SVP of AI Talent Systems Architecture $400,000 USD/year Pay is set based on global value, not the local market.
Most roles = hourly rate x 40 hrs x 50 weeks
Not accepting applications on crossover.com at this time.
Description
This role is for people who believe great management can be replaced by great systems. If you think underperformers need a boss to check in on them, not a dashboard and a coaching loop, this isn’t the place for you.
You have replaced HR processes with tools. You’ve automated onboarding steps, created coaching workflows, and made performance data easier to act on. You’re ready to own the full stack and make it work without managers.
At Trilogy, we’ve made a deliberate choice. We don’t use traditional people managers. We use data, feedback loops, and AI-powered tools to operate our teams. You will not manage a team. You will create systems that make team oversight unnecessary.
You will build those systems from scratch. You will define the workflows, prototype them using AI and low-code tools, and run them directly when needed. You will design dashboards that surface coaching opportunities and performance risks. You will work with the CEO on high-stakes decisions. You will not rely on others to deliver results. You will be responsible for what works and what doesn’t.
If you believe people problems should be handled through hierarchy or protected by politics, you will not succeed here.
Ready to take control of the entire HR system and prove that better tools beat bigger teams? Apply now.
What you will be doing
- Writing clear, implementation-ready specs for AI-first HR systems
- Prototyping and operating workflows using low-code and AI tools (e.g., Retool, Cursor, Lovable, Bolt, etc.)
- Running onboarding, coaching, and release workflows directly when automation isn’t ready
- Building dashboards and metrics to generate real-time performance signals
- Owning the outcomes for onboarding, coaching, or releasing entire cohorts
What you will NOT be doing
- Managing a traditional HR team or relying on business partners
- Maintaining outdated tools or workflows from legacy companies
- Sitting in alignment meetings or committee reviews
- Waiting for engineers to build the tools you need
- Relying on documentation instead of live system feedback
Key responsibilities
Deliver a fully automated HR function that supports scaled global talent operations without traditional managers or manual processes.
Candidate requirements
- Proven track record of designing and running operational systems end-to-end using AI and low/no-code tools (Cursor, Windsurf, Lovable, Bolt, Retool, Zapier, Airtable).
- Hands-on experience building working automations and prototypes you personally delivered.
- Strong data analytics skills with the ability to turn noisy people data into automated decision logic.
- Comfort making high-stakes talent decisions, including structured improvement plans and terminations, without a manager layer.
- Experience operating in high-pressure, high-autonomy environments (startups, turnarounds, rapid-scaling companies).
- Based in the U.S. with a preference for Austin or the ability to travel at least one week per month
- Eligible to work in the U.S. without visa sponsorship
Nice to have
- Background in business operations, engineering, data analytics, or product management.
- Prior experience building AI-native systems in a high-growth environment.
- Familiarity with emerging AI development platforms and “vibe-coding” culture.
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.
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