This position may no longer be available
Posted . It may have been filled, expired, or closed.
This position may no longer be available
Posted . It may have been filled, expired, or closed.
Type
FULL TIME
Work Style
Remote
Level
LEAD
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $100B in annualized spend flows in and out of 50,000+ 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.
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.
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
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.
If you are being referred for the role, please contact that person to apply on your behalf.
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Prepare for your Recruiting Manager | Engineering interview at Ramp.