Senior Associate

About the Role

If you're a recruiter who's grown weary of sourcing, screening, and acting as though resumes actually predict performance, this opportunity is designed for you.

Become part of Crossover's People and Talent Operations team and shape the full lifecycle of how hiring operates. Your role isn't to shepherd candidates through a funnel. Your role is to engineer the system that draws in the right talent, evaluates real competence, and produces high-quality hires on schedule — hires who meet the quality threshold and remain. When results fall short, you won't rationalize it. You'll redesign the system.

Our hiring approach is fundamentally different from traditional models. There is no manual sourcing, no resume-led filtering, and no recruiter acting as a gatekeeper. Job postings are engineered to reach and resonate with the right audience, including passive talent. Screening systems are designed to measure skills, judgment, transferable expertise, and real work well before a hiring team conducts any interview.

We also believe in full transparency: we operate differently than most companies, and not everyone will succeed here. That's not a critique — it's a matter of fit. We value candidates' time deeply, so before you commit to our application process, it's critical to understand what this role is not.

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

• You want to concentrate on sourcing, resume evaluation, or early-stage screening calls.
• You're uncomfortable pushing back on hiring managers when requests veer into low-signal or non-compliant areas.
• You prefer 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 producing dashboards, documentation, and proactive communication.
• You assume retention challenges are always management problems and never a signal worth tracing back to hiring.

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

The position is global and remote. Autonomy is significant. So is accountability. You will collaborate directly with senior leaders 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 largely flexible.

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

If you're more energized after reading all of this, we'd genuinely welcome your application.

What You Will Be Doing

• Designing role specifications, organizational charts, career ladders, and RACIs that convert actual business requirements into precise hiring objectives
• Building AI-supported job advertisements and distribution channels that draw the right candidates without manual sourcing
• Designing screening and evaluation ecosystems that measure skills, judgment, and transferable expertise beyond what resumes reveal
• Applying practical knowledge of U.S. hiring regulations to advise stakeholders and identify risk (e.g., W-2 vs. 1099, EEOC, ADEA considerations)
• Documenting reasoning, research, and decisions, then using AI to produce drafts, variations, and analyses at scale
• Leveraging post-hire performance and retention metrics as feedback to continuously refine role design, assessments, and talent pipelines

What You Won't Be Doing

• Sourcing candidates, evaluating resumes, or conducting first-round screening calls
• Serving as a gatekeeper for hiring information or funneling all updates through yourself
• Waiting for stakeholders to request status updates
• Following conventional recruiting playbooks or "best practices" without questioning their validity
• Permitting non-compliant or risky hiring requests to proceed without challenge
• Operating in an environment with close oversight or detailed instructions

Senior Associate 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

• 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 developing organizational artifacts such as role specifications, org charts, ladders, RACIs, or competency frameworks
• Working knowledge of U.S. hiring practices and regulations, including compliance considerations
• Comfort collaborating directly with senior leaders and C-suite stakeholders
• Strong written and verbal communication with a bias toward clarity, structure, and action
• Ability to function 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 organizational 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-US-COUNTRY-SeniorAssociat.002

Key skills/competency

• Talent Acquisition Strategy
• AI Integration
• System Design & Engineering
• People Operations
• U.S. HR Compliance
• Data-Driven Hiring
• Stakeholder Management
• Organizational Design
• Remote Workforce Management
• Process Optimization