Head of Recruiting 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}  ($100 USD/hour)

If you're a recruiting professional who has grown weary of sourcing, screening, and treating resumes as predictors of performance, this position is designed for you.

Become part of Crossover's People and Talent Operations team and architect the full hiring experience from start to finish. Your purpose 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 satisfy the quality threshold and persist. When results fall short, you don't rationalize them. You rebuild the infrastructure.

Our approach to hiring differs from conventional companies. We eliminate manual sourcing, resume-centric screening, and the recruiter-as-gatekeeper paradigm. Job postings are crafted to reach and engage the intended audience, including passive talent. Screening frameworks are engineered to measure skills, judgment, transferable expertise, and actual work long before a hiring team conducts interviews.

We also value transparency: our environment is distinct, and not everyone will succeed here. That's not a critique — it's about alignment. We respect candidates' time deeply, so before you commit to our application process, you should understand what this role is not.

If any of the following resonate with you, we are likely not a good match:

• You want to concentrate on sourcing, resume analysis, or initial screening conversations.
• You're hesitant to push back on hiring managers when requests veer into low-signal or non-compliant areas.
• You prefer explicit directions over determining what should be created.
• You view AI as something requiring caution rather than a tool to actively design with and around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communications.
• You assume retention challenges are always management problems and never worth investigating at the source.

This is an AI-first setting. AI generates drafts, alternatives, analyses, and initial outputs by default. Your contribution lies in how you structure inputs, establish boundaries, record reasoning, and refine quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and designing agentic solutions that scale.

The position is global and remote. Autonomy is significant. Accountability is equally high. You will collaborate directly with senior leaders and C-suite stakeholders across a private-equity-backed portfolio, with expectations of proactive updates and early risk identification. You must be accessible for at least 4 hours that overlap 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 substantial time and consideration. Most candidates spend 1-3 hours during the process, and this role often requires more time. We do this deliberately to confirm mutual fit. 

If this information has increased your interest, we would genuinely welcome your application.