Now Hiring
Head of Skills and AI Transformation Advisory
The Opportunity
Large management consulting firms can tell an enterprise which roles are affected by AI. They can map the workforce strategy and model the future state. What they can’t do is tell a CHRO which specific people in their organization are ready to do that work — demonstrated, at the individual level, with evidence that holds up to scrutiny.
That gap is Vervoe’s lane. And nobody else is in it yet.
We’re building the Skills and AI Transformation Advisory function from the ground up. This is the founding role — which means you’ll shape what the practice looks like, define how we show up in the market, and establish the methodology that every future engagement runs on. That’s a genuine opportunity, and it’s also a genuine test: we’re looking for someone who sees “build it” as the compelling part, not the daunting part.
What This Function Does
The Skills and AI Transformation Advisory function sits at the intersection of workforce strategy and skills measurement. It’s not consulting — we don’t produce strategy documents. It’s high-value, advisory-led work that requires both deep expertise in how workforce decisions get made and genuine credibility with the people who make them.
AI Transformation Engagements
- Working with CHROs, Chief People Officers, and transformation leaders to define the AI-augmented version of key roles — the competencies, task mix, and performance benchmarks for roles that are still evolving.
- Designing and deploying workforce assessments that produce a segmented readiness map, not a generic skills score.
- Translating assessment data into a hiring blueprint and ongoing workforce intelligence program — a continuous signal, not a one-time snapshot.
- Running the evidence layer for enterprises that have already completed diagnostic work with large consulting firms and need individual-level readiness data those firms can't provide.
Skills Advisory
- Beyond AI transformation engagements, you'll support Vervoe's enterprise accounts on skills strategy and assessment program design — where the work requires more than implementation and carries a premium for the expertise you bring to it.
What You’ll Own
Client relationships
The most important thing you'll do is earn trust with senior people — CHROs, Chief Transformation Officers, People VPs — and become mission-critical to their workforce strategy. Depth of relationship is the job.
Engagement delivery
You're in the work. You'll design frameworks, facilitate workshops, interpret data, and produce outputs that senior stakeholders act on. A part-time Vervoe resource supports delivery from day one, but this role is hands-on throughout.
Practice development
You'll shape the engagement model from the inside — what we ask, how we analyze it, how we frame findings for different buyer types. The methodology gets better because you're the person running it. You're not inheriting a finished playbook, you're writing it.
Partnership conversations
The co-sell opportunity with transformation consultancies is real. You'll develop those relationships and position Vervoe as the evidence layer for their strategic work.
Commercial outcomes
When you do the above well, revenue follows. This role doesn't carry a traditional sales quota, but you'll be accountable for the commercial performance of the advisory function — through the quality of work, depth of relationships, and the natural expansion that comes from both.
Who You Are
Three skill sets matter for this role, in this order.
First
You can lead a consulting engagement
Scoping an ambiguous problem into a deliverable with a price tag. Managing a client relationship where you're the external party being scrutinized. Structuring and facilitating workshops with senior stakeholders who didn't hire you personally. Writing findings that land with a CHRO who can walk away. This is a distinct craft — and it's the hardest thing to develop on the job.
Second
You can operate without institutional support
At a large consulting firm or a well-funded HR tech company, half the room's receptivity is the logo on the deck. At Vervoe, you are the credibility signal. The right candidate has already operated in a context where they had to win on personal expertise and relationship quality, not brand.
Third
You know the talent and workforce landscape
AI transformation, skills-based hiring, workforce intelligence, the buyer's world — you don't need to be taught the domain. You bring a point of view on where the market is going and why the individual-level evidence layer is the missing piece.
You likely come from one of these three places:
Boutique or mid-tier workforce advisory
A specialist HR advisory, future-of-work practice, or org effectiveness consultancy — not Big 4. You've run engagements on your own credibility, without a household-name firm behind you. You're probably frustrated that your work stops at the strategy layer and never produces the individual-level evidence that would make it actionable.
Consulting-to-practitioner crossover
You did serious time in consulting — engagement manager level, running your own projects — and then moved in-house into a senior HR, talent, or transformation role. You have the craft and the buyer empathy. You know what it feels like to be on both sides of the table.
Senior advisory or solutions role at an HR tech company
Not an account executive — the person AEs brought into complex deals to run the strategic conversation. You've built practice-like functions inside a product company, operated without a big brand, and done enough upstream advisory work to know the difference between scoping an engagement and implementing one. You're deeply embedded in the talent technology landscape and have a view on where it's going.
We’re not looking for someone whose entire career has been in-house. Running HR programs as a practitioner is valuable experience — but it doesn’t develop the consulting craft this role requires.
Across all backgrounds, we’re looking for the same core attributes:
- CHRO-level credibility. You can walk into a conversation with a Chief People Officer or Chief Transformation Officer and be taken seriously as a peer — not as a vendor.
- A track record of voluntary obsolescence. You've proactively moved away from something you were good at because you saw the landscape shifting. Your identity is attached to the outcome, not the method.
- The willingness to hold the goal tightly while holding methods loosely. The AI transformation market is moving fast. The playbook will evolve. You're comfortable building the plane while flying it.
- Solo-operator instincts. This is a hands-on role inside a ~22-person company. You'll be the person in the room, writing the frameworks, interpreting the data, and presenting findings. You need to be good at all of it — not just at directing others who are.
- The ability to see the deeper problem. Buyers often present a tool need. The real problem is almost always bigger — a credibility gap, a change management challenge, an institutional congruence issue. You can hear what's not being said and reframe the conversation accordingly.
- Builder instincts. This is a founding role. You'll establish patterns, create templates, and make judgment calls that set the standard for everything that follows. That should excite you.
What You’re Walking Into
We’re not asking you to validate a hypothesis. The demand exists.
- Active engagements and a qualified pipeline across enterprise accounts where AI transformation is the central theme — mid-market, global enterprise, and institutional buyers.
- A working strategy memo mapping the AI readiness market, buyer types, competitive landscape, and recommended sequencing — written for execution, not decoration.
- A validated demand signal from enterprise buyers actively searching for AI skills assessment capability who have outgrown what large consulting firms can offer them.
- A platform — Vervoe's task-based assessment infrastructure — that is the only product capable of producing demonstrated, role-specific AI skills evidence at scale.
- Regulatory tailwinds: NYC Local Law 144, the EU AI Act, and growing enterprise demand for explainable, auditable AI-in-hiring processes.
- An experienced Vervoe team member supporting delivery from day one — you're not doing everything alone.
What This Role Is Not
A sales role. You'll be the reason deals close and expand — but through the quality of advisory relationships, not through pipeline management.
A strategy-only role. You'll be in the delivery. Frameworks, assessments, findings, client workshops — this is hands-on work.
A role for someone who needs a fully built playbook. The methodology is maturing. You'll shape it.
A role for a pure in-house practitioner. Deep HR experience is an asset. But if you've never run a consulting engagement as the external party, the core craft of this role will be a steep learning curve.
What Happens Next
We use our own platform — every time, for every role.
Initial conversation
A quick call to make sure we're aligned on the opportunity and what you're looking for.
Skills assessment
Designed to show us how you think about advisory and workforce problems — and give you a realistic sense of the work.
Deeper conversations
You get the full picture of the commercial model, existing pipeline, and the clients we're already working with.
We move quickly
If we're both in, we get started.