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AI Security AcademyTalent AI TrackRecruiter AI • Talent AI • Sales AI • AI Security

Hire AI-savvy talent without unicorn hunting. Build roles the market can fill.

The course that teaches recruiters, hiring managers, and talent leaders to define AI-era roles, separate real must-haves from team capability gaps, build sharper scorecards, and hire against evidence instead of Frankenstein reqs.

Cleaner reqswithout role bloat
Sharper signalsnot interview vibes
Better scorecardsmapped to outcomes
Fillable rolesteams can align on
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Built for technical recruiters, talent leaders, hiring managers, founders, HRBPs, people teams, and AI team builders.

What you'll master

Go from vague hiring needs to high-signal role design

  1. Separate role from team capability

    before the req bloats

  2. Define success criteria

    before sourcing starts

  3. Build evidence-based scorecards

    for real candidate signal

  4. Calibrate the hiring team

    around tradeoffs

Live preview

Buyer Question

Do we need one person to own AI security, platform, product, customer demos, governance, and implementation?

Frankenstein req
Role Calibration Framework
  • Name the business outcome
  • Separate role, hats, and team gaps
  • Define must-haves and tradeoffs
  • Map interviews to evidence
Hiring Packet
  • Role Architecture Canvas
  • 30/60/90 Success Criteria
  • Signal Map
  • Interview Scorecard
  • Team Capability Map
Hiring impactThe search becomes fillable

Built for your reality

Technical Recruiters

Translate vague AI-era hiring requests into searchable, calibrated, fillable roles.

Talent Leaders

Standardize intake, scorecards, and hiring-manager alignment across complex technical teams.

Hiring Managers

Define the actual job before adding another capability to the req.

Founders

Stop asking one hire to become an entire missing department.

HRBPs & People Ops

Create consistent, defensible role and interview structures for AI-savvy teams.

Better hiring starts before sourcing

This course gives teams the vocabulary, templates, calibration rituals, and hiring evidence needed to stop writing Frankenstein reqs and start hiring against real work.

15+
Years across AI, security, recruiting, sales, and product work
57
Public case studies
60+
Public work examples

Relevant domains

AI SecurityRecruiter AITalent AISales AIFDEProductPlatform& more
“When every stakeholder adds one more must-have, the role stops being a job and becomes a purple-striped unicorn nobody can hire.”
AI Security Academy

Why this course exists

AI-era hiring breaks before sourcing starts

The problem is not only candidate supply. It is vague role design, overloaded requirements, unclear seniority, weak success criteria, and interview teams that collect opinions instead of evidence.

This course teaches teams to turn AI-era hiring needs into role scope, success criteria, candidate signals, scorecards, tradeoffs, and team capability plans before the search burns another month.

Heads up

The enterprise problem

A req is not a team strategy. If it tries to solve every capability gap in one hire, you are outsourcing organizational confusion to the candidate market.

Comparison

What changes after this course

Before — the purple-unicorn req spiral

  • Hiring managers ask for someone senior and every stakeholder adds more requirements
  • AI, security, platform, product, sales, delivery, and governance get stapled onto one role
  • Recruiters source against vague must-haves and inconsistent seniority signals
  • Interviewers reject candidates for missing traits the team never prioritized

After — a calibrated, fillable hiring motion

  • The team defines the business outcome before writing the req
  • Role scope, hats, and team capability gaps are separated cleanly
  • Must-haves, tradeoffs, and teachable skills are explicit
  • Scorecards map to success criteria and interview evidence

Audience action grid

Who it's for

Technical recruiters

Turn messy intake into calibrated role scope, search criteria, and candidate signal.

Talent leaders

Create a repeatable operating model for AI-savvy technical hiring.

Hiring managers

Separate the job you need from the missing capabilities around the team.

Founders and executives

Stop hiring for five jobs at once and design roles people can actually succeed in.

HRBPs and People Ops

Make reqs, interviews, and decisions more consistent, explainable, and defensible.

Checklist

What you'll be able to do

  • Identify Frankenstein req patterns before the role hits the market.
  • Separate role scope, temporary hats, and team capability gaps.
  • Define 30/60/90 success criteria before sourcing starts.
  • Calibrate seniority without relying on vague adjectives.
  • Translate AI, security, product, platform, sales engineering, and FDE needs into clearer role language.
  • Separate must-haves from nice-to-haves, trainable skills, and team dependencies.
  • Build candidate signal maps tied to actual work.
  • Create interview scorecards that reduce vibes and duplicated questioning.
  • Run better hiring-manager intake and debrief conversations.
  • Build a role architecture packet your recruiting team can reuse.

Program at a glance

Program at a glance

10
Modules
8
Hands-on labs
1
Role packet
6
Delivery formats

Curriculum

10 modules

  1. 01Why AI-Era Technical Reqs Break
  2. 02Role vs Hat vs Team Capability
  3. 03The Frankenstein Req Pattern
  4. 04AI-Savvy Role Families and Vocabulary
  5. 05Success Criteria and 30/60/90 Outcomes
  6. 06Must-Haves, Tradeoffs, and Search Strategy
  7. 07Candidate Signal and Evidence
  8. 08Interview Scorecards and Calibration
  9. 09Hiring Manager Intake and Debrief Discipline
  10. 10Capstone: Role Architecture Packet

Operating principles

How the program works

A role is not a wishlist

If everything is required, nothing is prioritized. The req must identify the actual work, not every anxiety around the team.

Team capability is not one person's job

Missing team architecture should not be converted into one impossible job description.

Signal beats vibes

Every interview should collect evidence for a specific success criterion, not general impressions of smartness or culture fit.

Tradeoffs make roles real

A role becomes fillable when the team agrees what it can live without, what it can teach, and what must be true on day one.

Artifact list

What you'll walk away with

  • Role Architecture Canvas
  • Frankenstein Req Detector
  • Hiring Manager Intake Script
  • 30/60/90 Success Criteria Template
  • AI-Savvy Technical Vocabulary Map
  • Interview Scorecard Builder
  • Team Capability Map
  • Req Rewrite Pack

Hands-on practice

You'll practice

  • Rewrite a bloated AI-era technical req
  • Separate role scope from team capability gaps
  • Define must-haves and tradeoffs
  • Build 30/60/90 success criteria
  • Map candidate signals to interview stages
  • Calibrate interview scorecards
  • Run a hiring-manager intake simulation
  • Assemble a role architecture packet

Flexible delivery

Choose what fits your team

  • Self-paced course

    Work through it solo inside the Academy.

  • Recruiting enablement workshop

    Instructor-led for recruiting and talent teams.

  • Hiring manager calibration

    Live role-design session for technical leaders.

  • Slack or Teams challenge

    A drip sequence that improves intake and req quality.

  • SCORM / LMS package

    Drop it into your existing talent enablement platform.

  • ABM talent advisory module

    Use it with AI-savvy team-building and workforce planning offers.

Framework

Talent AI alignment

Primary domain: Recruiter AI and Talent AI — designing fillable AI-era roles, better reqs, better signals, and better team capability plans.

Also supports: Sales AI (sales engineers and FDEs), AI Security (product security and platform roles), and Workforce Planning (team capability design).

Related products

  • Recruiter AI Role Calibration
  • Talent AI Scorecard Builder
  • AI-Savvy Workforce Planning
  • Technical Hiring Intake Workshop
  • FDE Hiring Pack
  • AI Security Team Design Add-On

Start the course

Stop sourcing against broken reqs

Bring Hiring AI-Savvy Talent Without Unicorn Hunting to your recruiting, talent, and hiring-manager teams as a self-paced course or live calibration workshop — and turn vague hiring needs into roles the market can actually fill.

Start this course