Head of Talent 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 talent operations professional who has grown tired of resume-based screening and manual sourcing workflows, this position is designed with you in mind.

Become part of Crossover's People and Talent Operations team, where you will architect end-to-end hiring systems. Your mission is not to shepherd candidates through a pipeline. Instead, you will construct systems that attract qualified individuals, measure genuine capability, and produce high-caliber hires on schedule — hires who meet rigorous standards and persist. When results fall short of expectations, you will not rationalize the gap. You will reengineer the system.

Our hiring methodology departs from conventional corporate models. We do not engage in manual sourcing, resume-led screening, or a recruiter-as-gatekeeper framework. Job postings are systematically engineered to reach and engage the correct audience, including passive talent. Screening infrastructures are constructed to measure skills, judgment, applicable knowledge, and actual work performance well before hiring teams conduct interviews.

We also believe in complete transparency: we operate differently from most organizations, and not every professional will flourish here. This is not a commentary on worth — it is about 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 you identify with any of the statements below, we are likely not a suitable match:

• You wish to concentrate on sourcing, resume evaluation, or initial screening conversations.
• You feel uneasy pushing back on hiring managers when their requests become low-signal or noncompliant.
• You favor receiving detailed instructions over determining what systems need to be created.
• You view AI as a technology requiring caution rather than a tool to actively design with and build around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communications.
• You assume retention challenges are solely a management issue and never a signal worth tracing back to the hiring stage.

This is an AI-first workplace. AI generates drafts, variations, analysis, and initial outputs as standard practice. Your contribution lies in designing prompts, establishing guardrails, documenting logic, and calibrating output quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and designing agentic solutions that scale efficiently.

The position is global and fully remote. Autonomy is substantial. Accountability is equally high. You will engage directly with senior leadership and C-suite stakeholders across a private-equity-backed portfolio, with expectations for proactive communication and early risk identification. You must be accessible for a minimum of 4 hours that overlap with U.S. business hours on weekdays, when most stakeholders are active. Beyond that window, your schedule is primarily self-managed.

One final note in the interest of transparency: our application process is not brief. It demands meaningful investment of time and consideration. Most candidates spend 1-3 hours throughout the process, and this role frequently requires additional time. We design this deliberately to ensure mutual alignment. 

If you feel more energized after reading all of this, we genuinely want to hear from you.