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The Perfect Storm: Why Contract Hiring Will Eclipse Direct Hiring In Privacy and Tech In 2024
Part 1 of this article looked at how remote flexibility is driving job seekers, that most privacy programs will use contractors by 2026, the speed of hire, the real cost of DIY staffing and whether posting jobs online really works. Part 2 looks at what's next for CPOs, AI jobs in privacy, where the new jobs will come from, whose salaries are spiking and some guidance for the latter half of 2024.
|What's Next for CPOs?
Recruitment is not the only area CPOs and other privacy leaders were tasked with owning above and beyond their existing responsibilities in 2023. The impact of AI in conjunction with a corporate culture of DIY recruitment led to changes in roles, responsibilities, and bandwidth in the upper and middle management ranks of privacy programs. While most CPOs do not want to become recruiters, they do have a desire to own AI. This is causing a trickle-down reconfiguration of role definition, delegation of responsibility, and talent utilization strategy.
TRU surveyed more than 100 CPOs in the Fortune 1000 and found that on average, 15-25% of their time in 2023 was spent addressing issues related to artificial intelligence. That same corpus of professionals anticipates that more of their time will be spent in 2024 on artificial intelligence. As CPOs, general counsel, and other privacy hiring authorities get pulled into projects — often associated with AI governance — bandwidth for their existing responsibilities is diminished. As leaders begin to deputize subordinates and delegate responsibility, so too must their staff delegate tasks to the teams they manage. This will create a trickle-down effect that shifts accountabilities down the privacy program ecosystem, ultimately leaving a bevy of tasks that are often best suited for contractors.
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