VP of Talent Operations
$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 

Worldwide
Semi-flexible schedule
Fully-remote
full-time (40 hrs/week)
Long-term role

VP of Talent Operations   $200,000 USD/year

Description

It is widely understood that hiring is fundamentally broken. The challenge is that very few people understand how to repair it.

This role is designed for one of them.

Although this position resides within People and Talent Operations, it is at its core a systems design and operational execution role where hiring serves as the subject domain. You are not required to enter as a hiring subject-matter expert. You are required to be an expert in constructing systems that produce measurable, reliable results — systems that scale, repeat consistently, and hold up under operational pressure.

The challenge itself is straightforward to articulate but difficult to deliver: architect and run a system that reliably attracts and onboards the right people, on schedule, at the correct quality threshold, and into positions where they perform well and remain. This system must function not only for straightforward, well-scoped requests but also for ambiguous, high-stakes, and non-standard scenarios. This role demands sustained ownership, sound judgment, and the discipline to resolve issues in ways that reinforce system integrity rather than introduce layers of complexity.

Effective stakeholder management is essential. You will engage with senior leaders who hold firm opinions, manage conflicting priorities, and provide incomplete inputs. You will operate without formal authority. Success will depend on your ability to establish trust, identify alignment, and transparently communicate trade-offs — maintaining quality standards while ensuring stakeholders feel acknowledged and supported.

This is an environment built around AI. You will work directly with AI tools every day, leveraging them to produce drafts, validate concepts, assess outcomes, examine edge cases, and identify emerging patterns. You will not delegate ideas to engineers and wait for delivery. You will prototype, test, troubleshoot, document, and refine independently, then collaborate with others when it is time to scale or formalize solutions.

We believe in transparency because we respect your time. This role is not suited for everyone.

If any of the following describe you, this is likely not the right opportunity:

  • You prefer identifying problems rather than owning end-to-end execution
  • You rely on formal authority, organizational hierarchies, or designated owners to accomplish work
  • You delegate technical work to engineers rather than building solutions yourself
  • You interpret feedback or resistance as personal criticism rather than actionable input
  • You optimize isolated components without considering broader system impact
  • You are drawn to the concept of fixing broken systems more than the actual work involved

This is a remote, global role offering significant autonomy and commensurate accountability. You must be available for a minimum of four hours that overlap with U.S. business hours on weekdays. Beyond that window, your schedule is primarily self-managed.

Finally, in the interest of transparency: our application process demands substantial effort. Most candidates invest significant time because the role itself requires that level of commitment.

If reading this has made you more interested — not less — we would genuinely welcome your application.

What you will be doing

  • Architecting and refining comprehensive systems that transform unclear requirements into consistent, high-quality results
  • Engaging directly with senior stakeholders to define true constraints, expose trade-offs, and establish shared definitions of success
  • Leveraging AI tools daily to create, test, evaluate, and iterate on system elements, then applying judgment and quality assurance
  • Taking full ownership of your initiatives from concept through delivery, measurement, and continuous improvement — no partial responsibility, no handoffs
  • Recognizing patterns, diagnosing underlying causes, and enhancing the system using outcome data and real-world performance

What you will NOT be doing

  • Identifying issues and delegating execution to others
  • Improving isolated system components without accounting for downstream consequences
  • Depending on formal authority, organizational structure, or escalation pathways to achieve results
  • Relying exclusively on specialists rather than engaging directly in 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 place them in roles where they perform well 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 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

Meet a successful candidate

Watch Interview
Andrew Poje
Andrew  |  Remote Coach
United States  

Andrew competed in two Olympic Games before finding a new calling as a remote coach. Hit 'Read More' to see his tips for job applicants. Wat...

Meet Andrew

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Cognitive 
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STEP 2

Cognitive 
aptitude test.

Prove real-world 
job skills.
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Prove real-world 
job skills.

Interview with the hiring manager.
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Pass
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STEP 5

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Accept job offer.
STEP 6

Accept job offer.

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