Description
If you’re a recruiter who’s tired of sourcing, screening, and pretending resumes predict success, this role was built for you.
Join Crossover's People and Talent Operations team and design how hiring works end-to-end. You are not here to move candidates through a funnel. You are here to build the system that attracts the right people, evaluates real capability, and delivers high-quality hires on time — hires who meet the quality bar and stay. When outcomes miss the bar, you don’t explain it away. You redesign the system.
We do not run hiring like a traditional company. There is no manual sourcing, no resume-first screening, and no recruiter-as-gatekeeper model. Job advertisements are engineered to reach and compel the right audience, including passive candidates. Screening ecosystems are designed to assess skills, judgment, transferable knowledge, and real work long before a hiring team ever interviews someone.
We also want to be very transparent: we are not like every other company, and not everyone will thrive here. That’s not a value judgment — it’s about fit. We care deeply about not wasting candidates’ time, so before you invest in our application process, it’s important to know what this role is not.
If you agree with any of the following, we’re probably not the right fit for you:
- You want to focus on sourcing, resume review, or early-stage screening interviews.
- You’re uncomfortable challenging hiring managers when requests drift into low-signal or non-compliant territory.
- You prefer being given clear instructions over figuring out what needs to be built.
- You see AI as something to be cautious about rather than something to actively design with and around.
- You rely on meetings to stay aligned instead of building dashboards, artifacts, and proactive updates.
- You believe retention issues are always a people-management problem and never a signal worth investigating upstream.
This is an AI-first environment. AI produces drafts, variants, analyses, and first passes by default. Your value is in how you design inputs, define guardrails, document reasoning, and calibrate quality. You will routinely turn work over to AI and shift your focus to quality control, system maintenance, and designing agentic solutions that scale.
The role is global and remote. Autonomy is high. So is accountability. You will work directly with senior leaders and C-suite stakeholders across a private-equity-backed portfolio, with an expectation of proactive communication and early risk signaling. You must be available for at least 4 hours that overlap U.S. business hours on weekdays, when most stakeholders are online. Outside of that, your schedule is largely self-directed.
One last thing, in the spirit of transparency: our application process is not quick. It requires meaningful time and thought. Most candidates invest 1-3 hours during the process, and this role often requires more time. We do this intentionally to ensure mutual fit.
If you’re more excited after reading all of this, we’d genuinely like to hear from you.
What you will be doing
- Designing role specifications, org charts, ladders, and RACIs that translate real business needs into clear hiring targets
- Building AI-assisted job ads and distribution systems that attract the right candidates without manual sourcing
- Designing screening and assessment ecosystems that evaluate skills, judgment, and transferable experience beyond resumes
- Applying working knowledge of U.S. hiring practices to guide stakeholders and flag risk (e.g., W-2 vs. 1099, EEOC, ADEA considerations)
- Documenting thinking, research, and decisions, then leveraging AI to generate drafts, variants, and analyses at scale
- Using post-hire performance and retention data as signals to continuously improve role design, assessments, and pipelines
What you will NOT be doing
- Sourcing candidates, reviewing resumes, or running first-round screening interviews
- Acting as a gatekeeper for hiring information or routing all updates through yourself
- Waiting for stakeholders to ask for status updates
- Following traditional recruiting playbooks or “best practices” without questioning them
- Allowing non-compliant or risky hiring requests to pass unchallenged
- Working in an environment with close supervision or step-by-step instructions
Key responsibilities
Design and operate an AI-first hiring system that delivers high-quality hires on time and uses post-hire performance and retention data to continuously improve hiring signal.
Candidate requirements
- At least 5 years of experience in recruiting, talent operations, talent enablement, or people operations
- Hands-on experience designing or running assessment-based hiring pipelines
- Experience creating org artifacts such as role specifications, org charts, ladders, RACIs, or competency frameworks
- Working knowledge of U.S. hiring practices and regulations, including compliance considerations
- Comfort working directly with senior leaders and C-suite stakeholders
- Strong written and verbal communication with a bias toward clarity, structure, and action
- Ability to operate autonomously in a global, remote environment
- Practical experience using AI in daily work, including understanding risks, trade-offs, and quality control
- Availability for at least four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience in org design, HRBP work, or workforce planning
- Familiarity with low-code tools, automation platforms, or agentic workflows
- Experience building dashboards or visualizations for executive audiences
- Background in high-growth, high-accountability, or private-equity-backed environments
Applying for a role? Here’s what to expect.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.
Chat-style screening interview.
Cognitive aptitude test.
Prove real-world job skills.
Interview with the hiring manager.
Accept job offer.
Pass proctored test.
Frequently asked questions
About the role
Reviews
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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.
Join the world's largest community of 
AI-first remote workers.