for instance, an AI app might give a student practice problems tailored to their weaknesses, but the teacher monitors progress and intervenes as needed. On the administrative side, automation helps with scheduling, attendance tracking, and parent communication, which can reduce the need for some clerical support staff over time.

By 2026, students might have AI helpers and more educational software, but schools will still be actively recruiting human teachers, counselors, and coaches. In fact, technology’s growing presence in education requires more human oversight (digital curriculum specialists, IT support in schools). So, while AI will change certain methods (perhaps fewer hours spent grading or creating practice materials), it is augmenting the education workforce, not replacing it. The main challenge for education in 2026 remains attracting and retaining enough qualified people to the profession, a goal that better funding and improved teacher compensation will need to address.

Arts, Entertainment, and Recreation

Growth Outlook: The arts, entertainment, and recreation sector is rebounding and is projected to grow around 5% by 2034 bls.gov, faster than the average for all industries. This category includes performing arts companies, spectator sports, museums, amusement parks, and fitness/recreation centers. After being hit hard by pandemic closures, these businesses have seen a resurgence in consumer demand for experiences and leisure activities. By 2026, employment in many arts and entertainment venues is expected to either match or exceed pre-pandemic levels.

Job Availability: There is growing job demand in this sector as venues expand programming. For example, live music and theater are back in full swing – theaters are hiring actors, stage crews, and technicians, while concert halls need event staff and promoters. Major sports teams and leagues are expanding their seasons and fan engagement events, supporting jobs from coaches and scouts to stadium vendors and marketers. The rise of the “experience economy” means more amusement and theme parks, escape rooms, and recreational facilities opening or expanding, which boosts hiring of attendants, guides, and hospitality staff. Many jobs in arts and recreation are part-time or seasonal, but there are ample opportunities for those seeking flexible or creative work. Notably, the growth of esports and online content creation has even carved out new entertainment job niches (though those often fall under information or self-employment rather than traditional industry employment). Overall, as of 2025 the U.S. Department of Labor noted that roughly one in eight new jobs through 2033 will be in the broad leisure and hospitality arena ryzen.com, which includes arts and recreation – underscoring the significance of this recovering sector.

Wages: Wages in arts and entertainment vary extremely widely. At the high end, successful artists, performers, and professional athletes earn very high incomes. However, many jobs in this industry are relatively low-paying (especially service roles like ushers, concession workers, fitness instructors, etc., which often pay hourly wages). There has been upward pressure on some of these wages lately – for instance, amusement parks and theaters have had to offer higher hourly pay to attract workers post-pandemic. Unionized performers and technicians (e.g. stagehands, lighting techs) have also secured wage increases through new contracts in 2024–2025 as the industry recovered. While passion for the arts often draws people despite modest pay, the tight labor market has pushed employers to sweeten compensation a bit.

AI & Automation: Automation’s role in arts and entertainment is relatively limited, as the core product is human creativity and experience. You cannot automate a live concert or a sports competition in any meaningful way – the value comes from human performance. That said, AI is making behind-the-scenes inroads. For example, AI tools are being used in animation and game design to speed up rendering and character modeling, and in film, AI can help with CGI or even attempt to de-age actors or generate background extras. In the music industry, AI can assist in mixing and mastering tracks, or even generate music (though AI-composed music is more a novelty at this stage). There have been experiments with AI-written scripts and visual art, raising questions about the future for some creative jobs. However, so far these technologies are seen as assistive tools for artists and producers rather than replacements.

For customer-facing roles at entertainment venues, some automation is occurring: online and kiosk ticketing mean fewer box office clerks, and robotic cameras can track sports play without as many camera operators. Museums are using digital kiosks and augmented reality to enhance visitor experiences, potentially needing fewer tour guides. Yet, new tech features often add jobs for content creators and IT support.

One notable area is the use of AI in marketing and fan engagement – analyzing audience data to tailor promotions, which supports roles in digital marketing and data analysis even within arts organizations. By 2026, patrons will notice more technology in their leisure experiences (e.g. apps for self-guided museum tours, AI-powered recommendation engines for events), but the fundamental jobs – performers, athletes, directors, coaches, event managers – remain human. If anything, the digital age has increased appetite for authentic live experiences, which bodes well for employment in this sector. In summary, arts and entertainment jobs are growing as venues reopen and expand, wages are gradually improving, and AI is present but focused on enhancing production and experience rather than replacing the creators or facilitators of culture.

Accommodation and Food Services (Hospitality)

Growth Outlook: The accommodation and food services industry (encompassing hotels, restaurants, bars, and related hospitality businesses) is in expansion mode, projected to grow around 3.9% between 2024 and 2034 bls.gov. This growth follows a dramatic post-pandemic recovery: by 2026, travel and dining-out are largely back to pre-2020 levels, if not higher, and the industry is regaining workers it lost. Government projections indicate that about one in eight new U.S. jobs by 2033 will be in leisure and hospitality ryzen.com, underscoring this sector’s importance in job creation.

Job Availability: Hospitality employers have been hiring aggressively, yet many are still understaffed. In mid-2025, hospitality job postings remained somewhat below 2019 levels hiringlab.org, but this is due in part to a shortage of applicants rather than lack of need. Restaurants nationwide report difficulty finding enough cooks, servers, and managers; many reduced operating hours in 2021–2023 due to staffing shortfalls. While the acute shortages have eased slightly, labor supply remains tight in fields like hospitality if immigration and workforce participation don’t increase hiringlab.org.

The hotel sector also faces worker shortfalls – housekeepers, front-desk clerks, and maintenance crews are in demand as occupancy rises. With travel booming, new hotels are opening (especially in popular tourist regions), creating jobs from concierge services to event planning. Food service is seeing growth not just in traditional restaurants but also in catering, food trucks, and meal delivery services. Overall, if you’re looking for a job in 2026 with relatively low barriers to entry, hospitality is a fertile ground; employers are often willing to train motivated candidates given the workforce gaps.

Wages: Historically low wages in this sector have been rising out of necessity. Fast-food and casual restaurant wages jumped in recent years as chains competed for scarce workers. It’s now common to see entry-level pay $2–$5 higher than it was pre-pandemic. For example, large employers like McDonald’s, Chipotle, and Starbucks implemented wage increases and added benefits (tuition assistance, etc.) to attract staff. Many states and cities also raised their minimum wages; notably, some jurisdictions set specific higher minimums for hospitality workers.

California, for instance, passed a law raising the minimum wage for fast-food workers to $20/hour by 2024. These changes have lifted average earnings for cooks, servers, and hotel housekeepers, though tips still make up a big portion of income for many tipped workers. While wage gains have been significant (hospitality had some of the fastest percentage pay increases of any industry in 2022–2023), the pay is still moderate and the jobs can be physically demanding, which partly explains why filling openings is challenging.

AI & Automation: Automation is gradually entering hospitality, but the human element remains paramount. Many restaurants have adopted tech like tablet ordering or QR-code menus, reducing the need for as many waitstaff or cashiers. Fast-food outlets are experimenting with AI-driven voice systems for drive-thru ordering and deploying more self-service kiosks inside morningstar.com. Some kitchens use basic robotics (robotic fryers or burger grillers) to assist with cooking tasks, aiming to improve consistency and reduce labor needs. In hotels, automated check-in kiosks and mobile apps allow guests to bypass the front desk, and a few hotels have piloted robot concierges or delivery robots for room service. These innovations can streamline operations, but so far they supplement rather than replace staff – for example, a hotel kiosk handles simple check-ins, freeing front-desk agents to handle complex requests and personalize guest experiences.

AI is also used behind the scenes: hotels use AI for dynamic pricing and predicting occupancy, while restaurants use it for inventory management and demand forecasting (ensuring they have the right stock and staffing). Customer service chatbots answer common questions online, reducing call volumes. Importantly, hospitality is about service and experience; most customers still value human interaction – a friendly server, a helpful hotel clerk – as part of the product. So while a restaurant might run with fewer servers thanks to table-side ordering tablets, those servers’ roles may shift toward providing higher-touch service to guests.

By 2026, we can expect more routine tasks to be automated (like bill payment, simple food prep, or room bookings), which might modestly reduce the number of entry-level positions needed. However, any reduction in those roles is likely offset by the industry’s growth; hospitality is adding jobs overall despite tech adoption. In essence, AI and automation in hospitality are improving efficiency and throughput – which can boost business volume and actually lead to more hiring in customer-facing roles to meet increased demand. The challenge for the sector is to continue leveraging technology to enhance service quality and employee productivity, all while maintaining the human touch that is the hallmark of hospitality.

Government (Public Sector)

Growth Outlook: Government employment in the U.S. is projected to be nearly flat or declining in the near term. Federal government jobs are expected to decrease by around 4.6% from 2024 to 2034 bls.gov, while state and local government employment is projected to inch up only about 0.4%bls.gov. This lack of growth comes after a period of hiring in 2021–2022 (especially at the local level to refill positions cut during the pandemic); by 2025 the trend reversed, with public sector payrolls tightening again. For instance, public sector employment shrank by 24,000 jobs between January and August 2025 as federal budget constraints and the end of certain funding programs led to cutshiringlab.org. Going into 2026, many government agencies face budget pressures from lower tax revenues and higher costs, suggesting a cautious outlook on hiring.

Job Availability: Although the aggregate growth is minimal, the government is a huge employer (over 2 million federal and ~20 million state/local employees), so there is still considerable hiring due to retirements and turnover. In fact, parts of the public sector are experiencing worker shortages: for example, there’s high demand for public school teachers (counted under local government) due to vacancies, as noted earlier learningpolicyinstitute.org. Police and public safety departments in various cities are actively recruiting to address officer shortages. Public health agencies and social services need more workers to handle aging population needs. The federal government is hiring in certain areas like cybersecurity, veteran services, and infrastructure project management (thanks to federal infrastructure and CHIPS act funding).

However, these gains are often offset by reductions elsewhere – e.g. agencies reducing administrative staff or not backfilling some retiring employees as they streamline via technology. The upshot is that government jobs are available (and often come with attractive benefits and stability), but growth is uneven across agencies.

Wages: Government wages tend to grow at a controlled pace set by budget considerations. Federal civilian workers received an average 4.6% pay raise in 2023, and a roughly 5.2% raise for 2024 was approved – these are higher than typical, aimed at improving recruitment and retention as private-sector wages rose. State and local pay raises vary, but many states gave 2–4% raises annually recently to keep up with inflation.

Government roles often trade slightly lower salaries than the private sector for better benefits (pensions, healthcare) and job security. In 2025, the tight labor market forced some local governments to offer hiring bonuses for hard-to-fill roles (like bus drivers, nurses, IT personnel) and adjust pay scales upward. Overall, public sector compensation is improving modestly, but governments are constrained by fixed budgets and cannot always match private sector surges.

AI & Automation: Governments are increasingly using technology to improve efficiency, which affects their workforce needs. For example, many agencies have put services online (applying for permits, renewing licenses, paying taxes), reducing the need for as many clerks at the counter. Some governments use AI chatbots on their websites to answer common citizen questions (like, “What is my property tax bill?”), which can handle routine inquiries 24/7. Robotic process automation is being applied in back offices to handle tasks like processing forms or sorting records.

These changes mean that over time, fewer administrative support staff may be required. A notable case: the IRS is piloting AI to flag complex tax returns for review, aiming to improve auditor productivity. Similarly, unemployment insurance systems in several states now use automation to process claims faster (something scaled up during COVID). While these technologies can displace some routine jobs, they also create demand for new skills – governments need IT professionals, data analysts, and cybersecurity experts to build and maintain these digital systems.

Also, unlike private companies, public agencies tend not to do mass layoffs even when technology improves efficiency; instead, they often repurpose or gradually reduce positions through attrition. By 2026, we can expect many more government services to be digital-first (from DMV transactions to court filings), meaning fewer paper-pushing roles and more tech oversight roles. Importantly, in core public-facing and safety functions, automation plays a very limited role: you can’t automate a firefighter, a social worker’s home visit, or a public school classroom (and attempts to overly automate decisions in these areas are met with public resistance). So, while the public sector might not grow much, it will continue to offer a wide range of stable jobs.

The focus will be on retraining the existing workforce to use new tools (e.g. training administrative workers to supervise AI-driven systems) and recruiting talent in fields where government has shortages (education, law enforcement, healthcare, tech). Overall, the government of 2026 will be cautiously modernizing – aiming to do more with roughly the same number of employees – and striving to maintain service levels even with tight budgets and the help of automation where appropriate.

Conclusion: Where Growth Will Concentrate and Where Opportunity Still Exists in 2026

The 2026 U.S. job market will not reward volume, visibility, or effort alone. It will reward alignment with structural growth, scarcity of skills, and resistance to full automation. Across the 21+ industries analyzed, a clear pattern emerges: the strongest employment growth and wage resilience are concentrated in sectors driven by demographic demand, regulatory complexity, infrastructure investment, and technology enablement, not speculative expansion or discretionary spending.

The best growth industries heading into 2026 include Healthcare & Social Assistance, Professional & Technical Services, Construction, Utilities & Energy Infrastructure, and Technology-enabled Marketing and Information Services. These sectors share three defining traits: sustained demand that cannot be deferred, work that remains human-dependent even as AI accelerates, and chronic talent shortages that push wages upward. Healthcare stands out as the most durable engine of job creation due to aging demographics, while professional and technical services benefit from every industry’s need to implement AI, manage complexity, and modernize operations. Construction and utilities are being structurally reinforced by long-term public and private investment, while marketing and information roles tied directly to revenue, analytics, and growth continue to expand even as teams become smaller and more senior.

At the same time, the slowest-growing or declining industries are not “dead,” but they are being reshaped. Retail, administrative support, traditional manufacturing, parts of finance, and government employment are experiencing automation-driven efficiency gains that reduce headcount growth. However, within these industries, select roles remain resilient particularly those involving oversight, risk management, compliance, complex decision-making, physical presence, or human interaction. The opportunity in these sectors lies less in volume hiring and more in specialization, upskilling, and role transformation.

The overarching takeaway is that 2026 is not a generalized job market, it is a segmented one. Growth is no longer evenly distributed across industries or job levels. Instead, opportunity concentrates where human judgment, technical fluency, and strategic execution intersect. Artificial intelligence is accelerating this divide: eliminating routine work, compressing teams, and elevating expectations but also creating demand for professionals who can design, govern, and apply these systems effectively.

For job seekers, employers, and workforce planners alike, the implication is clear: the safest path forward is not avoiding change but positioning within it. Industries aligned with long-term demand and augmented by AI rather than replaced by it will define the strongest employment and wage outcomes in 2026 and beyond.

Sources: U.S. Bureau of Labor Statistics projections and databls.gov bls.gov; industry reports and forecastsryzen.com randstadusa.com; Indeed Hiring Lab economic outlookhiringlab.org; Deloitte and other consulting insights on sector trendsbls.gov dataconomy.com; and various news releases and surveys on wage trends and AI impacts across industriesmedicaleconomics.com altline.sobanco.com mobihealthnews.com. Each industry analysis above cites specific recent statistics and developments (in brackets) to provide an evidence-based forecast for 2026.

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