Head of Recruiting

Novo•New York, NY

7d•Onsite

About The Position

Novo is on a mission to increase the GDP of the modern entrepreneur by creating the go-to banking platform for small businesses (SMBs). We are looking for a Recruiter to own how Novo hires across North America (USA & Latam)—Product, Customer Experience, Credit, Banking Operations, and the other teams that make a bank run. This role is different from a traditional recruiting seat, as our recruiting stack is AI-based. You will operate, tune, and oversee these AI agents and automation, ensuring a fast, respectful, and well-run candidate experience. This is an individual contributor role with real influence, partnering directly with hiring managers and our People and AI platform teams to shape Novo's hiring strategy as we scale.

Requirements

4–6 years of full-cycle recruiting experience, in-house or agency, with a meaningful stretch at a fintech, bank, or high-growth startup
A track record hiring across business functions—product, customer support or operations, credit or risk, and at least one regulated banking or financial-services role
Hands-on experience running AI-based recruiting tools (AI sourcing, screening, scheduling, or candidate-communication platforms), and a clear point of view on what they're good at and where they fail
Comfort configuring tools yourself: writing and refining screening criteria or prompts, building automations, and reading a dashboard without waiting for someone else to do it
Fluency with a modern ATS (Ashby, Greenhouse, Lever or similar) and disciplined data hygiene
Strong judgment on candidate quality—you can tell the difference between a resume that keyword-matches and a person who will actually succeed in the role
Excellent written and verbal communication; you can brief a hiring manager, coach an interviewer, and write to a candidate with equal ease
Working knowledge of US employment law as it applies to hiring, including the rules around automated decision tools; familiarity with Canadian hiring norms is a plus
Comfort working at speed in a startup environment while holding a high bar for quality and candidate experience
Based in the New York City area, or willing to relocate

Nice To Haves

Experience hiring for credit, underwriting, banking operations or compliance roles at a bank or fintech
Experience recruiting in both the US and Canada
You've built or owned a recruiting workflow with tools like Zapier, Make, or an LLM API—or you've prompted your way to a better screen than the vendor default
Employer branding or recruitment marketing experience
Experience training hiring managers and interviewers on structured, bias-aware interviewing

Responsibilities

Own full-cycle recruiting across North America
Run end-to-end searches for roles across Product, Customer Experience, Credit and Underwriting, Banking Operations, Compliance, Marketing and Go-to-Market—from kickoff and intake through offer and close
Partner with hiring managers to write sharp job descriptions, define scorecards, and build interview loops that actually predict success
Build and maintain pipelines for recurring roles (CX, operations, credit) so we're never starting from zero when a req opens
Manage offers, negotiate with candidates, and close with a high acceptance rate
Operate and improve our AI-based recruiting stack
Own the day-to-day operation of our AI sourcing, screening, scheduling and candidate-communication agents—configuring them per role, monitoring output quality, and stepping in when they miss
Review AI-generated candidate shortlists and screens with a critical eye; calibrate prompts, criteria and rubrics with hiring managers so the tools reflect what "great" looks like for each team
Work with our AI platform and People teams to identify where the pipeline breaks, propose fixes, and test new tools or workflows before rolling them out
Keep our ATS (Ashby) clean and trustworthy: accurate stages, structured feedback, and data the business can rely on
Deliver a candidate experience we're proud of
Be the human face of a largely automated process—make sure every candidate hears back, understands where they stand, and leaves with a good impression of Novo
Ensure our AI-assisted process is fair, consistent and compliant with US and Canadian employment and privacy requirements
Report on and improve the funnel
Track time-to-fill, pass-through rates, source quality, offer acceptance and candidate NPS; share what's working and what isn't
Turn that data into changes: rewrite a screen, adjust a sourcing agent, or rework an interview loop when the numbers say to