VP of People Operations

If you're a recruiting professional who's exhausted from sourcing, screening, and treating resumes as predictive instruments, this opportunity is designed for you.

Become part of Crossover's People and Talent Operations team, where you will architect how hiring operates from start to finish. Your mission is not simply moving candidates along a funnel. Your mission is constructing the system that draws in the right talent, measures genuine capability, and produces high-quality hires on schedule — hires who satisfy the quality standard and remain. When results fall short, you do not rationalize. You rebuild the system.

Our hiring approach differs fundamentally from traditional organizations. We do not perform manual sourcing, resume-first screening, or operate with a recruiter-as-gatekeeper framework. Job postings are crafted to reach and engage the appropriate audience, including passive prospects. Screening systems are structured to measure skills, judgment, transferable expertise, and actual work well before a hiring team conducts any interview.

We believe in full transparency: our environment is not typical, and not everyone will succeed here. This is not a critique — it is about alignment. We value candidates' time deeply, so before you commit to our application process, it is essential to understand what this role is not.

If any of the following statements resonate with you, we are likely not the right match:

• You wish to concentrate on sourcing, resume evaluation, or early screening conversations.
• You are uncomfortable confronting hiring managers when their requests stray into low-signal or non-compliant areas.
• You favor receiving explicit instructions over determining what needs building.
• You view AI as a tool to approach cautiously rather than one to actively design with and around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communications.
• 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, variations, analyses, and initial outputs by default. Your contribution lies in designing inputs, establishing guardrails, documenting rationale, and calibrating quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and creating agentic solutions that scale.

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

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

If you remain more excited after reading all of this, we genuinely want to hear from you.

What You Will Be Doing

• Architecting role specifications, org charts, career ladders, and RACIs that convert actual business requirements into precise hiring objectives
• Constructing AI-assisted job advertisements and distribution mechanisms that draw the right candidates without manual sourcing

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• Developing screening and assessment ecosystems that measure skills, judgment, and transferable experience beyond what resumes reveal
• Applying practical knowledge of U.S. hiring practices to advise stakeholders and identify risk (e.g., W-2 vs. 1099, EEOC, ADEA considerations)
• Recording thinking, research, and decisions, then utilizing AI to produce drafts, variations, and analyses at scale
• Leveraging post-hire performance and retention data as feedback to continuously refine role design, assessments, and pipelines
  
  

What You Won’t Be Doing

• Sourcing candidates, evaluating resumes, or conducting first-round screening interviews
• Serving as a gatekeeper for hiring information or channeling all updates through yourself
• Waiting for stakeholders to request status updates
• Adhering to traditional recruiting playbooks or "best practices" without questioning them
• Permitting non-compliant or risky hiring requests to proceed unchallenged
• Operating in an environment with close supervision or step-by-step instructions
  
  

VP Of People Operations Key Responsibilities

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

Basic Requirements

• At least 5 years of experience in recruiting, talent operations, talent enablement, or people operations
• Hands-on experience designing or operating assessment-based hiring pipelines
• Experience producing org artifacts such as role specifications, org charts, ladders, RACIs, or competency frameworks

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• Working knowledge of U.S. hiring practices and regulations, including compliance considerations
• Comfort engaging 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 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-MX-COUNTRY-VPofPeopleOper.003