AI exposure: Agents and Business Managers of Artists, Performers, and Athletes
Represent and promote artists, performers, and athletes in dealings with current or prospective employers. May handle contract negotiation and other business matters for clients.
Reading this score
computed32.8% of this occupation's weighted task load is exposed, which puts Agents and Business Managers of Artists, Performers, and Athletes at the 57th percentile of 923 occupations. The capability is largely there. Its average task scores 2.4 out of 4 on what a current system can produce, and the frictions that hold other jobs in place are comparatively weak here.
What holds the line here is context. Across this occupation's 14 tasks it averages 1.86 out of 3, the highest of the five friction dimensions. In plain terms, the work depends on knowledge the model cannot hold. Much of this job runs on things that were never written down: what this particular organisation does, what happened last week, what the person across the table actually meant. That context is the barrier, and it erodes as systems are given more access.
The most exposed thing this job does is Confer with clients to develop strategies for their careers, and to explain actions taken on..., at 73.3%. The least is Negotiate with managers, promoters, union officials, and other persons regarding clients'..., at 5.0%. A gap of 68.3% between two parts of the same job is the reason this index publishes at task level. An occupation-wide number would have hidden both.
Within business and financial operations occupations, this one is less exposed than the median of 47.5% across the group's 48 roles, with 44 scoring higher. Being in an exposed family does not make a particular job exposed, and the reverse holds too.
What would move this score. Of 14 tasks, 5 are currently banded exposed, 4 assisted and 5 untouched. For that distribution to shift materially would take cheaper ways to verify output, since the cost of checking is currently doing more to hold this work in place than the cost of producing it. The score is re-computed every quarter against a fresh capability reference, and the change is published rather than quietly applied.
Task by task
14 tasks, O*NET 31.0| Task | Exposed | Assisted | Untouched | Importance | Band |
|---|---|---|---|---|---|
| Confer with clients to develop strategies for their careers, and to explain actions taken on their behalf. | 73.3% | 26.7% | 0.0% | 3.95 | exposed |
| Prepare periodic accounting statements for clients. | 60.0% | 40.0% | 0.0% | 3.42 | exposed |
| Collect fees, commissions, or other payments, according to contract terms. | 50.0% | 25.0% | 25.0% | 4.57 | exposed |
| Manage business and financial affairs for clients, such as arranging travel and lodging, selling tickets, and directing marketing and advertising activities. | 39.6% | 22.9% | 37.5% | 3.50 | exposed |
| Keep informed of industry trends and deals. | 36.7% | 13.3% | 50.0% | 4.28 | exposed |
| Schedule promotional or performance engagements for clients. | 35.0% | 40.0% | 25.0% | 3.59 | assisted |
| Arrange meetings concerning issues involving their clients. | 35.0% | 40.0% | 25.0% | 3.52 | assisted |
| Hire trainers or coaches to advise clients on performance matters, such as training techniques or performance presentations. | 35.0% | 40.0% | 25.0% | 3.43 | assisted |
| Advise clients on financial and legal matters, such as investments and taxes. | 32.5% | 42.5% | 25.0% | 2.54 | assisted |
| Send samples of clients' work and other promotional material to potential employers to obtain auditions, sponsorships, or endorsement deals. | 27.5% | 10.0% | 62.5% | 4.49 | untouched |
| Develop contacts with individuals and organizations, and apply effective strategies and techniques to ensure their clients' success. | 11.7% | 13.3% | 75.0% | 3.86 | untouched |
| Conduct auditions or interviews to evaluate potential clients. | 8.3% | 16.7% | 75.0% | 3.99 | untouched |
| Obtain information about or inspect performance facilities, equipment, and accommodations to ensure that they meet specifications. | 8.3% | 16.7% | 75.0% | 2.97 | untouched |
| Negotiate with managers, promoters, union officials, and other persons regarding clients' contractual rights and obligations. | 5.0% | 20.0% | 75.0% | 3.99 | untouched |
Task text and importance ratings sourced from O*NET 31.0. Shares computed. The occupation score is the importance-weighted mean.
Where the score comes from
judgedEvery task is scored through the standardised work activities it maps to. These are this occupation’s averages on the six rubric dimensions. Capability is what AI can do; the other five are what stands in the way.
| Dimension | Mean | Scale |
|---|---|---|
| Capability | 2.36 | 0-4 |
| Embodiment | 0.89 | 0-3 |
| Presence | 1.39 | 0-3 |
| Accountability | 1.43 | 0-3 |
| Context | 1.86 | 0-3 |
| Verification cost | 1.64 | 0-3 |
What this means in practice
Where most of a role's weighted task load is exposed, the work that survives is usually the part of the job nobody wrote into the job description: deciding what should be produced rather than producing it, and being answerable for the result. The tasks lowest on this page are a better guide to where to spend your time than any general advice about the future of work.
Occupations either side of this one
The four closest scores in the same occupational family, then the four closest anywhere in the index.
Read this carefully. Exposure is not displacement. A high score means current AI systems can produce this work, not that anyone will stop paying a person to do it. Adoption depends on economics, regulation and inertia that this index deliberately does not model. How the score is built.