Under the Radar

Under the Radar | October 31: Major Rotation – Voice AI Enters Top 5, Healthcare Opens Entry Door

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Market Intelligence Report – October 31, 2025

Under the Radar
Top 5 AI jobs and gig paths this week

Executive Summary

This week marks our first major Top 5 rotation since launch. Two positions drop out, two enter—and the reasons reveal the market’s evolution. Voice AI Implementation has graduated from “watchlist” to Top 5 after surging growth signals. More significantly, we’re adding our first true entry-level opportunity: Healthcare Patient Care Coordinator, a direct response to the Class of 2025 employment crisis.

Meanwhile, cybersecurity just experienced its own seismic shift. CrowdStrike’s October 28 announcement of seven AI security agents signals the birth of an entirely new role: AI SOC Orchestrator. We’re tracking it as this week’s “One to Watch.”

The Bottom Line: The window between “emerging opportunity” and “saturated market” is shrinking. Voice AI moved from watchlist to Top 5 in just one week. If you’re waiting to see what happens, you’re already late.

The Top 5 – Major Rotation

THIS WEEK’S CHANGES:

We have a new “One to Watch!”

DROPPING:

  • Digital Estate Management – Still valid but too niche for Top 5
  • Micro-Community Management – Stable but limited growth trajectory

ADDING:

  • Voice AI Implementation Specialist – Promoted from “One to Watch”
  • Healthcare Patient Care Coordinator – NEW: First entry-level opportunity
  • We will update our free resources this weekend with handy tools for the newly added opportunities in the Top 5! Be sure to check back at https://theopenrecord.org/resources/index.html

#1: AI Agent Builders – Continuing to Surge 🚀

Status: Holding Position #1, Accelerating

Market Signals:

  • 1,000+ jobs posted on ZipRecruiter
  • Market expansion: $5.1B (2024) → $47.1B (2030)
  • 44.8% CAGR – fastest-growing tech sector
  • LangChain, CrewAI, AutoGPT becoming standard

Salary Range: $34K – $250K (entry to senior)

Why It’s Still #1:

The demand hasn’t just continued—it’s accelerated. Every company eliminating customer service roles needs someone to build the AI agents replacing them. CrowdStrike’s announcement this week (see “One to Watch” below) validates this: the cybersecurity industry alone is pivoting to AI agents at scale.

What Changed This Week:

CrowdStrike launched seven mission-ready AI agents with their Charlotte AI platform. They’re not alone—dozens of companies announced similar agent deployments in October. This isn’t a trend anymore. It’s infrastructure.

Skills in Demand:

  • Python/JavaScript programming
  • LLM frameworks (LangChain, LlamaIndex, AutoGPT)
  • Prompt engineering and agent orchestration
  • Multi-agent system design
  • Integration with existing business tools

Entry Path:

Still accessible to bootcamp grads and career-changers. The barrier is lower than traditional software development because you’re orchestrating AI rather than coding from scratch.

Reality Check:

Startup culture warning: Many AI agent companies operate on 996-style schedules (see CAUTION section below). Vet companies carefully for work-life balance before accepting offers.

Search AI Agent Builder jobs on ZipRecruiter →

#2: Local Business AI Implementation – Holding Strong 💪

Status: Holding Position #2, Steady Growth

Market Signals:

  • 1,000+ AI automation consultant jobs
  • 1,000+ AI implementation specialist positions
  • Small/medium business adoption accelerating
  • Voice AI integration creating new sub-specialty

Salary Range: $50K – $120K (varies by region)

Why It’s Holding:

While enterprises build custom AI agents, small businesses need someone to deploy existing tools. A dental office doesn’t need a Python developer—they need someone who can set up their AI appointment scheduler, train staff, and troubleshoot issues.

New Opportunity Within This Space:

Voice AI implementation for local businesses is emerging as a specialty. Healthcare practices, law firms, and service businesses all need voice AI systems but lack technical staff. If you can implement Deepgram or similar voice platforms, you’re solving a real pain point.

Best For:

  • Former customer service managers
  • Operations specialists
  • IT support professionals
  • Anyone who can translate tech speak to business owner speak

Skills Needed:

  • Basic AI tool understanding (no coding required)
  • Project management fundamentals
  • Training and change management ability
  • Problem-solving and troubleshooting
  • Small business operations knowledge

Search AI Consultant jobs on Indeed →

#3: Voice AI Implementation Specialist – PROMOTED 🔥

Status: NEW to Top 5 (promoted from “One to Watch”)

Why It Entered Top 5 This Week:

Last week, Voice AI was heating up. This week, it exploded. The combination of CrowdStrike’s AI agents, continued healthcare automation, and automotive voice integration pushed this from “interesting” to “urgent.”

Market Signals:

  • 1,000+ Conversational AI jobs on ZipRecruiter
  • Healthcare voice AI: 37.3% CAGR through 2030
  • 8.4 billion voice assistants globally by end of 2025
  • Gartner predicts 70% of customer interactions will involve voice AI by 2027
  • 70% automation rates already reported in early implementations

Salary Range: $55K – $130K (entry to specialist)

What Voice AI Implementation Actually Means:

You’re not building the AI—you’re deploying it for specific industries:

Healthcare Focus:

  • Implementing voice systems for appointment scheduling
  • Setting up HIPAA-compliant voice documentation
  • Training medical staff on voice AI tools
  • Troubleshooting voice recognition in clinical settings

Automotive Focus:

  • Integrating voice AI into vehicle systems
  • Customizing voice commands for fleet management
  • Training dealership staff on voice features

Enterprise Customer Service:

  • Deploying voice AI for call centers
  • Creating conversation flows
  • Managing voice agent performance

Skills Required:

  • Understanding of voice AI platforms (Deepgram, AssemblyAI, Google Speech-to-Text)
  • Basic prompt engineering for conversation design
  • Industry-specific knowledge (healthcare, automotive, etc.)
  • Training and change management skills
  • No deep programming required (implementation, not development)

Entry Path:

From Customer Service: You already understand customer interactions. Learn voice AI tools and you’re qualified to implement systems that replace the job you used to do—and get paid significantly more.

Week 1-2: Take free courses on conversational AI basics
Week 3-4: Practice with Deepgram or AssemblyAI free trials
Week 5-6: Choose a specialty (healthcare most accessible)
Week 7-8: Build a portfolio project (voice appointment scheduler)
Week 9-12: Apply to implementation roles or consulting gigs

Reality Check:

This is the rare opportunity where your customer service experience is an advantage, not a liability. You know what customers need, how they speak, and what frustrates them. That’s more valuable than coding skills for implementation roles.

Resources:

Why This Beats Staying in Customer Service:

Your current customer service job pays $35K-45K and is being eliminated. Voice AI implementation starts at $55K and is growing 37% annually in healthcare alone. You’re moving from the eliminated side to the implementation side.

The Timeline:

If you’re in customer service now, you have 6-12 months before widespread voice AI deployment eliminates most routine call center work. Learn implementation skills now while you’re still employed and can practice.

#4: Healthcare Patient Care Coordinator – NEW ENTRY-LEVEL 🆕

Status: NEW to Top 5 (First Entry-Level Opportunity)

Why We Added This:

The Class of 2025 faces a 5.8% unemployment rate, 41.2% underemployment, and students are sending 200+ applications with zero responses. Meanwhile, entry-level tech jobs are being eliminated by AI. We needed a genuine entry-level path that’s:

  1. Actually accessible (no degree or experience required for many positions)
  2. Protected from global competition (HIPAA regulations)
  3. AI-resistant (requires human empathy and judgment)
  4. Has career progression (not a dead-end)
  5. Pays livable wages ($37K-$46K entry-level)

Healthcare Patient Care Coordinator meets all five criteria.

Market Signals:

  • 512+ remote patient care coordinator positions (Glassdoor)
  • 289+ remote health care coordinator roles (Glassdoor)
  • Major employers actively hiring: Mayo Clinic, Kaiser, UnitedHealth, Tenet Healthcare
  • Growth driven by aging population and telehealth expansion
  • Remote work normalized post-pandemic

Salary Range:

  • Entry-level: $18-$22/hour ($37K-$46K annually)
  • Experienced: $25-$35/hour ($52K-$73K annually)
  • Specialist roles: Up to $76/hour ($158K annually)

What the Job Actually Involves:

Healthcare Patient Care Coordinators manage patient care plans remotely. Daily tasks include:

  • Scheduling appointments and coordinating between providers
  • Following up on patient care plans and medication adherence
  • Documenting interactions in Electronic Health Records (EHR)
  • Coordinating referrals to specialists
  • Explaining procedures, timelines, and insurance coverage to patients
  • Ensuring patients receive follow-up care
  • Maintaining HIPAA-compliant records

This is NOT:

  • Medical diagnosis (you’re not a doctor)
  • Clinical care (you’re not a nurse)
  • Emergency response (you’re coordination, not crisis intervention)

This IS:

  • Administrative support for clinical teams
  • Patient communication and education
  • Care plan coordination and follow-up
  • Healthcare system navigation assistance

Required Qualifications:

Minimum (Many Entry-Level Roles):

  • High school diploma or equivalent
  • Customer service experience (any industry)
  • Strong written and verbal communication
  • Basic computer literacy
  • Empathy and patience

Preferred (But Often NOT Required):

  • Associate’s or Bachelor’s degree in healthcare administration
  • Previous healthcare experience
  • Medical terminology knowledge
  • EHR system familiarity
  • HIPAA training

The Reality: Most of the “preferred” qualifications can be learned in 2-4 weeks of free online training.

Why This Job Is Protected:

HIPAA Compliance Barrier: Healthcare patient data can’t be casually outsourced. HIPAA regulations require strict data protection, which creates a natural barrier against 996-culture companies and overseas outsourcing.

Human Empathy Required: Explaining a cancer diagnosis follow-up to a frightened patient requires judgment, empathy, and cultural understanding. AI can’t handle this. Neither can someone working 72-hour weeks in a 996 burnout culture.

Regulatory Documentation: Healthcare documentation has legal implications. A coordinator who makes an error in patient records creates liability. This requires careful, rested humans—not exhausted workers or AI systems.

Language and Cultural Competency: Many coordination tasks require understanding regional accents, cultural health beliefs, and complex family dynamics. This is deeply human work.

Why This Isn’t Customer Service Redux:

Career Trajectory:

  • Start: Patient Care Coordinator ($37K-$46K)
  • 2-3 years: Case Manager ($52K-$70K)
  • 4-6 years: Utilization Review Coordinator ($60K-$85K)
  • 6-10 years: Healthcare Compliance Specialist ($70K-$110K)
  • 10+ years: Healthcare Quality Director ($90K-$150K)

Skills That Transfer:

  • Medical terminology → Healthcare compliance
  • EHR systems → Health informatics
  • Care coordination → Case management
  • HIPAA knowledge → Privacy compliance roles

Industry Growth:

  • Aging population increasing demand
  • Telehealth expansion creating remote roles
  • Healthcare consolidation increasing coordination needs
  • Value-based care models requiring more coordination

The Honest Downsides:

Emotionally Demanding: You’re dealing with sick people, worried families, and sometimes bad news. Some days are heartbreaking.

High Documentation Requirements: Every interaction must be documented accurately and thoroughly. This is detail-oriented work.

Sometimes Frustrating: Insurance denials, unresponsive patients, system barriers—you’ll encounter all of these regularly.

Not High-Paying Initially: $18-$22/hour is livable but not lucrative. This is about career trajectory, not immediate wealth.

But Consider:

  • Stable industry (healthcare is recession-resistant)
  • Remote work widely available
  • Clear career advancement path
  • Meaningful work (you’re genuinely helping people)
  • Protected from AI automation
  • Regulatory moat against global competition

Entry Path – Full 30-Day Action Plan:

Week 1: Foundation Building

Goal: Complete foundational knowledge and set up job search infrastructure

☐ Complete free medical terminology course

☐ Take free HIPAA training

☐ Create professional healthcare-focused resume

  • Emphasize: Customer service experience, communication skills, empathy
  • Include: Medical terminology course completion, HIPAA training
  • Use keywords: “patient care,” “EHR,” “care coordination,” “HIPAA compliance”
  • Keep it to 1 page

☐ Set up job alerts

Pro Tip: Don’t skip the HIPAA training. Even basic free training shows employers you understand healthcare privacy regulations—a major plus for entry-level candidates.

Week 2: Technical Skills & Industry Research

Goal: Understand healthcare software and identify target employers

☐ Explore EHR system demos and tutorials

☐ Practice with healthcare communication scenarios

  • Role-play patient conversations (appointment reminders, care plan follow-ups)
  • Practice explaining medical procedures in simple language
  • Record yourself and listen for clarity and empathy
  • Time commitment: 2-3 hours

☐ Join healthcare administration communities

  • LinkedIn: Search “Healthcare Administration” groups and join 3-5
  • Facebook: “Healthcare Administrators” and similar groups
  • Reddit: r/healthIT, r/healthcare
  • Observe discussions, ask questions, network

☐ Research major healthcare employers

  • Make a list of 20 organizations hiring coordinators:
    • Major health systems (Mayo Clinic, Kaiser Permanente, Cleveland Clinic)
    • Insurance companies (UnitedHealth, Anthem, Humana)
    • Telehealth companies (Teladoc, Amwell, MDLive)
    • Regional hospital networks in your state
  • Check their career pages directly (sometimes better than job boards)

Pro Tip: Many healthcare systems offer free EHR training to new hires. Don’t feel like you need to master these systems before applying—basic familiarity is enough for entry-level roles.

Week 3: Application Preparation & Targeting

Goal: Create tailored applications for different role types

☐ Tailor resume for 3 different position types:

1. Patient Intake Coordinator

  • Emphasize: Data entry accuracy, attention to detail, insurance verification
  • Keywords: “patient registration,” “insurance verification,” “demographic data”

2. Care Coordination Specialist

  • Emphasize: Follow-up skills, care plan management, provider communication
  • Keywords: “care plans,” “patient follow-up,” “provider coordination”

3. Healthcare Scheduler

  • Emphasize: Calendar management, appointment logistics, time management
  • Keywords: “appointment scheduling,” “calendar management,” “patient reminders”

☐ Write cover letter template

  • Paragraph 1: Your customer service background and why healthcare
  • Paragraph 2: Specific skills (communication, organization, empathy)
  • Paragraph 3: Your completed training (medical terminology, HIPAA)
  • Paragraph 4: Enthusiasm for helping patients and learning healthcare systems
  • Keep it to 250-300 words
  • Customize first and last paragraphs for each application

☐ Prepare answers to common interview questions

  • “Why do you want to work in healthcare?”
  • “Tell me about a time you dealt with a difficult customer/patient.”
  • “How do you handle stressful situations?”
  • “Describe your experience with documentation and attention to detail.”
  • “What do you know about HIPAA?”
  • Write out answers, practice saying them naturally

☐ Set up professional LinkedIn profile

  • Headline: “Aspiring Healthcare Patient Care Coordinator | HIPAA Trained | Medical Terminology Certified”
  • Summary: Brief version of your cover letter
  • Add completed courses (medical terminology, HIPAA)
  • Include keywords: “patient care,” “healthcare coordination,” “EHR systems,” “HIPAA compliance”
  • Connect with 30-50 healthcare professionals

Pro Tip: Many hiring managers look at LinkedIn before interviews. A polished profile with healthcare keywords can move you ahead of candidates with identical resumes but no online presence.

Week 4: Active Applying & Follow-Up

Goal: Submit 20+ applications and begin interview process

☐ Apply to 20+ positions across multiple platforms

  • Target: 5 applications per day (Mon-Thu)
  • Mix of: Direct company websites, Indeed, FlexJobs, ZipRecruiter
  • Customize cover letter for each (at minimum, change company name and role title)
  • Track applications in a spreadsheet:
    • Company name, position title, date applied, application URL, contact email
    • Status column (Applied, Followed Up, Interview Scheduled, Rejected, Offer)

☐ Follow up on applications after 5-7 days

  • Email template: “Hi [Hiring Manager], I applied for [Position] on [Date] and wanted to express my continued interest. I’ve completed HIPAA training and medical terminology coursework to prepare for this role. I’d welcome the opportunity to discuss how my customer service background translates to healthcare coordination. Thank you for your consideration.”
  • Send to hiring manager or HR contact (check LinkedIn for names)
  • Follow up on 30-40% of applications (focus on roles you’re most interested in)

☐ Practice phone screening scenarios

  • Set up mock phone interviews with a friend or family member
  • Practice answering common questions naturally
  • Focus on: Speaking clearly, showing enthusiasm, asking thoughtful questions
  • Time yourself: Most phone screens are 15-20 minutes

☐ Research each company before interviews

  • Know: What patient populations they serve, their mission, recent news
  • Prepare 2-3 thoughtful questions to ask interviewer:
    • “What does a typical day look like for someone in this role?”
    • “What EHR system does your organization use?”
    • “What opportunities are there for growth within the care coordination team?”
    • “What do you enjoy most about working here?”

Pro Tip: Many entry-level healthcare jobs receive 100+ applications. Following up shows initiative and persistence—qualities healthcare employers value. It can move you from “maybe” pile to “interview” pile.

Days 31-60: Interviews, Offers & Onboarding

Goal: Secure position and begin career in healthcare coordination

☐ Complete first-round interviews

  • Be ready to discuss: Your empathy for patients, your organizational skills, why healthcare
  • Ask about: Training process, EHR systems used, typical caseload
  • Send thank-you email within 24 hours

☐ Complete any required certifications or background checks

  • Most healthcare roles require: Criminal background check, drug screening
  • Some may require: BLS/CPR certification (employers often provide/reimburse)
  • Timeline: 1-3 weeks for background checks to clear

☐ Negotiate offers (if applicable)

  • Know market rate for your region: $18-22/hour is standard entry-level
  • Consider: Remote work flexibility, health benefits, PTO, shift schedules
  • Don’t be afraid to ask about professional development opportunities

☐ Begin role with documentation mindset

  • First 30 days: Focus on learning EHR system thoroughly
  • Ask questions when uncertain (healthcare has no room for guessing)
  • Build relationships with clinical staff (they’re your resources)
  • Document everything accurately (errors have legal implications)

☐ Set 90-day career development goal

  • Identify certification or training you want to pursue
  • Common next steps:
    • Certified Case Manager (CCM) preparation
    • Healthcare compliance certification
    • Medical coding basics
    • Specialty training (oncology navigation, chronic care management)

Pro Tip: Many healthcare employers offer tuition reimbursement or professional development budgets. Ask about these during onboarding—you can often pursue certifications on the company’s dime.

Success Metrics:

End of Week 1:

  • ✅ Medical terminology basics understood
  • ✅ HIPAA training completed with certificate
  • ✅ Resume drafted and reviewed
  • ✅ Job alerts set up on 4+ platforms

End of Week 2:

  • ✅ Basic understanding of EHR systems (can describe what they do)
  • ✅ Joined 3+ healthcare professional communities
  • ✅ Researched 20+ potential employers
  • ✅ Comfortable explaining medical scenarios in plain language

End of Week 3:

  • ✅ 3 tailored resume versions created
  • ✅ Cover letter template written and polished
  • ✅ LinkedIn profile optimized for healthcare
  • ✅ Prepared answers for 5+ common interview questions

End of Week 4:

  • ✅ 20+ applications submitted
  • ✅ Follow-up emails sent to 5-10 employers
  • ✅ 2-3 phone screenings completed (or scheduled)
  • ✅ Tracking system in place for all applications

Day 60 Goal:

  • ✅ Job offer received and accepted
  • ✅ Onboarding completed
  • ✅ Beginning work in healthcare coordination
  • ✅ 90-day career development plan in place

Key Resources:

Training & Certification:

Job Search Platforms:

EHR System Resources:

Industry Communities:

  • LinkedIn: Healthcare Administration groups
  • Reddit: r/healthIT, r/healthcare
  • Facebook: Healthcare Administrators groups

Why This Beats Data Entry or Generic Customer Service:

The Bottom Line:

If you’re a Class of 2025 graduate who sent 200 applications and got nowhere, this is your reset button.

It’s not glamorous. It’s not Silicon Valley. It won’t make you rich quickly.

But it’s:

  • Real work with a clear path from application to offer
  • Real pay that covers rent while you build experience
  • Real career progression to $70K+ within 5-7 years
  • Real protection from 996 culture, AI automation, and offshoring

You can start earning in 30-60 days if you follow this plan. You won’t be outsourced to a country with no HIPAA laws. You won’t be replaced by an AI chatbot. And you won’t be asked to work 72-hour weeks because healthcare regulations won’t allow employers to burn out the staff managing patient care.

This is the entry-level career path that actually exists in 2025. Not the imaginary tech jobs that require “0-2 years experience” but really want 5+ years. Not the gig work that pays $12/hour with no benefits. Not the customer service roles being eliminated by voice AI.

Healthcare Patient Care Coordinator: Accessible, stable, protected, and real.

#5: Synthetic Data Creation – Explosive Growth Continues 🔥

Status: Holding Position #5, Unchanged

Market Signals:

  • Market value: $351M (2023) → projected $2.34B (2030)
  • 31.1% CAGR through 2030
  • 885+ synthetic data engineer jobs posted
  • Major players: AWS, Microsoft, Apple, Google all investing heavily

Salary Range: $80K – $240K (highly technical)

Why It’s Holding:

AI models need massive amounts of training data. Real-world data has privacy issues (GDPR, HIPAA) and is expensive to collect. Synthetic data solves both problems—it’s artificial data that looks real but doesn’t expose anyone’s private information.

No Major Changes This Week:

Synthetic data creation remains a specialized, advanced role requiring strong technical skills. Not entry-level accessible unless you already have:

  • Programming experience (Python proficiency)
  • Understanding of machine learning fundamentals
  • Knowledge of data privacy regulations
  • Statistical analysis skills

Best For:

  • Data scientists looking to specialize
  • Software engineers interested in AI/ML
  • Statisticians with programming skills
  • Privacy/security professionals moving into AI

Search Synthetic Data Engineer jobs on Indeed →

One to Watch: AI SOC Orchestrator 🔥⚠️

Why This Isn’t in the Top 5 (Yet):

Two days ago, on October 28, 2025, CrowdStrike announced seven new AI security agents. They’re calling it the “agentic SOC”—Security Operations Center powered by AI agents that autonomously investigate alerts, hunt threats, and triage incidents.

Translation: 80% of current SOC analyst jobs are about to fundamentally transform.

But here’s what CrowdStrike isn’t saying loudly enough: This doesn’t eliminate security jobs. It creates a new, higher-paying role that manages the AI agents doing the work.

Welcome to: AI SOC Orchestrator

What Just Happened:

October 28, 2025 – CrowdStrike Fal.Con Europe Announcements:

CrowdStrike unveiled their “agentic security platform” with seven mission-ready AI agents:

  1. Exposure Prioritization Agent – Triages vulnerabilities automatically
  2. Malware Analysis Agent – Analyzes suspicious files at scale
  3. Hunt Agent – Continuously searches for hidden threats
  4. Correlation Rule Generation Agent – Creates and tunes detection rules
  5. Search Agent – Queries security data at machine speed
  6. Data Transformation Agent – Processes security telemetry
  7. Workflow Generation Agent – Creates automated response playbooks

Plus: Charlotte AI AgentWorks – A no-code platform for security teams to build custom AI agents.

Same Day – NVIDIA GTC Announcements:

NVIDIA’s October 28 conference featured similar AI agent infrastructure for security, with AI-native networking for 6G and autonomous systems. The message was clear: AI agents are becoming standard across security operations.

The Shift:

Old Model:

  • One analyst manually reviews 100 alerts per day
  • Direct one-to-one relationship: one human, one threat
  • Tier 1 analysts handle routine triage, escalate complex cases

New Model:

  • One orchestrator supervises AI agents handling unlimited alerts 24/7
  • One human managing many agents (like remote vehicle operators managing autonomous fleets)
  • Agents handle triage, investigation, correlation; humans manage exceptions and strategy

The Brutal Numbers – Jobs Being Automated:

According to industry research and analysis:

  • 80% of baseline Tier 1 SOC analyst tasks will be obsolete within 2-3 years
  • Gartner predicts: By 2030, 75% of SOC teams will experience erosion in foundational security analysis skills due to overdependence on automation
  • Dropzone AI: Their AI SOC analyst costs $36,000/year and handles 4,000 investigations. Compare that to a human Tier 1 analyst earning $60,000-$80,000/year handling maybe 50-100 investigations per week.

What’s Being Automated Right Now:

  • Alert triage and prioritization (AI handles unlimited volume)
  • Basic incident investigation (agents pull context in minutes)
  • Routine playbook execution (automated response workflows)
  • Documentation and reporting (AI generates comprehensive reports)
  • Pattern recognition across historical data (machine speed analysis)

Example Companies Already Deploying AI SOC Agents:

  • Dropzone AI: “One AI SOC analyst handles unlimited alerts 24/7, delivering 10X the capacity of human analysts”
  • Torq (Socrates): AI agent that “delivers near-human-level critical analysis, real-time decision making, and precision threat remediation”
  • Conifers.ai (CognitiveSOC): “Multi-tier SOC coverage” with AI agents handling Tier 1-3 analysis
  • Red Canary: Already using AI agents in production workflows for context gathering and investigation

The New Opportunity – AI SOC Orchestrator:

What It Actually Is:

You’re the human managing a fleet of AI security agents. Instead of manually investigating alerts, you:

  1. Set Strategy & Policy
    • Define what the AI agents should prioritize
    • Establish escalation thresholds
    • Set governance rules for autonomous actions
  2. Manage Agent Workflows
    • Configure AI agents for specific threat hunting
    • Tune agent behavior based on organizational risk
    • Integrate new agents as capabilities evolve
  3. Handle Exception Cases
    • Investigate complex threats AI can’t fully assess
    • Make judgment calls on ambiguous incidents
    • Override agent recommendations when necessary
  4. Validate & Improve
    • Review agent decisions for accuracy
    • Provide feedback to improve AI performance
    • Identify gaps in agent coverage
  5. Orchestrate Incident Response
    • Coordinate multi-agent responses to major incidents
    • Communicate with stakeholders (executives, legal, PR)
    • Ensure compliance with regulations

Salary Range: $150,000 – $200,000+ (estimates based on similar orchestration roles)

Why This Pays More Than Tier 1 SOC Analyst:

You’re not clicking through 100 alerts per day anymore. You’re managing AI systems that handle 10,000+ alerts per day. You’re operating at a strategic level, not a tactical one.

Market Maturity:

According to Gartner’s 2025 Hype Cycle for Security Operations, AI SOC agents are in the “Innovation Trigger” phase with only 1-5% market penetration.

Translation: You’re seeing this opportunity right now, before 95-99% of the market realizes it exists.

Skills Required:

If You’re Currently a SOC Analyst: ✅ You have existing advantage (you understand the work being automated)

What You Need to Add:

  • Prompt engineering for security – Directing AI agents to investigate specific threats
  • Python basics – Not deep programming, but ability to read/modify scripts
  • Understanding of AI/ML fundamentals – How LLMs work, their limitations
  • LangChain or similar frameworks – Basic agent orchestration knowledge
  • MITRE ATLAS framework – AI security threats and mitigations
  • Natural language AI agent development – Creating agents using Charlotte AI AgentWorks or similar

If You’re Not Currently in Security:

This role requires existing security knowledge. You can’t jump directly from customer service to AI SOC Orchestrator. But you CAN:

Path 1: Traditional → AI Orchestrator

  1. Get Security+ or similar entry certification
  2. Start as Tier 1 SOC analyst (existing jobs)
  3. Add AI skills while working
  4. Transition to orchestrator role (12-24 months)

Path 2: AI-First → Security Orchestrator

  1. If you have AI Agent Building experience (#1 on our Top 5)
  2. Add security domain knowledge (Security+, CISSP)
  3. Apply directly to AI security roles
  4. Faster timeline (6-12 months)

The Pivot Path for Current SOC Analysts:

Timeline: 6-9 months

Month 1-2: Foundation

Month 3-4: Hands-On AI Tools

Month 5-6: Specialization

Month 7-9: Positioning

  • ☐ Update LinkedIn: “AI Security Orchestrator | SOC Analyst | AI Agent Integration”
  • ☐ Write blog posts or LinkedIn articles about AI in SOC
  • ☐ Network with AI security professionals
  • ☐ Apply to early AI SOC orchestrator roles

Why This Matters – The Window is Closing:

Right Now (October 2025):

  • Only 1-5% of SOCs have deployed AI agents
  • Job titles like “AI SOC Orchestrator” barely exist
  • Training programs are just emerging
  • Competition is minimal

6-12 Months (Mid-2026):

  • 10-15% adoption expected
  • Major security vendors launching AI agent platforms
  • Training bootcamps will emerge
  • Competition increases significantly

24+ Months (Late 2026-2027):

  • Mainstream adoption begins
  • “AI SOC Orchestrator” becomes standard job title
  • Entry barrier rises as everyone pivots
  • Early mover advantage disappears

If you’re a Tier 1 or Tier 2 SOC analyst right now, you have a choice:

Option A: Keep doing alert triage manually until your role is automated (12-24 months)

Option B: Learn to orchestrate the AI agents doing the triage (become the manager, not the managed)

The Current Job Market Reality:

Tier 1 SOC Analyst (Being Automated):

  • Salary: $60,000 – $80,000
  • Job security: 12-24 months before major automation
  • Growth: Declining rapidly

AI SOC Orchestrator (Being Created):

  • Salary: $150,000 – $200,000+ (estimated)
  • Job security: Growing field with 5-10 year runway
  • Growth: 1-5% to 50%+ adoption expected by 2028

Resources to Start:

Free Learning:

Certifications:

  • Certified AI Security Professional (CAISP) – $500-$800
  • Security+ (if you don’t have it yet) – $400
  • CISSP (for advanced roles) – $700

Hands-On Practice:

Job Search:

Why We’re Not Adding This to Top 5 Yet:

It’s too early. Only 1-5% of companies have deployed AI SOC agents. Job postings for “AI SOC Orchestrator” are sparse. Training programs are just emerging.

But in 4-8 weeks, we expect enough market movement to justify Top 5 entry.

Watch for these signals:

  • Major security vendors (Palo Alto, Fortinet, etc.) announce AI agent platforms
  • “AI SOC Orchestrator” job postings increase 3-5x
  • Training bootcamps launch specifically for this role
  • Industry conferences feature orchestration as main topic

The Bottom Line:

CrowdStrike didn’t just announce new features. They announced the future of security operations.

If you’re a SOC analyst, the question isn’t “Will my job change?”

The question is: “Will I be orchestrating the AI agents, or will I be replaced by them?”

You have 6-12 months to decide. The window is open. But it won’t stay open long.

⚠️ CAUTION: The Work Schedule China Banned Is Coming to America

Why We’re Adding This Segment:

Every week, we recommend opportunities. But we also need to call out the dark side of the “future of work” – the 996 culture that’s spreading through American tech like a virus.

What is 996?

996 means: 9am to 9pm, 6 days per week = 72 hours per week

That’s 80% more than the standard 40-hour workweek.

China banned it in 2021 after workers died.

America is adopting it voluntarily in 2025.

When China Says It’s Too Much, We Should Listen

In August 2021, China’s Supreme People’s Court ruled the 996 work schedule illegal. The decision came after several high-profile deaths of tech workers—young people literally working themselves to death.

The court was unequivocal: “Workers deserve rights for rest and vacation…and adhering to the national working hour system is the legal obligation” of employers.

Fast forward to October 2025, and American tech companies—particularly AI startups—are eagerly embracing the same schedule that China deemed so dangerous it had to be outlawed.

Let that sink in. We’re importing a work culture that was banned in the country that invented it.

The Ironic Rise of 996 in America

According to October 2025 reports, approximately 25% of AI startups now use some form of the 996 schedule.

Data from Ramp, a corporate expense platform, shows a marked increase in weekend takeout orders on corporate cards in San Francisco this year—a telling indicator that tech workers are increasingly working Saturdays.

Companies aren’t even hiding it anymore.

Rilla, an AI startup in San Francisco with just 80 employees, explicitly states in job postings: “If you’re not interested in working more than 70 hours a week, this job isn’t for you.”

Adrian Kinnersley, a recruitment expert, confirms: “It’s becoming increasingly common. We have multiple clients where a prerequisite for screening candidates before they go for an interview is whether they are prepared to work 996.”

Some companies offer a “choice”: Fella & Delilah, a telemedicine company, lets employees opt into 996 for a 25% salary increase and 100% equity boost.

About 10% accepted.

But here’s the cruel math: A 25% pay increase for 80% more work hours means employees are actually earning less per hour.

Why U.S. Law Doesn’t Protect Workers

Here’s the uncomfortable truth: Most tech workers have zero legal protection against 996-style schedules.

Under the Fair Labor Standards Act (FLSA), most tech workers are classified as “exempt” employees—meaning they’re exempt from overtime pay requirements.

To be classified as exempt, employees must:

  • Be paid on a salary basis
  • Earn above a minimum threshold ($35,568 annually federally; $118,657 in California)
  • Perform certain “executive, administrative, or professional” duties

What does this mean?

If you’re classified as exempt, your employer can legally require you to work 60, 70, or even 80 hours per week without paying you a single cent of overtime.

An exempt employee earning $85,000 per year working 72 hours per week is making $22.68/hour—less than if they worked 40 hours per week ($40.87/hour).

China recognized this power imbalance and banned 996 as illegal.

America calls it “being in a startup.”

The Health Costs: What China Already Learned

China didn’t ban 996 on a whim. The policy came after years of worker deaths and public outcry.

The 996.ICU movement, which started on GitHub in 2019, took its name from grim reality: “By following the ‘996’ work schedule, you are risking yourself getting into the ICU (Intensive Care Unit).”

The health impacts are severe and well-documented:

Physical Health:

  • 21% increased risk of cardiovascular disease
  • 84% increased risk of Type 2 diabetes
  • Significantly higher risk of stroke
  • 98.8% of Chinese IT workers reported health problems in 2013 survey
  • “Karoshi” (death from overwork) documented in multiple cases

Mental Health:

  • Chronic burnout (energy depletion, emotional exhaustion)
  • Depression and anxiety affecting work performance
  • Over 50% of tech workers experience depression or anxiety in 2025
  • Psychological distress among young workers

Productivity Paradox:

Studies consistently show that after about 50 hours per week, output per hour drops significantly.

A 2021 study found a “significant inverse relationship” between worker stress and productivity. Workers become less productive over time, not more, yet companies continue to demand longer hours.

The Economic Waste: Jobs We’re Not Creating

Here’s a simple calculation:

  • 996 schedule = 72 hours per week
  • Standard full-time = 40 hours per week
  • Difference = 32 extra hours (80% more work)

If one person is working 72 hours doing what should be done in 40 hours, that’s 1.8 jobs being done by one person.

Nearly one additional job could be created for every person currently on a 996 schedule.

According to Chinese labor law analysis, if companies complied with the 44-hour workweek mandated by law, employment could increase by as much as 30% in affected industries.

In other words:

The 996 culture isn’t just destroying workers’ health—it’s also eliminating hundreds of thousands of potential jobs at a time when entry-level workers are struggling to break into the industry.

How This Connects to “Under the Radar”

This matters for every opportunity we track.

When we recommend remote work or digital careers, we’re NOT recommending you sign up for 996 hell dressed in startup branding.

Here’s how to protect yourself:

🚩 Red Flags in Job Postings:

Watch for these warning signs:

  • ❌ “We’re building something world-changing” (manipulation tactic)
  • ❌ “No work-life balance here” stated proudly
  • ❌ “70+ hours expected” in job requirements
  • ❌ “Equity heavy, cash light” (paying you with maybes)
  • ❌ Heavy emphasis on “hustle culture” or “dedicated team”
  • ❌ “Looking for rockstars/ninjas/unicorns” (red flag culture)
  • ❌ Phrases like “whatever it takes” or “all hands on deck, all the time”

✅ Which “Under the Radar” Opportunities Have Protection:

Your Rights (What Little You Have):

Federal Level:

  • ❌ No protection for exempt employees on hours worked
  • ❌ No federal limit on workweek hours for salaried professionals

California:

  • ✅ Higher salary threshold for exemption ($118,657+)
  • ✅ Better enforcement of labor violations
  • ⚠️ Still allows unlimited hours for exempt employees

What You CAN Do:

  • Document everything if hours become abusive
  • Report to state labor boards when applicable
  • Consult employment attorney if contract is violated
  • Name and shame publicly (Glassdoor, Reddit, Twitter/X)

Questions to Ask During Interviews:

Don’t be afraid to ask directly:

  1. “What are typical working hours for this role?”
    • Vague answer = red flag
    • “Whatever it takes” = RUN
  2. “What’s your company’s approach to work-life balance?”
    • If they laugh or say “What’s that?” = red flag
    • Defensive response = red flag
  3. “How many hours per week do people in this role typically work?”
    • Won’t give straight answer = red flag
    • “60-70 hours” = 996 culture
  4. “Are there any written policies around working hours or on-call expectations?”
    • “We’re flexible” without details = red flag
    • No written policy = no protection
  5. “Can I speak with someone currently in this role about their experience?”
    • They refuse = red flag
    • Current employee looks exhausted = red flag

The Ultimate Irony

Python creator Guido van Rossum called the 996 schedule “inhumane” when China was using it.

Chinese state media outlets—not exactly known for worker advocacy—criticized the practice as “poisonous chicken soup” and said it “violates labor law.”

When China, a country often criticized for its labor practices, says something is too exploitative and bans it as illegal, and we then import that same practice…

…something has gone profoundly wrong with American capitalism.

What “Under the Radar” Recommends:

Choose opportunities with built-in protection:

  1. Regulated Industries (Healthcare, Government, Finance)
    • HIPAA, security clearances, compliance requirements limit exploitation
  2. Enterprise Roles Over Startups
    • Large companies have HR departments, policies, legal liability concerns
  3. Client-Facing Work
    • You’re on someone else’s schedule (clients don’t work 996)
  4. Geographic Moats
    • Local business work, in-person components, U.S.-specific regulations

Avoid:

  • Early-stage AI startups (highest 996 risk)
  • Companies explicitly stating “70+ hour weeks”
  • Roles with vague “whatever it takes” language
  • Founders who brag about never sleeping

Read the Full Investigation:

This section is adapted from our comprehensive article on 996 culture in America.

Full article: 996: America Is Eagerly Adopting The Work Schedule China Banned

In the full piece, we document:

  • The 10 major crises crushing tech workers in 2025
  • Entry-level job crisis (5.8% unemployment for Class of 2025)
  • Burnout epidemic (82% at risk)
  • Toxic workplace culture (45% say layoffs intensified toxicity)
  • And much more

The data is appalling. The trends are worsening. And workers need to know.

Bottom Line:

We track opportunities. But we also track threats.

996 culture is a threat to your health, your family, and your future.

When we recommend AI Agent Builder roles or any startup opportunities, vet the company culture carefully.

Your career matters. But your life matters more.

Don’t sacrifice your health for someone else’s unicorn dreams.

What’s Next?

This week brought major changes:

  • Voice AI graduated to Top 5 (finally)
  • Healthcare Patient Care Coordinator opens an entry-level door
  • AI SOC Orchestrator emerges as the next big pivot for security professionals
  • 996 culture warning becomes a regular segment

Have a suggestion? Drop a comment or send an email. We’re building this for workers facing displacement, and your real-world experience matters more than our research.

What are you tracking? Tell us what opportunities or threats you’re seeing in your industry.

Until next week, stay ahead of the curve—and stay healthy.

— The Under the Radar Team

Methodology & Transparency

Research Process

This report combines quantitative job market data, industry research, real-time displacement tracking, and AI-assisted analysis to identify career opportunities emerging from technological shifts.

Data Collection (October 24-30, 2025):

Sources Monitored: 218+ career and technology information sources tracked daily

AI-Assisted Research

This analysis was produced through collaboration between human expertise and AI assistance:

Human Contribution (Report Author):

  • Top 5 rotation decisions (which to drop, which to add)
  • Healthcare Patient Care Coordinator identification and validation
  • 996 culture investigation and primary research
  • AI SOC Orchestrator opportunity recognition from CrowdStrike announcements
  • Career pivot pathway validation
  • CAUTION segment editorial decisions
  • Final editorial review and fact-checking

AI Contribution (Claude, Anthropic):

  • Web search execution across job platforms and research sources
  • Real-time monitoring of CrowdStrike/NVIDIA October 28 announcements
  • Data synthesis from 100+ source documents on AI SOC agents
  • Healthcare job market aggregation (512+ positions analyzed)
  • Salary range calculations and market size projections
  • Citation tracking and source attribution
  • 30-Day Action Plan structure and resource compilation

Critical Human Decisions:

  • Adding Healthcare Patient Care Coordinator as first entry-level opportunity (strategic)
  • Dropping Digital Estate Management and Micro-Community Management (market maturity)
  • Promoting Voice AI to Top 5 (momentum validation)
  • AI SOC Orchestrator as “One to Watch” not Top 5 (too early, 1-5% adoption)
  • Including 996 CAUTION as regular segment (ethical responsibility)
  • 6-9 month timeline for SOC analysts to pivot (based on Gartner research)

What We Got Right vs. Wrong (Ongoing Tracking)

Validated Predictions:

  • ✅ Voice AI acceleration continues (promoted to Top 5 as predicted)
  • ✅ Customer service displacement ongoing (Salesforce, Klarna data confirmed)
  • ✅ AI Agent Builder demand surge sustained (44.8% CAGR holding)
  • ✅ Entry-level crisis continues (Class of 2025: 5.8% unemployment, 41.2% underemployment)

New Developments:

  • 🆕 AI SOC Orchestrator emergence (CrowdStrike October 28 announcement)
  • 🆕 Healthcare coordination as entry-level path (512+ remote positions found)
  • 🆕 996 culture spreading to 25% of AI startups (October 2025 data)

What We’re Watching:

  • AI SOC Orchestrator job posting growth (currently <50 direct postings)
  • Healthcare Patient Care Coordinator automation risk (currently low, monitoring)
  • Voice AI adoption rate in healthcare (tracking for displacement signals)
  • 996 culture expansion beyond AI startups into broader tech

Limitations & Biases

Known Limitations:

  • Job posting data reflects advertised positions, not actual hires
  • Healthcare salary data varies significantly by region and employer type
  • AI SOC Orchestrator salary estimates based on analogous roles (limited direct data)
  • 996 culture prevalence data based on surveys and reporting, not comprehensive tracking
  • Market projections are industry estimates, not guarantees

Potential Biases:

  • Emphasis on entry-level opportunities may reflect author’s awareness of graduate crisis
  • Healthcare recommendation influenced by regulatory protection analysis
  • 996 segment reflects strong ethical stance against exploitation
  • Focus on U.S. market; international trends may vary

What We Don’t Know:

  • Exact timeline for AI SOC Orchestrator mainstream adoption (estimated 6-12 months)
  • Healthcare coordination automation timeline (assume 5-10 year safety)
  • Whether 996 culture will face legal challenges in U.S. (watching for litigation)
  • Regional variation in healthcare patient coordinator pay and requirements

Corrections & Updates Policy

If we get something wrong, we’ll say so publicly.

This report will be updated weekly (every Wednesday). Changes will be documented:

  • Additions – New opportunities entering Top 5
  • Removals – Opportunities dropping out with explanation
  • Corrections – Factual errors corrected with strikethrough and note
  • Timeline adjustments – If displacement happens faster/slower than predicted

Last Updated: October 30, 2025
Next Update: November 7, 2025
Version: 1.1

Key Sources Referenced

Job Market Data:

AI SOC Research:

996 Culture Research:

Healthcare Data:

  • Mayo Clinic: Remote Jobs
  • Bureau of Labor Statistics healthcare employment data
  • Healthcare workforce studies (multiple sources)

Voice AI Research:

AI Security Training:

Contact & Feedback

Found an error? We want to know. Accuracy matters more than being right.

Disagree with our analysis? Tell us why. We’re tracking predictions to see what we got wrong.

Working in one of these fields? Your real-world experience is more valuable than our research. Share what we’re missing.

Under the Radar exists because career advice is usually too slow, too optimistic, or outright dishonest. We’re trying to do better. Hold us accountable.

About Under the Radar

We track career opportunities emerging from technological shifts, with particular focus on roles being created as automation eliminates traditional jobs.

Our analysis combines:

  • Job market data aggregation
  • Industry research synthesis
  • Real-world displacement tracking
  • AI-assisted research and analysis
  • Human editorial judgment and validation

We don’t just report trends—we show you which side of automation to be on.

Founded: 2025
Mission: Provide honest, real-time career intelligence for workers facing technological displacement
Structure: L3C (Low-profit Limited Liability Company) – profits support mission, not vice versa

Last Updated: October 30, 2025
Next Update: November 7, 2025

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