VP of People Operations

If you're a talent professional who has grown weary of sourcing pipelines, resume reviews, and the assumption that CVs reliably predict performance, this position is designed for you.

Become part of Crossover's People and Talent Operations team and architect the full hiring experience from end to end. Your role is not to shepherd candidates through a standardized funnel. Your role is to construct the system that draws in the right talent, measures genuine capability, and produces high-caliber hires on schedule — hires who meet our standards and remain with the organization. When results fall short, you will not rationalize the gap. You will re-engineer the system.

Our hiring approach does not follow traditional company norms. We do not conduct manual sourcing, we do not screen resumes first, and we do not position recruiters as gatekeepers. Job postings are engineered to reach and engage the appropriate audience, including passive talent. Screening ecosystems are constructed to evaluate skills, judgment, transferable expertise, and actual work performance well before a hiring team conducts an interview.

We also believe in complete transparency: we operate differently than most organizations, and not every professional will succeed here. This is not a commentary on value — it is a matter of alignment. We are committed to respecting candidates' time, so before you proceed with our application process, it is essential to understand what this role is not.

If you identify with any of the statements below, we are likely not the right match:

• You want to concentrate on sourcing, resume evaluation, or early-stage screening conversations.
• You are uncomfortable pushing back on hiring managers when their requests lack signal or compliance.
• You prefer receiving explicit instructions rather than determining what needs to be created.
• You view AI as a technology to approach cautiously rather than a tool to design with and around.
• You depend on meetings to maintain alignment instead of creating dashboards, documentation, and proactive communications.
• You assume retention challenges are always a management issue and never a signal worth examining earlier in the hiring process.
  
  

This is an AI-first workplace. AI generates drafts, variations, analyses, and initial outputs by default. Your contribution lies in how you design inputs, establish guardrails, document reasoning, and calibrate quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system maintenance, and designing agentic solutions that scale.

The position is global and 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 available for a minimum of four hours that overlap with U.S. business hours on weekdays, when most stakeholders are active. Beyond that, your schedule is largely self-managed.

One final point, in the interest of transparency: our application process is not brief. It demands significant time and attention. Most candidates dedicate 1-3 hours during the process, and this role often requires additional investment. We approach this deliberately to ensure alignment on both sides.

If this description increases your interest, we would genuinely welcome your application.

What You Will Be Doing

• Designing role specifications, organizational charts, career ladders, and RACI frameworks that convert business requirements into precise hiring objectives
• Building AI-enhanced job advertisements and distribution systems that draw in qualified candidates without manual sourcing efforts

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• Designing screening and assessment ecosystems that measure skills, judgment, and transferable experience beyond what resumes reveal
• Applying practical knowledge of U.S. hiring regulations to advise stakeholders and identify risk (e.g., W-2 vs. 1099 classification, EEOC, ADEA compliance)
• Documenting rationale, research, and decisions, then using AI to produce drafts, variations, and analyses at scale
• Utilizing post-hire performance and retention metrics as feedback loops 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 gatekeeper for hiring information or centralizing all communication through yourself
• Waiting for stakeholders to request status updates
• Adhering to traditional recruiting playbooks or "best practices" without critical evaluation
• Permitting non-compliant or risky hiring requests to move forward without challenge
• Operating in an environment with close supervision or detailed step-by-step guidance
  
  

VP Of People Operations Key Responsibilities

Design and operate an AI-first hiring system that consistently delivers 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 developing organizational artifacts such as role specifications, org charts, career ladders, RACIs, or competency frameworks

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• Practical knowledge of U.S. hiring regulations and practices, including compliance considerations
• Comfort engaging directly with senior leaders and C-suite stakeholders
• Excellent written and verbal communication skills with a bias toward clarity, structure, and action
• Ability to work autonomously in a global, remote environment
• Hands-on experience using AI in daily work, including understanding risks, trade-offs, and quality control
• 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 tools, automation platforms, or agentic workflows
• Experience creating 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-Carrollt-VPofPeopleOper.001