Recruiting Manager | Engineering

Ramp•New York City, NY

About The Position

At Ramp, we’re rethinking how modern finance teams function in the age of AI. We believe AI isn’t just the next big wave. It’s the new foundation for how business gets done. We’re investing in that future — and in the people bold enough to build it. Ramp is a financial operations platform designed to save companies time and money. Our all-in-one solution combines payments, corporate cards, vendor management, procurement, travel booking, and automated bookkeeping with built-in intelligence to maximize the impact of every dollar and hour spent. More than 50,000 businesses, from family-owned farms to e-commerce giants to space startups, have saved $10B and 27.5M hours with Ramp. Founded in 2019, Ramp powers the fastest-growing corporate card and bill payment platform in America, and enables over $100 billion in purchases each year. Ramp’s investors include Lightspeed Venture Partners, Thrive Capital, Sands Capital, General Catalyst, Founders Fund, Khosla Ventures, Sequoia Capital, Greylock, Redpoint, and ICONIQ, as well as over 100 angel investors who were founders or executives of leading companies. The Ramp team comprises talented leaders from leading financial services and fintech companies—Stripe, Affirm, Goldman Sachs, American Express, Mastercard, Visa, Capital One—as well as technology companies such as Meta, Uber, Netflix, Twitter, Dropbox, and Instacart. Ramp has been named to Fast Company’s Most Innovative Companies list and LinkedIn’s Top U.S. Startups for more than 3 years, as well as the Forbes Cloud 100 , CNBC Disruptor 50 , and TIME Magazine’s 100 Most Influential Companies . Ramp is building something ambitious, and we believe our most important advantage is our people. This role sits at the foundation of that belief. You’ll help shape how Ramp identifies, evaluates, and hires world-class talent at scale. We’re looking for a Recruiting Manager who cares as much about business outcomes as they do about developing people. This is an ownership role. You’ll lead and mentor recruiters and sourcers, be accountable for their growth, and ensure the team has the right capacity, structure, and clarity to deliver strong hiring results. You’ll partner closely with hiring managers and executives, using data not just to report on progress, but to create shared understanding and guide decisions. You won’t be operating from the sidelines. We’re looking for someone who stays close to the work, can step in as a strong IC when needed, and uses that context to make better calls and build credibility with stakeholders and their team. We’re intentionally avoiding the “telephone game” that can happen in recruiting. This role requires someone who can take ambiguous or high-level direction and turn it into clear, concrete, and executable plans. Depending on your background, this role may focus on Engineering recruiting, Emerging Talent (early career and interns), or a combination of both. If you’re excited about building teams, developing talent, and owning recruiting outcomes at a company where hiring quality truly matters, we’d love to talk.

Requirements

7+ years of recruiting experience, ideally in a high-growth environment where you’ve helped scale teams and systems, whether on the technical side, business side, or both.
You have at least 3 years of experience managing and developing high-performing recruiting teams, and you care deeply about people growth, not just output.
You’ve partnered closely with executives and senior stakeholders and know how to manage expectations, communicate tradeoffs, and influence decisions.
You’re operationally strong, detail-oriented, and comfortable navigating ambiguity in a fast-moving environment.

Responsibilities

Lead, coach, and develop a team of recruiters and sourcers.
Set clear expectations, give direct and thoughtful feedback, and take real ownership of their growth, progression, and long-term success at Ramp.
Own the operating model for your area, including capacity planning, hiring forecasts, and recruiting budget management.
Make sure the team is focused on the highest-impact work and set up to deliver against business priorities.
Use data as both a decision-making and storytelling tool.
Track the right metrics, spot trends early, and help stakeholders understand what’s working, what isn’t, and where tradeoffs need to be made.
Act as a strategic partner rather than a reactive order-taker.
Anticipate hiring needs, shape strategy alongside stakeholders, and guide the business toward better long-term hiring outcomes.
Translate abstract business goals into clear, executable plans.
Turn vague asks into concrete priorities, timelines, and actions the team can actually execute against.
Partner closely with hiring managers, People partners, and executives.
Drive clarity from intake through close, push back when needed, and adapt plans as priorities shift.
Raise the bar on how recruiting operates at Ramp.
Improve processes, evolve interviewer training, launch tools, and lead cross-functional initiatives that increase hiring quality and speed.
Set the tone for excellence, ownership, and collaboration across the People and Talent organization