What are the responsibilities and job description for the Management Consultant (Remote) - $200,000/year USD position at Crossover?
If you're a talent professional frustrated by resume screening, manual sourcing, and the disconnect between hiring process and actual performance, this role is for you.
Join Crossover's People and Talent Operations team to architect end-to-end hiring systems. You won't be pushing candidates through pipelines. You'll be engineering the infrastructure that identifies the right people, measures true capability, and generates high-quality hires who perform and persist. When results fall short, you won't rationalize the gap. You'll rebuild the mechanism.
Our approach to hiring departs from convention. We've eliminated manual sourcing, resume-led filtering, and the recruiter-as-bottleneck paradigm. Job postings are constructed to reach and engage target audiences, including those not actively searching. Screening architectures are built to measure skills, judgment, applicable knowledge, and actual work output well before any hiring manager conducts an interview.
We value transparency: we operate differently, and this environment won't suit everyone. That's not a critique — it's about alignment. We're committed to respecting candidates' time, so before you proceed with our application, it's critical to understand what this role is not.
If any of the following resonate with you, this likely isn't the right match:
The position is global and remote. Autonomy is significant. Accountability matches it. You'll interface directly with senior leadership and C-suite executives across a private-equity-backed portfolio, with expectations for proactive updates and early risk identification. You must be reachable for a minimum of 4 hours overlapping U.S. business hours on weekdays, when key stakeholders are active. Beyond that window, your time is self-managed.
Finally, in the interest of transparency: our hiring process is not brief. It demands substantial time and consideration. Most applicants spend 1-3 hours throughout the process, and this role frequently requires additional investment. We design it this way deliberately to validate mutual fit.
If everything above increases your interest, we genuinely want to hear from you.
What You Will Be Doing
Architect and manage an AI-driven hiring infrastructure that consistently delivers high-caliber hires on schedule and leverages post-hire performance and retention metrics to iteratively strengthen hiring predictors.
Basic Requirements
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 the 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.
There is so much to cover for this exciting role, and space here is limited. Hit the Apply button if you found this interesting and want to learn more. We look forward to meeting you!
Working with Crossover
This is a full-time (40 hours per week), long-term position. The position is immediately available and requires entering into an independent contractor agreement with Crossover. 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. Consult www.crossover.com/help-and-faqs for more details on this topic.
Crossover Job Code: LJ-4435-US-Austin-ManagementCons
Join Crossover's People and Talent Operations team to architect end-to-end hiring systems. You won't be pushing candidates through pipelines. You'll be engineering the infrastructure that identifies the right people, measures true capability, and generates high-quality hires who perform and persist. When results fall short, you won't rationalize the gap. You'll rebuild the mechanism.
Our approach to hiring departs from convention. We've eliminated manual sourcing, resume-led filtering, and the recruiter-as-bottleneck paradigm. Job postings are constructed to reach and engage target audiences, including those not actively searching. Screening architectures are built to measure skills, judgment, applicable knowledge, and actual work output well before any hiring manager conducts an interview.
We value transparency: we operate differently, and this environment won't suit everyone. That's not a critique — it's about alignment. We're committed to respecting candidates' time, so before you proceed with our application, it's critical to understand what this role is not.
If any of the following resonate with you, this likely isn't the right match:
- You want to concentrate on sourcing, resume evaluation, or preliminary screening conversations.
- You're hesitant to push back on hiring managers when their requests veer toward low-validity signals or compliance concerns.
- You prefer explicit direction rather than determining what systems need to be created.
- You view AI as a tool to approach carefully instead of something to proactively integrate and design around.
- You depend on meetings for alignment rather than creating dashboards, documentation, and preemptive communications.
- You assume retention challenges always stem from management issues and never warrant investigation at the hiring stage.
The position is global and remote. Autonomy is significant. Accountability matches it. You'll interface directly with senior leadership and C-suite executives across a private-equity-backed portfolio, with expectations for proactive updates and early risk identification. You must be reachable for a minimum of 4 hours overlapping U.S. business hours on weekdays, when key stakeholders are active. Beyond that window, your time is self-managed.
Finally, in the interest of transparency: our hiring process is not brief. It demands substantial time and consideration. Most applicants spend 1-3 hours throughout the process, and this role frequently requires additional investment. We design it this way deliberately to validate mutual fit.
If everything above increases your interest, we genuinely want to hear from you.
What You Will Be Doing
- Creating role definitions, organizational structures, career ladders, and responsibility matrices that convert business requirements into actionable hiring objectives
- Constructing AI-powered job advertisements and distribution frameworks that draw qualified candidates without manual outreach
- Developing screening and evaluation infrastructures that measure competencies, decision-making ability, and relevant experience beyond résumés
- Leveraging practical understanding of U.S. employment regulations to advise stakeholders and identify risks (e.g., worker classification, EEOC, ADEA implications)
- Recording rationale, investigation, and conclusions, then using AI to produce drafts, iterations, and insights at scale
- Analyzing post-hire performance and tenure metrics as feedback loops to refine role design, evaluations, and candidate pipelines
- Manually identifying candidates, evaluating résumés, or conducting initial screening calls
- Serving as a centralized information hub or channeling all communications through yourself
- Waiting for stakeholders to request progress reports
- Applying conventional recruiting methodologies or "industry standards" without critical evaluation
- Permitting non-compliant or legally risky hiring requests to proceed without challenge
- Operating under close oversight or detailed procedural guidance
Architect and manage an AI-driven hiring infrastructure that consistently delivers high-caliber hires on schedule and leverages post-hire performance and retention metrics to iteratively strengthen hiring predictors.
Basic Requirements
- A minimum of 5 years in recruiting, talent operations, talent enablement, or people operations roles
- Direct experience building or managing assessment-driven hiring processes
- Proven ability to produce organizational artifacts including role specifications, org charts, career progression frameworks, RACIs, or competency models
- Practical familiarity with U.S. employment law and hiring compliance requirements
- Confidence engaging directly with senior leadership and C-suite decision-makers
- Excellent written and verbal communication skills with emphasis on precision, organization, and outcomes
- Capability to function independently in a distributed, remote setting
- Applied experience integrating AI into routine workflows, including awareness of limitations, compromises, and validation needs
- Availability for a minimum of four hours during U.S. business hours on weekdays
- Background in organizational design, HRBP functions, or strategic workforce planning
- Knowledge of low-code platforms, automation tools, or agentic system design
- Experience developing executive-level dashboards or data visualizations
- Prior work in fast-scaling, results-driven, or PE-backed organizations
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 the 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.
There is so much to cover for this exciting role, and space here is limited. Hit the Apply button if you found this interesting and want to learn more. We look forward to meeting you!
Working with Crossover
This is a full-time (40 hours per week), long-term position. The position is immediately available and requires entering into an independent contractor agreement with Crossover. 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. Consult www.crossover.com/help-and-faqs for more details on this topic.
Crossover Job Code: LJ-4435-US-Austin-ManagementCons
Salary : $200,000