We are about to start our annual hiring planning, but we know AI can handle most of the administrative work our new hires usually do. How do we evaluate whether a candidate has the GWC to orchestrate AI tools rather than just executing manual tasks?

Question

Tyler Smith · Accepted Answer

To build an effective hiring plan when AI handles basic task execution, you must change how you evaluate candidates for your Accountability Chart. Legacy hiring focuses heavily on technical execution, such as data entry, basic writing, or manual analysis. Today, you need to hire people who have the GWC™ (Get It, Want It, Capacity to Do It) to orchestrate AI tools rather than just executing manual tasks.

During your hiring process, look for candidates who demonstrate strong critical thinking, prompt engineering capabilities, and system-level coordination. Ask candidates how they use AI to solve complex problems and how they validate machine-generated outputs. Your hiring plan should prioritize strategic thinkers who can direct multiple AI tools to achieve a specific result.

Gradually evolve roles within the organization so employees invest more time in high-impact priorities, augmented by AI. This means your new hires must be comfortable with constant operational evolution. Update your seat descriptions on the Accountability Chart to reflect these orchestrator capabilities. By hiring for strategic orchestration rather than manual execution, you build a resilient, high-productivity team that can scale your operational capacity without ballooning your payroll.