Hiring is fundamentally broken. Most organizations cannot articulate what success means in a given role, much less identify the individual capable of achieving it. Instead, they default to proxies: credentials, résumé buzzwords, and subjective impressions from interviews.

The outcome? Expensive talent pageants and expensive hiring mistakes. It's hardly surprising that the typical time-to-fill exceeds 40 days, that half of all new hires fail within 18 months, and that hiring managers end up managing the fallout of poor matches.

The system is optimized for process, not performance.

We are building a different model. Our method begins by defining what excellence looks like—not through abstract competency frameworks, but through concrete, measurable outcomes. We then construct recruiting pipelines as if they were products: quantifiable, iterative, and ultimately repeatable. When something fails, we diagnose the system, identify the root cause, and correct it. This isn't simply recruiting: it's designing the operating system for how high-performing teams are assembled.

This is not a human resources position. You will not be coordinating interviews, managing calendars, or performing "culture fit" assessments. An AI system already manages sourcing and initial screening. What remains is the work that requires human judgment. You will manage a portfolio of active requisitions in Salesforce, define what a hiring manager truly needs before sourcing begins, and guide candidates through to accepted offers.

The standard is explicit: at least 90% of your pipelines must close within their assigned deadline each quarter, and stakeholders should never be blindsided by setbacks.

You will begin with the more straightforward pipelines. The complex and politically sensitive searches are assigned to a senior tier, and they remain there until you demonstrate the ability to recognize when a straightforward pipeline becomes difficult and escalate it cleanly. That discernment is what advances you.

So is what you create: when a repetitive task consumes your time, you solve it yourself using Claude and our internal AI tools, and the team adopts what you've built. The roles you close are completed and archived. The tools you develop endure.

If you dislike unnecessary complexity,



want to own hiring results rather than coordinate them, and want to apply your thinking to fixing one of the most inefficient systems in contemporary business, we want to hear from you.

What You Will Be Doing

- Manage a portfolio of active requisitions from initial intake through signed offer, including negotiation and pre-start engagement.
- Challenge what a hiring manager requests before sourcing begins, and communicate when requirements and timelines are incompatible.
- Draft and maintain role specifications, job descriptions, and scored assessments that drive your pipelines, creating them from the ground up when none exist.
- Provide stakeholder updates proactively, and escalate a pipeline to senior leadership the moment it becomes complex, packaged so no clarifying questions are needed.
- Develop lightweight AI tools to solve recurring 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 reviewing résumés line by line. That work is handled by the AI system.
- Managing the most difficult, politically charged searches on your own. Those remain with a more senior tier.
- Scheduling someone else's requisition. You own the outcome, not the logistics.
- Being measured on activity metrics: screens scheduled, candidates forwarded, or calls documented. You are measured on timely, quality hires.
- Wondering where your responsibilities end and someone else's begin. The boundaries are documented.

Management Consultant Key Responsibilities Close your portfolio's requisitions on schedule, with hires who meet the standard.

Basic Requirements

- At least 2 years in recruiting, talent acquisition, or hiring operations.
- You have owned a complete hiring pipeline, from intake to signed offer. Supporting someone else's pipeline does not qualify.




- Daily use of an AI assistant (Claude, ChatGPT, Gemini, or Copilot), and you can articulate your use cases.
- Working knowledge of fundamental US hiring compliance: prohibited interview questions, plus EEO and at-will employment basics.
- Writing stakeholder updates or candidate communications was a routine responsibility in a prior role.
- At least 4 hours of daily overlap with US business hours (9am to 5pm ET). Full-time remote, open globally.

Nice-to-have Requirements

- Salesforce, or a comparable CRM or applicant tracking system (ATS), used as your system of record.
- Recruiting or talent acquisition experience in software and technology roles.
- Assessment-first hiring, where candidates are evaluated on work samples rather than résumés.
- You have authored a rubric that others successfully applied, and it remained reliable.
- Recruiting operations (RecOps) or talent operations experience.

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 engaging 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-IN-COUNTRY-ManagementCons

📌 Management Consultant (Remote) (India)
🏢 Crossover
📍 India