Combining the CHRO with CIO Positions at Roblox - Jack Buckley - #188

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Check out this episode of the #1 people intelligence podcast with special guest, Jack Buckley, Chief People and Systems Officer at Roblox!

In this wide-ranging conversation, host Cole Napper sits down with Jack to explore his unconventional journey from Navy nuclear engineer and tenured statistics professor to running a federal agency and now leading both the people and systems teams at the gaming platform company. They dig into what it really means to hold a dual CHRO and CIO role, with Jack arguing that success depends more on the right organization than a uniquely special person. At a mid-size, engineering-heavy firm like Roblox with around 3,500 employees, combining people processes with internal tools and enterprise systems creates powerful synergies that might not work elsewhere, especially where the systems side focuses less on pure technical leadership and more on how work actually gets done day to day. Jack shares how he arrived at Roblox through the rapid acquisition of his game-based assessment startup during the pandemic, just weeks before a planned sale to McKinsey, bringing deep expertise from redesigning the SAT at the College Board, leading research and psychometrics at the National Center for Education Statistics, and pioneering innovative measurement approaches at places like the American Institutes for Research. Listeners will hear about the frontier of game-based assessment for hiring early-career software engineers, product managers, and data scientists, including why explainable scoring rooted in evidence-centered design and item response theory still matters even as AI reshapes technical evaluations, and how the team moved existing technology onto the Roblox platform itself while maintaining rigorous, non-black-box methods. The discussion turns to AI enablement across the business, from safe agentic coding tools embedded in engineering workflows to thoughtful automation that avoids black-box risks in HR, legal, and finance, plus practical lessons on verifying outputs, building deterministic harnesses, and focusing on real workplace problems rather than hype or vendor pitches. Jack also reflects on building people analytics and employee listening from scratch when the company was far smaller, the value of succession planning that expos