Description
Talent acquisition is fundamentally broken. The symptoms are obvious. The solutions are not.
This role exists for people who know how to fix it.
You will sit within People and Talent Operations, but the work itself is systems architecture and operational execution — applied to the hiring domain. We are not looking for deep subject-matter expertise in recruiting. We are looking for someone who builds systems that produce measurable outcomes: systems that scale, repeat reliably, and hold up when conditions get difficult.
The challenge is straightforward to articulate and demanding to solve: create and run a system that consistently delivers the right candidates into the business — on schedule, meeting a high quality standard, and into positions where they perform well and remain. That system cannot only function for simple, clearly scoped requests. It must also handle ambiguous, high-pressure, and non-standard situations. This role demands sustained ownership, sound judgment, and the ability to resolve problems in ways that reinforce the system rather than introduce fragility.
Stakeholder management is essential. You will collaborate with senior leaders who hold firm views, juggle conflicting priorities, and provide incomplete information. You will not wield formal authority. You will succeed through building credibility, establishing alignment, and transparently presenting trade-offs — maintaining the quality threshold while ensuring stakeholders feel acknowledged and supported.
This is an AI-native operating environment. You will engage with AI tools daily, leveraging them to create drafts, validate concepts, evaluate results, examine edge cases, and identify trends. You will not delegate ideas to engineers and await implementation. You will prototype, experiment, document failures, refine solutions yourself, and collaborate with others only when it is time to scale or productionize.
We also believe in transparency, because we do not want to waste anyone's time. This role is not for everyone.
If any of the following describe you, this is likely not the right match:
- You are more comfortable identifying issues than owning end-to-end solutions
- You require formal authority, organizational hierarchy, or designated ownership to execute
- You delegate technical work to engineers rather than doing it yourself
- You interpret feedback or challenge as criticism rather than valuable input
- You optimize isolated components without considering system-wide implications
- You are drawn to the concept of fixing broken systems more than the work itself
This is a global, remote position with significant autonomy and corresponding accountability. You must be available for a minimum of four hours overlapping U.S. business hours on weekdays. Beyond that window, your schedule is self-managed.
Finally, in the interest of candor: our application process demands genuine effort. Most applicants invest substantial time because the nature of the role requires it.
If everything you have read so far has increased your interest — not decreased it — we would genuinely like to hear from you.
What you will be doing
- Designing and refining end-to-end systems that convert unclear needs into scalable, high-quality results
- Collaborating directly with senior stakeholders to define actual constraints, present trade-offs, and establish shared definitions of success
- Applying AI tools every day to draft, test, evaluate, and iterate on system elements, then exercising judgment and quality oversight
- Taking full ownership of your work from concept through execution, measurement, and refinement — no partial accountability or handoffs
- Detecting patterns, pinpointing root causes, and strengthening the system using outcome data and real-world observations
What you will NOT be doing
- Identifying problems and delegating execution to others
- Improving one system component while disregarding downstream consequences
- Relying on formal authority, organizational structure, or escalation paths to drive progress
- Exclusively working through specialists rather than engaging directly with the work
- Steering clear of complex problems, challenging stakeholders, or personal accountability
Key responsibilities
Design, own, and iteratively enhance the systems that consistently deliver high-quality hires on schedule and into positions where they perform and remain long-term.
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 responsibility for hiring outcomes (e.g., time-to-fill, quality, retention)
- Hands-on experience designing and deploying operational systems end-to-end, not merely sustaining existing ones
- Experience producing organizational and operational artifacts such as role specifications, org charts, career ladders, RACIs, workflows, or decision frameworks
- Strong written communicator: has created SOPs, process documentation, or post-mortems that others have used
- Working knowledge of U.S. hiring practices and regulations, including compliance requirements
- Comfort collaborating directly with senior leaders without formal authority
- Practical, day-to-day use of AI in operational contexts, with attention to quality and inherent trade-offs
- Availability for a minimum of four hours overlapping U.S. business hours on weekdays
Nice to have
- Experience iterating on a system across multiple cycles using performance and retention metrics
- Familiarity with low-code platforms, automation tools, or agentic workflow systems
- Experience developing dashboards or data visualizations tailored for executive audiences
- Background in high-growth, high-accountability, or private-equity-backed organizations
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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