Head of Talent

Chronograph•Brooklyn, NY

5d•Hybrid

About The Position

Chronograph is seeking a Head of Talent to own and continuously 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 in engineering, sales, and product. Reporting to the Chief People Officer, the Head of Talent will work closely with the CEO, executive team, and the Associate Director of Talent, who leads execution on individual searches. The role will establish consistent, thoughtful, effective hiring practices across searches and hiring managers, and shape how the talent team develops. The role encompasses candidate evaluation design, interview and scorecard standards, hiring calibration and decision processes, and connecting interview assessments to post-hire performance. It also owns interviewer training, Greenhouse administration and related tooling decisions, AI-enabled workflows supporting recruiting operations, recruiting-process compliance, offer construction within leadership-established compensation bands and philosophy, hiring analytics, and employer branding in partnership with Marketing. Success in the first year includes reusable structured interview loops across open roles, a quality-of-hire readout tied to early performance with evidence-based interview improvements, and production AI workflows for recruiting activities surrounding evaluation while keeping hiring decisions grounded in human judgment.

Requirements

Experience building or overhauling a durable hiring system, including scorecards, structured interviewing, calibration, and case-study design.
A well-developed point of view on talent, including recruiting biases, when pedigree matters, and how to assess candidate trajectory.
Experience influencing senior stakeholders, including those more senior than oneself, toward shared standards using evidence rather than authority.
Comfort advising hiring managers when the requested candidate profile does not match the profile the role needs.
A data-oriented approach to hiring as a systems problem rather than relying on anecdotes.
Genuine curiosity about AI and experience experimenting with it in professional work or personal projects.
Hands-on Greenhouse administration experience and ownership of an applicant tracking system.
Experience tracking quality of hire beyond the offer and connecting employee ramp-up to hiring practices.
Strong recruiting judgment; the posting says candidates have likely spent seven or more years in recruiting, while emphasizing judgment over tenure or prior title.

Nice To Haves

Demonstrated AI workflows in recruiting.
A point of view on the future direction of applicant tracking system tooling.

Responsibilities

Design candidate evaluation systems that clarify what each role should assess, assign targeted interviewer focuses, and establish reusable case studies by role family.
Develop consistent scorecards and calibration frameworks; align hiring groups before searches open and identify or correct misalignment early.
Establish end-of-process decision practices, clarify target start and end dates, and track candidates against hiring timelines.
Connect interview scorecards to 30-, 60-, and 90-day goals and to six- and 12-month quality-of-hire retrospectives; partner with the CPO to define post-hire quality signals and improve interview steps based on their predictive value.
Train interviewers to probe within their assigned focus, provide evidence-based feedback, and make timely decisions.
Administer and configure Greenhouse, including interview kits, workflows, pipeline hygiene, and reporting; provide oversight and long-term input on system selection.
Build AI-enabled workflows and tooling for sourcing research, scheduling, candidate communication, screening support, and reporting while retaining human judgment over hiring decisions.
Maintain recruiting-process compliance across the US, UK, and Singapore, including pay-transparency disclosures, required notices, candidate consent, and AI-in-hiring obligations such as NYC Local Law 144.
Construct offers within compensation bands and philosophy established by executive leadership.
Refine reporting on pipeline health, time-to-fill, offer acceptance, quality-of-hire data, and related recruiting measures.
Maintain job-description boilerplate, improve the careers site and channels, and strengthen talent marketing in partnership with Marketing.
Work with the Associate Director of Talent, CPO, CEO, executive team, and hiring managers to establish and improve hiring standards and team practices.