Performance Management Architect – AI, Modern Frameworks
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Job Description
Performance Management Architect designing continuous performance management systems at JobHire.ai, an AI-driven job search platform. Focused on automation, data and team performance for small teams.
Responsibilities:
- Finalize the three axes (results / skills and AI leverage / teamwork), their weights, scales, and the thresholds for moving between A, B, and C. Build on our current ABC framework, don't start from scratch.
- Map out where the system pulls data for each axis. What gets collected automatically (Notion, Slack, GitHub, analytics, OKR tracking), what comes from managers, what comes from peer reviews. Keep manual input to a minimum.
- Design the monthly loop: what runs automatically, what needs a manager's confirmation, and how each person sees their grade and track.
- For the individual (my grade, my track, what to work on). For the manager (my team, who we're growing, who we're parting with). For C-level (TDI, A-player density by competency, risks).
- Templates for individual plans. B to A with measurable criteria and an ETA. C to A with performance based and time based boundaries. No fuzzy language.
- Run a pilot on two competencies (for example, Engineering and Product), collect feedback, refine, and roll out to the full team.
Requirements:
- You've built performance systems for teams of 30 to 150 people, ideally in product startups at late Seed or Series A stage.
- You understand the difference between performance management in a traditional company and in a tiny team. If your resume is all Fortune 500, this is probably not the right fit.
- You're comfortable in data. Excel, SQL, Notion API at a level where you can build prototypes yourself instead of waiting on an analyst.
- Experience building grading systems, talent review, 9 box or similar is a plus. Experience turning a manual Excel process into a working automated one is a big plus.
- Working English. Russian is nice to have but not required.
Benefits:
- Pay: a fixed project fee plus a bonus tied to the definition of done (v1 live and adoption of 80% or higher one month after launch). Exact number gets discussed on the call. The benchmark is a senior People Ops consultant market rate.
- Format: work trial. The first 2 weeks are a paid pilot on one competency. If we click, we move to the full scope.
- Contract: B2B or equivalent depending on your jurisdiction.
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