Director - Talent Assessment Science, Washington, D.C.​

Responsibilities

• Partner directly with clients , scoping needs, shaping solutions, presenting psychometric findings and defending the science with equal fluency to legal teams, executives and non-technical stakeholders.
• Build structured interview systems at speed, developing behaviorally anchored, job-relevant guides that balance scientific rigor against commercial timelines - two demands that rarely agree - so clients have tools they can actually use.
• Draw discoveries out of our data , mining Gallup's 17M+ pre-hire assessment dataset for novel validity evidence, performance predictors, subgroup patterns and insights that serve clients and advance the field, including the occasional inconvenient result.
• Develop your people through real reps on real problems. Set the scientific standard; coach researchers and psychometricians on method and craft; and guide the assessment science on major client engagements alongside strategy, analytics, technology and client-service colleagues.
• What Makes You Stand Out
• Validation rigor across the full arc: You have done confirmatory factor analysis for construct validity, criterion-related designs that predict rather than merely correlate, norming and standardization, and adverse impact analysis that you have taken through to remediation.
• A researcher's instinct for discovery: You treat a dataset as territory to explore rather than merely validate, alongside fluency in AI as both tool and context, building with it and thinking ahead about what it means for the integrity and fairness of hiring decisions.
• Assessment science expertise: You have deep knowledge of EEOC regulations, the Uniform Guidelines and SIOP principles, and you have confidently defended assessment methodologies to legal stakeholders and regulatory audiences.
• The temperament of a player-coach: You are senior enough to set the standard, secure enough to stay in the craft, and willing to tell a room of executives something it would rather not hear. Your credibility comes from your science, not your title.
• What You Need - Requirements
• A Ph.D. in I-O psychology or a closely related field
• At least 10 years of experience building assessments for clients, on commercial timelines, that businesses paid for and used, with at least five years in an applied, non-academic setting
• Demonstrated test construction, not merely an acquaintance with it; you have experience writing items at scale with quality and bias review, scale development you have actually shipped, and IRT modeling
• Deep knowledge of EEOC regulations, the Uniform Guidelines on Employee Selection Procedures and SIOP principles, with experience conducting job analyses and defending assessments in legal/EEOC contexts
• Statistical analysis experience using R, Python or similar tools
• A commitment to working on-site at Gallup's Washington, D.C., office at least three days per week
• Eligibility to work in the United States; this position is not eligible for employment visa sponsorship
• Why Lead Hiring Analytics at Gallup
• We exist for our clients, and they come to us to answer a simple question: Who should we trust with this work? The answer reshapes a person's career and a company's trajectory, and getting it right is our mission. The

Benefits

Additional Information

Set the direction and shape the science behind who gets hired. At Gallup, our pre-hire assessment science is backed by decades of research, millions of data points and a body of work that has influenced how organizations select talent around the world. We are looking for a director to lead the next chapter of that science in close partnership with the researchers, technologists and client teams who carry it to market. The work of our Hiring Analytics practice spans the full range, from building proprietary instruments to curating and validating the best of what already exists. Leading this practice requires exceptional judgment to choose the right solution and strategic vision to modernize and advance assessment science in a rapidly evolving industry. This is a player-coach role in the truest sense: senior enough to set where the portfolio goes, yet close enough to the methods that the work still carries your fingerprints. You will guide the practice into adaptive testing, AI-augmented assessment and modern validation while developing a small, senior team that grows because you are in the work alongside them.

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