Head of Talent Development Jobs
Head of Talent Development jobs are open across corporate enterprises, healthcare systems, financial services, and technology companies, from senior manager to VP and Chief Learning Officer levels, with specializations in leadership development, learning strategy, and succession planning. Find a role that fits below and apply directly.
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Showing 5 of 31+ Head of Talent Development jobs
INTRODUCTION
We're looking for a Head of Talent to build our talent function from scratch and help define how Mach9 attracts, evaluates, and closes exceptional talent. You’ll work closely with the CEO, CTO, and broader leadership team on high-priority talent initiatives, from headcount planning and compensation strategy to our talent brand and DEI efforts. You’ll also build and manage a growing team, setting the bar for how Mach9 attracts, evaluates, and closes exceptional talent. This is a truly cross-functional role. You’ll build and lead a team while staying on the ground with candidates, running your own searches across technical and non-technical roles and a range of seniority levels, wherever the business needs you most. It’s a rare chance to join early, shape the talent org alongside the founders, and work on something that matters.
Responsibilities
- Own full-cycle recruiting across technical and non-technical roles: Sourcing, coordinating, and closing.
- Own the candidate experience end-to-end: Every touchpoint, every piece of feedback, every offer call; we want every person who goes through our process to walk away excited about what we're building, whether or not they join.
- Build the recruiting infrastructure from scratch: ATS, interview rubrics, comp calibration, hiring manager alignment, then keep improving it as we grow.
- Partner with founders on talent strategy and headcount planning: Help the founders translate the business plan into a hiring plan: how many people, in which roles, and in what order. Forecast hiring needs and budget so we’re never scrambling.
- Lead our talent brand: Define what makes us a place top people want to join, and make sure it shows up consistently in outreach, content, events, and every candidate conversation.
- Build and manage a growing talent team: Hire and develop recruiters and coordinators, and decide when to add sourcers and specialists as we grow.
- Budget and vendor ownership: Recruiting spend, tooling, job boards, and agency fees.
- Track the data that matters: Passthrough rates, time-to-fill, offer acceptance rates. Use it to make better decisions, not just report numbers.
BASIC QUALIFICATIONS
- 6+ years of full-cycle recruiting experience; startup experience and experience managing or mentoring recruiters are strong pluses.
- Comfortable with modern recruiting tools (ATS platforms like Ashby, sourcing tools, LinkedIn Recruiter).
- Builds relationships quickly across all levels (candidates, hiring managers, founders) and adjusts communication style accordingly.
- Creative sourcer who finds candidates others overlook, and tenacious enough to follow through.
- Highly organized with strong attention to detail; can run multiple open roles across different functions simultaneously without things falling through the cracks.
- Clear, direct communicator in writing and in conversation - equally comfortable selling a candidate on the role and pushing back on a hiring manager.
INTRODUCTION
We're looking for a Head of Talent to build our talent function from scratch and help define how Mach9 attracts, evaluates, and closes exceptional talent. You’ll work closely with the CEO, CTO, and broader leadership team on high-priority talent initiatives, from headcount planning and compensation strategy to our talent brand and DEI efforts. You’ll also build and manage a growing team, setting the bar for how Mach9 attracts, evaluates, and closes exceptional talent. This is a truly cross-functional role. You’ll build and lead a team while staying on the ground with candidates, running your own searches across technical and non-technical roles and a range of seniority levels, wherever the business needs you most. It’s a rare chance to join early, shape the talent org alongside the founders, and work on something that matters.
Responsibilities
- Own full-cycle recruiting across technical and non-technical roles: Sourcing, coordinating, and closing.
- Own the candidate experience end-to-end: Every touchpoint, every piece of feedback, every offer call; we want every person who goes through our process to walk away excited about what we're building, whether or not they join.
- Build the recruiting infrastructure from scratch: ATS, interview rubrics, comp calibration, hiring manager alignment, then keep improving it as we grow.
- Partner with founders on talent strategy and headcount planning: Help the founders translate the business plan into a hiring plan: how many people, in which roles, and in what order. Forecast hiring needs and budget so we’re never scrambling.
- Lead our talent brand: Define what makes us a place top people want to join, and make sure it shows up consistently in outreach, content, events, and every candidate conversation.
- Build and manage a growing talent team: Hire and develop recruiters and coordinators, and decide when to add sourcers and specialists as we grow.
- Budget and vendor ownership: Recruiting spend, tooling, job boards, and agency fees.
- Track the data that matters: Passthrough rates, time-to-fill, offer acceptance rates. Use it to make better decisions, not just report numbers.
BASIC QUALIFICATIONS
- 6+ years of full-cycle recruiting experience; startup experience and experience managing or mentoring recruiters are strong pluses.
- Comfortable with modern recruiting tools (ATS platforms like Ashby, sourcing tools, LinkedIn Recruiter).
- Builds relationships quickly across all levels (candidates, hiring managers, founders) and adjusts communication style accordingly.
- Creative sourcer who finds candidates others overlook, and tenacious enough to follow through.
- Highly organized with strong attention to detail; can run multiple open roles across different functions simultaneously without things falling through the cracks.
- Clear, direct communicator in writing and in conversation - equally comfortable selling a candidate on the role and pushing back on a hiring manager.
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Find JobsHead of Talent Development Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Consulting & Professional Services
What Employers Look For
The qualifications that appear most often in head of talent development jobs.
- 7 or more years of progressive experience in talent development or learning and development
- Proven ability to design and execute enterprise-wide leadership development programs
- Experience with learning management systems and digital learning platforms
- Strong data fluency for measuring training effectiveness and reporting to senior stakeholders
- CPTD, ATD, or equivalent professional certification in talent or learning
- Bachelor's or master's degree in organizational development, human resources, or a related field
Tips for Your Head of Talent Development Job Search
Quantify learning program outcomes on your resume
Hiring committees want to see impact, not activity. Replace phrases like 'managed training programs' with metrics tied to retention, promotion rates, or time-to-productivity. Head of talent development candidates who frame results in business terms move further in screening.
Align your portfolio to the company's growth stage
A fast-scaling startup needs someone who can build a talent function from scratch. An enterprise needs someone who can redesign it. Read the job description for signals about maturity, then highlight the work in your portfolio that mirrors their current stage.
Apply early to roles that fit
Migrate Mate lists head of talent development openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings that name your specialty explicitly
Broad searches return noisy results. Search by sub-specialization, such as leadership development, organizational effectiveness, or learning technology, to surface roles where your depth is actually the requirement and not just a nice-to-have.
Prepare a business case narrative for interviews
Late-round interviews for this role almost always include a scenario question: how would you redesign or build our talent strategy? Come with a structured framework you've used before and be ready to walk through the tradeoffs you made and what you'd do differently.
Negotiate scope before you negotiate compensation
Head of talent development roles vary widely in authority, budget ownership, and reporting line. Clarify whether you'll own the full function or sit inside HR before you reach the offer stage. Scope mismatches are harder to fix after you've accepted than salary gaps.
Head of Talent Development Jobs: Frequently Asked Questions
Which companies are hiring the most head of talent developments?
Ramp, Commure, and HUD are hiring the most head of talent developments right now, with openings concentrated in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand is typically strongest in large enterprise employers with dedicated people development functions.
How many head of talent development jobs are remote?
About 68% of head of talent development openings are fully remote or hybrid as of November 2026, reflecting the function's shift toward distributed workforce support. Roles focused on digital learning design and learning technology tend to offer the most remote flexibility, while positions requiring frequent facilitation or executive coaching often expect regular on-site presence.
How do you become a head of talent development?
Most people reach this role by building depth in a learning or organizational development specialty first, then expanding scope across program design, team leadership, and business partnership. Getting experience owning a full talent initiative end-to-end, including needs analysis, design, delivery, and evaluation, is what distinguishes candidates who get to the director and head level from those who stay as individual contributors.
Can you get a head of talent development job without direct leadership experience?
It's difficult but not impossible if you can demonstrate that you've led programs, not just contributed to them. Hiring managers for this role want to see that you've owned a strategy, managed stakeholders at the senior level, and been accountable for outcomes. Stepping into an interim lead role, taking on a high-visibility enterprise project, or moving from a specialist title into a team lead position within your current organization are common ways candidates close that gap.
What does the head of talent development interview process look like?
The process typically runs three to five rounds and starts with a recruiter screen focused on scope and career progression. Middle rounds go deeper on how you've built or redesigned a talent function, how you partner with business leaders, and how you measure impact. Final rounds often include a presentation or case study where you're asked to propose a talent strategy for the organization, followed by interviews with the CHRO or a senior executive.
Where can I find and apply to head of talent development jobs?
You can find and apply to head of talent development jobs on Migrate Mate, which lists current openings from across the United States. Find roles that fit your experience and specialization, then apply directly to each listing from the page.
See All 31 Head of Talent Development Jobs
Find roles that match your experience and apply in just a few clicks.
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