Senior Recruiter

Company

Credit Genie is a mobile-first financial wellness platform designed to help individuals take control of their financial future. We leverage artificial intelligence to provide personalized insights and are building a financial ecosystem by offering tools and services that provide instant access to cash, and building credit. Our goal is to empower every customer to achieve long-term financial stability.

Founded in 2019 by

Ed Harycki

, former Swift Capital Founder ( acquired by PayPal in 2017

). Backed by Khosla Ventures and led by industry pioneers from companies such as; PayPal, Square, and Cash App, we are well positioned to build the future of inclusive finance through cutting-edge technology and customer-centric solutions.

OVERVIEW

We are building something that matters. Our most important advantage is the people we bring in to solve this problem. This role is the foundation of how we build our organization. Talent is our most important competitive advantage, and we treat it that way. That means knowing who we want before the role opens, hiring for ceiling not credentials, and making conviction-based decisions rather than consensus-based ones. This seat sits at the center of that work.

We believe recruiting is company-building, and this seat reflects that. You will own full-cycle searches across technical and cross-functional functions, partner directly with hiring managers and EPD leadership, and be accountable for the quality of the people we bring through the door. This is a craft role. You will define the hiring thesis for each search: the one or two spikes that make a hire exceptional, not a checklist. You will build proactive pipelines before the req opens and run candidate processes with urgency and care.

You won't be working off a req list. We need someone who can take high-level direction from leadership and turn it into a sharp, targeted search: knowing exactly who we want before the role even opens, building the case for it, and defending that point of view with evidence. Good enough is not good enough here. If the bar is at risk, you push back. Recruiting at Credit Genie is owned end to end, not handed off.

That means staying close to the candidate, close to the hiring manager, and close to the work so context never gets lost and quality never gets diluted. We move with purpose. We own every outcome.

WHAT YOU'LL OWN

Partner with EPD leaders and hiring managers to understand each role's requirements and how it fits the organization.

Manage full-cycle recruiting across multiple complex searches, owning every stage from first touch to signed offer.

Build targeted sourcing strategies. Know the companies, the teams, and the people worth pursuing before the req opens.

Use AI tools across sourcing, outreach, research, and pipeline as a core part of how you work, not an experiment.

Own your funnel metrics and the infrastructure behind them. Maintain data integrity in Ashby, know where the bottlenecks are before someone tells you, and bring evidence to calibration conversations: passthrough rates, pipeline stage data, not just gut.

Own offer processes end to end: extending, negotiating, closing, and generating offer letters.

Act as a strategic advisor. Use market intelligence to anticipate hiring needs, push back on misaligned expectations, and shift strategy when the signal changes. Translate abstract asks into concrete target lists, comp frameworks, and close plans, and bring data, not just instinct, to every conversation.

W

HO YOU ARE

High ownership is your default, not your mode. You notice what is broken and fix it without being asked. If something in your scope is off, you own it.

You run every candidate process with urgency and care.

5+ years of full-cycle recruiting at a high-growth startup. You have closed strong candidates in competitive markets and have the track record to show it.

Genuine talent judgment: You can map a market, identify the signal that separates exceptional from competent, and explain your reasoning. Your point of view is grounded in research and pattern recognition.

AI-fluent: AI is embedded in how you work: sourcing, outreach, research, pipeline. You can walk through your setup, explain what you have iterated on, and demonstrate what changed because of it.

Preferred

Scale-up and start-up experience.

Experience building recruiting infrastructure from scratch: intake frameworks, scorecards, sourcing playbooks.

Demonstrated use of AI recruiting tools as core stack with concrete before/after