You do not assess AI leadership competence on a CV.
You assess it on judgment.
Before the yes. At the seat. With proof.
Read as a guide chapter, competence is content. Used as a seat instrument, it is decision capacity.
Christian Pobbig and Beyond Chiefs work from Hamburg on AI Executive Search in DACH. This page is the assess instrument for buyers — not the live competence-guide spine and not “how to find AI leadership.”
A buyer instrument.
It asks: Can this bearer carry yes, stop, and proof under incomplete AI evidence?
Not: Which certificates sit on the CV.
Not: Whether someone once wore “AI” in a title.
Assess means testing yes-behavior — before you open the market.
Not a paste of the live competence-guide spine.
Not a find-how-to and not a KEY farm.
Not a credentials checklist and not assessment-percentage theatre.
A one-line pointer to the competence hub is fine. The spine here is assess before you say yes.
Stop: What does the bearer kill without escalation theatre?
Yes: Which calls do they own alone — and which stay elsewhere on purpose?
Proof: What will the board accept as evidence, not as slides?
Miss one axis and competence stays a claim.
Because chemistry after the yes gets expensive.
Because titles without an assess instrument decorate the seat.
Because boards without an assess question say “still unclear” at day ninety — and burn the bearer.
If you assess competence only in the exit interview, you assessed too late.
If AI leadership is real, retain the AI Executive Search mandate with tested seat judgment — not with a read guide.
If you are still sorting certificates, you are not searching yet.
No. Seat instrument for buyers. Not a tool catalogue.
As orientation, yes. As yes-proof, no. Here you assess, not only explain.
The CEO — or whoever owns the contested yes — not HR alone.
