Description
Talent acquisition is fundamentally broken. Most people recognize this. Very few understand how to repair it.
This role is designed for someone who does.
Though this position resides within People and Talent Operations, it is at its core a systems design and operations function where hiring serves as the domain. You will not be required to be a subject-matter authority on hiring practices. You are required to be an expert in constructing systems that produce measurable outcomes — systems that scale, repeat consistently, and hold up under operational pressure.
The challenge is straightforward to articulate but difficult to execute: architect and run a system that reliably attracts the right talent into the organization, on schedule, at the required quality threshold, and into positions where they perform well and remain. This system must function not only for straightforward, well-scoped requests but also for ambiguous, high-stakes, and non-standard scenarios. The role demands continuous ownership, sound judgment, and the discipline to resolve issues in ways that reinforce the system instead of layering in additional complexity.
Stakeholder management is essential. You will engage with senior leaders who hold firm opinions, face competing demands, and provide incomplete information. Formal authority will not be part of your remit. Success will come from establishing trust, identifying alignment, and making trade-offs explicit — maintaining the quality standard while ensuring stakeholders feel acknowledged and supported.
This is an AI-first operating environment. Daily, hands-on engagement with AI is expected: you will use it to produce drafts, validate concepts, assess results, probe edge cases, and identify patterns. You will not delegate ideas to engineers and wait. You will build, test, troubleshoot, document, and iterate independently, then collaborate with others when it is time to scale or formalize.
We also believe in transparency, because we respect your time. This role will not suit everyone.
If any of the following describe you, this is likely not the right match:
- You gravitate toward diagnosing issues rather than owning solutions from start to finish
- You rely on authority, hierarchies, or designated owners to accomplish work
- You delegate technical work to engineers instead of engaging hands-on
- You interpret feedback or resistance as personal criticism rather than actionable input
- You optimize isolated components without considering broader system impact
- You are drawn to the concept of fixing broken systems more than the practice of doing so
This is a global, remote position offering significant autonomy alongside significant accountability. You are required to be available for a minimum of four hours overlapping U.S. business hours on weekdays. Beyond that, your schedule is self-managed.
Finally, in the interest of transparency: our application process demands substantive effort. Most candidates invest considerable time because the role itself demands it.
If reading this energized you rather than discouraged you, we would genuinely like to hear from you.
What you will be doing
- Architecting and refining end-to-end systems that convert ambiguous requirements into consistent, high-quality results
- Engaging directly with senior stakeholders to define real constraints, make trade-offs visible, and establish shared definitions of success
- Applying AI daily to create, test, evaluate, and improve system elements, then layering in human judgment and quality oversight
- Taking full ownership of your work from concept through delivery, measurement, and refinement — no handoffs, no shared accountability
- Detecting patterns, diagnosing underlying causes, and strengthening the system using outcome data and real-world input
What you will NOT be doing
- Identifying problems and delegating execution to others
- Improving a single system component without accounting for downstream consequences
- Relying on authority, formal structure, or escalation to drive progress
- Delegating to specialists exclusively instead of engaging directly
- Sidestepping complex problems, challenging stakeholders, or responsibility
Key responsibilities
Design, own, and iteratively improve the systems that produce high-quality hires on schedule and place them into roles where they perform well and remain.
Candidate requirements
- 5+ years of experience in business operations, people or talent operations, program management, or a comparable system-intensive role
- Direct experience hiring for your own team or function, with ownership of hiring outcomes (e.g., time-to-fill, quality, retention)
- Hands-on experience designing and deploying operational systems end-to-end, not solely maintaining existing ones
- Experience producing organizational and operational artifacts such as role specifications, org charts, career ladders, RACIs, workflows, or decision frameworks
- Strong written communicator: has created SOPs, process documentation, or post-mortems utilized by others
- Working knowledge of U.S. hiring practices and regulations, including compliance requirements
- Comfort engaging directly with senior leaders in the absence of formal authority
- Practical, daily application of AI in operational contexts, with focus on quality and trade-offs
- Availability for a minimum of four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience iterating a system multiple times using performance and retention data
- Familiarity with low-code platforms, automation tools, or agentic workflows
- Experience developing dashboards or visualizations for executive stakeholders
- Background in high-growth, high-accountability, or private-equity-backed organizations
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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