Senior Associate

$200,000 USD/year ^{Pay is set based on global value, not the local market. Most roles = hourly rate x 40 hrs x 50 weeks}  ($100 USD/hour)

If you're a recruiting professional who has grown weary of sourcing, screening, and treating resumes as predictive tools, this position is designed for you.

Become part of Crossover's People and Talent Operations team and architect the hiring process from start to finish. Your role is not to shepherd candidates through a pipeline. Your role is to construct the infrastructure that attracts qualified individuals, measures genuine capability, and produces high-caliber hires on schedule — hires who satisfy the quality standard and remain with the organization. When results fall short of expectations, you will not rationalize the shortfall. You will re-engineer the infrastructure.

Our approach to hiring differs fundamentally from traditional organizations. We do not conduct manual sourcing, prioritize resume-based screening, or operate a recruiter-as-gatekeeper framework. Job postings are crafted to reach and engage the appropriate audience, including passive talent. Assessment frameworks are engineered to evaluate competencies, decision-making, transferable expertise, and actual work performance well before a hiring team conducts interviews.

We also believe in complete transparency: our organization is not typical, and not every professional will succeed here. This is not a judgment of capability — it concerns alignment. We are committed to respecting candidates' time, so before you proceed with our application process, you should understand what this role is not.

If any of the following statements resonate with you, we are likely not the appropriate match:

• You prefer to concentrate on sourcing, resume analysis, or preliminary screening conversations.
• You find it difficult to push back on hiring managers when their requests stray into low-value or non-compliant areas.
• You favor receiving explicit directives over determining what systems need to be created.
• You view AI as a technology requiring caution rather than a tool to actively incorporate and design around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communications.
• You assume retention challenges are always leadership failures and never indicators worth examining at the hiring stage.

This is an AI-first organization. AI generates drafts, variations, analyses, and initial iterations as standard practice. Your contribution lies in designing prompts, establishing boundaries, documenting logic, and calibrating output quality. You will regularly delegate tasks to AI and redirect your efforts toward quality assurance, system upkeep, and building agentic solutions that scale.

The position is global and remote. Autonomy is substantial. Accountability is equally high. You will collaborate directly with senior executives and C-suite stakeholders across a private-equity-backed portfolio, with an expectation of proactive updates and early risk identification. You must be available for a minimum of four hours overlapping U.S. business hours on weekdays, when the majority of stakeholders are active. Beyond that window, your schedule is primarily self-managed.

One final point, in the interest of transparency: our application process is not brief. It demands considerable time and reflection. Most candidates spend 1-3 hours during the process, and this position often requires additional investment. We structure it this way intentionally to ensure alignment on both sides. 

If you find yourself more interested after reading this, we would genuinely welcome your application.