Workshop · Hiring Calibration · Talent

AI Hiring Workshop

Stop hiring for unicorns. Calibrate the AI security role before you post it.

A 3–4 hour working session for teams hiring AI red team, product security, RAG, agent, AppSec, governance, or AI security engineering roles. We turn fuzzy hiring intent into role architecture, calibrated criteria, a sharper job description, interview loop, scorecard, and onboarding path.

Duration

3–4 hours

Best for

CISO, AppSec, product security, AI platform, security engineering, recruiting, talent, and hiring managers

Outputs you leave with

Role architectureJD rewriteCandidate criteriaInterview loopScorecardOnboarding path

Start Hiring Workshop Scoping See Workshop Agenda

Scoping is no-cost. Submit the form and the right scope and pricing will come back in one response.

Session agenda

What the workshop covers.

Four working modules that move from role clarity to a live-ready hiring loop. No slides — just decisions and artifacts.

Role architecture

45 min

Define what the role actually does — separating AI red team, product security, RAG, agentic, and governance responsibilities.

Output: A clean role definition the team agrees on.

JD rewrite

40 min

Translate the role definition into a job description that attracts the right candidates without inflated requirements.

Output: A draft JD ready for internal review.

Interview loop design

40 min

Build an interview sequence with technical judgment rounds, behavioral STAR rounds, and a Q&A or lab screen.

Output: A structured loop with round owners and time allocations.

Scorecard and screen calibration

35 min

Align on the rubric, calibrate what 'strong' looks like, and map post-hire training to the 30/60/90 onboarding plan.

Output: A scorecard and onboarding plan the team can use immediately.

What this solves

Why hiring AI security is hard without calibration.

The role covers too many AI security sub-disciplines to hire for without specialization.

JDs written without domain knowledge attract the wrong candidates or exclude qualified ones.

Interview loops without calibration produce inconsistent hiring decisions.

AI red team, product security, RAG/agent security, and governance are distinct skill profiles.

Onboarding without a 30/60/90 map leaves new hires without a clear mission.

Hiring for AI security without a scorecard makes feedback between rounds inconsistent.

Next step

Scope the AI Hiring Workshop.

Submit your hiring intent and the workshop scope will come back in one response — team size, role type, current JD, and any interview loop that exists.

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