- That the world is not how it seems, that recruiting doesn't need a résumé
- Deep work instead of multi-tasking
- True work-life balance
SVP Organization Builder $400,000 USD/year Pay is set based on global value, not the local market.
Most roles = hourly rate x 40 hrs x 50 weeks ($200 USD/hour)
Not accepting applications on crossover.com at this time.
Description
AirBnB took the hotel out of hospitality, Uber took the car out of your commute, and Crossover is taking the résumé out of recruitment. We are turning the industry on its head by building top-1% global talent pipelines that flow on-demand to scale our customers' rapidly growing businesses.
Most recruiters focus their energy on the person that is needed for a role. They consider factors such as where you went to school, where you worked before, and how long you worked there to be the most important factors. Crossover has a way that is 10 times more efficient and completely centered around what actually matters: a candidate's ability to do the work. If you think the traditional way of staffing is broken and want to be part of the new way to build teams for the remote revolution, we've got the opportunity for you!
This strategic role requires becoming an expert in the work that specific teams do and the skills required to complete it. You will decide how to assess a person's ability to perform in a role and the important messages you will use to market that role. You will leverage Crossover's differentiated platform to host your hiring pipeline with your configured assessments and targeted marketing to hire dozens of people per month, awarding exciting and often life-changing jobs to the best candidates in the world.
Do you have the business and technical acumen to continuously learn new domains, interview busy leaders and develop the edgy and polarizing content that attracts the people you want and repels those you don't? Do you believe that remote work is having its moment and the important next stage is leveraging that distributed global workforce by replacing meetings and live chat with structured and asynchronous work? In this role, you will be a champion of this future and will help dozens of teams and organizations achieve their full potential.
What you will be doing
- Becoming an expert at work (e.g. finance, engineering, operations) by doing the work yourself or shadowing someone who does it well.
- Finding or creating assessments that filter for people who have the core skills to perform high-quality work.
- Defining the key selling messages that will resonate with the people most capable of performing the role.
- Operating recruiting pipelines by analyzing funnel metrics, developing insights, and fixing underperforming content.
What you will NOT be doing
- Combing through résumés and LinkedIn profiles to find candidates to interview. Candidates who cannot perform well in the role filter themselves out before the interview stage.
- Project-managing or delegating. This is a hands-on role that requires you to go deep into work to which you may have had no previous exposure.
- HR tasks. This is definitively not an HR role. The scope of your work ends once the candidates receive their offers.
Key responsibilities
- Create edgy recruiting specs that define how to staff a team.
- Create marketing and filtering content for Crossover's platform that results in a consistent flow of qualified hires.
- Monitor and analyze hiring pipelines, ensuring that they are producing high-quality hires at a pace that meets demand.
Candidate requirements
- 10 years of experience across various lines of work. Whether you've managed a multi-functional organization or you're a management consultant with a diverse range of past clients, you are an expert in learning new industries.
- No HR experience. It's nothing personal, but Tesla didn't hire oil drillers.
- A detail-oriented and analytical mindset that always gets to the root of a problem.
- A passion for writing. This job requires a lot of written output, so you may as well enjoy it!
How it works
Applying for a role? Here’s what to expect.
We’ve curated a series of steps that take the guesswork (and cognitive bias) out of recruiting the best person.
STEP 1
Pass Cognitive Aptitude Test.
STEP 2
Pass English Proficiency Test.
STEP 3
Prove Real-World Job Skills.
STEP 4
Ace An Interview Or Two.
STEP 5
Accept Job Offer.
STEP 6
Celebrate!
Frequently asked questions
What you will learn
Work examples
You will spend most of the time creating, revising and optimizing content for a hiring pipeline. All content creation is based on robust analysis, including:
- deep-dive analysis
- important decision analysis
- pipeline health analysis
Reviews
Meet some people who've landed similar jobs
Why Crossover
Recruitment sucks. So we’re fixing it.
The Olympics of work
It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.
Premium pay for premium talent
Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.
Shortlist by skills, not bias
We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.
