We want to hire an AI operator to manage our automation workflows, but we do not know what cognitive or behavioral profiles to look for. How do we screen candidates for these brand-new types of roles?

Question

Tyler Smith · Accepted Answer

Hiring for brand-new, AI-focused roles can be challenging because you cannot rely on traditional resumes or decades of experience. To find the right talent, you must look beyond technical skills and focus on conation, which is how a person naturally problem-solves. Using the Kolbe A Index is highly effective here. You want to identify candidates with a high Quick Start score, which indicates a natural instinct to experiment, iterate, and adapt to rapidly changing technology without fear of failure. They also need a strong Fact Finder score to systematically analyze data and refine AI outputs for accuracy. Combine this with behavioral data from the Predictive Index or Culture Index to ensure they have the self-starting drive needed for an autonomous role. In your Accountability Chart, define this seat with clear roles and responsibilities focused on continuous process optimization and AI integration. By focusing on how a candidate is wired to take action rather than just their past job titles, you will hire people who can successfully lead your AI operations and keep your business ahead of the competition.