How do you write a job description for a role that the industry hasn’t even defined yet?
This is the challenge facing Founders and HR Directors in 2026. From “AI Ethics Leads” to “Agentic Workflow Architects,” the titles are new, the candidates are rare, and the competition is fierce.
At edwardswan, we specialise in navigating this specific ambiguity. Here is our “Trusted Adviser” guide to hiring in the new AI era.
- Stop Hiring for “Years of Experience”. If you are looking for an “Agentic Architect” with 10 years of experience, you will be looking forever. The technology hasn’t been around that long. Instead, hire for proven adaptability. Look for candidates who have successfully navigated previous technological shifts (e.g., the move to Cloud or Mobile) and can demonstrate they have “learned how to learn.”
- The “Stealth Talent” Factor. The best AI leadership talent is rarely on the active job market. They aren’t scrolling through boards or responding to automated LinkedIn InMails. They are deep in the trenches of their current projects. Accessing this “stealth talent” requires a network built on direct, professional relationships—not algorithms. It requires a search partner who understands their work well enough to have a credible conversation about their next step.
- Match the Mentality, Not Just the Skill. At edwardswan, we often say that “culture eats strategy for breakfast,” but in AI, mentality eats technical skill for lunch. An engineer who thrives in a “move fast and break things” startup will likely struggle (and eventually fail) in the highly regulated environment of a traditional bank. Your search process must be as much about psychological and cultural alignment as it is about technical capability.
Building Your AI Future
Hiring for the AI era isn’t a volume game; it’s a precision game. It’s about finding the one person who doesn’t just “fit” your company, but has the vision to help it evolve.