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

About the role

This role exists to solve the most challenging requisitions—those with minimal talent pools, restrictive work arrangements, or competitive but not market-leading compensation. You will own these searches directly, identifying solutions others missed, and work with senior executives who have firm convictions and competing requirements. Your mandate includes preventing recurrence by addressing root causes and creating custom tools rapidly using AI, with scalable solutions transitioned to engineering for productization.

Responsibilities

• Close the most challenging requisitions across the organization: limited talent markets, process deviations, previously unsuccessful searches, and stakeholders with divergent priorities.
• Bring executive stakeholders with competing criteria to consensus on hiring decisions, restoring confidence in the process for those who have lost trust.
• Address root causes of recruiting failures, such as assessments that no longer differentiate candidate quality, misaligned AI evaluation logic, or position descriptions attracting unsuitable applicants.
• Create tactical solutions rapidly using tools like Claude Code, Skills, Lovable, and MCPs (Model Context Protocol servers), then transition scalable components to engineering for production deployment.
• Deliver pipeline assessments, compensation market data, and talent availability analyses that enable immediate executive action.
• Respond to incomplete inquiries (e.g., partial names, missing role information) by determining the correct referent and tracking all outstanding commitments through resolution.

What You Won’t Be Doing

• Conducting resume reviews or initial candidate screening conversations.
• Waiting for stakeholders to request progress updates.
• Leading a team, conducting performance evaluations, or managing headcount budgets.
• Re-creating the same temporary solution for each new search.
• Permitting non-compliant or high-risk hiring practices to proceed without challenge.
• Operating in a setting with detailed oversight or prescriptive guidance.

Requirements

Basic Requirements

• 8+ years in recruiting, talent acquisition, or executive search, with recent experience focused on difficult-to-fill or executive-level requisitions.
• Difficult-to-fill searches have constituted your standard workload, managed end-to-end from intake to close, not occasional outliers.
• Successfully closed searches where another recruiter or firm had previously failed, developing your own approach rather than executing an existing methodology.
• Worked directly with executive decision-makers as the responsible party, and maintained your position with supporting documentation when facing disagreement.
• Designed or modified a hiring assessment based on performance data, not merely administered one created by others.
• Use AI tools daily and can identify a specific deliverable you created with them in the past three months. Creating your own tools using Claude Code, low-code platforms, or agentic workflows is valued more highly than using finished products.
• Created compensation benchmarking or market-sizing analyses for executive consumption.
• Directly accountable for identifying US hiring compliance risks: compensation bands, worker classification, or pay transparency regulations.
• Authored documentation that others relied upon: standard operating procedures, process documentation, or retrospective analyses.
• Available for at least 6 hours per weekday overlapping with US business hours.

Nice-to-have Requirements

• Refined a system across multiple iterations using actual performance or retention data, not a single implementation.
• Talent acquisition or executive search experience within a private equity or venture-backed portfolio company, or a multi-entity 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 2014, specializing in full-time, long-term remote jobs. The platform provides businesses with objective, skills-based hiring assessments, enabling candidates to work from anywhere while earning standardized and competitive compensation.

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 availability for at least 6 hours per weekday overlapping with US business hours.