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

If you're a recruiter exhausted by sourcing, screening, and acting as though resumes are reliable predictors of performance, this role is designed for you. Become part of Crossover's People and Talent Operations team and architect the full hiring experience from start to finish. You're not here simply to shepherd candidates through stages. You're here to construct the infrastructure that draws in qualified people, measures genuine capability, and produces timely, high-caliber hires — hires who satisfy the quality threshold and remain with the organization. When results fall short, you don't rationalize the gap. You reengineer the process. Our hiring model diverges from traditional norms. Manual sourcing doesn't exist here, nor does resume-centric screening or a recruiter-as-filter paradigm. Job postings are crafted to reach and engage the appropriate audience, passive candidates included. Screening frameworks are built to measure skills, judgment, applicable knowledge, and actual work output well before a hiring manager conducts an interview. We value transparency, so we want to be clear: we operate differently than most companies, and this environment won't suit everyone. That's not criticism — it's about alignment. We take seriously the principle of respecting candidates' time, so before you commit effort to our application, 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 want to concentrate on sourcing, resume analysis, or initial screening calls.
• You're reluctant to push back on hiring managers when their requests introduce weak signals or compliance risks.
• You prefer receiving detailed directions over determining what systems need to be created.
• You view AI as something to approach carefully rather than a tool to design around and integrate proactively.
• You depend on meetings for alignment instead of creating dashboards, documentation, and preemptive communications.
• You assume retention challenges are always rooted in management, never in upstream hiring design.

This is an AI-first workplace. AI generates drafts, alternatives, insights, and preliminary outputs as the default mode. Your contribution lies in shaping prompts, setting boundaries, recording logic, and tuning for quality. You will regularly delegate tasks to AI and redirect your attention to quality assurance, system upkeep, and building scalable agentic frameworks. The position is global and fully remote. Autonomy is substantial. Accountability matches it. You will engage directly with senior leadership and C-suite partners across a private-equity-backed portfolio, with an expectation of proactive outreach and early risk identification. You must be available for a minimum of 4 hours overlapping U.S. business hours on weekdays, when key stakeholders are accessible. Beyond that window, your schedule is largely under your control. In the interest of transparency: our application process is not brief. It demands real time and consideration. Most applicants invest 1-3 hours throughout the process, and this particular role often requires additional effort. This is deliberate, designed to confirm mutual fit. If everything above makes you more interested, we genuinely want to hear from you. What You Will Be Doing

• Architecting role specifications, organizational charts, career ladders, and RACI matrices that convert business objectives into actionable hiring goals
• Constructing AI-powered job advertisements and distribution mechanisms that draw qualified candidates without manual outreach
• Developing screening and evaluation frameworks that measure skills, judgment, and transferable expertise independent of resumes
• Leveraging practical knowledge of U.S. employment regulations to advise stakeholders and surface risks (e.g., W-2 vs. 1099, EEOC, ADEA factors)
• Recording rationale, research, and decision-making, then using AI to produce drafts, variations, and data analyses at scale
• Utilizing post-hire performance and retention metrics as feedback loops to refine role design, evaluations, and candidate pipelines

What You Won’t Be Doing

• Sourcing applicants, evaluating resumes, or conducting initial screening conversations
• Serving as the sole conduit for hiring information or channeling all updates through yourself
• Waiting for stakeholders to request progress reports
• Adhering to conventional recruiting frameworks or "industry best practices" without scrutiny
• Permitting non-compliant or risky hiring decisions to proceed without challenge
• Operating in a setting with frequent oversight or granular task-level guidance

Senior Manager Analytics Key Responsibilities Design and manage an AI-driven hiring infrastructure that consistently delivers high-quality hires on schedule and uses post-hire performance and retention insights to refine hiring accuracy. 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
• 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-US-Austin-SeniorManagerA