VP of Recruiting Operations

If you're a recruiting professional who has grown weary of sourcing, screening, and treating resumes as predictive instruments, this position is designed for you.

Become part of Crossover's People and Talent Operations team and architect the entire hiring lifecycle. Your mandate is not to shepherd candidates through a pipeline. Your mandate is to engineer the system that draws in the right talent, measures true capability, and produces high-caliber hires on schedule — hires who satisfy quality standards and remain with the organization. When results fall short, you don't rationalize the gap. You rebuild the system.

Our hiring methodology diverges sharply from conventional practice. We do not engage in manual sourcing, resume-centric filtering, or recruiter-as-gatekeeper frameworks. Job postings are crafted to reach and motivate the appropriate audience, including passive talent. Screening architectures are constructed to evaluate competencies, decision-making, applicable knowledge, and authentic work output well before any hiring team conducts an interview.

We also believe in full transparency: we operate differently from most organizations, and not every candidate will flourish here. This is not a judgment of worth — it is a matter of alignment. We are committed to respecting candidates' time, so before you commit to our selection process, it is essential to understand what this role does not entail.

If any of the following resonate with you, we are likely not a good match:

• You wish to concentrate on sourcing, resume evaluation, or early-stage screening conversations.
• You find it difficult to challenge hiring managers when their requests veer into low-signal or non-compliant areas.
• You favor receiving explicit direction over determining what systems need to be created.
• You view AI as a technology to approach cautiously rather than a tool to design with and around proactively.
• You depend on meetings for alignment rather than creating dashboards, documentation, and proactive status updates.
• You assume retention challenges are exclusively people-management failures and never indicators worth examining earlier in the process.
  
  

This is an AI-first workplace. AI generates drafts, alternatives, analyses, and initial outputs by default. Your contribution lies in how you structure inputs, establish boundaries, document rationale, and refine quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and designing agentic solutions that scale effectively.

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

One final note, in the interest of transparency: our selection process is not brief. It demands significant time and consideration. Most candidates dedicate 1-3 hours throughout the process, and this role frequently requires more. We do this deliberately to ensure alignment on both sides.

If you find yourself more energized after reading all of this, we would genuinely welcome your application.

What You Will Be Doing

• Architecting role specifications, organizational charts, career ladders, and RACI matrices that convert genuine business requirements into precise hiring objectives
• Creating AI-enhanced job advertisements and distribution mechanisms that draw the right candidates without manual outreach

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• Engineering screening and evaluation ecosystems that measure skills, judgment, and transferable expertise beyond traditional resumes
• Leveraging practical knowledge of U.S. hiring regulations to advise stakeholders and identify risk (e.g., W-2 vs. 1099, EEOC, ADEA factors)
• Recording reasoning, research, and decisions, then utilizing AI to produce drafts, variations, and analyses at scale
• Utilizing post-hire performance and retention metrics as indicators to continuously refine role design, assessments, and candidate pipelines
  
  

What You Won’t Be Doing

• Sourcing candidates, evaluating resumes, or conducting initial screening interviews
• Serving as a bottleneck for hiring information or channeling all communication through yourself
• Waiting for stakeholders to request status updates
• Adhering to conventional recruiting playbooks or "best practices" without critical examination
• Permitting non-compliant or risky hiring requests to proceed without challenge
• Operating in an environment with close oversight or detailed step-by-step guidance
  
  

VP Of Recruiting Operations Key Responsibilities

Design and manage an AI-first hiring infrastructure that produces high-quality hires on schedule and leverages post-hire performance and retention data to continuously strengthen hiring signal.

Basic Requirements

• A minimum of 5 years of experience in recruiting, talent operations, talent enablement, or people operations
• Direct experience designing or managing assessment-based hiring pipelines
• Experience producing organizational artifacts such as role specifications, org charts, career ladders, RACIs, or competency frameworks

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• Practical knowledge of U.S. hiring practices and regulations, including compliance factors
• Confidence working directly with senior leaders and C-suite stakeholders
• Excellent written and verbal communication with a preference for clarity, structure, and actionability
• Capability to operate independently in a global, remote setting
• Demonstrable experience using AI in everyday work, including understanding risks, trade-offs, and quality oversight
• Availability for a minimum of four hours overlapping U.S. business hours on weekdays
  
  

Nice-to-have Requirements

• Experience in organizational design, HRBP roles, or workforce planning
• Familiarity with low-code platforms, automation tools, or agentic workflows
• Experience developing dashboards or visualizations for executive stakeholders
• Background in high-growth, high-accountability, or private-equity-backed settings
  
  

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-NewYork-VPofRecruiting