VP of People Operations

$200,000 USD/year ^{Pay is set based on global value, not the local market. Most roles = hourly rate x 40 hrs x 50 weeks}  ($100 USD/hour)

If you're a recruiting professional who has grown weary of manual sourcing, resume screening, and treating CVs as predictors of performance, this opportunity is designed with you in mind.

As part of Crossover's People and Talent Operations team, you will architect the entire hiring experience from start to finish. Your role is not to shepherd candidates through a traditional funnel. Instead, you are here to engineer the infrastructure that draws in the right talent, measures genuine capability, and consistently delivers exceptional hires on schedule — hires who meet rigorous standards and remain with the organization. When results fall short, you will not rationalize the gap. You will rebuild the system.

Our approach to hiring diverges sharply from traditional models. We do not rely on manual sourcing, resume-centric screening, or a recruiter-gatekeeper structure. Job postings are strategically crafted to reach and engage the ideal audience, including candidates not actively seeking new roles. Screening frameworks are engineered to measure skills, judgment, applicable knowledge, and actual work output well before any hiring team conducts interviews.

We also believe in full transparency: our culture is distinct, and not every candidate will flourish here. This is not a critique — it is a matter of alignment. We are committed to respecting candidates' time, so before you proceed with our application, it is essential to understand what this role is not.

If any of the following statements resonate with you, we are likely not the right match:

• You prefer to concentrate on sourcing, resume analysis, or conducting initial screening calls.
• You are hesitant to push back on hiring managers when their requests veer into low-value or non-compliant areas.
• You favor receiving explicit directions rather than determining what systems need to be created.
• You view AI as a tool to approach cautiously rather than something to proactively integrate and design around.
• You depend on meetings for alignment rather than creating dashboards, documentation, and proactive status updates.
• You assume retention challenges are exclusively people-management issues and never warrant upstream investigation.

This is an AI-native environment. AI generates initial drafts, alternative versions, analytical outputs, and preliminary passes as standard practice. Your contribution lies in how you structure prompts, establish quality boundaries, document your reasoning, and fine-tune outputs. You will regularly delegate execution to AI, then concentrate on quality assurance, system oversight, and building agentic frameworks that scale efficiently.

The position is fully remote and operates globally. You will enjoy significant autonomy, matched by equally high accountability. You will collaborate directly with senior leadership and C-suite stakeholders across a private-equity-backed portfolio, with an expectation of proactive communication and early identification of risks. You must be available for a minimum of 4 hours overlapping U.S. business hours on weekdays, when most stakeholders are active. Beyond that window, your schedule is predominantly flexible.

Finally, in the interest of transparency: our application process is not brief. It demands genuine time and consideration. Most candidates spend 1-3 hours during the process, and this role frequently requires additional investment. This is intentional, designed to ensure a strong mutual fit. 

If reading this has increased your interest, we would genuinely welcome your application.