New Roles · AI Operators & Cross-Functional Roles
Chief AI Officer. The role, the market signal, and how to build it in your org.
Enterprise AI leader responsible for the organization's AI priorities and governance. Preparation also needs to cover the teams building and running the work.
In a workforce of people and AI agents, this role takes shape around the workflows it supports. Define its responsibilities and handoffs, then prepare people to perform that work.
1 postings · 1 distinct titles · from 264,613 real job postings · see the live data →
What the market calls it
CAIOChief AI Officer
Hiring this role in our corpus right now
Gartner 1
What the postings ask this role to do
24 tasks extracted from real Chief AI Officer job descriptions, classified Automate / Augment / Human-only. Only 0% can be fully automated: companies are hiring this role for the judgment, not the keystrokes.
Augment
- Participate in ideation discussions.
- Participate in research discussions.
- Participate in innovation discussions.
- Provide sales support to bti and sales teams.
- Deliver presentation materials for client briefings.
Human-only
- Reframe thinking to drive strategy forward.
- Establish insights positions across a team of analysts.
- Collaborate effectively with peers in the insights community.
- Deliver high-value presentation materials on stage at gartner events.
- Drive client engagement to help clients make progress against critical priorities.
How we build it in your org
From the market's version of this role to your version of it
1. Define workflow responsibilities
Start with the workflows this role supports: the outcomes, decisions, and handoffs it owns. Task Intelligence examines the tasks within that work and how people and agents can share responsibility.2. Define your version
Your team composes the job description for your org's variant of the role, grounded in those responsibilities and the task evidence rather than a copied template.3. Practise and assess readiness
Build on the domain and technical expertise your people already bring. Use relevant Simulations, GenAI Sandboxes, and Skill Validation Assessments to practise changed responsibilities and demonstrate capability. Revisit preparation when the work changes.Start with the work, not the org chart.
Define what this role will own, then connect those responsibilities to practice and assessment.