Head of Talent Systems & Judgement

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This is a high‑bar role. We are not looking for a traditional recruiter or HR operator.

We are looking for a builder of hiring systems and judgment infrastructure.

Your job is not to run recruiting pipelines.

Your job is to design and enforce the operating system that determines who gets hired at Single Grain.

• Managing candidate pipelines
• Scheduling interviews
• Acting as an HR generalist
• Allowing hiring managers to bypass process

Strong candidates for this role typically have:

• Designed structured hiring systems for companies with 50+ employees
• Built scorecards, evaluation frameworks, and hiring playbooks
• Reduced mis‑hire rates through structured decision processes
• Used AI to automate recruiting workflows
• Enforced hiring discipline across leadership teams

Single Grain is not a traditional agency; we’re a digital growth company at the intersection of services, software, and AI.

Our portfolio includes:

• Single Grain Agency – Enterprise digital marketing services (SEO, paid media, creative, CRO, AI‑driven growth strategy)
• Click Flow – AI‑powered content optimization platform
• Karrot – Linked In advertising and landing page platform for B2B demand generation

We are evolving into a tech‑enabled services company where software, automation, and services combine for leverage.

This is not a traditional Head of Talent role. It is a systems design role focused on hiring quality, judgment, and enforcement discipline.

You will build frameworks that ensure every hire meets Single Grain’s performance standards.

• Design structured hiring processes
• Implement standardized evaluation frameworks
• Build AI‑powered hiring workflows
• Create retention monitoring systems
• Enforce hiring discipline across the organization

Your mandate is simple: build a hiring operating system that consistently produces A‑player hires.

• Design and implement a standardized hiring framework used across every role
• End‑to‑end hiring processes for every role
• Documented hiring SOPs
• Structured interview scorecards tied to outcomes and competencies
• AI‑assisted candidate screening workflows
• Standardized hiring evaluation frameworks

• Ensure every candidate follows the structured hiring process
• Prevent off‑process hiring decisions
• Coach hiring managers on structured evaluation
• Maintain consistent interview calibration across teams

• Create agents for resume screening automation, candidate scoring systems, scheduling automation, hiring pipeline dashboards, candidate evaluation tools, and data‑driven hiring reporting

• 30/60/90 day performance checkpoints
• Early warning signals for mis‑hires
• Retention monitoring dashboards
• Feedback loops that improve hiring decisions

• Mis‑hire rate drops significantly
• 12‑month retention exceeds 85%
• Hiring decisions become faster and more consistent
• Structured hiring scorecards are used across every department
• Hiring managers follow a standardized hiring framework
• AI workflows reduce recruiting friction and increase evaluation quality

All candidates must complete the Head of Talent challenge before interview consideration.

Challenge link:

• Think in systems, not pipelines
• Hire humans to do human work, not robot work
• Have designed hiring frameworks or recruiting infrastructure
• Have strong judgment evaluating A‑players vs B‑players
• Use AI tools to drive real business results
• Are comfortable enforcing standards across leadership teams
• Prefer building infrastructure over managing large recruiting teams
• Operate well in lean, high accountability environments

• Prefer traditional recruiting roles
• Avoid enforcing hiring discipline
• Rely primarily on sourcing or outreach volume
• Avoid AI tools or automation
• Prefer maintaining existing processes rather than building systems

After an initial screen, selected candidates will complete the Head of Talent Challenge.

The challenge evaluates:

• Strategic thinking
• Hiring system design
• AI fluency
• Judgment frameworks
• Process enforcement philosophy

We will compare your thinking against AI outputs for the same challenge.

Generic answers will not pass.

• Medical, dental and vision insurance after your first month of employment
• 401k with 100% match up to 4% of your salary
• $50K life insurance policy paid 100% by the company
• 12 weeks of paid family leave after one year of employment
• Flexible unlimited PTO
• $100 utilities stipend ($50 per paycheck)
• $60 Uber Eats credit monthly
• Mac Book, keyboard and mouse
• $500 work from home office reimbursement

Base Salary: $115,000 – $125,000