27-2022.00
Coaches and scouts
Moderate displacement risk
Composite of 5 dimensions (higher = more displacement pressure)
AI Exposure Analysis
While AI is significantly impacting the analytical side of the job—such as processing player data, optimizing game strategy, and analyzing opponent film—the core of the occupation remains deeply physical and interpersonal. Coaches must provide real-time motivation, physical instruction, and human leadership on the field, which cannot be replicated by digital tools.
Dimension Breakdown
How many of this occupation's tasks can current or near-term AI systems perform? Based on GPT-scored analysis of 342 BLS occupations validated against 6 academic exposure indices.
How quickly will firms in this sector actually deploy AI? Accounts for regulatory burden, digital maturity, competitive pressure, union density, and organizational complexity.
How well can workers in this group transition to new roles? Composite of net liquid wealth (financial buffer), skill transferability, geographic job density, and age demographics.
When AI makes this sector's output cheaper, does demand expand enough to offset job losses? High elasticity means the Jevons Paradox may preserve or even grow employment.
Is AI primarily enhancing workers in this occupation or replacing them? Based on CFO survey data where available, estimated from task composition and job dimensionality otherwise. Jobs with more distinct task clusters (high dimensionality) tend toward augmentation via the O-Ring "focus effect" — automating some tasks lets workers concentrate on remaining ones, multiplying output quality.
Task heuristic base: 4.1 +1.0 from dimensionality
Task Composition
How this occupation's work time is distributed across 8 task categories, based on O*NET work activity data.
Top Work Activities
Most important work activities from O*NET, ranked by importance score (1-5).
| Activity | Category | Score |
|---|---|---|
| Establishing and Maintaining Interpersonal Relationships | Interpersonal | 4.45 |
| Making Decisions and Solving Problems | Analysis & Decision | 4.32 |
| Coaching and Developing Others | Interpersonal | 4.30 |
| Organizing, Planning, and Prioritizing Work | Coordination & Mgmt | 4.29 |
| Developing and Building Teams | Coordination & Mgmt | 4.23 |
| Getting Information | Information Processing | 4.04 |
| Judging the Qualities of Objects, Services, or People | Analysis & Decision | 4.04 |
| Scheduling Work and Activities | Coordination & Mgmt | 4.03 |
| Communicating with Supervisors, Peers, or Subordinates | Communication | 4.02 |
| Thinking Creatively | Creative / Generative | 3.99 |
Methodology
This page combines Karpathy's GPT-scored technical exposure (per-occupation) with four additional dimensions inherited from the parent SOC major group: institutional adoption speed, worker adaptability, demand elasticity, and AI complementarity.
Task composition is derived from O*NET work activity data, mapped to 8 internal categories. The complementarity score is adjusted by job dimensionality (Gans & Goldfarb 2024): occupations with more distinct task clusters tend toward augmentation rather than replacement.
Net displacement risk is computed as a weighted composite: exposure (30%), adoption speed (20%), adaptability (15%), demand elasticity (15%), complementarity (20%). Pressure dimensions are normalized independently from absorption dimensions, so defensive factors can fully counterbalance exposure.