N
ot only did Deepseek start attracting more downloads than its established US rivals, but it did so at a fraction of the cost. President Trump, who had only just pledged hundreds
of billions of dollars to boost American AI, described the emergence of DeepSeek as “a wake-up call” for the industry. Subsequently, concerns were raised over DeepSeek users’ privacy and state security; over Chinese censorship of the site; and over the reliability of its content, with NewsGuard – a rating service that analyses devices for their accuracy – finding the chatbot only managed a 17 per cent score in delivering wholly accurate news and information. On the plus side, Computerworld magazine pointed
out: “DeepSeek’s cost-saving techniques for training and delivering generative AI models could democratise the entire industry by lowering entry barriers for new AI companies.” HR Grapevine, a digital resource for HR
professionals, added that “cheaper AI development might yet mean opportunities in smaller firms or startups that previously couldn’t afford to compete in the space. HR departments in those companies would need to shift gears, focusing on hiring talent skilled in deploying and managing AI models”.
TALENT, RECRUITMENT & RETENTION That, however, poses the question of where that talent is to come from at a time when Mr Trump has vowed to “make America the world capital in artificial intelligence” and the UK is now committed to creating a tech hub in the Oxford-Cambridge corridor that will become “the Silicon Valley of Europe”. Tom Hurd, CEO of Zeki Data – a UK-based data
company that scores the future potential of deeptech companies to guide investment and talent acquisition – says that countries are waking up to the need to attract and retain talent “as a key to building sovereign capabilities in transformational technologies”. Mr Hurd explained: “There is intense competition
for the finite science and engineering talent that deep- tech companies need to advance their innovation ambitions. Governments are throwing money at deep-tech start-ups to secure an innovative advantage,
but Zeki’s data shows there’s limited ROI (return on investment) amid counter-vailing winds of high capital costs and market consolidation. “Attracting and retaining the most innovative talent
is the best indicator of future innovation potential for deep-tech companies. This should be the priority for countries and companies alike.” According to a survey by Microsoft and LinkedIn, involving 31,000 people across 31 nations, the demand for AI expertise has surged across industries, with the hiring of talent surging by 323 per cent between 2016-24. And more than half of business leaders expressed fears that they would not be able to find enough talent to fill AI vacancies in 2025.
VISA IMPLICATIONS The UK government has now instructed its Migration Advisory Committee to review the existing visa system in a bid to attract more high-skilled workers. Chancellor of the Exchequer Rachel Reeves told delegates at the World Economic Forum in Davos: “We are going to look again at routes for the highest skilled people, visas particularly in the areas of AI and life sciences. “Britain is open for business, we are open for talent,
we’ve got some of the best universities, some of the best entrepreneurs in the world, but we also want to bring in global talent.” A report on proposals to boost the visa
“ THERE IS INTENSE COMPETITION FOR THE FINITE SCIENCE AND ENGINEERING TALENT THAT DEEP- TECH COMPANIES NEED TO ADVANCE THEIR INNOVATION AMBITIONS.” TOM HURD, CEO, ZEKI DATA
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GLOBAL LEADERSHIP FUTURE OF AI
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