Vibe coding today is already going beyond IT and is becoming in demand in various fields. Marketers, logisticians, operational managers and many others are beginning to use it actively. With its help specialists can not only increase personal efficiency, but also scale industry expertise – now it is possible to create a digital service aimed at solving narrow professional problems without a IT development team and a large budget.
Vibe coding as an entry into IT development for everyone
Vibe coding is an approach where the developer does not write the code manually, but formulates the task in natural language. The main thing is to be able to set a clear task for neural networks and understand whether its answer matches the request.
Many developers have been using this approach for several years. According to an IT_ONE study, in 2025, 62% of IT specialists in Russia actively used artificial intelligence (AI) tools, which is twice as much as in 2024. After the developers, specialists from related fields began to master vibe coding: product managers, analysts, startup founders, etc.
Interest in vibe coding is growing simultaneously with the penetration of AI into people’s lives and work. For example, 79% of entrepreneurs regularly use AI to solve work problems – from chatbots to specialized services. According to the latest HSE estimates, in 2026, 44% of Russians use AI against 39% in 2025.
The value of vibe coding is directly proportional to the depth of subject matter expertise. The better a person understands his field, the more accurately he can set the AI task and the more useful the result is. That is why vibe coding quickly goes beyond IT.
How to scale your knowledge
Let’s look at how vibe coding is used in HR. The main asset of experienced HR specialists is the accumulated expertise. This is an understanding of the labor market, mastery of salary analytics, the ability to assess competencies, mastery of tools for recruiting and developing personnel. This knowledge can bring additional value. Participation in conferences, blogging, writing expert articles are working ways to broadcast expertise outside, getting returns in the form of strengthening the expert’s personal brand and the company’s HR brand. However, such activity requires constant time and labor.
Vibe coding offers a new way to scale expertise. Any good specialist can create his own digital product – for himself, his department and even the external market. A few years ago, for this it was necessary to assemble a development team, today a significant part of the task can be performed using AI.
Let’s take the Compensation & Benefits direction. A specialist who has been manually tracking the salary market for years can create a service for automatic collection of data from open sources and official APIs for real-time analytics. In this case, any form of implementation can be used: web, Telegram bot or corporate application. The same logic applies to other HR areas. A staff assessor can create a service to analyze resumes or prepare interview questions for a specific position. Training specialist can create a platform for micro-training and testing knowledge. HR analytics can create a tool for visualizing data on staff turnover and employee engagement.
How is vibe coding useful for HR? First, specialized digital solutions are usually focused on saving time for HR specialists. For example, according to PwC, the introduction of AI in HR can reduce the time to close vacancies by up to 60% due to autonomous selection of resumes and automation of interview planning. Secondly, some products (the same chatbots) improve the quality of interaction between HR and employees – they serve a large number of users at the same time, provide faster response and personalization of the service. Thirdly, it can be a source of growth of already accumulated expertise and its transformation into a higher quality, digital and structured form. It’s like “packing” your knowledge into educational material, but under the prism of technology.
Microstartup factory
The potential of vibe coding for professionals in different fields is not limited to increasing personal efficiency. It opens up a new development model for companies that can be called the “microstartup factory.” It assumes that employees with industry expertise “pack” it and create their own digital solutions, and the organization helps bring them to the work product. In Russia, this model is not widespread, but it can serve as a new non-obvious source of technological growth, company development and efficiency gains for significantly less investment with the correct design of such an initiative.
This model is already working in practice. Thus, the HR team of the American technology company Netlify, without its own staff of developers, using AI, created several internal tools for its work (services for analyzing data on hiring and conducting surveys of employees). A similar approach is taken by the startup Checkr. There, employees from HR, Finance and Legal have independently created tools to automate their tasks (for example, to work with large data tables). The platform for the Talkdesk client service went even further – its HR team, through Replit, created an application for hiring planning in order to understand quickly how many positions a company can open in the moment without attracting developers.
Vibe coding provides at least two business effects for the company as a whole. The first is the increase in operational efficiency. If employees automate data collection and analysis, prepare reports, conduct smart initial screening of candidates, the company gets the result faster with less labor. Second, with successful monetization, an internal solution can grow into a separate product and become an additional source of income for the company.
But for such a model to work, you need to create 5 conditions:
- Remove the cultural barrier. It is necessary to show employees that trying to create technological solutions without IT experience is available to everyone and already has examples of implementation. The project should be started by demonstrating real examples on the market and within the company.
- Organize minimal support. The company can organize an internal community of interested specialists, launch a mentoring program from colleagues with a technical background, give initiative employees access to the necessary tools and a platform for testing hypotheses, conducting CustDev and collecting feedback.
- Build a simple and understandable incentive mechanism. If an employee’s personal project grows into something valuable for the company, it should be beneficial for both parties. Therefore, it is important to provide a system of material and non-material motivation.
- Make the process safe for the company and employees. It is important here that information security requirements are met and the rules for using tools are determined.
- Initiative as part of the company’s strategy. It is necessary, despite the experimental component of the initiative, to integrate it into the company’s strategy. Define goals and metrics by linking to company strategy to measure results and business benefits.
By Andrey Kirillov, Head of Compensation and Benefits Department at IT_ONE