# Head of Talent at Chronograph

Chronograph is hiring a Head of Talent in Brooklyn, United States. It pays $200k-$220k a year and Level rates it Little AI ●○○○; you can [apply on Chronograph](https://jobsbylevel.com/go/65e02393-2138-4364-a1f7-91712f828b13?utm_medium=ai-agent).

AI Level 1, AI centrality 10 out of 100. Brooklyn, New York, United States.

## Details

- Company: [Chronograph](https://jobsbylevel.com/companies/chronograph)
- AI level: AI Level 1 (score 10 out of 100)
- Location: Brooklyn, New York, United States
- Salary: $200k-$220k
- Posted: October 30, 2026
- Apply: https://jobsbylevel.com/go/65e02393-2138-4364-a1f7-91712f828b13?utm_medium=ai-agent
- Free CV review for this job: https://jobsbylevel.com/cv-review?job=head-of-talent-at-chronograph-09db71

## Prepare for this job

The job page lists 4 likely interview questions for this offer, with a CV checklist: https://jobsbylevel.com/jobs/head-of-talent-at-chronograph-09db71

## Description

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

The description is cut here. Read the full offer: https://jobsbylevel.com/jobs/head-of-talent-at-chronograph-09db71

Source: https://jobsbylevel.com/jobs/head-of-talent-at-chronograph-09db71

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