Senior Manager Analytics (Remote) - $100,000/year USD
Crossover
Remote
Our model is fundamentally different. We begin by defining excellence through concrete, quantifiable outcomes—not through abstract competency frameworks. We then construct recruiting pipelines using product principles: they are measurable, iterative, and ultimately repeatable. When failures occur, we dissect the system, trace the issue to its origin, and resolve it. This isn't conventional recruiting: it's architectural design for building exceptional teams.
This is not a human resources position. You won't be arranging interviews, managing schedules, or performing "cultural alignment" assessments. An AI platform already manages candidate sourcing and initial evaluation. What remains requires human judgment. You manage an active requisition portfolio in Salesforce, define what a hiring manager truly requires before recruitment begins, and shepherd candidates through to accepted offers. The expectation is explicit: a minimum of 90% of your pipelines must close within their assigned timeframe each quarter, and stakeholders should never encounter unexpected setbacks.
You begin with the most straightforward pipelines. Complex and politically sensitive searches remain with senior leadership, staying there until you demonstrate the ability to recognize when a simple pipeline becomes complicated and escalate it effectively. That discernment is what advances your career. So do the solutions you create: when repetitive manual work consumes your time, you eliminate it using Claude and our proprietary AI infrastructure, and the entire team adopts what you've built. The positions you fill are completed and move on. The tools you develop endure.
If you reject superficiality, prefer owning hiring results over orchestrating processes, and want to apply your intellect to reforming one of business's most antiquated systems, we're interested in speaking with you.
What You Will Be Doing
- Manage a portfolio of active requisitions from initial intake through executed offer, including compensation discussions and pre-start engagement.
- Critically evaluate hiring manager requirements before recruitment commences, and communicate when specifications and timelines are mutually incompatible.
- Author and maintain role specifications, position descriptions, and scored evaluation frameworks that drive your pipelines, creating them from the ground up when none exist.
- Provide proactive stakeholder updates, and escalate pipelines the moment they become complex, documenting thoroughly so the receiving party requires no clarification.
- Develop lightweight AI automation for repetitive challenges using Claude, Claude Code, Skills, and MCPs (Model Context Protocol), then deploy them for team use.
- Manually sourcing candidates or processing résumé reviews. The AI platform handles that.
- Managing the most challenging, politically complex searches independently. Those remain with senior leadership.
- Facilitating someone else's requisition. You own the outcome, not the logistics.
- Being measured on activity metrics: interviews scheduled, candidate submissions, call volume. Your metric is on-time hires that meet standards.
- Wondering about role boundaries. They are documented.
Complete your portfolio's requisitions on schedule, with hires who satisfy quality standards.
Basic Requirements
- Minimum 2 years' experience in recruiting, talent acquisition, or hiring operations.
- You have independently managed a complete hiring pipeline, from initial intake to executed offer. Supporting roles do not qualify.
- Daily engagement with an AI assistant (Claude, ChatGPT, Gemini, or Copilot), with clear articulation of your use cases.
- Functional understanding of fundamental US hiring compliance: prohibited screening questions, plus EEO and at-will employment basics.
- Stakeholder communications or candidate correspondence was a standard responsibility in a prior position.
- Minimum 4 hours of daily overlap with US business hours (9am to 5pm ET). Fully remote position, available globally.
- Experience with Salesforce, or an equivalent CRM or applicant tracking system (ATS), used as your primary workflow platform.
- Recruiting or talent acquisition background focused on software and technology positions.
- Experience with assessment-driven hiring, where candidates are evaluated using work samples rather than résumés.
- You've created an evaluation rubric that others successfully applied, and it proved reliable.
- Background in recruiting operations (RecOps) or talent operations.
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 $50 USD/hour, which equates to $100,000 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-5580-NG-Lagos-SeniorManagerA.001