VP of Talent Operations

This role is designed for a recruiter who no longer wants to spend time on sourcing, screening, or treating resumes as predictors of performance.

You will join Crossover's People and Talent Operations team to architect how hiring functions from start to finish. Your focus is not on shepherding candidates through stages. Your focus is on constructing the infrastructure that draws in qualified talent, measures true capability, and produces dependable hires who perform and remain — and when results fall short, you reconstruct the process.

Our hiring model differs from conventional approaches. We do not rely on manual outreach, resume-led filtering, or positioning recruiters as information gatekeepers. Job postings are crafted to reach and engage the intended audience, including those not actively searching. Screening frameworks are built to measure skills, judgment, applicable knowledge, and actual performance well before any hiring manager conducts an interview.

We value transparency: we operate differently from most organizations, and this environment will not suit everyone. That is not a criticism — it reflects alignment. We are committed to respecting candidates' time, so before you proceed with our application process, you should understand what this role is not.

If any of the following statements resonate with you, this may not be the right opportunity:

• You prefer to concentrate on sourcing, resume evaluation, or initial screening conversations.
• You find it difficult to push back on hiring managers when their requests become low-signal or non-compliant.
• You favor receiving explicit direction rather than determining what needs to be created.
• You view AI as a technology to approach with caution rather than a tool to design with intentionally.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communication.
• You assume retention challenges are solely management failures and never indicators worth tracing back to hiring.
  
  

This is an AI-native workplace. AI generates drafts, options, data summaries, and preliminary outputs as standard practice. Your contribution lies in how you structure prompts, establish boundaries, record reasoning, and refine quality. You will regularly delegate tasks to AI and redirect your effort toward quality assurance, system oversight, and building agentic solutions that scale efficiently.

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

Finally, in the interest of transparency: our application process is not brief. It demands substantial time and consideration. Most applicants spend 1-3 hours completing the process, and this role typically requires more. We design it this way intentionally to ensure alignment on both sides.

If this description increases your interest, we would welcome hearing from you.

What You Will Be Doing

• Creating role specifications, organizational charts, career ladders, and RACI matrices that convert business requirements into actionable hiring objectives
• Constructing AI-supported job advertisements and distribution channels that draw qualified candidates without manual outreach

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• Developing screening and evaluation frameworks that measure skills, judgment, and relevant experience beyond what resumes reveal
• Utilizing working 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 using AI to produce drafts, alternatives, and analyses at scale
• Leveraging post-hire performance and retention metrics as feedback to refine role design, assessments, and talent 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 progress updates
• Adhering to traditional recruiting methods or "best practices" without critical evaluation
• Permitting non-compliant or risky hiring requests to move forward without challenge
• Operating in a setting with close oversight or detailed step-by-step guidance
  
  

VP Of Talent Operations Key Responsibilities

Design and maintain an AI-driven hiring system that produces high-quality hires on schedule and leverages post-hire performance and retention metrics to refine hiring accuracy over time.

Basic Requirements

• At least 5 years of experience in recruiting, talent operations, talent enablement, or people operations
• Hands-on experience designing or running assessment-based hiring pipelines
• Experience creating 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 working 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 building 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-BR-COUNTRY-VPofTalentOper.002