Ryan Kidd

And I think also AI agents are going to take more of those things.

You can end up in a situation where your people skills, your management ability, your networking, your amplifier skills in general are the more bottlenecking thing on AI safety research.

So all those iterators out there

there are job opportunities.

You are still the main thing everyone wants to hire.

But if you don't try and build up your management capabilities, you don't work at managing AI systems, then you are going to be left in the lurch as the needs of the field shift to amplifiers.

I mean, up to the minute is that you have to be very proficient at using AI.

And I think that some of the companies have updated their coding interview processes to allow for use of AI assistance, because on the job, you have to be using AI all the time.

That's just critical to succeeding in this field, to being amplified by AI.

I would say that goes for every one of these archetypes we've identified.

I do think as well that like checking whether AI output is good or not in critical context is still going to be a very important thing and stitching together different types of AI output and building pipelines to more efficiently process that are also going to be very critical.

But we might be leaving the leak code era.

That's, I will say this, that like amplifiers, while not currently the most in demand across all different hierarchies of AI safety organization or team are, I think,

probably in the next year or two, going to be the most in demand.

But that's based on my predictions about AI progress.

As you say, it could be slower.

There could be jaggedness concerns that slow down this type of talent transition.

But in general, it's never bad for your employability to spec out as a manager.

managers are very useful, and leadership traits in general make you more useful, better employee.

It's part of personal growth, I think, to take on some leadership roles.