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Salary: USD 150,000 - 175,000 / annual
Method Financial has built a modern API platform connecting consumer financial accounts with real-time liability connectivity and instant payment execution. The company has helped 45+ million users connect 350+ million liability accounts and processed over $2.5B in payments. Method is backed by Andreessen Horowitz, Emergence Capital, Y Combinator, and others, with ~70 employees across Austin, SF, NYC, and Washington D.C.
You will own full-cycle recruiting for individual contributor roles across Engineering, Product, and Design. This is a true partnership role with engineering and product leaders, where each hire significantly impacts Method's trajectory given the company's lean structure and high talent bar.
Key responsibilities include:
- Own full-cycle recruiting for all IC roles across Engineering, Product, and Data
- Design, launch, and run Method's repeatable software engineering internship program end-to-end, from sourcing channels to interview design and selection
- Identify gaps in the recruiting funnel and propose new tools or process changes backed by data
- Raise the bar on candidate experience across the Talent function and sharpen how Method tells its story to technical talent
- Proactively introduce AI optimizations in the recruiting lifecycle
You will work from the NYC office with a flexible hybrid policy (typically 2-4 days/week in office on average). The role requires someone energized by building from scratch, navigating ambiguity, and applying both recruiting fundamentals and AI-driven workflows.
REQUIREMENTS:
- 5+ years in full-cycle technical recruiting with closing/negotiating experience
- Proven track record of personally hiring exceptional engineers who have significantly impacted business and technology outcomes
- Deep intuitive knowledge of the tech talent market and awareness of which companies have top talent
- Strong commitment to candidate experience with experience curating high-touch, excellent processes
- Outbound-first mindset; ability to source and find exceptional talent proactively
- Strong closing skills; ability to win candidates for companies whose brand alone doesn't sell the role
- Resilience in face of low accept rates or rejection
- Fluency with modern, AI-enabled sourcing and recruiting tools with ongoing testing of new solutions
- Builder mentality; when identifying problems, you develop solutions with clear reasoning
EXTRA AWESOME (nice-to-have):
- Agency recruiting experience, especially placing engineers
- Experience building or running a university recruiting or internship program
- Track record of strong engineering hires at early-stage startups
- Candidate experience or employer brand initiatives you've implemented
