Senior Technical Recruiter

Description

The company has built a modern API that lets people connect their consumer financial accounts to the apps and services they use, combining real-time liability connectivity with instant payments.

More than 45 million users have linked over 350 million liability accounts without sharing credentials, and over $2.5B in payments has been processed, helping users save millions in interest. One in every three US credit cards sits in the company's ecosystem, and major financial institutions build on its APIs.

The team has about 70 people in total, with more than 50 spread across offices in Austin, SF, New York City and Washington D.C. Colin, who leads Talent, wrote this posting himself.

The company needs a Senior Technical Recruiter to own how it finds, engages and closes the engineers and product people who build its technology. Strong candidates rarely apply on their own, and they are weighing offers from fast-growing companies, so the candidate experience has to show why the company is worth joining.

Because the company operates lean, each hire has a large effect on its direction, and the hiring bar is very high. The role suits someone who enjoys building from nothing, working through ambiguity, and combining recruiting fundamentals with AI-driven workflows.

Interview process: a 30-minute call with Colin, a 30-minute call with a peer, and a 30-minute call with the EPD hiring manager. The onsite includes a 60-minute live case, a 30-minute 1:1 with the other EPD hiring manager, and a 30-minute sign-off with a Co-Founder.

Responsibilities

• Run full-cycle recruiting for every individual contributor role across Engineering, Product and Data.
• Build, launch and operate a repeatable software engineering internship program, from sourcing channels through interview design and selection.
• Find gaps in the hiring funnel, propose new tools or process changes, and make the case for them with data.
• Raise the standard of candidate experience across Talent and sharpen how the company tells its story to technical hires.
• Bring in AI improvements on your own initiative wherever they fit the recruiting lifecycle.

Requirements

• Have 5+ years in full-cycle technical recruiting, including closing and negotiating offers.
• Recognise top engineering talent on sight, and have hired engineers who significantly shaped business and technology outcomes.
• Stay current on the tech scene and know which companies employ the strongest people.
• Care deeply about candidate experience and have built high-touch processes that candidates valued.
• Lead with outbound sourcing, since the best people will not apply, and have the habits to find them, ideally AI-native ones.
• Close hard: you have won candidates for companies whose names did not do the selling.
• Stay resilient through low accept rates and streaks of no's.
• Use modern AI-enabled sourcing and recruiting tools fluently and keep testing new ones.
• Build solutions: when you spot a problem, bring back a fix and the reasoning behind it.
• Extra Awesome: agency recruiting experience, especially placing engineers.
• Extra Awesome: experience building or running a university recruiting or internship program.
• Extra Awesome: a record of strong engineering hires at an early-stage startup.

Conditions

Annual US base salary is approximately $150,000 to $180,000, based on experience.

Based in the NYC office on a hybrid schedule, typically 2-4 days per week in office on average, working live with colleagues.

For most roles, a regular in-person presence is expected at one of the hubs in NYC, Austin, SF or DC, with a minimum of 2-3 days per week in office on average. Working remotely for a week here and there is allowed, but full-time remote is not an option.

Benefits

• Equity package.
• Medical, dental and vision coverage, with basic medical plans 100% covered.
• Flexible PTO.
• $30/day lunch allowance on in-office days.
• 12 weeks of parental leave.
• Employer-sponsored commuter benefits.
• Phone and internet stipend.
• Work-from-home stipend.
• Student loan repayment contribution.
• Lifestyle spending stipend.
• Learning and development stipend.
• Snacks stocked in the hybrid office.
• Caffeine and lunch runs covered by the company.
• Quarterly team off-sites.