Head Of Talent Jobs
Head Of Talent jobs are open across technology, healthcare, financial services, and consumer brands, from senior manager to chief people officer level, with specializations in talent acquisition leadership, employer branding, and people strategy. Find a role that fits from the openings below and apply directly.
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INTRODUCTION
Our mission at Duolingo is to develop the best education in the world and make it universally available. It's a big mission, and that's where you come in!
At Duolingo, you'll join a team that cares about educating our users, experimenting with big ideas, making fact-based decisions, and finding innovative solutions to complex problems. You'll have limitless learning opportunities and daily collaborations with world-class minds — while doing work that's both meaningful and fun.
Join our life-changing mission to develop education for our half a billion (and growing!) learners around the world.
ABOUT THE ROLE
We're hiring a Head of Talent Management Programs & PMO to architect, run, and continuously improve Duolingo's most critical talent systems. Reporting to the Head of Talent Management & Rewards, you will translate people strategy into intuitive, scalable programs and a disciplined operating cadence—spanning performance and promotion frameworks, talent reviews and succession, manager enablement, and the portfolio governance that keeps everything on time and high-quality. You'll build the "through line" across Talent Management and Rewards, with clear metrics and crisp execution that match Duolingo's clock speed.
YOU WILL...
Talent Program Architecture & Strategy
- End-to-End Program Design: Lead the evolution of core talent cycles, including performance management, 360-degree feedback, and promotion frameworks, ensuring they align with a high-performance culture.
- Competency & Career Mapping: Architect standardized competency models and career ladders that provide clear, transparent growth trajectories for all global functions.
- Succession & Talent Readiness: Design and facilitate the talent review process, identifying high-potential leaders and building a data-backed succession pipeline to future-proof the organization.
- Manager Enablement: Partner with cross-functional partners to ensure talent programs provide managers with the tools and insights needed to lead high-performing teams.
Portfolio Leadership & PMO Governance
- Strategic Roadmap Management: Own the TMR integrated roadmap, maintaining centralized visibility into project health, dependencies, and resource allocation to ensure on-time delivery.
- Operational Excellence: Establish and iterate on a "lean" project management methodology that prioritizes speed and impact over administrative overhead.
- Cross-Functional Orchestration: Act as the primary connector between Total Rewards, Talent Acquisition, and Business Leadership to ensure talent initiatives are integrated and cohesive.
Performance Analytics & Insights
- The Talent Dashboard: Develop an enterprise performance framework using key metrics (e.g., promotion velocity, retention, talent density) to measure the ROI of our people programs.
- First-Principles Analysis: Leverage data to conduct root-cause analysis on organizational trends, providing executive leadership with actionable insights to inform policy and resource decisions.
BASIC QUALIFICATIONS
- 8+ years in Talent Management, People Operations and portfolio/program management, including senior-level ownership of company-wide talent programs in fast-paced, product-led or high-growth environments.
- Comfort and curiosity with AI tools as applied to talent program design, analytics, and portfolio management, with a clear sense of where automation accelerates the work and where human judgment remains irreplaceable.
- A proven track record building or leading a PMO, with clear outcomes shipping complex, multi-stakeholder programs on time.
- Depth in modern talent practices: performance systems, org design, competency/career frameworks, succession planning, and manager effectiveness.
- Expert operational rigor with program/project management frameworks and process improvement (e.g., PMP/PgMP/Agile, Lean principles) applied pragmatically.
- Strong data fluency and a product mindset for people analytics—able to design dashboards that tell a story, inform trade-offs, and drive accountability.
- Excellent executive communication and influence; you simplify complexity, align stakeholders, and make crisp, well-reasoned recommendations.
PREFERRED QUALIFICATIONS
- Talent Subject Matter Expertise: Deep understanding of modern talent management theories, including performance psychology, organizational design, and succession modeling.
- Operational Rigor: Expert-level proficiency in project management frameworks (PMP, PgMP, or Agile) and process improvement methodologies (Lean Six Sigma).
- Strategic Influence: Exceptional communication skills with the ability to simplify complex operational challenges for executive stakeholders.
- Data Fluency: A "product mindset" regarding HR data capable of building dashboards that tell a story and drive accountability.
Take a peek at how we care for our employees' holistic well-being with our benefits here.
We will do everything we can within reason to make sure that your interview takes place in an environment that fairly and accurately assesses your skills. If you need assistance or accommodation, please contact accommodations@duolingo.com.
Duolingo is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
By applying for this position your data will be processed as per the Duolingo Applicant Privacy Notice.
Unfortunately, there is a rise in scammers pretending to be real Duolingo employees. Duolingo and our employees will never ask for your Social Security number, bank details, or passport info, and we'll never ask you to deposit a check, purchase equipment, or exchange money during the interview process. Real Duolingo employees always use an email that ends in @duolingo.com or @recruiting.duolingo.com. Stay alert and double-check these details before sharing any information.
Sign up for job alerts here.
INTRODUCTION
Our mission at Duolingo is to develop the best education in the world and make it universally available. It's a big mission, and that's where you come in!
At Duolingo, you'll join a team that cares about educating our users, experimenting with big ideas, making fact-based decisions, and finding innovative solutions to complex problems. You'll have limitless learning opportunities and daily collaborations with world-class minds — while doing work that's both meaningful and fun.
Join our life-changing mission to develop education for our half a billion (and growing!) learners around the world.
ABOUT THE ROLE
We're hiring a Head of Talent Management Programs & PMO to architect, run, and continuously improve Duolingo's most critical talent systems. Reporting to the Head of Talent Management & Rewards, you will translate people strategy into intuitive, scalable programs and a disciplined operating cadence—spanning performance and promotion frameworks, talent reviews and succession, manager enablement, and the portfolio governance that keeps everything on time and high-quality. You'll build the "through line" across Talent Management and Rewards, with clear metrics and crisp execution that match Duolingo's clock speed.
YOU WILL...
Talent Program Architecture & Strategy
- End-to-End Program Design: Lead the evolution of core talent cycles, including performance management, 360-degree feedback, and promotion frameworks, ensuring they align with a high-performance culture.
- Competency & Career Mapping: Architect standardized competency models and career ladders that provide clear, transparent growth trajectories for all global functions.
- Succession & Talent Readiness: Design and facilitate the talent review process, identifying high-potential leaders and building a data-backed succession pipeline to future-proof the organization.
- Manager Enablement: Partner with cross-functional partners to ensure talent programs provide managers with the tools and insights needed to lead high-performing teams.
Portfolio Leadership & PMO Governance
- Strategic Roadmap Management: Own the TMR integrated roadmap, maintaining centralized visibility into project health, dependencies, and resource allocation to ensure on-time delivery.
- Operational Excellence: Establish and iterate on a "lean" project management methodology that prioritizes speed and impact over administrative overhead.
- Cross-Functional Orchestration: Act as the primary connector between Total Rewards, Talent Acquisition, and Business Leadership to ensure talent initiatives are integrated and cohesive.
Performance Analytics & Insights
- The Talent Dashboard: Develop an enterprise performance framework using key metrics (e.g., promotion velocity, retention, talent density) to measure the ROI of our people programs.
- First-Principles Analysis: Leverage data to conduct root-cause analysis on organizational trends, providing executive leadership with actionable insights to inform policy and resource decisions.
BASIC QUALIFICATIONS
- 8+ years in Talent Management, People Operations and portfolio/program management, including senior-level ownership of company-wide talent programs in fast-paced, product-led or high-growth environments.
- Comfort and curiosity with AI tools as applied to talent program design, analytics, and portfolio management, with a clear sense of where automation accelerates the work and where human judgment remains irreplaceable.
- A proven track record building or leading a PMO, with clear outcomes shipping complex, multi-stakeholder programs on time.
- Depth in modern talent practices: performance systems, org design, competency/career frameworks, succession planning, and manager effectiveness.
- Expert operational rigor with program/project management frameworks and process improvement (e.g., PMP/PgMP/Agile, Lean principles) applied pragmatically.
- Strong data fluency and a product mindset for people analytics—able to design dashboards that tell a story, inform trade-offs, and drive accountability.
- Excellent executive communication and influence; you simplify complexity, align stakeholders, and make crisp, well-reasoned recommendations.
PREFERRED QUALIFICATIONS
- Talent Subject Matter Expertise: Deep understanding of modern talent management theories, including performance psychology, organizational design, and succession modeling.
- Operational Rigor: Expert-level proficiency in project management frameworks (PMP, PgMP, or Agile) and process improvement methodologies (Lean Six Sigma).
- Strategic Influence: Exceptional communication skills with the ability to simplify complex operational challenges for executive stakeholders.
- Data Fluency: A "product mindset" regarding HR data capable of building dashboards that tell a story and drive accountability.
Take a peek at how we care for our employees' holistic well-being with our benefits here.
We will do everything we can within reason to make sure that your interview takes place in an environment that fairly and accurately assesses your skills. If you need assistance or accommodation, please contact accommodations@duolingo.com.
Duolingo is proud to be an Equal Employment Opportunity employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
By applying for this position your data will be processed as per the Duolingo Applicant Privacy Notice.
Unfortunately, there is a rise in scammers pretending to be real Duolingo employees. Duolingo and our employees will never ask for your Social Security number, bank details, or passport info, and we'll never ask you to deposit a check, purchase equipment, or exchange money during the interview process. Real Duolingo employees always use an email that ends in @duolingo.com or @recruiting.duolingo.com. Stay alert and double-check these details before sharing any information.
Sign up for job alerts here.
See All 31+ Head Of Talent Jobs
Jump back to the full list of openings and apply to any head of talent role that fits.
Find Head Of Talent JobsHead Of Talent Job Market
A snapshot from current openings nationwide, updated as new roles post.
Who's Hiring
- Okta3
- Jobot2
- Notion2
- Apollo1
- Arch1
Top Industries Hiring
- Technology & Software16
- Biotechnology & Pharmaceuticals2
- Investment & Asset Management2
- Science & Research2
- Staffing & Recruiting2
What Employers Look For
The qualifications that appear most often in head of talent jobs.
- 7 or more years of progressive talent acquisition or HR leadership experience
- Demonstrated experience building and managing in-house recruiting teams
- Proficiency with applicant tracking systems and workforce planning tools
- Experience partnering with senior leadership on headcount strategy and budgeting
- Strong employer branding and candidate experience program ownership
- Bachelor's degree in human resources, business, or a related field
Tips for Your Head Of Talent Job Search
Quantify your hiring pipeline impact
Head of talent candidates stand out when they show concrete hiring outcomes: time-to-fill improvements, offer acceptance rates, or reductions in agency spend. Pull these numbers from your ATS reporting before you update your resume.
Tailor your resume to company growth stage
A Series B startup wants a builder who can create hiring infrastructure from scratch. A Fortune 500 wants a leader who manages vendor relationships and headcount planning at scale. Match the language on your resume to whichever stage you're targeting.
Apply early to roles that fit
Migrate Mate lists head of talent openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Flag your experience with workforce planning
Many head of talent postings now require headcount modeling and collaboration with finance on hiring budgets. If you've done this work, call it out explicitly in your resume and cover letter using the same language hiring managers use in their job descriptions.
Prepare a talent strategy case study
Interviewers at the head of talent level often ask you to walk through a problem you diagnosed and solved across a full hiring cycle. Prepare one detailed example that covers sourcing strategy, team structure decisions, and the measurable outcome.
Negotiate scope before you negotiate compensation
Before discussing offer details, clarify the reporting structure, headcount on the talent team, and whether you own employer branding and HR operations or just recruiting. Ambiguity in scope is the most common source of dissatisfaction in head of talent roles.
Head Of Talent Jobs: Frequently Asked Questions
Which companies are hiring the most head of talents?
The companies hiring the most head of talents right now include Okta, Jobot, and Notion, with the largest share of openings in New York, California, and Washington, based on current listings on Migrate Mate as of June 2026. Technology and healthcare organizations consistently drive the highest volume of openings at this level.
How many head of talent jobs are remote?
About 45% of head of talent openings are fully remote or hybrid as of June 2026, making it one of the more flexible senior people roles available. Employer branding, talent operations, and sourcing strategy work tends to be most amenable to remote arrangements, while roles tied closely to on-site culture or executive presence often require in-office availability.
How do you become a head of talent?
Most head of talent roles are reached by progressing through recruiting or HR generalist positions, then moving into a team lead or talent manager role where you own hiring strategy across a business unit. From there, demonstrating that you can build programs, manage vendor relationships, and influence senior leadership decisions positions you for the head-level title. Exposure to workforce planning and employer branding work accelerates that path.
Can you get a head of talent job with limited experience?
Breaking into a head of talent role without extensive leadership experience is difficult at larger organizations, but early-stage startups regularly hire strong senior recruiters into the title when there is no existing people function. If you're making that leap, focus your application on companies building their talent infrastructure for the first time, and emphasize any work you've done owning a full hiring cycle end-to-end rather than executing within someone else's process.
What does the head of talent interview process look like?
The process typically begins with a recruiter screen, followed by a conversation with the CHRO or a C-suite hiring sponsor. From there, most processes include a talent strategy presentation where you diagnose a hypothetical or real hiring challenge and propose a solution. Final rounds often involve cross-functional interviews with engineering, product, or finance leaders whose teams you would support, since stakeholder alignment is central to the role.
Where can I find and apply to head of talent jobs?
You can find and apply to head of talent jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your experience and apply directly to each one that fits.
See All 31+ Head Of Talent Jobs
Jump back to the full list of openings and apply to any head of talent role that fits.
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