AI Educator & Change Lead

We are seeking a sharp communicator who operates at the intersection of executive education, AI fluency, and organizational change. The ideal candidate can walk into a room of skeptical executives and, within two hours, have them building AI workflows with their own hands. Not presenting slides about AI. Actually sitting next to a CFO and showing them how to use Claude to reconcile vendor contracts, then watching the moment it clicks.

This role requires equal parts teaching ability and executive presence. You've trained rooms of non-technical leaders before and you understand that adoption is a people problem, not a technology problem.

Most AI rollouts die quietly. Your job is to make sure that doesn't happen.

What You'll Do

• •Design and deliver hands-on AI training for C-suite executives, VPs, and department heads at mid-market and enterprise companies. Not theory. Actual workflows, on their actual data, in their actual tools
• •Build custom training programs per engagement. The curriculum for a manufacturing COO looks nothing like the curriculum for a healthcare CFO
• •Identify and activate Shadow Users, the employees already experimenting with AI tools quietly. Turn them into internal champions who drive peer-to-peer adoption instead of top-down mandates
• •Coach executives on the language of AI change management. Help them pitch "drudgery removal" instead of "efficiency" so their teams hear relief, not layoffs
• •Develop reusable training materials and workshop frameworks that scale across engagements
• •Measure adoption, not attendance. Track whether people are actually using what you taught them 30 days later, and adjust the program when they're not

You Should Have

• •5+ years in corporate training, executive education, or change management where you taught complex concepts to senior leaders
• •Hands-on fluency with current AI tools (ChatGPT, Claude, Copilot, Gemini). You don't need to build models, but you need to demonstrate real business applications live without a script
• •Experience working with mid-market or enterprise organizations going through technology transitions
• •The ability to read a room. You know when the COO is nodding politely but not buying it, and you know how to adjust
• •Strong curriculum design skills. You can take a vague objective and turn it into a structured, outcome-driven program
• •Comfort with ambiguity. Every client is different. You'll often be building the training the week before you deliver it

Your Candidacy Is Stronger If

• •You've led change management programs during major technology rollouts (ERP implementations, digital transformations, cloud migrations)
• •You have a background in management consulting, particularly at firms where you worked directly with C-suite clients
• •You've built and scaled training programs, not just delivered individual sessions
• •You understand the fear dynamics around AI adoption. You've seen the veteran employee who "knows where all the bodies are buried" resist a new system because it threatens her institutional value, and you know how to address it without dismissing it

This Probably Isn't For You If

• •Your training experience is primarily technical (teaching engineers to use developer tools)
• •You prefer to work from a fixed curriculum. Every engagement here is custom
• •You're uncomfortable being the only person in the room without a technical title
• •You think a good training program ends when the workshop ends

About Us

Our team is former tech CEOs, exited founders, and AI engineers from Google, Meta, and Coinbase. We've built AI systems serving billions of users at large tech companies and scaled our own startups from zero. We understand constraints, P&Ls, and what it takes to make AI work inside companies that weren't born digital.

You'll work on real problems at real companies. Every system you build has a measurable dollar impact.

Compensation

Competitive base + performance-based comp tied to client outcomes.