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Part VI: People and Career

The loop is run by people who are set against one another by design. The red team is rewarded for getting in, the blue team for keeping it out, and the purple coordinator lives between two professions. Add AI to both sides and three questions arise that technology cannot answer. How do people on an adversarial practice trust one another and learn from one another's results? How are they made, when the routine work through which they learned the craft is done by agents? And what will the practice look like in ten years?

Part VI treats these questions. It applies what AI Boss found about pace, surveillance and wellbeing to the people on both sides of the loop; it describes the competences the loop needs and the apprenticeship problem on the red side; and it gives the book's outlook, labelled, and the author's own projections. Effects on people are described by what studies measured, never by calling anyone lazy, stupid or replaceable.

Chapters in this part:

  • Chapter 23, Red and Blue as People, concerns all five stages: incentives, blameless purple sessions, being tested, load and the staff exposed to exercises.
  • Chapter 24, Competences, Training and Keeping the Red Craft, concerns all five stages and stages a debate on whether automated emulation erodes the craft of the adversary's mind.
  • Chapter 25, The Future of the Loop, concerns all five stages and stages a debate on whether red and blue will be separate teams in 2036, under the labels observable, expected and speculation.

Stages in this part. The part frames all five stages from the standpoint of the people who carry them.

The thread from the series. The craft, skill erosion and apprenticeship are treated in AI Threat, Chapter 14, The Transformed Security Architect, Chapters 21 to 23, and AI Blue, Chapters 22 and 23; the management of people by metrics is that of AI Boss; the labelling of outlooks is that of AI Governance, Chapter 22. The author's own projections are kept to Chapters 25 and 29.

What you will learn in this part:

  • Which incentives work against a joint loop and how to change them
  • What makes a purple session blameless
  • Which competences the loop needs and how they are evidenced
  • Where new red operators and detection engineers come from
  • What is observable, expected and speculation about the loop in 2036

Part VII turns from argument to experience.