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Ramp is building smart infrastructure for finance teams, automating how over $200B in annualized spend flows through 70,000+ companies. The company handles payment authorization, risk flagging, spend categorization, and financial close processes.
You will own full-cycle recruiting for Director-level and above roles across G&A and business functions, from initial scoping through market mapping, candidate assessment, and offer close. This is a hands-on role requiring equal strength in research, assessment, stakeholder partnership, and closing.
Key responsibilities:
- Lead full-cycle recruiting for senior leadership roles (Director and above) across G&A and business functions
- Develop fluency in the functions you support to identify exceptional leaders beyond title and tenure
- Build proactive pipelines through market research, targeted sourcing, referrals, and passive candidate engagement
- Independently manage confidential searches where broad outreach may not be available
- Develop assessment approaches that surface leadership effectiveness, functional expertise, and ability to operate at Ramp's pace
- Move fluidly across functions and competing priorities while maintaining high talent standards
- Exercise discretion managing candidate information and sensitive stakeholder communication
- Partner directly with executives and senior leaders to translate ambiguous business needs into clear hiring strategies
- Challenge assumptions and bring independent perspective on talent
You should be a self-starter comfortable with ambiguity, able to build pipelines from scratch, and willing to take ownership of moving searches forward even when role definitions or processes are still evolving.
Requirements:
- 6+ years of full-cycle recruiting experience
- Track record of independently leading complex senior-level searches from scoping through accepted offer
- Ability to advise senior leaders, challenge requirements, and influence hiring decisions through clear communication, market insight, and data
- Demonstrated ability to build fluency in unfamiliar functions, context-switch across different searches, and maintain strong judgment as priorities change
- High level of ownership and comfort with ambiguity; ability to turn open-ended business needs into actionable searches
- Strong closing skills, including experience with competing offers and sensitive searches
Nice-to-have:
- Prior experience in executive search or dedicated leadership recruiting role, particularly across G&A or business functions
- Experience partnering directly with CEOs or C-suite leaders on critical hires
- Experience improving interview architecture, scorecards, market maps, or recruiting processes
- Experience developing AI-enabled recruiting workflows adopted beyond individual searches
