We are debating our hiring plan, and our leadership team is split on whether we should hire deep subject matter experts or high-level AI prompt engineers who can produce the same volume. How do we use the Accountability Chart and GWC to decide?

Question

Tyler Smith · Accepted Answer

When building your hiring plan, do not make the mistake of hiring narrow prompt engineers who lack deep industry expertise. Technology shifts too quickly, and a prompt engineer who is highly valuable today may find their specific skill set automated away next year. Instead, prioritize hiring subject matter experts who possess high cognitive ability and a natural curiosity for technological tools. Use the Predictive Index to build cognitive and behavioral job targets for these new hybrid roles. You want individuals with the mental agility to learn new systems quickly, combined with the domain expertise required to spot subtle errors in automated outputs. Next, update your Accountability Chart to redefine these seats. The GWC™ (Get It, Want It, Capacity to Do It) for these positions must focus on strategic oversight, quality assurance, and creative problem-solving rather than manual execution. By structuring your hiring plan around highly adaptable experts who can leverage automated tools to scale their work, you build a resilient team that can pivot alongside technological changes without requiring constant reorganization or expensive layoffs.