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}  ($100 USD/hour)

This role is designed for a recruiter who no longer wants to spend time on sourcing, screening, or treating resumes as predictors of performance.

You will join Crossover's People and Talent Operations team to architect how hiring functions from start to finish. Your focus is not on shepherding candidates through stages. Your focus is on constructing the infrastructure that draws in qualified talent, measures true capability, and produces dependable hires who perform and remain — and when results fall short, you reconstruct the process.

Our hiring model differs from conventional approaches. We do not rely on manual outreach, resume-led filtering, or positioning recruiters as information gatekeepers. Job postings are crafted to reach and engage the intended audience, including those not actively searching. Screening frameworks are built to measure skills, judgment, applicable knowledge, and actual performance well before any hiring manager conducts an interview.

We value transparency: we operate differently from most organizations, and this environment will not suit everyone. That is not a criticism — it reflects alignment. We are committed to respecting candidates' time, so before you proceed with our application process, you should understand what this role is not.

If any of the following statements resonate with you, this may not be the right opportunity:

• You prefer to concentrate on sourcing, resume evaluation, or initial screening conversations.
• You find it difficult to push back on hiring managers when their requests become low-signal or non-compliant.
• You favor receiving explicit direction rather than determining what needs to be created.
• You view AI as a technology to approach with caution rather than a tool to design with intentionally.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communication.
• You assume retention challenges are solely management failures and never indicators worth tracing back to hiring.

This is an AI-native workplace. AI generates drafts, options, data summaries, and preliminary outputs as standard practice. Your contribution lies in how you structure prompts, establish boundaries, record reasoning, and refine quality. You will regularly delegate tasks to AI and redirect your effort toward quality assurance, system oversight, and building agentic solutions that scale efficiently.

The position is global and fully remote. Autonomy is significant. Accountability is equally high. You will collaborate directly with senior leadership and C-suite executives across a private-equity-backed portfolio, with the expectation of proactive communication and early identification of risk. You must be available for a minimum of 4 hours that overlap with U.S. business hours on weekdays, when most stakeholders are active. Beyond that window, your schedule is primarily self-managed.

Finally, in the interest of transparency: our application process is not brief. It demands substantial time and consideration. Most applicants spend 1-3 hours completing the process, and this role typically requires more. We design it this way intentionally to ensure alignment on both sides. 

If this description increases your interest, we would welcome hearing from you.