According to Eurostat data, about 20% of EU companies with at least 10 employees used AI technologies in 2025. In large companies, this share was significantly higher – about 55%, according to a press release from “CVMarket.lt”.
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“Lithuania is moving in a similar direction as the whole of Europe in this regard. According to the state data agency, at the beginning of 2025, 21.3% of Lithuanian companies used AI technologies. Over the year, this share increased by 12.5 percentage points,” says Raimonda Tatarėlytė, a representative of the job search portal “CVMarket.lt”, “AI was most often applied to written language analysis, video, audio or image generation, marketing and sales, and business administration areas.
Responses from the “Most Attractive Lithuanian Employers” survey conducted by “CVMarket.lt” this year show that AI competence is already perceived not only as an IT specialist matter. Companies talk about internal training, AI communities, practical experiments, ‘Copilot’ type tools, employee ambassadors, and dedicated teams looking for where AI can save time.”
It is already everywhere
“We see AI as an everyday work tool, not a separate future project,” says Daiva Kasperavičienė, Head of People, Culture, and Legal at “Telia”, which ranked fifth among the most attractive employers. According to her, AI is already applied in various processes at “Telia” – from programming to marketing or customer service. The company also has an “AI Champions” community where employees share experiences of using artificial intelligence.
The role of AI is similarly described by “LTG” (6th place). “Artificial intelligence is becoming not just an additional tool but a standard of everyday work,” says Brigita Valenčienė, acting Head of People and Culture at “LTG”. According to her, the company conducts training on the practical application of artificial intelligence, and teams are encouraged to implement solutions that save time and increase efficiency.
Caution and human touch
However, differences are also visible in employers’ responses. Some companies present AI as a widely implemented work tool, while others emphasize caution, the human role, and limits.
Diana Dimskytė, Vice President of Human Resources Development at “Teltonika” (the 2nd most attractive Lithuanian employer), says the company views AI “carefully and consistently”. “We assess where we want to keep the human touch and where, with the help of AI tools, we would free employees for other tasks requiring human involvement,” the interviewee says.
The limits of creative work are also discussed by “BURGA” (the brand of the company “Hautica”, which ranked 9th, entering the TOP for the first time). Employer image manager Adomas Jurkevičius says the company strengthens employees’ AI competencies but does not believe the technology can completely replace creative work. “We hold the opinion that AI will not fully replace human creative work,” he says.
In the banking sector, AI is associated not only with efficiency but also with responsibility. Vitalija Kolisova, Head of Employer Branding at “SEB” (10th place), says the bank sees AI as a strategic competence. According to her, it is important not only to implement solutions but also to help employees understand how AI works and how to apply it ethically.
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Simona Lėverienė, Head of the Career Center at “Swedbank” (4th place), also emphasizes not only technologies but the organization’s learning culture. The bank holds AI sessions with internal and external experts, has an internal AI community, and encourages employees to experiment in the innovation program “Swedbank Boost”.
The most important competence for the future
Technology companies speak even more directly: AI has already established itself in everyday processes. Lauryna Girėnienė, Head of the Talent Department at “Nord Security” (belonging to the business accelerator “Tesonet”, which ranked 7th in the most attractive employers survey), says AI tools are used very widely: from coding and data analysis to creating marketing campaigns. According to her, one of the company’s products – “Saily” – is already forming teams whose main work tool will be AI solutions.
Similarly, AI is already applied in the activities of “Vinted”, which became the most attractive Lithuanian employer. In the company’s public communication, AI is presented not as a separate experiment but as part of the platform’s operation: machine learning models are used to improve recommendations, search results, analyze user behavior signals, and detect harmful content. Recently, the company also associates artificial intelligence with the employees’ own work process – public job advertisements mention that AI tools are used in engineering, product development, and speeding up internal work processes.
Giedrė Buivydaitė, Head of Communications at “Kilo Health” (11th place), calls artificial intelligence one of the most important future competencies. According to her, the company has dedicated teams and specialists helping different departments find AI integrations and optimize processes.
Laura Dallemagne, Head of Talent Acquisition Group at “Thermo Fisher Scientific” (8th place), says employees are offered internal training, digital learning platforms, and practical projects related to AI. According to her, the company’s goal is for employees not only to know how to use AI tools but also to apply them in creating value for clients.
The World Economic Forum predicts that by 2030, about 170 million new jobs may be created worldwide, but about 92 million of them may disappear or fundamentally change, also due to AI use. In Lithuania, companies usually explain job reductions by reorganization, digitization, or transformation, not directly by AI, but the technology is already changing team structures and required competencies.
So far, employers’ rhetoric is dominated by adaptation – training, experimentation, and empowering employees to use this powerful tool. However, the development of artificial intelligence raises the question of whether it will become an auxiliary tool or a way to reduce the number of functions performed by people.
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