Management Consultant

$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 frustrated by endless sourcing cycles, resume screenings, and the false promise that CVs predict performance, this role is designed for you.

Become part of Crossover's People and Talent Operations team, where you will architect the full hiring experience from start to finish. Your purpose here is not to shepherd candidates through a pipeline. Your purpose is to construct the infrastructure that draws in the right talent, measures genuine capability, and produces high-caliber hires on schedule — hires who meet our standards and remain with us. When results fall short, you won't rationalize the gap. You will rebuild the system.

Our hiring approach does not follow traditional models. We do not manually source candidates, screen resumes first, or position recruiters as gatekeepers. Job postings are crafted to reach and engage the ideal audience, including those not actively seeking new roles. Screening frameworks are structured to measure skills, decision-making, applicable knowledge, and authentic work output well before any hiring team conducts an interview.

We also believe in full transparency: we operate differently from most organizations, and not everyone will succeed here. That is not a critique — it is a matter of alignment. We are committed to respecting candidates' time, so before you engage with our application process, 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 evaluation, or early-stage screening calls.
• You find it difficult to push back on hiring managers when their requests lack clarity or compliance.
• You favor receiving explicit directions over determining what systems need to be created.
• You view AI as a technology to approach carefully rather than a tool to design workflows around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive updates.
• You assume retention challenges are always management failures and never indicators worth exploring during hiring.

This is an AI-first workplace. AI generates initial drafts, variations, data analyses, and preliminary outputs as standard practice. Your contribution lies in how you structure prompts, establish boundaries, document logic, and calibrate output quality. You will regularly delegate work to AI and redirect your efforts toward quality assurance, system optimization, and building scalable agentic solutions.

The position is global and fully remote. Autonomy is substantial. Accountability is equally high. You will collaborate directly with senior leadership and C-suite executives across a private-equity-backed portfolio, with an expectation of proactive communication 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 window, your schedule is primarily self-managed.

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

If everything you have read so far increases your interest, we sincerely want to hear from you.