The COO's Roadmap To Building The AI-Era Dream Team

Forbes

26-06-2025

David Gucker, COO, Vultr.
The early days of GenAI were fueled by curiosity and experimentation. Now, we've entered a new phase—one where AI innovations like multimodal and agentic AI are delivering real results and reshaping how businesses operate, interact and compete.
For today's COO, the question isn't if AI will transform operations—it already has. The challenge is building the kind of team that can use it to create real, lasting value, one that knows how to use AI intentionally, not just enthusiastically.
That takes more than tools. It takes people who understand how to apply AI in the real world—and a structure that supports fast learning, smart risk-taking and meaningful progress. Here's a framework my company has used—and refined—to build that kind of team.
Prioritize AI-maturity over résumés with buzzwords.
Every wave of new tech comes with hype, but transformation doesn't come from tools alone—it comes from the people who know how to use them wisely.
It's easy to chase flashy résumés or hire fresh talent from hot programs. But today's most effective teams are led by experienced AI operators who have been down in the trenches and survived.
In my experience, many of the strongest leaders thrive in uncertain conditions and know how to adapt under pressure. They don't just 'get' AI—they understand how to apply it to solve business problems. They know that success isn't just about the model but about strategic applications that drive outcomes. They know how to scale what works and avoid what doesn't. They also know when to pump the brakes completely. Individual judgment matters.
That said, junior talent still has a role—especially when equipped with the right tools and support. Invest in helping new hires get up to speed quickly by encouraging the use of our AI tools and systems. This helps them build confidence, contribute earlier and develop good instincts for when and how to use AI effectively. With the right foundation, fresh perspectives can thrive.
Set shared values and expectations from the start.
High-functioning teams thrive on shared expectations. AI changes the decision making process, how teams work together and how success is measured—so it's critical to establish a shared language and operating model from day one.
Some key areas to align on include:
• How Knowledge Is Shared: AI can accelerate collaboration—but only when paired with a culture that rewards it. Encourage shared responsibility and leverage internal AI tools to centralize documentation and surface insights across teams so the best answers are always accessible, no matter the role or function.
• How Decisions Get Made: Define how AI insights inform real-time and strategic choices. What's the process? Who owns what? Who is questioning it and confirming it's right?
• How Success Is Measured: Set KPIs that track AI's real value—things like speed, accuracy, scale or efficiency. These will evolve as your AI strategy matures.
• How Models Adapt: Agree on a rhythm for reviewing AI performance and adjusting. Don't wait for something to break (or assume it never will)—prioritize iteration over perfection.
• Who Owns Risk: Assign clear responsibility for validating AI outputs, managing bias, granting access, ensuring security and compliance and spotting issues early. AI governance isn't a side job—it's essential.
• How To Be Accountable: Identify and attribute credit where credit is due. If AI helped out, own it and make it clear from the get-go.
Build for the long game—not just the next quarter.
Tech innovations are exciting, but hype fades fast. To build something lasting, you've got to ground your efforts in real business needs and build a team that can execute on that.
During interviews, go deeper than the résumé and include a foundational approach that was true before the dawn of AI. Ask how they've handled failure. How they adapt. How they help others succeed. And don't underestimate the culture fit, or as I like to say, 'Egos need not apply.'
AI promotes collaboration like never before—but only if people are willing to share knowledge and work together. We've seen huge gains by fostering a 'how can I help?' mindset instead of a 'that's not my job' attitude. Magic happens when everyone works toward the same goals and empowers each other to step up when needed.
Finally, don't wait to address misalignment. Nearly 70% of employees know within the first month if a role is the wrong fit, and 29% after the first week. Do checks throughout the 30-60-90-day window—and don't be afraid to course-correct quickly.
Tech only gets you so far.
Hiring in the age of AI is a long-game strategy. With the right framework, hard work (and a little luck), you're investing in an asset that will be with your company for a long time.
AI is powerful. But it alone doesn't run your business—people do. So yes, invest in great tools. But invest just as thoughtfully in the people who can make those tools sing. With experienced, low-ego leaders, COOs can build a dream team ready for today's AI moment—as well as future transformation.
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