Management Consultant

$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 recruiter worn out by sourcing, screening, and believing résumés alone predict success, this position is designed with you in mind.

Become part of Crossover's People and Talent Operations team, where you will architect the full hiring experience from start to finish. Your mission isn't to shepherd candidates through a funnel. It's to construct the framework that draws in the right talent, measures genuine capability, and secures high-caliber hires on schedule — hires who meet rigorous standards and remain long-term. When results fall short, you won't rationalize the gap. You'll reengineer the system.

Our hiring approach differs fundamentally from conventional models. We don't perform manual sourcing, résumé-first filtering, or position recruiters as gatekeepers. Job postings are crafted to reach and engage the ideal audience, including those not actively seeking roles. Screening frameworks are built to evaluate skills, judgment, transferable expertise, and actual work output well before any hiring team conducts interviews.

We also value full transparency: we operate differently from most organizations, and not every professional will flourish here. That's not a critique — it's about alignment. We deeply respect candidates' time, so before you commit to our application journey, it's essential to understand what this role is not.

If any of the following resonate with you, we're likely not the right match:

• You want to concentrate on sourcing, résumé analysis, or initial screening conversations.
• You're hesitant to push back on hiring managers when their requests veer into low-signal or non-compliant areas.
• You prefer receiving explicit directions rather than determining what systems need creation.
• You view AI as something to approach cautiously instead of a tool to actively design with and around.
• You depend on meetings for alignment rather than creating dashboards, documentation, and proactive communications.
• You think retention challenges are purely people-management issues and never upstream signals worth exploring.

This is an AI-first workplace. AI generates drafts, variations, analysis, and preliminary passes as standard practice. Your contribution lies in designing prompts, establishing boundaries, documenting logic, and calibrating output quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and designing 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 partners across a private-equity-backed portfolio, with the expectation of proactive communication and early risk identification. You must be available for a minimum of 4 hours overlapping U.S. business hours on weekdays, when most stakeholders are active. Beyond that window, your schedule is largely flexible.

One final point, in keeping with transparency: our application process is not brief. It demands meaningful time and consideration. Most applicants invest 1–3 hours during the process, and this role often requires more. We do this deliberately to ensure mutual alignment. 

If everything above increases your interest, we genuinely want to hear from you.