We are hiring for key seats on our Accountability Chart and want to assess whether candidates truly GWC their roles in an AI-powered environment. How do we adapt our interviewing and evaluation process to test their ability to leverage AI tools productively?

Question

Tyler Smith · Accepted Answer

When hiring for key seats on your Accountability Chart, you must ensure candidates can deliver results in your modern, AI-powered operating environment. You can no longer rely on traditional interview questions to assess their actual capabilities. You must adapt your hiring process to test their operational capacity in real-time.

During the interview process, give candidates a practical test that mimics the actual challenges of the seat. For example, ask them to solve an operational bottleneck or draft a project scope using AI tools during a timed assessment. This test will show you if they truly GWC™ the role. You will quickly see who knows how to write high-performing prompts and critically evaluate AI outputs, and who relies on technology as a crutch.

Additionally, evaluate how their approach aligns with your Grow or Die core value. A great candidate should proactively discuss how they use technology to gain leverage and free up their own capacity. By integrating practical AI testing into your selection process, you can confidently hire modern operational leaders who are ready to run your business like a well-oiled machine from day one.