Talent Intelligence Analyst - Engineering Strategy

Wealthfront Corporation

Palo Alto (CA)

On-site

USD 110,000 - 140,000

Full time

14 days+

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Benefits offered by this job

Medical, dental, and vision coverage

401(k) with company match

Employee Stock Purchase Plan (ESPP)

Generous time off

Parental leave

Wellness reimbursements

Professional development

Employee investing discount

Job summary

Wealthfront is hiring a Talent Intelligence Analyst to support engineering hiring and partner with executives across the company. You will build talent maps, craft conviction packets, and help leadership frame roles using market insights.

The role emphasizes targeting high-signal candidates and documenting why some are screened out. The ideal candidate will quickly absorb technical domains, write clearly under deadlines, and collaborate cross-functionally to influence hiring decisions with

Qualifications

2+ years producing written analyses that someone acted on — executive search research, talent intelligence, technical sourcing, equity research, consulting, or a similar analytical role.
Systems thinking orientation with the ability to analyze discrete decisions and their downstream consequences.
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

Responsibilities

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.
Contribute to the team's frameworks, templates, and sourcing playbooks.