Crossover’s aim is to recruit exclusively from this group. We not only believe that it’s possible to build a business where every worker is a rockstar – we’re already doing it.
Applying for a role on Crossover is different because we first need to identify whether a candidate is in the top 1% of global professionals. So, we’ve carefully curated a series of steps to achieve just that. Here’s what it takes.
Accepting job applications from the entire world means every role on Crossover receives thousands of applications. We find that the most reliable way to shortlist the very best candidates is by objectively measuring problem solving skills. Crossover does this via a 15-minute Criteria Cognitive Aptitude Test (CCAT). Different roles require different scores. Candidates who don’t make the grade can try again after six months.
Someday, technological advancements will make it possible for teams to collaborate without sharing a common language. Until then, English language skills are necessary for all positions advertised on Crossover. That’s why candidates who pass the CCAT are next required to complete an English proficiency test which involves hearing and repeating English phrases.
Of course, there’s much more to being a great worker than intelligence and language skills. The next step is to complete a real-world job assignment which has been curated specifically for the role – e.g. software engineers can expect a coding task, whereas marketing managers will need to show excellent copywriting skills. The result is graded blindly, to eliminate any potential for bias.
Candidates who reach the interview stage have already proven objectively that they’ve got what it takes to succeed in the role. So, unlike traditional job interviews which focus on subjective questioning from hiring managers, this step at Crossover is primarily an opportunity for the candidate and hiring manager to assess a mutual team fit.
And that’s it! Crossover’s turnaround from initial application to offer can happen in as little as three days. Once we’ve identified that someone truly is in the top 1% of the talent pool, we want to place them into a role ASAP. We’re often recruiting for multiple roles at the same level, so it’s not uncommon for all the best candidates to receive an offer.