Senior Associate

$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 are a recruiter frustrated by sourcing cycles, resume screening, and the assumption that CVs predict performance, this position is designed for you.

Become part of Crossover's People and Talent Operations team and architect the entire hiring process from start to finish. You are not joining us to shepherd candidates along a funnel. You are joining to construct the infrastructure that draws in the right talent, measures true capability, and produces timely, high-caliber hires — hires who meet our standards and remain with us. When results fall short, you do not rationalize them. You rebuild the framework.

We do not approach hiring the way traditional organizations do. There is no manual candidate sourcing, no resume-led filtering, and no recruiter-as-gatekeeper structure. Job postings are crafted to reach and engage the right audience, including those not actively seeking new roles. Screening frameworks are engineered to measure skills, judgment, applicable knowledge, and genuine work output well before a hiring team conducts interviews.

We also believe in complete transparency: we operate differently than most companies, and not everyone will succeed here. That is not a critique — it is about alignment. We are committed to respecting candidates' time, so before you commit to our process, you should understand what this role is not.

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

• You want to concentrate on sourcing, reviewing resumes, or conducting early-stage phone screens.
• You are uncomfortable pushing back on hiring managers when their requests veer into low-value or non-compliant areas.
• You prefer receiving explicit direction over determining what systems need to be created.
• You view AI as something to approach cautiously rather than a tool to actively integrate and design around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communication.
• You assume retention challenges are solely management issues and not signals worth examining at the hiring stage.

This is an AI-first workplace. AI generates drafts, variations, data summaries, and initial outputs as standard practice. Your contribution lies in how you structure prompts, establish boundaries, record rationale, and refine quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and designing scalable agentic solutions.

The position is global and fully remote. Autonomy is substantial. Accountability is equally high. You will collaborate directly with senior executives and C-suite leaders across a private-equity-backed portfolio, with an expectation of proactive outreach and early risk identification. You must be available for a minimum of 4 hours that overlap with U.S. business hours on weekdays, when most partners are active. Beyond that window, your schedule is mostly self-managed.

One final note in the interest of clarity: our application process is not brief. It demands considerable time and reflection. Most applicants invest 1-3 hours throughout the process, and this role frequently requires more. We structure it this way deliberately to ensure alignment on both sides. 

If everything above energizes you rather than discourages you, we sincerely want to hear from you.