VP 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 recruiter who has grown frustrated with sourcing, screening, and treating resumes as predictors of performance, this role is designed for you.

Join Crossover's People and Talent Operations team to architect hiring systems from the ground up. You are not here to shepherd candidates through stages. You are here to engineer the infrastructure that draws in the right talent, measures genuine capability, and produces high-quality hires on schedule — hires who satisfy the quality standard and persist. When results fall short, you don't rationalize them. You rebuild the system.

We do not conduct hiring in a conventional manner. There is no manual candidate sourcing, no resume-driven filtering, and no recruiter-as-intermediary structure. Job postings are crafted to reach and engage the appropriate audience, including passive talent. Screening frameworks are built to measure skills, judgment, transferable expertise, and actual work before any hiring team conducts an interview.

We also believe in complete transparency: we operate differently from most companies, and not everyone will succeed here. That's not a criticism — it's about alignment. We take candidates' time seriously, so before you commit to our application process, it's essential to understand what this role is not.

If any of the following resonate with you, we're likely not the right match:

• You want to concentrate on sourcing, resume analysis, or initial screening conversations.
• You're hesitant to push back on hiring managers when their requests veer into low-signal or non-compliant areas.
• You prefer receiving explicit directions rather than determining what needs to be created.
• You view AI as something to approach cautiously rather than a tool to design with and around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communication.
• You assume retention challenges are solely management issues and never indicators worth tracing upstream.

This is an AI-first workplace. AI generates drafts, variations, analyses, and initial outputs by default. Your contribution lies in designing prompts, setting boundaries, 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.

The role is global and remote. Autonomy is substantial. So is accountability. You will engage directly with senior leaders and C-suite stakeholders across a private-equity-backed portfolio, with an expectation of proactive updates and early risk identification. You must be available for a minimum of 4 hours overlapping U.S. business hours on weekdays, when most stakeholders are active. Beyond that, your schedule is largely flexible.

One final note, in the interest of transparency: our application process is not brief. It demands considerable time and reflection. Most candidates spend 1-3 hours during the process, and this role often requires additional investment. We do this deliberately to ensure alignment on both sides. 

If you're more energized after reading all of this, we'd genuinely like to hear from you.