Read This Before Applying

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.

If your experience is primarily:

• Managing candidate pipelines

• Scheduling interviews

• Acting as an HR generalist

• Allowing hiring managers to bypass process

then this role likely is not the right fit.

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

If that excites you, keep reading.

Build the Hiring Operating System for an AI-Native Growth Company

Single Grain is not a traditional agency. We're a digital growth company operating at the intersection of services, software, and AI.

Our portfolio includes:

Single Grain Agency

Enterprise digital marketing services including:

• SEO

• Paid media

• Creative

• CRO

• AI-driven growth strategy

Our clients include companies looking for serious, scalable growth, not basic marketing support.

ClickFlow

Our AI-powered content optimization platform. ClickFlow helps companies unlock hidden growth from their existing content by identifying high-impact SEO opportunities and improving rankings with AI insights.

Karrot

A LinkedIn advertising and landing page platform built specifically for B2B companies running demand generation programs. Karrot helps companies scale LinkedIn campaigns with better targeting and conversion infrastructure.

We are actively evolving into a tech-enabled services (TES) company where software, automation, and services combine to create leverage.

Our CEO Eric Siu hosts the Leveling Up podcast and co-hosts Marketing School with Neil Patel, reaching millions of marketers and founders every month. This brand ecosystem gives us reach most agencies don't have.

But brand alone does not build a great company. Great hiring systems do. That’s where you come in.

The Role: Talent Systems Architect

This is not a traditional Head of Talent role.

This is a systems design role focused on hiring quality, judgment, and enforcement discipline.

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

Your responsibilities include:

• Designing structured hiring processes

• Implementing standardized evaluation frameworks

• Building AI-powered hiring workflows

• Creating retention monitoring systems

• Enforcing hiring discipline across the organization

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

What You’ll Own

Hiring Operating System

You will design and implement a standardized hiring framework used across every role at Single Grain.

This includes:

• 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

If the system can be documented, automated, or standardized, you will do it.

Hiring Discipline & Enforcement

Great hiring systems fail when standards are ignored.

You will enforce non-negotiable hiring discipline, including:

• Ensuring every candidate follows the structured hiring process

• Preventing off-process hiring decisions

• Coaching hiring managers on structured evaluation

• Maintaining consistent interview calibration across teams

Your role is to protect the hiring bar.

AI-Enabled Hiring Workflows

Single Grain is an AI-forward company. Every department uses AI daily.

You will design AI-enabled hiring infrastructure, including:

• Creating agents to do any of the following (and more):

• Resume screening automation

• Candidate scoring systems

• Scheduling automation

• Hiring pipeline dashboards

• Candidate evaluation tools

• Data-driven hiring reporting

AI should increase hiring leverage and reduce manual work.

Hiring Intelligence & Retention Systems

Hiring does not stop at offer acceptance.

You will build systems that monitor post-hire outcomes, including:

• 30 / 60 / 90 day performance checkpoints

• Early warning signals for mis-hires

• Retention monitoring dashboards

• Feedback loops that improve hiring decisions

If a hire fails, the system should tell us why.

What Success Looks Like

Within your first year:

• 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

In short: The company hires better because the system you built works.

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

Challenge link:
https://github.com/ericosiu/beat-claude/blob/main/challenges/talent-manager-008/brief.md

Who This Role Is Perfect For

You’ll likely thrive here if you:

• 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

Who This Role Is Not For

This role is not a fit if you:

• 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

We are looking for builders of hiring infrastructure.

Our Hiring Process

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

This 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.

Benefits

• 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 UberEats credit monthly

• MacBook, keyboard and mouse

• $500 work from home office reimbursement

Base Salary: $115,000 – $125,000