If you're a recruiting professional who's exhausted from sourcing, screening, and treating resumes as predictive instruments, this opportunity is designed for you. Become part of Crossover's People and Talent Operations team, where you will architect how hiring operates from start to finish. Your mission is not simply moving candidates along a funnel—your mission is constructing the system that draws in the right talent, measures genuine capability, and produces high‑quality hires on schedule.
We do not perform manual sourcing, resume‑first screening, or operate with a recruiter‑as‑gatekeeper framework. Job postings are crafted to reach and engage the appropriate audience, including passive prospects. Screening systems measure skills, judgment, transferable expertise, and actual work well before a hiring team conducts any interview.
We believe in full transparency: our setting is not typical, and not everyone will succeed here. We value candidates’ time deeply. Before you commit to our application process, it is essential to understand what this role is not.
If any of the following statements resonate with you, we are likely not the right match:
You wish to concentrate on sourcing, resume evaluation, or early screening conversations.
You are uncomfortable confronting hiring managers when their requests stray into low‑signal or non‑compliant areas.
You favor receiving explicit instructions over determining what needs building.
You view AI as a tool to approach cautiously rather than one to actively design with and around.
You depend on meetings for alignment instead of creating dashboards, documentation, and proactive communications.




You assume retention challenges are exclusively people‑management failures and never indicators worth examining earlier in the process.
This is an AI‑first workplace. AI generates drafts, variations, analyses, and initial outputs by default. Your contribution lies in designing inputs, establishing guardrails, documenting rationale, and calibrating quality. You will regularly delegate work to AI and redirect your attention to quality assurance, system upkeep, and creating agentic solutions that scale.
The position is global and remote. Autonomy is substantial. Accountability is equally high. You will engage directly with senior leaders and C‑suite stakeholders throughout a private‑equity‑backed portfolio, with expectations of proactive communication and early risk flagging. You must be available for a minimum of 4 hours overlapping U.S. business hours on weekdays, when most stakeholders are active. Beyond that window, your schedule is largely self‑managed.
Our application process is not brief. It demands substantial time and consideration. Most candidates spend 1‑3 hours during the process, and this role often requires additional time. We do this deliberately to ensure alignment on both sides.
What you will be doing:
Architecting role specifications, org charts, career ladders, and RACIs that convert actual business requirements into precise hiring objectives.




Constructing AI‑assisted job advertisements and distribution mechanisms that draw the right candidates without manual sourcing.
Developing screening and assessment ecosystems that measure skills, judgment, and transferable experience beyond what resumes reveal.
Applying practical knowledge of U.S. hiring practices to advise stakeholders and identify risk (e.G., W‑2 vs. 1099, EEOC, ADEA considerations).
Recording thinking, research, and decisions, then utilizing AI to produce drafts, variations, and analyses at scale.
Leveraging post‑hire performance and retention data as feedback to continuously refine role design, assessments, and pipelines.
What you won’t be doing:
Sourcing candidates, evaluating resumes, or conducting first‑round screening interviews.
Serving as a gatekeeper for hiring information or channeling all updates through yourself.
Waiting for stakeholders to request status updates.
Adhering to traditional recruiting playbooks or "best practices" without questioning them.
Permitting non‑compliant or risky hiring requests to proceed unchallenged.
Operating in an environment with close supervision or step‑by‑step instructions.
VP Of People Operations Key Responsibilities
Design and operate an AI‑first hiring system that produces high‑quality hires on schedule and leverages post‑hire performance and retention data to continuously strengthen hiring signal.
Basic Requirements
At least 5 years of experience in recruiting, talent operations, talent enablement, or people operations.
Hands‑on experience designing or operating assessment‑based hiring pipelines.
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📌 Vp Of People Operations (Toronto)
🏢 Crossover
📍 Toronto