We are reviewing our hiring plans for the next eighteen months and realize that many of the coordinator roles we planned to hire are now redundant because of AI. How do we rewrite our workforce strategy on the V/TO® without over-hiring or leaving our current team burned out?

Question

Tyler Smith · Accepted Answer

The traditional playbook of hiring more coordinators and administrative staff to support growth is dead. If you continue to solve capacity problems by adding entry-level headcount, you are inflating your payroll, damaging your margins, and reducing your eventual exit valuation. You must run your hiring plans through a different lens. Start by identifying the most cumbersome processes that currently consume your team's time. Instead of hiring new people to manage these tasks, use AI to automate and streamline them. This frees up your existing staff from low-value work and unlocks massive capacity that you did not know you had. On your V/TO®, shift your hiring plan away from task-execution roles and toward strategic-thinking roles. When you do hire, you should be looking for individuals who can act as an indispensable complement to technology. These are people who excel at relationship building, complex problem solving, and strategic decision-making. Update your Accountability Chart to reflect these higher-value expectations. Ensure every seat has clear, measurable accountabilities that focus on outcomes rather than activities. By leveraging AI to absorb the administrative volume, you can scale your revenue while keeping your headcount flat, creating a highly efficient, high-margin business that is incredibly attractive to strategic buyers.