VP of Recruiting Operations (Remote) - $200,000/year USD

About the role

This position is designed to resolve the most challenging hiring scenarios that organizations face—requisitions requiring six distinct competencies in a single individual, roles located in remote geographies, competitive compensation that isn’t market-leading, or on-site mandates that eliminate otherwise-qualified candidates. You will own these challenges directly, identifying approaches others have overlooked.

Stakeholders are often senior executives with firm preferences and incompatible requirements, some of whom have lost confidence in skills-based hiring. You will maintain your position with both groups, substantiating decisions through rigorous documentation. The role also involves preventing problem recurrence by applying AI daily and developing custom solutions for repeated obstacles, completing them within hours rather than waiting weeks for ticket resolutions. Solutions with broad applicability will be transferred to engineering for production hardening.

This role is not appropriate if:

• You require established processes before taking action.
• Being well-regarded matters more to you than delivering results.
• Extensive stakeholder documentation depletes your energy.
• You expect complete requests on arrival, with external systems tracking outstanding items.

Responsibilities

• Resolve the organization’s most difficult requisitions: limited candidate markets, process deviations, previously unsuccessful searches, and stakeholders with divergent objectives.
• Bring executive stakeholders with incompatible criteria to unified decisions, restoring confidence with those who have lost trust, calibrated with leadership guidance.
• Correct underlying system failures: assessments no longer differentiating strong from weak candidates, AI evaluation criteria that have degraded, or job descriptions attracting inappropriate audiences.
• Create targeted solutions within hours using Claude Code, Skills, Lovable, and MCPs (Model Context Protocol servers), then transfer anything with broad application to engineering for production hardening.
• Deliver pipeline diagnostics, compensation benchmarking, and market analysis that executives can implement immediately.
• Resolve incomplete inquiries: a first name only, no role specified, or a partially recalled candidate. Determine the intended subject and maintain accountability for all outstanding commitments on both sides until resolution.

What You Won’t Be Doing

• Conducting resume screening or initial candidate interviews.
• Waiting for stakeholders to initiate status inquiries.
• Leading a team, conducting performance evaluations, or managing headcount allocation.
• Recreating the same temporary solution for each new requisition.
• Permitting hiring requests that violate compliance or introduce risk to proceed without challenge.
• Operating under close supervision or following detailed procedural instructions.

Requirements

Basic Requirements

• 8+ years in recruiting, talent acquisition, or executive search, with recent years focused primarily on difficult-to-fill or executive-level requisitions.
• Difficult-to-fill searches have constituted your standard workload, managed end-to-end from intake through closure, not occasional exceptions.
• Successfully closed searches that another recruiter or external firm had previously failed to fill, where you developed the strategy rather than executing an existing methodology.
• Engaged directly with executive decision-makers as the accountable owner, and maintained a documented position when facing disagreement.
• Designed or modified a hiring assessment based on outcome data, not merely administered one created by others.
• Apply AI tools daily and can identify a deliverable you created with them within the past three months. Building custom solutions with Claude Code, low-code platforms, or agentic workflows carries more weight than using finished products.
• Generated compensation benchmarking or market-sizing analysis for executive consumption.
• Directly accountable for identifying US hiring compliance risks: pay bands, worker classification, or pay transparency regulations.
• Authored documentation that others utilized: an SOP, process document, or post-mortem analysis.
• At least 6 hours per weekday overlapping US business hours.

Nice-to-have Requirements

• Refined a system through multiple iterations based on actual performance or retention data, not a single development cycle.
• Talent acquisition or executive search experience within a private equity or venture-backed operator, or a multi-business holding company.
• Served as the escalation point for other recruiters' stalled searches.

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 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.

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. The payment period is 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.