"AI talent is hard to find and even harder to afford. The New York Times recently that Meta offered a 24-year-old AI researcher $250 million over four years to pry him away from a startup. While megadeals like that are rare, starting salaries for AI talent of $500,000 and up are not. That's too pricey for many companies that need to build up their AI expertise just as urgently as the tech giants."
"I need AI engineers and data scientists, and I don't have $100 million to throw around. But what I find is that these guys buy into a purpose. You need to find a way to talk to their hearts. There were five people I wanted to hire for my AI lab. I had one-hour meetings with each, and I explained our vision for nurturing human potential in the AI age. All five said yes, even though they acknowledged they could make more money elsewhere."
"Ruth Ebeling, a BCG managing director who specializes in people strategy and talent, believes flexible work policies can help level the playing field. Nathan Marston, chief digital and technology officer at Egon Zehnder, thinks companies have to embrace the likelihood of quick turnover and use it to their advantage. Azeem Azhar, entrepreneur and founder of Exponential View, thinks the key is to make the work interesting and mea"
AI talent is scarce and increasingly expensive, with headline megadeals and starting salaries reaching half a million dollars or more. Companies without enormous budgets face difficulty scaling AI expertise quickly. Purpose-driven missions, modest but sufficient pay, and equity can attract engineers who value impact. Flexible work policies expand the candidate pool and level the playing field. Designing roles with engaging, meaningful projects helps retain interest. Accepting likely turnover and structuring roles and incentives to benefit from it can make talent strategies more resilient against competition from tech giants.
Read at Harvard Business Review
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