Senior Manager Analytics; Remote

Overview

If you're a recruiter exhausted by sourcing, screening, and acting as though resumes are reliable predictors of performance, this role is designed for you. Become part of Crossover's People and Talent Operations team and architect the full hiring experience from start to finish. You're not here simply to shepherd candidates through stages. You're here to construct the infrastructure that draws in qualified people, measures genuine capability, and produces timely, high-caliber hires — hires who satisfy the quality threshold and remain with the organization.

When results fall short, you reengineer the process. Our hiring model diverges from traditional norms. Manual sourcing does not exist here, nor does resume-centric screening or a recruiter-as-filter paradigm. Job postings are crafted to reach and engage the appropriate audience, passive candidates included. Screening frameworks are built to measure skills, judgment, applicable knowledge, and actual work output well before a hiring manager conducts an interview.

We value transparency, so we want to be clear: we operate differently than most companies, and this environment won't suit everyone. That’s not criticism — it's about alignment. We take seriously the principle of respecting candidates' time, so before you commit effort to our application, you should understand what this role is not. If any of the following statements resonate with you, this may not be the right opportunity:

• Architecting role specifications, organizational charts, career ladders, and RACI matrices that convert business objectives into actionable hiring goals
• Constructing AI-powered job advertisements and distribution mechanisms that draw qualified candidates without manual outreach
• Developing screening and evaluation frameworks that measure skills, judgment, and transferable expertise independent of resumes
• Leveraging practical knowledge of U.S. employment regulations to advise stakeholders and surface risks (e.g., W-2 vs. 1099, EEOC, ADEA factors)
• Recording rationale, research, and decision-making, then using AI to produce drafts, variations, and data analyses at scale
• Utilizing post-hire performance and retention metrics as feedback loops to refine role design, evaluations, and candidate pipelines

• Sourcing applicants, evaluating resumes, or conducting initial screening conversations
• Serving as the sole conduit for hiring information or channeling all updates through yourself
• Waiting for stakeholders to request progress reports
• Adhering to conventional recruiting frameworks or "industry best practices" without scrutiny
• Permitting non-compliant or risky hiring decisions to proceed without challenge
• Operating in a setting with frequent oversight or granular task-level guidance

Design and manage an AI-driven hiring infrastructure that consistently delivers high-quality hires on schedule and uses post-hire performance and retention insights to refine hiring accuracy.

• At least 5 years of experience in recruiting, talent operations, talent enablement, or people operations
• Hands-on experience designing or running assessment-based hiring pipelines
• Experience creating org artifacts such as role specifications, org charts, ladders, RACIs, or competency frameworks
• Working knowledge of U.S. hiring practices and regulations, including compliance considerations
• Comfort working directly with senior leaders and C-suite stakeholders
• Strong written and verbal communication with a bias toward clarity, structure, and action
• Ability to operate autonomously in a global, remote environment
• Practical experience using AI in daily work, including understanding risks, trade-offs, and quality control
• Availability for at least four hours overlapping U.S. business hours on weekdays

• Experience in org design, HRBP work, or workforce planning
• Familiarity with low-code tools, automation platforms, or agentic workflows
• Experience building dashboards or visualizations for executive audiences
• Background in high-growth, high-accountability, or private-equity-backed environments