Capability Architect - Performance Consulting | Onsite - Princeton, NJ | Open to local US-based candidates only
Role Overview
We're hiring a Capability Architect to embed inside client organizations and run a complete capability-development cycle: define the skill gap, build a targeted solution, support practice in the flow of work, and measure the result with a number a CFO would sign off on. You won't hand off a deck and walk away. You'll own the outcome.
This is a solo-practitioner role to start. You'll run your first engagement independently, then help train the practitioners who join after you.
What you'll do
Embed with a client team and diagnose real performance problems, not just training requests
Run capability-gap analyses and translate business problems into measurable proficiency targets
Own the full cycle: baseline, build, practice, measure, adapt
Design learning interventions (programs, job aids, workflow tools), using AI tools to move faster
Work alongside the client's existing L&D team as a partner, and leave it stronger than you found it
Build credibility with director-level business stakeholders, not just L&D contacts
Full Job Posting
Capability Architect - Performance Consulting | Onsite - Princeton, NJ | Open to local US-based candidates only
Logistics
This is a full-time, fully onsite role based in Princeton, NJ, with travel to client sites as needed. Candidates must live within commuting distance of Princeton or be willing to relocate. This is not a remote or hybrid position.
About the Role
We're hiring a Capability Architect to embed inside client organizations and run a complete capability-development cycle: define the skill gap, build a targeted solution, support practice in the flow of work, and measure the result with a number a CFO would sign off on. You won't hand off a deck and walk away. You'll own the outcome.
This is a solo-practitioner role to start. You'll run your first engagement independently, then help train the practitioners who join after you.
What you'll do
Embed with a client team and diagnose real performance problems, not just training requests
Run capability-gap analyses and translate business problems into measurable proficiency targets
Own the full cycle: baseline, build, practice, measure, adapt
Design learning interventions (programs, job aids, workflow tools), using AI tools to move faster
Work alongside the client's existing L&D team as a partner, and leave it stronger than you found it
Build credibility with director-level business stakeholders, not just L&D contacts
Requirements
- At least one full cycle of taking a performance problem from analysis to a measured outcome, without a large team behind you
- Comfort being judged by a number, not a survey score
- Credibility with director-level (or above) business stakeholders
- Strong needs-analysis instincts: the ability to turn a vague complaint into a measurable target
- Working knowledge of, or the ability to quickly build fluency in, one industry vertical (for example: pharmaceuticals and life sciences, banking and financial services, energy, manufacturing, or technology)
- Comfort using AI tools to accelerate your work, and the judgment to know when to override them
- Bachelor's degree in a related field, or equivalent practical experience
- If you've spent your career proving your work moved a number, and you'd rather build something than maintain it, we want to hear from you.
Responsibilities
- Embed with a client team and diagnose real performance problems, not just training requests
- Run capability-gap analyses and translate business problems into measurable proficiency targets
- Own the full cycle: baseline, build, practice, measure, adapt
- Design learning interventions (programs, job aids, workflow tools), using AI tools to move faster
- Work alongside the client's existing L&D team as a partner, and leave it stronger than you found it
- Build credibility with director-level business stakeholders, not just L&D contacts
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