Head of Talent Operations; Remote

Hiring is broken. Almost everyone knows it. Few people know how to fix it. This role is for someone who does. This position sits in People and Talent Operations, but it is fundamentally a systems design and operations role, with hiring as the domain. You are not expected to be a subject‑matter expert in hiring. You are expected to be an expert at building systems that deliver clear results — systems that are scalable, repeatable, and resilient under real‑world pressure.

The problem to solve is simple to describe and hard to execute: design and operate a system that consistently brings the right people into the business, on time, at the right quality bar, and into roles where they succeed and stay. That system must work not just for clean, well‑defined requests, but for ambiguous, high‑stakes, non‑standard ones too. This role requires ongoing ownership, good judgment, and the discipline to fix issues in ways that strengthen the system rather than adding complexity.

Stakeholder management is non‑negotiable. You will work with senior leaders who have strong opinions, competing priorities, and imperfect inputs. You will not have formal authority. You will succeed by building trust, finding common ground, and clearly surfacing trade‑offs — holding the quality bar while helping people feel heard and supported.

This is an AI‑first environment. You will be hands‑on with AI every day, using it to generate drafts, test ideas, analyze outcomes, explore edge cases, and surface patterns. You won’t hand ideas to engineers and wait. You’ll build, test, break, document, and iterate yourself, then partner with others when it’s time to scale or harden something.

We also want to be transparent, because we don’t want to waste your time. This is not a role for everyone.

If any of the following sound like you, this likely isn’t the right fit:

• You prefer diagnosing problems over owning solutions end to end
• You need authority, org charts, or formal DRIs to get work done
• You only work through engineers instead of getting hands‑on yourself
• You see feedback or pushback as a personal attack rather than useful signal
• You focus on optimizing individual pieces and miss the system‑wide effects
• You like the idea of fixing broken systems more than the reality of doing it

This is a global, remote role with high autonomy and high accountability. You must be available for at least six hours overlapping U.S. business hours on weekdays. Outside of that, your schedule is largely self‑directed.

One last thing, in the spirit of honesty: our application process requires real effort. Most candidates invest meaningful time because the role itself requires it.

• Designing and improving end‑to‑end systems that turn ambiguous needs into repeatable, high‑quality outcomes
• Working directly with senior stakeholders to clarify real constraints, surface trade‑offs, and align on what “good” looks like
• Using AI daily to generate, test, analyze, and refine system components, then applying human judgment and quality control
• Owning your work from first idea through results, measurement, and iteration — no handoffs, no partial ownership
• Identifying patterns, diagnosing root causes, and improving the system based on outcomes and real‑world feedback

A Head of Talent Operations here is not doing any of the following:

• Diagnosing problems and handing execution to someone else
• Optimizing one part of a system while ignoring downstream effects
• Waiting for authority, formal structure, or escalation to make progress
• Reviewing resumes or running first‑round screening interviews
• Avoiding messy problems, difficult stakeholders, or accountability

Design, own, and continuously improve the systems that deliver high‑quality hires on time and into roles where they succeed and stay.

• 5+ years of experience in business operations, people or talent operations, program management, or a similarly system‑heavy role
• Direct experience hiring for your own team or function, with accountability for hiring outcomes (e.g., time‑to‑fill, quality, retention)
• Hands‑on experience designing and…