Description
Most people recognize that hiring is broken. Very few understand how to repair it.
If you do, this role is for you.
Positioned within People and Talent Operations, this is at its core a systems design and operations position where hiring serves as the domain. You are not required to bring deep subject-matter expertise in recruiting. What you must bring is mastery in constructing systems that produce measurable outcomes — systems built to scale, replicate reliably, and hold up when stress-tested by reality.
The challenge is straightforward in concept but demanding in execution: architect and run a system that reliably attracts the right talent, delivers them on schedule, maintains a high quality threshold, and places them in positions where they thrive and remain. The system cannot only function for neat, predictable requests — it must also handle vague, high-stakes, and non-standard scenarios. This position demands continuous ownership, sound judgment, and the rigor to resolve problems in ways that reinforce the system instead of layering on complexity.
Managing stakeholders effectively is mandatory. You will engage with senior leaders who hold firm views, juggle conflicting priorities, and provide imperfect information. Formal authority will not be part of your toolkit. Success will come from earning trust, identifying shared objectives, and transparently presenting trade-offs — upholding standards while ensuring people feel acknowledged and supported.
This is an AI-first workplace. Daily, you will use AI hands-on: drafting content, testing hypotheses, evaluating results, probing edge cases, and detecting patterns. You will not pass concepts to engineers and wait for delivery. Instead, you will build, test, break things, document findings, and iterate independently — then collaborate with others when it is time to scale or harden a solution.
We also believe in transparency, because we respect your time. This role will not suit everyone.
If the following describe you, this is likely not a good match:
- You gravitate toward diagnosing issues rather than owning solutions from start to finish
- You rely on authority, organizational hierarchies, or designated owners to accomplish work
- You exclusively delegate to engineers rather than engaging directly in the work
- You interpret feedback or resistance as personal criticism instead of valuable input
- You concentrate on refining isolated components while overlooking system-level consequences
- You are drawn to the concept of repairing broken systems more than the practice of doing so
This is a global, fully remote position offering significant autonomy paired with significant accountability. You are required to be available for a minimum of four hours that overlap with U.S. business hours during weekdays. Beyond that window, you manage your own schedule.
One final note, offered candidly: our application process demands substantial effort. Most applicants dedicate considerable time, reflecting the rigor the role itself demands.
If everything you just read energized rather than discouraged you, we genuinely want to hear from you.
What you will be doing
- Architecting and refining comprehensive systems that convert unclear needs into consistent, high-caliber results
- Engaging directly with senior stakeholders to define actual constraints, expose trade-offs, and establish shared definitions of success
- Applying AI every day to create, validate, assess, and iterate on system elements, then layering in human judgment and quality assurance
- Carrying your work from initial concept through delivery, tracking, and refinement — full accountability, no handoffs
- Spotting patterns, tracing root causes, and evolving the system informed by performance data and practical feedback
What you will NOT be doing
- Identifying issues and delegating execution to others
- Refining a single system component while neglecting ripple effects elsewhere
- Awaiting formal authority, organizational structure, or escalation before advancing work
- Operating solely through specialists rather than doing the work yourself
- Sidestepping complicated problems, challenging stakeholders, or ownership
Key responsibilities
Architect, own, and relentlessly refine the systems that consistently deliver high-quality hires on schedule and position them in roles where they perform well and remain long-term.
Candidate requirements
- 5+ years of experience in business operations, people or talent operations, program management, or a similarly system-intensive role
- Direct experience hiring for your own team or function, with accountability for hiring outcomes (e.g., time-to-fill, quality, retention)
- Hands-on experience designing and implementing operational systems end-to-end, not just maintaining them
- Experience creating org and operating artifacts such as role specs, org charts, ladders, RACIs, workflows, or decision frameworks
- Strong written operator: has produced SOPs, process docs, or post-mortems used by others
- Working knowledge of U.S. hiring practices and regulations, including compliance considerations
- Comfort working directly with senior leaders without formal authority
- Practical, daily use of AI in operational work, with attention to quality and trade-offs
- Availability for at least four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience taking a system through multiple iterations based on performance and retention data
- Familiarity with low-code tools, automation platforms, or agentic workflows
- Experience building dashboards or visualizations for executive audiences
- Background in high-growth, high-accountability, or private-equity-backed environments
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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