Meta and Block are redefining managerial roles to work more closely with AI, rebranding managers as org leads at Meta and as player-coaches at Block to create AI-native, collaborative structures.

Both companies aim to flatten hierarchies to speed decision-making and enable autonomous teams, while some middle-management functions remain during the transition.

Industry observers warn that removing middle managers can create ambiguity and accountability gaps without careful planning, underscoring the need for human bridges to sustain collaboration.

The reduction in middle-management roles is part of a broader trend to speed decision-making and boost efficiency, with data pointing to a double-digit drop year over year.

Block’s CEO Jack Dorsey envisions cutting managerial layers to bring the number of layers between the 6,000 employees and leadership down to two or three this year.

Overall, the drive toward flatter structures is coupled with ongoing human oversight and AI-assisted support during the transition.

Leaders stress that AI tools will coordinate systems rather than replace humans, but caution about ambiguity and accountability gaps if not implemented carefully.

Not all industries are suited to flat structures; sectors like medical device manufacturing may require more rigid hierarchies due to the high cost of human error.

Meta’s Reality Labs is adopting AI-native roles such as AI builder, pod lead, and org lead to further flatten structures and integrate AI into daily work.

In 2025, employers advertised about 12.3% fewer middle-manager positions than in 2024, reflecting a broader shift toward leaner hierarchies.

The changes are expected to be gradual rather than a full flattening, with ongoing human oversight and new performance metrics critical to success.

Industry voices, including Netflix’s Patty McCord, note that AI will automate certain tasks but will not replace humans entirely, keeping human oversight essential.