Board Advisor — AI Talent & Search

About the role

Help us be right about the market for AI leadership — where it sits, how to assess it, and what it is worth. Our Orchestration research argues that organizations searching for AI leadership look in two talent pools when the competency is distributed across six. This advisor keeps our view of the talent market honest, current, and specific.

This is a remote advisory role requiring approximately 4–6 hours per quarter, with optional in-person meetings if convenient.

Responsibilities

• Assessment methodology — evaluate whether our competency model and exercises actually predict performance, and identify gaps
• Compensation reality: track what these roles genuinely command, how fast it is moving, and where the market is mispricing
• Sourcing pools: identify pools we are under-weighting and those we are overestimating
• Role definition: analyze how clients specify chief AI officer, head of applied AI, AI product, and governance roles, and where those specifications are incoherent
• Candid review of live search strategy on a small number of engagements each quarter
• Occasional door-opening where natural — never as an obligation

Qualifications

We are open to one of several profiles:

• A CHRO or head of talent who has hired AI, data, and platform leadership at scale and can identify what predicted success
• A search leader with a functioning practice in this space, at a firm where advising us presents no conflict
• A chief AI, data, or technology officer who has built these teams and sat on the other side of a retained search
• An operator who has watched several of these hires fail and understands why — that experience is more useful than a clean record

Requirements

• Roughly four to six hours per quarter: one substantive session plus occasional short exchanges
• Directness — we are not looking for encouragement; the failure mode of an advisory board is politeness
• Willingness to be quoted internally and, if comfortable, occasionally attributed publicly
• Disclosure of anything that would create a conflict with your current firm

Benefits

We do not publish the terms, but this is not an honorary seat and it is not paid in exposure. The compensation package is real and designed to be compelling. It will be presented to you early and in full, rather than requiring you to ask.