Description
Hiring is broken. Almost everyone knows it. Few people know how to fix it.
This role is for someone who does.
This position sits in People and Talent Operations, but it is fundamentally a systems design and operations role, with hiring as the domain. You are not expected to be a subject-matter expert in hiring. You are expected to be an expert at building systems that deliver clear results — systems that are scalable, repeatable, and resilient under real-world pressure.
The problem to solve is simple to describe and hard to execute: design and operate a system that consistently brings the right people into the business, on time, at the right quality bar, and into roles where they succeed and stay. That system must work not just for clean, well-defined requests, but for ambiguous, high-stakes, non-standard ones too. This role requires ongoing ownership, good judgment, and the discipline to fix issues in ways that strengthen the system rather than adding complexity.
Stakeholder management is non-negotiable. You will work with senior leaders who have strong opinions, competing priorities, and imperfect inputs. You will not have formal authority. You will succeed by building trust, finding common ground, and clearly surfacing trade-offs — holding the quality bar while helping people feel heard and supported.
This is an AI-first environment. You will be hands-on with AI every day, using it to generate drafts, test ideas, analyze outcomes, explore edge cases, and surface patterns. You won’t hand ideas to engineers and wait. You’ll build, test, break, document, and iterate yourself, then partner with others when it’s time to scale or harden something.
We also want to be transparent, because we don’t want to waste your time. This is not a role for everyone.
If any of the following sound like you, this likely isn’t the right fit:
- You prefer diagnosing problems over owning solutions end to end
- You need authority, org charts, or formal DRIs to get work done
- You only work through engineers instead of getting hands-on yourself
- You see feedback or pushback as a personal attack rather than useful signal
- You focus on optimizing individual pieces and miss the system-wide effects
- You like the idea of fixing broken systems more than the reality of doing it
This is a global, remote role with high autonomy and high accountability. You must be available for at least four hours overlapping U.S. business hours on weekdays. Outside of that, your schedule is largely self-directed.
One last thing, in the spirit of honesty: our application process requires real effort. Most candidates invest meaningful time because the role itself requires it.
If reading all of this made you more energized — not less — we’d genuinely like to hear from you.
What you will be doing
- Designing and improving end-to-end systems that turn ambiguous needs into repeatable, high-quality outcomes
- Working directly with senior stakeholders to clarify real constraints, surface trade-offs, and align on what “good” looks like
- Using AI daily to generate, test, analyze, and refine system components, then applying human judgment and quality control
- Owning your work from first idea through results, measurement, and iteration — no handoffs, no partial ownership
- Identifying patterns, diagnosing root causes, and improving the system based on outcomes and real-world feedback
What you will NOT be doing
- Diagnosing problems and handing execution to someone else
- Optimizing one part of a system while ignoring downstream effects
- Waiting for authority, formal structure, or escalation to make progress
- Working only through specialists instead of getting your hands dirty
- Avoiding messy problems, difficult stakeholders, or accountability
Key responsibilities
Design, own, and continuously improve the systems that deliver high-quality hires on time and into roles where they succeed and stay.
Candidate requirements
- 5+ years of experience in business operations, people or talent operations, program management, or a similarly system-heavy role
- Direct experience hiring for your own team or function, with accountability for hiring outcomes (e.g., time-to-fill, quality, retention)
- Hands-on experience designing and implementing operational systems end-to-end, not just maintaining them
- Experience creating org and operating artifacts such as role specs, org charts, ladders, RACIs, workflows, or decision frameworks
- Strong written operator: has produced SOPs, process docs, or post-mortems used by others
- Working knowledge of U.S. hiring practices and regulations, including compliance considerations
- Comfort working directly with senior leaders without formal authority
- Practical, daily use of AI in operational work, with attention to quality and trade-offs
- Availability for at least four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience taking a system through multiple iterations based on performance and retention data
- 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.
Pass proctored test.
Accept job offer.
Frequently asked questions
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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.
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