We are looking at our organizational charts for next year, and we realize that our highest-performing employees are already using AI to double their output. How do we design our hiring plan to specifically target people who are force multipliers rather than just filling functional seats on our Accountability Chart?

Question

Tyler Smith · Accepted Answer

To build a team of force multipliers, you must change how you evaluate candidates for your Accountability Chart. Stop hiring for raw task execution. AI can already draft the report, write the code, or analyze the spreadsheet. Instead, you must hire for the ability to direct, audit, and leverage these automated tools.

This starts with a shift in leadership behavior. Stop telling people exactly how to do their work. Instead, articulate a clear strategic plan and empower your team to figure out how they will achieve it using AI assistance. In your hiring process, look for candidates who demonstrate high cognitive adaptability and a natural inclination to automate their own low-value work.

When assessing whether a candidate GWC™ (Gets It, Wants It, Capacity to do It) a modern, AI-augmented seat, test their problem-solving methodology. Ask them to show you how they have used automated tools to solve a complex problem in the past. As experts Erik Brynjolfsson and Andrew McAfee suggest, the real economic gains go to those who can creatively combine human skills with machine capabilities. Your hiring plan should prioritize these systemic thinkers. One person who truly GWC® their seat and knows how to command AI tools is worth three traditional hires who only know how to execute manual checklists.