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Executive Director of the Swift Centre for Applied Forecasting (led projects with U.K. Gov., Google DeepMind, and on AI security and capability risks).
Co-founder of ‘Looking for Growth’ - a political movement for growth in the U.K.
CTO of Praxis—a AI led assessment platform for schools
Former Head of Policy at ControlAI (co-authored ‘A Narrow Path’)
Former Director of Impactful Government Careers
Former Head of Development Policy at HM Treasury
Former Head of Strategy at the Centre for Data Ethics and Innovation
Former Senior Policy Advisor at HM Treasury, leading on the economic and financial response to the war in Ukraine, and the modelling and allocation of the UK’s ‘Official Development Assistance’ budget.
MSc in Cognitive and Decision Sciences from UCL, my dissertation was an experimental study using Bayesian reasoning to improve predictive reasoning and forecasting in U.K. public policy officials and analysts
I agree with all of this, but I don’t think the gap is talent. It’s in organisations or funders being able to hire, cultivate, or bet on this talent quickly.
Tens of $m’s to a fellowship, talent program, or evaluator seems pretty standard now—where most of that money will go to stipends or compute (read: AI companies). The issue is: what tangible roles aligned to the above are those creating?
Where are the equivalent direct work grants? With $10m I could expand/spin up a team of 30-50 people working directly on advocacy, or communications, or threat modelling and scenario analysis. I’m sure many others could do the same.
I don’t think there much of a talent gap, or a funding gap, but rather a strategic allocation gap.