Description
Hiring doesn't work. Nearly everyone recognizes this. Very few understand how to repair it.
This role is designed for someone who can.
The position resides within People and Talent Operations, but its essence is systems design and operational execution, applied to the hiring domain. You are not required to be a hiring subject-matter expert. You are required to be skilled at constructing systems that produce measurable outcomes — systems that scale, repeat reliably, and hold up under operational strain.
The challenge is straightforward to articulate but demanding to deliver: architect and run a system that reliably brings qualified talent into the organization, on schedule, meeting the quality standard, and into positions where they perform well and remain. That system must function not only for straightforward, clearly scoped requests, but also for uncertain, high-stakes, non-standard scenarios. This position demands sustained ownership, sound judgment, and the rigor to resolve problems in ways that reinforce the system rather than introduce complexity.
Stakeholder management is essential. You will collaborate with senior leaders who hold firm perspectives, conflicting priorities, and incomplete information. You will lack formal authority. Success will come from establishing credibility, identifying alignment, and articulating trade-offs with clarity — maintaining the quality threshold while ensuring stakeholders feel acknowledged and supported.
This is an AI-first operating model. You will work directly with AI tools daily, leveraging them to draft content, validate concepts, evaluate results, probe edge cases, and identify trends. You will not delegate ideas to engineers and wait for output. You will build, experiment, troubleshoot, document, and refine on your own, then collaborate with others when scaling or hardening becomes necessary.
We also believe in transparency, because respecting your time matters. This role is not suited to everyone.
If any of the following describe you, this is likely not the right match:
- You favor diagnosing issues over owning end-to-end delivery
- You rely on authority, org structures, or designated owners to advance your work
- You work exclusively through engineers rather than engaging hands-on
- You interpret feedback or disagreement as criticism rather than informative input
- You optimize isolated components without considering broader system impact
- You are drawn to the concept of fixing broken systems more than the work itself
This is a remote, globally distributed role offering significant autonomy and commensurate accountability. You must be accessible for a minimum of four hours during U.S. business hours on weekdays. Beyond that window, your schedule is primarily self-managed.
Finally, in the interest of candor: our application process demands substantial effort. Most candidates invest considerable time because the position itself requires it.
If this entire description left you more motivated — not less — we would genuinely welcome your application.
What you will be doing
- Architecting and refining end-to-end systems that transform unclear requirements into consistent, high-caliber results
- Engaging directly with senior stakeholders to define actual constraints, articulate trade-offs, and establish shared definitions of success
- Applying AI tools daily to create, validate, evaluate, and iterate on system elements, then layering in human judgment and quality assurance
- Taking full ownership of your work from concept through delivery, measurement, and continuous improvement — no handoffs, no divided accountability
- Detecting patterns, determining root causes, and enhancing the system informed by outcomes and operational feedback
What you will NOT be doing
- Identifying problems and delegating execution to others
- Improving isolated system components while disregarding downstream consequences
- Depending on authority, formal reporting lines, or escalation to drive progress
- Relying solely on specialists instead of engaging directly in the work
- Sidestepping complex challenges, demanding stakeholders, or ownership of results
Key responsibilities
Architect, own, and persistently refine the systems that produce high-quality hires on schedule and place them in roles where they thrive 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 taking a system through multiple iterations 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
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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.
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