Board Advisor — AI Talent & Search
Help us be right about the market for AI leadership — where it sits, how to assess it, and what it is worth.
Why this seat exists
Our Orchestration research argues that organizations searching for AI leadership look in two talent pools when the competency is distributed across six. That is a strong claim. It should be pressure-tested continuously by people who have hired these leaders, been these leaders, or watched such hires fail.
This advisor keeps our view of the talent market honest, current, and specific.
Where you would help
- Assessment methodology — whether our competency model and exercises actually predict performance, and where they do not
- Compensation reality: what these seats genuinely command, how fast it is moving, and where the market is mispricing
- Sourcing pools we are under-weighting, and the ones we are romanticising
- Role definition: how clients are specifying chief AI officer, head of applied AI, AI product, and governance seats, and where those specifications are incoherent
- Candid review of live search strategy on a small number of engagements each quarter
- Occasional door-opening, where it is natural — never as an obligation
Who fits
One of several profiles, and we are genuinely open on which:
- A CHRO or head of talent who has hired AI, data, and platform leadership at scale and can say what actually 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
What we ask
- Roughly four to six hours a 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 you are comfortable, occasionally attributed publicly
- Disclosure of anything that would create a conflict with your current firm
What you get
We do not publish the terms, and we are not going to hint at them here. What we will say is that this is not an honorary seat and it is not paid in exposure. The package is real and we think you will find it compelling.
We put it in front of you early and in full, rather than making you ask.
A short note is enough to start.
Tell us what you have seen that makes you useful here, and where you think we are already wrong. That second part matters more than the first.