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
Not accepting applications on crossover.com at this time.
Description
This role is designed for recruiters who have moved beyond sourcing, screening, and treating resumes as predictive instruments.
As part of Crossover's People and Talent Operations team, you will architect end-to-end hiring systems. Your mandate is not to shepherd candidates through a pipeline. It is to engineer systems that draw in the right talent, measure actual capability, and produce timely, high-quality hires — hires who meet the standard and remain. When results fall short, you will not rationalize the gap. You will rebuild the mechanism.
Our hiring model diverges from convention. We do not conduct manual sourcing, prioritize resume-based screening, or position recruiters as gatekeepers. Job postings are constructed to engage and reach the appropriate audience, including passive talent. Assessment frameworks are built to evaluate judgment, skills, transferable knowledge, and real output well before candidates engage with a hiring team.
We believe in transparency: this environment is not suited to everyone, and that is not a critique — it is a matter of alignment. We are committed to respecting candidates' time, so before you proceed with our application, it is essential to understand what this role does not involve.
If any of the following statements resonate with you, this may not be the right opportunity:
- You wish to focus on sourcing, resume evaluation, or conducting early-stage screening calls.
- You are hesitant to push back on hiring managers when requests veer into low-value or non-compliant territory.
- You prefer receiving explicit direction rather than identifying what systems need to be built.
- You view AI as something to approach cautiously rather than integrate deliberately into your work.
- You depend on meetings for alignment rather than creating dashboards, documentation, and proactive status updates.
- You assume retention challenges are purely management issues and never indicators to examine earlier in the hiring cycle.
This is an AI-first operation. AI generates drafts, options, data summaries, and initial outputs by default. Your contribution lies in shaping prompts, establishing boundaries, recording rationale, and ensuring output quality. You will regularly delegate execution to AI and concentrate on oversight, system tuning, and building scalable agentic workflows.
The position is global and fully remote. Autonomy is substantial. Accountability is equally high. You will engage directly with senior leadership and C-suite figures across a private-equity-backed portfolio, with the expectation of proactive updates and early identification of risk. You must be available for a minimum of four hours during U.S. business hours on weekdays, when key stakeholders are active. Beyond that window, your schedule is self-managed.
A final note on transparency: our application process is substantive. It demands real time and thoughtful engagement. Most applicants spend 1-3 hours during the process, and this role frequently requires more. This is deliberate, to ensure alignment on both sides.
If this description heightens your interest rather than diminishes it, we would welcome your application.
What you will be doing
- Crafting role definitions, organizational structures, career ladders, and responsibility matrices that convert business requirements into actionable hiring objectives
- Constructing AI-enhanced job postings and distribution mechanisms that draw qualified candidates without relying on manual sourcing
- Developing screening and evaluation frameworks that measure competencies, judgment, and transferable experience beyond what resumes reveal
- Applying functional knowledge of U.S. hiring law and practice to advise stakeholders and surface risk (e.g., worker classification, EEOC compliance, ADEA implications)
- Recording analysis, research, and decision rationale, then using AI to produce drafts, alternate versions, and scaled insights
- Utilizing post-hire performance and retention metrics as feedback loops to refine role design, assessments, and candidate pipelines
What you will NOT be doing
- Conducting candidate sourcing, resume screening, or initial phone interviews
- Serving as the single point of contact for all hiring updates or information flow
- Waiting for stakeholder requests before providing updates
- Adhering to conventional recruiting frameworks or "industry best practices" without scrutiny
- Permitting risky or non-compliant hiring requests to proceed without challenge
- Operating under close supervision or requiring detailed step-by-step guidance
Key responsibilities
Architect and maintain an AI-first hiring infrastructure that produces high-quality hires on schedule and leverages post-hire performance and retention metrics to refine hiring signal over time.
Candidate requirements
- A minimum of 5 years of experience in recruiting, talent operations, talent enablement, or people operations
- Direct experience designing or managing assessment-driven hiring processes
- Proven ability to create organizational artifacts such as role definitions, org charts, career ladders, RACIs, or competency models
- Functional knowledge of U.S. hiring regulations and practices, including compliance-related considerations
- Demonstrated comfort engaging directly with senior leaders and C-suite executives
- Excellent written and verbal communication skills, with emphasis on clarity, structure, and actionability
- Capacity to work independently in a global, fully remote setting
- Practical, hands-on experience applying AI in daily workflows, including understanding of quality control, risks, and trade-offs
- Availability for a minimum of four hours overlapping with U.S. business hours on weekdays
Nice to have
- Prior experience in organizational design, HRBP functions, or workforce planning
- Knowledge of low-code platforms, automation tools, or agentic workflow design
- Experience designing dashboards or data visualizations for executive stakeholders
- Track record 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.
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