Description
Hiring is broken. Most companies have no idea how to define what success looks like in a role—let alone how to find the right person to deliver it. They rely on proxies: pedigree, resume keywords, vibes in interviews. The result? Expensive beauty pageants and costly mis-hires. It’s no wonder that the average time-to-fill a role is over 40 days, half of hires fail within 18 months, and hiring managers end up shouldering the burden of mismatched teammates. It’s a process optimized for bureaucracy, not business outcomes.
We’re building something different. Our approach starts by identifying what good looks like—not in vague competency models, but in clear, measurable outcomes. From there, we build recruiting pipelines designed like products: measurable, improvable, and ultimately scalable. When something breaks, we analyze the system, trace it to the root, and fix it. It’s not just recruiting—it’s operating system design for how great teams are built.
This is not an HR role. You’re not scheduling interviews, juggling calendars, or doing “culture fit” theater. And it’s not a typical analyst gig either—you’re not building dashboards for dashboard’s sake, or making decks that collect dust. In this role, you will diagnose failures in the hiring system and write deep dives that lead to real change. You’ll move fast, own your insights, and be expected to persuade others to act.
You’ll sit at the core of our hiring intelligence team, partnering closely with operators who are obsessed with building systems that work. You’ll spend your time getting into the guts of candidate pipelines, spotting patterns others miss, and writing recommendations that actually get implemented. If you love puzzles, hate fluff, and want to put your brain to work fixing one of the most outdated systems in modern business, we want to hear from you.
What you will be doing
- Pipeline Health Analyses - Assessing the performance of hiring pipelines and identifying the root cause of any sourcing or filtering failures.
- Deep Dives - Investigating pipeline failures based on data analytics and domain-specific insights and then implementing solutions.
- Stakeholder Engagement - Understanding hiring managers' business needs and keeping them aware of what Crossover can and cannot do.
What you will NOT be doing
- Reading and evaluating candidates' resumes or actively sourcing candidates
- Manually writing job descriptions or recruitment specs (we use AI for this)
- Internal HR tasks
Key responsibilities
- Create and maintain scalable hiring pipelines that consistently produce high-quality hires
Candidate requirements
- At least 5 years of experience in a generalist business role
- Professional experience using GenAI tools, such as ChatGPT, Claude, or Perplexity, to boost productivity at work
How it works
Applying for a role? Here’s what to expect.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.
STEP 1
Pass Cognitive Aptitude Test.
STEP 2
Pass English Proficiency Test.
STEP 3
Prove Real-World Job & AI Skills.
STEP 4
Ace An Interview Or Two.
STEP 5
Accept Job Offer.
Frequently asked questions
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.
