Crossover

Compensation

Full Description

If you're a recruiting professional who has grown weary of manual sourcing, resume-based screening, and the assumption that CVs predict real performance, this position is designed with you in mind. Become part of Crossover's People and Talent Operations function and architect the full lifecycle of how we hire. Your purpose is not to shepherd applicants through a pipeline. Your purpose is to construct the infrastructure that draws in the right talent, measures genuine capability, and produces timely, high-caliber hires — hires who satisfy our quality threshold and remain with us. When results fall short, you do not rationalize them. You rebuild the system. Our hiring model does not resemble traditional corporate approaches. We do not perform manual sourcing, resume-first filtering, or position recruiters as gatekeepers. Job postings are strategically crafted to reach and engage the appropriate audience, including those not actively job-seeking. Screening frameworks are engineered to evaluate competencies, reasoning, applicable knowledge, and actual work output well before any hiring team conducts an interview. We also believe in complete transparency: we operate differently from most organizations, and this environment will not suit everyone. That is not a reflection of worth — it is about alignment. We are deeply committed to respecting candidates' time, so before you commit to our application journey, it is essential to understand what this role is not. If any of the following resonate with you, we are likely not the right match: • You wish to concentrate on sourcing activities, resume evaluation, or early-stage candidate calls. • You are hesitant to push back on hiring managers when their requests veer into low-validity or non-compliant areas. • You favor receiving explicit directions over determining what infrastructure needs to be created. • You view AI as a tool to approach cautiously rather than something to proactively integrate and design around. • You depend on meetings for alignment instead of creating dashboards, documentation, and preemptive communications. • You assume retention challenges are solely people-management issues and never warrant investigation at the hiring stage. This is an AI-centric workplace. AI generates drafts, variations, data summaries, and initial outputs by default. Your contribution lies in how you structure prompts, establish boundaries, capture rationale, and refine output quality. You will consistently delegate work to AI and redirect your attention to quality assurance, system upkeep, and building agentic frameworks that scale. The position is fully remote and global. Autonomy is substantial. Accountability is equally high. You will engage directly with senior executives and C-level partners across a private-equity-supported portfolio, with an expectation of proactive outreach and early identification of risk. You are required to be available for a minimum of 4 hours overlapping U.S. business hours on weekdays, when the majority of stakeholders are active. Beyond that, your schedule is primarily self-managed. A final note in the interest of transparency: our selection process is not fast. It demands considerable time and reflection. Most applicants dedicate 1-3 hours throughout the process, and this role frequently requires more. We structure it this way deliberately to ensure alignment on both sides. If everything you have read so far energizes you, we would genuinely welcome your application. What You Will Be Doing • Architecting role definitions, organizational charts, career ladders, and RACI matrices that convert business requirements into actionable hiring objectives • Constructing AI-enabled job advertisements and distribution mechanisms that draw the right candidates without manual outreach • Developing screening and evaluation frameworks that measure competencies, decision-making, and transferable expertise beyond the resume • Leveraging practical knowledge of U.S. hiring regulations to advise stakeholders and identify risks (e.g., W-2 vs. 1099, EEOC, ADEA factors) • Recording reasoning, research, and judgments, then utilizing AI to produce drafts, alternate versions, and data analysis at scale • Using post-hire performance metrics and retention trends as feedback to refine role design, evaluation tools, and candidate pipelines What You Won’t Be Doing • Manually sourcing applicants, evaluating resumes, or conducting initial screening calls • Serving as a bottleneck for hiring information or centralizing all communication through yourself • Waiting for stakeholders to request progress reports • Adhering to conventional recruiting frameworks or "industry best practices" without critical evaluation • Permitting non-compliant or risky hiring requests to proceed without challenge • Operating in a setting with tight supervision or detailed procedural guidance VP Of Talent Operations Key Responsibilities Design and maintain an AI-driven hiring infrastructure that consistently delivers high-quality hires on schedule and leverages post-hire performance and retention analytics to iteratively strengthen hiring predictors. Basic Requirements • At least 5 years of experience in recruiting, talent operations, talent enablement, or people operations • Hands-on experience designing or running assessment-based hiring pipelines • Experience creating org artifacts such as role specifications, org charts, ladders, RACIs, or competency frameworks • Working knowledge of U.S. hiring practices and regulations, including compliance considerations • Comfort working directly with senior leaders and C-suite stakeholders • Strong written and verbal communication with a bias toward clarity, structure, and action • Ability to operate autonomously in a global, remote environment • Practical experience using AI in daily work, including understanding risks, trade-offs, and quality control • Availability for at least four hours overlapping U.S. business hours on weekdays Nice-to-have Requirements • Experience in org design, HRBP work, or workforce planning • Familiarity with low-code tools, automation platforms, or agentic workflows • Experience building dashboards or visualizations for executive audiences • Background in high-growth, high-accountability, or private-equity-backed environments About Crossover Crossover has been a pioneer of the remote work model since our inception in 2014 - helping thousands of people advance their careers. We specialize in full-time, long-term remote jobs - not short-term "gigs" or part-time freelancing side ventures. Our platform provides businesses with the fairest hiring on earth by basing 90% of the decisions on objective assessments of a candidate's skills and abilities to perform Real Work. Since we are 100% remote, people can work from anywhere and earn standardized and competitive compensation, regardless of where they choose to live. There is so much to cover for this exciting role, and space here is limited. Hit the Apply button if you found this interesting and want to learn more. We look forward to meeting you! Working with Crossover This is a full-time (40 hours per week), long-term position. The position is immediately available and requires entering into an independent contractor agreement with Crossover. The compensation level for this role is $100 USD/hour, which equates to $200,000 USD/year assuming 40 hours per week and 50 weeks per year. The payment period is weekly. Consult www.crossover.com/help-and-faqs for more details on this topic. Crossover Job Code: LJ-4435-US-Austin-VPofTalentOper.001