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Position for CTO

5 min read

Eng Manager

You're building the bench. David's CTO candidacy depends on his org's readiness. Your AI adoption work is part of that story.

Tech Lead

Technical credibility for CTO = you've led through change. AI adoption is that change. You're demonstrating adaptability.

Cto

If you're already CTO, AI literacy is table stakes. If you're advising a board, you need to speak their language. This is practice.

Position for CTO

TL;DR

  • CTOs in 2026 need an AI story. "We've adopted tools, we've measured impact, we have a strategy" — that's the baseline.
  • Leading AI adoption = leading through technological change. That's exactly what boards want from CTOs.
  • David is 17 years in. CTO is the next step. AI experience is now part of the resume.

The CTO role is evolving. Technical depth still matters. So does: can you lead the org through a technology shift? AI is that shift. Leading it well is a credential.

What Boards Care About

  • Tech strategy: Can you articulate where the company should go technically? AI is part of that. Have a view.
  • Change leadership: Can you roll out new tools, get adoption, and manage resistance? AI adoption proves that.
  • Talent: Can you attract and retain engineers when the market is shifting? AI-ready teams are a selling point.

Your AI work hits all three. Frame it that way.

Build the Narrative

"When I joined, our eng org was [state]. We've adopted AI tools, run pilots, measured impact. We're now [improved state]. Here's what we learned. Here's what's next." That's a CTO-level story.

Document it. Case study, blog post, or board update. Make it shareable. When a search firm calls, you have proof.

Don't Over-claim

You're not "an AI expert" because you rolled out Cursor. You're "a leader who's led through AI adoption and has the scars to show for it." That's better. That's credible.

Quick Check

David is 17 years in. CTO is the next step. How does AI experience strengthen his candidacy?

CTO role opens. You've been a solid VP. You haven't led through a tech shift. The board wonders: can he adapt? You don't have a story.

Click "CTO-ready" to see the difference →

Do This Next

  1. Write a one-pager on your org's AI journey: problem, approach, results. Use it in board updates, 1:1s, and future interviews.
  2. Get visible. Speak at a conference, write a post, or present to a peer group. CTO candidates are known. Start building that.