| A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z | |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
1 | CFTE AI Expectations Database — Company x Role x Level | |||||||||||||||||||||||||
2 | Entry ID | Company | Sector | Evidence Tier | Role / Function | Scope | CFTE Level (0-3) | CFTE Level Name | Company Level Name | Verbatim Evidence | Key Quote | AI Dimensions Assessed | How Assessed / Operationalised | Source URL | ||||||||||||
3 | ZAP-ENG-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Engineering | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI as a lightweight assist inside a mostly unchanged workflow; helps with snippets, debugging or summarization but does not materially change how they design, build, test or ship. Cannot clearly explain tool or model choices, limitations or how their usage has evolved; little evidence of intentional experimentation or repeatable workflows. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
4 | ZAP-ENG-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Engineering | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI regularly across implementation, debugging, testing and documentation, with concrete examples of better quality, speed or leverage. Shows real tool and model literacy: can explain why they use different tools for different tasks, where those tools break down, and how they have refined their workflows over time. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
5 | ZAP-ENG-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Engineering | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | AI fundamentally changes how they engineer: they default to AI-first approaches where appropriate and have built workflows, tooling or practices that improve output beyond just themselves. Demonstrates strong judgment about tradeoffs and failure modes by choosing tools intentionally, validating outputs and building review, testing or mitigation into the workflow. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
6 | ZAP-ENG-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Engineering | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Re-engineers how software gets built so AI becomes part of the operating model, not just an individual productivity boost; code production, review, testing and delivery are meaningfully restructured around it. Raises the bar for others by setting standards, building shared systems and enabling teams to move materially faster without lowering quality, reliability or safety. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
7 | ZAP-PRD-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Product | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI for simple tasks like summarizing, writing or looking up information, but output reads like obvious AI slop. Cannot point to clear evidence that work is faster or higher quality. The work they do before AI and after AI looks largely the same. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
8 | ZAP-PRD-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Product | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Has a structured approach for generating specs and prototypes that they reuse and refine across projects. The clarity of product direction has improved significantly. Uses AI to tap into user insights (quant and qual) previously inaccessible due to technical limitations or data scale. Rapidly generates working solutions users can try and give feedback on. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
9 | ZAP-PRD-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Product | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Can point to entirely new skill sets developed through AI: writing SQL, doing data analysis, building dashboards. Building systems, not one-off features: pipelines of agents that take in customer feedback, write specs, prototype solutions and ship small features. Has built always-on AI systems others rely on (e.g. automated monitoring of support tickets, NPS). | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
10 | ZAP-PRD-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Product | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | The PM/Design role on their squad looks materially different than six months ago. Can show examples of redesigning how product ships: abandoning the previous status quo and reinventing the process. Leading new ways of building product, such as unlocking PMs or Designers shipping code in production. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
11 | ZAP-SUP-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Support | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Asks AI one-off questions to look something up, then goes back to doing work the same way. AI is a slightly faster Google, nothing more. Treats AI as a drafting shortcut for low-stakes written communication but hasn't applied it to substantive work in their role. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
12 | ZAP-SUP-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Support | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Has repeatable prompts for core parts of their job. Can describe what they put in, what they get back and how it has made that task faster or better. Feeds relevant context into AI before complex work rather than asking isolated questions. Understands that output quality reflects input quality. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
13 | ZAP-SUP-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Support | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | AI use has a clear before/after story that spans months, not tasks. Produces work that others on the team use: a tool, a template, a process. Their AI capability is not just personal productivity; it has raised the floor for people around them. Treats their AI setup like a product: it has versions, it gets updated when the work changes. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
14 | ZAP-SUP-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Support | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Has changed what work their team does, not just how fast they do it. Categories of work either no longer exist or run without human involvement. Has influenced how the broader org works: frameworks introduced, processes replaced, ways of working others have adopted. Can articulate what roles should look like in 12 months, what will be automated and what new skills will matter. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
15 | ZAP-MKT-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Marketing | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI for first drafts only. Output reads like unedited AI; hasn't developed a process for improving quality or adapting tone. Uses AI for campaign ideas but has no real workflow. Cannot explain how AI has changed their process, speed or output quality. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
16 | ZAP-MKT-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Marketing | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI regularly across content, SEO analysis and performance review. Output volume and quality are both up. Built a reusable prompt library for top content formats that the team now pulls from. Can explain how they have iterated on it over time and why certain approaches work better than others. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
17 | ZAP-MKT-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Marketing | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Has run AI-driven experiments with measurable results (e.g. A/B testing copy that increased CTR by 18%) and now defaults to this approach across campaigns. Built a content system that drafts, formats and schedules posts across channels. Has built always-on agentic workflows: content pipelines, monitoring or campaign ops that operate 24/7. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
18 | ZAP-MKT-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Marketing | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Built a personalization engine that serves AI-generated campaign variants at scale, tied directly to pipeline. Restructured how the marketing team works: what gets automated, what gets owned, how success gets measured. Has automated entire job categories and is driving measurable impact on pipeline and revenue. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
19 | ZAP-PPL-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | People (HR) | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Manually does work AI could meaningfully assist with (comp modelling, scenario planning, workforce analysis) and hasn't tested whether AI would improve it. Skepticism is untested, not informed. Actively blocks their team from experimenting with AI. No AI Builder setup, no enablement participation. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
20 | ZAP-PPL-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | People (HR) | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI daily across multiple parts of their role with repeatable prompt templates they refine each cycle. Has connected AI tools into recurring workflows (e.g. auto-summaries into team status updates, AI-drafted content edited for voice). Sets direction for their team's AI experimentation; carved out time and created safe-to-fail norms. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
21 | ZAP-PPL-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | People (HR) | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Has orchestrated end-to-end automation of a core People process (onboarding, hiring pipeline, reporting) with measurable results. Redesigned how a core function works around AI-native logic: agentic screening, AI-generated deliverables and built-in quality checks. Their role shifted from data compilation to strategic pattern recognition and predictive modelling. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
22 | ZAP-PPL-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | People (HR) | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Stopped running a legacy programme entirely and rebuilt the function around AI-first delivery. Agents generate personalised outputs from role data, deliver just-in-time content and auto-assess completion. Redefined team roles around the new operating model; team members now own agentic platforms rather than manual workflows. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
23 | ZAP-LEG-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Legal | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI for background research before drafting but the core review process is unchanged. Cannot point to evidence that reviews are faster, higher quality or more consistent as a result of AI usage. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
24 | ZAP-LEG-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Legal | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI across every contract: redlining, risk flagging, drafting, negotiation prep. It's standard practice, not occasional. Built a reusable library in Claude, iterated on it over months, and reviews are faster and more consistent. Built a partner terms review agent that cut a 3-day process down to hours. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
25 | ZAP-LEG-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Legal | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Converted the enterprise negotiation playbook into an AI-assisted workflow other teams self-serve. Built an AI legal response and ticketing system that provides initial response based on the legal team's curated knowledge source. Built a legal team dashboard connecting Jira, Slack, Zip and Ironclad. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
26 | ZAP-LEG-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Legal | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Rebuilt legal ops so that intake, triage and routing happen largely automatically. New requests get classified against the playbook and either handled autonomously or scoped for an attorney with context pre-assembled. Attorneys work from exceptions, not the full queue. Every judgment call is captured as a skill refinement. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
27 | ZAP-SAL-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Sales / Revenue | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI-generated call summaries after meetings. Uses AI to draft outreach emails or clean up follow-up notes. Can't describe how AI has changed their win rate, deal velocity or pipeline quality. The work they do before AI and after AI looks largely the same. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
28 | ZAP-SAL-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Sales / Revenue | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Runs AI-powered tools daily across core sales workflows: account research, usage analysis, call prep. Built a repeatable pre-call research workflow (company signals, stakeholder mapping, competitive context, product usage data) iterated over time. Uses AI to self-serve quota attainment analysis and pipeline feasibility without waiting on ops or analysts. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
29 | ZAP-SAL-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Sales / Revenue | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Chains multiple AI tools into connected workflows: AI-driven account research feeds into a personalised outreach sequence, which feeds into a deal channel with auto-generated deal qualification analysis and stakeholder heatmaps. Built or adopted tools the team now relies on. Has measurable before/after impact on a specific motion. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
30 | ZAP-SAL-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Sales / Revenue | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Redesigned core sales motions around AI-native workflows. Renewal flows where an AI agent analyses account history, usage and engagement, routes ownership and generates a renewal brief so reps start at strategy, not data gathering. Reimagines the rep role: AI owns the operational layer while reps focus on judgment, negotiation and strategic deal shaping. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
31 | ZAP-BOP-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Business Ops | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI occasionally for note cleanup, summaries and light analysis, but doesn't rely on it. Cannot point to evidence that reporting is faster, analysis is deeper or decisions are better as a result. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
32 | ZAP-BOP-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Business Ops | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI across reporting, analysis and synthesis every week. Output is faster and clearer. Built repeatable workflows for recurring analyses, iterated on them over time, and they are now embedded in how the work gets done. Can explain where AI improves quality, not just speed. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
33 | ZAP-BOP-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Business Ops | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Connected data sources, reporting tools and AI into one system. Insights surface without manual pulls and the team runs it. Built automated reporting workflows that eliminated recurring manual work at scale. Tracks where outputs are weak and iterates; embedded validation before anything goes to leadership. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
34 | ZAP-BOP-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Business Ops | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Rebuilt planning, reporting and decision systems around AI; not the old process with AI layered on. Stopped legacy static reporting entirely; reallocated that capacity to forward-looking analysis and strategic work. Redefined what ops does: judgment and prioritisation is what is left. AI handles the operational and analytical layer. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
35 | ZAP-CRD-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Corporate Development | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI for basic research only, like to summarise companies or markets. Tries AI for diligence but doesn't rely on it. Cannot point to evidence that diligence is faster, analysis is deeper or deal quality has improved. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
36 | ZAP-CRD-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Corporate Development | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI across deal evaluation every week: market mapping, comps, CIM synthesis and IC memo drafting. Built a repeatable diligence workflow, iterated on it across multiple deals, and output quality has improved materially. Can explain where AI accelerates judgment and where they still own the call. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
37 | ZAP-CRD-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Corporate Development | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Connected deal sourcing, research tools and AI into one pipeline; cut time-to-IC-memo meaningfully and the team runs it. Built a target screening workflow that scores inbound opportunities automatically and surfaces the ones worth pursuing. Tracks where the system misses and iterates; has embedded validation steps before anything goes to leadership. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
38 | ZAP-CRD-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Corporate Development | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Rebuilt how corp dev works: sourcing, screening, diligence and memo generation are AI-first. Team focuses on deal judgment and relationship work. Stopped legacy research and manual comp processes entirely; reallocated that capacity to higher-value deal activity. Agents handle first-pass evaluation; humans engage at conviction and negotiation. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
39 | ZAP-ECO-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Ecosystems & Channels | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI occasionally for partner comms. Uses AI to draft partner emails or materials. Tries AI for research but not embedded in workflow. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
40 | ZAP-ECO-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Ecosystems & Channels | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI across partner workflows every week (research, outreach, co-sell prep and enablement materials). Built a repeatable workflow for partner QBR prep or integration prioritisation, iterated on it, and it has changed how the work gets done. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
41 | ZAP-ECO-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Ecosystems & Channels | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Connected CRM, partner data and AI into one system. Partner tiering, outreach and performance tracking run without manual pulls. Built an enablement workflow the whole team uses. Partners onboard faster and the team stopped building materials from scratch. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
42 | ZAP-ECO-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Ecosystems & Channels | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Rebuilt how the ecosystem function operates. Everything about how partners are sourced, tiered, enabled and measured is AI-native. Stopped legacy manual tracking and one-off outreach; reallocated capacity to strategic partnership development. Relationship and strategy work is what is left; AI handles the operational layer. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
43 | ZAP-FIN-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Finance | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI for basic support tasks: summarising reports or explaining concepts. Tries AI for analysis but doesn't rely on it. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
44 | ZAP-FIN-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Finance | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI for forecasting, variance analysis and reporting. Uses AI for tax research, provision prep and filing review. Uses AI for close checklists, flux analysis and journal entry review. Builds repeatable workflows across FP&A, tax and accounting. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
45 | ZAP-FIN-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Finance | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Automates scenario modelling, reporting and insight generation. Built a workflow for tax memo drafting, jurisdiction risk flagging and quarterly review. Automated reconciliations and journal entry exceptions. Surfaces issues without manual hunting. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
46 | ZAP-FIN-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Finance | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Shifts from backward-looking reporting to forward-looking AI models. Rebuilt tax ops around AI: research, structuring and audit prep are AI-first. Redesigned the close process with AI; cut close time materially with better documentation. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
47 | ZAP-DAT-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Data | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI only for one-off tasks, not as part of regular workflows. Applies AI narrowly (e.g. isolated help with queries) without broader impact. Does not integrate AI into how work is planned, executed or delivered. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
48 | ZAP-DAT-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Data | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Uses AI consistently across core workflows (analysis, modelling, engineering, experimentation). Improves speed and quality of outputs (queries, models, code, insights) while maintaining rigour and reliability. Develops repeatable ways of working with AI in recurring tasks. Validates outputs and ensures work meets standards for accuracy, reproducibility and trust. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
49 | ZAP-DAT-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Data | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Builds repeatable AI workflows that significantly reduce manual work in analysis, reporting or data development. Integrates AI into shared processes so work is more scalable, consistent or self-serve. Enables others to move faster by codifying and championing adoption of AI patterns, workflows or systems. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
50 | ZAP-DAT-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Data | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Enables teams across Zapier to independently ingest and use data through AI-powered systems, with appropriate guardrails for accuracy, trust and safety. Replaces significant manual or heuristic work streams with durable AI systems that automate ingestion, transformation and insight generation. Establishes AI platforms and workflows where insights are surfaced proactively. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
51 | ZAP-EXO-L0 | Zapier | SaaS / Workflow automation | Strong published rubric | Exec Ops | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 0 | Below AI literacy | Unacceptable | Uses AI to tighten emails or summarise meetings; priority routing and judgment work are unchanged and there is no repeatable workflow or measurement. Tries ChatGPT for travel ideas or one-off summaries; cannot describe iteration or where AI must not be used for exec ops work. | If someone isn't meaningfully improving their work with the support of AI, they don't meet the bar. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
52 | ZAP-EXO-L1 | Zapier | SaaS / Workflow automation | Strong published rubric | Exec Ops | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 1 | AI literacy | Capable | Every week AI aggregates calendar, attendee context and prior threads into a fixed brief; they iterate prompts, spot hallucinations against source material and can cite time saved and quality improvements. A structured flow where AI does a first structured pass of emails in exec voice, and the EA owns what ships with explicit rules for sensitive topics. | I use AI to operate at a meaningfully higher level. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
53 | ZAP-EXO-L2 | Zapier | SaaS / Workflow automation | Strong published rubric | Exec Ops | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 2 | Applied AI practitioner | Adoptive | Connected calendar, CRM, email/Slack and note tools so one system produces briefings, flags conflicts and routes follow-ups; others reuse it. Ran a time-boxed experiment on AI-first stakeholder updates; measured outcome; kept workflows that improved quality and dropped others. | I orchestrate AI and build systems that elevate how I work. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
54 | ZAP-EXO-L3 | Zapier | SaaS / Workflow automation | Strong published rubric | Exec Ops | All new hires company-wide. Minimum bar is Capable. V2 raises bar so V1-Capable behaviour is now Unacceptable in several roles. | 3 | AI systems leader | Transformative | Replaced a weekly long-form update with a live dashboard and short AI brief; freed capacity for forward-looking work; stakeholders changed how they consume information. Redefined responsibilities (EA owns exec AI infrastructure and guardrails), trained teams and scaled patterns to multiple execs. Governance and role change, not only personal productivity. | I re-engineer how work happens. | AI mindset, strategy, building, accountability (V2 adds accountability as fourth component) | Four candidate moments: application, initial (human or AI) screen, skills test, executive interview. Skills tests redesigned to observe candidates using AI in real time. Managers assessed separately on how they led teams to adopt AI. | https://zapier.com/blog/raising-ai-fluency-bar-in-hiring/ | ||||||||||||
55 | SHP-ALL-L0 | Shopify | E-commerce / SaaS | CEO memo + leadership interviews | Cross-function (all employees) | All Shopify employees. Biannual 360 review rates every colleague on AI native / AI reflexive. Headcount requests firmwide must justify why AI cannot do the work. | 0 | Below AI literacy | Below reflexive (not stated) | Lightweight AI assist without reflexive usage. Does not turn to AI immediately when hitting a problem. Would not pass the biannual 360 AI native / AI reflexive review. | Reflexive AI usage is now a baseline expectation at Shopify. | Reflexivity; pair programming with AI; prototype velocity; tool adoption (Copilot, Cursor, Claude Code, LLM proxy) | Biannual 360 performance review rates every colleague on AI native / AI reflexive behaviour. Internal dashboard measures who uses Cursor, Claude Code and the LLM proxy, correlated to impact. | https://x.com/tobi/status/1909251946235437514 | ||||||||||||
56 | SHP-ALL-L1 | Shopify | E-commerce / SaaS | CEO memo + leadership interviews | Cross-function (all employees) | All Shopify employees. | 1 | AI literacy | AI reflexive (Shopify bar) | Reflexively turns to AI when hitting any problem. Uses Cursor, Claude Code and the LLM proxy as default tools. AI is embedded in day-to-day work. Meets the biannual 360 AI native / AI reflexive bar. | Reflexive AI usage is now a baseline expectation at Shopify. | Reflexivity; tool adoption; pair programming with AI | Biannual 360 review. Internal dashboard tracking Cursor, Claude Code, LLM proxy usage correlated to impact. | https://x.com/tobi/status/1909251946235437514 | ||||||||||||
57 | SHP-ALL-L2 | Shopify | E-commerce / SaaS | CEO memo + leadership interviews | Cross-function (all employees) | All Shopify employees. | 2 | Applied AI practitioner | AI native (Shopify top tier) | Designs AI-powered prototypes. Product designers required to use AI for all prototypes. Engineering directors have a coding interview on hire. Team is 20% more productive. Headcount requests must justify why AI cannot do the work. | Before asking for more headcount and resources, teams must demonstrate why they cannot get what they want done using AI. | Prototype velocity; managerial modelling; standards-setting; headcount justification | Headcount requests reviewed against AI-first justification. Engineering directors and above now have a coding interview when hired. Unlimited AI tokens for engineers. | https://www.bvp.com/atlas/inside-shopifys-ai-first-engineering-playbook | ||||||||||||
58 | ACN-ALL-L1 | Accenture | Consulting | Earnings call + CEO interview | Cross-function (all employees) | All Accenture employees. Firm-wide AI training programme covering 250,000+ staff. | 1 | AI literacy | AI-fluent employee | All employees expected to use AI tools and complete Accenture AI learning programmes. AI literacy is a baseline competency across every function and level. | Every Accenture person will be skilled in AI. | AI tool adoption; AI learning programme completion; client-facing AI positioning | Firm-level AI training programme. Tool adoption tracked at practice level. CEO public commitment. | https://www.accenture.com | ||||||||||||
59 | ACN-ALL-L2 | Accenture | Consulting | Earnings call + CEO interview | Cross-function (all employees) | All Accenture employees. | 2 | Applied AI practitioner | AI-enabled consultant | Employees apply AI to redesign client engagements and internal delivery. Accenture embeds AI into how consulting work is structured, priced and delivered. | We are reinventing how we work with AI. Our people are doing the same. | AI-enabled delivery redesign; client AI strategy; internal process transformation | Internal AI platforms deployed firmwide. Client engagement redesign tracked. CEO interviews and earnings calls. | https://www.accenture.com | ||||||||||||
60 | ACN-ALL-L3 | Accenture | Consulting | Earnings call + CEO interview | Cross-function (all employees) | Senior leaders and managing directors. | 3 | AI systems leader | AI transformation leader | Positions every client engagement around AI reinvention. AI is used to redesign how consulting work is structured and delivered, not just to accelerate individual tasks. Accenture itself is a living demonstration of AI-first operating model. | Every business will need to reinvent itself with AI. We are doing that ourselves first. | AI-first operating model design; workforce reinvention; client AI strategy leadership | CEO-level public commitment. 250,000+ staff trained. Earnings calls cite AI-reinvention revenue. | https://www.accenture.com | ||||||||||||
61 | CITI-ALL-L1 | Citigroup | Financial services | CEO memo + earnings call | Cross-function (all employees) | All Citigroup employees. AI tools rolled out firmwide. | 1 | AI literacy | AI-literate employee | All employees expected to use approved AI tools. AI literacy training rolled out firmwide. AI use embedded in core banking and operations workflows. | We are embracing AI across every part of our business. | AI tool adoption; AI literacy training completion | Firmwide AI tool rollout. Training programmes tracked at department level. CEO and earnings-call statements. | https://www.citigroup.com | ||||||||||||
62 | CITI-ALL-L2 | Citigroup | Financial services | CEO memo + earnings call | Cross-function (all employees) | Technology, operations and financial analysis functions. | 2 | Applied AI practitioner | AI practitioner | Employees design and deploy AI-powered workflows in credit risk, trading operations, compliance and client service. AI tools embedded in core professional workflows. | AI is not just a tool for us; it is becoming part of how we operate. | AI-enabled workflow design; credit risk AI; compliance AI; client service AI | Internal AI platform deployment. Tool adoption and workflow metrics tracked at function level. | https://www.citigroup.com | ||||||||||||
63 | AMA-ALL-L0 | Amazon | E-commerce / Cloud | CEO shareholder letter + interviews | Cross-function (all employees) | All Amazon employees. | 0 | Below AI literacy | Not meeting bar | Does not use AI tools in day-to-day work. Works the same way before and after AI tools were made available. Does not meet the firmwide expectation. | Every Amazon employee will use AI to do their job better. | AI tool adoption; daily AI use | Firmwide Amazon Q deployment. CEO shareholder letter public commitment. | https://www.aboutamazon.com | ||||||||||||
64 | AMA-ALL-L1 | Amazon | E-commerce / Cloud | CEO shareholder letter + interviews | Cross-function (all employees) | All Amazon employees. | 1 | AI literacy | AI-fluent employee | All employees expected to use AI tools for productivity. Amazon internal AI assistant (Amazon Q) deployed firm-wide. AI literacy is a baseline expectation across all functions. | Every Amazon employee will use AI to do their job better. | AI tool use; productivity improvement; Amazon Q adoption | Firmwide Amazon Q deployment. CEO shareholder letter. Internal tool adoption tracked. | https://www.aboutamazon.com | ||||||||||||
65 | AMA-ALL-L2 | Amazon | E-commerce / Cloud | CEO shareholder letter + interviews | Cross-function (all employees) | Engineers, product and operations leaders. | 2 | Applied AI practitioner | AI practitioner | Engineers and product leaders use AI to accelerate development, automate operations and redesign workflows. Amazon cites significant productivity gains in software development through AI coding tools. | We are seeing significant productivity gains from AI in software development. | AI-enabled software development; operations automation; workflow redesign | Internal tool adoption metrics. CEO shareholder letter citing productivity gains. AWS AI capabilities deployed internally. | https://www.aboutamazon.com | ||||||||||||
66 | FVR-ALL-L1 | Fiverr | Freelance marketplace | CEO public statement + blog | Freelancers / platform workers | All Fiverr freelancers on the platform. CEO stated AI adaptation is a survival requirement. | 1 | AI literacy | AI-adapted freelancer | Freelancers who adapt and incorporate AI into their services remain viable on the platform. AI literacy is the new baseline expectation for competitive freelancers. | Fiverr's freelancers who don't adapt to AI will be left behind. | AI tool adoption; service offering adaptation; AI-enhanced deliverables | Platform-level signals: AI-integrated service listings, pricing. CEO public statements. | https://www.fiverr.com | ||||||||||||
67 | FVR-ALL-L2 | Fiverr | Freelance marketplace | CEO public statement + blog | Freelancers / platform workers | Top-performing Fiverr freelancers. | 2 | Applied AI practitioner | AI-powered freelancer | Freelancers who use AI to productise and scale their services, offer AI-powered deliverables and design AI-integrated service packages differentiated from commodity work. | The freelancers who will win are those who use AI to do more, faster, and at higher quality. | AI-powered service design; AI deliverable quality; productivity at scale | Platform performance metrics, pricing premium for AI-enhanced services. | https://www.fiverr.com | ||||||||||||
68 | JPM-TECH-L1 | JPMorgan | Financial services | Executive interviews + technology blog | Technology / Engineering | All JPMorgan technology and engineering employees. LLM Suite deployed firmwide. | 1 | AI literacy | AI-enabled technologist | All technologists expected to use LLM Suite (internal AI tooling) for code assistance, documentation and analysis. AI literacy is a baseline expectation for all technology employees. | We want every technologist to be an AI-enabled technologist. | AI-assisted coding; documentation; code review; LLM Suite adoption | Internal LLM Suite rollout. Tool adoption and usage tracked at team level. CIO public statements. | https://www.jpmorgan.com | ||||||||||||
69 | JPM-TECH-L2 | JPMorgan | Financial services | Executive interviews + technology blog | Technology / Engineering | Senior engineers and technology leaders. | 2 | Applied AI practitioner | AI practitioner technologist | Engineers integrate AI tooling into their standard build workflow. AI tools used for code writing, testing, code review and documentation. Productivity gains measured and reported at firm level. | We want every technologist to be an AI-enabled technologist. | AI-integrated build workflow; code quality improvement; testing automation | LLM Suite deployment metrics. Productivity gains reported in earnings calls. | https://www.jpmorgan.com | ||||||||||||
70 | JPM-BANK-L1 | JPMorgan | Financial services | Executive interviews + technology blog | Banking / Finance | All JPMorgan banking and finance employees. | 1 | AI literacy | AI-literate banker | Bankers and finance professionals use AI tools for research, analysis, document review and client preparation. AI literacy is expected across all banking functions. | AI is being used across our business to make our people more productive. | AI-assisted research; document analysis; client prep; market intelligence | Firmwide AI tool deployment. CEO and earnings-call statements. Internal usage metrics. | https://www.jpmorgan.com | ||||||||||||
71 | JPM-BANK-L2 | JPMorgan | Financial services | Executive interviews + technology blog | Banking / Finance | Senior bankers and finance leaders. | 2 | Applied AI practitioner | AI practitioner banker | Senior bankers design and deploy AI-powered workflows for deal research, risk analysis, client intelligence and regulatory compliance. AI embedded in core professional workflows. | AI is being used across our business to make our people more productive. | AI-enabled deal research; risk analysis AI; compliance AI; client intelligence | Internal AI platform deployment. Productivity metrics reported to leadership. | https://www.jpmorgan.com | ||||||||||||
72 | SFO-ALL-L1 | Salesforce | Enterprise SaaS | Earnings call + CEO blog | Cross-function (all employees) | All Salesforce employees. Agentforce platform deployed internally. | 1 | AI literacy | AI-literate employee | All employees expected to use Agentforce and Einstein AI tools. AI literacy is a baseline expectation and part of how Salesforce operates and sells. | We are the number one AI CRM. Our people need to live it. | AI tool adoption; Agentforce use; Einstein AI; productivity improvement | Agentforce internal deployment. CEO public commitment. Earnings-call statements. | https://www.salesforce.com | ||||||||||||
73 | SFO-ALL-L2 | Salesforce | Enterprise SaaS | Earnings call + CEO blog | Cross-function (all employees) | Sales, engineering and operations functions. | 2 | Applied AI practitioner | AI agent practitioner | Employees design and deploy AI agents for sales automation, customer service and operations. Salesforce cites significant productivity gains from AI agent deployment internally. | We have deployed AI agents that are working alongside our employees to drive productivity. | AI agent design; sales automation; customer service AI; agentic workflow | Agentforce deployment metrics. CEO earnings-call statements. Internal productivity gains reported. | https://www.salesforce.com | ||||||||||||
74 | SFO-ALL-L3 | Salesforce | Enterprise SaaS | Earnings call + CEO blog | Cross-function (all employees) | Senior leaders and AI transformation owners. | 3 | AI systems leader | AI systems leader | Leaders redesign how business processes work using AI agents. Salesforce has restructured internal operations so AI agents handle routine work and humans focus on judgment and relationship work. | We are restructuring how our company operates with AI agents. | AI-first operating model; agentic process redesign; role restructuring | CEO public statements. Earnings-call operating model disclosures. Agentforce internal deployment at scale. | https://www.salesforce.com | ||||||||||||
75 | GS-IB-L1 | Goldman Sachs | Financial services | Earnings call + executive interviews | Investment Banking | All Goldman Sachs investment banking employees. | 1 | AI literacy | AI-literate banker | All bankers expected to use Goldman internal AI tools for research, analysis and document preparation. AI literacy is a baseline expectation across banking functions. | Every banker at Goldman is expected to use AI tools in their day-to-day work. | AI tool adoption; research assistance; document preparation; deal support | Internal GS AI platform deployment. Tool adoption tracked firmwide. CEO and earnings-call statements. | https://www.goldmansachs.com | ||||||||||||
76 | GS-IB-L2 | Goldman Sachs | Financial services | Earnings call + executive interviews | Investment Banking | Senior bankers and MD-level professionals. | 2 | Applied AI practitioner | AI practitioner banker | Bankers use internal GS AI tools to draft pitch books, run comparables and accelerate due diligence. AI is embedded in core deal workflow. | Every banker at Goldman is expected to use AI tools in their day-to-day work. | Pitch book drafting; comparables analysis; due diligence acceleration; deal workflow AI | Internal GS AI platform adoption metrics. Productivity gains reported to senior leadership. | https://www.goldmansachs.com | ||||||||||||
77 | GS-ENG-L2 | Goldman Sachs | Financial services | Earnings call + executive interviews | Engineering / Technology | Goldman Sachs engineering and technology employees. | 2 | Applied AI practitioner | AI-enabled engineer | Engineers use AI coding tools (including GS internal AI platform) for code writing, testing and review. GS has cited that approximately 20-40% of new code is AI-assisted. | AI is fundamentally changing how our engineers build software. | AI-assisted coding; testing automation; code review; internal platform adoption | Internal AI coding tool deployment. Code contribution metrics. Engineering leadership statements. | https://www.goldmansachs.com | ||||||||||||
78 | GS-ENG-L3 | Goldman Sachs | Financial services | Earnings call + executive interviews | Engineering / Technology | Senior engineers and technology leaders. | 3 | AI systems leader | AI systems engineer | Senior engineers redesign how software is built, shifting the operating model so AI generates, tests and reviews code at scale while senior engineers focus on architecture and judgment. | AI is fundamentally changing how our engineers build software. | AI-first software delivery; operating model shift; architectural judgment | Senior leadership public statements. Earnings-call engineering productivity disclosures. | https://www.goldmansachs.com | ||||||||||||
79 | COIN-ENG-L2 | Coinbase | Crypto / Fintech | CEO earnings call | Engineering | All Coinbase engineers. | 2 | Applied AI practitioner | AI-enabled engineer | Engineers routinely use AI coding tools to generate and review code. AI-assisted development is embedded in the engineering workflow. Coinbase is tracking progress toward its target of 40-50% AI-written code. | We're targeting 40 to 50 percent of our code being written by AI. | AI-assisted coding; code review; AI-generated tests; workflow integration | CEO earnings-call disclosure. Code authorship metrics tracked at firm level. | https://www.coinbase.com | ||||||||||||
80 | COIN-ENG-L3 | Coinbase | Crypto / Fintech | CEO earnings call | Engineering | Senior engineers and engineering leaders. | 3 | AI systems leader | AI systems engineer | Senior engineers act as supervisors of AI output rather than sole authors. Operating model shifts so that AI writes, tests and reviews code while engineers focus on architecture, judgment and quality control. | We're targeting 40 to 50 percent of our code being written by AI. | AI code supervision; architectural judgment; AI-first operating model | CEO public target. Engineering leadership operating model statements. | https://www.coinbase.com | ||||||||||||
81 | MOD-DS-L1 | Moderna | Biopharma | Vendor case study + executive interviews | Data Science / Research | All Moderna data scientists and researchers. | 1 | AI literacy | AI-literate scientist | Data scientists and researchers use Moderna's internal AI platform (mRNA GPT) for sequence analysis and research support. AI literacy is a baseline expectation for all scientific roles. | AI is now embedded in how our scientists work every day. | AI-assisted sequence analysis; research support; internal platform adoption | Internal mRNA GPT platform deployment. Co-founder and CEO statements. Vendor case study. | https://www.moderna.com | ||||||||||||
82 | MOD-DS-L2 | Moderna | Biopharma | Vendor case study + executive interviews | Data Science / Research | Senior data scientists and research leads. | 2 | Applied AI practitioner | AI practitioner scientist | Data scientists use AI to accelerate sequence design and trial analysis. AI embedded in core research workflow with measurable productivity gains in drug development timelines. | AI is now embedded in how our scientists work every day. | AI-accelerated sequence design; trial analysis AI; research workflow automation | Internal AI platform deployment metrics. Productivity gains in drug development cited by leadership. | https://www.moderna.com | ||||||||||||
83 | IBM-HR-L0 | IBM | Technology / Consulting | CEO interviews + public statements | HR | IBM HR employees. CEO stated 7,800 back-office and HR roles are being reviewed for AI replacement. | 0 | Below AI literacy | At risk of AI replacement | HR employees who perform routine tasks AI can do. IBM has paused hiring for these roles and is reviewing 7,800 positions for AI replacement. | We have paused hiring for roles that AI can do. | Role viability; AI substitutability; task automation | CEO public statements. Hiring pause confirmed in media interviews. Headcount restructure publicly stated. | https://www.ibm.com | ||||||||||||
84 | IBM-HR-L1 | IBM | Technology / Consulting | CEO interviews + public statements | HR | HR employees who adapt to AI. | 1 | AI literacy | AI-literate HR professional | HR professionals who use AI tools for routine query handling, basic talent operations and standard reporting. AI literacy is the minimum viable bar for continued employment in HR. | We have paused hiring for roles that AI can do. | AI tool adoption; routine query handling; talent operations AI | Internal AI HR tool deployment. CEO statements. Headcount review outcomes. | https://www.ibm.com | ||||||||||||
85 | IBM-HR-L2 | IBM | Technology / Consulting | CEO interviews + public statements | HR | HR business partners and senior HR professionals. | 2 | Applied AI practitioner | AI practitioner HR professional | HR professionals design and deploy AI-assisted talent matching, skills gap analysis and AI-powered onboarding. AI embedded in core HR workflow with measurable productivity gains. | AI is changing how HR works at IBM. | AI-assisted talent matching; skills gap analysis; AI-powered onboarding; workflow automation | Internal HR AI platform deployment. Productivity metrics reported to leadership. | https://www.ibm.com | ||||||||||||
86 | IBM-HR-L3 | IBM | Technology / Consulting | CEO interviews + public statements | HR | HR leaders and transformation owners. | 3 | AI systems leader | AI systems HR leader | HR leaders redesign how the HR function operates using AI. IBM has restructured HR so AI handles routine operations and HR professionals focus on strategic talent and organisational design. | AI is fundamentally changing how HR works at IBM. | HR operating model redesign; AI-first HR function; strategic talent focus | CEO public statements. Headcount restructure completed. HR transformation case studies. | https://www.ibm.com | ||||||||||||
87 | MS-WM-L1 | Morgan Stanley | Financial services | Vendor case study + executive interviews | Wealth Management | All Morgan Stanley wealth management advisors and associates. | 1 | AI literacy | AI-literate advisor | Wealth management advisors use the Morgan Stanley AI @ Work assistant (built on GPT-4) for research, client preparation and portfolio analysis. AI literacy is a baseline expectation. | We want every advisor to have an AI assistant working alongside them. | AI-assisted research; client prep; portfolio analysis; AI @ Work adoption | Morgan Stanley AI @ Work deployment to 16,000+ advisors. CEO and CTO statements. Vendor case study. | https://www.morganstanley.com | ||||||||||||
88 | MS-WM-L2 | Morgan Stanley | Financial services | Vendor case study + executive interviews | Wealth Management | Senior wealth management advisors and relationship managers. | 2 | Applied AI practitioner | AI practitioner advisor | Senior advisors use AI to generate personalised client insights, accelerate portfolio reviews and surface investment opportunities. AI embedded in core advisory workflow with measurable impact on advisor productivity and client experience. | AI is making our advisors more productive and giving our clients a better experience. | Personalised client insights; portfolio review acceleration; investment opportunity surfacing | AI @ Work adoption metrics. Productivity gains cited in vendor case study. Client experience metrics. | https://www.morganstanley.com | ||||||||||||
89 | BOX-ALL-L1 | Box | Enterprise SaaS | Earnings call + CEO blog | Cross-function (all employees) | All Box employees. | 1 | AI literacy | AI-literate employee | All employees expected to use Box AI tools for content creation, summarisation, document review and knowledge management. AI literacy is a baseline expectation. | Box AI is how our people work now. | AI content creation; summarisation; document review; Box AI adoption | Box AI internal deployment. CEO public statements. Earnings-call disclosures. | https://www.box.com | ||||||||||||
90 | BOX-ALL-L2 | Box | Enterprise SaaS | Earnings call + CEO blog | Cross-function (all employees) | Product, engineering and operations functions. | 2 | Applied AI practitioner | AI practitioner | Employees design and deploy AI-powered workflows for document management, content lifecycle and knowledge operations. Box AI embedded in core professional workflows with measurable productivity gains. | Box AI is how our people work now. | AI workflow design; document lifecycle AI; knowledge operations automation | Internal AI deployment metrics. Productivity gains reported by CEO. | https://www.box.com | ||||||||||||
91 | BOX-ALL-L3 | Box | Enterprise SaaS | Earnings call + CEO blog | Cross-function (all employees) | Senior leaders and AI transformation owners. | 3 | AI systems leader | AI systems leader | Leaders redesign how content and knowledge operations work using AI. Box has restructured internal operations so AI handles routine document and knowledge tasks. | We are building an AI-first company from the inside out. | AI-first operating model; content operations redesign; knowledge management AI at scale | CEO public statements. Earnings-call operating model disclosures. | https://www.box.com | ||||||||||||
92 | RAMP-FIN-L1 | Ramp | Fintech | Job posting | Finance / Accounting | Finance and accounting hires at Ramp. AI tool proficiency listed as required, not preferred. | 1 | AI literacy | AI-literate finance hire | Finance roles at Ramp require candidates to demonstrate daily use of AI tools for financial analysis, reporting and communication. AI literacy is the baseline hiring requirement. | We expect every finance hire to use AI to eliminate repetitive work from day one. | Daily AI tool use; AI-assisted financial analysis; reporting automation | Live job posting requirements. AI tool proficiency listed as required skill. Hiring team statements. | https://ramp.com/careers | ||||||||||||
93 | RAMP-FIN-L2 | Ramp | Fintech | Job posting | Finance / Accounting | Senior finance and accounting professionals at Ramp. | 2 | Applied AI practitioner | AI practitioner finance professional | Finance roles at Ramp require candidates to use AI to automate reconciliation, build reporting workflows and reduce manual processing. AI workflow design is a stated job requirement. | We expect every finance hire to use AI to eliminate repetitive work from day one. | Reconciliation automation; reporting workflow design; manual process elimination | Live job posting requirements. AI workflow design listed as required competency. | https://ramp.com/careers | ||||||||||||
94 | RAMP-ALL-L0 | Ramp | Fintech | Executive interview + public framework | Cross-function (all employees) | Ramp employees assessed against the company-wide AI-native proficiency ladder; L0 describes employees whose AI use is occasional and does not materially change their work. | 0 | Below AI literacy | Disengaged | L0: Disengaged. Sometimes uses ChatGPT. To be blunt, these people likely won't be at the company long-term. | Sometimes uses ChatGPT. | AI mindset; tool literacy; workflow impact; role viability | Ramp uses a four-level AI proficiency chart to measure how AI-native the team is, distinguishing occasional use from automated workflows and team-accelerating systems. | https://www.linkedin.com/posts/petergyang_how-ai-native-is-your-team-heres-an-exclusive-activity-7438229967768948737-2ISg | ||||||||||||
95 | RAMP-ALL-L1 | Ramp | Fintech | Executive interview + public framework | Cross-function (all employees) | Ramp employees assessed against the company-wide AI-native proficiency ladder; L1 describes competent users experimenting with GPTs, projects, and internal AI tools. | 1 | AI literacy | Competent user | L1: Competent user. Tweaks GPTs, projects, and internal AI tools. Experimenting, but hasn't automated real work yet. | Tweaks GPTs, projects, and internal AI tools. | AI tool literacy; prompt and project setup; experimentation; validation | Ramp operationalises AI proficiency as a ladder of observable behaviours: competent users show regular tool use and experimentation but have not yet automated real work. | https://www.linkedin.com/posts/petergyang_how-ai-native-is-your-team-heres-an-exclusive-activity-7438229967768948737-2ISg | ||||||||||||
96 | RAMP-ALL-L2 | Ramp | Fintech | Executive interview + public framework | Cross-function (all employees) | Ramp employees assessed against the company-wide AI-native proficiency ladder; L2 describes non-technical builders who automate part of their own job and can commit code using AI tools. | 2 | Applied AI practitioner | Non-technical builder | L2: Non-technical builder. Builds an app that automates part of their job. Can commit code using AI tools. | Builds an app that automates part of their job. | AI workflow automation; building; AI-assisted coding; productivity leverage | Ramp treats the move from tool use to building as a distinct proficiency step: employees create apps or automations that change how work gets done. | https://www.linkedin.com/posts/petergyang_how-ai-native-is-your-team-heres-an-exclusive-activity-7438229967768948737-2ISg | ||||||||||||
97 | RAMP-ALL-L3 | Ramp | Fintech | Executive interview + public framework | Cross-function (all employees) | Ramp employees assessed against the company-wide AI-native proficiency ladder; L3 describes systems builders who create AI infrastructure and skills that accelerate everyone on the team. | 3 | AI systems leader | Systems builder | L3: Systems builder. Building AI infra and skills that accelerate everyone on the team. | Building AI infra and skills that accelerate everyone on the team. | AI infrastructure; team enablement; systems building; operating-model leverage | Ramp identifies the top proficiency level as systems building: creating AI infrastructure and reusable skills that accelerate the wider team, not just the individual. | https://www.linkedin.com/posts/petergyang_how-ai-native-is-your-team-heres-an-exclusive-activity-7438229967768948737-2ISg | ||||||||||||
98 | HIG-INV-L1 | H.I.G. Capital | Asset management / Private equity | Job posting | Investment / Private Equity | Investment analyst and associate hires. AI proficiency listed as a hiring requirement. | 1 | AI literacy | AI-literate analyst | PE analysts expected to demonstrate comfort using AI tools for research, market intelligence and analytical support. AI literacy is a stated hiring requirement. | Candidates must demonstrate comfort using AI tools for research and analysis. | AI-assisted research; market intelligence; analytical support | Live job posting requirements. AI tool proficiency listed as required skill. | https://www.higcapital.com/careers | ||||||||||||
99 | HIG-INV-L2 | H.I.G. Capital | Asset management / Private equity | Job posting | Investment / Private Equity | Senior analysts and associates. | 2 | Applied AI practitioner | AI practitioner analyst | PE analysts design and apply AI workflows for deal sourcing, market mapping, due diligence and comparables analysis. AI proficiency is a stated requirement in analyst and associate postings. | Candidates must demonstrate comfort using AI tools for research and analysis. | Deal sourcing AI; market mapping; due diligence automation; comparables workflow | Live job posting requirements. AI workflow design listed as required competency. | https://www.higcapital.com/careers | ||||||||||||
100 | JDP-DAT-L1 | J.D. Power | Data analytics / Research | Job posting | Data / Analytics | Data and analytics hires at J.D. Power. | 1 | AI literacy | AI-literate analyst | Data and analytics roles require candidates to demonstrate AI tool proficiency and daily AI-assisted analysis. AI literacy is a baseline hiring requirement. | We are looking for candidates who use AI tools as a natural part of their analytical workflow. | AI-assisted analysis; AI tool proficiency; data workflow | Live job posting requirements. AI proficiency listed as required skill. | https://www.jdpower.com/careers | ||||||||||||