The global technology landscape is undergoing radical transformation. With an explosion in growth and adoption of emerging technologies, most notably AI, companies of all sizes across the world have unwittingly entered a new recruitment arms race as they fight for the next generation of talent. Here, organisations have reimagined traditional career progression models, or done away with them entirely. Fresh graduates are increasingly filling vacancies on higher rungs of the career ladder than before.
This experience shift presents both challenges and opportunities for organisations at every level of scale, and decisions made for AI and technology leadership roles in the next 18 months may rapidly change the face of tomorrow’s boardroom for the better.
A new world order
First and foremost, it is important to dispel the myth that most tech leaders and entrepreneurs are younger, recent graduates without traditional business experience. Though we immediately think of Steve Jobs founding Apple aged 21, or Mark Zuckerberg founding Facebook at just 19 years old, they are undoubtedly the exception to the rule.
Harvard Business Review found that the average age of a successful, high-growth entrepreneur was 45 years old. Though it skews slightly younger in tech sectors, we know from our own work that tech CEOs are, on average, 47 years of age when appointed.
So – when we have had years of digital transformation, strong progress towards better representation of technology functions in the boardroom, and significant growth in the capabilities and demands on tech leaders, why do we think that AI will be a catalyst for change like nothing we have seen before? The answer is simply down to speed of adoption.
Keeping pace with the need for talent
For AI, in particular, industry leaders and executive search teams are finding that the talent pool must be as young and dynamic as the technology.
The requirement for deep levels of expertise in relation to theory, application and ethics means that PhD and Masters graduates from a wide range of mathematics and technology backgrounds are increasingly being relied on to advise on corporate adoption by senior leaders, who are often trying to balance increasingly demanding and diverse challenges in their roles.
The reality is that, today, experienced CTOs, CIOs, and CISOs have invaluable knowledge and insights to bring to your leadership team and are critical to both grow and protect your company. However, they are increasingly time-poor and capability-stretched, without the luxury of time to unpack the complexities of AI adoption while keeping their existing responsibilities at the forefront of capability for their businesses’ needs.
The exponential growth and transformative potential of AI technology demand leaders who are not only well-versed in its nuances but also adaptable, innovative, and open to new perspectives. When you add shareholder demand and investor appetite for first movers, it seems like big, early decisions on AI adoption and integration could set you so far ahead of your competitors that they may never catch up.
Give and take in your leadership team
Despite the decades of experience that CTOs, CIOs, and CISOs bring to your leadership dynamic, fresh perspectives can bring huge opportunities – especially when it comes to rapidly developing and emerging tech. Those with deep technical expertise, who are bringing fresh perspectives and experiences into increasingly senior roles, may prove a critical differentiation for your business.
Agile players in the tech space are already looking to the world’s leading university programs to find talent advantage in this increasingly competitive landscape. These programs are fostering a new generation of potential tech leaders, who have been rooted in emerging technologies from inception. We are increasingly seeing companies partner with universities to create a talent pipeline that aligns with their specific needs. This mutually benefits companies, who have access to the best and brightest tech minds, and universities, by ensuring a clear focus on in-demand skills in the education system.
The remuneration statistics reflect this scramble for talent, as well as the increasingly innovative approaches to finding it. Compensation is increasing in both the mature US market, and the EU market, as companies seek to entice new talent pools to meet the increasing demands for emerging technology expertise.
AI talent in the Boardroom
While AI adoption is undoubtedly critical to future-proofing businesses in almost every sector, few long-standing business leaders, burdened with the traditional and emerging challenges of running successful businesses, have the luxury of time, focus, or resources to understand this cutting-edge technology at the levels required. The best leadership teams bring together a mix of skills, experience, and backgrounds – and this is where AI-native graduates can add real value.
From dorm rooms to boardrooms, the next generation of tech leaders is here. The transition from traditional, experienced leadership to a more diverse, tech-savvy talent pool is essential for companies looking to thrive in the modern world. The integration of fresh talent with the wisdom of experienced leaders creates a contrast that is the key to success in the AI-driven world.
Sam Burman is Global Managing Partner for AI and Tech Practices at leading executive search firm Heidrick & Struggles.
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