We are looking to make our first outside executive hire to run our technology and operations, but we need someone who can implement AI-powered workflows rather than just managing legacy systems. How do we evaluate candidates to ensure they have the right capabilities for this specific seat?

Question

Tyler Smith · Accepted Answer

Hiring a modern leadership team member who can drive AI-powered operations requires a strict evaluation of capability, not just a resume full of tech buzzwords. You must use the GWC™ framework to ensure they get, want, and have the capacity to do this specific job.

To test if they get it, ask them to analyze your current Accountability Chart and identify where manual workflows are slowing down your throughput. A true leader will look for systemic bottlenecks rather than suggesting superficial software integrations. They should explain how they have previously automated core processes to reduce labor costs and increase accuracy.

To test if they want it, look for a passion for hands-on operational rebuilding. They should be excited about the challenge of moving your team from manual effort to automated efficiency, knowing that this work directly increases the valuation of the company.

To test if they have the capacity, give them a practical exercise. Have them review one of your documented core processes and sketch out an automation plan using modern AI tools. If their response is too theoretical, they lack the actual capacity to execute. Your first major leadership hire must be able to bridge the gap between high-level strategy and practical execution, ensuring your operational infrastructure is robust, scalable, and ready for a clean exit.