Deel's CEO predicts that new graduates, being "AI native," will master AI tools so effectively they'll become more productive than experienced workers reluctant to adapt. This generation will leverage AI as a superpower, fundamentally changing the value of experience versus tool proficiency.

Since modern AI is so new, no one has more than a few years of relevant experience. This levels the playing field. The best hiring strategy is to prioritize young, AI-native talent with a steep learning curve over senior engineers whose experience may be less relevant. Dynamism and adaptability trump tenure.

A key to OpenAI's innovation is hiring young talent who grew up thinking natively about AI. These individuals "hold the model weights in their brains," enabling creative breakthroughs. The team behind the video model Sora, for instance, has a median age in the low twenties.

In contrast to widespread tech layoffs, ServiceNow is prioritizing hiring early-career professionals with 0-2 years of experience. The strategy is to tap into a generation of "AI natives" who intuitively leverage new AI tools, viewing this as a key advantage over experienced but less-adapted talent.

When building core AI technology, prioritize hiring 'AI-native' recent graduates over seasoned veterans. These individuals often possess a fearless execution mindset and a foundational understanding of new paradigms that is critical for building from the ground up, countering the traditional wisdom of hiring for experience.

Contrary to fears that AI replaces entry-level jobs, companies will increasingly seek 'AI-native' young talent. These employees grew up with the technology and can apply it with a fluency their older peers lack. This makes them highly valuable 'super producers,' reversing the assumption that junior roles are at risk.

Contrary to the belief that AI architecture is only for senior staff, Atlassian finds that "AI native" junior employees are often more effective. They are unburdened by old workflows and naturally think in terms of AI-powered systems. Senior staff can struggle with the required behavioral change, making junior hires a key vector for innovation.

The class of 2026 will be the first "ChatGPT generation." Their key selling point to employers will not be their potential or affordability, but their innate ability to leverage generative AI for productivity, a skill that more senior, "AI laggard" employees may lack.

In the age of AI, Figma's CEO favors hiring younger talent who are 'AI native' and intuitively understand the technology. He believes this innate fluency can be more valuable than the experience of senior professionals who must consciously adapt to the new paradigm, challenging traditional hiring hierarchies.