- You will build your own voice and the voice of a company at the forefront of remote work.
- We value writing. Whole teams and processes are built around clear, goal-oriented, frequent communication. You will learn from the best, and make them better.
- You will be free to innovate at scale. The playbook on remote career development is yet to be written, and we are fully committed to writing it.
- Crossover has 4M+ followers on LinkedIn today. You have an audience waiting for you.
Employer Branding Manager $200,000 USD/year Pay is set based on global value, not the local market.
Most roles = hourly rate x 40 hrs x 50 weeks ($100 USD/hour)
Not accepting applications on crossover.com at this time.
Description
Are you a star career coach stuck in 'InHuman' Resources? Most (I)HR departments are still stuck rounding up the local fauna and ensuring they don't escape. If you believe the future of work is remote, and want to build HR for remote workers worldwide, this is the role for you.
The pandemic has accelerated the inevitable adoption of remote work, but it is still Day One. Currently, remote work simply means attending zoom meetings from home a few days each week. We believe the future is much more – fully remote careers where workers build their skills to find transformative opportunities in a global work marketplace. No one has written the HR playbook for this new world. Do you want to help write it?
What you will be doing
- Build and research ideas on what it means to be a remote worker – What skills are valuable, and how should you acquire them? Should you work as a contractor or a full-time employee? Does it even matter?
- Express these ideas with an edge. This is a writing job. You will write compelling content every week and become the go-to resource for workers seeking to build remote careers
- Help employers understand, recruit, retain and retrain a global workforce. Write their HR playbooks for them, one post at a time
- Design and build surveys, questionnaires, and tests that help workers and employers understand their capabilities, needs, and opportunities
What you will NOT be doing
- Designing, compiling, or analyzing quarterly or annual performance reviews
- Building exercises that hold back careers instead of advancing them
- Determining team sizes or compensation
Key responsibilities
- Writing. This job is primarily outward-facing. You need to produce engaging content that can help launch a million careers.
- Develop HR frameworks and associated exercises to help workers understand and plan their careers
- Simplify skill-based recruiting for both employers and workers
- Provide advice on compensation, taxation, and savings for both contractors and employees
Candidate requirements
- A university degree (BA/MS, MS, or PhD) with English as a language of instruction
- HR/recruiting experience at mid to large-size firms (at least 50 people)
- A track record of being a content generator - either individually or in an org - who has published at least 10 pieces of original content this year
- Extroversion and empathy
- The ability to channel that extroversion into engaging and frequent content
Nice to have
- Remote work experience
- Video/graphic content skills
How it works
Applying for a role? Here’s what to expect.
We’ve curated a series of steps that take the guesswork (and cognitive bias) out of recruiting the best person.
STEP 1
Pass Cognitive Aptitude Test.
STEP 2
Pass English Proficiency Test.
STEP 3
Prove Real-World Job Skills.
STEP 4
Ace An Interview Or Two.
STEP 5
Accept Job Offer.
STEP 6
Celebrate!
Frequently asked questions
What you will learn
Work examples
- Here are the thought leaders in remote careers today: https://blog.mailmanhq.com/the-5-best-remote-work-blogs-to-follow-to-master-your-remote-work/. You will match them, then beat them.
- We want to produce thoughtful content cutting across different geographies and different domains
Reviews
Meet some people who've landed similar jobs
Why Crossover
Recruitment sucks. So we’re fixing it.
The Olympics of work
It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Premium pay for premium talent
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
Shortlist by skills, not bias
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.
