If AI is handling the bulk of our technical execution, what specific GWC™ changes do we need to make to our future hiring plan on the Accountability Chart to transition from specialized doers to system orchestrators?

Question

Tyler Smith · Accepted Answer

When technical execution is handled by AI, the skill sets you need in your seats change dramatically. You can no longer hire purely for technical execution. Instead, you must restructure your Accountability Chart and hiring plan to focus on system orchestration and strategic oversight. To do this, review the roles on your Accountability Chart and update the GWC™ (Get It, Want It, Capacity to Do It) criteria for each seat. The definition of capacity must evolve. It is no longer about having the manual speed to execute tasks; it is about having the critical thinking skills to direct and audit AI outputs. Your future hires must be evaluated on three specific capabilities:
- Their ability to design and optimize the automated workflows that do the work.
- Their critical thinking skills to spot errors and ensure quality control.
- Their capacity for high-value client relationship management.
Strategically evaluate how AI can free your employees up for this uniquely human work. Your hiring plan should focus on finding adaptable generalists who understand systems, rather than specialized doers who perform repetitive tasks. This transition ensures your team remains lean, agile, and aligned with your exit readiness goals.