VP 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 endless sourcing cycles, candidate screening routines, and the assumption that resumes reliably predict performance, this position is designed with you in mind.

Become part of Crossover's People and Talent Operations team, where you will architect the full hiring experience from start to finish. Your purpose is not to shepherd candidates through a predetermined funnel. Your purpose is to construct the infrastructure that draws in the right talent, measures genuine capability, and consistently delivers high-caliber hires on schedule — hires who satisfy our quality standards and remain with the organization. When results fall short of expectations, you will not rationalize the gap. You will re-engineer the system.

Our hiring methodology diverges sharply from traditional corporate approaches. We do not conduct manual sourcing, rely on resume-first filtering, or position recruiters as gatekeepers. Job postings are strategically crafted to reach and engage the appropriate audience, including those not actively seeking new opportunities. Screening frameworks are built to evaluate competencies, decision-making ability, applicable knowledge, and actual work output well before any hiring manager conducts an interview.

We also believe in complete transparency: our organization operates differently from most, and not every professional will flourish in this environment. That observation is not a critique — it reflects alignment. We place high value on respecting candidates' time, so before you commit to our application journey, you should understand what this role is not.

If any of the following statements resonate with you, we are likely not the right match:

• You wish to concentrate on candidate sourcing, resume evaluation, or early-stage screening calls.
• You feel uneasy pushing back on hiring managers when their requests veer into low-signal or non-compliant areas.
• You favor receiving explicit instructions rather than determining what systems need to be created.
• You view AI as a technology requiring caution rather than a tool to actively design with and around.
• You depend on meetings to maintain alignment instead of producing dashboards, documentation, and proactive status reports.
• You assume retention challenges are always management failures and never upstream signals worth analyzing.

This is an AI-first work environment. AI generates drafts, variations, analyses, and initial outputs by default. Your contribution lies in how you structure prompts, establish boundaries, document logic, and calibrate output quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and designing autonomous solutions that scale effectively.

The position is global and remote. Autonomy is substantial. Accountability is equally high. You will collaborate directly with senior executives and C-suite partners across a private-equity-backed portfolio, with clear expectations for proactive communication and early identification of risks. You must be accessible for a minimum of 4 hours that overlap with U.S. business hours on weekdays, when the majority of stakeholders are active. Beyond that window, your schedule is largely self-managed.

One final note in the interest of transparency: our application process is not brief. It demands significant time and careful thought. Most candidates invest 1-3 hours throughout the process, and this role frequently requires additional time. We structure it this way deliberately to ensure alignment on both sides. 

If this description has increased your interest, we genuinely want to hear from you.