Senior Manager, Talent Operations

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 . We’re looking for a strategic and operationally rigorous Senior Manager, Talent Operations to lead and scale the engine behind our recruiting organization. You will lead a team of 4 Talent Operations professionals and oversee the operational backbone supporting our ~40-person recruiting team, which is growing rapidly in scale and complexity across functions and globally. This role owns and strengthens core recruiting infrastructure — including interview scheduling and operations, headcount governance, tech stack strategy, interviewer enablement, compliance, and candidate experience — ensuring our systems are efficient, scalable, and built for continued growth. This is a highly cross-functional leadership role requiring strong systems thinking and execution rigor.

Requirements

8+ years of relevant experience; 3+ years in talent/recruiting operations preferred.
3+ years of experience managing high-performing teams.
Experience supporting a large, complex recruiting organization (30+ recruiters preferred).
Deep expertise in recruiting systems and tech stack ownership.
Strong headcount planning, workforce planning, and reporting experience.
Demonstrated experience building scalable processes in high-growth environments.
Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously.
Experience supporting global hiring and multi-jurisdiction compliance.
Data-driven decision maker with strong analytical capabilities.
Exceptional cross-functional communication and stakeholder management skills.

Nice To Haves

Preference for experience with Ashby.

Responsibilities

Talent Operations Leadership Lead, coach, and develop a team of four Talent Operations professionals.
Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization.
Be hands on where needed to continue to shape and grow this critical function.
Recruiting Technology Strategy & Ownership Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.).
Partner with Tech Enablement to drive system implementation, integration, automation, and optimization.
Evaluate and implement new tools as the organization scales.
Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function.
Headcount Planning & Governance Own execution and operational tracking of the company’s headcount plan in partnership with finance.
Build systems to monitor hiring progress, recruiter capacity, and forecasting.
Interview Operations & Scheduling Own end-to-end interview operations, including scheduling infrastructure.
Build scalable processes and tooling to support high-volume, complex hiring.
Ensure a seamless and efficient experience for candidates, recruiters, and interviewers.
Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience) Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale.
Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance.
Compliance & Global Hiring Expansion Ensure recruiting processes meet compliance requirements across jurisdictions.
Partner with People Ops & Legal to support international hiring expansion.