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In the past, the criteria for selecting executives mainly revolved around strategic vision, people leadership, and management experience. But today, as artificial intelligence (AI) permeates every business activity—from data analytics and supply chain optimization to personalized customer experiences—the role of executives has also "upgraded” its requirements.
A question many hiring committees are now asking: Should businesses prioritize an inspiring leader, or a "tech-savvy leader” who understands AI?
1. The executive hiring landscape in the AI era
AI is no longer experimental. According to McKinsey, by 2030, AI could contribute over USD 15.7 trillion to the global economy. This means:
- Executives who lack AI knowledge will struggle to make quick, data-driven, automated decisions.
- Executives who are only strong in technology but lack leadership skills will find it hard to inspire and align teams.
Three major pressures are reshaping executive recruitment:
- Rapid technological innovation – cycles measured in months, not years.
- Agile business models – from hybrid work to digital platforms.
- Managing volatility – balancing stability while staying open to experimentation.
AI is becoming a strategic driver in business planning.
2. Leadership skills – the irreplaceable foundation
Leadership remains the core of any executive role. An AI-era leader must possess:
- Strategic vision: Not just understanding what AI is, but where AI can take the business.
- Inspiration: Employees don’t always adapt quickly to new tech; leaders must help them see value and opportunity.
- Change management: AI adoption often transforms processes, KPIs, and even organizational structures.
- Decision-making in uncertainty: Data is essential, but it cannot replace leadership judgment.
Case in point: In 2023, a Southeast Asian retail group adopted AI for demand forecasting. The CEO had to persuade regional managers, who were used to manual methods. It took six months of consensus building and training before full adoption.
Leaders in the AI era don’t just make decisions—they guide people through change.
3. Tech skills – the key to driving innovation
On the other hand, in this era, a "tech-blind” executive is unlikely to make accurate strategic choices. Critical tech skills include:
- Understanding AI fundamentals: Concepts like machine learning, natural language processing, and computer vision.
- Data literacy: Ability to read analysis reports, ask the right questions, and validate AI outputs.
- Risk awareness: Knowledge of data security, AI ethics, and regulatory compliance.
- Digital transformation roadmap: Integrating AI into areas such as marketing, production, HR, and R&D.
Many financial institutions now hire Chief Digital Officers (CDOs) or add tech competencies to CEO requirements to ensure AI strategies align with infrastructure and company culture.
4. A practical answer: the "hybrid” leadership model
Hiring committees often face a dilemma:
- Candidate A: An outstanding leader but with only basic AI knowledge.
- Candidate B: A tech expert with successful AI implementation experience, but limited people management at scale.
Global recruitment experience shows the ideal is a blend of both—but such candidates are rare. Practical solutions include:
- Hiring a strong leader and pairing them with a CTO/CDO with deep tech expertise.
- Hiring a tech leader and investing in leadership and people management training.
A study by Harvard Business Review found that companies applying a "hybrid leadership” model—combining business experience with tech knowledge—achieved revenue growth 20% higher than the industry average.
This model balances human strategy with technological strategy.
5. Building a balanced hiring framework
To avoid the "either/or” trap, hiring committees can design criteria across four dimensions:
- Strategy & Vision
- Ability to define AI goals linked to business growth.
- Skill in quantifying costs and benefits of AI adoption.
- People Management
- Experience leading across departments and generations.
- Internal communication skills around tech-driven change.
- Technology Competence
- Understanding AI principles and industry-specific tech trends.
- Ability to select and oversee AI solution providers.
- Innovation & Risk Management
- Controlled experimentation mindset.
- Awareness and management of AI risks (legal, security, ethics).
Tip: During interviews, use real case studies instead of theoretical questions to assess both leadership and tech skills.
6. The rise of the "hybrid leader”
The AI era demands executives who are not only strategic navigators but also technology enablers. Businesses must seek—or develop—hybrid leaders: strong in leadership, fluent in AI.
With over 20 years of experience in executive recruitment, HR2B has helped many corporations in Vietnam identify next-generation leaders who meet both leadership and technology requirements.
If your business is debating between leadership and tech skills, let HR2B help you find candidates who bring both to the table.
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