Liza Adams

Your next hire might manage more AI teammates than human ones.

I’m working with a GTM team of 70+ people who built, trained, and manage 150+ AI teammates so far. That’s more than 2 AI teammates per human and it continues to grow.

What should you look for in candidates as you build your hybrid human + AI org?

The challenge is that many haven’t built and orchestrated AI teammates yet. So you may have to look for other signs to figure out fit. You might focus on people who adapt well rather than requiring deep AI experience.

Some ideas:

• ➡︎ Learned new ways quickly when their company adopted new systems

• ➡︎ Stepped outside their role to solve problems

• ➡︎ Uses AI tools in their current work (even basic ones)

You have two options: hire for the ability to adapt quickly or find people who’ve done this before. Both have trade-offs.

The first approach gets you more candidates but needs training and patience. The second approach limits your options but gets you someone who can hit the ground running if you’re willing to wait and pay for proven experience.

If you want help creating specific interview questions for either approach, I built an AI-Ready Employee Hiring Guide GPT (see link in comments) that walks you through this decision and generates custom questions based on the role and priorities. Let me know how it worked for you.

How are you thinking about this in your hiring?

AI-Ready Employee Hiring Guide GPT: https://chatgpt.com/g/g-buGIyWW1c-ai-ready-hiring-guide-gpt

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The buyer’s journey used to begin with Google search. Now it begins with AI making recommendations.

AI forms opinions about your brand by crawling every touchpoint from your website to customer and employee reviews. When buyers finally ask for recommendations, they get answers influenced by opinions from many sources.

The main challenge is if you’re vague about who you serve and what problems you solve best, AI will be too. When AI creates its own version of who you help, it might not match who you have in mind.

Traditional SEO won’t cut it anymore. Avoid chasing algorithms and gaming the system. Instead, be clear about who you serve the best and who you don’t so you don’t rely on AI to figure it out.

I’ll be covering this at the AI Marketing Forum’s Boulder, CO in-person meetup this Thursday, Aug 14 at 8 am.

We’ll discuss:

• How AI-driven search is changing brand visibility

• Why traditional SEO isn’t enough anymore

• What you can do to influence how AI interprets your brand

Ready to join the conversation? See the event details and RSVP link in the comments below. Please feel free to share with others.

For those who can’t make it in person, I recently published “When AI Judges Your Brand Before Humans Do” with practical strategies. Link also in the comments.

RSVP for Aug 14 Meetup

Newsletter on “When AI Judges Your Brand Before Humans Do”

A CMO told me her son is heading to college completely anti-AI because his teachers convinced him it’s cheating. Meanwhile, I’m doing the opposite with my daughter. One of these kids is going to have a much tougher road ahead.

As a mom with a daughter also starting college in just a week, this is important to me. I’m working hard to teach my daughter to use AI the right way. We have ChatGPT Plus and Perplexity Pro on her phone, and I try to talk about AI with her.

But I’ll be honest, it’s not easy. At home, I’m just “Mom” who couldn’t possibly know anything about tech, even though I help companies with AI adoption every day.

The difference between these two kids feels like a big gap. One is entering college believing AI use is morally wrong. The other is learning to see it as a teammate. Both will need to work in a world where AI skills matter more and more, but they’re starting from very different places.

This “cheating” mindset shows up at all levels in the workplace. I was recently in an executive staff meeting where I was guiding AI plans. Two VPs had completely different views.

One VP said she felt uneasy using AI because it seemed like taking shortcuts. Another VP had the opposite view. He could tell when his team hadn’t used AI because the work wasn’t as strong. He’d ask why they hadn’t used it, the way you might ask why someone added up hundreds of entries by hand instead of using a spreadsheet.

But women need to pay closer attention to this. A study in The Economist (see link in the comments) found women use AI 16 to 20 percent less than men in the same roles, with the gap even wider among high-achieving women. Researchers point to beliefs about doing it on your own and avoiding what feels like shortcuts.

This matters because professionals who do use AI earn 8 percent higher salaries on average. We’re creating a disadvantage by teaching that AI use is wrong.

There’s a lesson for us parents, educators, and leaders. How we talk about AI today shapes tomorrow’s workforce. Instead of “AI is cheating,” we need to teach good judgment, the right way to use it, and the human skills that make AI truly valuable.

My daughter’s generation will work in a world where AI skills matter as much as reading or math. I want her to see AI as a teammate that makes her work better when used responsibly.

Study in The Economist: https://www.economist.com/finance-and-economics/2024/08/21/why-dont-women-use-artificial-intelligence

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