Description
WARNING: This is not a conventional recruiting position.
Crossover is seeking a college recruiter to identify and secure the next cohort of 50 Alpha AI Engineer Interns: exceptional undergraduates from Stanford and MIT, prepared to dedicate their summer to building with generative AI. Your objective? Fill that class. Quickly.
You'll manage the full recruitment cycle: from cultivating relationships and coordinating event logistics to executing high-volume outreach and driving candidate conversion. You'll need to operate with startup agility, think with a talent scout's instinct, and deliver with a sales leader's precision. This isn't about networking dinners or promotional giveaways. It's about outcomes: 50 students, summer 2026, Austin, TX. You'll have complete support — independence, funding, defined objectives — and full accountability.
This position is designed for someone who embraces difficult challenges, takes ownership of results, and knows precisely how to identify and secure elite CS talent.
The fundamentals:
- $75,000 annual salary + all travel expenses covered
- Full-time role with benefits
- US-based (with frequent travel to MIT and Stanford)
You may be the right fit if you:
- Possess infectious energy that commands attention — and drives student engagement
- Approach logistics like strategic planning and excel at perfecting every element
- Remain composed under pressure and adapt seamlessly when circumstances change unexpectedly
- Understand how to command a space, advance a pipeline, and pursue aggressive targets
- Enjoy the rhythm of campus environments and the challenge of converting curiosity into commitment
- Excel in constant travel — bag ready, schedule full, always anticipating next steps
If you're an alum of Stanford or MIT — or you understand how to succeed on those campuses — this represents the most impactful recruiting opportunity available.
What you will be doing
- Developing and overseeing a high-conversion recruitment funnel for Stanford and MIT CS/ML students spanning initial contact through offer acceptance
- Managing all logistics for on-campus recruitment activities — including space reservations, catering arrangements, and materials production
- Making regular trips to MIT and Stanford to conduct live events, informational presentations, and dynamic engagement sessions with students and faculty
- Executing a rigorous, data-driven recruitment initiative: tracking outreach volume, event attendance, assessment progression, and final enrollment rates
- Serving as the campus representative for the Alpha AI Engineer internship — accessible, well-organized, and authoritative
What you will NOT be doing
- Depending on employer branding or HR teams to generate engagement — you control the entire outcome
- Conducting casual campus visits or implementing "low-touch" recruiting — this demands intensive, weekly effort
- Delegating logistics to support teams — you'll secure venues, handle shipments, and arrange catering yourself
- Adhering to standard business hours — critical engagement happens on student schedules: evenings, weekends, exam periods
Key responsibilities
Successfully recruit a complete, exceptional Alpha AI Engineer internship cohort (50+ accepted offers) from Stanford and MIT by May 2026 through targeted outreach, campus events, and comprehensive application pipeline oversight.
Candidate requirements
- 1+ years of experience in college recruiting, admissions, or event-driven outreach
- Documented track record in high-volume outreach and student engagement initiatives
- Verified capability to independently manage intricate event logistics
- Strong communicator, exceptionally organized, self-motivated
- US-based with flexibility to travel regularly to Stanford and MIT
Nice to have
- Stanford or MIT alumni credentials
- Prior experience recruiting for CS/ML or similar technical talent pools
- 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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Recruitment sucks. So we’re fixing it.
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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