Workers Use LLMs as Career Coaches, Forcing Rethink of Traditional Mentorship

Communications consultant Suzanne Selkow built an AI career coach using Anthropic’s Claude to turn coaching conversations into concrete, week-by-week business plans and to advise on client tone-an early example of employees adopting large language models for career guidance and prompting employers to rethink how mentorship is provided. This shift matters because LLMs offer immediate, scalable feedback that can change how workers get advice and plan their careers.

Selkow created the tool after launching a solo consulting practice and finding she lacked colleagues for quick “gut checks.” She says the model gives an outside perspective that reduces what she calls “decision paralysis,” translating broader, workshopped coaching ideas into actionable steps. Months into her solo practice, Selkow continues to consult the LLM for mentorship — style guidance, especially around tone and client communication.

A 2025 report from The Conference Board quantified the trend: 96% of workers surveyed felt AI could deliver “customized” coaching, and 91% of those who had used AI for career coaching said they would use it again, indicating strong repeat intent. Industry observers say the behavior is concentrated among younger employees. Jasmine Singh, general counsel at legal tech firm Ironclad, said, “Junior folks are using AI for career questions very often; I’d say every day,” and that senior staff have begun noticing the daily usage among junior colleagues.

The growing reliance on LLMs raises questions about the future of traditional mentor relationships. Some workers report no issue with using AI, but many describe the technology as explicitly supplemental — filling routine gaps or providing rapid, task-oriented help that human mentors might not address — rather than serving as a wholesale replacement for human guidance.