AI Hiring
Give AI leadership a clear mandate.
A senior appointment can only be assessed properly when the organisation is clear about what that person should lead.
In this article
Clarify the remit
Distinguish technical leadership, data foundations, product direction and organisational change. A single leader may coordinate these areas, but the brief should explain where specialist support and existing ownership sit.
Define decision authority
Establish budget responsibility, reporting lines and the decisions the leader can make. Explain how priorities will be agreed with technology, operations and commercial teams.
Assess team-building experience
Explore how the specialist identified capability gaps, sequenced appointments and developed complementary strengths. Ask how they resolved unclear ownership or changed the team as a programme evolved.
Connect judgement with outcomes
Ask for examples of choices about whether to pursue, change or stop an initiative. Understand the evidence used, the constraints involved and how the decision was communicated.
Agree the first priorities
Identify the questions the new leader needs to answer in the early months. These may concern data readiness, portfolio priorities, organisational capability or delivery accountability. Use these priorities to make the resourcing requirement specific.
A contract leadership requirement should distinguish a defined period of direction from an ongoing executive appointment. Clarify the decisions the individual can make, the stakeholders they will work with and the immediate priorities. Consider how responsibility returns to the internal team at the end of the engagement. These boundaries help organisations seek relevant leadership experience without describing a remit wider than the authority available.
Put the requirement into practice
Build the capability you need.
Discuss your priorities, the experience you need and the team around the role with Theseus.
Discuss your requirement
