Description
WARNING: This is not a traditional recruiting position.
Crossover is seeking a college recruiter to identify and secure the next cohort of 50 Alpha AI Engineer Interns: top-tier undergraduates from Stanford and MIT, prepared to dedicate their summer to building with generative AI. Your mission? Fill that class. Quickly.
You'll own the complete cycle: relationship cultivation and event coordination through to high-volume outreach and candidate conversion. You'll need the agility of a startup operator, the instincts of a talent scout, and the precision of a sales executive. This isn't about networking dinners or branded merchandise. It's about delivering results: 50 students, summer 2026, Austin, TX. You'll operate with full autonomy — budget, clear objectives, and complete accountability.
This position is built for someone who embraces difficult challenges, takes ownership of outcomes, and knows precisely how to identify and secure elite CS talent.
The fundamentals:
- $75,000 annual salary + complete travel expense coverage
- Full-time role with comprehensive benefits
- US-based position (requiring frequent travel to MIT and Stanford)
You may be our strongest candidate if you:
- Possess infectious energy that commands attention — and drives student engagement
- Approach logistics as strategic execution and excel at perfecting every detail
- Maintain composure under pressure and adapt smoothly when circumstances change
- Understand how to command a room, advance a pipeline, and deliver against ambitious targets
- Enjoy the rhythm of campus environments and the work of converting interest into commitment
- Excel in travel-intensive roles — prepared, scheduled, consistently proactive
If you're an alum of Stanford or MIT — or you understand how to succeed on those campuses — this represents the highest-impact recruiting opportunity available.
What you will be doing
- Developing and overseeing a high-conversion pipeline of Stanford and MIT CS/ML students from first contact through offer acceptance
- Managing all logistics for on-campus recruitment events — including venue reservations, catering orders, and promotional materials
- Traveling regularly to MIT and Stanford to conduct live sessions, informational presentations, and high-impact engagement with students and faculty
- Executing a rigorous, data-driven campaign: tracking outreach volume, event attendance, assessment progression, and final enrollment yield
- Serving as the primary representative of the Alpha AI Engineer internship on campus — accessible, prepared, and authoritative
What you will NOT be doing
- Depending on employer branding or HR teams to generate engagement — you control the entire outcome
- Making occasional campus visits or conducting passive recruiting — this demands constant, intensive effort
- Delegating logistics to support staff — you'll handle venue bookings, shipments, and vendor coordination
- Adhering to standard business hours — critical windows align with student availability: evenings, weekends, exam periods
Key responsibilities
Assemble a complete, high-quality Alpha AI Engineer internship cohort (50+ accepted offers) from Stanford and MIT by May 2026 through targeted outreach, event execution, and systematic funnel management.
Candidate requirements
- 1+ years of experience in college recruiting, admissions operations, or event-driven outreach
- Documented success executing high-volume outreach and driving student engagement
- Confirmed ability to independently manage multifaceted event logistics
- Strong communicator, exceptionally organized, highly self-motivated
- Located anywhere within the US with capacity for frequent travel to Stanford and MIT
Nice to have
- Degree from Stanford or MIT
- Prior experience recruiting for CS/ML or related technical talent pools
- Work history in sales, campaign management, or startup operations
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.
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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