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 sourcing, screening, and treating resumes as predictive instruments, this position is designed for you.

Become part of Crossover's People and Talent Operations team and architect the entire hiring lifecycle. Your mandate is not to shepherd candidates through a pipeline. Your mandate is to engineer the system that draws in the right talent, measures true capability, and produces high-caliber hires on schedule — hires who satisfy quality standards and remain with the organization. When results fall short, you don't rationalize the gap. You rebuild the system.

Our hiring methodology diverges sharply from conventional practice. We do not engage in manual sourcing, resume-centric filtering, or recruiter-as-gatekeeper frameworks. Job postings are crafted to reach and motivate the appropriate audience, including passive talent. Screening architectures are constructed to evaluate competencies, decision-making, applicable knowledge, and authentic work output well before any hiring team conducts an interview.

We also believe in full transparency: we operate differently from most organizations, and not every candidate will flourish here. This is not a judgment of worth — it is a matter of alignment. We are committed to respecting candidates' time, so before you commit to our selection process, it is essential to understand what this role does not entail.

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

• You wish to concentrate on sourcing, resume evaluation, or early-stage screening conversations.
• You find it difficult to challenge hiring managers when their requests veer into low-signal or non-compliant areas.
• You favor receiving explicit direction over determining what systems need to be created.
• You view AI as a technology to approach cautiously rather than a tool to design with and around proactively.
• You depend on meetings for alignment rather than creating dashboards, documentation, and proactive status updates.
• You assume retention challenges are exclusively people-management failures and never indicators worth examining earlier in the process.

This is an AI-first workplace. AI generates drafts, alternatives, analyses, and initial outputs by default. Your contribution lies in how you structure inputs, establish boundaries, document rationale, 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 effectively.

The position is global and fully remote. Autonomy is substantial. Accountability is equally high. You will collaborate directly with senior leaders and C-suite stakeholders across a private-equity-backed portfolio, with an expectation of proactive communication and early risk identification. You must be accessible for a minimum of 4 hours overlapping 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 selection process is not brief. It demands significant time and consideration. Most candidates dedicate 1-3 hours throughout the process, and this role frequently requires more. We do this deliberately to ensure alignment on both sides. 

If you find yourself more energized after reading all of this, we would genuinely welcome your application.