AI Talent Strategy
A ~36-minute talent playbook for CHROs, talent heads, CIOs co-owning AI capability. 3 segments, build/buy/borrow, 5 core roles, hiring/retention patterns, fluency build, org design, 12-month roadmap.
8
Chapters
~36 min
Duration
Advanced
Level
No
Certification
Who this is for
For CHROs, heads of talent, and CIOs/CTOs co-owning AI capability-building.
How this course works
- 8 audio-narrated slide chapters · ~36 min of focused content
- Capstone with interactive Markdown builder you take to your team
- Trust trip-wires on every play — what not to cross
- Free verifiable certificate on completion
What you'll walk out with
Specific outcomes from this course — no fluff.
- AI talent is the bottleneck — not the technology. The economics are asymmetric
- Match capability to source — build / buy / borrow framework with 3 signals each
- 5 core roles + 3 emerging — ML engineer · data scientist · MLOps · AI PM · AI lead, plus governance/prompt/ethicist
- Hire in a tight market — convert internal engineers, hire at senior-not-principal, source from adjacent fields
- Retain through interesting work + access + path + competitive comp — in that order
- The AI fluency build is the leverage — 5-10x payback vs hiring 1 senior engineer
- Pick the right org model — hub-and-spoke beats pure central or pure federated for 500+ organisations
- 12-month talent roadmap with 4 trust trip-wires and an interactive builder for your CHRO or CEO
Course content
8 chapters · ~36 min
Welcome
A 1-minute orientation — what the course covers, how to navigate, and what you walk out with. No audio on this screen.
The talent landscape
AI talent is the bottleneck · 3 segments (senior specialist · applied · AI-fluent domain) · 3 failure modes (hire-only · train-only · vendor-only).
Build, buy, borrow
3 modes · 3 signals each · 2026 cost reality ($300-500K+/yr senior ML in major markets).
Role architecture
5 core AI roles · 3 emerging · the AI lead reporting question (CIO vs CTO vs CEO direct).
Hiring patterns
3 sourcing patterns · 3 evaluation principles · 3 anti-patterns (pay-only · title-inflation · eternal loops).
Retention
4 drivers in priority order · 3-12 month flight-risk window · 3 retention failure modes.
The AI fluency build
Fluency is 5-10x payback vs hiring · 3 tiers (universal · functional · power users) · 3 patterns that work.
Organisational design
3 org models · 3 design questions · 3 failure modes · hub-and-spoke for 500+ orgs.
Making it stick: your AI talent roadmap
12-month talent roadmap · 4 trust trip-wires · interactive Markdown builder.
Want this delivered inside your organisation?
The course is the starting point. The same content powers a 4-week pilot, an org-wide rollout, or a continuous build engagement — set up on your data, with your team, by Gennoor Tech.