FORMATION IA
Comment recruter votre premier profil IA dans une PME
Repartez avec une fiche de poste, un guide d'entretien et un plan 90 jours pour recruter votre premier profil IA en toute confiance.
Ce qu'elle couvre
Cet atelier d'une journée accompagne les dirigeants et directeurs généraux de PME dans tout le processus de premier recrutement IA. Les participants apprennent à choisir entre un profil IA ops, IA produit ou fractionnaire ; à rédiger une offre d'emploi qui attire les bons candidats ; à mener des entretiens structurés en détectant les signaux d'alerte ; et à concevoir un plan d'intégration sur 90 jours avec des lignes hiérarchiques et un cadrage budgétaire clairs. Le format alterne apports courts et exercices en groupe pour que chaque participant reparte avec des livrables prêts à l'emploi.
À l'issue, vous saurez
- Decide whether to hire an AI ops specialist, AI product manager, or engage a fractional AI lead — with a documented rationale
- Write a job description for an AI role that accurately reflects scope, seniority, and success metrics
- Run a structured two-round interview process using a ready-made scoring rubric
- Identify at least five concrete red flags during candidate screening and interviews
- Produce a 90-day onboarding plan with milestones, budget allocation, and a reporting line proposal
Sujets abordés
- Choosing the right AI role type: ops, product, or fractional
- Writing a job description that sets realistic expectations
- Structuring the interview process and scoring candidates
- Spotting red flags: over-promised skills and role mismatches
- Setting the reporting line and team integration model
- Defining a realistic budget for salary, tools, and experiments
- Designing a 90-day onboarding and success plan
- Measuring early value from your AI hire
Modalité
Delivered in person or virtually as a single full-day session. Participants receive a pre-work worksheet (current AI tool inventory and hiring constraints) to complete before the day. The session is roughly 40% instructor-led content and 60% structured exercises, including a live job-description drafting session and a mock interview roleplay. All templates — JD, interview scorecard, 90-day plan — are provided in editable format. Remote delivery uses breakout rooms for group exercises; in-person delivery works best with tables of 4.
Ce qui fait que ça marche
- Agree on two or three concrete problems the AI hire must solve in their first quarter before posting the role
- Involve the future team lead in the interview process to assess cultural and workflow fit
- Allocate a dedicated tool and experimentation budget separate from the salary line
- Schedule a formal 30- and 60-day check-in with predefined success criteria
Erreurs fréquentes
- Hiring a senior AI engineer when an AI ops generalist or fractional lead would deliver faster value at lower cost
- Writing a JD that lists every AI buzzword, attracting consultants rather than operators
- Skipping the 90-day plan and leaving the new hire to self-define their scope, causing drift
- Underestimating tooling and compute budget, forcing the AI hire to work without adequate resources
Quand NE PAS suivre cette formation
This workshop is not the right fit if the company already has two or more AI practitioners on staff and needs to level up their technical capabilities — in that case a practitioner-level programme on MLOps or AI product management is more appropriate.
Fournisseurs à considérer
Sources
Cette formation fait partie d'un catalogue Data & IA construit pour les leaders sérieux sur l'exécution. Lancez le diagnostic gratuit pour voir quelles formations sont prioritaires pour votre équipe.