Principal G&A recruiter (remote, contract)

Job Mobz•San Francisco, CA

1d•$70 - $90•Remote

About The Position

Our travel app start-up client is hiring a Principal G&A Recruiter to lead full-cycle hiring across our General & Administrative organization — Finance & Accounting, People, Legal & Compliance, IT, BizOps, and Workplace. This is a high-ownership, high-trust seat: you'll partner directly with our CFO, General Counsel, CPO, and CIO on the hires that quietly make or break a scaling company. This is a 3–6 month contract-to-hire engagement with a clear path to full-time conversion based on performance and fit.

Requirements

4+ years of full-cycle recruiting experience, with deep G&A specialization across at least three functions (e.g., Finance + People + Legal)
Track record hiring senior G&A talent at high-growth B2B SaaS, marketplace, or fintech companies — including Director, VP, and (ideally) C-suite searches
Strong direct sourcing chops — you don't wait on inbound or rely on agencies
Functional fluency: you can tell the difference between a strategic FP&A leader and a great financial reporter, between a generalist HRBP and a specialist comp lead, between corporate counsel and product counsel — and you can interview accordingly
A consultative, business-partner posture with senior leaders; you push back, you advise, you don't just take orders
Comfort operating in ambiguity and at speed — Engine ships, hires, and changes course quickly
Data fluency: you know your funnel metrics and use them to make decisions
Excellent written and verbal communication — you can sell Engine to a passive Controller as well as you can debrief a panel

Nice To Haves

Experience hiring for a travel, fintech, or marketplace business
Experience scaling a G&A org through a meaningful inflection — IPO readiness, post-Series C buildout, or M&A integration
Embedded/contract recruiting background — you ramp fast and operate independently
ATS power-user (Greenhouse, Ashby, or similar)

Responsibilities

Own full-cycle recruiting for senior G&A roles across Finance & Accounting (FP&A, controllership, tax, treasury), People (HRBPs, Talent, Total Rewards, L&D), Legal & Compliance (counsel, paralegal, privacy), IT, BizOps, and Workplace
Partner with G&A leaders and the executive team as a strategic advisor on org design, leveling, comp benchmarking, and hiring plans
Build sourcing strategies that consistently surface top-quartile talent — direct sourcing, referrals, networking, and creative outbound across nuanced, often hard-to-reach functional talent pools
Run sharp, candidate-loving interview processes: intakes, scorecards, debriefs, offers, and close
Use data to drive decisions — pipeline health, conversion rates, time-to-fill, quality-of-hire
Coach hiring managers on interviewing, calibration, and selling Engine — especially leaders who don't recruit often
Continuously improve the G&A hiring playbook: rubrics, interview kits, sourcing motions, employer brand