Senior Manager Analytics

$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've spent your career sourcing, screening, and relying on resumes to predict performance, this role will challenge everything you know.

You'll join Crossover's People and Talent Operations team to architect how hiring functions from start to finish. Your purpose isn't to shepherd candidates through a pipeline. Your purpose is to engineer the infrastructure that draws in the right talent, measures genuine capability, and produces high-caliber hires who arrive on schedule—and who meet our standards and remain with us. When results fall short, you won't rationalize the gap. You'll rebuild the process.

Our hiring model departs from traditional approaches. We don't manually source. We don't filter by resume first. We don't position recruiters as gatekeepers. Job postings are crafted to reach and persuade the ideal audience, including those not actively searching. Screening frameworks are constructed to measure skills, decision-making, applicable knowledge, and actual work performance well before any hiring team conducts an interview.

We also believe in full transparency: our environment is distinctive, and it won't suit everyone. This isn't a critique—it's about alignment. We're committed to respecting candidates' time, so before you proceed with our application, you should understand what this role is not.

If any of these statements resonate with you, we may not be the right match:

• You want to concentrate on sourcing, resume evaluation, or initial phone screens.
• You're hesitant to push back on hiring managers when their requirements veer into weak-signal or non-compliant areas.
• You favor receiving detailed instructions over determining what system should be built.
• You view AI as a tool to approach with caution rather than something to proactively integrate and design around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and self-service updates.
• You assume retention challenges are solely management failures and never indicators worth tracing back to hiring.

This is an AI-native workplace. AI generates drafts, alternatives, data summaries, and initial outputs as standard practice. Your contribution lies in designing prompts, establishing boundaries, recording logic, and tuning output quality. You'll regularly delegate work to AI and redirect your attention to oversight, system refinement, and building scalable agentic solutions.

The position is global and fully remote. Autonomy is substantial. Accountability matches it. You'll collaborate directly with senior leadership and C-suite executives across a private-equity-backed portfolio, with clear expectations for proactive updates and early risk identification. You must be accessible for a minimum of 4 hours that align with U.S. business hours on weekdays, when key stakeholders are active. Beyond that window, your schedule is self-managed.

One final note in the interest of transparency: our selection process is rigorous and time-intensive. It demands substantial effort and reflection. Most applicants spend 1–3 hours throughout the process, and this position often requires more. We structure it this way deliberately to ensure alignment on both sides. 

If everything you've read makes you more interested, we genuinely want to hear from you.