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Open nowPosted 5 days ago

Head of Talent

Chronograph14 open roles

Pay
$200,000 – $220,000 a year
Where
Brooklyn, New York, United States
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Your applicationOpen nowHead of TalentChronograph · Brooklyn, New York, United States

  1. YouYes, apply to this one.

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The clock on this job

Early applications get read.

13.3% of postings close within 7 days. Measured by our own scanner across the market. Chronograph postings stay open a median of 66 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.6%3 days
  3. 13.3%7 days
  4. 21.3%14 days
  5. 35.7%30 days
  6. 59.1%60 days
This job: posted 5 days ago

Chronograph median: 66 days open

The posting

Company Overview

Founded in 2016 and headquartered in Williamsburg, Brooklyn, Chronograph is the leading provider of technology to private capital investors. The company helps many of the world's largest and most sophisticated venture capital, private equity, and credit funds understand their investment performance in unprecedented detail, with over 258,000 private companies and 15,000 private capital funds monitored via its solution suite, representing more than $5.9 trillion in invested capital.

Chronograph works directly with investors driving some of the most impactful changes across high-growth start-ups, global infrastructure, renewable energy, and the full range of private capital strategies. The company is backed by Sixth Street Growth, Summit Partners, Carlyle AlpInvest, and Nasdaq, Inc. Its clients include hundreds of global investors and asset managers, among them 8 of the 10 largest GPs and 5 of the 10 largest LPs by assets under management.

The Role

As Head of Talent, you'll continue to build and refine the system that drives hiring at Chronograph and own hiring process across all global geographies including the US, UK, EMEA, and Singapore. The caliber of our people is what sets us apart and the bar is already high, but we are seeking to ensure maximal process effectiveness and efficiency as we continue to grow. Your job is to turn our existing efforts into a highly optimized process that holds the same standards on every search and with every hiring manager.

This is a systems-builder role, not a volume-throughput one. With the benefit of AI efficiency gains, we expect to hire roughly 20 to 30 people a year going forward (weighted toward engineering, sales, and product) with the continued expectation of top performers filling every role. The mandate is quality and talent density, not raw headcount volume or throughput. We want a designed, consistent, thoughtful, and continually improving process across all aspects of talent acquisition.

You'll report to our Chief People Officer and work directly and often with our CEO and the executive team. You'll work closely with our existing in-house Associate Director of Talent as your second in command, who runs execution on each search, including outbound and first-round screening. You'll shape what the team should become from there. "Head of" is a senior, function-owning title at Chronograph; we intend this role to carry domain authority over how we hire.

What you'll own:

  • Candidate evaluation design. Design a system to help hiring managers define what each role should test for, a strategy for giving every interviewer a targeted focus so no one assesses everything, and a framework for reusable case studies per role family instead of having to reinvent them each search.
  • Scorecard standards and calibration. Develop consistent, meaningful scorecards and calibration frameworks that keep interviews honest. You will drive alignment across a hiring group before a search opens and surface or correct misalignment early. You will work to escalate to the appropriate stakeholders when a role demands an off-script hire.
  • Decision rituals. Help determine how we reach a decision at the end of a process (for example, a structured final-stage "super day") so that target start and end dates are clear and we always know where each candidate sits against a timeline.
  • Hire-to-ramp loop. Connect interview scorecards to 30 / 60 / 90-day goals and to a 6- and 12-month retro on quality of hire. Partner with the CPO to define the post-hire quality signals, and iterate on any interview step that doesn't predict success.
  • Interviewer and hiring manager training. Train interviewers to probe within their assigned focus, write evidence-based feedback, and decide quickly.
  • Our ATS. Our candidate system of record (Greenhouse today) provides configuration, interview kits, workflows, pipeline hygiene, and reporting. It works, but we're always open minded on tooling and you will have administrative oversight and long-term say in system selection.
  • Leverage through AI. Build agentic workflows and tooling for the work around evaluation (sourcing research, scheduling, candidate communication, screening support, and reporting), keeping human judgment firmly on the hiring decision itself. Your instinct should be to add leverage before adding recruiters.
  • Recruiting-process compliance. Keep our hiring process compliant across the US, UK, and Singapore (pay-transparency disclosures, required notices, candidate consent, and AI-in-hiring obligations such as NYC Local Law 144). Employment standards and the employment relationship sit with the CPO.
  • Offer construction and reporting. Construct offers within the bands and philosophy established by executive leadership, and continually refine reporting that shows hiring pipeline health, time-to-fill, offer acceptance, quality of hire data, and similar to inform our next steps.
  • Employer brand. Maintain job description boilerplate, refine our careers site and channels, and bolster talent marketing in partnership with our marketing team.

This role is not a generalist People leadership seat, and it's not a mandate to double headcount. If running a high-volume req load is the part you'd enjoy most, this isn't the right fit.

What success looks like in your first year:

  • Structured, reusable interview loops are live on every open role: defined focus per interviewer, consistent scorecards, and case studies built once per role family rather than assembled ad hoc.
  • A first quality-of-hire readout ties interview scores to early performance, and at least one interview step has been redesigned or retired on the evidence.
  • AI workflows are in production for the work around evaluation (sourcing research, scheduling, candidate communication, reporting), with human judgment still owning the decision.
  • Overall: What takes direct effort today, the system does by design.

What we're looking for:

We hire people we learn from, and we're excited to partner with someone who is passionate about the science and art of talent acquisition, process refinement, and has a point of view about how to approach recruiting in the AI era, while remaining open-minded to different ways of working.

  • You've built or overhauled a hiring system, not just run searches: scorecards, structured interviewing, calibration, and case-study design that have proven durable.
  • You have a point of view on talent. You can say what recruiting systematically overvalues, when pedigree matters and when it doesn't, and how you read a candidate's trajectory. We will overlay our experience to take this further.
  • You hold a bar by influence. You've driven senior stakeholders (including people who outranked you) to a shared standard with evidence rather than authority, and you're comfortable telling a hiring manager the profile they asked for isn't the one they need.
  • You treat hiring as a systems problem and lead with data over anecdotes.
  • You're genuinely curious about AI and already experimenting with it in your own work or personal projects. You don't need a prewired prompt library, but you should reach for leverage instinctively. Demonstrated AI workflows in recruiting are a strong plus.
  • You own your ATS rather than work around it. Hands-on Greenhouse admin experience, and ideally a view on where ATS tooling should go next.
  • You care about what happens after day one. You've tracked quality of hire past the offer and worked with managers or a People team to connect how people ramp back to how you hired them.
  • You've likely spent seven or more years in recruiting, because the judgment this needs is hard to accumulate faster. We care about the judgment, not the number, and we're not attached to a particular prior title.

Why Join Chronograph?

We value creativity, open communication, cutting edge technology, striving for excellence in all things – and having fun along the way. We want you to be happy here for the long-term.

We offer:

  • Flexible work arrangements (hybrid - 3 days a week onsite)
  • Competitive salary
  • Equity Participation
  • Unlimited and flexible vacation
  • 401k
  • Generous health benefits
  • Regular company events
  • Fully-paid parental leave
  • ...and more!

Chronograph is committed to promoting a diverse and inclusive culture, and we welcome applicants from all backgrounds. If you're a passionate team player who wants to have an outsized impact on a diverse and dynamic team, we'd love to hear from you!

Equity participation is a meaningful part of the offer, and we'll walk through it in conversation.

Salary Range (dependent on experience)

$200,000—$220,000 USD

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