5 QUESTIONS TO HIRE AI-PILLED PEOPLE

2 Oct 2026 · 1 min

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1:27

In this concise monologue, Eric Siu outlines a practical pre‑screening framework for hiring talent that lives and works with AI. He proposes five focused questions to quickly assess a candidate’s depth of AI integration: (1) the percentage of their daily tactical work performed by AI, with high thresholds (≥95% for engineers, ≥70% for non‑engineers); (2) the amount of time they spend on X (formerly Twitter), the hub of cutting‑edge AI discourse; (3) their daily AI driver – specific usage of tools like ChatGPT or Codex, what they are building, and whether they can demonstrate this via screen‑share; (4) the personal monetary investment they make each month on AI tools, indicating commitment; and (5) which AI‑related workflows or tools they have stopped using, showing adaptability to rapid change. Siu argues that candidates who can answer these concretely are likely to be high‑performing AI‑savvy hires, while vague or weak answers signal a poor fit. He closes with a call to follow for more AI, business, and marketing insights.

Chapters

What percent of your work today, your tactical work, is done by AI? If it's less than 95% for an engineer, it's not going to work for us. If it's less than 70% for someone who is non-engineer, it's also not going to work for us. You've got to be on top of it every day. And number two, you have to be on X, right? So asking them, how often are you spending time on X? Because X is where all the cutting-edge stuff is happening, right? People are sharing their newest builds. And so how many hours are you spending a week on X? So the next one is trying to understand Their daily driver. So are they using ChatGPT? Well, how are they using ChatGPT? Are they using it to just find recipes or you know find better ways to work out? Or are they using Codex and are they actually building things within it? And also, what are they building? And then can they screen share with you, right? So that's a big thing. If they can screen share with you, that's gonna show how they're going about things, what type of models they're using, and you can see what they're building, right? You want to see their general excitement with it as well. If you don't see that, it's probably not a good fit. Now, the next one is how much of their own money are they spending per month on AI? And another important question that we ask is, what are you— what workflows have you stopped using from an AI standpoint? What have you deleted, right? Because stuff is changing so quickly in the last 6 months. What have you deleted? What are you not using anymore, right? And if they're still using the same thing over and over, or they give you like a weak answer, probably not going to be a good fit. But if you're able to ask these prescreening questions, you're going to be able to shortlist a lot faster and hire better talent quicker. Follow for more on AI, business, and marketing.