Head of Talent Operations

The hiring function is fundamentally broken. Most people recognize this. Very few understand how to repair it.

This role is intended for someone who does.

While this position resides within People and Talent Operations, it is at its core a systems design and operational execution role—with hiring serving as the focus area. You are not required to be a domain expert in talent acquisition. You are required to be an expert at constructing systems that produce measurable, consistent results—systems that scale, repeat reliably, and remain effective under real-world conditions.

The challenge is straightforward to articulate but difficult to accomplish: architect and run a system that reliably attracts the right talent, on schedule, meeting stringent quality standards, and into positions where they perform well and remain long-term. This system must function not only for straightforward, clearly defined requests but also for complex, high-stakes, non-standard situations. This role demands continuous ownership, sound judgment, and the rigor to resolve problems in ways that reinforce the system instead of layering on unnecessary complexity.

Managing stakeholders is essential. You will engage with senior executives who hold firm perspectives, conflicting priorities, and incomplete information. You will lack direct authority. Success will come from earning trust, identifying alignment, and transparently presenting trade-offs—maintaining quality standards while ensuring stakeholders feel acknowledged and supported.

This is an AI-first organization. You will work directly with AI tools daily, leveraging them to draft content, validate concepts, assess results, examine edge cases, and detect emerging patterns. You will not delegate ideas to engineering teams and wait for delivery. You will prototype, test, troubleshoot, document, and refine independently, then collaborate with others when it becomes necessary to scale or formalize solutions.

We also value transparency, because we do not want to waste your time. This role is not suited to everyone.

If any of these describe you, this is probably not the right match:

• You prefer identifying issues over taking full ownership of solutions from start to finish
• You rely on formal authority, organizational hierarchy, or designated owners to accomplish work
• You exclusively delegate technical work to engineers rather than engaging hands-on
• You interpret feedback or disagreement as criticism instead of constructive input
• You concentrate on refining isolated components without considering broader system implications
• You are drawn to the concept of fixing broken systems more than the actual work involved
  
  

This is a global, fully remote position with significant autonomy and equally significant accountability. You must be accessible for a minimum of four hours during U.S. business hours on weekdays. Beyond that, you manage your own schedule.

Finally, in the interest of transparency: our application process demands genuine effort. Most applicants invest substantial time because the role itself requires it.

If reading this made you feel more motivated—not discouraged—we would sincerely like to hear from you.

What You Will Be Doing

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• Architecting and refining complete systems that transform unclear requirements into consistent, high-caliber outcomes
• Engaging directly with senior stakeholders to define actual constraints, articulate trade-offs, and establish shared standards of success
• Leveraging AI tools every day to create, validate, evaluate, and iterate on system elements, then applying critical judgment and quality oversight
• Taking full ownership of your work from initial concept through delivery, measurement, and continuous improvement—without handoffs or divided accountability
• Detecting patterns, diagnosing underlying causes, and enhancing the system using real-world performance data and feedback
  
  

What You Won’t Be Doing

• Identifying issues and delegating execution to others
• Refining isolated system components without accounting for cascading impacts
• Waiting for formal authority, organizational structures, or escalation processes to drive progress
• Relying exclusively on specialists rather than engaging directly in the work
• Steering clear of complex challenges, challenging stakeholders, or direct accountability
  
  

Head Of Talent Operations Key Responsibilities

Design, own, and iteratively refine the systems that consistently deliver high-quality hires on schedule and into positions where they perform effectively and remain long-term.

Basic Requirements

• 5+ years of experience in business operations, people or talent operations, program management, or a comparable system-intensive role
• Demonstrated experience hiring for your own team or function, with direct accountability for hiring metrics (e.g., time-to-fill, quality, retention)
• Proven hands-on experience designing and deploying operational systems from end to end, not simply maintaining existing ones

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• Experience developing organizational and operational artifacts including role specifications, org charts, career ladders, RACIs, workflows, or decision frameworks
• Strong written communication skills: has authored SOPs, process documentation, or post-mortems actively used by others
• Working familiarity with U.S. hiring practices and regulations, including compliance requirements
• Confidence engaging directly with senior leaders without holding formal authority
• Practical, daily application of AI in operational contexts, with close attention to quality and inherent trade-offs
• Availability for a minimum of four hours overlapping U.S. business hours on weekdays
  
  

Nice-to-have Requirements

• Experience iterating a system across multiple cycles informed by performance and retention metrics
• Familiarity with low-code platforms, automation tools, or agentic workflow systems
• Experience developing dashboards or data visualizations tailored for executive audiences
• Background working in high-growth, high-accountability, or private-equity-backed organizations
  
  

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-5712-NG-COUNTRY-HeadofTalentOp.004