Description
Most organizations know their hiring systems are not working. Very few understand how to rebuild them.
This role exists for someone who does.
This position resides within People and Talent Operations, but it functions as a systems design and operational role where hiring is the primary domain. You are not required to be a hiring subject-matter expert. You are required to be an expert at constructing systems that produce measurable outcomes — systems that scale, repeat consistently, and withstand real-world complexity.
The challenge is straightforward to articulate and demanding to execute: architect and run a system that reliably brings qualified people into the organization, on schedule, at the correct quality threshold, and into positions where they perform well and remain. That system must function not only for straightforward, clearly defined needs, but also for ambiguous, high-stakes, atypical requests. This role demands continuous ownership, sound judgment, and the rigor to resolve problems in ways that reinforce the system rather than layer in complexity.
Stakeholder engagement is mandatory. You will collaborate with senior leaders who hold firm viewpoints, conflicting priorities, and incomplete information. You will lack formal authority. You will succeed by earning trust, identifying alignment, and transparently presenting trade-offs — upholding the quality standard while ensuring people feel acknowledged and supported.
This is an AI-first setting. You will engage with AI tools daily, leveraging them to draft content, validate concepts, evaluate results, examine edge cases, and detect patterns. You will not delegate ideas to engineers and wait for delivery. You will build, test, break, document, and refine independently, then collaborate with others when scaling or hardening becomes necessary.
We also believe in transparency, because we do not want to waste your time. This role is not suitable for everyone.
If any of the following describe you, this is likely not the right match:
- You prefer identifying problems rather than owning end-to-end solutions
- You require formal authority, organizational hierarchy, or designated owners to accomplish work
- You delegate all execution to engineers rather than engaging hands-on
- You interpret feedback or resistance as personal criticism instead of constructive input
- You optimize isolated components without considering system-wide impact
- You are drawn to the concept of repairing broken systems more than the practice of doing so
This is a global, remote position offering significant autonomy and corresponding accountability. You must be accessible for a minimum of four hours overlapping with U.S. business hours on weekdays. Beyond that, your schedule is primarily self-managed.
One final note, in the interest of candor: our application process demands genuine effort. Most applicants dedicate substantial time because the role itself requires that level of commitment.
If reading all of this left you more motivated — not less — we would genuinely welcome hearing from you.
What you will be doing
- Architecting and refining end-to-end systems that convert unclear requirements into consistent, high-caliber results
- Engaging directly with senior stakeholders to define genuine constraints, expose trade-offs, and establish shared definitions of success
- Applying AI tools daily to create, validate, evaluate, and iterate on system elements, then exercising human judgment and quality oversight
- Owning your contributions from initial concept through delivery, measurement, and refinement — no partial handoffs or divided accountability
- Detecting patterns, diagnosing underlying causes, and enhancing the system based on performance data and operational feedback
What you will NOT be doing
- Identifying problems and delegating execution to others
- Improving a single system component while disregarding downstream consequences
- Waiting for formal authority, organizational structure, or escalation to drive progress
- Relying exclusively on specialists instead of engaging directly in the work
- Sidestepping complex problems, challenging stakeholders, or personal accountability
Key responsibilities
Architect, own, and iteratively enhance the systems that consistently deliver high-quality hires on schedule and into roles where they thrive 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 accountability for hiring results (e.g., time-to-fill, quality, retention)
- Hands-on experience architecting and deploying operational systems end-to-end, not merely sustaining them
- Experience producing organizational and operational artifacts such as role specifications, org charts, career ladders, RACIs, workflows, or decision frameworks
- Strong written communicator: has authored 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 without formal authority
- Practical, daily application of AI in operational contexts, with focus on quality and trade-offs
- Availability for at least four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience iterating a system through multiple cycles informed by performance and retention metrics
- Familiarity with low-code platforms, automation tools, or agentic workflows
- Experience developing dashboards or visualizations for executive-level audiences
- Background in high-growth, high-accountability, or private-equity-backed settings
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
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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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