Senior Associate (Remote) - $200,000/year USD

If you're a recruiting professional who has grown weary of sourcing, screening, and treating resumes as predictive tools, this position is designed for you. Become part of Crossover's People and Talent Operations team and architect the hiring process from start to finish. Your role is not to shepherd candidates through a pipeline. Your role is to construct the infrastructure that attracts qualified individuals, measures genuine capability, and produces high-caliber hires on schedule — hires who satisfy the quality standard and remain with the organization. When results fall short of expectations, you will not rationalize the shortfall. You will re-engineer the infrastructure. Our approach to hiring differs fundamentally from traditional organizations. We do not conduct manual sourcing, prioritize resume-based screening, or operate a recruiter-as-gatekeeper framework. Job postings are crafted to reach and engage the appropriate audience, including passive talent. Assessment frameworks are engineered to evaluate competencies, decision-making, transferable expertise, and actual work performance well before a hiring team conducts interviews. We also believe in complete transparency: our organization is not typical, and not every professional will succeed here. This is not a judgment of capability — it concerns 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, we are likely not the appropriate match:

• You prefer to concentrate on sourcing, resume analysis, or preliminary screening conversations.
• You find it difficult to push back on hiring managers when their requests stray into low-value or non-compliant areas.
• You favor receiving explicit directives over determining what systems need to be created.
• You view AI as a technology requiring caution rather than a tool to actively incorporate and design around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communications.
• You assume retention challenges are always leadership failures and never indicators worth examining at the hiring stage.

This is an AI-first organization. AI generates drafts, variations, analyses, and initial iterations as standard practice. Your contribution lies in designing prompts, establishing boundaries, documenting logic, and calibrating output quality. You will regularly delegate tasks to AI and redirect your efforts toward quality assurance, system upkeep, and building agentic solutions that scale. The position is global and remote. Autonomy is substantial. Accountability is equally high. You will collaborate directly with senior executives 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 a minimum of four hours overlapping U.S. business hours on weekdays, when the majority of stakeholders are active. Beyond that window, your schedule is primarily self-managed. One final point, in the interest of transparency: our application process is not brief. It demands considerable time and reflection. Most candidates spend 1-3 hours during the process, and this position often requires additional investment. We structure it this way intentionally to ensure alignment on both sides. If you find yourself more interested after reading this, we would genuinely welcome your application. What You Will Be Doing

• Creating role specifications, organizational charts, career ladders, and RACIs that convert genuine business requirements into actionable hiring objectives
• Constructing AI-powered job advertisements and distribution mechanisms that draw the right candidates without manual outreach
• Developing screening and evaluation frameworks that measure competencies, judgment, and transferable knowledge beyond resumes
• Utilizing practical knowledge of U.S. employment practices 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, variations, and analyses at scale
• Leveraging post-hire performance and retention metrics as feedback to iteratively enhance role design, assessments, and candidate pipelines

What You Won’t Be Doing

• Sourcing applicants, analyzing resumes, or conducting initial screening calls
• Serving as a bottleneck for hiring information or channeling all communications through yourself
• Waiting for stakeholders to request progress reports
• Adhering to conventional recruiting methodologies or "best practices" without critical evaluation
• Permitting non-compliant or high-risk hiring requests to proceed without challenge
• Operating in a setting with close oversight or detailed step-by-step guidance

Senior Associate Key Responsibilities Design and maintain an AI-first hiring infrastructure that produces high-quality hires on schedule and utilizes post-hire performance and retention data to continuously refine hiring signal quality. Basic Requirements

• A minimum of 5 years of experience in recruiting, talent operations, talent enablement, or people operations
• Direct experience designing or managing assessment-driven hiring pipelines
• Experience producing organizational artifacts such as role specifications, org charts, career ladders, RACIs, or competency frameworks
• Applied knowledge of U.S. hiring practices and regulations, including compliance factors
• Comfort collaborating directly with senior leaders and C-suite stakeholders
• Exceptional written and verbal communication skills with a preference for clarity, structure, and actionability
• Capability to function autonomously in a global, remote work environment
• Hands-on experience integrating AI into daily workflows, including understanding risks, trade-offs, and quality oversight
• Availability for a minimum of four hours overlapping U.S. business hours on weekdays

Nice-to-have Requirements

• Experience in organizational design, HRBP roles, or workforce planning
• Familiarity with low-code platforms, automation tools, or agentic workflows
• Experience creating dashboards or data visualizations for executive stakeholders
• Background in high-growth, high-accountability, or private-equity-backed organizations

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-Seattle-SeniorAssociat