Director, People Performance & Measurement

Responsibilities

• Build and embed the performance and feedback culture: the cadence, the tooling, the systems, and how it actually reaches a manager and a team, not just the paperwork behind it.
• Own the requirements for our performance tech platform, working directly with engineering.
• Partner with the business on driving organizational priorities, functional performance metrics and reporting, and the line that connects a rating to reward.
• Partner with each function to make sure what they're measuring is real and measurable, across Sales, Data Centers, AI Infrastructure and Cloud/Software, where almost nothing runs the same way twice. The targets stay theirs. You're the partner who pressure-tests them.

Requirements

• You've built a company-wide performance or measurement system before, spanning team and individual, at a large or fast-scaling organisation. You've taken it in front of senior leadership and held your own there. You've worked across more than one kind of business. Sales, Data Centres and Engineering don't run on the same rhythm, and you've proven you can design for genuinely different contexts rather than stretch one template across all of them.
• You think like an operator as much as a designer. You're hands on, not someone who delegates the hard parts to a junior. You build it, and you keep running it yourself.

What you'll own

• You'll build the system that makes clear how we assess, reward, and improve performance, in close partnership with our compensation team on how that lands in someone's pay.
• Run the center of expertise for how we think about and act on performance, so Exceptional means the same thing wherever it's given, and co-run calibration with the People Partners at year end.

What you'll bring

This job likely isn't for you if

• You want a single, familiar playbook you can apply everywhere.
• You'd rather advise on measurement than run the mechanics yourself.
• You're looking for a steady, slow-moving build.
• You want senior leadership exposure without having designed what you're presenting.

Your first six to nine months

• Lock the functional metrics and goal cascade for every vertical, agreed with function leads, ready before a quarter starts.
• Stand up the mechanics that connect a rating to reward, and take it in front of senior leadership once.
• Run your first full quarterly cycle and your first year-end calibration, alongside the People Partners.

When you apply

Add a note to the end of your resume that clearly identifies one system you've built that connects a measure to a real outcome, and one sentence on how you know it worked. That's far more useful to us than a cover letter.

The range below reflects the base salary for the position. Actual compensation may vary based on job-related factors such as skill set, experience, education, and location. In addition to base salary, this role may be eligible for bonus, equity, and/or commission programs. Nscale may offer a competitive benefits package including medical, dental, vision, flexible paid time off, parental leave, and retirement plan participation.

Salary Range

• $160,000
• $280,000 USD
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