Managing AI Like a New Hire: The Critical Input Approach

 

At Critical Input, we don’t just use AI, we manage it. Like any new hire, it must earn its place on the team. It’s not a saviour, and it’s not a threat. It’s an employee, one that needs structure, clear boundaries, and supervision.

Here’s how we treat Artificial Intelligence as another employee, subject to the same expectations, discipline, and results focus as our people.

Recruitment and Onboarding

We don’t bring AI onboard for the hype. It must prove value.

If it speeds up analysis, improves consistency, or reveals insights we’d otherwise miss? It stays.

If it cuts corners, creates noise, or risks probity? It’s out.

Like every new hire, AI must learn how we work, not rewrite the rules.

The Job Description

AI at CI has a defined role:

• Assistant: automating repetitive tasks so people can focus on strategy.
• Accelerator: increasing throughput, not replacing judgment.

AI doesn’t lead. It supports. It works for our experts, not instead of them. It’s all about onboarding it in the same integrative way as any team member.

Performance Reviews

With CI, AI is accountable. We don’t just let it run loose – every output is tested, verified, and referenced against our frameworks.

When it performs, it saves days. When it doesn’t, it’s retrained, same as staff.

We measure it on accuracy, reliability, and consistency. Nothing less.

Culture Fit

Our culture values clarity, integrity, and precision. AI fits only when guided by human intelligence and ethical discipline.

Our people bring judgment. AI brings horsepower.

Together, they create smarter, faster outcomes, without losing trust, control, or the human touch that drives everything we do.

The Verdict

So yes, Critical Input uses AI. But not recklessly. Not as a gimmick.

As a well-managed member of the team, subject to the same governance and accountability as any other consultant.

Because in our world, the competitive edge isn’t artificial intelligence – it’s applied intelligence.