Description
Hiring is broken. Most companies have no idea how to define what success looks like in a role -- let alone how to find the right person to deliver it. They rely on proxies: pedigree, resume keywords, vibes in interviews. The result? Expensive beauty pageants and costly mishires. It's no wonder that the average time-to-fill a role is over 40 days, half of hires fail within 18 months, and hiring managers end up shouldering the burden of mismatched teammates. It's a process optimized for bureaucracy, not business outcomes.
We're building something different. Our approach starts by identifying what good looks like, not in vague competency models, but in clear, measurable outcomes. From there, we build recruiting pipelines designed like products: measurable, improvable, and ultimately scalable. When something breaks, we analyze the system, trace it to the root, and fix it. It's not just recruiting: it's operating system design for how great teams are built.
This is not an HR role. You're not scheduling interviews, juggling calendars, or doing "culture fit" theater. An AI system already handles sourcing and first-pass screening. What's left is the part that needs a person. You carry a portfolio of live requisitions in Salesforce, decide what a hiring manager actually needs before sourcing starts, and close candidates through offer. The target is plain: at least 90% of your pipelines fill inside their deadline each quarter, and no stakeholder is ever surprised by bad news.
You start on the straightforward pipelines. The hard and political searches sit with a more senior tier, and they stay there until you can spot the moment an easy pipeline turns hard and hand it over cleanly. That judgment is what moves you up. So is what you build: when a manual task keeps eating your week, you fix it yourself with Claude and our internal AI tooling, and the team runs on what you made. The roles you fill get closed and forgotten. The tools you build stay.
If you hate fluff, want to own hiring outcomes instead of coordinating them, and want to put your brain to work fixing one of the most outdated systems in modern business, we want to hear from you.
What you will be doing
- Own a portfolio of live requisitions from intake to signed offer, including the negotiation and the wobble before start date.
- Pressure-test what a hiring manager says they want before sourcing starts, and tell them when the requirements and the deadline can't both be true.
- Write and maintain the role specs, job descriptions, and scored assessments your pipelines run on, building one from scratch when a role has none.
- Update stakeholders before they ask, and hand off a pipeline up the moment it turns hard, packaged so the next person needs no follow-up questions.
- Build small AI tools for recurring problems with Claude, Claude Code, Skills, and MCPs (Model Context Protocol), then hand them to the team.
What you will NOT be doing
- Sourcing by hand or grinding through resume screens. That's the AI system's job.
- Carrying the hardest, most political searches alone. Those sit with a more senior tier.
- Coordinating someone else's requisition. You own the fill, not the calendar.
- Getting graded on activity: screens booked, candidates submitted, calls logged. You're graded on hires that land on time.
- Guessing where your job ends and someone else's begins. The line is written down.
Key responsibilities
Fill your portfolio's requisitions on time, with hires that meet the bar.
Candidate requirements
- At least 2 years in recruiting, talent acquisition, or hiring operations.
- You have owned a hiring pipeline end-to-end, from intake through signed offer. Supported one doesn't count.
- Daily use of an AI assistant (Claude, ChatGPT, Gemini, or Copilot), and you can say what you use it for.
- Working knowledge of basic US hiring compliance: what can't be asked in a screen, plus EEO and at-will basics.
- Writing stakeholder updates or candidate communications was a regular part of a previous job.
- At least 4 hours of daily overlap with US business hours (9am to 5pm ET). Full-time remote, open globally.
Nice to have
- Salesforce, or a comparable CRM or applicant tracking system (ATS), used as your system of record.
- Recruiting or talent acquisition for software and technology roles.
- Assessment-first hiring, where candidates are scored on work samples instead of resumes.
- You've written a rubric someone else had to grade against, and it held up.
- Recruiting operations (RecOps) or talent operations background.
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.
Pass
proctored test.
Accept job offer.
Frequently asked questions
Reviews
Meet some people who've landed similar jobs
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.