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How To Clear The Talent Bottleneck

jason.ml · 805 words · saved by 1 readers

Dan really thinks it is something to do with the metrics, and defining and finding competitive industries. A few points: I am confused by how it seems like the average very competent PM at Meta TBD or xAI is perhaps heads and shoulders above the talent class that I normally work with. That's crazy, because I assume the talent class of my peers is pretty high. I wonder how they are able to get these PMs. I would like to meet this talent in industry, and see what the fire of shareholder value forges. My naive take is that the difficulty in getting talent to do AI safety is that people aren't actually optimizing for goals, and so you'll want to essentially pick people out, and find them. Convincing them to do it with an offer that is competitive shouldn't be that hard. Just most people are low-agency, and the high-agency people don't wait for job offers that they apply to: the jobs apply to them. CEOs are good at using their time wisely. So much of a CEOs time is spent doing talent-search

How To Clear The Talent Bottleneck So it seems like smart and conscientious isn't enough. Dan really thinks it is something to do with the metrics, and defining and finding competitive industries. A few points: I am confused by how it seems like the average very competent PM at Meta TBD or xAI is perhaps heads and shoulders above the talent class that I normally work with. That's crazy, because I assume the talent class of my peers is pretty high. I wonder how they are able to get these PMs. I would like to meet this talent in industry, and see what the fire of shareholder value forges. My nai

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