Lead Recruiter | Executive

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 a Lead Recruiter to own Director-level and above hiring across our G&A and business functions. You will lead some of the company’s most critical leadership searches, partnering directly with senior stakeholders to identify and hire leaders who will shape Ramp’s next stage of growth.

You will own searches from initial scoping through close, partnering directly with executives and senior leaders across the business. 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 and confidential searches, and creating structure without slowing the business down. You should be a self-starter who thrives in ambiguity, builds pipelines from scratch, and takes ownership of moving searches forward even when the role, target profile, or process is still taking shape.

What You'll Do

• Own full-cycle recruiting for Director-level and above roles across G&A and business functions, 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 leaders beyond title, company, and tenure.
• Build proactive pipelines through market research, targeted sourcing, referrals, and thoughtful engagement with passive candidates. Independently build momentum on confidential searches where broad outreach or an existing pipeline may not be available.
• Develop assessment approaches that surface a candidate’s leadership effectiveness, functional expertise, and ability to operate at Ramp’s pace and scale.
• Move fluidly across functions, evolving role definitions, and competing priorities while maintaining a consistently high bar for talent, execution, and candidate experience.
• Exercise discretion throughout sensitive searches, managing candidate information and stakeholder communication with sound judgment.

What You Need

6+ years of full-cycle recruiting experience.

A track record of independently leading complex senior-level searches from initial scoping through accepted offer.

Ability to advise senior leaders, challenge requirements, and influence hiring decisions through clear communication, market insight, and data.

Demonstrated ability to build fluency in unfamiliar functions, context-switch across very different searches, and maintain strong judgment as priorities and scope change.

A high level of ownership and comfort with ambiguity. You can turn an open-ended business need into an actionable search, build a pipeline from scratch, and drive progress without waiting for direction.

Strong closing skills, including experience navigating competing offers, senior candidates, and sensitive searches.

Nice-to-Have

Prior experience in executive search or a dedicated leadership recruiting role, particularly across G&A or business functions.

Experience partnering directly with CEOs or other C-suite leaders on critical hires.

Experience improving interview architecture, scorecards, market maps, or recruiting processes where structure was limited or still being built.

Experience developing AI-enabled recruiting workflows that were adopted beyond your own individual searches.