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Cash forecasts are set, then disappear. In B2B environments, 20–30% of invoices extend beyond their due dates each quarter, accumulating in aging buckets through "processing delays," portal complications, and unclear disputes. Finance teams are left explaining variances while funds remain unreconciled. The standard industry fix is additional oversight and follow-up emails—but DSO continues to climb, and quarter-end transforms into a cycle of justifications.
Trilogy has chosen a fundamentally different approach: manage collections as a precision discipline. Each day begins with a quantified action plan tied directly to forecast. We use AI to rank accounts by cash impact and collectability, then eliminate root causes until funds reach our account. Disputes are not merely "monitored"—they are closed with evidence, customer acceptance, and a documented payment commitment. The objective is straightforward: convert forecasted cash into deposited cash on the precise day projected, enabling the entire organization to operate with greater velocity.
In this position, you will design and execute a zero-miss daily collection plan, eliminate payment delays before they escalate into aged problems, dismantle disputes with audit-grade documentation, and reduce the aging bucket to only genuine exceptions. If your natural approach is to escalate with precision, identify the true obstacle, secure written customer agreement, and lock down a commitment date, this role will suit you. If you prefer monitoring dashboards and waiting for month-end reconciliation, it will not.
You will operate at the core of the cash engine alongside forecasting and revenue operations: they model and flag risk; you eliminate it and capture the result. Your toolkit includes AI-powered prioritization, precise customer communication, and zero tolerance for aging receivables. If you're prepared to transform quarter-end from a crisis point into a controlled process, apply now!
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.






It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
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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