Senior Manager Analytics (Remote) - $100,000/year USD
About the role
Traditional hiring is fundamentally flawed. Most organizations cannot articulate what success in a position actually entails—much less identify the individual who can achieve it. Instead, they depend on substitutes: institutional prestige, résumé buzzwords, subjective interview impressions. The outcome? High-cost talent shows that produce expensive hiring errors. It's unsurprising that the typical role remains unfilled for more than 40 days, that half of new hires don't survive 18 months, and that hiring managers are left managing the fallout of poor matches. The system is engineered for process compliance, not performance.
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.
What You Won’t Be Doing
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.
Senior Manager Analytics Key Responsibilities
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.
Nice-to-have Requirements
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.
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 $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-CA-COUNTRY-SeniorManagerA.001
About Crossover
Crossover is a global recruitment company, founded in 2014. We're the world's largest recruiter that specializes in elite full-time remote jobs, hiring the top 1% of tech talent from every corner of the planet.
We find awesome talent in overlooked places, by posting jobs all over the world, and giving everyone an equal opportunity to prove their skills are world-class. Our system of AI-powered assessments is based on objective factors that are scientifically proven to predict high performance (e.g. cognitive aptitude).
𝐇𝐄𝐋𝐏𝐅𝐔𝐋 𝐋𝐈𝐍𝐊𝐒: 🧑 Reviews from people we've hired: crossover.com/reviews 💼 Current openings: crossover.com/jobs 💎 Hire someone for your company: crossover.com/hire ♟️ How the process works: crossover.com/selection-process ❓ FAQs: crossover.com/help
𝑵𝒐𝒕𝒆: Crossover jobs are are fully compliant with LinkedIn's policies, as well as the applicable laws in every country where we advertise.
Allow us to clarify some common misconceptions:
1) The reason we post so many job ads is because LinkedIn organizes all job postings by location. So, the only way to reach candidates all over the world is to post multiple ads in every city you want to hire from. Most recruiters don't bother because it's too time consuming... but we're not most recruiters.
2) We mostly recruit independent contractors, not employees, because labor laws vary so much from one country to another that it's near-impossible to recruit globally otherwise (which is why it's still uncommon even though most jobs can now be done remotely).
3) As is standard for any self-employed person, the stated pay is the entire compensation package. Because they are not employees, each contractor is responsible for handling the things that an employer would take care of e.g. taxes, equipment, vacation time, health insurance. One of the major reasons that Crossover jobs pay so much more than local jobs is to overcompensate for these costs.
It's hard, but it's worth it!
Similar Jobs
Senior Manager Analytics (Remote) - $100,000/year USD
About the role
Traditional hiring is fundamentally flawed. Most organizations cannot articulate what success in a position actually entails—much less identify the individual who can achieve it. Instead, they depend on substitutes: institutional prestige, résumé buzzwords, subjective interview impressions. The outcome? High-cost talent shows that produce expensive hiring errors. It's unsurprising that the typical role remains unfilled for more than 40 days, that half of new hires don't survive 18 months, and that hiring managers are left managing the fallout of poor matches. The system is engineered for process compliance, not performance.
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.
What You Won’t Be Doing
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.
Senior Manager Analytics Key Responsibilities
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.
Nice-to-have Requirements
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.
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 $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-CA-COUNTRY-SeniorManagerA.001
About Crossover
Crossover is a global recruitment company, founded in 2014. We're the world's largest recruiter that specializes in elite full-time remote jobs, hiring the top 1% of tech talent from every corner of the planet.
We find awesome talent in overlooked places, by posting jobs all over the world, and giving everyone an equal opportunity to prove their skills are world-class. Our system of AI-powered assessments is based on objective factors that are scientifically proven to predict high performance (e.g. cognitive aptitude).
𝐇𝐄𝐋𝐏𝐅𝐔𝐋 𝐋𝐈𝐍𝐊𝐒: 🧑 Reviews from people we've hired: crossover.com/reviews 💼 Current openings: crossover.com/jobs 💎 Hire someone for your company: crossover.com/hire ♟️ How the process works: crossover.com/selection-process ❓ FAQs: crossover.com/help
𝑵𝒐𝒕𝒆: Crossover jobs are are fully compliant with LinkedIn's policies, as well as the applicable laws in every country where we advertise.
Allow us to clarify some common misconceptions:
1) The reason we post so many job ads is because LinkedIn organizes all job postings by location. So, the only way to reach candidates all over the world is to post multiple ads in every city you want to hire from. Most recruiters don't bother because it's too time consuming... but we're not most recruiters.
2) We mostly recruit independent contractors, not employees, because labor laws vary so much from one country to another that it's near-impossible to recruit globally otherwise (which is why it's still uncommon even though most jobs can now be done remotely).
3) As is standard for any self-employed person, the stated pay is the entire compensation package. Because they are not employees, each contractor is responsible for handling the things that an employer would take care of e.g. taxes, equipment, vacation time, health insurance. One of the major reasons that Crossover jobs pay so much more than local jobs is to overcompensate for these costs.
It's hard, but it's worth it!