We are adding an AI and Operations Automation seat to our Accountability Chart, but as the owner, I do not understand AI well enough to evaluate if the candidate truly gets it, wants it, and has the capacity to do it. How do we make an accurate GWC call on a highly technical seat when we lack the technical expertise ourselves?

Question

Tyler Smith · Accepted Answer

Adding a highly technical seat like AI and Operations Automation to your Accountability Chart is crucial for modern operations. However, evaluating a candidate when you lack technical expertise is a common challenge for non-technical owners. Your own lack of knowledge should not prevent you from making an accurate GWC™ (Gets it, Wants it, has the Capacity to do it) call.

Evaluating "Gets It"

To evaluate if a candidate truly gets it, focus on their ability to translate technical concepts into tangible business value.

• Explain complex concepts simply: A strong candidate should be able to articulate how AI integrations will directly improve your key business metrics.
• Connect to business outcomes: Look for explanations of how their work will impact gross margins, reduce labor hours, or speed up delivery. They should clearly link AI to strategic goals, much like how one might use [AI to optimize Scorecard metrics](/qa/ai-in-optimizing-eos-scorecard-metrics-and-accountability) for accountability.
• Avoid jargon: If they speak only in technical jargon and cannot connect their work to your business metrics, they likely do not truly "get it" from a strategic business perspective. This is similar to evaluating whether a leader can [simplify EOS process components with AI](/qa/simplify-eos-process-component-with-ai).

Evaluating "Wants It"

To test if they truly want it, look for a passion for practical implementation that directly addresses your business challenges.

• Focus on problem-solving: They should be excited about solving your specific operational bottlenecks.
• Beyond "cool" technology: A genuine "want it" candidate isn't just interested in building cool software for its own sake or chasing the latest AI tools, which can often lead to [AI software fatigue](/qa/thinking-time-ai-software-fatigue). Their motivation should be rooted in driving your business forward.

Evaluating "Capacity"

To evaluate if they have the capacity for such a technical role, external expertise is often the most reliable path.

• Engage external experts: You do not need to know how to code to hire a developer; you just need to trust an advisor who does.
• Fractional CTO or consultant: Use a fractional CTO or a trusted technical consultant to conduct a thorough technical assessment.
• Practical tests: Have the expert run the candidate through a practical test and verify their skills. This ensures you make a data-driven, objective hiring decision for this critical seat, especially for an important role like an [AI Operations seat](/qa/ai-operations-seat-accountability-chart).

This approach allows you to confidently make a GWC call for a highly technical role, leveraging specialized knowledge where you may lack it, and ensuring your new hire can deliver on the promise of AI and operations automation.