Cisco's HR chief says AI and ML roles are 'really hard' to fill. Getting execs on the phone helps.

Securing specialized talent in artificial intelligence and machine learning is proving to be a formidable challenge for many companies. Cisco's Chief People Officer, Fran Jones, emphasizes that positions in AI and ML operations are particularly difficult to fill amid a fierce competition for skilled professionals. Jones pointed out that the pool of qualified candidates is notably limited while the demand for their expertise continues to escalate. She noted that every innovative organization today requires AI integration not only in their products but also within their internal IT teams. The roles in question demand a unique level of specialization, focused on automating and enhancing IT operations. Ideal candidates are those with substantial experience in AI and ML, as well as a proven history of developing successful solutions. "We seek individuals who have relevant experience and compelling stories about what they have created," Jones stated. As the battle for top AI talent intensifies, Jones highlighted the impact of direct engagement from company leaders. While she acknowledged the role of recruiters, she noted that the current market is rife with what she termed "AI washing," making it challenging for candidates to identify genuine opportunities. Companies often tout AI initiatives without substantial backing, making it essential for leaders to clarify their true capabilities. Cisco employs a proactive strategy by involving top executives, such as President and Chief Product Officer Jeetu Patel, in the recruitment process. When a particularly promising candidate emerges, Patel personally reaches out to them. Jones remarked, "If there’s a strategic hire we really want, we make sure he’s involved." This approach is not unique to Cisco; other tech giants like Citadel and OpenAI have also adopted similar practices, with leaders personally connecting with potential hires to discuss their fit within the company. In assessing candidates, Jones looks beyond technical skills to evaluate behavioral traits and leadership potential. "It’s not solely about what you know; we want to know if you are intellectually curious and able to lead your team effectively," she explained. Cisco is also focused on attracting talent organically, both online and offline, by establishing a visible presence within the tech community. This includes senior leaders participating in industry events and sharing insights through platforms like the Tech Pulse newsletter. Jones added, "We’re committed to engaging with talent in the spaces they occupy, whether in forums or through shared interests, to build a strong presence there."