What if a machine knew you were getting fired before you did?
Artificial intelligence (AI) is increasingly being used to hire, promote, and fire employees. While most of the focus is on employers using AI, a growing number of professionals are exploring these tools to reverse-engineer signs of risk.
According to a recent survey by Resume Builder, 66% of managers admit to using AI to make firing decisions, with some relying on it entirely with no human review required. But now, tools originally designed for employers are being flipped for employee self-defense.
AI in Firing Is Rising Quietly
With AI now steering termination decisions, workers often don’t realize they’re at risk until the pink slip arrives. While AI promises objectivity, the reality is often opaque and unpredictable. Many workers don’t know that their activity, sentiment scores, or even inbox behavior may be quietly feeding into decisions about their future.
Gavin Yi, CEO of Yijin Hardware, brings a his perspective about workforce decisions that often hinge on productivity data and efficiency metrics.
“AI is changing what we make and who gets to make it,” says Yi. “The idea that a machine can determine someone’s professional fate is both exciting and concerning. It’s essential that we use this tech responsibly and transparently.”
What AI Looks at When Deciding Who’s “At Risk”:
- Email tone and sentiment over time
- Frequency of manager-employee communications
- Changes in project ownership and task load
- Meeting invitations and calendar access patterns
- Participation in team communication channels
Yi notes that in manufacturing and production-heavy roles, even machine usage, performance logs, and output efficiency can feed predictive models that flag someone as “at risk.
Use AI to Stay Ahead:
- Run sentiment analysis on emails and messages using free or low-code AI tools.
- Track meeting frequency and who’s included. Are you being left out?
- Use dashboard tools to visualize workload changes.
- Pay attention to job listings. Is your role being quietly posted?
- Stay proactive with management and use AI trends to inform open conversations.
- Keep a personal record of performance metrics and wins, backed by data.
- If in doubt, consult a career AI tool or coach that uses similar tracking.
“AI should never be used to fire someone without context,” Yi says. “Data can point to risk, but managers need to review that data humanely. AI should be an assistant and not a judge.
“For employees, I’d recommend becoming fluent in the tools your employer is using. If they use AI in reviews, learn how it works. If there’s a performance dashboard, request access. We are no longer in a world where being good at your job is enough because you need to be good at showing that you’re good, too,” he adds.