Next, they should review HR for job descriptions and posting materials to internal websites, employee handbooks and onboarding materials, before finally reviewing activation and sales materials.
Manage experimentation and deployment
The CAIO team should experiment with building partnerships and relationships with all the latest AI tools (there are thousands) before deciding where and how to deploy them.
This experimentation needs someone who can prioritize, streamline and guide the process. There are many AI options and a smart filtration system is essential to stay competitive.
Understand the intricacies of an organization
For this unique position, employers should prioritize the curiosity of potential candidates. This includes a passion for innovation – someone who could have become a technologist if they had chosen a different path.
This sense of imagination must be balanced with a practical approach. The successful candidate must be an “organizational psychologist,” someone who understands how organizations are managed, how different groups interact with each other, and how they contribute to the common good. They must also always keep the broader organizational mission in mind.
The only thing your potential CAIO doesn’t need is to know how large language models are written. They don’t need to know how neural networks are built; they just need to have enough understanding to enable them to be applied scientists. This opens the position to more diverse and varied candidates.
Establish standards for success
After the onboarding process, establish the time required for basic and essential functions within each department, then compare the overall quality of the outcome before and after AI deployment. This may give rise to new thinking: is there a way to evaluate new results with and without the use of AI? More ideas, better ideas, faster ideas. These should be the priorities of a successful CAIO.
The essential
The CAIO role is poised to become an essential part of every industry, but it’s in marketing where this position can have the most immediate impact.
By defining what the position should look like, as well as the type of candidate you are looking for, you can create a position that will allow you to stay competitive in this rapidly changing field.
Very quickly this role will become obsolete. Ultimately, there will be no distinction between a process and whether or not AI contributes; there will only be the process. Just as we no longer use www in front of a website address, we will no longer need to refer to someone as CAIO. But right now we need an insurgent and a champion and pretty soon we won’t have one.
