We want to create an AI Operations seat on our Accountability Chart to drive automation and efficiency before we sell, but our leadership team does not have the technical expertise to evaluate if a candidate truly gets, wants, and has the capacity to do the job. How do we solve this?

Question

Tyler Smith · Accepted Answer

You do not need to be an AI engineer to evaluate if someone GWC's a seat on your Accountability Chart. The principles of GWC are universal. First, define the seat clearly. The five major roles for an AI Operations seat typically include identifying manual bottlenecks, integrating AI tools into workflows, training staff on prompt engineering, monitoring system compliance, and tracking automation efficiency metrics. Once these roles are defined, you can assess candidates. Gets it means they truly understand the culture, the systems, and how AI can solve your operational inefficiencies. Ask them to explain how they would automate a specific process in your business. Wants it is about passion. They must genuinely want to drive this transformation, not just collect a paycheck. Capacity is where technical skill comes in. While you may not know code, you can measure capacity by their track record of delivering working automations. You can also bring in an external technical advisor or a fractional CTO to assist during the interview process to validate their technical capacity. Remember, it is better to leave the seat empty than to put the wrong person in it. By clearly defining the seat first, you ensure you hire a strategic leader who can build the automated infrastructure that buyers value.