Alibaba's DingTalk/Wukong founder and CEO Chen Hang recently shared a distinctive perspective at the 2026 Tsinghua Wudaokou (Zhejiang) Financial Development Forum: the core metric for future enterprises will no longer be KPI or OKR, but AIQ. "Individuals with high AIQ can function as an entire team on their own; those with low AIQ, even when equipped with the most advanced AI, might only use it to 'check the weather.'"

AIQ, or Artificial Intelligence Quotient, is regarded by Chen Hang as the "new intelligence quotient" in the era of carbon-silicon integration. He systematically elaborated on his understanding of AIQ for the first time, stating that it comprises prompt literacy (the ability to precisely articulate intent), algorithmic empathy (understanding the logical boundaries of AI), and judgment acuity (assessing, validating, and making decisions based on AI outputs). Three core metrics determine a company's AIQ level: Token utilization rate (the amount of free Tokens allocated to employees), experience digitization rate (the extent to which core roles have accumulated Skills), and code monetization time (the duration from a business idea to deployment).

To enhance AIQ and transform into an AI Native organization, Chen Hang proposed a "three-step process." The first step is a cognitive leap—deeply recognizing that AI is not merely a tool but a new enterprise operating system. The second step involves information infrastructure, making the enterprise "AI-readable." Within 30 days, company meetings should adopt AI for minute-taking, converting verbal information into searchable data. Within 60 days, core business processes (such as sales, procurement, and customer service) should integrate AI, enabling it to comprehend the full scope of operations. The third step is organizational restructuring: select a pilot team of 5-10 members as an "AI Native试点," eliminate daily and weekly reporting, replacing them with AI-generated summaries. Team members collaborate directly with AI, while managers focus solely on goal-setting and outcome evaluation. "After 90 days, companies can assess whether their decision-making speed and AI proficiency have significantly improved," Chen Hang noted.

The pace of a company's evolution increasingly depends on the speed of its information flow. When meetings no longer require manual minutes, documents are not handwritten, code is generated by AI, and experience is transformed by AI, enterprises can achieve second-level responsiveness and thousandfold efficiency gains. Chen Hang believes that future corporate structures will flatten, with many employees evolving into AI super-individuals. Organizations that provide psychological security for these super-individuals will become the most efficient.

In the AI era, hiring should focus on three dimensions: first, assess intrinsic qualities—candidates must be sincere and reliable, as high-AIQ individuals who are untrustworthy can amplify risks a hundredfold; second, evaluate openness to new ideas; third, recognize that educational background, experience, and age become less relevant. "AI can compensate for knowledge gaps, experience can be distilled into Skills, and age is no barrier—individuals with rich experience who openly embrace AI are truly invaluable," Chen Hang emphasized.