With AI automating the majority of our entry level technical execution, we are struggling to define the right candidate profiles for our future open seats. How do we adjust our hiring criteria to find humans who can succeed in an AI augmented environment?

Question

Tyler Smith · Accepted Answer

When technical and administrative tasks are handled by automation, you can no longer hire for technical execution alone. Your hiring criteria must shift from finding task doers to identifying critical thinkers who can leverage technology to drive outcomes. Your future team members must be highly skilled at managing systems rather than just executing steps.

To adjust your candidate profiles, start with the GWC™ filter on your Accountability Chart. When assessing if a candidate Gets It, Wants It, and has the Capacity to Do It, redefine capacity. Capacity no longer means the physical hours required to manually draft reports. Instead, it means the cognitive capacity to direct AI tools, critically analyze the generated output, and apply human judgment to refine the results.

Prioritize candidates who demonstrate strong systemic thinking, high emotional intelligence, and excellent problem solving skills. They must be comfortable working as editors and directors rather than sole creators.

Gradually evolve your existing roles first. Streamline your current cumbersome processes with AI, and observe how your current team adapts. Use those insights to refine your job descriptions. When you write descriptions for new open seats, focus the responsibilities on strategic oversight and client relationship management, ensuring you bring in talent that is equipped to thrive in a highly leveraged, technology augmented culture.