Head of Talent Operations (Remote) - $200,000/year USD

About the Role

Every organization that hires has a backlog it cannot resolve. This position is designed to eliminate that backlog by addressing requisitions that are difficult due to minimal candidate pools, restrictive work arrangements, or solid but not exceptional compensation packages. You will identify approaches others have overlooked, working directly with senior leaders who have firm viewpoints and incompatible requirements. The role requires maintaining your position with both groups and setting the record straight with evidence. You will also ensure problems do not recur by applying AI daily and creating your own solutions for repeated obstacles, scaling them to engineering for productionization.

Responsibilities

• Resolve the most challenging requisitions in the organization: limited candidate markets, non-standard processes, previously unsuccessful searches, and stakeholders with divergent expectations.
• Bring executive stakeholders with incompatible criteria to a unified decision, restoring confidence with those who have lost it, coordinated with leadership.
• Correct the underlying cause of failure: assessments that no longer differentiate capable candidates, AI scoring logic that has degraded, or position descriptions attracting the wrong audience.
• Create targeted solutions in hours using tools like Claude Code, Skills, Lovable, and MCPs (Model Context Protocol servers), then transfer scalable solutions to engineering for hardening.
• Deliver pipeline diagnostics, compensation market data, and talent pool sizing that executives can use immediately.
• Resolve incomplete inquiries (e.g., a given name only, no title, or vaguely recalled candidates) and maintain all outstanding commitments until resolution.

What You Won’t Be Doing

• Screening resumes or conducting initial candidate interviews.
• Waiting for stakeholders to request progress reports.
• Leading a team, conducting performance evaluations, or controlling budget allocation.
• Recreating the same temporary fix for each new requisition.
• Permitting non-compliant or high-risk hiring requests to proceed without challenge.
• Operating in a setting with direct oversight or detailed procedural guidance.

Requirements

• 8+ years in recruiting, talent acquisition, or executive search, with recent years focused on difficult-to-fill or executive-level requisitions.
• Difficult-to-fill requisitions have been your standard workload, end-to-end from intake through close, not the rare exception.
• Closed requisitions another recruiter or firm had previously failed to fill, where you developed the strategy rather than executing an existing playbook.
• Worked directly with executive decision-makers as the responsible owner and maintained a firm position with documentation when disagreements arose.
• Built or revised a hiring assessment using outcome data, not simply administered one someone else designed.
• Use AI tools daily and can name a work product you created with them in the last three months (e.g., Claude Code, low-code platforms, or agentic workflows).
• Produced compensation benchmarking or market-sizing analysis for an executive audience.
• Personally accountable for identifying US hiring compliance risk: pay bands, worker classification, or pay transparency rules.
• Have written artifacts that others used: an SOP, process document, or post-mortem.
• At least 6 hours per weekday overlapping US business hours.

Nice-to-Have Requirements

• Iterated a system through several rounds against real performance or retention data, not a single build and ship.
• Talent acquisition or executive search experience inside a private equity or venture-backed operator, or a multi-business holding company.
• Been the person other recruiters escalated their stuck searches to.

About the Company

Crossover has been a pioneer of the remote work model since 2014, helping thousands of people advance their careers. We specialize in full-time, long-term remote jobs and provide businesses with objective, skills-based hiring assessments. As a 100% remote company, we offer standardized and competitive compensation regardless of location.

Pay

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. Payments are made weekly.

Schedule

This is a full-time (40 hours per week), long-term position requiring at least 6 hours per weekday overlapping US business hours.