[Hiring] Workforce Auditor REMOTE USA

Position: Workforce Auditor

Date Posted: September 22, 2025

Industry: Technology / Blockchain

Employment Type: Not Specified

Experience: Extensive experience in workforce auditing, headcount planning and organisational realignment

Qualification: Estimated Qualification like Bachelor Degree holder, Diploma/Degree/Certificate

Location: United States (Remote / as required)

Company: IOG

Description:
Who we are
IOG is a research-driven blockchain technology company focused on building secure, scalable, and sustainable Web3 systems. We combine peer-reviewed research and formal methods with practical product development across DeFi, governance, identity and other decentralised services. Our teams are curiosity-led, collaborative, and mission-focused—working to push the boundaries of what decentralised technology can achieve.

About the role
We are seeking a seasoned Workforce Auditor to evaluate our current headcount and team structures against a newly defined business operating system. This role will deliver data-driven recommendations to optimise capacity and capability across our venture-studio operating model, and then support stakeholders as they implement agreed changes. The ideal candidate has strong workforce-mapping and headcount-modelling experience, preferably in venture studios, high-growth startups or Web3 environments.

Your mission

• Audit: Assess the existing workforce versus the target organisation design and operating model.
• Recommend: Identify inefficiencies, skill gaps, and over/under-resourced teams and propose prioritized, practical options.
• Realign: Support implementation of approved changes with clear role maps, transition plans and stakeholder guidance.

Key responsibilities

1. Workforce audit

• Review the target org design, headcount data, skills inventories, budgets and venture studio strategy.
• Map current roles, team structures and functions against future-state requirements.
• Identify overstaffed / under-resourced teams, role duplications, skill mismatches and capability gaps.
• Assess capacity against studio throughput goals and highlight risks to delivery.

2. Workforce realignment recommendations

• Produce clear, team-by-team recommendations tied to company KPIs, budget and strategy.
• Prioritise options with rationale, impact estimates and a recommended sequencing.
• Provide trade-offs and alternative scenarios where appropriate.

3. Realignment support

• Help operational teams implement approved changes: create role maps, communications, manager guides and transition plans.
• Flag dependencies, risks and staffing impacts, and propose mitigation steps.
• Work closely with People, Change Management, Job Architecture and Enterprise Architecture stakeholders to ensure tooling, systems and job frameworks align with changes.

Assumptions & ways of working

• A BOS (Business Operating System) team will provide a draft target org design — your work follows that design phase.
• You will partner closely with an existing Change Management lead and a People team member responsible for job architecture and skills mapping.
• The venture studio model includes a mix of central shared services and venture-specific teams; workforce decisions must align to executive KPIs.

Ideal profile

Experience & skills

• Proven track record in workforce auditing, organisational realignment, redeployment or post-M&A transitions.
• Comfortable with headcount modelling, capacity planning and role mapping in technology-driven organisations.
• Strong technical literacy about roles and skills within engineering, product and distributed teams.
• Excellent communicator: able to turn analysis into simple, actionable documentation (impact maps, staffing models, role-by-role analysis).
• Practically oriented — delivers outcomes and supports execution, not just strategy.

Mindset

• Execution-focused and people-aware: sensitive to employee impact and change complexity.
• Adaptable in ambiguous, fast-changing environments; curious about how AI, automation and decentralisation shift workforce needs.
• Able to balance tactical work with long-term, future-oriented thinking.

Deliverables

• A comprehensive workforce audit mapped to the target org design.
• Team-by-team realignment recommendations, prioritised and costed.
• Risk assessment and prioritisation framework.
• Implementation materials: team maps, transition plans, manager guides and executive briefing decks.

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