VP of Talent Operations

Talent acquisition is fundamentally broken. Most people recognize the problem. Very few understand how to solve it.

If you do, this role is for you.

Though this position resides within People and Talent Operations, it is at its core a systems design and operational execution role — with hiring as the functional domain. You won't be required to come in as a subject-matter expert on recruitment. Instead, you'll need to demonstrate mastery in designing systems that produce measurable, reliable outcomes — systems built to scale, replicate consistently, and withstand the friction of real-world application.

The challenge is straightforward in concept, demanding in practice: architect and manage a system that reliably delivers the right talent to the organization, on schedule, meeting rigorous quality standards, and placing people in roles where they thrive long-term. This system must function not only for well-scoped, routine hiring requests, but also for ambiguous, high-stakes, non-standard scenarios. The role demands sustained ownership, sound judgment, and a disciplined approach to problem-solving that reinforces system integrity rather than introducing unnecessary layers.

Stakeholder management is essential. You'll collaborate with senior leaders whose perspectives are strong, whose priorities often conflict, and whose inputs may be incomplete. You won't possess formal authority. Success will come from cultivating trust, identifying alignment, and making trade-offs visible — upholding standards while ensuring stakeholders feel respected and supported throughout.

This is an AI-first operating environment. Daily, hands-on engagement with AI tools is expected — using them to draft content, validate hypotheses, evaluate results, probe edge scenarios, and identify emerging trends. You won't delegate concepts to engineers and wait for turnaround. You'll prototype, test, troubleshoot, document, and refine independently, then collaborate with technical partners when it's time to productionize or scale.

In the interest of transparency and mutual respect for time, this role isn't suited for everyone.

If the following describe your working style, this is likely not the right match:

• You gravitate toward problem identification rather than end-to-end solution ownership
• You rely on organizational hierarchy, defined authority structures, or formal ownership assignments to drive progress
• You delegate execution to technical resources rather than engaging directly with the work
• You interpret critical feedback or resistance as personal criticism instead of actionable input
• You optimize discrete components without considering broader systemic impact
• You are drawn to the concept of systems improvement but not the messy reality of implementation
  
  

This is a fully remote, globally distributed role offering substantial autonomy paired with equally substantial accountability. You must maintain availability for a minimum of four hours during U.S. business hours each weekday. Beyond that window, your schedule is largely self-managed.

Finally, in the interest of candor: our hiring process demands meaningful effort. Most applicants invest considerable time, because the role itself requires that standard.

If this entire description energized rather than deterred you, we genuinely want to hear from you.

What You Will Be Doing

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• Architecting and refining end-to-end systems that convert ambiguous stakeholder needs into consistent, high-caliber outcomes
• Partnering directly with senior stakeholders to uncover true constraints, make trade-offs explicit, and establish shared definitions of success
• Leveraging AI tools daily to draft, validate, evaluate, and iterate on system elements, then applying human oversight and quality assurance
• Maintaining complete ownership of your work — from initial concept through delivery, measurement, and continuous improvement — without delegation or partial handoffs
• Surfacing patterns, diagnosing systemic root causes, and strengthening the overall system informed by performance data and operational feedback
  
  

What You Won’t Be Doing

• Identifying issues and transferring execution responsibility to others
• Improving isolated system components without evaluating broader downstream consequences
• Relying on formal authority, organizational structure, or escalation mechanisms to drive forward momentum
• Exclusively coordinating through specialists rather than engaging directly in the work
• Sidestepping complex challenges, difficult stakeholder dynamics, or personal accountability
  
  

VP Of Talent Operations Key Responsibilities

Architect, own, and iteratively enhance the systems responsible for delivering high-quality hires on schedule and ensuring their success and retention in role.

Basic Requirements

• 5+ years of professional experience in business operations, people operations, talent operations, program management, or comparable systems-oriented roles
• Demonstrated experience owning hiring for your own team or function, with measurable accountability for outcomes such as time-to-fill, candidate quality, and retention
• Proven track record designing and deploying operational systems end-to-end, beyond simply maintaining existing infrastructure

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• Experience authoring organizational and operational artifacts including role specifications, organizational charts, career ladders, RACI matrices, workflows, or decision-making frameworks
• Strong operational writer: has authored SOPs, process documentation, or post-mortem analyses actively used by peers and stakeholders
• Applied knowledge of U.S. hiring practices and employment regulations, including compliance requirements
• Demonstrated ability to collaborate effectively with senior leadership in the absence of formal authority
• Regular, practical application of AI in day-to-day operational contexts, with attentiveness to output quality and inherent trade-offs
• Consistent availability for a minimum of four hours during U.S. business hours on weekdays
  
  

Nice-to-have Requirements

• Track record iterating a system across multiple cycles informed by performance metrics and retention analytics
• Working knowledge of low-code platforms, automation tools, or agentic workflow frameworks
• Experience designing dashboards or data visualizations tailored for executive stakeholders
• Professional background 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-TR-COUNTRY-VPofTalentOper.003