Traditional job descriptions are filter documents — they screen out candidates who don't match a credential checklist. RED job descriptions are signal generators. They attract the right candidates and begin capability evaluation at the very first touchpoint.
Paste any job description. The RED converter strips credential proxies, reframes responsibilities as capability demands, and embeds the five RED signals throughout — in seconds.
The same role. Two completely different signals. The traditional JD filters for credentials and tenure. The RED version surfaces the capability environment the person will actually navigate.
We are seeking an experienced Director of AI Infrastructure & Platform Engineering with 20+ years of experience leading large-scale infrastructure teams. The ideal candidate will have a proven track record at Fortune 500 companies and hold a BS or MS in Computer Science or related field.
This role exists because the infrastructure has outgrown its architecture and the organization knows it. AI workloads are placing demands on the platform that general-purpose cloud infrastructure wasn’t designed to meet. The person in this role won’t be managing a stable system — they’ll be rebuilding one at scale, under load, without being able to stop the business while they do it.
That requires a specific kind of judgment: knowing which architectural decisions are actually irreversible, which trade-offs compound over time, and when to hold the operational standard versus when to accept controlled instability in service of the longer arc.
Judgment — Architectural decisions at this scale are rarely reversible. You will make consequential calls with incomplete information, under time pressure, with real business risk attached. The question isn’t whether you’ve managed large teams. It’s whether your decisions hold up when the situation changes.
Ownership — Platform reliability is not a shared responsibility here. When it breaks, this role is accountable. Not accountable for escalating — accountable for solving. And accountable for having anticipated the failure mode before it occurred.
Adaptability — AI infrastructure is not a stable domain. The tools, the architectures, the vendor landscape are shifting faster than most planning cycles. The person in this role recalibrates strategy without losing structural clarity — adapting the approach without abandoning the system.
Learning Agility — GPU compute, distributed training infrastructure, ML-specific platform design — this is a specialized and rapidly evolving domain. You will be expected to build genuine fluency in territory that is new to you, quickly, and apply it before you feel fully ready.
Systems Thinking — The infrastructure decisions you make today constrain what the product can do in two years. The hiring decisions the business makes are only as good as the platform you build underneath them. You see the whole system — not just the layer you’re responsible for. This is the meta capability this role demands above all others.
The converter strips credential proxies, reframes responsibilities as capability demands, and embeds all five RED capability signals — Judgment, Ownership, Adaptability, Learning Agility, and Systems Thinking — into every role description.
This tool is only as accurate as what you put into it. Credential-based language will produce a credential-based read. Overclaimed experience will produce an inflated result. The most useful output comes from honest, specific inputs — not the most impressive ones. Clean in, clean out.
These tools are powered by Claude, Anthropic's AI. The RED Signal Capability Model™, evaluation framework, and diagnostic methodology are the intellectual property of RED Intelligence Group and Rahsaan E. Diaz, CIR, CDR. The engine executes the framework. The thinking belongs to RED.
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The conversion isn't cosmetic. Every job description is run through the full RED Signal Capability Model™ — systematically replacing what weakens evaluation with what strengthens it.
Years of experience, degree requirements, and prior title filters are identified and removed. These are filters — not predictors of performance.
Responsibilities become capability environments — conveying what judgment, ownership, and complexity the person will actually navigate.
Judgment, Ownership, Adaptability, Learning Agility, and Systems Thinking are woven throughout — present and observable in every section.
Language invites self-selection from candidates who recognize themselves in the challenge — and naturally repels mismatched candidates.
A closing section tells candidates the process will be substantive — signaling organizational sophistication before the first conversation.
Genuine technical requirements are kept and reframed. RED replaces proxy requirements with authentic capability requirements.
Signal loss in hiring doesn't start at the interview. It starts at the first touchpoint — the job description. But it continues through screening, evaluation, calibration, and final decision. The RED Talent Intelligence Diagnostic™ examines all of it.
For growing organizations ready to build an evaluation architecture that consistently surfaces the right people.