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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'll lead Ramp's Emerging Talent recruiting function, owning full-cycle recruitment for early-career roles and internship programs. This is a strategic role focused on identifying exceptional talent before they enter the broader market, building long-term relationships with students and early-career professionals, and developing the next generation of Ramp employees.
Key responsibilities include:
- Own full-cycle recruiting across all Emerging Talent roles (early-career hires and interns)
- Partner with hiring managers in Engineering, Product, and other functions to define candidate profiles and calibrate on early-career talent quality
- Source high-potential candidates through universities, student communities, technical networks, referrals, and events
- Lead offer and closing processes with strong relationship-building and transparent communication
- Execute internship programs including candidate programming, events, engagement, and intern-to-full-time conversion tracking
- Analyze recruiting data to assess pipeline health and inform hiring teams on progress
- Create exceptional candidate experiences at every stage
- Experiment with new sourcing and engagement approaches, scaling what works into repeatable practices
You'll need 5+ years of recruiting or sourcing experience, with a track record of identifying exceptional talent and strong instincts for candidate quality. Experience with emerging talent, university, campus, or early-career recruiting is valued. You should be able to quickly learn new talent markets, manage high-volume pipelines, and recruit across different roles and functions while maintaining candidate quality. Strong relationship-building, communication, and operational rigor are essential. An experimental mindset and willingness to test new approaches is important.
Nice-to-haves include experience with high-volume or seasonal hiring programs, technical/engineering early-career recruiting, internship program support, and using AI in recruiting workflows.
