Summary of Key Points
This news article uses the real case of Wang Feng's company, which laid off 700 employees in just two months using AI, to highlight how the "liquidation" of jobs by AI has gone from a prediction to reality. By 2026, the global technology industry is expected to lay off over 97,000 people due to AI, with similar replacements occurring in industries such as entertainment, finance, and e-commerce. AI primarily targets tasks that are repetitive, rule-based, and can be standardized, leaving behind positions that require creativity, judgment, and experience. The middle tier of employees (those who bridge creativity and execution) is the most vulnerable. While laws can prevent illegal layoffs, they cannot stop legal AI replacements. The cost of these layoffs falls on individuals, as the value of jobs that can be automated essentially becomes zero.
I. AI Targets "Assembly Line Brain Workers"
The 700 employees laid off by Wang Feng's company held positions that were repetitive, had clear rules, and could be broken down into small tasks—such as basic editing, customer service, data entry, drafting contracts, and preliminary music composition. These tasks do not require unique creativity or complex judgment, and AI can perform them 24/7 more efficiently than humans.
II. Layoffs Completed in 60 Days: An Efficiency-Driven "Blitzkrieg"
Wang Feng's company took only 60 days from introducing AI to laying off 700 employees. What's more alarming than the number of layoffs is the speed at which it was done:
1. Immediate Cost Savings: The company saved on salaries, social security, and office space, immediately improving its cash flow.
2. AI Never Takes Days Off: There's no need for overtime or leave; AI can work on editing, writing reports, etc., 24/7 with consistent quality.
3. Reduced Communication Costs: The need for a large management team was eliminated as senior managers could directly communicate with AI and a few selected employees.
This is not unique to Wang Feng's company. Giants like Oracle, Meta, and Cisco are also laying off employees while investing in AI, with even vice presidents earning $500,000 per year potentially being affected. In the eyes of AI, the importance of a position lies in its replaceability, not its seniority.
III. The Middle Tier Is Most Vulnerable
The 400 remaining employees represent those who transform creativity into final products—editors (who used to produce three pieces a day but now have AI producing 50 in two hours), graphic designers (creating detail pages), and customer service supervisors (handling routine issues). However, even these employees must learn to use AI tools to become "AI coordinators" (e.g., writing prompts and reviewing AI outputs).
In short, AI does not take over jobs per se; it targets those that can be clearly defined by a set of instructions.
IV. 60 Days to Complete Layoffs: A Speed Driven by Efficiency and Cost
The rapidity of the layoffs highlights how efficiency and cost are driving this process:
- Quick Profit: The company saved millions by eliminating unnecessary expenses.
- AI's Uninterrupted Work: AI operates without downtime or breaks, ensuring consistent quality.
- Streamlined Communication: Management no longer needs to manage a large team; instructions can be given directly to key employees.
This is not limited to Wang Feng's company. Many other companies are using AI for layoffs, demonstrating that the ability of a position to be automated is what matters, not its level in the hierarchy.
V. The Middle Tier Is in a Corner
The reduction from 1,100 to 400 employees targets those who convert creativity into tangible products. For example, editors (who used to edit three pieces a day but now have AI producing 50 in two hours), graphic designers, and customer service supervisors are being replaced. The reason the middle tier is at risk is that while AI can replace lower-level tasks, its ability to handle complex, judgment-based work makes it less valuable in a business context.
VI. Can Laws Protect You?
Laws can only prevent illegal layoffs, not legal replacements by AI. In one case, an AI quality control supervisor in Hangzhou had her salary reduced and she was fired on the grounds that AI replaced her job. The court ruled in favor of the company, stating that AI had not yet reached a level where it could substantially replace human tasks. However, laws prevent companies from using AI as a pretext for arbitrary layoffs.
VII. The Essence of Being Replaced
The key question is whether your job can be broken down into manageable tasks. The 700 employees laid off lost their jobs because their roles were standardized and could be automated. For example, the number of people needed to review uniforms and logos in Midea's customer service team was reduced from 20 to 4 with AI; at Transfar Group, AI reduced the development cycle for new chemicals by 40%; and in a Wuxi factory, AI increased efficiency, turning three days' work into just a few hours.
The real issue is not whether AI will replace you, but whether your job can be systematically documented. If it can, then you are at risk. If not (e.g., if your job requires adaptability, responsibility, or creativity), you may be temporarily safe—for now. But how long will that last? Wang Feng's company completed the transition in just 60 days; how about your company?
VIII. AI Removes "Assembly Line Brain Labor"
The industrial revolution replaced weavers; the information revolution replaced typists. Now, AI is eliminating those who perform standardized mental tasks. Efficiency always favors capital, and those displaced must adapt on their own.
The true protection against automation lies in jobs that cannot be automated—those that require emotion, judgment, and responsibility. If your core skills can be learned by AI within three months, you might be next on the list. This is not a victory for AI; it's a collective elimination of repetitive mental labor. Are you ready?