Senior Manager Analytics (Remote)

If you're a talent professional frustrated by resume-driven hiring, endless sourcing cycles, and screening processes that fail to predict performance, this role offers a different path.

Become part of Crossover's People and Talent Operations team and architect end-to-end hiring systems. Your focus is not candidate throughput. Your focus is building infrastructure that attracts qualified talent, measures true capability, and delivers high-performing hires who meet standards and remain with the organization. When hiring outcomes fall short, you don't justify the gap. You reengineer the approach.

Our hiring model diverges from conventional practice. We do not rely on manual sourcing, resume-first filtering, or recruiter gatekeeping. Job postings are crafted to reach and engage target audiences, including passive talent. Screening frameworks are built to evaluate competencies, decision-making, applied knowledge, and work samples well before any hiring team conducts an interview.

We also believe in clarity upfront: we operate differently, and not every professional will succeed here. This is not a critique — it is about alignment. We respect candidates' time, so before you proceed with our process, you should understand what this role is not .

If any of the following resonate with you, this may not be the right opportunity:

• You prefer to focus on sourcing, resume screening, or initial phone interviews.
• You hesitate to challenge hiring managers when their requests introduce low-value signals or compliance risk.
• You prefer explicit direction over determining what systems need to be designed.
• You view AI as a risk to manage rather than a tool to design with and around.
• You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communication.
• You assume retention problems are exclusively management issues and not upstream hiring signals worth investigating.

This is an AI-first operating environment. AI generates drafts, variations, analysis, and initial outputs by default. Your contribution lies in designing prompts, setting quality standards, documenting logic, and calibrating results. You will regularly delegate tasks to AI and redirect your effort toward quality assurance, system optimization, and designing scalable agentic workflows.

The role is global and remote. Autonomy is substantial. Accountability is equally high. You will collaborate directly with senior leadership and C-suite stakeholders across a private-equity-backed portfolio, with an expectation of proactive updates and early risk identification. You must be available for a minimum of 4 hours overlapping U.S. business hours on weekdays, when most stakeholders operate. Beyond that window, your schedule is self-managed.

Finally, in the interest of transparency: our application process is not brief. It demands meaningful time and reflection. Most candidates invest 1-3 hours during the process, and this role typically requires more. This is intentional to ensure alignment on both sides.

If this description increases your interest, we would genuinely welcome your application.

What You Will Be Doing

• Creating role definitions, organizational structures, career ladders, and responsibility matrices that convert business objectives into actionable hiring goals
• Constructing AI-supported job advertisements and distribution strategies that draw qualified candidates without manual outreach
• Developing screening and evaluation frameworks that assess capabilities, judgment, and relevant experience beyond credentials
• Applying practical knowledge of U.S. hiring regulations to advise stakeholders and identify risk (e.g., W-2 vs. 1099, EEOC, ADEA considerations)
• Recording reasoning, research, and outcomes, then using AI to produce drafts, alternatives, and analyses at scale
• Leveraging post-hire performance and retention metrics as feedback to refine role design, evaluations, and candidate pipelines

What You Won’t Be Doing

• Manually sourcing candidates, screening resumes, or conducting initial phone interviews
• Serving as a bottleneck for hiring information or centralizing all communication through yourself
• Waiting for stakeholders to request updates
• Adhering to traditional recruiting frameworks or "best practices" without critical evaluation
• Permitting non-compliant or high-risk hiring requests to proceed without challenge
• Operating in a setting with detailed oversight or prescriptive task guidance

Senior Manager Analytics Key Responsibilities Architect and manage an AI-first hiring infrastructure that produces high-quality hires on schedule and applies post-hire performance and retention analytics to continuously refine hiring effectiveness.

Basic Requirements

• 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

Nice-to-have Requirements

• 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

About Crossover 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-Seattle-SeniorManagerA