In the short term, senior hires are most likely to come from finding and onboarding people who already have the required skills, experience, credentials and intrinsic motivation to reduce x-risks.
Can you be more specific about the the required skills and experience are?
Skimming the report, you say “All senior hires require exceptionally good judgement and decision-making.” Can you be more specific about what that means and how it can be assessed?
Just a note. I think this might be a bit missleading. Geoff, and other members of Leverage research taught a version of goal factoring at some early CFAR workshops. And Leverage did develop a version of goal factoring inspired by CT. But my understanding is that CFAR staff independently developed goal factoring (starting from an attempt to teach applied consequentialism), and this is an instance of parallel development.
[I work for CFAR, though I had not yet joined the EA or rationality community in those early days. I am reporting what other longstanding CFAR staff told me.]