Our operations team is running much faster thanks to AI automation, but we still need to hire new humans occasionally. How do we change our hiring and onboarding processes to filter for candidates who know how to collaborate with AI tools rather than fight them?

Question

Tyler Smith · Accepted Answer

When you build an AI-powered operating company, your hiring criteria must shift. You are no longer looking for people who excel at repetitive manual tasks. Instead, you need candidates who have strong critical thinking skills and are eager to use technology to increase their output.

First, test their willingness to use AI during the interview process. Give them a practical test that requires using an AI tool to solve a problem. For example, ask them to draft a client response using an AI assistant and then edit it to match a specific tone. This shows you if they know how to guide the technology to get a high-quality result.

Second, look for candidates who fit the GWC™ for your new, high-capacity seats. They must get the concept of working alongside digital agents, want to use technology to eliminate administrative work, and have the capacity to manage more complex, high-value tasks.

Third, build AI training directly into your onboarding process. Show new hires your prompt library and explain exactly how your team uses AI to execute your core processes. By setting these clear expectations from day one, you ensure your new hires will embrace your automated workflows rather than reverting to slow, manual habits.