Senior Recruiter | G&A

About Ramp Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books. The problems are high-stakes, data-dense, and unforgiving. We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome. The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same. If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it. About the Role Ramp is hiring Senior Recruiters to lead critical searches across our G&A functions. Initial areas of focus may include leadership hiring across G&A or owning searches within Risk and Compliance. Ramp’s priorities evolve quickly, and recruiters will be expected to flex across functions and levels to support the company’s most important hiring needs. These teams shape how Ramp grows, protects the business, and maintains a high bar as we scale. You will own searches from initial scoping through close, partnering directly with leaders across Risk, Compliance, Finance, Legal, People, Recruiting, and other G&A functions. You will be expected to develop real fluency in each area you support, translate ambiguous business needs into clear hiring strategies, and bring an independent point of view on talent. This is a hands-on role for someone who is equally strong at research, assessment, stakeholder partnership, and closing. You should be comfortable challenging assumptions, navigating sensitive searches, and creating structure without slowing the business down. You should also be energized by learning new functions, shifting between different types of searches, and operating effectively even when the path is not fully defined. What You'll Do Own full-cycle recruiting within an initial focus area and flex into other business-critical searches as priorities evolve, from intake and market mapping through offer and close. Develop real fluency in the functions you support and quickly build context when taking on a new area, so you can identify the signals that distinguish exceptional talent beyond title, company, and tenure. Partner with hiring leaders to define the hiring thesis, calibrate the bar, and translate ambiguous needs into clear search strategies and interview plans. Build proactive pipelines through market research, targeted sourcing, referrals, and thoughtful engagement with passive candidates. Advise leaders using market intelligence, recruiting data, and candidate feedback to challenge assumptions and improve hi