After-sales and repair workshops

ISCO-08 7311, 7313

After-sales watchmaker, Repair technician, Leather goods repairer, Jewellery repair craftsperson, After-sales service manager, After-sales advisor

AI exposure20%

Headcount need, in FTE

Exposure range

Your current headcount

FTE

Need in 203098 FTE-3 FTE (-2%)

Need in 203595 FTE-5 FTE (-5%)

How AI is used on these tasks todayNot enough observed usage on this job's tasks to publish a figure.Anthropic Economic Index, April and May 2026. Occupations: Jewelers and Precious Stone and Metal Workers, Shoe and Leather Workers and Repairers. AEI

1. Exposure 20%Average automation potential of the job's tasks. Range for this family: 13 to 29%.ILO occupations used: Precision-instrument Makers and Repairers (21%), Jewellery and Precious Metal Workers (18%). ILO data

2. Strategic ceiling 100%Your call: how much of this potential do you want to capture? Nobody can set it for you.

3. Adoption speed midpoint 2030

Inherits your company stance, adjustable for this family.

4. Conversion to headcount sensitive 25%Default 25%: Repair volume is set by the installed base of products; AI speeds up diagnosis and quoting, but bench time stays the constraint.

Target AI skills

level 1 to 4

Foundation

Use AI assistants every day

Frame and phrase a request

Check and challenge AI outputs

Protect data and respect the rules

Applied

Rethink one's process with AI

Analyse data with AI

Job skills

Growing in value

Repairing older and discontinued references
Diagnosis on complex movements
Explaining repairs and quotes to clients
Restoration for the resale market

Losing value

Writing repair quotes by hand
Looking up parts in technical manuals
Manual tracking of repair status

How the job will change

Opening a case, servicing a movement or restitching a bag stays bench work. AI changes the steps around it: photo-based pre-diagnosis at the counter, quotes generated from the repair history, assisted search in technical documentation and parts catalogues, and automatic updates to clients on the progress of their repair.

The job grows with the resale and restoration markets and with older references nobody else can service. A good repair craftsperson tomorrow will master old as well as current calibres or constructions, use diagnostic tools to save time without trusting them blindly, and explain a repair clearly to a client.

2026-2027: Assisted quotes and documentation search in after-sales centres.
2028-2030: Photo pre-diagnosis at the counter becomes common.
2031+: Bench work unchanged; demand rises with resale and restoration.

Watch out

Skills on discontinued calibres and old constructions sit with a few senior repairers close to retirement. Without planned knowledge transfer, some references will become unserviceable. See the seniority outlook below.

What if you hired fewer juniors?

Your 2036 seniors are the juniors you hire today.

Seniors available in 2036-2%1 FTE short

Gap above 5% fromnone

Your seniority mix today

Juniors (0 to 4 yrs in the profession)20%Seniors (12+ yrs)35%

Mid-level (4 to 12 yrs in the profession, the remainder)45%

Cut in junior hiring -40%

For

Advanced settings

Juniors promoted each year20%Juniors leaving each year6%Senior gap filled by external hiring0%If every company makes the same bet, senior profiles will be scarce and expensive.

Seniority mix, % of today's headcount

Juniors19%Mid-level42%Seniors34%

2026 2036

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How the numbers are built

Every headcount figure combines four assumptions. Three come pre-filled from public research and job family defaults. The strategic ceiling is yours to set.

Public researchExposureAverage automation potential of the job's tasks, from the ILO's 2025 task-level scores.

Your decisionStrategic ceilingHow much of that potential you choose to capture. Your decision, not ours.

Your companyAdoption speedHow fast your company moves, set once for the whole company.

Job family defaultConversion to headcountHow much of the productivity gain becomes fewer people rather than more output.

Headcount effect

Seniority outlook

A flow model with three levels of experience in the profession. Promotion and exit rates are set so that today's mix stays stable when hiring does not change: any gap you see comes from the junior hiring cut alone.