Description
Hiring is broken. Nearly everyone recognizes it. Very few understand how to repair it.
This role is intended for someone who does.
This position resides within People and Talent Operations, but at its core, it is a systems design and operations role where hiring is the focus area. You are not required to be a subject-matter expert in hiring. You are required to be an expert at constructing systems that produce measurable outcomes — systems that scale, repeat reliably, and hold up under real-world conditions.
The challenge is straightforward to articulate and difficult to deliver: design and operate a system that consistently brings qualified people into the organization, on schedule, at the correct quality threshold, and into positions where they perform well and remain. That system must function not only for straightforward, well-scoped requests, but also for ambiguous, high-stakes, non-standard scenarios. This role demands continuous ownership, sound judgment, and the rigor to address issues in ways that reinforce the system rather than introduce unnecessary layers.
Stakeholder management is essential. You will collaborate with senior leaders who hold firm opinions, juggle competing priorities, and provide incomplete information. You will lack formal authority. You will succeed by earning trust, identifying alignment, and transparently presenting trade-offs — maintaining the quality standard while ensuring people feel acknowledged and supported.
This is an AI-first environment. You will engage with AI tools daily, leveraging them to produce drafts, validate concepts, evaluate outcomes, probe edge cases, and uncover patterns. You won't delegate ideas to engineers and wait for results. You'll prototype, test, troubleshoot, document, and refine independently, then collaborate with others when it's time to scale or formalize something.
We also want to be direct, because we don't want to waste your time. This is not a role for everyone.
If any of the following describe you, this is probably not the right fit:
- You prefer identifying problems over owning end-to-end solutions
- You rely on authority, organizational charts, or formal ownership structures to accomplish work
- You exclusively work through engineers rather than getting hands-on yourself
- You interpret feedback or pushback as personal criticism instead of actionable input
- You concentrate on optimizing isolated components and overlook system-wide impact
- You appreciate the concept of repairing broken systems more than the work itself
This is a global, remote role offering significant autonomy paired with significant accountability. You must be available for at least four hours overlapping U.S. business hours on weekdays. Beyond that, your schedule is primarily self-managed.
One final note, in the interest of transparency: our application process demands real effort. Most candidates dedicate meaningful time because the role itself requires it.
If reading all of this made you more motivated — not less — we'd genuinely like to hear from you.
What you will be doing
- Designing and refining end-to-end systems that transform ambiguous requirements into repeatable, high-quality results
- Collaborating directly with senior stakeholders to define actual constraints, expose trade-offs, and establish shared definitions of success
- Leveraging AI daily to create, validate, evaluate, and improve system components, then applying human judgment and quality oversight
- Owning your work from initial concept through delivery, measurement, and iteration — no handoffs, no shared accountability
- Recognizing patterns, diagnosing underlying causes, and strengthening the system using outcomes and real-world input
What you will NOT be doing
- Identifying problems and delegating execution to others
- Optimizing a single component of a system while disregarding downstream consequences
- Waiting for authority, formal structure, or escalation paths to move forward
- Operating exclusively through specialists rather than engaging directly yourself
- Avoiding complex problems, challenging stakeholders, or direct accountability
Key responsibilities
Design, own, and continuously refine the systems that produce high-quality hires on schedule and into roles where they perform and remain.
Candidate requirements
- 5+ years of experience in business operations, people or talent operations, program management, or a similarly system-intensive role
- Direct experience hiring for your own team or function, with accountability for hiring outcomes (e.g., time-to-fill, quality, retention)
- Hands-on experience designing and implementing operational systems end-to-end, not just maintaining them
- Experience creating org and operating artifacts such as role specs, org charts, ladders, RACIs, workflows, or decision frameworks
- Strong written operator: has produced SOPs, process docs, or post-mortems used by others
- Working knowledge of U.S. hiring practices and regulations, including compliance considerations
- Comfort working directly with senior leaders without formal authority
- Practical, daily use of AI in operational work, with attention to quality and trade-offs
- Availability for at least four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience iterating on a system multiple times based on performance and retention data
- Familiarity with low-code tools, automation platforms, or agentic workflows
- Experience building dashboards or visualizations for executive audiences
- Background in high-growth, high-accountability, or private-equity-backed environments
Applying for a role? Here’s what to expect.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.
Chat-style
screening interview.
Cognitive 
aptitude test.
Prove real-world 
job skills.
Interview with the hiring manager.
Pass
proctored test.
Accept job offer.
Frequently asked questions
About the role
Reviews
Meet some people who've landed similar jobs
Recruitment sucks. So we’re fixing it.
The Olympics of work
It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Premium pay for premium talent
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
Shortlist by skills, not bias
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.
Join the world's largest community of 
AI-first remote workers.