Talent Intelligence AnalystActive$110K–$140K

Wealthfront
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The opportunity

Wealthfront is looking for a Talent Intelligence Analyst to support hiring across Wealthfront, with a specific focus on our engineering organization. You'll work closely with executive partners across the company.

What you'll do

  • Build and maintain talent maps for key functions—which companies, teams, and: products actually produce the profile we need, and which present as adjacent but in reality are not

  • Write conviction packets for the candidates you advance: what they've built, the evidence behind it, the specific risks, and what an interview would need to resolve

  • Make and defend the negative call: we care as much about who you screened out and why as who you passed forward

  • Help leaders better frame roles and requirements based on talent market insights

  • Identify passive candidates through technical communities, conference talks,: open source contributions, and published work — not just search results

  • Pull and structure the underlying data: talent flows between competitors, team growth signals, comp and title benchmarks, where a given skill set is concentrated

What they're looking for

  • + years producing written analyses that someone acted on: executive search research, talent intelligence, technical sourcing, equity research, consulting, or a similar analytical role. Reps with focused research is more critical than recruiting experience.
  • A systems thinking orientation with the ability to analyze discrete decisions: and their downstream consequences.
  • An ability to take messy inputs and shape them into a clear, concise output.
  • Ability to read a technical background and find the signal: a GitHub history, a conference talk, an engineering blog post, a promotion trajectory.
  • Strong written communication, with a habit of writing with high specificity.
  • Comfortable calibrating with senior leaders: clearly stating how confident you are and what evidence would change it.
  • Willingness to disagree constructively, including with a hiring partner who likes a candidate you don’t.
  • Bachelor's or Master’s Degree