Description
Hiring is fundamentally broken. Most people recognize this. Very few understand how to repair it.
This role is built for someone who does.
This position resides within People and Talent Operations, but it is at its core a systems design and operations role — with hiring serving as the functional domain. You will not be required to be a subject-matter expert in recruitment. You will be required to excel at constructing systems that produce measurable outcomes — systems that scale, repeat reliably, and withstand pressure in live operating conditions.
The challenge is straightforward to articulate but difficult to execute: design and run a system that reliably brings qualified people into the organization, on schedule, meeting a defined quality standard, and into roles where they perform well and remain. That system must function not only for standard, clearly scoped requests, but also for ambiguous, critical, and non-routine scenarios. This role demands continuous ownership, sound judgment, and the discipline to address problems in ways that reinforce the system instead of layering on complexity.
Stakeholder management is essential. You will collaborate with senior leaders who hold firm views, face conflicting priorities, and provide incomplete inputs. You will lack formal authority. You will succeed by earning trust, identifying alignment, and transparently articulating trade-offs — maintaining the quality standard while ensuring stakeholders feel acknowledged and supported.
This is an AI-first environment. You will interact with AI hands-on every day, leveraging it to draft content, validate concepts, assess outcomes, explore exceptions, and detect patterns. You will not delegate ideas to engineers and wait for results. You will build, test, break, document, and iterate independently, then collaborate with others when it is time to scale or stabilize a solution.
We also believe in transparency, because we do not want to waste your time. This role is not suited for everyone.
If any of the following describe you, this is probably not the right match:
- You prefer identifying problems over owning solutions from start to finish
- You rely on authority, organizational structure, or formal ownership assignments to make progress
- You delegate execution to engineers rather than working hands-on yourself
- You interpret feedback or resistance as personal criticism rather than actionable input
- You optimize isolated components without considering system-wide impact
- You are drawn to the concept of repairing broken systems more than the execution itself
This is a global, remote position with significant autonomy and equally high accountability. You must be available for a minimum of four hours overlapping U.S. business hours on weekdays. Beyond that window, your schedule is largely self-managed.
One final note, in the interest of transparency: our application process demands genuine effort. Most applicants invest considerable time because the role itself demands it.
If reading all of this energized you — rather than deterred you — we would genuinely like to hear from you.
What you will be doing
- Designing and refining end-to-end systems that convert unclear 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, analyze, and iterate on system elements, then layering in human judgment and quality oversight
- Taking full ownership of your work from initial concept through execution, measurement, and refinement — without handoffs or shared accountability
- Spotting patterns, diagnosing underlying causes, and strengthening the system using real-world feedback and performance data
What you will NOT be doing
- Identifying problems and delegating execution to others
- Refining one component of a system while disregarding broader consequences
- Waiting for formal authority, organizational structure, or escalation paths to drive progress
- Relying solely on specialists rather than engaging directly with the work
- Avoiding complex problems, challenging stakeholders, or personal accountability
Key responsibilities
Design, own, and iteratively improve the systems that consistently deliver high-quality hires on schedule and into 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 measurable accountability for hiring results (e.g., time-to-fill, quality, retention)
- Hands-on experience designing and executing operational systems end-to-end, not simply maintaining existing ones
- Experience producing organizational and operational artifacts such as role specs, org charts, ladders, RACIs, workflows, or decision frameworks
- Strong operational writer: 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 relying on formal authority
- Practical, daily application of AI in operational contexts, with attention to quality and inherent trade-offs
- Availability for a minimum of four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience iterating on a system across multiple cycles using performance and retention data
- Familiarity with low-code tools, automation platforms, or agentic workflows
- Experience creating dashboards or visualizations tailored 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.
Pass
proctored test.
Accept job offer.
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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