From occupational information to workforce intelligence.
India's occupational systems tell us what jobs exist. JobsAIQ's intelligence layer can help understand what those jobs are made of, how work is changing, where workers can move, and which skills can unlock the transition.
Exploring a proposed application for India's National Career Service
- Occupation
- Tasks
- Skills
- Work changing
- Durable human core
- Adjacent careers
- Skill gaps
- Reskilling pathways
Why this matters
The next workforce challenge is not finding jobs. It's navigating change.
Work is changing
AI and technology affect tasks differently within the same occupation.
Workers need pathways
A person rarely moves from one job to another by starting from zero.
Institutions need intelligence
Career counselling and skilling become more effective when occupational change and transferable skills can be understood systematically.
The opportunity is to connect these layers.
- 956 occupations
- Tasks
- Skills
- Connections
- Career movement
The foundation already exists
The graph is already built. This page is about what it can become.
The existing JobsAIQ Knowledge Graph provides the occupational foundation. The prototype below explores what becomes possible when that graph is extended with task-level technology exposure, durable capabilities and reskilling intelligence.
Demonstrated
An occupational intelligence layer — demonstrated
A working prototype showing how an occupation can become a dynamic intelligence object rather than a static classification. The 28 occupations here are the demonstrator scope, not the size of the JobsAIQ graph.
Grounded in India's official occupational classification
JobsAIQ's occupational intelligence is being grounded against the National Classification of Occupations (NCO 2015), maintained by the Directorate General of Employment, Government of India. The classification identifies the occupation; the analysis on top of it is JobsAIQ's own.
Occupational identity in this demonstrator is grounded against India's official classification. The analytical layer above it — exposure, durable core, adjacency — is JobsAIQ-derived and remains subject to expert and institutional review. Wage figures are illustrative at this stage.
Occupational classification
DGE / NCO 2015
JobsAIQ intelligence
JobsAIQ-derived
Institutional validation
Subject to appropriate expert/institutional review
Occupational knowledge graph · prototype
What each job is made of, and where it can go next
28 Indian service occupations decomposed into 167 tasks on the NCO-2015 spine. For each: which tasks AI is changing, which hold their value, and which other occupations the skills actually reach.
28
occupations mapped
167
tasks decomposed
46%
of all working time in high-exposure tasks
34%
in work that resists automation
01
How work is changing
Each bar is one occupation's week, sorted by how much sits in fast-changing work. The green segment is the durable core — what a reskilling plan builds on rather than replaces.
Read the shape, not the exact widths. Tier boundaries derive from provisional baselines; what the picture shows reliably is that a clerical week and a managerial week differ in kind, not degree.
02
Where reskilling pressure is building
The policy view: task classes carrying the most exposed time, and the skills that reach furthest into lower-exposure work.
| Task class | Mean % of week | Occupations |
|---|---|---|
| routine data processing | 15.6% | 20 |
| reporting and dashboards | 11.1% | 23 |
| document preparation | 8.3% | 14 |
| templated customer resolution | 4.8% | 4 |
| code implementation | 2.8% | 3 |
| testing and qa | 1.6% | 2 |
Bridge skills
Ranked by how many lower-exposure occupations each skill reaches.
| Skill | Type | Reaches | Lower-exposure |
|---|---|---|---|
| Process documentation | domain | 10 | 4 |
| Stakeholder communication | human | 9 | 4 |
| BI and dashboarding | technical | 5 | 4 |
| Coaching and mentoring | human | 5 | 4 |
| Written communication | human | 11 | 3 |
| Risk and controls | domain | 7 | 3 |
| Judgement under ambiguity | human | 7 | 2 |
| Prioritisation under pressure | human | 5 | 2 |
03 · Counsellor view
Explore the occupation
Open an occupation and show a job seeker what their week is made of and where it can go next.
NCO 2411 · Accountants
Accountant / Finance Executive
Work changing fast
42%
of the working week, by task composition
Exposure group
Not determined
unstable under our own uncertainty — held a group in only 56% of 10,000 trials, so none is stated
Entry
B.Com with CA Inter, or CA
₹4–10 LPA · placeholder
Loading official classification…
Source: Directorate General of Employment, Government of India · National Classification of Occupations 2015. View official source. Classification is official; the tasks, exposure, durable core and adjacent careers below are JobsAIQ-derived and are not produced or endorsed by DGE.
JobsAIQ intelligence
Prepare monthly closing schedules and post accruals
routine data processingChanging fast22%of weekPrepare financial statements and management reporting packs
reporting and dashboardsChanging fast20%of weekReview reconciliations prepared by the executive team
quality reviewPartly assisted18%of weekOwn the close calendar end to end
process ownershipPartly assisted14%of weekTake positions on treatment questions and defend them to auditors
risk managementHolds value16%of weekExplain variances to business heads
stakeholder communicationHolds value10%of week
What holds its value
26% of this role sits in work that resists automation.
- Take positions on treatment questions and defend them to auditors 16%
- Explain variances to business heads 10%
Skills this role builds
Official occupational reference · DGE / NCO 2015
Search India's official occupation classification
Search by occupation title, NCO 2015 code, NCO 2004 code, or filter down the official hierarchy. This is the classification layer beneath JobsAIQ's intelligence, stored and served by JobsAIQ.
Searching…
| NCO 2015 | Official occupation | Family | Group | NCO 2004 |
|---|
NCO coverage
0 official NCO 2015 occupations are stored in the JobsAIQ reference layer. Mapping status is shown exactly as recorded — nothing is displayed as verified until it has been verified.
0
JobsAIQ occupations
0
NCO mapped
0
Verified
0
Needs review
0
Unresolved
Status. Prototype build. Occupational classification is DGE / NCO 2015; exposure values, durable core and adjacency are JobsAIQ-derived and provisional pending expert review; wage figures are placeholders. An NCO code identifies the occupation — it does not validate any JobsAIQ calculation.
From a job description to a workforce intelligence object
Traditional occupational information
- Occupation
- Job description
- Qualification
- Skills
- Salary
Five fields. No movement.
Intelligence layer
- Occupation
- Tasks
- Technology exposure
- Durable capabilities
- Transferable skills
- Adjacent occupations
- Skill gaps
- Reskilling pathway
One occupation, end to end
Accounts Executive
NCO 4311. The same chain the prototype computes for every occupation, read top to bottom.
Step 1
Current work
- Routine processing
- Reporting
- Reconciliation
- Exception handling
- Stakeholder communication
Step 2
What is changing?
- Routine data processing
- Reporting
- Document preparation
Step 3
What remains durable?
- Risk & controls
- Exception handling
- Stakeholder communication
Step 4
Where could the worker move?
- Loan Processing
- Insurance Claims
- Compliance
- Financial Analysis
Step 5
What skills need to be added?
- Credit assessment
- Regulatory compliance
- Judgement under ambiguity
The opportunity
What this intelligence layer could enable for NCS
01
Future-facing career counselling
Move from "What jobs match this person?" to "Where can this person realistically move next?"
02
Occupational change intelligence
Understand which task groups are changing across occupations.
03
Reskilling prioritisation
Identify skills that unlock multiple resilient career pathways.
04
Career mobility
Map cross-sector occupational transitions.
05
Counsellor decision support
Give counsellors an evidence-backed transition map.
06
Workforce policy intelligence
Identify where occupational transition pressure is accumulating.
This is not another AI chatbot.
| Generic AI | Occupational intelligence layer |
|---|---|
| Generates an answer | Maintains structured relationships |
| Conversation-based | Infrastructure-based |
| May infer relationships | Relationships explicitly represented |
| Difficult to audit | Traceable |
| Generic knowledge | Occupationally structured |
| Recommendation generated | Recommendation derived from graph |
| One user at a time | Can power institutional workflows |
Scoring is deterministic. No language model sits in the numeric path.
Evidence & governance
Built for evidence, validation and governance
01
Occupational data
- NCO / ISCO
- Authoritative occupational sources
02
Research evidence
- ILO
- Felten AIOE
- Eloundou et al.
03
JobsAIQ computation
- Task decomposition
- Exposure modelling
- Skill relationships
- Adjacency scoring
04
Institutional validation
- Expert review
- Occupational adjudication
- Labour-market validation
- NCS / DGE input
Designed for co-validation, not black-box deployment
JobsAIQ
- Graph architecture
- Task intelligence
- Career adjacency
- Deterministic modelling
- Technology exposure framework
NCS / DGE
- Occupational authority
- NCO validation
- Labour-market context
- Expert review
- Institutional governance
National occupational intelligence layer
Proposed pilot
A practical path from prototype to national capability
Phase 1
Validate
20–50 priority occupations. Validate occupation mapping, task decomposition, the exposure framework, skills and adjacency.
Phase 2
Expand
Priority sectors and occupational clusters.
Phase 3
Counsellor pilot
Test with career counsellors.
Phase 4
Workforce intelligence
Expand to broader occupational coverage and institutional workflows.
Build the intelligence layer for India's changing workforce.
We would welcome the opportunity to validate the model with NCS and explore a focused occupational intelligence pilot.