Description
Talent acquisition is broken. Most people recognize it. Very few know how to repair it.
This role is designed for someone who does.
While this position lives within People and Talent Operations, it is fundamentally about systems design and operational execution, with hiring serving as the primary domain. You are not required to be a subject-matter authority on talent acquisition. You are required to be an expert at constructing systems that produce measurable outcomes — systems that scale, repeat reliably, and hold up under real-world conditions.
The challenge is straightforward to articulate but difficult to deliver: design and run a system that consistently attracts the right talent into the organization, on schedule, meeting the appropriate quality threshold, and placing them in roles where they perform well and remain. That system must function not only for straightforward, well-scoped requests, but also for unclear, high-stakes, and atypical ones. This role demands continuous ownership, sound judgment, and the discipline to resolve problems in ways that reinforce the system rather than introduce unnecessary complexity.
Stakeholder engagement is essential. You will collaborate with senior leaders who carry strong perspectives, conflicting priorities, and incomplete information. 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 workplace. You will engage with AI tools daily, leveraging them to create drafts, validate concepts, assess results, explore boundary conditions, and detect trends. You won't delegate ideas to engineers and observe from a distance. You'll prototype, test, troubleshoot, document, and iterate directly, then collaborate with others when it's appropriate to scale or formalize something.
We also believe in transparency, because we respect your time. This role is not suitable for everyone.
If any of the following describe you, this is probably not the right match:
- You prefer identifying problems over owning the complete solution
- You rely on authority, organizational hierarchy, or formal ownership structures to accomplish work
- You delegate execution to engineers instead of working hands-on
- You interpret feedback or resistance as personal criticism rather than valuable input
- You optimize isolated components without considering system-wide implications
- You are attracted to the concept of fixing broken systems more than the work itself
This is a global, remote position offering significant autonomy and correspondingly high 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.
Finally, in the interest of honesty: our application process demands meaningful effort. Most candidates dedicate substantial time because the role itself necessitates it.
If reading all of this left you more energized — rather than discouraged — we genuinely want to hear from you.
What you will be doing
- Designing and refining end-to-end systems that convert ambiguous requirements into consistent, high-quality results
- Engaging directly with senior stakeholders to define genuine constraints, expose trade-offs, and establish shared definitions of success
- Leveraging AI daily to create, validate, analyze, and iterate on system elements, then applying human oversight and quality assurance
- Taking full ownership of your work from initial concept through delivery, measurement, and refinement — no handoffs, no divided accountability
- Recognizing patterns, diagnosing underlying causes, and strengthening the system based on performance data and real-world input
What you will NOT be doing
- Identifying problems and delegating execution to others
- Improving one segment of a system without accounting for downstream consequences
- Depending on authority, formal frameworks, or escalation pathways to advance work
- Relying exclusively on specialists rather than engaging directly yourself
- Sidestepping complex problems, challenging stakeholders, or accountability
Key responsibilities
Design, own, and continuously refine the systems that consistently deliver high-quality hires on schedule and into roles where they perform effectively 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 recruiting for your own team or function, with accountability for hiring results (e.g., time-to-fill, quality, retention)
- Hands-on experience designing 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 created SOPs, process documentation, or post-mortems utilized by others
- Working knowledge of U.S. hiring practices and regulations, including compliance requirements
- Confidence 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 a minimum of four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience iterating a system through multiple cycles based on 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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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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