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You're a product executive who delivers. You know how to take a defined product vision, break it into minimal viable increments, and ship enterprise-grade AI capabilities rapidly—without letting the work devolve into roadmap performance art. You've already experienced the "AI solves everything" wave, you understand where large language models (LLMs) and generative AI fail under real-world constraints, and you're skilled at building regardless. If your strongest work emerges when you own the full outcome (deciding, prototyping, hardening, launching, and observing actual customer usage), then continue reading.
Most software companies approach AI like a wardrobe update: add a chatbot layer, announce a "copilot," declare it innovation, and hope enterprise buyers don't probe deeply. We take the opposite approach. We're constructing AI-native B2B SaaS capabilities that justify their presence by delivering quantifiable enterprise value at a pace that makes conventional agile planning cycles appear dysfunctional. Our advantage lies in compressing the Sell → Design → Build cycle, uncompromising scope discipline within a defined direction, and production releases that satisfy enterprise security and compliance requirements without extended coordination overhead.
In this fully remote position, you'll work closely with engineering and function as a player-coach: part builder, part decision-maker, zero part facilitator. You'll convert an existing product strategy into actionable sprint-level scope, prototype rapidly using modern AI tooling to eliminate ambiguity, and drive releases that customers can genuinely adopt in actual enterprise environments. If you've shipped net-new enterprise software, leveraged AI as an execution layer (not a press release), and you remain composed when hype meets production realities, you'll have the autonomy to move quickly and the accountability to ensure it holds up. If that sounds like relief rather than pressure, apply.
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.






It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.