Description
Recruitment is fundamentally flawed. Most people recognize this. Very few understand how to repair it.
If you do, this role is for you.
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 focus area. Subject-matter expertise in hiring is not required. What is required is expertise in building systems that produce measurable outcomes — systems that scale, repeat reliably, and hold up under the demands of real-world execution.
The challenge is straightforward to articulate but difficult to accomplish: architect and operate a system that reliably attracts the right talent into the organization, delivers them on schedule, maintains a high quality standard, and places them in roles where they perform well and remain. This system must function effectively not only for straightforward, well-scoped requests, but also for ambiguous, high-stakes, and nonstandard scenarios. This role demands continuous ownership, sound judgment, and the rigor to resolve issues in ways that reinforce the system rather than layer on complexity.
Managing stakeholders is essential. You will engage with senior leaders who hold firm opinions, juggle conflicting priorities, and provide imperfect information. You will lack formal authority. Your success will depend on earning trust, identifying alignment, and making trade-offs transparent — upholding standards while ensuring stakeholders feel acknowledged and supported.
This is an environment where AI is central. You will engage with AI tools hands-on every day, leveraging them to draft content, validate concepts, assess results, examine edge cases, and identify trends. You will not pass ideas to engineers and wait for delivery. You will construct, test, troubleshoot, document, and refine solutions yourself, collaborating with others when it is time to scale or stabilize what you have built.
We believe in transparency, because respecting your time matters to us. This role will not suit everyone.
If any of the following describe you, this is likely not a good match:
- You would rather diagnose issues than own solutions from start to finish
- You depend on authority, organizational hierarchy, or designated owners to make progress
- You prefer delegating technical work to engineers rather than engaging directly
- You interpret feedback or resistance as personal criticism instead of actionable input
- You concentrate on refining isolated components while overlooking broader system impact
- You are drawn to the concept of repairing broken systems more than the work itself
This is a global, remote position offering significant autonomy and commensurate accountability. You are required to be available for a minimum of four hours overlapping with U.S. business hours on weekdays. Beyond that window, your schedule is largely yours to manage.
Finally, to be candid: our application process demands substantial effort. Most applicants commit meaningful time because the nature of the role warrants it.
If reading this description left you more motivated — not discouraged — we genuinely want to hear from you.
What you will be doing
- Architecting and refining end-to-end systems that convert unclear requirements into consistent, high-quality results
- Engaging directly with senior stakeholders to define genuine constraints, make trade-offs visible, and establish shared definitions of success
- Employing AI on a daily basis to create, validate, assess, and iterate on system elements, then exercising human judgment and quality oversight
- Taking full ownership of your work from initial concept through delivery, measurement, and continuous improvement — no handoffs, no divided accountability
- Detecting patterns, pinpointing root causes, and enhancing the system using outcomes and real-world input
What you will NOT be doing
- Identifying issues and delegating execution to others
- Refining a single system component while neglecting its broader consequences
- Relying on authority, formal organizational structure, or escalation paths to advance work
- Directing all technical tasks through specialists rather than engaging directly yourself
- Sidestepping complex challenges, demanding stakeholders, or direct accountability
Key responsibilities
Architect, own, and iteratively refine the systems that consistently deliver high-quality hires on time and position them in roles where they thrive and remain.
Candidate requirements
- 5+ years of experience in business operations, people or talent operations, program management, or a similarly system-intensive role
- Firsthand experience hiring for your own team or function, with direct accountability for hiring results (e.g., time-to-fill, quality, retention)
- Hands-on experience designing and executing 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 understanding of U.S. hiring practices and regulations, including compliance requirements
- Ability to engage directly with senior leaders in the absence of 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 a system multiple times informed by performance and retention metrics
- Familiarity with low-code platforms, automation tools, or agentic workflow systems
- Experience developing dashboards or data visualizations tailored for executive stakeholders
- 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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