Senior Associate

Senior Associate at Crossover

If you're a recruiter exhausted by sourcing, screening, and treating resumes as reliable predictors of performance, this position is designed for you. Step into Crossover's People and Talent Operations team to architect the full hiring experience from start to finish. Your purpose is not to shepherd candidates through a pipeline. Your purpose is to engineer the system that draws in the right individuals, measures genuine capability, and produces high-quality hires punctually — hires who satisfy the quality standard and remain. When results fall short of expectations, you don't rationalize them. You reconstruct the system.

We do not conduct hiring like a conventional organization. Manual sourcing does not exist here, resume-first screening is absent, and the recruiter-as-gatekeeper approach is not used. Job postings are crafted to reach and engage the ideal audience, including candidates not actively searching. Screening frameworks are built to measure skills, judgment, applicable knowledge, and actual work output well before a hiring team conducts any interview.

We also prioritize full transparency: we do not operate like most companies, and not everyone will succeed here. That is not a critique — it is about alignment. We take seriously the importance of not wasting applicants' time, so before you commit to our application process, it is essential to understand what this role is not.

If you find yourself agreeing with any of the statements below, we are likely not the right match for you:

• You want to concentrate on sourcing, resume analysis, or initial screening conversations.
• You're hesitant to push back on hiring managers when requests veer into low-signal or non-compliant areas.
• You prefer receiving explicit directions over determining what needs to be created.
• You view AI as something requiring caution rather than something to actively engineer with and around.
• You depend on meetings to maintain alignment instead of creating dashboards, documentation, and proactive communications.
• You believe retention challenges are exclusively a people-management issue and never an indicator worth examining upstream.

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

The position is global and remote. Autonomy is substantial. So is accountability. You will collaborate directly with senior leaders and C-suite stakeholders across a private-equity-backed portfolio, with expectations of proactive communication and early risk identification. You must be accessible for at least 4 hours that overlap U.S. business hours on weekdays, when most stakeholders are online. Beyond that, your schedule is mostly self-managed.

One final point, in the interest of transparency: our application process is not brief. It demands meaningful time and consideration. Most candidates dedicate 1-3 hours during the process, and this role frequently requires more. We do this deliberately to ensure mutual fit.

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

What You Will Be Doing

• Architecting role specifications, org charts, career ladders, and RACIs that convert authentic business requirements into precise hiring objectives
• Constructing AI-assisted job advertisements and distribution mechanisms that draw the right candidates without manual sourcing
• Engineering screening and assessment frameworks that measure skills, judgment, and transferable experience beyond resumes
• Applying practical knowledge of U.S. hiring practices 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, variants, and analyses at scale
• Leveraging post-hire performance and retention data as signals to continuously refine role design, assessments, and pipelines

What You Won’t Be Doing

• Sourcing candidates, analyzing resumes, or conducting first-round screening interviews
• 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 challenging them
• Permitting non-compliant or risky hiring requests to proceed unchallenged
• Operating in an environment with close supervision or step-by-step instructions

Senior Associate Key Responsibilities

Design and operate an AI-first hiring system that produces high-quality hires punctually and uses post-hire performance and retention data to continuously enhance 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
• 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 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.

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.

Key skills/competency

• Talent Operations
• AI-First Hiring
• Assessment Design
• Recruitment Strategy
• US Hiring Compliance
• Org Design
• Stakeholder Management
• Data-Driven Decisions
• Automation
• Workforce Planning