I mostly don't have it because I do not yet like the risk/reward ratio of doing inverse headhunting ^[1] as long as the source talent pool is questionable.

The challenge is to keep the overhead low, because there is no point in selling efficiency gains if the overhead from your own process evens it out. So say we have an org that really just needs 2 ai-assisted coders. Instead of selling them consultancy, sell them a lasting solution: training, or recruiting 2 world class devs just fired by Jack for them that you spent a few days re-educating any bad habits out of. Add 20% on the overall cost, pay the bd/sales reps very respectable commission. Done & iterate.

I think it can be done, once I see less yolo development. If you need to spend a month re-training, the whole thing collapses. So let's talk when there's a bit more clarity on what's available on the labor market.

1. i.e. where we hunt inefficient businesses and convince the owner that shit can be overcome with a fraction of the budget it would have required a few months ago. Classic BD. ↩