Head of Talent

Chronograph•New York, NY

5d•$200,000 - $220,000•Hybrid

About The Position

Chronograph is hiring a Head of Talent to own and continually improve its hiring system across the US, UK, EMEA, and Singapore. This is a senior, function-owning systems-builder role focused on hiring quality and talent density rather than high-volume recruiting. The company expects to hire roughly 20 to 30 people annually, primarily across engineering, sales, and product. The Head of Talent will report to the Chief People Officer and work closely with the CEO, executive team, and Associate Director of Talent, who leads execution for individual searches. The role will establish consistent, thoughtful hiring practices across searches and hiring managers, including candidate evaluation, scorecards and calibration, decision processes, interviewer training, ATS administration, recruiting compliance, offer construction and reporting, and employer brand. It will also build AI-enabled workflows for recruiting work around evaluation while keeping human judgment central to hiring decisions. Success in the first year includes reusable, structured interview loops for every open role; an initial quality-of-hire readout linking interview scores to early performance, with at least one interview step redesigned or retired based on evidence; and AI workflows in production for sourcing research, scheduling, candidate communication, and reporting.

Requirements

Experience building or overhauling a hiring system, including durable scorecards, structured interviewing, calibration, and case-study design.
A well-developed point of view on talent assessment, including recruiting’s systematic biases, when pedigree matters, and how to assess candidate trajectory.
Ability to influence senior stakeholders through evidence, establish shared standards, and challenge hiring managers when their requested profile does not meet the actual need.
A data-led, systems-oriented approach to hiring.
Genuine curiosity about AI and experience experimenting with it in work or personal projects.
Hands-on Greenhouse administration experience and ownership of ATS systems.
Experience tracking quality of hire beyond the offer and connecting employee ramp-up to hiring practices.
Likely seven or more years of recruiting experience; the company prioritizes judgment over a specific tenure or prior title.

Nice To Haves

Demonstrated AI workflows in recruiting.
A point of view on the future direction of ATS tooling.

Responsibilities

Design candidate evaluation systems, including role-specific evaluation criteria, interviewer focus areas, and reusable case studies by role family.
Develop consistent scorecards and calibration frameworks, align hiring groups before searches open, identify misalignment early, and escalate roles that require an off-script hire.
Establish decision processes and timelines, potentially including a structured final-stage super day, and maintain visibility into each candidate’s position in the process.
Connect interview scorecards to 30-, 60-, and 90-day goals and 6- and 12-month quality-of-hire reviews; partner with the CPO to define post-hire quality signals and improve interview steps based on predictive value.
Train interviewers and hiring managers to assess within assigned focus areas, provide evidence-based feedback, and make decisions quickly.
Administer and configure the ATS, including interview kits, workflows, pipeline hygiene, and reporting; provide long-term input on system selection.
Build AI-enabled workflows and tools for sourcing research, scheduling, candidate communication, screening support, and reporting while keeping human judgment central to hiring decisions.
Maintain recruiting-process compliance across the US, UK, and Singapore, including pay-transparency disclosures, required notices, candidate consent, and AI-in-hiring requirements such as NYC Local Law 144.
Construct offers within executive-established compensation bands and philosophy, and refine reporting on pipeline health, time-to-fill, offer acceptance, quality of hire, and related measures.
Maintain job-description boilerplate, refine the careers site and channels, and support talent marketing in partnership with the marketing team.
Shape the future development of the talent team and its hiring system.