Senior Associate; Remote

If you're a recruiter frustrated by manual sourcing, resume-driven screening, and pretending credentials predict performance, this role is designed for you.

Become part of Crossover's People and Talent Operations team and shape how hiring operates from start to finish. You're not here simply to shepherd candidates through a process. You're here to architect the system that draws in the right talent, measures real capability, and produces high-quality hires on schedule—hires who meet the standard and remain. When results fall short, you don't justify them.

You rebuild the approach.

We don't conduct hiring the way traditional companies do. There's no manual candidate sourcing, no resume-centric screening, and no recruiter-gatekeeper structure. Job postings are crafted to reach and engage the correct audience, including passive talent. Assessment frameworks are built to evaluate skills, judgment, transferable expertise, and actual work well before a hiring team conducts interviews.

We also believe in complete transparency: we don't operate like most companies, and not everyone will succeed here. That's not a criticism—it's about alignment. We're committed to respecting candidates' time, so before you engage with our application process, it's essential to understand what this role is not.

If you identify with any of the statements below, we're likely not the right match for you.

• You want to concentrate on sourcing, resume evaluation, or initial screening conversations.
• You're hesitant to push back on hiring managers when requests move toward low-signal or non-compliant directions.
• You favor receiving explicit instructions over determining what needs to be created.
• You view AI as something to approach cautiously rather than something to actively integrate and design around.
• You depend on meetings to maintain alignment instead of creating dashboards, documentation, and proactive communications.
• You think retention challenges are always management failures and never a signal worth exploring at the hiring stage.

This is an AI-first workplace. AI generates drafts, options, analyses, and initial versions by default. Your contribution lies in designing prompts, establishing guardrails, documenting logic, and refining quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and designing scalable agentic solutions.

The position is global and remote. Autonomy is significant. So is accountability. You will collaborate directly with senior leadership and C‑suite stakeholders across a private-equity-backed portfolio, with an expectation of proactive updates and early risk identification. You must be available for at least 4 hours overlapping U.S. business hours on weekdays, when most stakeholders are active. Beyond that, your schedule is mostly self-managed.

One final note, 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 mutual alignment.

If you're even more interested after reading all of this, we'd genuinely like to hear from you.

• Creating role specifications, org charts, career ladders, and RACIs that convert genuine business requirements into precise hiring objectives
• Constructing AI‑assisted job postings and distribution mechanisms that draw the right candidates without manual sourcing
• Developing screening and assessment frameworks that measure skills, judgment, and transferable experience beyond resumes
• Applying 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 conclusions, then using AI to produce drafts, alternatives, and analyses at scale
• Utilizing post‑hire performance and retention metrics as indicators to continuously refine role design, assessments, and pipelines

• Sourcing candidates, screening resumes, or conducting initial screening calls
• Serving as a bottleneck for hiring information or channeling all…