Description
Most people agree that recruiting is broken. Very few understand how to repair it.
This role is for someone who does understand.
The position resides within People and Talent Operations, but it is at its core a systems design and operational execution role where recruiting serves as the domain of focus. You are not required to be a subject-matter expert in talent acquisition. You are required to be an expert at constructing systems that produce measurable, consistent results — systems that scale, repeat reliably, and hold up under the strain of real-world conditions.
The challenge is straightforward to articulate but difficult to deliver: design and run a system that reliably brings qualified people into the organization, on schedule, meeting the right quality standard, and into positions where they perform well and remain. That system must function not only for clear, well-scoped requests, but also for ambiguous, high-stakes, and atypical scenarios. This role demands continuous ownership, sound judgment, and the discipline to resolve issues in ways that reinforce the system rather than introduce unnecessary complication.
Stakeholder management is essential. You will collaborate with senior leaders who hold strong views, juggle conflicting priorities, and provide incomplete inputs. You will not possess formal authority. You will succeed by earning trust, identifying alignment, and transparently articulating trade-offs — maintaining the quality standard while ensuring people feel acknowledged and supported.
This is an AI-first environment. You will engage directly with AI on a daily basis, leveraging it to draft content, validate concepts, evaluate outcomes, probe edge cases, and uncover trends. You won't hand off ideas to engineers and wait for output. You'll prototype, test, break, document, and refine independently, then collaborate with others when it's time to scale or formalize something.
We also believe in transparency, because we don't want to waste your time. This role is not for everyone.
If any of the following describe you, this is likely not the right fit:
- You prefer identifying problems over owning end-to-end solutions
- You rely on authority, organizational charts, or formal ownership structures to accomplish work
- You only operate through engineers rather than engaging hands-on yourself
- You interpret feedback or pushback as a personal critique rather than valuable input
- You optimize isolated components and overlook system-level impacts
- You are drawn to the concept of fixing broken systems more than the practice of actually fixing them
This is a global, remote position with significant autonomy and equally significant accountability. You must be available for a minimum of four hours overlapping 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 candidates dedicate substantial time because the role itself requires it.
If reading all of this energized you rather than discouraged you, we would genuinely like to hear from you.
What you will be doing
- Designing and refining end-to-end systems that convert ambiguous requirements into repeatable, high-quality results
- Collaborating directly with senior stakeholders to define real constraints, articulate trade-offs, and establish shared definitions of success
- Using AI every day to draft, test, analyze, and iterate on system elements, then applying human oversight and quality assurance
- Owning your deliverables from initial concept through measurement, results, and iteration — no handoffs, no divided accountability
- Spotting patterns, diagnosing underlying causes, and evolving the system based on performance data and real-world signals
What you will NOT be doing
- Identifying problems and delegating execution to others
- Improving one element of a system while disregarding downstream consequences
- Waiting for authority, formal structure, or escalation to drive progress
- Working exclusively through specialists rather than engaging directly
- 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.
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 ownership of hiring outcomes (e.g., time-to-fill, quality, retention)
- Hands-on experience designing and executing operational systems end-to-end, not merely maintaining existing ones
- Experience creating organizational and operational artifacts such as role specs, org charts, ladders, RACIs, workflows, or decision frameworks
- Strong written communicator: has authored SOPs, process documentation, or post-mortems that others have used
- 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 attention to 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 based on performance and retention data
- Familiarity with low-code tools, automation platforms, or agentic workflows
- Experience creating 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
About the role
Reviews
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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.
Join the world's largest community of 
AI-first remote workers.